Employee Relations
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Employee commitment: academic vs practitioner perspectives
Employee Relations - Tập 22 Số 6 - Trang 555-575 - 2000
Employee commitment has been extensively researched by academics. Theories about
commitment towards the organisation have enjoyed much interest. The concept is a
central part of HR models. Research to date, however, has not examined the
extent to which such “academic” perspectives are compatible with the views of
practitioners. Hence, this research establishes practitioner’s understanding of
emplo...
Industrial Restructuring and Union Density:
Employee Relations - Tập 9 Số 1 - Trang 14-16 - 1987
Between 1977–1985, total employment in one United Kingdom corporation, which
initially had 20,000 employees with an overall trade union density of 65 per
cent, fell by 45 per cent, while the union density fell by 13 per cent.
Shop‐floor grades, which were more highly unionised were disproportionately
affected by the employment reductions. The changes are charted for the eleven
companies in the cor...
Human Resource Management in France
Employee Relations - Tập 14 Số 4 - Trang 53-70 - 1992
In France, no other specialist business function is so predominantly marked by
culture as HRM. In France, Cartesian patterns of analytical thinking, the
passion for anti‐authoritarian individualism, and the reduction of disorder
through legislation and bureaucracy influence the company′s sociocultural
environments, in particular through the education system, the status of
executives, and the role ...
Theoretical and Ethical Foundations of Human Resource Management
Employee Relations - - 1994
Poses the question whether, on an academic level, human resource management
(HRM) is a scientific discipline of management. To arrive at an answer, brings
together findings of a survey concerning the foundations of HRM then links them
by four central hypotheses. The first (rather speculative) hypothesis claims
that, in Germany at least, the discussion of HRM problems over the last 30 years
has bee...
The Determinants of Trade Union Growth in Zambia since Independence
Employee Relations - Tập 14 Số 2 - Trang 55-67 - 1992
Explanations of union growth and decline are generally linked to trends in the
business cycle which are reflected primarily in prices, wages and unemployment –
an example of this approach is the Bain and Elsheikh model – explanations not
entirely appropriate in a country with a developing economy and one‐party state
like Zambia. Finds political factors to be a more influential and more
comprehensi...
Developing Consultation: Some Managerial Implications of the Health and Safety at Work Act
Employee Relations - - 1982
Whilst there are potential benefits to be gained from the consultative approach
to the management of health and safety at work required by recent legislation,
the actual implementation of such consultation is not without its problems. In
particular the process of developing effective consultation may actually lead to
conflict between participants. The process of implementation calls for careful
ma...
Controlling the Hidden Economy
Employee Relations - - 1979
In recent months newspapers have been full of stories about the “hidden”,
“black” or “cash” economy. “Fiddlers on the tubes” told how London Transport
ticket barrier staff were allegedly pocketing nearly £5.5 million they collect
in excess fares every year. “Moonlighters in Fleet Street” described the
clampdown by tax inspectors on part‐time casual workers who collect undeclared
wages from more th...
“Real” managers don’t do NVQs: a review of the new management “standards”
Employee Relations - Tập 20 Số 4 - Trang 383-403 - 1998
In 1997 the Management Charter Initiative (MCI) officially launched the new
management NVQs (National Vocational Qualifications), benchmarks which attempted
to describe the work performed by British managers. This article is a review of
those qualifications. It remembers some of the main problems associated with the
original management NVQs and, drawing on some of the best theoretical and
empirica...
London calling: selection as pre‐emptive strategy for cultural control
Employee Relations - Tập 29 Số 2 - Trang 178-191 - 2007
PurposeThis article seeks to explore forms of selection practice, focusing on
role‐play techniques, which have been introduced in many organizations in an
attempt to “objectivize” the selection process by offering a means of assessing
task‐specific aptitudes.Design/methodology/approachThis article draws upon an
ethnographic study of a call centre in which the researcher underwent the
recruitment a...
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