共查询到20条相似文献，搜索用时 15 毫秒
1.
As the number of temporary workers in the U.S. has increased dramatically over the past ten years, so, too, has social policy
concent over the rights of temporary employees in the workplace and the responsibilities of employing organizations to them.
This article first reviews the extent to which temporary workers can be considered “employees” of organizations and thereby
be extended the same rights and protections as permanent, full-time employees. Then, the article reviews the current state
of case law on the most salient legal issues pertaining to the treatment of temporary workers: discrimination, pay and fringe
benefits, worker’s compensation, occupational safety and health, and union activity. The article concludes with the managerial
implications of current labor law for compliance with legislative and judicial mandates. 相似文献
2.
Llandis Barratt‐Pugh Steven Hodge Erica Smith 《Asia Pacific Journal of Human Resources》2020,58(2):220-246
The increasing focus on learning and innovation within organisations has significantly changed perceptions and practices of learning. It has also generated an increasingly diverse and growing network of learning and development practitioners (L&D), constructing an emerging identity that is critical to organisational growth. Our study of nearly 800 Australian L&D practitioners explored their working roles, relationships, and development needs, in a contested environment. Our purpose was to explore how L&D practice has changed; if a professional identity for L&D practitioners is emerging; and what development needs L&D practitioners have. The practitioner responses from this study are used to model the emerging themes of L&D practice, substantiate the emergence of a ‘quasi‐professional’ identity, and indicate the imperatives that underpin professional development frameworks. This knowledge provides a foundation for reconceptualising the learning and development practitioner domain. 相似文献
3.
Bruce E. Kaufman 《Human Resource Management Journal》2015,25(1):19-40
This article critiques organisational behaviour (OB) research on employee voice and presents a broader‐based conceptual model that integrates ideas and concepts across employment relationship disciplines and levels of analysis. OB studies err by taking an overly individualistic, psychological, managerialist and de‐institutionalised perspective on employee voice. This criticism is documented and illustrated with numerous examples from the OB literature. To provide a constructive step forward, the article presents an enlarged model of employee voice that not only includes OB but also brings in important contributions from the HRM, industrial relations, labour economics and labour process fields. The model provides an integrative framework for theoretical and empirical studies of voice and yields a number of research and practice implications. 相似文献
4.
5.
Karen M. Olsen Therese Sverdrup Torstein Nesheim Arne L. Kalleberg 《Human Resource Management Journal》2016,26(4):390-407
Employees of professional service firms (PSFs) have attachments to multiple groups, which may be either compatible or conflicting: their employer, their clients and their profession. We analyse the antecedents of commitment to these three foci based on a survey of 510 employees in a large PSF in Norway. The main findings are as follows: (1) low quality of internal work relations is negatively associated with employer commitment and draws employees towards external foci of commitment – the clients and the profession; (2) role conflict is associated with stronger commitment to the client organisation and the profession; and (3) autonomy and transferability of skills are associated with stronger commitment to the profession, but does not undermine commitment to the employer. The article contributes to our understanding of the conditions under which employees identify with external groups and when commitment to the employer may be compromised. The findings have implications for how managers can help to increase the commitment of employees involved in complex employment relations. 相似文献
6.
Brian Harney Kathy Monks Angelos Alexopoulos Finian Buckley Teresa Hogan 《International Journal of Human Resource Management》2013,24(16):2219-2233
University research scientists epitomise knowledge workers who are positioned to avail of the employment conditions associated with ‘boundaryless careers’. Yet while employment flexibility has been hailed as a positive feature of knowledge work, relatively little is known about the forms such flexibility may take or its impact. This article considers the factors shaping the employment conditions of 40 research scientists working in five university research centres in Ireland. The findings suggest that, for knowledge workers such as research scientists, contract employment can deny them access to many of the employment conditions and opportunities that govern their long-term success as researchers. 相似文献
7.
20世纪80至90年代以来,雇佣关系在世界范围内的演变导致了自由职业阶层的复新。在我国,自由职业者管理问题已成为现代统战工作中一个不可忽视的重要课题。然而,目前学术界对自由职业群体研究甚少,而且有限的研究成果多局限于社会学领域。从管理学的角度看,自由职业者的职业生涯体现了无边界职业生涯的趋势。 相似文献
8.
Esteban Lafuente Jasmina Berbegal-Mirabent 《International Journal of Human Resource Management》2013,24(16):2360-2386
AbstractThis article investigates how contract employment practices adopted by universities—fixed-term contracts and permanent contracts—impact research productivity measured in terms of publications in scholarly journals. The empirical application considers the Spanish public higher education system for the period 2002–2008. We report an inverse U-shaped relationship between the rate fixed-term contracts and the research productivity of Spanish universities. That is, contract policies based on fixed-term contracts are conducive to research productivity; however, beyond a critical threshold value increases in the proportion of fixed-term contracts are associated with declining research productivity. These findings reveal that contract employment policies shape research productivity, and that flexible and balanced contract practices are critical for enhancing universities’ research productivity. The results suggest that the excessive use of fixed-term contracts might create an unstable working environment that limits the universities’ capacity to capitalize on their knowledge workers. Policy implications and future research avenues are discussed. 相似文献
9.
Elsa Underhill 《Asia Pacific Journal of Human Resources》2010,48(3):338-355
Many temporary agency workers receive poorer pay and employment conditions than workers performing similar tasks under traditional, direct hire arrangements. This is due to a number of factors, especially the failure in practice of employment regulation developed for standard employee-employer employment arrangements to be fully applicable in such indirect employment arrangements. This paper examines agency workers' employment rights both against the standards of the International Labour Organization's core labour rights, and in relation to occupational health and safety performance. The analysis demonstrates how a third party, the host employer, can influence the employment conditions of agency employees, yet bear limited responsibility for whether they satisfy minimum standards. These remain duties of the agency employer. The paper identifies a need to reconsider the legal responsibility of hosts and agency employers towards agency workers. Sharing responsibilities between hosts and agency employers may improve the likelihood of closing the gap between agency and direct hire workers' employment conditions. 相似文献
10.
Geoffrey C. Kiel Gavin J. Nicholson 《Corporate Governance: An International Review》2003,11(3):189-205
In many respects, Australian boards more closely approach normative “best practice” guidelines for corporate governance than boards in other Western countries. Do Australian firms then demonstrate a board demographic‐organisational performance link that has not been found in other economies? We examine the relationships between board demographics and corporate performance in 348 of Australia's largest publicly listed companies and describe the attributes of these firms and their boards. We find that, after controlling for firm size, board size is positively correlated with firm value. We also find a positive relationship between the proportion of inside directors and the market‐based measure of firm performance. We discuss the implications of these findings and compare our findings to prevailing research in the US and the UK. 相似文献
11.
组织学习方式与知识创新研究综述 总被引：1，自引：0，他引：1
本文首先对国内外组织学习方式与知识创新理论进行了分析,从不同角度探讨和比较组织学习方式,并对知识创新理论进行了研究。最后分析组织学习方式与知识创新之间的紧密关系。 相似文献
12.
企业社会责任由经济责任、法律责任、伦理责任、慈善责任四个层次构成,但最基本的社会责任还是经济责任。三一裁员本身并不是企业社会责任的缺失,采用"变相裁员"的方式才是缺乏企业社会责任的体现。三一需要增加战略决策的理性和周延并建立可预见收入与就业计划,在履行经济责任的基础上更好地履行其余的企业社会责任。 相似文献
13.
Although public service organisations have increasingly relied on nonstandard employees, little research has investigated their work experiences and job attitudes. This paper examines the mechanism by which temporary agency workers' experience of relative deprivation affects their organisational attachment toward their client firm in the public sector. Based on data collected from temporary help agencies working with an international airport in Korea, we found that the perceived likelihood of standard employment mediated the negative relationship of relative deprivation to organisational attachment. Moreover, the indirect relationship of relative deprivation with organisational attachment via perceived likelihood of standard employment was strong and significant among those with high public service motivation but was not significant for those with low public service motivation. We discuss the implications of this study in building a better understanding of relative deprivation and nonstandard work arrangements in the public sector. 相似文献
14.
Jennifer Claire Auer Chen‐Yu Kao Libby Hemphill Erik W. Johnston Stephanie D. Teasley 《Human Resource Management Journal》2014,24(4):531-547
Contingent knowledge workers will play an increasingly important role in organisational success as workers transition in and out of project‐based innovation teams with more frequency. Our research finds that collaborators in the contingent, high‐skill workforce face uncertainty challenges to their work that are unique from the independent, contingent professionals more often studied. The article proposes a theoretical framework of uncertainty to guide us in understanding collaborative contingent knowledge workers’ work experience. Interviews with postdoctoral researchers reveal four findings about the influence of these highly uncertain work environments on collaborative contingent knowledge workers – collaboration isolation, frustrated independence, performance anxiety and internalised blame. Perhaps most concerning is that the workers internalise the negative impacts as personal failings instead of recognising them as consequences of a poorly designed work environment. This study argues for the need to manage and mitigate different sources of uncertainty to avoid creating an unnecessary burden on contingent knowledge workers, and to enable a sustainable, contingent knowledge workforce. 相似文献
15.
马德功;尚洁;曾梦竹;刘素含 《经济体制改革》2015,(1):100-105
农民工城镇就业是新型城镇化建设的内在要求,而就业是农民工在城镇的安身立命之本,是农民工市民化的必要条件。本文依据实际调研成都2个市辖区（武侯区、锦江区）、2个县级市（都江堰市、崇州市）和2个县（郫县、双流）的300份农民工就业状况样本数据,运用logistic多元排序选择模型对影响农民工就业的因素进行排序,结果表明:农民工职业技能水平是影响其就业水平的首要因素,其次为工作时间和教育水平等。相关对策建议如下:加强新生代农民工职业教育;建立公共就业服务体系;贯彻地方就业和创业政策;加快成都周边产业升级和产业集群发展。 相似文献
16.
Robert Huggins Andrew Johnston Chris Stride 《Entrepreneurship & Regional Development》2013,25(7-8):475-502
The aim of this paper is to explore the inter-organisational knowledge networks that universities in the UK engage in through their knowledge transfer activities. In particular, it analyses the extent to which organisational and locational factors are associated with the nature of these networks. Based on a UK-wide survey of universities, it is shown that the nature and formation of inter-organisational knowledge networks is related principally to the organisational characteristics of network actors, and secondarily to their spatial location. The characteristics of a network actor, in this case a university, are likely to influence the type, diversity and location of other actors with which it networks. Nevertheless, spatial location is an important secondary factor influencing network formation, especially the geographic reach of a university's network. It is further found that the value generated by universities from their knowledge networks is associated with the type of organisations within which they interact as well as their spatial location. It is concluded that such networks impact both regional innovation capability and regional competitiveness. The results have implications for policymakers, especially in terms of the spatial scale at which the demand and supply for university knowledge can be best mediated. 相似文献
17.
Davide Antonioli 《International Journal of Human Resource Management》2016,27(3):311-337
This article adopts the resource-based view and the complementarities approach to examine how small and medium enterprises (SMEs) combine the adoption of organisational and technological innovation with investments in training activities. The results of econometric analysis on a panel data-set of about 118 Italian manufacturing SMEs furnish a quite complex picture of the effects of innovation on training. On the one hand, organisational innovation seems to be related to higher investments in (formal and informal) internal training; specifically, it is the adoption of autonomous teams and multi-skilling practices that is associated with the coverage and the intensity of internal training, whereas job rotation is negatively associated with the coverage of external training. On the other hand, the general index of technological innovation does not show any significant relationship with training activities, whereas the individual technological innovation variables are associated with internal training. Specifically, the coverage of internal training is positively affected by ICT innovation and negatively affected by process innovation. These results demonstrate that SMEs have limited awareness of the risks associated with underinvesting in training during the implementation phase of the innovation process. The implications of such findings for research and practice are discussed. 相似文献
18.
Syed Muhammad Fazal-e-Hasan Hormoz Ahmadi Harjit Sekhon Gary Mortimer Mohd Sadiq Husni Kharouf Muhammad Abid 《Business Strategy and the Environment》2023,32(1):220-239
Green innovation is increasingly receiving attention in organisational behaviour and strategic management literature. However, understanding employee's preferences for organisations that have adopted innovative environmental practices have received little attention. This study tests a framework that examines the relationship between employees' preferences for innovative green organisations, hope, and intentions to stay. Data were collected from 403 employees in Australia. Results show that employees' preferences for green innovation drive the emotional state of employee hope, which has a positive effect on employees' intentions to stay with the organisation. This study offers implications for academics and managers, advancing the literature on green innovation, recruitment, retention, and organisational behaviour. 相似文献
19.
Kathy Monks Edel Conway Na Fu Katie Bailey Grainne Kelly Enda Hannon 《Human Resource Management Journal》2016,26(3):304-320
Knowledge‐intensive firms need to encourage their employees to engage in knowledge exchange and combination (KEC) so as to create the new knowledge that is core to their success. HRM has the potential to play a key role in encouraging KEC, but relatively little is known about the micro‐processes through which HRM and KEC are linked. Based on a sample of 498 knowledge workers in 14 knowledge‐intensive firms in the pharmaceutical and information and communications technology sectors in Ireland and the UK, this study focuses on the knowledge workers themselves and their perceptions of how HR practices influence KEC. In so doing, we drill down into the micro‐foundations of the proposed linkages between HRM and knowledge creation, proffering reflexivity as a translation process in understanding these linkages. 相似文献
20.
Keith Abbott 《Asia Pacific Journal of Human Resources》2015,53(2):204-220
The terms ‘authoritarian’ and ‘democratic’ are political concepts often applied as a means of distinguishing human resource management (HRM) from older forms of labour management, the common assertion being that former authoritarian practices have become more democratic under HRM. This article challenges this view by arguing that the foundational principles and practices of HRM, when orientated by the expectations of a ‘desired’ organisational culture, cast it into a role that involves mobilising the collective psychology of organisational members to accept willingly the legitimacy of managerial authority and the virtues of firm loyalty. It is suggested that such a role has no parallel in orthodox democratic arrangements; that if political concepts are to be applied to the way labour is managed under HRM, a clearer affinity exists with the aims and practices of totalitarian regimes and their use of propaganda and other means to control civilian populations. 相似文献