Workplace mediation and the empowerment of disputants: rhetoric or reality?

There has been a growing interest in the field of employee relations in the use of mediation in seeking to resolve disputes in the workplace. Mediation is a model of dispute resolution, it is argued, that lends itself particularly well to situations where the parties have become entrenched in their positions. The study's timeliness is evident in the Government's recent strategic focus on workplace conflict, specifically its current initiative to pilot mediation networks within the small and medium enterprises sector. The research was carried out over a nine‐month period ending in March 2012. It is based on the views and experiences of 60 respondents from over 40 cross‐sectoral organisations in the North of England. Findings revealed that the main reasons for the disputes referred for mediation were relationship problems, poor communication and poorly perceived management style and practice. Significantly, differences in sector or occupation could also impact on whether cases went to mediation.     

Considering grievance mediation

This article uses a public sector case study and a review of the social science literature on disputing processes to question assumptions made by labor relations advocates of grievance mediation. The author argues that labor policy on alternative grievance resolution processes cannot be adequately made without consideration of the specific labor-management relationship within its social context. A model is proposed to assist parties considering grievance mediation by making the social context more explicit.     

Performance of methods to conduct mediation analysis with time-to-event outcomes

Previous studies have discouraged the use of the Cox proportional hazards (PH) model for traditional mediation analysis as it might provide biased results. Accelerated failure time (AFT) models have been proposed as an alternative for Cox PH models. In addition, the use of the potential outcomes framework has been proposed for mediation models with time-to-event outcomes. The aim of this paper is to investigate the performance of traditional mediation analysis and potential outcomes mediation analysis based on both the Cox PH and the AFT model. This is done by means of a Monte Carlo simulation study and the illustration of the methods using an empirical data set. Both the product-of-coefficients method of the traditional mediation analysis and the potential outcomes framework yield unbiased estimates with respect to their own underlying indirect effect value for simple mediation models with a time-to-event outcome and estimated based on Cox PH or AFT.     

The transformational management of conflict: A perspective from the early Christian church

An understanding of transformational leadership has been developed for many spheres of management, but not previously for organizational conflict. This paper analyzes a successful conflict mediation attempt in the early Christian church and draws from it elements of a model of the transformational management of conflict that can be applied by managers in many contemporary work organizations. The elements include (a) reframing the conflict, (b) a focus on a shared organizational vision, (c) the placement of responsibility for dispute resolution in the hands of organizational members directly and indirectly involved in conflict, and (d) the use of communication devices consistent with the desired outcome. The paper suggests skills necessary for managers to implement the model and implications for research on it.     

Climate for conflict management,exposure to workplace bullying and work engagement: a moderated mediation analysis

The present study investigates a potential preventive factor in relation to workplace bullying. Specifically, we examine how climate for conflict management (CCM) may be related to less bullying, increased work engagement, as well as whether CCM is a moderator in the bullying engagement relationship. The study was based on a cross-sectional survey among employees in a transport company (N = 312). Hypotheses were tested simultaneously in a moderated mediation analysis which showed that bullying and job engagement were related (H1), CCM was related to less reports of bullying (H2), CCM was related to work engagement (H3) and that CCM was indirectly related to job engagement through bullying (H4), but only when CCM was weak (H5). That is, CCM moderated the relationship between bullying and work engagement in that this relationship only existed when CCM was low. The present study contributes to theory within this research field by showing that organizational measures may not only prevent bullying, but may also affect how employees react when subjected to bullying. Furthermore, the effect of climate in relation to bullying may be down to the narrow bandwidth facet of CCM. The study informs employers how they may act to prevent bullying while also reducing the potential negative outcomes of those cases of bullying that inevitably will show up from time to time.     

Trust in management: the role of employee voice arrangements and perceived managerial opposition to unions

This study examines the relationship between employee voice arrangements and employees' trust in management using data from the 2007 Australian Worker Representation and Participation Survey of 1,022 employees. Drawing on social exchange theory and employee relations literature, we test hypotheses concerning the relationships between direct and union voice arrangements, perceived managerial opposition to unions and employees' trust in management. Consistent with our predictions, after controlling for a range of personal, job and workplace characteristics, regression analyses indicated that direct voice arrangements were positively related to employees' trust in management. Union voice arrangements and perceived managerial opposition to unions were negatively related to trust in management. The article concludes by highlighting the study's implications for management practice and avenues for further research.     

Representation at Suncorp – what do the employees want?

It is apparent from existing research that little is known about the effectiveness of non‐union employee representation (NER) voice arrangements in Australian firms. This article examines both the non‐union Suncorp‐Metway Employee Council (SMEC) and union voice arrangements at an Australian financial services firm, Suncorp, and assesses their effectiveness in representing the needs of employees. This study is unique because it is one of the few examples of dual representation channels at a single firm. Overall the findings suggest that the effectiveness of union and NER arrangements is dependent on the union and NER voice channels being perceived by the workforce as both representative and able to act effectively or independently. However, while trade unions may provide greater voice than non‐union arrangements, the strength of voice is dependent on the legitimacy and effectiveness of trade unions in representing employees' interests at the workplace. The findings also suggest that the marginalisation strategy used by the union in excluding SMEC from its industrial campaigns, coupled with employees' perception of a lack of effective union voice, could impact negatively on the influence that unions may have on management decision‐making. This could also be perceived by employees as an inappropriate response by the union to management substitution strategies. As a consequence, any changes to industrial relations policy or trade union strategies regarding NER should be considered in the light of these findings.     

Problems with detecting assumed mediation using the hierarchical multiple regression strategy

In human resource management (HRM) and allied fields (e.g., organizational behavior, management, and industrial and organizational psychology), tests of mediation are frequently conducted using the hierarchical multiple regression (HMR) strategy of Baron and Kenny [Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173–1182]. Although previous research has identified a number of serious problems with this approach, the present study adds to the literature by identifying yet additional problems with its use in inferring the existence of mediation. Using a statistical simulation, we found that certain patterns of correlation coefficients guarantee inferences about mediation, whereas other patterns preclude such inferences. On the basis of various analyses including logistic regression and inspection of three-dimensional plots, we identified patterns of correlation coefficients needed to satisfy Baron and Kenny's [Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173–1182] conditions for inferring mediation. The same patterns have no necessary relation to actual causal connections among variables in mediation models. Moreover, as a consequence of the failure of the HMR strategy to detect mediating effects, many instances of actual mediation in HRM and allied fields may have gone undetected. In view of the foregoing, we conclude that the HMR strategy should no longer be used in testing for mediation.     

A critical evaluation of alternative methods and paradigms for conducting mediation analysis in operations management research

Mediation as a theory testing approach has witnessed considerable adoption among Operations Management (OM) researchers. Although mediation-testing methods have evolved tremendously in the past decade, their dissemination in the OM field has not seen parallel growth. These advanced techniques facilitate the testing of existing and complex hypotheses in a more precise manner. With the intent of critically evaluating existing and alternative methods for conducting mediation analysis needed to support sophisticated empirical research, this paper first reviews OM studies that tested for mediation in the past eleven years (2002–2012) from top-tier OM journals. Four commonly used mediation approaches were identified. Based on principles of good theory building, type of mediation model, and properties of empirical data, we evaluate the existing methodologies and make recommendations on how to improve the rigor of OM mediation testing. Using published OM studies in top journals as examples, we then illustrate the relevance and advantages of these recommendations, as well as their ease of use. Furthermore, we empirically show that more robust and insightful results can be achieved by adopting these techniques, which in turn have the promise of leading to better theory building and testing in the field of operations management.     

Forecasting and mediation: Colorado and the clean air act

This paper presents an analysis of discussions designed to resolve technical differences, a process known as data mediation, between originators of divergent forecasts. Differing forecasts of future urban air quality by several agencies led to debate over revisions to the 1977 Clean Air Act proposed during the 97th Congress. Researchers for General Motors, the U.S. Environmental Protection Agency, and the State of Colorado disagreed over the ability of Denver, Colorado ever to attain the health standards for carbon monoxide if automobile emission for high altitude were relaxed. Data mediation led to resolution of some differences. The search for disconfirming evidence was a key element of the successful data mediation. In examining the process of that mediation, it was found that the search for disconfirming evidence requires: (1) balance of scientific expertise and credibility; (2) explicitness of assumptions; and (3) segmenting and bounding of the problem.     

Gender and regional employment differences: an industrial relations approach

This paper analyses gender differences in regional employment in Europe. An industrial relations approach is used, which requires that regulations and institutions in the labour market be analysed in regard to power relations in the workplace. Gender relations and working conditions are seldom included when welfare-state arrangements and the functioning of the labour market are discussed at a national level. The results of this study show that welfare-state policies, in a broad sense, support women's opportunities to take part in paid work in the labour market. Women in Europe are beginning to occupy an increasing share of the new jobs that are created as they improve their labour-force participation rates. Women are also moving into higher growth sectors of the economy to a larger extent than men. But in terms of occupations, hierarchies and power relations, the mechanisms of segregation in the workplace are changing very slowly. While considerable literature exists on the segregation processes within organizations, very little deals with how to change segregation patterns and how to balance the differences in power between women and men in the workplace.     

Knowledge,action and public concern: the logic underlying mediators' actions in French labour conflicts

Since the early 1980s, a rich research literature on mediation has evolved. Mediation is becoming the norm for organizations facing individual or collective conflicts. The lack of empirical research confuses what mediators do and why they do it, confusion made even worse by a strong cultural dimension. Based on interviews with 54 French labour mediators, we have identified four logics of actions and the explaining variables. On the whole they appear as less than neutral. Their own ideology and time constraints are salient variables.     

‘My People’: the potential of LGBT employee networks in reducing stigmatization and providing voice

Abstract

This paper explores the separation and isolation from the mainstream workforce that lesbian, gay, and bisexual employees can experience due to their sexual orientation, and how this can affect their voice and silence in the workplace. In response to perceived threats and actual experience of stigma in the workplace, we highlight the need for Lesbian, Gay, Bisexual, and Transgender (LGBT) voice in organizations, while unpacking the complexities and concerns for LGBT employees in publicly voicing their sexual orientation at work. We explore how LGBT employee networks help mitigate LGBT isolation at work, and can directly and indirectly provide them with voice in the organization. Semi-structured interviews were conducted with LGBT employees across organizations in Ireland. The findings confirm that LGBT employees can experience isolation at work, affecting their voice, and that workplace networks may moderate this loneliness and stigma. However, the findings question the value of LGBT employee networks in providing voice for all sexual minority employees. Our research considers the individual-level responses of LGBT employees to participation in, and the value of, employee networks, and the perceived role of these networks in giving them visibility and voice.     

Integration of collective bargaining and formal worker participation processes: Boon or barrier to worker rights?

Many employers are extending workplace rights by allowing for more employee voice in decision making. Numerous unionized organizations have established formal worker participation processes to help achieve this end and to improve organizational performance. Based largely on theory, such processes are normally designed to operate independently from the bargaining process. The purpose of this study was to examine the relationship between participation and bargaining processes, and the effect of this relationship on workplace satisfaction. A total of 712 Midwest union officials were surveyed, and the results indicate that the processes tend to become integrated in the workplace. Further, union officials' workplace satisfaction was greater where formal worker participation is institutionalized within the bargaining process.     

What Makes a Good Mediator? Insights from a Mediation Training Program Participant

Mediation is a popular form of alternative dispute resolution for settling conflicts occurring in employment settings. Such workplace conflicts handled by mediation, for example, include discrimination, wrongful termination, as well as various labor-management issues. Defined as a structured process where a neutral third party assists the two conflicting parties in arriving at a voluntary resolution, individuals have undergone mediation training in order to become mediators. While research exists on how mediation-training programs should be structured, the purpose of this research is to determine the key attributes required to develop good mediators and whether such characteristics can be acquired through mediation-training program participation. Utilizing an autoethnographic methodology as a mediation training program participant, it was discovered that effective mediators demonstrate strong communication skills, flexibility, neutrality, composure and ethicality during the mediation process which can be attained through participation in mediation-training programs.     

金融分权对企业投资效率的影响

本文基于金融分权的内涵,分析金融分权对企业投资效率的影响机制,并利用2003—2015年的上市公司数据,估算企业投资效率,实证检验金融分权对企业投资效率的影响。结果表明,金融分权降低了企业投资效率,并主要体现为投资过度;财政分权加剧了金融分权对企业投资效率的负效应。进一步研究发现,相对于国有企业而言,金融分权对非国有企业投资效率的负效应较小。中介效应检验表明,金融分权通过影响企业银行信贷和代理成本来降低企业投资效率。本文的政策含义是：理顺中央和地方财政关系,降低地方政府对金融资源的竞争性需求;完善地方政府官员考核机制,弱化地方政府参与金融竞争的激励;完善金融分权,既要求政府在保证金融市场稳定、不发生系统性风险的前提下应向市场逐步分权,又要求清晰界定中央政府与地方政府各自的监管权限,明确双方的救助责任。     

The impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors in social enterprises: a moderated mediation model

Abstract

While prior research has examined the strategic role of social enterprise managers in the achievement of a double economic and social performance objective, a clear understanding of the supervisors’ role in fostering employees’ attitudes and behaviors is still lacking. To address this gap, our paper aims to examine the impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors by developing a moderated mediation model. Survey data were collected from 196 supervisor-subordinate dyads employed in diverse French social enterprises. Our results show that psychological contract breach mediates the supervisor interpersonal justice – supervisor-directed citizenship behaviors relationship. Further, employees’ prosocial motivations moderate this indirect effect. Our research provides insight into the mechanisms of social exchange relationships in social enterprises. In a practical perspective, it also demonstrates that the development of an effective HRM in social enterprises requires the implementation of specific training and development programs for managers.     

Theorizing,testing, and concluding for mediation in SCM research: Tutorial and procedural recommendations

Empirical research in Supply Chain Management is increasingly interested in complex models involving mediation effects. We support these endeavors by directing attention to the practices for the theorizing of, the testing for, and the drawing of conclusions about mediation effects. Our paper synthesizes diverse literature in other disciplines to provide an accessible tutorial as to the mathematical foundation of mediation effects and the various methods available to test for these effects. We also provide guidance to SCM scholars in the form of eight recommendations aimed at improving the theorizing of, the testing for, and the drawing of conclusions about mediation effects. Recommendations pertaining to how mediation effects are hypothesized and stated and how to select among methods to test for mediation effects are novel contributions for and beyond the Supply Chain Management discipline.     

A critical review and theorization of workplace backlash: Looking back and moving forward through the lens of social dominance theory

Workplace backlash, the explicit/implicit, and/or intentional/unintentional attempts to reject efforts to promote diversity, taken by both dominant and subordinate social group members to maintain the group-based social hierarchy at work, has emerged as a major threat to fostering diversity and inclusiveness in the workplace. Although intense scholarly attention has been paid to workplace backlash, the literature has a highly individualistic and fragmented perspective of backlash, which hinders theoretical advancement. As a remedy for conceptual and theoretical heterogeneity, I first conducted a systematic review of the literature to present a critical overview of past scholarly endeavors and take stock of the empirical evidence. This article provides an alternative, unified definition of workplace backlash drawn from intergroup relations and the power hierarchy among social group members. Finally, based on the perspective of group-based social hierarchy, this study describes the emergence, development, and maintenance of workplace backlash through the lens of social dominance theory. Implications and future research suggestions are also discussed.     

Fun in the workplace: A review and expanded theoretical perspective

Since the turn of the century, a growing body of research has systemically examined the role of fun in the workplace. In general, the extant body of research has demonstrated that fun in the workplace has a beneficial impact for individuals and organizations, but some evidence has been mixed. To help advance research in this area, the aims of this paper are two-fold. The first aim is to review previous research on fun in the workplace and identify gaps in the literature to provide direction for future work. The second aim is to offer a theoretical framework that helps explain how individuals may interpret fun in the workplace and how it may be most beneficial. Drawing on the notion that fun in the workplace is in the eye of the beholder, our proposed framework provides a more nuanced understanding of the temporal processes and contextual factors that explain how individuals appraise and ultimately benefit from fun.