An industrial relations perspective on the high-performance paradigm

Recent studies have suggested that various human resource management (HRM) practices are associated with enhanced economic performance in organizations. This research has led to what we call the high-performance paradigm, a belief that firms can improve performance by adopting certain high-performance work practices (HPWP). We apply an industrial relations (IR) perspective to the high-performance paradigm to extend the insights of HRM studies. After identifying how the perspective typically adopted in IR research differs from that used by HRM researchers, we briefly review the literature on HPWPs, identify limitations in the existing research approach, and suggest issues and areas for future research. In general, we suggest that research on HPWPs has made a valuable contribution to the literature. We urge HRM researchers, however, to devote more attention to underlying conflicts at work, focus more explicitly on the implications of new forms of work for workers, and pay greater attention to the role that cultural forces, unions, and governments play in shaping the workplace.     

Relationships between place attachment,place satisfaction and pro-environmental behaviour in an Australian national park

Place attachment is a multidimensional construct comprising place dependence, place affect, place identity, and place social bonding. Yet, studies investigating the relationships between place attachment, place satisfaction, and pro-environmental behaviour have not investigated its pluralistic nature. Using data from 452 visitors to the Dandenong Ranges National Park, Australia, this study investigates these four dimensions of place attachment and their relationships with place satisfaction and pro-environmental behavioural intentions. Findings suggest that the four place attachment constructs are significantly associated with place satisfaction. Results suggest that it is necessary to consider pro-environmental behavioural intentions as a two-factor structure construct, comprising low and high effort pro-environmental behaviour. Place satisfaction is associated with low effort pro-environmental behavioural intentions. Place affect is significantly associated with both types of environmental behavioural intentions. Place identity is not associated with either type of environmental behavioural intentions. A significant association is also noted between low effort and high effort pro-environmental behavioural intentions. Practical applications of the study include marketing aimed at encouraging repeat visitation, with sophisticated message development and delivery building emotional attachment, a sense of belonging, and enhanced personal meaning. Heritage interpretation could use affect and emotion to enhance visitor satisfaction and experience, coupled with an outcomes-focused communication plan.     

Measuring Stakeholder Perspectives on Environmental and Community Stability in a Tourism‐Dependent Economy

Tourism is promoted as an environmentally beneficial activity for Caribbean economies. Yet degradation still occurs and more integrated policy approaches are needed. Using Q‐methodology within a social‐ecological system (SES) framework, we quantified the importance of various policy issues to stakeholders in Providenciales, Turks and Caicos Islands, where tourism produces 77% of its GDP. Stakeholders agree Providenciales' economy benefits from a healthy marine environment, but disagree over which SES drivers are functionally important. Our results show that Q‐methodology is a robust tool for informing the policy‐making process and quantifying stakeholder views in a tourism‐dependent economy. Copyright © 2016 John Wiley & Sons, Ltd.     

The effect of non-financial performance measures,organisational politics and political skill on job performance: Evidence from China

We investigate the role of organisational politics (i.e., general political behaviour, going along to get ahead and pay and promotion policies) and political skill on the relationship between non-financial performance measures and job performance, relying on a sample of manufacturing firms in China. Results suggest that non-financial performance measures positively affect managers' job performance, and non-financial performance measures reduce general political behaviour and pay and promotion policies. Results further suggest that managers' political skill positively affects job performance, and political skill also moderates the relationships between (1) general political behaviour and (2) pay and promotion policies, and job performance.