Gender,Decent Work,and Global Production Sharing in Indonesian Manufacturing

Abstract:

Global commodity chains reflect and affect gendered labor markets. This article uses the Decent Work framework from the International Labour Organization to analyze employment outcomes for Indonesian workers in manufacturing. This research investigates trends in feminized manufacturing sectors in variously sized firms. Regression analyses is used to evaluate how firm characteristics related to global production sharing effect decent work outcomes for women and men, as well as female share of employment itself. The results suggest that exports and FDI affect men and women differently and that feminization and decent work outcomes depend on how the sector is positioned along the global value chain.     

高绩效工作系统能否抑制员工沉默?

在自我决定理论的基础上探讨高绩效工作系统对不同动机员工沉默行为的影响机制及差异性。研究结果表明：（1）高绩效工作系统对员工默许沉默、防御沉默和漠视沉默行为具有显著的抑制作用；（2）高绩效工作系统能通过自主需求满意度、能力需求满意度和关系需求满意度的提升降低员工的默许沉默行为；（3）高绩效工作系统能通过关系需求满意度的提升降低员工的防御沉默行为；（4）高绩效工作系统通过自主需求满意度、能力需求满意度和关系需求满意度的提升降低员工的漠视沉默行为。     

Preserving a Professional Institution: Emotion in Discursive Institutional Work

We studied the discursive institutional work written by pharmacy leaders as part of a larger institutional project to preserve the institution of pharmacy. Our analysis of monthly editorials printed in the Journal of the American Pharmacists Association from 1960 to 2003 shows how different discrete emotions were systematically incorporated in specific rhetorical argument structures over the course of an institutional project. In contrast to previous research, we show how discursive institutional work that is directed to members of the same specific social group (e.g., a profession) can vary over time in response to significant events and changes in practices of the target audience. Our longitudinal study shows that the relative frequency of argument types, the incorporation of emotion, and the content of rhetorical argumentation changed over time. We contribute to theory about the role of emotions in discursive institutional work by unpacking the role of discrete emotions and showing how such discourse evolves over time in concert with field conditions.     

When the going gets tough: the influence of expatriate resilience and perceived organizational inclusion climate on work adjustment and turnover intentions

Abstract

Despite the strong evidence for the beneficial influence of resilience for employee stress resistance in domestic settings, the construct has not received much attention in the expatriation literature, where stress is considered a major factor for expatriates’ poor cross-cultural adjustment and turnover. Drawing upon conservation of resources theory, the present study examines resilience as an antecedent of expatriate work adjustment and turnover intentions. Furthermore, this study investigates the moderating role of perceived organizational inclusion climate as a resource-protecting organizational factor. Results from a survey of 175 expatriates in South Korea indicate that resilience is positively related to expatriate work adjustment and that these positive effects are more pronounced when expatriates perceive their organizational climate to be highly inclusive. Furthermore, findings suggest that work adjustment mediates the effects of resilience on turnover intentions and that this mediation is moderated by a perceived organizational inclusion climate. Implications for theory and practice are discussed.     

The relationship between laissez-faire leadership and burnout: Mediation through work alienation and the moderating role of political skill

We tested the relationship between laissez-faire leadership and job burnout and the mediating role of work alienation in this relationship. We also examined the moderating role of political skill in the relationship between laissez-faire leadership and burnout. Based on time-lagged (three waves, two months apart) survey data collected from 272 employees in 92 firms operating in China, our results showed that laissez-faire leadership was positively related to burnout both directly and via work alienation. Moreover, the positive relationship between laissez-faire leadership and burnout was contingent on political skill, such that the relationship was weak when political skill was high. The study provides useful suggestions to help managers curb employees' feelings of burnout and work alienation.     

The Japanese labour market during the global financial crisis and the role of non-standard work: A micro perspective

This paper analyses aggregate labour dynamics during the global financial crisis in Japan and the role of non-standard work using micro data. The analysis proceeds in two steps. First, using comprehensive establishment-level datasets for the period 1991–2009, it provides a detailed portrait of the adjustment behaviour of establishments at the micro level. Second, it compares aggregate labour market dynamics during the global financial crisis with that observed during the 1997 crisis and decomposes the observed differences into components that can be attributed to changes in the micro-adjustment behaviour of Japanese establishments, changes in the incidence of non-standard work and changes in the distribution of shocks across establishments. It finds that the incidence of non-standard work has increased considerably, worker turnover is much higher among non-standard than standard workers and adjustments in working-time are less important for non-standard workers. Counterfactual simulations suggest that the employment response during the global crisis would have been smaller if the incidence of non-standard work remained at the level observed during the 1997 crisis. The relatively small employment response observed during the global financial crisis is therefore driven by factors other than the increase in the incidence of non-standard work.     

Credibility lost: attempting to reclaim an expert identity in an HR professional context

Professional insecurity is a long‐standing concern within HR, with claims to expertise seen as critical to credibility. Considering HR as an epistemic community and drawing on the identity work literature, we examine an identity threat to, and subsequent response by, a training and development (T&D) team. Based on ethnographic exposure to their practice, we explore how team members experience the threat and follow their attempts to re‐establish their position in the local epistemic community, the HR department. We examine both individual and collective identity work, considering how both the identity threat and subsequent responses are embedded within T&D and HR practice more broadly. Through this analysis, we offer academic insight on the nature of HR practice and the construction of claims to expertise.     

Worktime control and work stress: the moderating effect of self-comparisons and social comparisons

Abstract

Perceived work-related stress has increased notably in recent years, reducing individuals’ well-being and increasing organizations’ and economies’ costs. This study focuses on worktime control as a key approach to reducing work stress, as the extant research on its effects reports inconsistent results. The study argues that comparisons play a major role in how work stress, conceptualized as effort-reward imbalance, occurs. Ordinary least squares is used to test hypotheses with a sample of 1721 employees from Germany to determine whether employees’ prior worktime control and employees’ referents’ worktime control affect the relationship between worktime control and work stress. Results show that (1) worktime control is negatively associated with the experience of work stress, (2) employees’ prior worktime control moderates the relationship between worktime control and work stress, and (3) there is no moderating effect of employees’ referents’ worktime control. The results are discussed in light of gift-exchange theory and related empirical findings.     

Work-home interface in a cross-cultural context: a framework for future research and practice

Abstract

With dual-income families on the increase, combining work and family obligations is a daily reality for many individuals. Unsatisfactory combinations of work and home duties can result in various unfavourable individual and organisational outcomes. Therefore, its proper understanding is essential in order to create adequate recommendations for interventions and prevention. There is a need for the development of theoretical frameworks that take cultural context into account in relation to work-home interface (WHI). In this paper a new framework is proposed; ‘the pyramid of intersecting domains of WHI’ that incorporates cultural context and other important work-life interface aspects. It builds on empirical findings of the intersectionality and work/family border theories. The pyramid consists of the following domains: the domain of work and home characteristics, the roles domain and the cultural domain, which intersect to determine the fourth side of the pyramid, that is, the observed WHI. Based on the pyramid several research propositions can be formulated. Implications for researchers and HR professionals are provided.