Strategic Dilemmas: How Managers Use HR Practices to Meet Multiple Goals

Contrary to the classic assumptions in the business and human resource (HR) strategy literatures, real‐world organizations often pursue multiple and potentially contradictory performance goals. They may adopt ‘hybrid’ strategies to maximize both differentiation and low cost — leading middle managers to face dilemmas in how to achieve different goals using the same HR practices. We link employee‐level surveys of HR practices to establishment‐level data on service quality, labour efficiency and profitability to examine the effects of HR practices on these outcomes. We find that establishments with greater use of high involvement practices have significantly higher service quality, which mediates the relationship between HR practices and profitability. Findings for labour efficiency are positive, but generally not significant. These findings also have implications for the quality of jobs.     

The Paradox of Liberalization — Understanding Dualism and the Recovery of the German Political Economy

What do the recent trends in German economic development convey about the trajectory of change? Has liberalization prepared the German economy to deal with new challenges? What effects will liberalization have on the co‐ordinating capacities of economic institutions? This article argues that co‐ordination and liberalization are two sides of the same coin in the process of corporate restructuring in the face of economic shocks. Firms seek labour co‐operation in the face of tighter competitive pressures and exploit institutional advantages of co‐ordination. However, tighter co‐operation with core workers sharpened insider–outsider divisions and were built upon service sector cost cutting through liberalization. The combination of plant‐level restructuring and social policy change forms a trajectory of institutional adjustment of forming complementary economic segments which work under different rules. The process is driven by producer coalitions of export‐oriented firms and core workers’ representatives, rather than by firms per se.     

From Coping Strategies to Tactics: London's Low‐Pay Economy and Migrant Labour

This article examines the means by which low‐paid migrant workers survive in a rapidly changing and increasingly unequal labour market. In a departure from the coping strategies literature, it is argued that the difficulties migrant workers face in the London labour market reduces their ability to ‘strategize’. Instead, workers adopt a range of ‘tactics’ that enable them to ‘get by’, if only just, on a day‐to‐day basis. The article explores these tactics with reference to the connections between different workers’ experiences of the workplace, home and community, and demonstrates the role of national, ethnic and gender relations in shaping migrant workers’ experiences of the London labour market and of the city more widely.     

Learning to labour: an evaluation of internships and employability in the ICT sector

The employability of graduates is often reduced to lists of de‐contextualised skills that graduates may or may not have and which may or may not translate to prized graduate positions. Recently, internships have become the way in which graduates acquire and demonstrate work‐readiness to potential employers. This article examines a particular type of internship in the ICT sector, namely placements incorporated in degree education. The findings suggest that while internships can enhance employability and indeed be a mechanism for accessing permanent jobs, more often, instead of ‘learning to labour’, interns are expected to be productive workers. A mini labour market operates at the undergraduate level that advantages those already possessed of the required soft skills. The emphasis on soft skills signals a shift in the nature of ICT work with attendant implications for education of workers in this sector, revealed by anchoring employability to particular labour process(es).     

Labour Adjustment Implications of Service Offshoring: Evidence from Canada

About one‐fifth of Canadian employees are in jobs that are vulnerable to service offshoring. Despite this figure, both theory and our empirical evidence (based on a variety of methodologies and datasets) suggest that the offshoring of business services is not likely to lead to large adverse employment effects. We also conclude that existing active labour market adjustment policies (e.g. increased labour market information, job search, mobility and training) developed for other adjustment pressures such as technological change and free‐trade in goods are just as appropriate (perhaps even more so) to deal with the consequences of service offshoring.     

Zero Hours Contracts and Their Growth

This article studies the prevalence and nature of zero hours contracts (ZHCs) in the UK labour market. It is widely argued that the headline count of ZHC workers based on the Labour Force Survey historically underestimated the number of workers in ZHC jobs. Here, we argue that this likely continues to be the case, particularly if one considers other, similar, no-guaranteed-hours jobs alongside ZHCs. ZHC jobs and workers are heterogeneous, but ZHCs have become increasingly concentrated among young workers, full-time students, migrants, black and minority ethnic workers, in personal service and elementary occupations, and in the distribution, accommodation and restaurant sector over time. Compared to other forms of employment, median wages in ZHC jobs have also fallen. The most common prior labour market state for ZHC workers is non-ZHC employment, particularly part-time employment, with part of the reported growth in ZHCs driven by reclassification of existing employment relationships. Finally, we show that growth in public awareness of ZHCs contributed substantially to recent growth in reported ZHCs, particularly over the period 2013/14.     

Information technology change,work complexity and service jobs: a contingent perspective

We examine the contingent impact of implementing an enterprise‐wide information technology system (Enterprise Resource Planning) on perceptions of work complexity in clerical, technical and managerial service sector jobs. Using matched and control samples of employee survey data, we compare pre‐ and post‐intervention perceptions of work complexity and importance of analytical skills across three hierarchical job levels: clerical, technical and managerial. We find that employees in clerical jobs, at the lowest level in the hierarchy, experience a significant increase in work complexity and need for analytical skills, whereas those in technical and managerial service jobs do not. Implications for theory, management of technology and employment policy are discussed.     

Informal Work and Protest: Undocumented Immigrant Activism in France, 1996–2000

Nominally, the wave of protests by undocumented immigrants that swept through France in the late 1990s successfully challenged the restrictive Pasqua immigration laws. However, despite appearances, the mass movement was at base a labour protest: undocumented workers demonstrated against immigration laws that undermined the way they navigated informal labour markets and, in particular, truncated their opportunities for skill development. Furthermore, it is proposed in this article that examining social movements for their labour content can reveal erosions of working conditions and worker power in informal sector employment. A case study of the Paris garment district is presented to demonstrate how the spread of ‘hybrid‐informality’ made legal work permits a prerequisite for working informally and relegated undocumented immigrants to lower quality jobs outside the cluster.     

IT jobs: opportunities for all?

This paper examines the opportunities for the unemployed to access information technology jobs. Based on original research, it indicates that, despite initial expectations about an expanding sector of high skill, high wage jobs, recent developments indicate a tight labour market, which has created barriers to these jobs for the unemployed.     

The Prevalence and Effects of Occupational Licensing

Our study provides the first national analysis of the labour market implications of workers who are licensed by any agency of the government in the USA. Using a specially designed Gallup survey of a nationally representative sample of Americans, we provide an analysis of the influence of this form of occupational regulation. We find that 29 per cent of the workforce is required to hold a licence, which is a higher percentage than that found in other studies that rely on state‐level occupational licensing data or single states. Workers who have higher levels of education are more likely to work in jobs that require a licence. Union workers and government employees are more likely to have a licence requirement than are non‐union or private sector employees. Our multivariate estimates suggest that licensing has about the same quantitative impact on wages as do unions — that is about 15 per cent — and that being both licensed and in a union can increase wages by more than 24 per cent. However, unlike unions which reduce variance in wages, licensing does not significantly reduce wage dispersion for individuals in licensed jobs.     

The Unexpected Appearance of a New German Model

Most Continental European labour markets and welfare states have experienced a substantial transformation. Germany is a case in point as it exhibits increasing levels of employment and a growing share of low pay and non‐standard work. The article claims that changes in labour market institutions play a major role, but changes in industrial relations at the sectoral level and individual firms' staffing practices are equally important. Regarding labour market institutions, the pattern found in Germany shows sequences of reforms addressing the margins of the labour market and contributing to a growing dualization of employment. This dualization trend was reinforced by micro‐level dynamics in industrial relations and company employment practices, where we can observe growing reliance on mechanisms of internal flexibility for the skilled core workforce and increasing use of non‐standard types of employment in less specifically skilled occupations, in particular in the private service sector. Hence, the adjustment of the German model can only be understood by taking into account the interaction of policy change and actors' adaptive behaviour.     

Knowledge Sharing through Face‐to‐Face Communication and Labour Productivity: Evidence from British Workplaces

We investigate whether the adoption by workplaces of human resources management (HRM) practices that enhance face‐to‐face communication (FTFC) among employees is associated with productivity gains. The analysis is based on a nationally representative sample of over 500 British trading establishments drawn from the linked 2004 Workplace Employment Relations Survey and Annual Business Inquiry, for which objective measures of labour productivity (value added per employee) are available. We find a positive association between productivity and FTFC in problem‐solving groups, teams and meetings of senior or line managers and employees, provided that FTFC is adopted on a continuous basis. Our finding suggests that British workplaces in the trading sector could increase their productivity by implementing HRM practices in such a way as to enhance knowledge sharing through employees' personal interactions.     

Re-examining technology's destruction of blue-collar work

Despite research suggesting certain death of blue-collar work due to technological advancements, blue-collar jobs continue to be in demand. Through a study of the blue-collar dominant Transport and Logistics sector in Australia, we apply a Critical Realist framework to consider the tendencies contributing to, and limiting, technological uptake and worker displacement. Our analysis of interviews with sector managers demonstrate how technological uptake decisions to enact labour saving technologies are often constrained by other causal mechanisms and associated (counter) tendencies. Causal mechanisms related to geographical artifacts, industry structure and established business models, along with class structure, mitigate against ‘big bang’ technological transformation and the demise of blue-collar work. We conclude that tracking the future of work is important, but it cannot be done solely on the basis of technological capacities to displace labour or without consideration of the complex interplay of causal mechanisms and tendencies shaping employer decisions about technology.     

Invisible work, invisible skills: interactive customer service as articulation work

The concept of emotional labour provides an incomplete account of interactive service work, underplaying its invisible cognitive and non-routine elements. In interactive work, from customer service jobs in the fast food industry to 'knowledge work' and at those levels in between on which we focus here, many jobs involve 'articulation work'—the often unacknowledged management of awkward intersections among the social worlds of people, technology and organisations.     

Safeguards against Opportunism in Freelance Contracting on the Internet

Based on a large sample of 5,756 Russian‐speaking freelancers from an international online labour market, this study provides rare quantitative evidence of the external labour market where freelancers act under constant threat of client‐side opportunism. We explore how the formalization of agreements, social embeddedness and mode of communication are associated with the incidence of opportunism and further possibilities of resolving problems caused by agreement violations. Social ties and face‐to‐face contact appear to be better safeguards against opportunism in freelance contracting, which is largely informal. The study has important implications for the debates about non‐standard work, online labour markets and job quality in the new economy.     

Amazon Mechanical Turk and the commodification of labour

Crowd employment platforms enable firms to source labour and expertise by leveraging Internet technology. Rather than offshoring jobs to low‐cost geographies, functions once performed by internal employees can be outsourced to an undefined pool of digital labour using a virtual network. This enables firms to shift costs and offload risk as they access a flexible, scalable workforce that sits outside the traditional boundaries of labour laws and regulations. The micro‐tasks of ‘clickwork’ are tedious, repetitive and poorly paid, with remuneration often well below minimum wage. This article will present an analysis of one of the most popular crowdsourcing sites—Mechanical Turk—to illuminate how Amazon's platform enables an array of companies to access digital labour at low cost and without any of the associated social protection or moral obligation.     

The Impact of Employees' and Managers' Training on the Performance of Small‐ and Medium‐Sized Enterprises: Evidence from a Randomized Natural Experiment in the UK Service Sector

We investigate the relationship between employees' and managers' training and firm performance using a policy intervention that randomly assigned training support to small‐ and medium‐sized enterprises in the UK accommodation and food service sector. Because the number of firms self‐selected into training exceeded available places, training was randomly assigned to some firms, resulting in a randomized natural experimental design that allowed us to identify the average effect of training on treated firms. Our empirical results suggest that employees' training had a stronger positive impact on firms' labour productivity and profitability than that of managers'.     

Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain

Despite policy initiatives aimed at promoting female access to jobs, the information and communication technology (ICT) professions have traditionally been largely monopolised by men. Segregation, gendered stereotypes and environmental factors have a clear impact on educational and professional choices, as well as on working conditions. The spread of ICT to all economic activities has meant that ICT specialists are now to be found everywhere, not only in the ICT sector where many stereotypes related to technical jobs persist. This work aims to analyse the gender wage gap and discrimination in ICT professions, with the emphasis on how working in an ICT-intensive industry might affect that situation. The study uses the Spanish Earning Structure Survey data for 2014, and applies wage decomposition techniques to the wage distribution. The results show that female ICT professionals face unfavorable working conditions, especially in highly qualified jobs and in ICT-intensive industries.     

The Effects of Working Time, Segmentation and Labour Market Mobility on Wages and Pensions in Ireland

Most research on pay and benefit differences between full– and part–time work focuses on characteristics of part–time workers and part–time jobs. However, part–time jobs are more open to labour market 'outsiders', and such labour market mobility can influence wages. We analyse the effects of working time, gender, segmentation and mobility on wages and pension benefits in Ireland. Both segmentation and mobility influence wages directly, and controlling for segmentation in a wage model eliminates the negative effect of part–time working. The wage effects of labour market mobility differ by gender and labour market segment. Pension entitlement is strongly influenced by gender, working time, labour market segment and mobility.     

A ‘Problem of Fairness’ in the Making: The Transformation of Public Services from the Perspective of Postal Workers

During the last two decades public administration and public services have undergone profound changes with far‐reaching impacts on employment relations and working conditions. The paper presents the perceptions and lived experiences of workers affected by liberalization and privatization of public services. In doing so it focuses on workers’ ideas of fairness and dignity at work using the concepts of distribution, recognition and the public ethos of the common good and linking them to fundamental principles of justice. It is argued that the perception of inequalities as fair, while it is shaped by custom, is also being socially constructed during far‐reaching changes. The analysis is based on a series of qualitative interviews conducted in Austria, Germany and Switzerland with postal‐service workers, a sector well suited for the analysis because of the far‐reaching changes in terms of market regulation, ownership of organizations, labour regulation, employment and working conditions.