Employee Relations: An International Journal

Ramya, S.M.; Banu, Jasmine; Asokan Ajitha, Aswathy; Baral, Rupashree

2023 Employee Relations: An International Journal

doi: 10.1108/er-11-2021-0515

This research aims to study employees' pandemic-induced work–home boundary violations using the work–home boundary model. Boundary theory and social theories provide the theoretical underpinnings for this study. The authors study the role of gender, gender role ideology, and fear of COVID-19 in explaining the relationship between work–home boundary violations, work–family conflict (WFC), and subjective well-being (SWB) among working professionals.Design/methodology/approachData were gathered using an online survey on married and working individuals (N = 354) and analyzed using the multi-group analysis technique in structural equation modeling (SEM).FindingsResults show that men faced higher WFC due to job insecurity, while women reported higher WFC due to traditional gender role ideology. Surprisingly, men reported lower subjective well-being due to WFC compared to women, when fear of COVID-19 was low. One promising finding is the potential in using problem-focused coping strategy (PCS) as a boundary-work tactic for both men and women to ensure boundary control (BC) to reduce WFC and improve SWB during the new normal.Practical implicationsThis study contributes to boundary theory, social role theory, and social support resource theory, along with practical implications for employees, organizations, and policymakers.Originality/valueThis study dissects the primary role of problem-focused coping as a valid coping mechanism for managing the issues arising from the pandemic-induced unfavorable working conditions.

Drydakis, Nick; Paraskevopoulou, Anna; Bozani, Vasiliki

2023 Employee Relations: An International Journal

doi: 10.1108/er-06-2021-0277

The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting.Design/methodology/approachIn order to answer the research question, the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector.FindingsThe results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than those do for men.Practical implicationsIf prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adopt inclusive human resources (HR) policies at the earliest stages of the recruitment process.Originality/valueThis research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to the employees' motivation, productivity, and health, such prejudices against older individuals may be considered taste-based discrimination.

Katz, Marsha; LaVan, Helen

2023 Employee Relations: An International Journal

doi: 10.1108/er-09-2021-0394

How older workers pursue their employment discrimination claims is the focus of this study. This is part of the broader question of how older, unionized employees pursuing their statutory rights fare in litigation and how unions might organize and subsequently better protect older workers who have been discriminated against.Design/methodology/approachThis study is a random sample of 1889 litigated age discrimination cases in Federal courts using NVivo to conduct a content analysis on unionization, individual, organizational and legal variables.FindingsAn analysis of case characteristics and outcomes in cases filed under the Age Discrimination in Employment Act indicated that older unionized workers pursuing their claims are more likely to have rulings in their favor. Other demographic characteristics of the cases in which unionized workers prevailed include seniority, disability, filing under Title VII and cases involving retaliation.Research limitations/implicationsImportantly, empirical legal scholarship, using the case as the unit of analysis, will significantly add to the understanding of how age discrimination might be reduced through litigation. Empirical legal scholarship strategies would also suggest identifying labor tribunal or arbitration cases. Using content analysis would allow for a deep understanding at the micro level of the context that led to the charges of age (or other types) of discrimination.Practical implicationsThis study offers evidence that union representation can add value when older employees are pursuing their rights in litigation.Originality/valueThis research focuses on individuals who have actually been discriminated against using empirical legal scholarship, content analysis and big data analytics.

Burhan, Muhammad; Hamdan, Omar Abou; Tariq, Hussain; Hameed, Zahid; Naeem, Rana Muhammad

2023 Employee Relations: An International Journal

doi: 10.1108/er-08-2020-0386

This study examines the influence of contextual factors (e.g. age and ownership type) on HRM formality (including the underlying functions of recruitment, selection, training and development, performance appraisal and compensation) in SMEs.Design/methodology/approachData were collected through a quantitative survey of 300 owners/managers of services, manufacturing and trade SMEs in Pakistan.FindingsFirm age, association with a larger parent entity, existence of a strategic business plan and the presence of a human resource information system (HRIS) are positively related with higher HRM formality. Firm size, family ownership and exporting characteristics had no association with formality.Practical implicationsThis study suggests a highly influential role for contextual factors in shaping HRM practices in Pakistani SMEs. Since the lack of a strategic approach towards human resource development is directly linked to the inferior performance of SMEs in Pakistan, this study provides an understanding of the contextual institutional setting that shapes the nature of HRM practices. The findings inform both SME owners/managers and policy makers.Originality/valueInstitutional influences on HRM systems have attracted attention but organisational factors are less often studied. Studies mostly relate to Western contexts and lack perspectives from SMEs. The findings of this empirical investigation highlight the importance of context specific research given the different nature of institutional settings.

García, Gustavo A.; Gonzales-Miranda, Diego René; Gallo, Óscar; Roman Calderon, Juan Pablo

2023 Employee Relations: An International Journal

doi: 10.1108/er-05-2021-0179

This study aims to measure the gender wage gap among millennial workers in Colombia and determine if there is a marked wage difference between millennial women and men. Furthermore, this study analyzes whether millennial women face a glass ceiling, that is, whether there is a larger gender wage gap among workers earning relatively high wages.Design/methodology/approachThe study data included a sample of 2,144 millennial workers employed in 11 organizations located in the five main cities of Colombia. Oaxaca–Blinder econometric methods of wage decomposition were used to calculate both raw and adjusted gender wage gaps. The latter results in estimating the gender wage gap while controlling for observable characteristics related to individual, family, and labor. In addition, wage decompositions by education levels were carried out to approximate the extent of the glass ceiling among young workers.FindingsThe results show that millennial workers in Colombia face gender inequality in the labor market and that professional millennial women experience a distinct glass ceiling. The adjusted gender wage gap is 9.5%, and this gap increases with education level, increasing to nearly 14% among college-educated workers.Research limitations/implicationsThe empirical results are supported by a self-report survey of millennial workers. An important limitation is that the data include millennial workers employed in the formal sector and exclude the informal sector (activities not regulated or protected by the state), which represents an important part of the economy in developing countries.Originality/valueThis paper contributes to the empirical literature on gender wage inequality for younger workers. This paper is original in reviewing the gender pay gap in Colombia using a primary dataset. Most of the work in this area has been done in developed countries and this research adds to the findings that have had focused on those nations.

Hu, Enhua; Han, Mingyan; Zhang, Mengyue; Huang, Lin; Shan, Hongmei

2023 Employee Relations: An International Journal

doi: 10.1108/er-02-2022-0101

Despite the considerable research into China's industrial relation system, little attention has been focused on what do Chinese unions at the enterprise level do and how their daily work influences employees' work-related outcomes. Drawing on the theory of planned behavior, this paper aims to examine the impact of Chinese enterprise union practices on employees' change-oriented organizational citizenship behavior through the mediating roles of psychological safety, perceived insider status, and role breadth self-efficacy.Design/methodology/approachData were collected from 450 employees at 45 unionized enterprises in China through a three-wave survey. Multilevel analyses were conducted to test the hypothesized effects.FindingsChinese enterprise union practices positively predicted change-oriented organizational citizenship behavior. Critically, psychological safety and role breadth self-efficacy mediated the positive relationship between Chinese enterprise union practices and change-oriented organizational citizenship behavior.Originality/valueThis study provides new evidence on the effectiveness of Chinese enterprise union practices from a perspective of employees' work-related outcomes. It also enriches the existing literature on antecedents of change-oriented organizational citizenship behavior and provides a “planned” perspective to understand the mechanism that underlies the relationship between Chinese enterprise union practices and change-oriented organizational citizenship behavior.

Shortland, Susan; Perkins, Stephen J.

2023 Employee Relations: An International Journal

doi: 10.1108/er-01-2022-0006

The purpose of this paper is to examine how individuals involved in top pay determination view their role and accountabilities, and capability development needs, theorised under the rubric of professionalisation.Design/methodology/approachA qualitative research approach draws upon in-depth interviews with non-executive directors serving on remuneration committees (Remcos), institutional investors, their external advisors, and HR reward experts.FindingsRegulation has addressed remuneration committee resourcing implications but has yet to consider the ramifications for implied professionalisation requirements for the independent actors involved. Non-executives' and institutional investors' professional engagement is potentially hindered by the capability and capacity required for the activities involved and, for NEDs, the reward attached.Research limitations/implicationsFurther research is needed to evaluate professionalisation initiatives by top pay regulators and assess their impact on executive remuneration in practice.Practical implicationsThorough induction, tailored training, and continuous professional development are crucial to quality executive remuneration decision-taking; organisational and regulatory attention to these issues is required along with widening NED selection and recognition criteria.Originality/valueThis paper provides new knowledge on how top pay decision-takers view their role, the competencies required, and necessary professional development needed to achieve organisational competitive advantage. It reveals a potential dark side to top pay decision-taker professionalisation if individuals repurpose themselves as occupants of part-time executive roles undermining corporate executives.

Davis, Amanda S.; Van der Heijden, Beatrice I.J.M.

2023 Employee Relations: An International Journal

doi: 10.1108/er-08-2021-0338

The dynamic employee engagement framework visually delineates employee engagement from its antecedents and responds to the debates regarding how employee engagement is positioned within the academic literature.Design/methodology/approach A narrative literature review was conducted.FindingsThe new framework visually demonstrates the impact of contextual changes on employee engagement. Additionally, it positions employee engagement as a psychological state (psychological presence) and as a behaviour.Research limitations/implicationsThe new framework promotes the study of behavioural engagement when the incorporation of context and/or multiple voices is required. Accordingly, studying behavioural engagement may help scholars understand more about the dynamics of employee engagement within and across different settings, reduce the reliance on self-reported studies and help bridge the employee engagement academic and practitioner discourses.Practical implications Human resource management/development practitioners and line managers may use the new structured framework in several ways to help them foster employee engagement.Originality/value The new framework extends five integrated employee engagement models by incorporating the macro and micro external context, and repositioning trust and feedback. In doing so, it more accurately conveys diagrammatically the dynamic nature of employee engagement following significant contextual changes. It also visually separates out the antecedents to employee engagement thus respecting construct boundaries and positions employee engagement as a multi-dimensional construct comprised of psychological state (psychological presence) and behavioural engagement. Building on this, we also argue that double-loop learning is an example of behavioural engagement.

Cárdenas, Luis; Villanueva, Paloma

2023 Employee Relations: An International Journal

doi: 10.1108/er-06-2021-0261

This study aims to analyse the institutional changes in the Spanish labour market in the light of the measures introduced to support workers during the COVID-19 crisis. Applying the theoretical framework the authors’ hypothesis is that the labour policy response to the crisis provoked by COVID-19 in Spain has ranged from strategy of preservation of the social democratic coalition to the anti-bourgeois bloc coalition with a greater presence of social pacts and the support of the social partners.Design/methodology/approachCombining the institutional theory of liberalisation trajectories, the four ideal-typical reform strategies and the social pacts literature, the authors analyse the change in the labour market policy orientation during the COVID-19 economic crisis in Spain.FindingsIn comparison to the Great Recession labour policy response, short-time work schemes and new benefits have characterised the 2020 labour policy strategy. Then, the labour policy response has oscillated between, on the one hand, a strategy of preservation of the social democratic coalition, which is characterised by measures to protect workers on the margins of the labour market without affecting the discretionary power of employers. On the other hand, a strategy of the anti-bourgeois bloc coalition, reflected in the employment safeguard clause that attempts to limit both external numerical flexibility and the increase in unemployment. Finally, the authors have analysed whether the labour policies after the COVID-19 crisis constitute a new round of social pacts in Spain and how this took place. They conclude that the main measures approved in the area of employment protection have been supported by social pacts and the social partners (trade unions and employers), as reflected in the signing of the Social Agreement in Defence of Employment (ASDE).Originality/valueTo the best of the authors’ knowledge, this is a significant contribution as it is the first article to point out that the labour policy represents a change in the trajectory of liberalisation, limiting the discretionary power of employers and re-regulating the labour market. The main measure of (re)regulation has been to safeguard employment and to avoid objective or unfair dismissals, which is the traditional form of adjustment. In other words, internal numerical flexibility has been promoted over external flexibility, thus significantly modifying the orientation of labour policy. Finally, the authors have found that social pacts have allowed for greater institutional coherence between legal changes and the behaviour of employers and workers.

Demir, Mahmut; Günaydın, Yusuf

2023 Employee Relations: An International Journal

doi: 10.1108/er-05-2022-0232

This study aims to determine the influence of candidate employees' social media accounts (SMAs) on human resource (HR) professionals' hiring decisions as a job application reference in the tourism industry.Design/methodology/approachUsing a qualitative approach, semi-structured interviews were conducted in tourism businesses, such as hotels, travel agencies, restaurants, bars, and ground-handling service companies. In-depth, open-ended interviews with 16 questions were conducted to gather data face to face between October 15 and December 20, 2021, with 38 HR professionals. The research questions were analyzed using thematic analysis and discussed under three main themes.FindingsThe findings of this study showed that HR managers in the tourism industry generally prefer to examine candidates' SMAs rather than traditional references because they can quickly and cheaply screen many applicants.Originality/valueSocial media (SM) is increasingly used as a crucial channel in recruitment within organizations. This paper contributes by filling a gap in HR management, which empirical studies on the influence of job applicant's SMAs on recruiters' hiring decisions have been limited so far.