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Anticipated chilly climate for women: the development and validation of a measure 妇女的预期寒冷气候:制定和验证一种衡量标准
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-04-16 DOI: 10.1108/er-01-2023-0017
Petya Puncheva-Michelotti, Sarah Hudson, Sophie Hennekam

Purpose

This study develops a measure of anticipated chilly climate for women and provides initial evidence of its validity.

Design/methodology/approach

We draw on three studies. Study 1 consisted of three focus groups to gain deeper insights into the meaning of the concept for prospective female jobseekers and generate scale items. In Study 2, we pre-tested job post vignettes (N = 203), refined the scale items and explored the factor structure (N = 136). Study 3 aimed to determine the convergent and discriminant validity of the new scale (N = 224) by testing its relationships with organisational attractiveness, person-organisation fit perceptions and gendered language.

Findings

The results show that the anticipated chilly climate is an important concept with implications for applicants’ career decision-making and career growth in the technology industry, where women tend to be underrepresented. Perceptions of anticipated chilly climate comprise expectations of devaluation, marginalisation and exclusion from the prospective employment. The masculine stereotypes embedded in the language of the job posts signalled a chilly climate for both genders, negatively affecting perceptions of fit and organisational attractiveness.

Originality/value

Most previous studies have focussed on the actual experiences of chilly climates in organisations. We extend this body of literature to anticipatory climates and draw on social identity threat theory and signalling theory to highlight that job applicants make inferences about the climate they expect to find based on job ads. Specifically, they may anticipate a chilly climate based on cues from job ads signalling masculine stereotypes. Whilst the literature has emphasised women’s perceptions of chilly climates within organisations, our results show that both genders anticipate chilly climates with detrimental consequences for both organisations and prospective job applications.

设计/方法/途径我们借鉴了三项研究。研究 1 包括三个焦点小组,旨在深入了解这一概念对未来女性求职者的意义,并生成量表项目。在研究 2 中,我们预先测试了求职岗位小故事(N = 203),完善了量表项目并探索了因子结构(N = 136)。研究 3 的目的是通过测试新量表(N = 224)与组织吸引力、个人与组织契合度感知和性别语言之间的关系,确定新量表的收敛效度和判别效度。研究结果结果表明,预期寒冷氛围是一个重要的概念,对求职者的职业决策和技术行业的职业发展具有重要影响,而在技术行业,女性求职者的比例往往偏低。对预期寒冷气候的感知包括对贬低、边缘化和被排除在未来工作之外的预期。工作岗位语言中蕴含的男性刻板印象预示着对男女两性来说都是一种寒冷的氛围,对适合度和组织吸引力的感知产生了负面影响。 原创性/价值以往的大多数研究都侧重于组织中寒冷氛围的实际体验。我们将这些文献延伸至预期气候,并借鉴社会认同威胁理论和信号理论,强调求职者会根据招聘广告推断他们预期会找到的气候。具体地说,他们可能会根据招聘广告中男性刻板印象的提示来预测寒冷的气候。文献强调了女性对组织内寒冷气候的看法,而我们的研究结果表明,两性都会预期寒冷气候,这对组织和潜在求职者都会产生不利影响。
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引用次数: 0
Fostering social sustainability: unveiling HR’s power in enhancing employee resilience via social exchange and broaden-and-build theories 促进社会可持续发展:通过社会交换和拓宽与建设理论揭示人力资源在增强员工复原力方面的力量
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-04-16 DOI: 10.1108/er-08-2023-0427
Garima Malik, Pratibha Singh

Purpose

This study focusses on the intersection of social sustainability and human resource management (HRM) as a strategy for crisis management. It aims to provide detailed insight by exploring the associations between socially sustainable HRM (SSHRM), employee well-being, trust in social capital and employee resilience.

Design/methodology/approach

This study used a cross-sectional research design to test relationships amongst variables. Data was gathered from employees in India’s private-sector information technology (IT) industry, making the framework relevant to this specific context. The study employed the partial least squares structural equation modelling (PLS-SEM) to analyse complex relationships between the variables.

Findings

The results indicate that organisations can boost employee resilience through SSHRM implementation, promote personal well-being (PWB) and family well-being (FWB) and foster trust in social capital. Additionally, the study highlights the moderating impact of employee empowerment, improving the translation of positive employee behaviour in organisational settings.

Practical implications

Our research emphasises the importance of sustainability efforts and strategies focused on social capital to build long-lasting employee connections. This highlights the necessity of incorporating social sustainability objectives into the organisation’s strategic blueprint, ensuring integration into decision-making procedures.

Originality/value

This study uniquely explores the underlying mechanisms through which SSHRM influences employee resilience. An in-depth empirical analysis evinces the causal mechanism between SSHRM, employee well-being, social capital trust and employee resilience.

目的 本研究侧重于社会可持续发展与人力资源管理(HRM)作为危机管理策略的交叉点。本研究采用横截面研究设计来检验变量之间的关系。数据收集自印度私营部门信息技术(IT)行业的员工,因此该框架与这一特定环境相关。研究采用偏最小二乘结构方程模型(PLS-SEM)来分析变量之间的复杂关系。研究结果表明,组织可以通过实施人力资源战略与管理(SSHRM)来提高员工的应变能力,促进个人幸福(PWB)和家庭幸福(FWB),并增进对社会资本的信任。此外,本研究还强调了员工赋权的调节作用,从而改善了员工在组织环境中积极行为的转化。 我们的研究强调了可持续发展工作和战略的重要性,这些工作和战略的重点是社会资本,以建立持久的员工联系。这强调了将社会可持续发展目标纳入组织战略蓝图的必要性,确保将其纳入决策程序。深入的实证分析表明了 SSHRM、员工福利、社会资本信任和员工复原力之间的因果机制。
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引用次数: 0
Institutional constraints to social dialogue in work integration of persons with disabilities: Slovakia and Norway compared 残疾人融入工作的社会对话的制度限制:斯洛伐克与挪威的比较
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-04-05 DOI: 10.1108/er-12-2022-0534
Barbora Holubová, Marta Kahancová, Lucia Kováčová, Lucia Mýtna Kureková, Adam Šumichrast, Steffen Torp

Purpose

Studies on the work integration of persons with disabilities (PwD) and the role of social dialogue therein are scarce. The study examines how the different systems of workers’ representation and industrial relations in Slovakia and Norway facilitate PwD work integration. Taking a social ecosystem perspective, we acknowledge the role of various stakeholders and their interactions in supporting PwD work integration. The paper’s conceptual contribution lies in including social dialogue actors in this ecosystem.

Design/methodology/approach

Evidence was collected via desk research, 35 semi-structured in-depth interviews with 51 respondents and stakeholder workshops in 2019–2020.

Findings

The findings from Norway confirm the expected coordination of unions and employers in PwD work integration. Evidence from Slovakia shows that in decentralised industrial relations systems, institutional constraints beyond the workplace determine employers’ and worker representatives’ approaches in PwD integration. Most policy-level outcomes are contested, as integration occurs predominantly via sheltered workplaces without interest representation.

Social implications

This paper identifies the primary sources of variation in the work integration of PwD. It also highlights opportunities for social partners across both situations to exercise agency and engagement to improve PwD work integration.

Originality/value

By integrating two streams of literature – social policy and welfare state and industrial relations – this paper examines PwD work integration from a social ecosystem perspective. Empirically, it offers novel qualitative comparative evidence on trade unions’ and employers’ roles in Slovakia and Norway.

目的 关于残疾人融入工作以及社会对话在其中的作用的研究很少。本研究探讨了斯洛伐克和挪威不同的工人代表和劳资关系体系如何促进残疾人的工作融入。从社会生态系统的角度出发,我们认识到各利益相关方及其互动在支持残疾人融入工作中的作用。本文在概念上的贡献在于将社会对话参与者纳入了这一生态系统。设计/方法/方法通过案头研究、对 51 名受访者进行的 35 次半结构化深度访谈以及 2019-2020 年的利益相关者研讨会收集了证据。研究结果挪威的研究结果证实了工会和雇主在残疾人工作融入方面的预期协调。来自斯洛伐克的证据表明,在分散的劳资关系体系中,工作场所以外的制度限制决定了雇主和工人代表在残疾人融入工作中的做法。大多数政策层面的结果都是有争议的,因为融合主要是通过没有利益代表的庇护性工作场所实现的。本文通过整合社会政策、福利国家和劳资关系这两方面的文献,从社会生态系统的角度研究了残疾人的工作融入问题。在经验方面,本文提供了斯洛伐克和挪威工会和雇主作用的新颖定性比较证据。
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引用次数: 0
HR directors in India: navigating institutional incoherence for HRM stability and change 印度的人力资源总监:驾驭体制不协调,促进人力资源管理的稳定与变革
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-29 DOI: 10.1108/er-07-2023-0338
Tamer K. Darwish, Osama Khassawneh, Muntaser Melhem, Satwinder Singh

Purpose

This paper aims to explore the strategic and evolving role of human resource management (HRM) directors within the context of underdeveloped institutional arrangements. The study focuses on India and conducts a comparative analysis of the roles of HRM directors in both multinational enterprises (MNEs) and domestic firms.

Design/methodology/approach

Survey-based data from the HRM directors of 252 enterprises were gathered for the comparative analysis, including both multinational and domestic enterprises.

Findings

HRM directors in MNEs lack the proficiency required to effectively fulfil their strategic role. In addition, there has been a notable shift in the responsibilities of HRM directors in MNEs, with increased emphasis on labour movements and trade union negotiations, as opposed to traditional human resource (HR) activities. This shift suggests that the role of HRM in MNEs operating in India has been influenced by local isomorphic forces, rather than following a “pendulum swing” between home and host country institutional pressures. The prevalence of informality in the Indian institutional arrangements may act as a strong counterforce to integrating the strategic agency of MNEs' home country HRM directors into the organizational structure. Despite facing resistance from the local institutional context, HRM directors in MNEs are responding with a pushback, prioritizing labour movements and trade union negotiations over core HRM activities.

Research limitations/implications

The study highlights the broader implications for theory and practice, shedding light on the challenges faced by HRM directors in navigating incoherent institutional arrangements. It emphasizes the need for a deeper understanding of local forces in shaping HRM practices within multinational settings.

Originality/value

We contribute to the comparative HRM literature by elaborating on power struggles that HRM directors face amid the dichotomies of formal power and authority that are encoded in the organizational structure versus culturally contingent power that can be accrued from engaging in informality. We also highlight their engagement in prolonged institutional mediation and change, which serves as a compensatory mechanism for the institutional shortfalls they encounter within the context of emerging markets.

目的 本文旨在探讨人力资源管理(HRM)总监在不发达的制度安排背景下发挥的战略性和不断演变的作用。本研究以印度为重点,对跨国企业(MNEs)和国内企业中人力资源管理总监的作用进行了比较分析。研究结果跨国企业的人力资源管理总监缺乏有效履行其战略职责所需的能力。此外,与传统的人力资源活动相比,跨国企业人力资源管理总监的职责发生了明显转变,更加重视劳工运动和工会谈判。这种转变表明,在印度开展业务的跨国企业中,人力资源管理的作用受到了当地同构力量的影响,而不是在母国和东道国的制度压力之间 "钟摆式摆动"。印度制度安排中普遍存在的非正规性,可能成为将跨国企业母国人力资源管理主管的战略机构纳入组织结构的强大反作用力。尽管面临来自当地制度环境的阻力,但跨国企业的人力资源管理总监们正在以反击的方式做出回应,将劳工运动和工会谈判置于核心人力资源管理活动之上。研究局限/影响本研究强调了对理论和实践的广泛影响,揭示了人力资源管理总监在驾驭不一致的制度安排时所面临的挑战。原创性/价值我们阐述了人力资源管理总监在组织结构中的正式权力和权威与参与非正式活动所获得的文化上的偶然权力的二元对立中面临的权力斗争,从而为比较人力资源管理文献做出了贡献。我们还强调了他们长期参与制度调解和变革的情况,这是对他们在新兴市场背景下遇到的制度缺陷的一种补偿机制。
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引用次数: 0
“Is my voicing up linked to social pain I bear”: examining the correlates of internal whistleblowing "我的举报是否与我所承受的社会痛苦有关":研究内部举报的相关因素
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-26 DOI: 10.1108/er-07-2023-0378
Seep Sethi, Poornima Madan

Purpose

Undertaking the theoretical lens of “The need to belong” theory, the present study intends to explore the aftermath of internal whistleblowing and the behavioral outcomes that follow by linking it to the literature on workplace ostracism, loneliness and intentions to quit.

Design/methodology/approach

The respondents were hotel employees in the Delhi NCR region of northern India. A hypothesized sequential mediation model was tested on a sample of employees from a hotel using a three-wave time-lagged multistudy design.

Findings

The findings of the study established that internal whistleblowing leads to intentions to quit via workplace ostracism and loneliness at work.

Originality/value

The unique contribution of this study lies in understanding the underlying mechanisms and discussing the behavioral outcomes that follow post-whistleblowing. HR managers need to develop a work environment that protects whistleblowers and has a zero-tolerance policy against employees engaging in any form of retaliation or unethical business practices. Managers must be more proactive and sensitive to the social cues that will make them aware of the presence of acts of ostracism. Upon encountering such acts, managers can consider counseling employees engaging in such unhealthy practices.

目的 本研究以 "归属感需求 "理论为理论视角,通过将其与有关工作场所排斥、孤独感和辞职意向的文献联系起来,探讨内部检举的后果以及随之而来的行为结果。采用三波时滞多研究设计,在酒店员工样本中对假设的顺序中介模型进行了测试。研究结果研究结果表明,内部举报会通过工作场所的排斥和工作中的孤独感导致辞职意向。人力资源管理者需要营造一种保护举报人的工作环境,并对参与任何形式报复或不道德商业行为的员工采取零容忍政策。管理者必须更加积极主动,对社会线索更加敏感,从而意识到排斥行为的存在。在遇到此类行为时,管理者可以考虑对从事此类不健康行为的员工进行辅导。
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引用次数: 0
Bridging return to work after diagnosis of chronic disease with social dialogue: a conceptual and analytical framework 诊断慢性病后重返工作岗位与社会对话的桥梁:概念和分析框架
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-26 DOI: 10.1108/er-11-2022-0524
Adela Elena Popa, Marta Kahancová, Mehtap Akgüç

Purpose

This paper makes a conceptual contribution by intersecting two strands of literature (return to work following health issues and industrial relations) to facilitate our understanding of the potential role of social dialogue in supporting return to work (RTW) following the diagnosis of a chronic illness. It conceptualises the levels and channels through which various actors and their interactions may play a role in RTW facilitation within the actor-centred institutional framework.

Design/methodology/approach

The paper uses an exploratory design based mainly on desk research but is also informed by roundtable discussions done in six countries as part of a larger project.

Findings

The conceptual and analytical framework (CAF) is developed to explain how various actors interact together in ways shaped by the RTW policy framework and the industrial relations systems, resulting in a continuum of RTW facilitation situations.

Originality/value

There is limited research on return-to-work policies following diagnosis of chronic illness from a comprehensive actor-oriented perspective. The existing literature usually focusses on just one stakeholder, overlooking the role of social dialogue actors. By bridging the two streams of literature and incorporating all potential actors and their interactions in a unitary model, the proposed framework provides a valuable tool to further discuss how successful RTW after a diagnosis of chronic illness can be facilitated.

目的 本文通过交叉两方面的文献(健康问题后重返工作和劳资关系),促进我们对社会对话在支持慢性疾病诊断后重返工作(RTW)中的潜在作用的理解,从而在概念上做出贡献。本文在以行为者为中心的制度框架内,对各种行为者及其互动可能在促进复工中发挥作用的层次和渠道进行了概念化。研究结果本文制定了概念和分析框架(CAF),以解释各种行为者如何在复工政策框架和劳资关系体系的影响下相互作用,从而形成连续的复工促进状况。原创性/价值从全面的行为者导向视角出发,对慢性病诊断后的复工政策进行的研究十分有限。现有文献通常只关注一个利益相关者,忽视了社会对话参与者的作用。通过弥合这两种文献流,并将所有潜在的参与者及其互动纳入一个统一的模型,所提出的框架为进一步讨论如何促进慢性病诊断后的成功复工提供了有价值的工具。
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引用次数: 0
The mediating role of employee commitment in the relationship between compensation system and turnover intentions 员工承诺在薪酬制度与离职意向关系中的中介作用
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-25 DOI: 10.1108/er-05-2023-0270
Nemanja Berber, Dimitrije Gašić

Purpose

The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.

Design/methodology/approach

The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.

Findings

The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.

Originality/value

The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.

本研究的主要目的是确定员工承诺在塞尔维亚共和国薪酬体系与员工离职意向之间的关系中的作用,以及调查员工承诺在这种关系中是否存在中介效应。研究采用的主要方法是收集数据、获取有关拟议关系的理论研究成果以及基于 PLS-SEM 的实证研究,并通过 IBM SPSS 统计和 SmartPLS 数据处理软件进行分析。用于分析的数据来自塞尔维亚共和国通过在线问卷收集的 764 名员工样本。员工承诺在一定程度上调节了薪酬制度与员工离职意向之间的关系。以前与上述构建相关的大多数调查都是在西欧和美国等较发达国家的公司中进行的,而迄今为止还没有在塞尔维亚进行过此类研究。研究结果表明,员工对奖励的态度方面的预期关系与建议的国情不符。塞尔维亚的现代公司需要遵循现代奖励机制,以建立更强的承诺和减少离职意向。此外,在以前的大多数研究工作中,薪酬都是从对奖励的满意度方面进行考察的,而本研究则是基于员工对人力资源补偿做法的看法("组织为我提供了什么 "类问题),而不是与他们的满意度有关的问题。此外,在以往的大多数研究中,薪酬制度都是作为一个变量与其他人力资源流程(人员配置、培训与发展、职业发展、员工关系、人力资源规划、沟通等)结合在一起进行研究的,是一种 HPWP,而在本研究中,作者仅使用了薪酬实践(奖励要素和员工绩效评估)来研究与承诺和离职意向之间的关系。
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引用次数: 0
Working together: effects of gender composition on job satisfaction and commitment 共同努力:性别构成对工作满意度和承诺的影响
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-21 DOI: 10.1108/er-08-2023-0443
Katrin Olafsdottir, Arney Einarsdottir

Purpose

The purpose of this study is to estimate the effects of gender composition in the workplace on employee job satisfaction and commitment.

Design/methodology/approach

The data were collected on both the organizational and employee levels at three different points in time in organizations with more than 70 employees. Multi-level mixed-effects ordered logistics regressions were used to account for the multi-level nature of the data and the ordered nature of the dependent variables.

Findings

Employees in gender-balanced workplaces show higher levels of job satisfaction and commitment than those in female-dominated or male-dominated workplaces. The relationship is also based on the gender of the individual, as men show a significantly lower level of both job satisfaction and commitment when working in male-dominated workplaces than others, while for women, the effect is only significant for commitment.

Practical implications

Aiming for a balance in the gender composition of the workplace may improve employee attitudes, especially for men. The results also indicate that further research is warranted into why job satisfaction and commitment are significantly lower among men in male-dominated workplaces.

Originality/value

The relationship between gender and job satisfaction and commitment is well established, but less is known about the effects of gender composition on job satisfaction and commitment. Previous papers have focused on job satisfaction. This paper extends prior studies by estimating the effects of gender composition on both job satisfaction and commitment using multi-level regressions on a rich dataset.

本研究的目的是估算工作场所的性别构成对员工工作满意度和承诺度的影响。采用多层次混合效应有序物流回归,以考虑数据的多层次性和因变量的有序性。研究结果性别平衡工作场所的员工比女性主导或男性主导工作场所的员工表现出更高的工作满意度和承诺度。这种关系也是基于个人的性别,因为男性在男性主导的工作场所工作时,其工作满意度和承诺度都明显低于其他人,而对于女性来说,只有承诺度的影响是显著的。研究结果还表明,有必要进一步研究为什么在男性占主导地位的工作场所中,男性的工作满意度和承诺度会显著降低。以前的论文主要关注工作满意度。本文通过对丰富的数据集进行多层次回归,估计了性别构成对工作满意度和承诺的影响,从而扩展了之前的研究。
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引用次数: 0
Equal employment opportunity and diversity in restaurant labor: perspectives of restaurant employees and managers in the USA 平等就业机会与餐厅用工多样性:美国餐厅雇员和经理的观点
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-03-18 DOI: 10.1108/er-08-2023-0445
Faruk Seyitoğlu, Ozan Atsız, Ayşegül Acar

Purpose

This study was designed to contribute to the extant literature by discovering the perceptions of restaurant employees and managers toward equal opportunities in restaurant labor and working in a diversity-rich restaurant work environment.

Design/methodology/approach

A qualitative research approach was utilized. Through in-depth interviews, data were collected purposefully from restaurant workers in different positions (e.g. managers, servers, chefs and cooks) in the USA.

Findings

As a result of content analysis, different perspectives emerged on equal employment opportunity and diversity in restaurant labor. While some employees and managers believe that restaurant labor has equal employment opportunities, others think there is a lack of equal employment opportunity and partial equal employment opportunity in the industry. Most participants perceive working in a diversity-rich restaurant work environment as beneficial (an opportunity to learn about different cultures and an opportunity to learn different experiences and approaches).

Originality/value

To the best of our knowledge, this is the first paper to explore employees' and managers' perceptions of equal employment opportunity and diversity in the hospitality labor context, specifically restaurant labor. Therefore, the research findings will create value for scholars to understand the view on equal employment opportunity and diversity in restaurant labor. Further, it will assist practitioners in designing their labor structure regarding equal employment opportunity and diversity management for the future.

目的 本研究旨在通过了解餐厅员工和经理对餐厅劳动机会均等以及在多元化餐厅工作环境中工作的看法,为现有文献做出贡献。通过深入访谈,有目的地收集了美国不同职位的餐厅员工(如经理、服务员、厨师和厨子)的数据。研究结果经过内容分析,我们发现他们对餐厅劳动中的平等就业机会和多样性有不同的看法。一些雇员和经理认为餐饮业拥有平等的就业机会,而另一些人则认为餐饮业缺乏平等就业机会和部分平等就业机会。据我们所知,这是第一篇探讨员工和管理者对酒店业(尤其是餐饮业)中平等就业机会和多样性的看法的论文。因此,研究结果将为学者们了解餐饮业劳动中的平等就业机会和多样性观点创造价值。此外,它还将有助于从业人员在未来设计有关平等就业机会和多元化管理的劳动结构。
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引用次数: 0
The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awareness 神经多样性管理对情感承诺和离职意向的影响:神经多样性意识的作用
IF 3.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-02-26 DOI: 10.1108/er-09-2023-0476
Muhammad Ali, Mirit K. Grabarski, Marzena Baker

Purpose

In the wake of labor shortages in the retail industry, there is value in highlighting a business case for employing neurodivergent individuals. Drawing on signaling theory, this study explores whether perceived neurodiversity management (neurodiversity policies and adjustments) helps enhance neurodiversity awareness and affective commitment and whether affective commitment leads to lower turnover intention.

Design/methodology/approach

A cursory content analysis of publicly available documents of randomly selected four retail organizations was undertaken, which was followed by an online survey of the Australian retail workforce, leading to 502 responses from supervisors and employees.

Findings

The content analysis shows that retail organizations barely acknowledge neurodiversity. The findings of the main study indicate that neurodiversity policies are positively associated with both neurodiversity awareness and affective commitment, while adjustments were positively linked to affective commitment. Moreover, affective commitment was negatively associated with turnover intention. Affective commitment also mediated the negative effects of neurodiversity policies and adjustments on turnover intention.

Originality/value

This study supports, extends and refines signaling theory and social exchange theory. It addresses knowledge gaps about the perceptions of co-workers and supervisors in regard to neurodiversity management. It provides unprecedented evidence for a business case for the positive attitudinal outcomes of neurodiversity policies and adjustments. The findings can help managers manage neurodiversity for positive attitudinal outcomes.

目的 在零售业出现劳动力短缺的情况下,强调雇用神经变异者的商业案例是有价值的。本研究借鉴信号传递理论,探讨了感知神经多样性管理(神经多样性政策和调整)是否有助于提高神经多样性意识和情感承诺,以及情感承诺是否会降低离职意向。设计/方法/途径对随机抽取的四家零售机构的公开文件进行了粗略的内容分析,随后对澳大利亚零售业员工进行了在线调查,共收到 502 份来自主管和员工的回复。主要研究结果表明,神经多样性政策与神经多样性意识和情感承诺正相关,而调整与情感承诺正相关。此外,情感承诺与离职意向呈负相关。本研究支持、扩展并完善了信号理论和社会交换理论。它填补了有关同事和主管对神经多样性管理看法的知识空白。它为神经多样性政策和调整的积极态度结果的商业案例提供了前所未有的证据。研究结果有助于管理者对神经多样性进行管理,以取得积极的态度成果。
{"title":"The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awareness","authors":"Muhammad Ali, Mirit K. Grabarski, Marzena Baker","doi":"10.1108/er-09-2023-0476","DOIUrl":"https://doi.org/10.1108/er-09-2023-0476","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>In the wake of labor shortages in the retail industry, there is value in highlighting a business case for employing neurodivergent individuals. Drawing on signaling theory, this study explores whether perceived neurodiversity management (neurodiversity policies and adjustments) helps enhance neurodiversity awareness and affective commitment and whether affective commitment leads to lower turnover intention.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A cursory content analysis of publicly available documents of randomly selected four retail organizations was undertaken, which was followed by an online survey of the Australian retail workforce, leading to 502 responses from supervisors and employees.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The content analysis shows that retail organizations barely acknowledge neurodiversity. The findings of the main study indicate that neurodiversity policies are positively associated with both neurodiversity awareness and affective commitment, while adjustments were positively linked to affective commitment. Moreover, affective commitment was negatively associated with turnover intention. Affective commitment also mediated the negative effects of neurodiversity policies and adjustments on turnover intention.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study supports, extends and refines signaling theory and social exchange theory. It addresses knowledge gaps about the perceptions of co-workers and supervisors in regard to neurodiversity management. It provides unprecedented evidence for a business case for the positive attitudinal outcomes of neurodiversity policies and adjustments. The findings can help managers manage neurodiversity for positive attitudinal outcomes.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"5 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-02-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139951604","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
期刊
Employee Relations
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