English Language and Low‐Skilled Jobs: The Structure of Employment

We use the Bay Area Longitudinal Surveys (BALS) to examine skill requirements, the joint use of English and non‐language skills, and wages in low‐skilled jobs. Results show that low‐skilled jobs—even those open to workers with limited English—require English language skills. Furthermore, most make joint use of English and non‐language skills with the ability of any specific English skill set to enhance varying with the job’s specific non‐language skill required and industry.     

Maintenance work, maintenance skills: the case of a major water company in the UK

This article explores how maintenance work and the requirements of maintenance skills may have changed in a changing technological and organisational environment. A closer examination of the skill requirements for maintenance work in the case study firm has revealed a wider range of skill components than existing literature on maintenance skills has focused on. This paper argues that organisational change may lead to the requirement of new skills for maintenance work and that interpersonal skill may be an important skill element required.     

Why and When Are the Self‐Employed More Satisfied with Their Work?

Analysis confirms that the self-employed are more satisfied with their jobs because their work provides more autonomy, flexibility, and skill utilization and greater job security. These underlying mechanisms have been stable over the last 30 years and are not due simply to personality differences. The self-employed job satisfaction advantage is relatively small or nonexistent among managers and members of the established professions—occupations where organizational workers have relatively high autonomy and skill utilization.     

Management,Organizational Justice and Emotional Exhaustion among Chinese Migrant Workers: Evidence from two Manufacturing Firms

This article explores how Human Resource (HR) policies and practices influence employee perceptions of organizational justice, which in turn impacts employee emotions and feelings of emotional exhaustion. Using structural equation modelling and based on employee survey data drawn from two manufacturing organizations, we find that a strong HR system — perceived by workers as distinctive, attractive and consistently implemented — fosters perceptions of distributive, procedural and interactive justice. However, only distributive injustice leads to negative emotions and emotional exhaustion. This is explained by reference to the cultural and institutional context (China), status (migrant) and type of workers (semi‐skilled, manual) included in the study. We discuss the theoretical and practical implications that arise from these findings.     

The Role of Public and Private Protection in Disruptive Innovation: The Automotive Industry and the Emergence of Low‐Emission Vehicles

In the automotive industry, the need to move toward more sustainable trajectories of innovation has received much attention. Car manufacturers have started to develop lower emission alternatives for the internal combustion engine, particularly electric, hybrid, and fuel‐cell vehicles. They face the challenge, however, of how to make a potentially disruptive, systemic, and societally embedded technology such as a low‐emission vehicle attractive to mainstream customers. While literature has suggested that companies can empower the initial stages of disruptive innovation by creating protected spaces themselves and/or by taking advantage of such spaces created by public actors, the specific role of these different types of protection levers—private and/or public—has remained unclear. This article therefore investigates to what extent and how private and public protection levers affect firm‐level strategies to increase the attractiveness of disruptive and systemic innovations to mainstream customers. This is explored empirically through a multiple case study of the emergence of low‐emission vehicles within three car manufacturers—Daimler, General Motors, and Toyota—in the context of European, Japanese, and U.S. policies. The empirical analysis is conducted on a data set consisting of more than 9000 articles from two trade magazines, a car magazine and a financial newspaper for the period of 1997–2010. As main findings, the article identifies regulation, tax incentives, and public–private partnerships as the public protection levers that impose or stimulate “new” performance metrics such as fuel economy and vehicle emissions. It also finds that resource allocation, niche occupation, and collaboration‐integration act as the main private protection levers. In addition, two protection levers emerge from the data that are rather prominent in this context: the use of regulation imposing large‐scale commercialization of low‐emission vehicles and dumping of products in the market below cost price. The article concludes with two different protection trajectories—a public protection trajectory and a private protection trajectory—which explain how car manufacturers leverage the various protection levers to deal with disruptive technology. The main implication of the two trajectories is that while the public protection trajectory stalled due to the systemic, socially embedded technological impediments of electric vehicles and fuel‐cell vehicles, the private protection trajectory picked up the remains of the public protection trajectory and has gained momentum, continuing until today.     

YTS and the Labour Market

This article contains results from a survey of the influence of the Youth Training Scheme (YTS) in the labour market. Tighter conditions in this market in 1989 led to changes in the role of the YTS towards recruitment and training rather than job creation. The effectiveness of YTS in meeting skill shortages is examined, as are the motives of employers who participate in the scheme and the extent to which trainees aim for qualifications. Youth training for the labour markets of the 1990s is considered in relation to expected future trends in the demand for skilled labour in that period.     

The role of ICTs in the servitisation and degradation of IT professional work

Recently IT work has been subjected to management approaches that apply production methods to service work. Specialised information and communication technologies (ICTs) used by IT professionals have played an important role in this ‘service turn’, but this has not been adequately explored in the literature. Via a qualitative study of IT professionals situated across the servitised IT functions of five UK‐based organisations, this article considers how these ICTs are inscribed with managerial logics that afford control benefits to managers while undermining professional autonomy and job quality. The article makes two main contributions to the literature. Firstly, it sheds light on how ICTs introduced into organisational IT functions support managerial control objectives and impact the job quality of IT professionals. Secondly, it suggests that ICTs may infect the logic of professionalism that takes pride in the quality of the work performance with a dominant managerial logic that places an emphasis on meeting management objectives.     

‘We can only request what's in our protocol’: technology and work autonomy in healthcare

This article explores the tension between standardization and autonomy raised by the implementation of new technology in healthcare organizations. The theoretical frame of this study is grounded in the impact of new technologies on work organization, routinization and autonomy across settings. Empirically it presents evidence from two NHS Trusts in England that implemented a national Electronic Patient Record (EPR). The paper aims to reinvigorate the debate on the tension between standardization and autonomy in professional workplaces such as healthcare. It argues that the implication of technology in professional work conditions processes of task routinization that constrain autonomy, and enables reallocation of discretion between professional groups. We argue that routinization is not restricted to low‐skill work but may travel across contexts and be evidenced in high‐skill work environments. The interplay between routinization and autonomy is also useful in drawing insights concerning the dynamics of change that occur in professional work.     

Clerical workers, clerical skills: case studies from credit management

This article examines job knowledge and skill in clerical work drawing on five case studies from the area of credit management. The cognitive, social and 'tacit' skills necessary for clerical effectiveness in this sector are identified and examined. Feminist approaches to skills analysis are used to examine how and why this type of work is under-valued.     

Skill changes in maintenance work in British Telecom: an alternative view

Here the author presents an alternative view of recent changes in skilled work in British Telecom to that provided by Roger Penn in a recent article in NTWE. In particular, he argues for a detailed analysis of changing work tasks, a clear definition of skill, and a greater focus on the changing distribution of tasks and skills between different occupational groups.     

Navigating the demands of increasing customer participation through firm and individual job resources

Many firms are increasing the amount of customer participation required in B2B sales in efforts to improve firm performance. Unfortunately, little is known regarding how increasing customer participation expectations effects the firm's salespeople. To address this issue, using the job demands-resources model, this study examines how increases in customer participation influence salesperson burnout and salesperson investment in resources, while accounting for the job resources of job autonomy and belief in innate selling ability. The potential moderating effects of competitive intensity are also captured. The findings, based upon a survey of 210 B2B salespeople, indicate that increasing customer participation does not increase salesperson burnout, but increases investments in resources aimed to increase salesperson professional development. Further, greater job autonomy was found to decrease salesperson burnout and increase investment in resources, with the latter being moderated by competitive intensity. Belief in innate selling ability, in contrast, was found to increase burnout and decrease investment in resources by salespeople, with the latter being moderated by competitive intensity. This study highlights the multiple positive and negative effects of increasing customer participation in B2B selling, providing new insights for how firms can set policies to enhance salesperson well-being and effectiveness in a B2B setting.     

Women,work and Web 2.0: a case study

This article examines the opportunities and obstacles facing female information technology (IT) professionals holding ‘hybrid’ or ‘mixed skill’ positions in the Web 2.0 era. The author presents data from a case study to argue that choices of career pathways, technical skill set, age and experience are factors that affect career progression and job satisfaction in a masculinist culture of computing.     

Lean Launch: Managing Product Introduction Risk Through Response-Based Logistics

New product launch research has identified four strategic issues that involve activities essential to introduce a new product to its target market. The sum of these decisions is critical to new product success. Substantial research has focused on decisions guiding the proper product, price, and promotion mix to favorably impact market goals. Considerably less research has centered on determining how place capabilities such as logistics and supply chain relationships impact launch performance. Logistics and supply chain collaboration—the processes involved in planning, implementing, and controlling the efficient, effective flow and storage of goods, services, and related information from the point of origin to point of consumption for the purpose of conforming to customer requirements—can greatly reduce risk associated with new product launch. They combine to provide a structure to facilitate rapid response to developing demand by location and intensity. In this article, an effort is made to fill the gap in extant knowledge regarding new product launch strategies by reviewing relevant literature and comparing traditional launch strategies based on anticipatory demand forecasts with alternative lean launch strategies based on the principles of response-based logistics. The result is a lean launch model for continued empirical testing and managerial review. The article contrasts traditional logistics support of new product launch with an emerging logic called lean launch strategy. The traditional launch strategy is forecast driven and is based on anticipatory logistics (push). The lean launch strategy is formulated on principles of postponement and is based on response-based logistics (pull) and supply chain management. Response-based logistics systems provide flexibility that enables better management of inventory levels. Improved replenishment times and in-stock availability of products from a centralized inventory allows managers to rapidly react to actual demand. Lean launch enhances successful introduction by allowing greater flexibility in product variant selection while minimizing out-of-stock potential. Lean launch also can cut losses in product launch failures by reducing launch inventory exposure. Finally, lean launch can improve chances of new product success by helping limited volume technical successes achieve profitability.     

Structural and relational influences on the role of reward interdependence in product innovation

This study examines the relationship between reward interdependence, or the extent to which managers' rewards are tied to the performance of colleagues in other functions, and product innovation. It also considers how structural and relational features of the organizational context might moderate this relationship. Our analysis of a sample of Canadian‐based firms reveals a positive relationship between reward interdependence and product innovation that is invigorated at higher levels of job rotation, social interaction, and interactional fairness, but we find no evidence of a moderating effect of decision autonomy. Consistent with a systems approach to organizational contingencies, we also find that the reward interdependence–product innovation relationship is stronger when the organization's context comes closer to an ‘ideal’ holistic configuration that is most conducive to knowledge exchange within the organization, with a more prominent role played by the relational sub‐context (social interaction and interactional fairness) than the structural sub‐context (job rotation and decision autonomy). The findings have important implications for innovation research as they shed light on how the extent to which individual rewards are tied to collective performance can be channeled to enhance innovation pursuits.     

Rookies and seasoned recruits: How experience in different levels,firms, and industries shapes strategic renewal in top management

Research summary : This study explores the effect of knowledge integration on strategic renewal. In particular, it examines how executives from different levels and sources influence renewal when added to top management teams (TMT). In contrast to prior work, the study hypothesizes and finds that new outside rookies—those new to top management and the firm—are associated with higher firm growth than other types of executives. We also find that seasoned outsiders—those with prior TMT experience outside the focal industry—contribute to growth only when the existing TMT has a long tenure. The results suggest that the ability of the TMT to integrate new members varies by executive type and has an important effect on incremental strategic renewal. Managerial summary : Conventional wisdom holds that firms are better off hiring those who can demonstrate prior experience and skill in tasks as close as possible to the job. In the realm of the top management team (TMT), however, we find that many firms benefit from hiring rookies from other firms who are new to the top management team level. These candidates bring useful knowledge of the operations of competitors and other firms, and they are easier to socialize and integrate with the existing team. While more experienced senior leaders may bring valuable strategic knowledge, this study suggests that only top management teams with long shared experience can weather the disruption that they cause to realize the potential benefits. Copyright © 2016 John Wiley & Sons, Ltd.     

Work Pressure in Europe 1996–2001: Trends and Determinants

Diverse theories have predicted a trend towards growing work pressure in advanced capitalist societies, while pointing to quite distinct causal factors. This paper seeks to assess these arguments using data from two surveys of employees in European Union member‐states carried out in 1996 and in 2001. It finds there is no evidence of a trend towards higher work pressure over this period. There is, however, support for some of the main arguments about the types of factors that affect work pressure: for instance, skill, job control, new technology and current job security are clearly important. But the trends in job control and job security have not been those predicted, while changes in another major determinant — the length of working hours — have tended to reduce work pressure. There are substantial and relatively stable differences in work pressure between countries, but to a considerable extent, these reflect compositional differences with respect to the main determinants of work pressure.     

Do Different Work Characteristics Have Different Distributional Impacts on Job Satisfaction? A Study of Slope Heterogeneity in Workers’ Well‐Being

This article is an empirical study of slope heterogeneity in job satisfaction. It provides evidence from the generalized ordered probit models that different job characteristics tend to have different distributional impacts on the overall job satisfaction. For instance, standard models tend to significantly underestimate the effects of monthly salary and hours worked at generating the ‘highly’ satisfied workers, while lowering the incidence of the ‘very dissatisfied’ workers. Although our results should be viewed as illustrative, we provide discussions of their potential implications for employers and on how they could help with the design of employment contracts.     

An analysis of the knowledge base of scientific research and development business services

It is argued that the literature on scientific research and development outsourcing focuses mostly on client firms, that is, the demand side, while little is known of the characteristics of the supplying sector. The present paper tackles this gap by elaborating an exploratory analysis of this business service sector with a view to analyze the main patterns of specialization and their evolution over time. Using data on job content and skill requirements in the United States, we elaborate a knowledge taxonomy of the sector and explore how different forms of knowledge coexist and coevolve.     

In the name of progress? skill and attitudes towards technological change

This article uses case study data to explore the relationship between skill and workers'attitudes to technological change. A detailed model of skill is constructed to examine whether and how jobs are deskilled. The influence of a range of skill-based and other factors on attitudes is then assessed.