Heather Tunender, Lisa Tatum, Ellen Purcell, Peter Murray and Margaret Tapper
This chapter suggests that the unsettling reconfiguration of ‘home’ in works of post-colonial literary adaptation has an affective impact on non-Indigenous readers, contributing…
Abstract
This chapter suggests that the unsettling reconfiguration of ‘home’ in works of post-colonial literary adaptation has an affective impact on non-Indigenous readers, contributing, potentially, to processes of decolonisation. Ken Gelder and Jane M. Jacobs, in their book Uncanny Australia: Sacredness and Identity in a Postcolonial Nation, argue that Australian texts which seek to disturb readers by pursuing modes of post-colonial ‘unsettlement’ can activate new discourses and, thereby, inspire social change (1998). Focussing upon undergraduate student responses to two works of Aboriginal Australian literary adaptation, Melissa Lukashenko's short story ‘Country: Being and Belonging on Aboriginal Land’ (2013) and Leah Purcell's stage play, The Drover's Wife (2016), this chapter draws upon ideas pertaining to ‘affect’ to reveal how, through the subversive reimagining of tropes and structures commonly associated with Western dwelling, works of Indigenous literary adaptation elicit emotional responses in non-Indigenous readers and, in so doing, open up new spaces for listening within existing frameworks of white possession.
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Kenneth Cafferkey, Keith Townsend, Safa Riaz, Ester Ellen Trees Bolt and Md Shamirul Islam
This study aims to investigate the relationships between various frontline management (FLM) styles, human resource management system (HRM) system strength and employees' helping…
Abstract
Purpose
This study aims to investigate the relationships between various frontline management (FLM) styles, human resource management system (HRM) system strength and employees' helping behaviours as a form of organisational citizenship behaviours (OCBs). The research also examines the moderating role of workgroup loyalty in the association between HRM system strength and employees' helping behaviours.
Design/methodology/approach
The research uses survey data collected from 315 government workers in Malaysia. Structural equation modelling (SEM) was employed to test the hypothesised relationships.
Findings
Two FLM styles, “policy enactor” and “employee coach,” positively predict employees' helping behaviour. However, the “organisational leader” FLM style did not significantly lead to employees' helping behaviour. HRM system strength significantly mediates the relationship between the three FLM styles and employee helping behaviours. Finally, workgroup loyalty significantly moderates the relationship between HRM system strength and employees’ helping behaviours as OCB.
Practical implications
With a wealth of literature demonstrating the importance of FLMs in the implementation of HRM and a growing body of literature demonstrating the robust nature of the “system strength” argument, human resource (HR) practitioners are increasingly able to focus their attention on the way the system and FLMs contribute to employee outcomes and organisational performance. Our results indicate that HRM system strength does indeed enhance the impact of FLM styles on employee helping behaviours.
Originality/value
The originality of this paper is that it acknowledges and empirically examines the heterogenous nature of FLM styles, through signalling theory in enacting HRM policies and links the growing FLM literature to the HRM system strength research. These concepts have also been tested for the first time in a Malaysian context.
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Ester Ellen Trees Bolt and Stephen T. Homer
Considering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate…
Abstract
Purpose
Considering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate social responsibility (CSR) and employee well-being.
Design/methodology/approach
Self-administered questionnaire data from 403 employees working across multiple organisations in the United Kingdom were analysed using path analysis with SmartPLS.
Findings
Organisations can only maximally benefit from their CSR investment when specific HR strategies are in place, as no direct relationship between CSR and well-being outcomes was observed. Family-to-work spillover and work–family culture were significant mediators in the relationship between employee CSR and well-being.
Research limitations/implications
CSR strategies targeted at improving employee well-being do not necessarily do so in a direct approach. They, therefore, may not serve the desired performance outcomes of organisations. Boundary conditions of applying the crossover model of COR theory were observed.
Originality/value
This research contributes to the limited knowledge of the effectiveness of employee-related CSR strategies on HRM and well-being outcomes from an employees' perspective. Employee-related CSR strategies are unlikely to improve employee well-being if the inter-individual level of analysis, i.e. interchange between work, family and culture, is not considered.
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Kabiru Oyetunde, Rea Prouska and Aidan McKearney
This paper examines the circumstantial state of mediated work to develop a conceptual framework exemplifying the determinants of voice of workers in triangular employment…
Abstract
Purpose
This paper examines the circumstantial state of mediated work to develop a conceptual framework exemplifying the determinants of voice of workers in triangular employment relationships. These workers are in work context involving two or more firms – agency/platform and clients/client firms.
Design/methodology/approach
Paralleling employee voice research in the triangular employment relationship context, the authors theorised the influencing forces at four levels to propose 12 distinct antecedents of triangular workers' voice. External level (2) – legal employer ambiguity and legal regulation and protection; employment context level (3) – availability and presence, assignment duration and autonomy; firm level (3) – institutional complexity, cost and control and governance structure conflicts; individual level (4) – perceived relative equity, voice skill, self-identity and transition opportunity.
Findings
The triangular workers' voice determinants framework provides a comprehensive outlook on how the external, employment context, firm and individual forces influence voice of workers in triangular employment relationships.
Research limitations/implications
Emanating from the framework are propositions that can be empirically tested for validation. Hence, as with conceptual papers, this paper is limited by non-empirical testing.
Practical implications
Managers of workers in these employment relationships should be cognizant of the different levels of forces that can influence their voice.
Originality/value
This paper contributes to the employee voice literature by presenting a four-level framework that demonstrate a holistic view of how triangular workers' voice is influenced.
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Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are…
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Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.
Jennifer Palthe and Ellen Ernst Kossek
Past research suggests that most culture change efforts proceed with limited attention to the pluralistic nature of contemporary organizations. We argue that the relationship…
Abstract
Past research suggests that most culture change efforts proceed with limited attention to the pluralistic nature of contemporary organizations. We argue that the relationship between organization subcultures and the implementation of new HR strategies into HR practice has not been adequately explored because of the lack of a comprehensive framework for defining and integrating culture change and the strategic HR literature. We review the organization culture and strategic HR literature and present a heuristic that serves as a step toward exemplifying the role of changing employment modes and organizational subcultures in enabling or constraining the implementation of HR strategy.
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I. Hoffman and J.S. Koga
Provides a bibliography of CD‐ROM for librarians, covering casestudies, costs, product evaluation guidelines, databases, CDI,downloading/copyright and CD vs. online, for use when…
Abstract
Provides a bibliography of CD‐ROM for librarians, covering case studies, costs, product evaluation guidelines, databases, CDI, downloading/copyright and CD vs. online, for use when making decisions about the adoption of CD‐ROM.