Phillip B. Beaumont and Jerome Elliott
The results are details of a survey into membershipand recruitment of student nurses in trainingschools and hospitals into the main nursing unions– the RCN, COHSE and NUPE.
Abstract
The results are details of a survey into membership and recruitment of student nurses in training schools and hospitals into the main nursing unions – the RCN, COHSE and NUPE.
Details
Keywords
Judy Pate, Phillip Beaumont and Gwilym Pryce
This paper aims to investigate the relationship between organisational identification and identification with work group and profession for knowledge workers. The literature…
Abstract
Purpose
This paper aims to investigate the relationship between organisational identification and identification with work group and profession for knowledge workers. The literature points to two competing standpoints, first, a compatible relationship between focal points of identity and second, a trade off relationship whereby an increase in one is at the expense of another.
Design/methodology/approach
Using the population of a large public UK sector organisation ordinary least squares regression was used to examine these relationships.
Findings
The findings established a strong relationship in which work group, organisational and professional identification were compatible.
Research limitations/implications
The findings indicate, at least in this context, that no inherent trade off or problem reconciling multiple identities was evident. Regrettably the authors do not have the capacity to comment on the weighting or the relative importance placed on each focus of identity; this is an area for future research.
Originality/value
This paper seeks to contribute to the discussions of is the relationship between organisational identification and allegiances with the workgroup or profession, which is underdeveloped in the literature.
Details
Keywords
Judy Pate and Phillip Beaumont
This paper aims to examine an attempt by an organisation to address the significant problem of bullying and harassment. In doing so the paper particularly centres on the question…
Abstract
Purpose
This paper aims to examine an attempt by an organisation to address the significant problem of bullying and harassment. In doing so the paper particularly centres on the question of how the relative success of bullying and harassment policies might be measured.
Design/methodology/approach
The paper is based on a quantitative longitudinal study of a single organisation.
Findings
The findings revealed that there was a significant reduction in perceptions of bullying in the organisation. The level of trust in senior management, however, was not enhanced as a result of the success.
Research limitations/implications
The study emphasises the need for further research on measuring the outcomes of bullying and harassment policies and also work is required to further the understanding of trust between senior management and their workforce.
Practical implications
The paper highlights the importance, and difficulties, in assessing the success of policies such as bullying and harassment. In many respects this paper contains a mixed message for senior managers. Employees may acknowledge the impact of management actions on reducing the level of bullying and harassment but was not associated with a noticeable improvement of trust in senior management.
Originality/value
There is a plethora of literature on understanding the complexities and effects of workplace bullying. The literature, however, is relatively silent on the issue of measuring success of a policy and this paper seeks to contribute discussion on the subject.
Details
Keywords
Judy Pate, Phillip Beaumont and Sandra Stewart
The purpose of this paper is to examine the important issue of trust in senior management in the public sector. More specifically, the research aims to explore to what extent has…
Abstract
Purpose
The purpose of this paper is to examine the important issue of trust in senior management in the public sector. More specifically, the research aims to explore to what extent has there been a downward spiral of trust in public sector senior management in the eyes of their employees in recent years, and whether this trend spans the public sector as a whole.
Design/methodology/approach
This paper draws on both quantitative and qualitative methodologies from two public sector organisations, which are of very different character. The question being asking of the data is whether a relatively similar percentage of the workforce lacks trust in senior management and whether this is for essentially the same reasons. An attitude survey of the population of both case study organisations was conducted in conjunction with focus groups.
Findings
The findings in the paper revealed two important matters. First, longitudinal data indicates that relative distrust of senior management is enduring and cannot be explained or rationalised by merely a short‐term breakdown of communication. The second conclusion from the data is that although the two case study organisations had dramatically different structural characteristics, histories and workforce compositions, the degree of lack of trust in senior management was remarkably similar both as regards extent and leading cause of this.
Practical implications
The findings from two very different public sector organisations suggest that there is a persistent lack of trust in senior management. This finding has important implications for managing the workforce as a lack of trust has significant implications for employee attitudes and behaviour.
Originality/value
This paper raises some important concerns with regards to the quality of the employee‐employer relationship in the public sector.
Details
Keywords
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of…
Abstract
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.
Details
Keywords
Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover…
Abstract
Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover specific articles devoted to certain topics. This Bibliography is designed to help. Volume III, in addition to the annotated list of articles as the two previous volumes, contains further features to help the reader. Each entry within has been indexed according to the Fifth Edition of the SCIMP/SCAMP Thesaurus and thus provides a full subject index to facilitate rapid information retrieval. Each article has its own unique number and this is used in both the subject and author index. The first Volume of the Bibliography covered seven journals published by MCB University Press. This Volume now indexes 25 journals, indicating the greater depth, coverage and expansion of the subject areas concerned.
Details
Keywords
The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains…
Abstract
The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.
Details
Keywords
In job advertisements, companies present claims about their organizational identity. My study explores how employers use multimodality in visuals and verbal text to construct…
Abstract
In job advertisements, companies present claims about their organizational identity. My study explores how employers use multimodality in visuals and verbal text to construct organizational identity claims and address potential future employees. Drawing on a multimodal analysis of job advertisements used by German fashion companies between 1968 and 2013, I identify three types of job advertisements and analyze their content and latent meanings. I find three specific relationships between identity claims’ verbal and visual dimensions that also influence viewers’ attraction to, perception of the legitimacy of, and identification with organizations. My study contributes to research on multimodality and on organizational identity claims.
Details
Keywords
Sean Valentine and Lynn Godkin
Using a national sample of 7,733 young working adults, the relationship between supervisor gender and perceived job design was explored. Results indicated that a supervisor’s…
Abstract
Using a national sample of 7,733 young working adults, the relationship between supervisor gender and perceived job design was explored. Results indicated that a supervisor’s gender did indeed influence subordinates’ perceptions of their job, and the differences were attributed to the different leadership styles men and women frequently use in the workplace. Overall, subordinates who had female supervisors perceived greater interpersonal aspects in their jobs, while subordinates who had male supervisors perceived greater structure in their jobs.