Miguel Burgess Monroy, Salma Ali, Lobat Asadi, Kimberly Ann Currens, Amin Davoodi, Matthew J. Etchells, Eunhee Park, HyeSeung Lee, Shakiba Razmeh and Erin A. Singer
This chapter presents the lived experience of 10 doctoral students and recent graduates from a North American University, who like graduate students elsewhere, have faced upstream…
Abstract
This chapter presents the lived experience of 10 doctoral students and recent graduates from a North American University, who like graduate students elsewhere, have faced upstream battles against excessive faculty entitlement. The six sections of this chapter, each by different authors, explore how entitlement in the University, is experienced from different perspectives. The first four sections explore the deleterious effects of excessive faculty/teacher entitlement which can lead to competitiveness, selfishness and aggression. Section five focuses on student entitlement as experienced by an immigrant graduate teaching assistant, and section six explores how both faculty and student entitlement may be experienced at different stages of the immigrant experience. It is hoped that this chapter will create a platform with which to highlight these topics for ourselves and other doctoral students attending other universities, so that relationships and opportunities may improve for everyone.
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In this article the author analyses the HRMstrategies and practices of a major life insurancecompany, designed to promote a marketing‐led,change‐oriented culture in an industry…
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In this article the author analyses the HRM strategies and practices of a major life insurance company, designed to promote a marketing‐led, change‐oriented culture in an industry traditionally characterised and paternalism by low levels of change.
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Veronica Hope, David Knights and Hugh Willmott
This article reports on a recent study of personnel management in the life insurance industry. Until recently the industry has enjoyed a comparatively untroubled expansion largely…
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This article reports on a recent study of personnel management in the life insurance industry. Until recently the industry has enjoyed a comparatively untroubled expansion largely because of the investment‐seeking surplus incomes of an increasingly affluent population and the market protection which large asset bases provided for the established companies. Recent developments are eroding the stability, though not the overall potential, of the market and it is against this background that our analysis takes place.
Patrick McGovern, Philip Stiles and Veronica Hope
This paper proposes to examine the management of the psychological contract — particularly that for professional and managerial staff — in the context of organizations with a…
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This paper proposes to examine the management of the psychological contract — particularly that for professional and managerial staff — in the context of organizations with a recent history of job losses or downsizing. It offers a critical examination of one of the central tenets of human resource management: that organizations should seek to invest in their employees as assets by providing them with development and career opportunities. The empirical evidence is drawn from an intensive three year study of human resource management conducted jointly by the London Business School and the Judge Institute of Management, University of Cambridge.
Elaine Farndale, Veronica Hope‐Hailey and Clare Kelliher
The purpose of this paper is to explore the relationship between employees' perceptions of a particular subsystem of HRM practices (performance management) and their commitment to…
Abstract
Purpose
The purpose of this paper is to explore the relationship between employees' perceptions of a particular subsystem of HRM practices (performance management) and their commitment to the organisation. In addition, the study seeks to examine the mechanisms by which these perceptions translate into employee attitudes and behaviours.
Design/methodology/approach
A total of 524 questionnaire responses were collected from four organisations in the UK.
Findings
The findings show that the link between employee experiences of high commitment performance management (HCPM) practices and their level of commitment is strongly mediated by related perceptions of organisational justice. In addition, the level of employee trust in the organisation is a significant moderator.
Research limitations/implications
This is a cross‐sectional study based on self‐report data, which limits the reliability of the findings. The findings may also be specific to a particular context. However, the results by company support their generalisability.
Practical implications
The findings lead one to believe that it is essential to observe the actual experiences of HCPM practices and outcomes at employee level, and to consider the broader organisational context, if one is to understand their effects on performance.
Originality/value
When exploring the impact of high commitment work practices on firm performance, little attention has been paid to the employee perspective: employees ultimately are the recipients of an organisation's HRM practices, and as such their perceptions of these practices affect their attitudes and behaviour in the workplace.
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Elaine Farndale, Susanne E. Beijer, Marc J.P.M. Van Veldhoven, Clare Kelliher and Veronica Hope-Hailey
To date, work engagement has been the domain of academics whilst organisation engagement has been the focus of practice. The purpose of this paper is to address the growing divide…
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Purpose
To date, work engagement has been the domain of academics whilst organisation engagement has been the focus of practice. The purpose of this paper is to address the growing divide by exploring the construct clarity and discriminant validity of work and organisation engagement simultaneously, providing insight into how these constructs relate empirically, as well as investigating the nomological network of each.
Design/methodology/approach
Empirical data were collected through online surveys from 298 employees in two multinational companies. Respondents were primarily managerial and professional employees. The survey included measures of work and organisation engagement, as well as work outcomes and organisation performance.
Findings
The findings indicate that work and organisation engagement are distinct constructs, and have differential relationships with important employee outcomes (commitment, organisational citizenship behaviour, initiative, active learning, job satisfaction), and organisational performance.
Practical implications
The findings provide opportunities for practitioners to explore the potentially unique ways in which different types of engagement may add value to jobs and organisations.
Originality/value
The study takes important steps in bridging the academic/practitioner divide: the paper clearly demonstrates how the two concepts of work and organisation engagement relate to and complement each other as useful constructs for research and practice.
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Alexander W. Wiseman and David P. Baker
The role of policy in the development of education is crucial. So much rests on the decisions, support, and most of all resources that policymakers either give or withhold in any…
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The role of policy in the development of education is crucial. So much rests on the decisions, support, and most of all resources that policymakers either give or withhold in any given situation. This volume of International Perspectives on Education and Society highlights the valuable role that educational policy plays in the development of education and society around the world.