The role of line managers in employee career management: an attachment theory perspective

Line managers increasingly play a key role in organizational career development systems, yet few studies have examined the nature of this role or its implications for employee career attitudes and behaviors. In two studies, we used attachment theory to explore this issue. In Study 1, in-depth interviews (N = 20) showed that employees viewed career management as a relational process in which line managers are expected to act as ‘caregiver’ to support individualized career development. Study 2 was a large-scale international survey (N = 891). Participants scoring higher on attachment avoidance in their line manager relationships reported more negative perceptions of career growth opportunities, lower participation in organizational career development activities and higher turnover intentions. Trust in the organization partially mediated the relationship. Theoretical and practical implications for HRM are discussed.     

The underwhelming demand for poll tax

As the poll tax has entered the centre of the political arena, public opinion has changed to the extent that it is now fair to say ‘the more they know about it, the less they like it’. There is a high political cost to pay for a policy change which has more losers than gainers.     

Do brokers act in the best interests of their clients? New evidence from electronic trading systems

Prior research suggests brokers do not always act in the best interests of clients, although morally obligated to do so. We empirically investigated this issue focusing on trades executed at best execution price, before and after the introduction of electronic limit‐order trading, on the London Stock Exchange. As a result of limit‐order trading, the proportion of trades executed at the best execution price for the customer significantly increased. We attribute this to a sustained increase in the liquidity of stocks as a result of limit‐order trading, regardless of market capitalisation. We discuss the ethical implications of our findings and conclude that market structures that enhance market competitiveness may help reconcile broker and client interests.     

Understanding career experiences of skilled minority ethnic workers in France and Germany

Human resource management literature pays little attention to the agency of skilled ethnic minorities in Europe in terms of explaining their career choices and outcomes. As a step towards addressing this gap, we draw on two field studies based on qualitative interviews. One of these studies draws on interviews with 49 participants in France, and the other is based on interviews with 30 participants in Germany. Through a Bourdieuan analysis, we contribute to the human resource management literature, and demonstrate the varied forms that the agency of highly skilled ethnic minorities takes, in terms of their work experiences, in the context of structures of inequality in both countries.