Equality and diversity in British workplaces: the 2004 Workplace Employment Relations Survey

Drawing on key findings from the 2004 Workplace Employment Relations Survey (WERS 2004), this article examines developments in the incidence, scope and substance of equal opportunities policy provision and practice in Britain. The discussion then considers the extent to which workplaces might be adopting diversity management practices, the potential for further research on equality and diversity using WERS 2004, and the issues that might be considered in future workplace employment relations surveys.     

Changes in HRM and job satisfaction, 1998–2004: evidence from the Workplace Employment Relations Survey

This paper examines the relationship between human resource management practices and job satisfaction, drawing on data from the 1998 and 2004 Workplace Employment Relations Surveys. The paper finds significant increases in satisfaction with the sense of achievement from work between 1998 and 2004; a number of other measures of job quality are found to have increased over this period as well. It also finds a decline in the incidence of many formal human resource management practices. The paper reports a weak association between formal human resource management practices and satisfaction with sense of achievement. Improvements in perceptions of job security, the climate of employment relations and managerial responsiveness are the most important factors in explaining the rise in satisfaction with sense of achievement between 1998 and 2004. We infer that the rise in satisfaction with sense of achievement is due in large part to the existence of falling unemployment during the period under study, which has driven employers to make improvements in the quality of work.     

Teamworking and performance: the extent and intensity of teamworking in the 1998 UK Workplace Employee Relations Survey (WERS98)

This article uses the 1998 UK Workplace Employee Relations Survey to address two main issues: whether a relationship between teamworking and performance can be said to exist; and, if it can, how that relationship might be explained. For the first of these we construct a variable that measures the extent of teamworking within an establishment. This is found to be positively and significantly related to productivity and financial performance. To address our second main issue we examine the idea that the key factor in performance is the degree of teams' decision-making autonomy. We look at this by constructing a measure of teamworking intensity. This is found to be positively and significantly associated with productivity and quality levels. Taken alongside other studies, these results are used to suggest that, in looking at the teamworking-performance relationship, the focus of attention should be on the structural properties of teams rather than the individual team members' experiences of work.     

Characteristics of workplaces with financial participation: evidence from the Workplace Industrial Relations Survey

This article assesses the theory and evidence for the adoption and use of financial participation. It reports finding of a comparison of the characteristics of workplaces with profit sharing, employee share schemes and those with no schemes at all, using data from WIRS3     

Employment Discrimination and the International Workplace: A Review of Recent US Court Rulings

The extraterritoriality clause in the Civil Rights Act of 1991 amended Title VII and the ADA to include employment discrimination protection for US citizens working abroad for US employers. A review of recent court rulings demonstrates an absence of lawsuits involving alleged violations of the extraterritorial provision. Instead, recent cases show that Americans working outside of the US are filing charges against foreign employers rather than US employers and applying state level employment statutes rather than federal legislation. In addition, non US citizens are exhibiting a trend toward invoking US federal and state statutes against US employers. These cases are reviewed and implications discussed for managing employment relations in an increasingly international workplace.

Workplace Privacy: Employee Relations and Legal Implications of Monitoring Employee E-mail Use

The tradeoff between employees’ workplace privacy and employers’ need to protect company assets, safeguard proprietary information, and avoid costly litigation has been receiving increased attention (Lee and Kleiner 2003; Mello 2003; National Workplace Institute 2004). This tradeoff often favors employers, as the legal system provides much leeway for employers to monitor employees’ electronic communications in the workplace. However, employers need to consider the effect such monitoring has on their employees since employee and employer attitudes about monitoring often diverge. In this article, we explore workplace email monitoring from both employee relations and legal perspectives and discuss implications for employee morale. An earlier version of this research was presented at the 2005 Association on Employment Practices and Principles Conference, Baltimore, MD.     

正确协调就业政策的五大关系

当前,就业政策受到各级政府和社会各界的高度关注.就业政策效果的有效发挥,有赖于正确处理就业政策的五大关系.包括:兼顾效率与公平,协调政府、企业和劳动者及其细分群体的利益关系,平衡和选择各种政策目标,协调宏观政策体系及就业政策手段以形成政策合力,根据国情制定与经济社会环境相适应的就业政策.     

The Saliency of Synecdoche: The Part and the Whole of Employment Relations

ABSTRACT Literary and rhetorical tropes invoke a transference of meaning from the common usage of a word or phrase. Organizational analysis research and writing in this area has concentrated upon the trope of metaphor. In this article it is argued that we should extend our attention to other tropes. To that end, the article identifies and illustrates the saliency of the trope of synecdoche through a discussion of employment relations. Following a brief identification of metaphor within writings on employment relations, the article goes onto discuss synecdoche as one of the ‘four master tropes’. We then argue that the trope is important in relation to how we write about and understand employment relations. Use of the trope is then illustrated through analysis of interview comments on local pay in the National Health Service. Finally, the saliency or prominence of synecdoche is argued through two related arguments, the nature of the rhetorical setting and the rhetorical nature of the employment relations setting.     

职场灵性对和谐劳动关系的影响研究

根据职场灵性和和谐劳动关系的三维度结构划分,分析影响和谐劳动关系的因素,提出职场灵性对和谐劳动关系的影响模型,采用Enter回归法实证验证职场灵性对和谐劳动关系的影响.研究表明,基于个体灵性体验、团队灵性联系、个体与组织灵性氛围的职场灵性均对基于劳动权益保障、员工幸福感提升、企业绩效提高的和谐劳动关系有显著正向的影响作用.因此,实现和谐劳动关系必须重视职场灵性的良性发展,打造以人为本的企业文化,实现员工与组织的有效沟通,建立合理的心理契约,将员工自我价值实现与企业发展有机融合,促进劳动关系和谐稳定发展.     

The impact of international experience on objective and subjective career success in early careers

There is an ongoing debate in the literature on the long-term impact of international work experience on future career success. In this longitudinal study based on university graduates, we compare expatriates (n = 159), repatriates (n = 395) and domestic employees (n = 2697) with regard to their objective and subjective career success during the first five years of their careers. Results from propensity score matching and ordinary least-squares regressions show that expatriates and repatriates have a higher objective career success in terms of monthly wages. We further find a higher subjective career success for expatriates and male repatriates.     

关系特征对酒店员工离职跟随行为的影响:基于职场孤独感的中介

本文发展并检验了酒店员工关系特征如何影响员工的离职跟随行为和作用机制.通过对471个样本的实证研究,表明酒店离职跟随员工与离职员工的关系特征为情感性关系、工具性关系、关系中心性、工作关系嵌入;员工关系特征与职场孤独感均正向显著影响离职跟随倾向;职场孤独感完全中介关系中心性与离职跟随倾向的关系,部分中介情感性关系、工作关系嵌入与离职跟随倾向的关系.     

对美国技术进步与就业关系的研究

技术进步与就业的关系是一个长期争论的问题，其重要性日益受到政策制定者甚至普通大众的关注。本文以美国1948年－1999年的数据，分析技术进步与就业之间的关系。     

Union recognition in Britain's offshore oil and gas industry: implications of the Employment Relations Act 1999

The Employment Relations Act 1999 (ERA) has provided trade unions in the UK with new opportunities for achieving recognition. After a long history of anti‐unionism in the offshore oil and gas industry, employers have voluntarily ceded recognition to Trades Union Congress (TUC)‐affiliated trade unions. The legitimacy of this recognition process has been contested by the non‐TUC Offshore Industry Liaison Committee (OILC), an offshore workers’ union, seeking to act as a recognised bargaining agent. The ERA may be promoting ‘business friendly’ agreements at the expense of claims to recognition of other bargaining agents and of democratic employee choice.     

基于主客观决策信息一致化的组合赋权法

文章从客观的角度,提出一种综合主客观权重的组合权重确定法。该方法以主客观决策信息一致化为目标建立数学规划模型,通过求解该模型确定综合主客观权重的加权系数,并通过算例说明方法的有效性。     

To wind a skein into a ball: exploring the concept and measures of public network performance

Since Provan and Milward’s article in 1995, a wide variety of conceptualizations and measures of network performance has been proposed. The lack of consensus among scholars generated a confusing landscape. In an attempt to wind a skein into a ball, our paper aims to synthesize the conceptualizations and measures of network performance proposed by the existing literature and explore their statistical and theoretical relationships. Structural equation modelling techniques were used for this purpose.