Pub Date : 2020-12-06DOI: 10.5771/0935-9915-2020-4-489
Elaine Farndale, Zipporah Metto, S. Nakhle
Organizations implement high-commitment human resource management (HRM) systems to increase work engagement as they provide employees with a sense of being looked after in the workplace. This relationship is rarely considered alongside the responsibility of management to look after employees beyond the workplace too in return for hard work and loyalty, as represented by paternalistic values. This study, therefore, investigates the effect of high-commitment HRM systems on work engagement, mediated by employees perceiving the HRM system to be distinctive, consistent, and consensual (i.e., a strong system), and moderated by employee belief in paternalistic values. Based on an empirical study of 384 employees, high-commitment HRM is found to increase work engagement as hypothesized. However, HRM system strength does not mediate this relationship as expected and instead is associated with lower levels of work engagement. When testing for the moderating effect of employee belief in paternalistic values, when this is low, high HRM system strength leads to lower levels of work engagement. These findings imply that strong HRM systems may be perceived as intrusive, as paternalism may be, for employees with low belief in paternalistic values.
{"title":"Human Resource Management Systems and Work Engagement: Exploring the Impact of Employee Paternalistic Values","authors":"Elaine Farndale, Zipporah Metto, S. Nakhle","doi":"10.5771/0935-9915-2020-4-489","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-4-489","url":null,"abstract":"Organizations implement high-commitment human resource management (HRM) systems to increase work engagement as they provide employees with a sense of being looked after in the workplace. This relationship is rarely considered alongside the responsibility of management to look after employees beyond the workplace too in return for hard work and loyalty, as represented by paternalistic values. This study, therefore, investigates the effect of high-commitment HRM systems on work engagement, mediated by employees perceiving the HRM system to be distinctive, consistent, and consensual (i.e., a strong system), and moderated by employee belief in paternalistic values. Based on an empirical study of 384 employees, high-commitment HRM is found to increase work engagement as hypothesized. However, HRM system strength does not mediate this relationship as expected and instead is associated with lower levels of work engagement. When testing for the moderating effect of employee belief in paternalistic values, when this is low, high HRM system strength leads to lower levels of work engagement. These findings imply that strong HRM systems may be perceived as intrusive, as paternalism may be, for employees with low belief in paternalistic values.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"47 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80485581","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-06DOI: 10.5771/0935-9915-2020-4-402
Matias Kaihovirta
This article examines industrial paternalism in Finland throughout a century, from the 1880s to the 1980s, and coincides with the rise and decline of industrial society in the history of Western capitalism. The focus of the article is on social relationships between management and employees in an ironworks in Billnäs, located in south-western Finland, and how it developed and changed during the studied time period. Applying a microscopic historical analysis, this article looks at universal phenomenon, namely concerning social relations and gender in the world of industrial paternalism in concrete detail. In addition to a historical understanding of paternalism, the article also contributes to a broader understanding of the relationship between social and economic relations in paternalist organizations with a view to exploring the cultural understandings of gender and class.
{"title":"Maintaining paternalism, retaining patriarchy: Gender and class in a Finnish industrial company, 1880–1980","authors":"Matias Kaihovirta","doi":"10.5771/0935-9915-2020-4-402","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-4-402","url":null,"abstract":"This article examines industrial paternalism in Finland throughout a century, from the 1880s to the 1980s, and coincides with the rise and decline of industrial society in the history of Western capitalism. The focus of the article is on social relationships between management and employees in an ironworks in Billnäs, located in south-western Finland, and how it developed and changed during the studied time period. Applying a microscopic historical analysis, this article looks at universal phenomenon, namely concerning social relations and gender in the world of industrial paternalism in concrete detail. In addition to a historical understanding of paternalism, the article also contributes to a broader understanding of the relationship between social and economic relations in paternalist organizations with a view to exploring the cultural understandings of gender and class.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"1 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90556883","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-06DOI: 10.5771/0935-9915-2020-4-444
Linda Weidenstedt
Empowerment as a management technique builds on the assumption that employees desire more power. Consequently, to a large extent, research on employee empowerment has focused on defining the type of power that should be contained in empowerment, identifying relevant mediating and moderating effects of and for empowerment as well as empowerment's boundary conditions such as individual and social attributes. However, less research has dealt with communicative and relational aspects and how these may impact the outcome of employee empowerment. This paper uses an interactional perspective to conceptually analyse communicative meanings entailed in employee empowerment. Building on sociological theories of communicative interaction, it is argued that focusing on leaders’ and members’ ascriptions of meanings to each other’s communicative messages reveals paternalistic power structures that are of relevance for the failure and success of empowerment. A communicative analysis of common structural and psychological empowerment efforts suggests that members’ sensemaking of their roles and situations, as defined by formal (written) and informal (psychological) contracts, may not necessarily be in line with the communicative meanings intended by leaders’ actions, and vice versa.
{"title":"Employee Empowerment and Paternalism: A Conceptual Analysis of Empowerment's Embeddedness in Communicative Contexts","authors":"Linda Weidenstedt","doi":"10.5771/0935-9915-2020-4-444","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-4-444","url":null,"abstract":"Empowerment as a management technique builds on the assumption that employees desire more power. Consequently, to a large extent, research on employee empowerment has focused on defining the type of power that should be contained in empowerment, identifying relevant mediating and moderating effects of and for empowerment as well as empowerment's boundary conditions such as individual and social attributes. However, less research has dealt with communicative and relational aspects and how these may impact the outcome of employee empowerment. This paper uses an interactional perspective to conceptually analyse communicative meanings entailed in employee empowerment. Building on sociological theories of communicative interaction, it is argued that focusing on leaders’ and members’ ascriptions of meanings to each other’s communicative messages reveals paternalistic power structures that are of relevance for the failure and success of empowerment. A communicative analysis of common structural and psychological empowerment efforts suggests that members’ sensemaking of their roles and situations, as defined by formal (written) and informal (psychological) contracts, may not necessarily be in line with the communicative meanings intended by leaders’ actions, and vice versa.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"6 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77986748","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-10-01DOI: 10.5771/0935-9915-2020-4-465
S. Gasparri
This article examines the changing role of employee benefits in work regimes in light of the controversies associated with paternalism. We review historical (industrial, scientific, bureaucratic and sophisticated) and recent (libertarian) variants of paternalism, and then define its contemporary developments by matching two terms long considered antithetical, ‘market paternalism’. We argue that this neologism best captures the emerging features of work regimes, in particular the recent popularity of company welfare, by appreciating the marketization of employee benefits and the measures of fiscal, possibly corporate, welfare that support it. Evidence to substantiate this argument comes from an overview of historical forms of paternalism and current company welfare schemes in Italy.
{"title":"Employee Benefits and Paternalistic Work Regimes. Historical and Contemporary Perspectives on Company Welfare in Italy","authors":"S. Gasparri","doi":"10.5771/0935-9915-2020-4-465","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-4-465","url":null,"abstract":"This article examines the changing role of employee benefits in work regimes in light of the controversies associated with paternalism. We review historical (industrial, scientific, bureaucratic and sophisticated) and recent (libertarian) variants of paternalism, and then define its contemporary developments by matching two terms long considered antithetical, ‘market paternalism’. We argue that this neologism best captures the emerging features of work regimes, in particular the recent popularity of company welfare, by appreciating the marketization of employee benefits and the measures of fiscal, possibly corporate, welfare that support it. Evidence to substantiate this argument comes from an overview of historical forms of paternalism and current company welfare schemes in Italy.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"11 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75749621","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-06-25DOI: 10.5771/0935-9915-2020-3-309
Julia Krause
This paper presents a model and experimental results of a public good game to explore the effects of fiscal transparency on the provision of a public good. Two types of fiscal transparency are explored. The first is the transparency of the decision-making process and the second is the transparency of government spending. To answer this question a model for the public good “city district quality” with heterogeneous agents is set up and the design and the results of the experiment are presented.
{"title":"The Effect of Fiscal Transparency on the Provision of a Public Good: An Experimental Analysis","authors":"Julia Krause","doi":"10.5771/0935-9915-2020-3-309","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-3-309","url":null,"abstract":"This paper presents a model and experimental results of a public good game to explore the effects of fiscal transparency on the provision of a public good. Two types of fiscal transparency are explored. The first is the transparency of the decision-making process and the second is the transparency of government spending. To answer this question a model for the public good “city district quality” with heterogeneous agents is set up and the design and the results of the experiment are presented.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"9 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76393397","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-06-25DOI: 10.5771/0935-9915-2020-3-372
Sug-Ing Chang, Byung-hun Choi, Kyung-mo Song
Corporate Social Responsibility (CSR) has already become an important issue in Japan & Korea as well as in China. However, a relatively clear difference of CSR practice of China has existed due to it being government-led CSR practice. The Chinese government actively promotes its CSR standards, the CASS CSR 3.0 while emphasizing Chinese characteristics. This study traces the difference of CSR practice for Chinese firms by looking into twenty-four automakers’ CSR websites and reports in Japan, Korea and China. Firstly, this study analyzes CSR reports and website accessibility from a local language barrier perspective, and does Paired t-Test for comparing two national populations means of accessibility between two groups; Japanese-Korean automakers vs. Chinese automakers by using survey results. Secondly, the coverage rates of each automaker’s CSR report for GRI G4 are examined, and Two-Sample t-Tests are made to compare the two nationalities means of coverage rate between Japanese-Korean automakers and Chinese ones. As a result, the CSR practices of Chinese automakers differ greatly from CSR practices of Japanese-Korean ones. But it needs to be considered that if the major stakeholders of Chinese firms are local people or partners, the core of CSR activities would be oriented for local stakeholders.
{"title":"Difference of CSR Practice for Chinese Automakers – Comparison with Japanese & Korean Automakers","authors":"Sug-Ing Chang, Byung-hun Choi, Kyung-mo Song","doi":"10.5771/0935-9915-2020-3-372","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-3-372","url":null,"abstract":"Corporate Social Responsibility (CSR) has already become an important issue in Japan & Korea as well as in China. However, a relatively clear difference of CSR practice of China has existed due to it being government-led CSR practice. The Chinese government actively promotes its CSR standards, the CASS CSR 3.0 while emphasizing Chinese characteristics. This study traces the difference of CSR practice for Chinese firms by looking into twenty-four automakers’ CSR websites and reports in Japan, Korea and China. Firstly, this study analyzes CSR reports and website accessibility from a local language barrier perspective, and does Paired t-Test for comparing two national populations means of accessibility between two groups; Japanese-Korean automakers vs. Chinese automakers by using survey results. Secondly, the coverage rates of each automaker’s CSR report for GRI G4 are examined, and Two-Sample t-Tests are made to compare the two nationalities means of coverage rate between Japanese-Korean automakers and Chinese ones. As a result, the CSR practices of Chinese automakers differ greatly from CSR practices of Japanese-Korean ones. But it needs to be considered that if the major stakeholders of Chinese firms are local people or partners, the core of CSR activities would be oriented for local stakeholders.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"115 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85707401","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-22DOI: 10.5771/0935-9915-2020-1-31
Matthias Baum, Anja Danner-Schröder, Gordon Müller-Seitz, Tanja Rabl
Organisational emergence is of key interest in organisational theory. Most of the present studies, however, analyse the emergence of changes in already existing phenomena such as, for example, how strategies or organisational routines are subject to change. In contrast, previous research in organisational theory has rarely addressed organisational emergence in essence (i.e., from scratch) and might benefit from looking beyond the confines of one’s own discipline. To address this void, we draw on the case of digital emergent self-organised organisations as an exemplary form thereof. Emerging organisations in digital environments appear to be created much more spontaneously, and multiple processes occur simultaneously. So, probing into a digital environment allows us to get a fresh perspective on organisational emergence and to advance previous theorising by incorporating notions from the fields of leadership and entrepreneurship.
{"title":"Organisational Emergence – Interdisciplinary Perspectives against the Backdrop of the Digital Transformation","authors":"Matthias Baum, Anja Danner-Schröder, Gordon Müller-Seitz, Tanja Rabl","doi":"10.5771/0935-9915-2020-1-31","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-1-31","url":null,"abstract":"Organisational emergence is of key interest in organisational theory. Most of the present studies, however, analyse the emergence of changes in already existing phenomena such as, for example, how strategies or organisational routines are subject to change. In contrast, previous research in organisational theory has rarely addressed organisational emergence in essence (i.e., from scratch) and might benefit from looking beyond the confines of one’s own discipline. To address this void, we draw on the case of digital emergent self-organised organisations as an exemplary form thereof. Emerging organisations in digital environments appear to be created much more spontaneously, and multiple processes occur simultaneously. So, probing into a digital environment allows us to get a fresh perspective on organisational emergence and to advance previous theorising by incorporating notions from the fields of leadership and entrepreneurship.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"16 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86394038","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-01DOI: 10.5771/0935-9915-2020-1-1
T. Behrends, Maren Baur, Larissa Zierke
Within the past ten to fifteen years the concept of Employer Branding (EB) has established itself as a widely known and highly regarded concept especially among Human Resource Management practitioners. In many organizations the development, implementation and communication of a distinctive and unique employer brand is meanwhile considered an important building block for gaining a competitive advantage in the so called “war for talent”. The paper at hand aims at critically exploring the conceptual foundations of employer branding by reviewing an extensive body of EB-literature consisting of standard references, scientific journal articles, textbooks as well as practitioner-oriented literature. This review reveals several general weaknesses, discrepancies and “blind spots” which cannot simply be attributed to some few single publications but rather call for a skeptical look upon the whole concept of employer branding itself. In conclusion the authors assert that the employer branding concept widely lacks innovative novelty as well as content-related persuasiveness. It should therefore be regarded as neither more nor less than a contemporary remake of what is and has for quite some time been well known as “Internal Marketing” or “HR Marketing”.
{"title":"Much Ado About Little: A Critical Review of the Employer Branding Concept","authors":"T. Behrends, Maren Baur, Larissa Zierke","doi":"10.5771/0935-9915-2020-1-1","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-1-1","url":null,"abstract":"Within the past ten to fifteen years the concept of Employer Branding (EB) has established itself as a widely known and highly regarded concept especially among Human Resource Management practitioners. In many organizations the development, implementation and communication of a distinctive and unique employer brand is meanwhile considered an important building block for gaining a competitive advantage in the so called “war for talent”. The paper at hand aims at critically exploring the conceptual foundations of employer branding by reviewing an extensive body of EB-literature consisting of standard references, scientific journal articles, textbooks as well as practitioner-oriented literature. This review reveals several general weaknesses, discrepancies and “blind spots” which cannot simply be attributed to some few single publications but rather call for a skeptical look upon the whole concept of employer branding itself. In conclusion the authors assert that the employer branding concept widely lacks innovative novelty as well as content-related persuasiveness. It should therefore be regarded as neither more nor less than a contemporary remake of what is and has for quite some time been well known as “Internal Marketing” or “HR Marketing”.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"79 ","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72429659","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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