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Employee Relations
IF
1.50
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Papers 1410
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Published on Jan 18, 2019in Employee Relations 1.50
Anastasios Hadjisolomou1
Estimated H-index: 1
Purpose The purpose of this paper is to revisit discussions on managerial work, seeking to re-examine the front-line service manager’s position within the service triangle, and bring forward questions of agency that remain under-developed by scholars. Challenging the assumed unitarist and “consensus” standing point in organizations it recognizes that front-line managers, similarly to their subordinates, resist corporate demands and unveils stories of “battles” and disengagement towards their rol...
Published on Nov 22, 2018in Employee Relations 1.50
Mansoor Ahmad2
Estimated H-index: 2
(CUI: COMSATS Institute of Information Technology),
Matthew M. C. Allen10
Estimated H-index: 10
+ 1 AuthorsWali ur Rehman4
Estimated H-index: 4
(CUI: COMSATS Institute of Information Technology)
Published on Jan 1, 2018in Employee Relations 1.50
Junwei Zhang2
Estimated H-index: 2
,
Muhammad Suhail Akhtar2
Estimated H-index: 2
(National University of Sciences and Technology)
+ 1 AuthorsYasin Rofcanin
Purpose Although scholars have suggested that employees often carefully consider social contexts before enacting voice, few studies have explored whether firms foster employee voice behavior by adopting a set of systematic HR practices, namely, high-commitment work systems (HCWS). By integrating the literature on HCWS and voice, the purpose of this paper is to explore the mechanisms of how HCWS utilization influences employee voice. Design/methodology/approach The authors adopted multilevel anal...
Published on May 16, 2019in Employee Relations 1.50
Jyoti Joshi Pant1
Estimated H-index: 1
(Prin. L. N. Welingkar Institute of Management Development and Research),
Vijaya Venkateswaran (Indian Institute of Management Tiruchirappalli)
The purpose of this paper is to identify talent segments within the millennial generation based on performance and intention to stay and differentiate them in terms of their expectations. Based on results, the paper proposes a customized approach to talent management.,The paper uses a mixed methodology, including 11 exploratory focus group discussions, followed by a survey involving 1,065 employees from nine information technology and business process management companies.,The paper creates a fr...
Published on May 16, 2019in Employee Relations 1.50
Andrea Kim5
Estimated H-index: 5
(SKKU: Sungkyunkwan University)
The purpose of this paper is to propose a comprehensive framework that delineates how human resource (HR) practices are differentially configured for exploitative and explorative innovation as well as how the sets of HR practices support these two types of innovation.,Based on the structural ambidexterity approach and a bottom-up process in the multilevel theories, this research derives the need for the differential managerial structures for exploitation and exploration at the unit level. In add...
Published on May 16, 2019in Employee Relations 1.50
Wajda Wikhamn (BI Norwegian Business School), Marcus Selart16
Estimated H-index: 16
(NHH: Norwegian School of Economics)
The purpose of this paper is to investigate the extent to which psychological empowerment and felt obligation can explain variations in personal initiative.,Employees from a Swedish organization participated in a web-based survey.,Psychological empowerment is important for enhancing proactive behavior at work, but its dimensions relate differently to personal initiative. Felt obligation mediates the relationship between psychological empowerment and personal initiative, but only for two dimensio...
Published on May 16, 2019in Employee Relations 1.50
Sophie Hennekam7
Estimated H-index: 7
,
Subramaniam Ananthram7
Estimated H-index: 7
(Curtin University),
Steve McKenna1
Estimated H-index: 1
(Curtin University)
The purpose of this paper is to investigate how individuals perceive and react to the involuntary demotion of a co-worker in their organisation.,The authors draw on 46 semi-structured in-depth interviews (23 dyads) with co-workers of demoted individuals.,The findings suggest that an individual’s observation of the demotion of a co-worker has three stages: their perception of fairness, their emotional reaction and their behavioural reaction. The perception of fairness concerned issues of distribu...
Published on May 16, 2019in Employee Relations 1.50
Santanu Sarkar4
Estimated H-index: 4
(XLRI- Xavier School of Management),
Meichun Liu (National Chengchi University)
Published on May 7, 2019in Employee Relations 1.50
Moshe Sharabia10
Estimated H-index: 10
(University of Haifa),
Brian A. Polin2
Estimated H-index: 2
(Jerusalem College of Technology),
Galit Yanay-Ventura
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