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Article
Publication date: 30 May 2019

Sarah Leidner, Denise Baden and Melanie J. Ashleigh

The purpose of this paper is to explore how Green (environmental) Human Resource Management (GHRM) policies can elicit green employee behaviours. This study explores the role of…

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Abstract

Purpose

The purpose of this paper is to explore how Green (environmental) Human Resource Management (GHRM) policies can elicit green employee behaviours. This study explores the role of sustainability advocates, who are leaders and managers in pursuit of their firm’s environmental agenda, in the design and delivery of GHRM policies, communication, recruitment and selection, environmental training, rewards and incentives.

Design/methodology/approach

In this qualitative study, eighteen semi-structured interviews with sustainability advocates in European firms were conducted and analysed.

Findings

GHRM practices are not in themselves peripheral, intermediate or embedded, but shaped by contextual situations. Sustainability advocates’ intentions do not seem to match GHRM policy design, i.e. they try to elicit value-based behaviours by using self-interest-based approaches, leading to misalignments between the attitudes and behaviours policies attempt to elicit, and the type of behaviours they elicit in practice.

Research limitations/implications

This study explores GHRM practice implementation experienced by leaders and managers. Further research on the role of the HR function and recipients of GHRM is needed.

Practical implications

Practitioners need to be aware that organisational incentives (GHRM policies) that reflect self-interest can lead to self-interest-based behaviour and may be short-lived. A careful consideration of contextual factors will inform the selection of suitable GHRM policies. Environmental training completion rates seem an unsuitable metric for senior management bonuses.

Originality/value

This paper investigates the design and implementation stage of GHRM, leading to an identification of GHRM policies as peripheral, intermediate or embedded. This creates an in-depth knowledge on the efficacy of GHRM policies and their relation to the environment.

Details

Personnel Review, vol. 48 no. 5
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 18 January 2013

Sarah Leidner and Simon M. Smith

This paper aims to explain that job‐hopping has become more common in recent years, partly because of globalization, greater short‐termism, shortened product life‐cycles and

2306

Abstract

Purpose

This paper aims to explain that job‐hopping has become more common in recent years, partly because of globalization, greater short‐termism, shortened product life‐cycles and growing and vanishing markets.

Design/methodology/approach

The paper provides the results of a survey of four chief executives from the metalworking industry, and one from a four‐star hotel within a management center, to back up claims that training is helping to discourage employees from job‐hopping in rural south Germany.

Findings

The paper claims that job‐hopping may be more of a problem in urban than in rural areas, among lower‐paid employees and among people working in fast‐growing economies.

Practical implications

The paper highlights some of the advantages firms can gain if their employees stay for longer than the average 3.3 years.

Social implications

The paper reveals that numerous German organizations strive to train a certain number of young people – often more than required for the company – and develop key skills within the employment market. This includes an agreement with unions to employ these trainees for a minimum of 12 months after the training period is completed.

Originality/value

The paper reveals that the cost of replacing an employee is, on average, between 100 percent and 125 percent of his or her annual salary, so retention is financially important.

Details

Human Resource Management International Digest, vol. 21 no. 1
Type: Research Article
ISSN: 0967-0734

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Book part
Publication date: 12 June 2017

Sarah Jenkins and Rick Delbridge

This study addresses the debate regarding employee discretion and neo-normative forms of control within interactive service work. Discretion is central to core and long-standing…

Abstract

This study addresses the debate regarding employee discretion and neo-normative forms of control within interactive service work. Discretion is central to core and long-standing debates within the sociology of work and organizations such as skill, control and job quality. Yet, despite this, the concept of discretion remains underdeveloped. We contend that changes in the nature of work, specifically in the context of interactive service work, require us to revisit classical theorizations of discretion. The paper elaborates the concept of value discretion; defined as the scope for employees to interpret the meaning of the espoused values of their organization. We illustrate how value discretion provides a foundational basis for further forms of task discretion within a customized service call-centre. The study explores the link between neo-normative forms of control and the labour process by elaborating the concept of value discretion to provide new insights into the relationship between managerial control and employee agency within contemporary service labour processes.

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Emerging Conceptions of Work, Management and the Labor Market
Type: Book
ISBN: 978-1-78714-459-0

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Book part
Publication date: 19 August 2016

Eli Wilson

In high-end interactive service work settings, asymmetries between workers and customers are typically reflected in the service interaction. Workers must carefully control their…

Abstract

In high-end interactive service work settings, asymmetries between workers and customers are typically reflected in the service interaction. Workers must carefully control their emotional and aesthetic displays towards customers by relying on protocol provided by management. Customers, in turn, need not reciprocate such acts. By contrast, this paper theorizes service interactions that, paradoxically, aim to narrow the social distance between those on either side of the counter. Drawing on ethnographic data from a higher-end Los Angeles restaurant, I introduce the concept of proximal service as performed relationships in which server and served engage in peer-like interactions in a commercial setting. I show how management structures this drama through hiring, training, and shopfloor policies, all of which encourage select workers to approach customers using informal, flexible, and peer-like performances. I close by discussing how a branded experience of service amongst equals relates to symbolic exclusion and social inequality, and suggest that proximal service may be on the rise within upscale, urban service establishments seeking to offer a more “authentic” consumption experience.

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Research in the Sociology of Work
Type: Book
ISBN: 978-1-78635-405-1

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Article
Publication date: 26 April 2013

Sarah Kiniti and Craig Standing

The purpose of this paper is to identify and examine the major issues and challenges that impact the implementation of wikis as KMS. Wikis have been referred to as next generation…

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Abstract

Purpose

The purpose of this paper is to identify and examine the major issues and challenges that impact the implementation of wikis as KMS. Wikis have been referred to as next generation KMS, providing an alternative to traditional knowledge management systems by addressing many of their limitations. However, research shows that there are cases where wikis have failed to achieve this potential. Further research on the range of issues and challenges surrounding the implementation of wikis in the corporate environment is required in order to enable organizations manage them more effectively and reap maximum benefits.

Design/methodology/approach

This paper begins by providing a review of previously published empirical studies on wiki deployment in organizations. The disparate discussions are then synthesised by identifying the major issues and challenges in wiki implementation.

Findings

Six major issues and challenges are identified including lack of a clear purpose for the wiki, wiki usability, integrating wikis into established work practices, social issues, role of management and organizational culture that supports knowledge sharing and collaboration.

Originality/value

It is posited that in order for organizations to successfully implement wikis, it is necessary to first understand the issues and challenges surrounding wiki implementation. This paper contributes to practice by identifying the key issues and challenges in the implementation of wikis and suggesting strategies for using wikis to manage knowledge effectively. Building on this review, we critically analyse the findings and propose a model for the implementation of wikis which addresses these issues and identifies research areas that further need to be investigated.

Details

Journal of Systems and Information Technology, vol. 15 no. 2
Type: Research Article
ISSN: 1328-7265

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Book part
Publication date: 19 August 2016

Jennifer L. Nelson and Amanda E. Lewis

In this paper we build upon previous research that examines how workers in devalued occupations transform structural conditions that threaten their dignity into resources with…

Abstract

In this paper we build upon previous research that examines how workers in devalued occupations transform structural conditions that threaten their dignity into resources with which to protect themselves. Through in-depth interviews and fieldwork with early childhood educators (ECE), we examine the work experiences of teachers in four distinct work contexts: daycare centers and within elementary schools, each in either the public or private sector. We find that these different school organizational contexts shape what kinds of identity challenges early childhood teachers experience. Different organizational contexts not only subject teachers to different threats to their work-related identity but also have different potential identity resources embedded within them that teachers can use on their own behalf. Thus, while all the early childhood educators in our sample struggle with being employed within a devalued occupation, the identity strategies they have developed to protect their self-worth vary across employment contexts. We show that the strategies these interactive service workers use to solve identity-related problems of dignity at work involve the creative conversion of constraints they face at work into resources that help them achieve valued work identities.

Details

Research in the Sociology of Work
Type: Book
ISBN: 978-1-78635-405-1

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Article
Publication date: 1 September 2000

Jonathan C. Morris

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and…

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Abstract

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Details

Management Research News, vol. 23 no. 9/10/11
Type: Research Article
ISSN: 0140-9174

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Article
Publication date: 29 May 2024

Elena Mazurova and Willem Standaert

This study aims to uncover the constraints of automation and the affordances of augmentation related to implementing artificial intelligence (AI)-powered systems across different…

420

Abstract

Purpose

This study aims to uncover the constraints of automation and the affordances of augmentation related to implementing artificial intelligence (AI)-powered systems across different task types: mechanical, thinking and feeling.

Design/methodology/approach

Qualitative study involving 45 interviews with various stakeholders in artistic gymnastics, for which AI-powered systems for the judging process are currently developed and tested. Stakeholders include judges, gymnasts, coaches and a technology vendor.

Findings

We identify perceived constraints of automation, such as too much mechanization, preciseness and inability of the system to evaluate artistry or to provide human interaction. Moreover, we find that the complexity and impreciseness of the rules prevent automation. In addition, we identify affordances of augmentation such as speedier, fault-less, more accurate and objective evaluation. Moreover, augmentation affords to provide an explanation, which in turn may decrease the number of decision disputes.

Research limitations/implications

While the unique context of our study is revealing, the generalizability of our specific findings still needs to be established. However, the approach of considering task types is readily applicable in other contexts.

Practical implications

Our research provides useful insights for organizations that consider implementing AI for evaluation in terms of possible constraints, risks and implications of automation for the organizational practices and human agents while suggesting augmented AI-human work as a more beneficial approach in the long term.

Originality/value

Our granular approach provides a novel point of view on AI implementation, as our findings challenge the notion of full automation of mechanical and partial automation of thinking tasks. Therefore, we put forward augmentation as the most viable AI implementation approach. In addition, we developed a rich understanding of the perception of various stakeholders with a similar institutional background, which responds to recent calls in socio-technical research.

Details

Information Technology & People, vol. 37 no. 7
Type: Research Article
ISSN: 0959-3845

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Book part
Publication date: 15 January 2021

Debra Guckenheimer

Purpose: Being the victim of sexual violence can lead to long-term health consequences. In response, rape crisis centers provide support to survivors of sexual violence including…

Abstract

Purpose: Being the victim of sexual violence can lead to long-term health consequences. In response, rape crisis centers provide support to survivors of sexual violence including medical and mental health treatment or referrals to treatment. A history of exclusion and provision of service by cisgenderist binary categories limit the ability of rape crisis centers to serve transgender survivors of sexual violence. Can gender be a way to provide safe, inclusive healthcare or is it necessarily a way to enact gender oppression? How can rape crisis centers and other healthcare organizations become more inclusive of transgender people?

Methods: In addition to fieldwork at a rape crisis center that had a trans inclusion project, interviews were conducted with staff and volunteers at the rape crisis center.

Findings: I found that gender-based service provision is problematic, especially when based on an understanding of gender conflated with sex category. Even organizations aiming to challenge gender oppression can reproduce it.

Practical Implications: Options for health organizations to become more trans inclusive are presented.

Originality: Research on the transgender experience, particularly at rape crisis centers and other healthcare organizations that provide gender-segregated service, is limited That literature often presents those organizing women-only space as monolithic and struggles around the inclusion of trans people oversimplified. My research illuminates how gender inequality is reproduced in an organization aimed at challenging that inequality. My research shows the logics of those engaged within an organization reproducing oppression despite individuals' desires to challenge oppression.

Details

Sexual and Gender Minority Health
Type: Book
ISBN: 978-1-83867-147-1

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Book part
Publication date: 17 February 2015

Tiffany Taylor

In the United States, welfare-to-work workers are under scrutiny from everyone and must defend the program if they want to defend themselves as good workers and good people. I…

Abstract

Purpose

In the United States, welfare-to-work workers are under scrutiny from everyone and must defend the program if they want to defend themselves as good workers and good people. I build on past research that has examined how workers manage their emotions to cope with dilemmas in their jobs in a number of settings including hospitals, nursing homes, restaurants, and airplanes.

Methodology

In this chapter, I draw on data from an in-depth case study of a rural North Carolina (USA) welfare office using data primarily from observations and interviews with 19 welfare-to-work workers.

Findings

Within this highly constrained and contradictory work environment, workers recreate and redefine themselves as good workers and good people while simultaneously punishing program participants. To achieve this difficult task, workers manage their emotions through two key strategies, using institutionalized rhetoric and tough love paternalism, to justify their actions toward participants.

Originality/value

I add to the existing literature by examining how welfare-to-work workers cope with the emotional and moral dilemmas of their jobs.

Details

Work and Family in the New Economy
Type: Book
ISBN: 978-1-78441-630-0

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