Employee Relations最新文献_第7页

Impact of employee well-being on performance in the context of crisis-induced remote work: role of boundary control and professional isolation 危机诱发远程工作情境下员工幸福感对绩效的影响:边界控制和专业隔离的作用

IF 3.4 3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-11-16 DOI: 10.1108/er-08-2022-0384

Akanksha Jaiswal, Neethu Prabhakaran

Purpose

COVID-19 forced employees to work remotely. Since this shift from physical to remote working was sudden and unprecedented, the authors aimed to examine the impact of employee well-being on performance in the context of remote work. Further, the authors explored how feelings of professional isolation and employees' control over their personal and professional boundaries (i.e. boundary control) moderated the well-being and performance link. The authors invoke the equity theory and boundary theory to augment their hypotheses.

Design/methodology/approach

With 218 full-time employees representing large information technology organisations in India, the authors tested the hypothesised relationships using regression and double moderation in the PROCESS macro.

Findings

Results indicate that well-being has a significant positive impact on employee performance as they worked remotely. Further, the authors found that professional isolation and boundary control moderated the link between well-being and performance such that when boundary control is high and professional isolation is low, the aforementioned relationship strengthened and vice versa.

Research limitations/implications

The authors extend the boundary theory as the crisis-induced remote work highlighted the employees' need for deploying alternating boundary management styles to balance their personal and professional lives.

Practical implications

Organisations must develop flexible work policies to facilitate remote work and managers must efficiently craft the overall management of professional isolation and employees' boundaries to boost their well-being and performance.

Originality/value

The authors not only examine the impact of employee well-being on performance in the context of remote work but also, in a first, examine the role of boundary control and professional isolation in this relationship.

目的:covid -19迫使员工远程工作。由于这种从实体工作到远程工作的转变是突然而前所未有的，因此作者旨在研究远程工作背景下员工幸福感对绩效的影响。此外，作者还探讨了职业孤立感和员工对个人和职业边界的控制(即边界控制)如何调节幸福感和绩效之间的联系。作者引用公平理论和边界理论来扩充他们的假设。设计/方法/方法在印度有218名代表大型信息技术组织的全职员工，作者在PROCESS宏观中使用回归和双重调节来测试假设的关系。研究结果表明，幸福感对远程工作的员工绩效有显著的积极影响。此外，作者还发现，职业隔离和边界控制调节了幸福感和绩效之间的联系，当边界控制高而职业隔离低时，上述关系得到加强，反之亦然。研究局限/启示作者扩展了边界理论，因为危机引发的远程工作强调了员工需要采用交替的边界管理风格来平衡他们的个人生活和职业生活。实际意义组织必须制定灵活的工作政策来促进远程工作，管理者必须有效地制定专业隔离和员工边界的整体管理，以提高他们的幸福感和绩效。作者不仅研究了远程工作背景下员工幸福感对绩效的影响，而且还首次研究了边界控制和专业隔离在这种关系中的作用。

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引用次数: 0

“If only these conversations had happened in induction.” Influencing employee aspiration with action learning-led inductions in the Big Four “要是这些对话发生在归纳会上就好了。”四大企业中以行动学习为导向的导入影响员工期望

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-11-14 DOI: 10.1108/er-03-2023-0120

Deborah Callaghan, Helen Collins

Purpose This paper explores employee experiences of induction in the Big Four accountancy firms to understand how induction influences new recruits' career aspirations. Design/methodology/approach Using Bourdieusian sociology, this article adopts an interpretivist multi-method approach through focus groups and semi-structured interviews with 28 newly appointed accounting professionals. The study defines newly appointed as those who have experienced induction within the last two years of their employment. Findings The study's findings challenge the authenticity of induction from a shared employee consensus. It cites contagious spin, regarding career progression opportunities espoused during induction, at odds with the reality of work, ultimately contributing towards unfulfilled employee aspiration. As current strategies suggest that the intersection between employee aspiration and employer provision in the accountancy profession, is too broad, this study argues for more collaborative inductions. In addition, it proposes that accountancy firms should re-evaluate their current strategies and co-construct more authentic inductions that benefit all stakeholders to develop a stronger psychological contract that positively influences employee aspiration. Research limitations/implications The paper posits action-learning as a solution to address employee aspiration in induction campaigns in the accountancy profession. Practical implications As aspiration is the genesis of motivation and engagement, this study’s findings suggest that the use of an action-learning ethos in induction activities may provide an opportunity to explore the complexities of employee socialisation and provide a voice to new recruits attempting to influence any tensions or disappointment that may arise, as unmet career aspirations emerge. Originality/value The paper posits action learning as a solution to address employee aspiration in induction campaigns in the accountancy profession.

目的通过对四大会计师事务所员工入职经历的研究，了解入职对新员工职业抱负的影响。本文运用布尔迪厄社会学，通过焦点小组和对28名新上任的会计专业人员的半结构化访谈，采用了解释主义的多方法方法。该研究将新任命定义为那些在过去两年内经历过入职的人。该研究的发现对员工共识诱导的真实性提出了挑战。报告提到了传染性旋转，即在入职期间所支持的职业发展机会与工作现实不符，最终导致员工的愿望无法实现。由于目前的策略表明，在会计专业中，员工愿望和雇主提供之间的交集过于广泛，本研究主张更多的合作诱导。此外，本文建议会计师事务所应重新评估其现有战略，并共同构建更真实的诱导，使所有利益相关者受益，以建立更强的心理契约，积极影响员工的期望。研究局限/启示本文假设行动学习作为解决方案，以解决员工的愿望在入职活动在会计专业。由于抱负是动机和敬业度的起源，本研究的结果表明，在入职活动中使用行动学习精神可以提供一个探索员工社交复杂性的机会，并为新员工提供一个声音，试图影响任何可能出现的紧张或失望，因为未实现的职业抱负出现。原创性/价值本文将行动学习作为解决会计专业入职活动中员工愿望的解决方案。

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引用次数: 0

Should I stay or should I go: how pay secrecy influences turnover intentions 我该留还是该走:薪酬保密如何影响离职意向

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-11-14 DOI: 10.1108/er-01-2023-0032

Shelly Rodrigue, Susie Cox

Purpose The purpose of this study is to extend the pay communication literature by examining the relationship between pay secrecy and turnover intentions with the inclusion of mediators. This study further analyzes the influence pay secrecy and organizational trust have on three key employee attitudinal variables that are directly related to turnover intentions. Design/methodology/approach The data were collected from participants that were recruited using Mechanical Turk, yielding a sample size of 496. Structural equation modeling (SEM) was used to analyze the hypotheses. Findings Findings demonstrate pay secrecy positively influences turnover intentions. This relationship is double-mediated by organizational trust with organizational cynicism, organizational disidentification, and job embeddedness. All hypotheses were supported. Practical implications This research shows that pay secrecy has negative effects on employee attitudes and behaviors. Based on the findings of this study, organizations should take steps toward pay openness to avoid employees becoming distrustful and more cynical of the organization, boost feelings of being embedded, and deter organizational disidentification. Originality/value This study contributes to the pay communication literature by further explaining the pay secrecy–turnover intentions relationship with the inclusion of mediators that have shown mixed results or have not been previously analyzed to the researchers' knowledge. Specifically, organizational trust, organizational cynicism, organizational disidentification, and job embeddedness were examined as mediators. Previous research has shown mixed results for the influence pay secrecy has on organizational trust, with some studies demonstrating pay secrecy to have a positive effect and others a negative effect. This study demonstrates support for pay secrecy's negative relationship with organizational trust.

本研究的目的是通过考察薪酬保密与离职意向之间的关系来扩展薪酬沟通文献，并纳入中介因素。本研究进一步分析了薪酬保密和组织信任对员工离职意向直接相关的三个关键态度变量的影响。数据是从使用Mechanical Turk招募的参与者中收集的，样本量为496。采用结构方程模型(SEM)对假设进行分析。研究结果表明，薪酬保密对离职意向有正向影响。组织信任与组织玩世不恭、组织不认同和工作嵌入是这种关系的双重中介。所有的假设都得到了支持。本研究表明，薪酬保密对员工的态度和行为有负面影响。基于本研究的发现，组织应该采取措施实现薪酬开放，以避免员工对组织产生不信任和更加愤世嫉俗的态度，增强员工的归属感，并阻止组织的不认同。本研究通过进一步解释薪酬保密与离职意向之间的关系，进一步完善了薪酬沟通文献，并纳入了研究人员所知的混合结果或未被分析的中介因素。具体地说，组织信任、组织犬儒主义、组织失认和工作嵌入被检验为中介。先前的研究表明，薪酬保密对组织信任的影响结果好坏参半，一些研究表明薪酬保密有积极作用，另一些研究表明有消极作用。本研究支持薪酬保密与组织信任的负向关系。

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引用次数: 0

Can female executives improve employment relations outcomes? Empirical evidence from China with gender implications 女性高管能否改善雇佣关系?来自中国的具有性别含义的经验证据

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-11-13 DOI: 10.1108/er-01-2023-0001

Fang Yuan, Fang Lee Cooke, Xiaozhen Fang, Fansuo An, Yiming He

Purpose Despite the growing research interest in gender diversity, the presence of female executives and organizational outcomes, the relationship between female executives and employment relations outcomes remains under-researched. This study aims to examine the potential relationship between female executives and employment relations outcomes, with the gender gap as a focus. Design/methodology/approach A cross-sectional survey was used to collect data from 2,682 workers from 119 manufacturing firms in Guangdong Province, southern China. Findings Results show that firms with female executives are more likely to comply with labor laws and promote staff development. The association between female executives and promotion opportunities is stronger for female employees than for male employees. However, there is no significant association between female executives and employee salaries. Originality/value This research contributes to employment relations literature and extends the application of social role theory to studies of employment relations in particular societal contexts. This study also provides possible boundary conditions for the existence of queen bee behavior by using data from Chinese factories.

尽管对性别多样性、女性高管的存在和组织结果的研究兴趣日益浓厚，但女性高管与雇佣关系结果之间的关系仍未得到充分研究。本研究旨在探讨女性高管与就业关系结果之间的潜在关系，以性别差距为重点。设计/方法/方法采用横断面调查的方法，收集来自广东省119家制造企业的2682名工人的数据。研究结果表明，拥有女性高管的公司更有可能遵守劳动法，促进员工发展。女性高管与晋升机会之间的关联在女性员工中强于在男性员工中。然而，女性高管与员工薪酬之间没有显著的关联。独创性/价值本研究为雇佣关系文献做出了贡献，并将社会角色理论的应用扩展到特定社会背景下的雇佣关系研究。本研究还利用中国工厂的数据为蜂王行为的存在提供了可能的边界条件。

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引用次数: 0

Workers’ voice from the triangular employment relationship lens: towards a conceptual framework 从三角雇佣关系视角看工人的声音:走向一个概念框架

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-11-10 DOI: 10.1108/er-02-2023-0095

Kabiru Oyetunde, Rea Prouska, Aidan McKearney

Purpose This paper examines the circumstantial state of mediated work to develop a conceptual framework exemplifying the determinants of voice of workers in triangular employment relationships. These workers are in work context involving two or more firms – agency/platform and clients/client firms. Design/methodology/approach Paralleling employee voice research in the triangular employment relationship context, the authors theorised the influencing forces at four levels to propose 12 distinct antecedents of triangular workers' voice. External level (2) – legal employer ambiguity and legal regulation and protection; employment context level (3) – availability and presence, assignment duration and autonomy; firm level (3) – institutional complexity, cost and control and governance structure conflicts; individual level (4) – perceived relative equity, voice skill, self-identity and transition opportunity. Findings The triangular workers' voice determinants framework provides a comprehensive outlook on how the external, employment context, firm and individual forces influence voice of workers in triangular employment relationships. Research limitations/implications Emanating from the framework are propositions that can be empirically tested for validation. Hence, as with conceptual papers, this paper is limited by non-empirical testing. Practical implications Managers of workers in these employment relationships should be cognizant of the different levels of forces that can influence their voice. Originality/value This paper contributes to the employee voice literature by presenting a four-level framework that demonstrate a holistic view of how triangular workers' voice is influenced.

本文考察了中介工作的环境状态，以建立一个概念框架，举例说明三角形雇佣关系中工人声音的决定因素。这些员工的工作环境涉及两个或两个以上的公司——代理/平台和客户/客户公司。设计/方法/方法在三角雇佣关系背景下对员工声音进行平行研究，作者将四个层面的影响力量理论化，提出了三角形工人声音的12个不同的前因。外部层次(2)-法律雇主模糊性和法律监管和保护;就业环境水平(3)-可用性和存在，任务持续时间和自主权;企业层面(3)——制度复杂性、成本与控制、治理结构冲突;个人层面(4)-感知相对公平、发声技巧、自我认同和过渡机会。三角工人的声音决定因素框架提供了一个全面的前景，如何外部，就业环境，企业和个人力量影响三角雇佣关系中的工人的声音。从框架中产生的研究限制/含义是可以进行经验检验以验证的命题。因此，与概念性论文一样，本文受到非经验检验的限制。在这些雇佣关系中，工人的管理者应该认识到不同程度的力量可以影响他们的声音。本文通过提出一个四级框架，展示了三角形工人的声音是如何受到影响的整体观点，从而为员工声音文献做出了贡献。

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引用次数: 0

Understanding the link between HRM and innovation in SMEs through a multi-level approach 通过多层次的方法理解中小企业人力资源管理与创新之间的联系

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-11-09 DOI: 10.1108/er-12-2022-0538

Ludivine Adla, Virginie Gallego-Roquelaure

Purpose From a relational perspective, this research aims to answer the following question: How can human resource management (HRM) and innovation in small and medium-sized enterprises (SMEs) be articulated at different levels through gift/counter–gift relationships? Design/methodology/approach The authors' longitudinal and exploratory study was conducted in an innovative SME that constitutes an “emblematic” case. The data were gathered from diverse sources: 2 life stories, 21 semi-structured interviews, observations and documentary analyses. Findings The results provide a dynamic view of the relationship between HRM and innovation through multi-level analysis. The authors consequently propose a three-step process: freeing up, mobilizing and rethinking gifts. Originality/value This article examines how to articulate HRM and innovation in SMEs through gift/counter-gift theory. This relationship is analyzed from a relational and multi-level perspective.

本研究从关系的角度出发，旨在回答以下问题:中小企业的人力资源管理(HRM)和创新如何通过礼物/反礼物关系在不同层次上表达?作者的纵向和探索性研究是在一个创新型中小企业中进行的，它构成了一个“象征性”的案例。数据来自不同的来源:2个生活故事，21个半结构化访谈，观察和文献分析。研究结果通过多层次的分析，为人力资源管理与创新之间的关系提供了一个动态的视角。因此，作者提出了一个三步走的过程:释放、动员和重新思考礼物。这篇文章探讨了如何通过礼物/反礼物理论来阐明中小企业的人力资源管理和创新。从关系和多层次的角度分析了这种关系。

引用次数: 0

Boundaryless career orientation and Internet professionals' grievance strategies: evidence from China 无边界职业导向与互联网人才的不满策略:来自中国的证据

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-10-31 DOI: 10.1108/er-12-2022-0551

Xiaojing Zheng

Purpose This article aims to examine the role of boundaryless career orientation in influencing Internet professionals' strategies toward workplace problems in China's Internet companies, which feature prominent problems including excessive overwork. It addresses one question: how do Chinese Internet professionals make grievance strategies? Design/methodology/approach This article draws on qualitative data based on semi-structured, in-depth interviews with 134 employees from 6 representative Chinese Internet companies. The data were collected during 2018-2021 and analyzed with a grounded theory approach. Findings This article highlights the role of boundaryless career orientation in explaining Chinese Internet professionals' strategies toward workplace grievances. The author develops a comprehensive model to illustrate how boundaryless career orientation influences four grievance strategies namely, strategic compliance, exit, dissent expression and resistance that correspond to four different motives to advance the professionals' boundaryless career: learning, transferring, relieving and resolving. Internet professionals choose different grievance strategies based on how each option can benefit their boundaryless career goals. Originality/value This article is one of the first to bring in boundaryless career orientation as a key factor in explaining Chinese Internet professionals' grievance strategies. It provides a fuller picture than previous studies by showing wide varieties of professionals' grievance behaviors. The finding of high-level boundaryless career orientation among Internet professionals offers insights on how companies can improve employment relations by improving career management practices.

本文旨在研究无边界职业取向对中国互联网企业职场问题策略的影响。中国互联网企业存在着过度劳累等突出问题。它解决了一个问题:中国互联网专业人士如何制定申诉策略?设计/方法/方法本文采用了基于半结构化的定性数据，对来自6家具有代表性的中国互联网公司的134名员工进行了深入访谈。数据收集于2018-2021年，并采用扎根理论方法进行分析。本研究强调了无边界职业取向在解释中国互联网专业人士职场不满策略中的作用。作者建立了一个综合模型，说明了无边界职业取向如何影响策略遵从、退出、表达异议和抵抗四种申诉策略，这四种策略对应于促进职业人员无边界职业发展的四种不同动机:学习、转移、缓解和解决。互联网专业人士选择不同的申诉策略是基于每个选项如何有利于他们的无边界职业目标。本文首次将无边界职业取向作为解释中国互联网专业人士申诉策略的关键因素之一。它通过展示各种专业人员的申诉行为，提供了比以往研究更全面的图景。这一发现为企业如何通过改进职业管理实践来改善雇佣关系提供了见解。

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引用次数: 0

High-performance work systems and proactive behavior: the mediating role of customer-oriented behavior 高绩效工作系统与主动行为:顾客导向行为的中介作用

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-10-30 DOI: 10.1108/er-07-2022-0317

Makoto Matsuo

Purpose Although high-performance work systems (HPWS) have been shown to promote employees' proactive behavior, only a limited number of studies have examined this process. This study explores how HPWS promote proactive behavior through learning goal orientation (LGO) and customer-oriented behavior (COB). Design/methodology/approach A questionnaire survey was conducted with 279 healthcare workers in nursing homes. Structural equation modeling was conducted to test the hypotheses. Findings The results show that HPWS positively influenced proactive behavior through COB and that HPWS positively influenced proactive behavior through LGO and subsequently through COB. The findings indicate that COB is vital in linking HPWS to proactive behavior in healthcare service organizations. Originality/value The results suggest that HPWS provide job resources that enable health care workers to take initiatives to change their work environment through performance management, incentive systems and training programs. This study is the first to identify the mediating role of COB in linking HPWS to proactive behavior.

虽然高性能工作系统(HPWS)已被证明可以促进员工的主动行为，但只有有限数量的研究考察了这一过程。本研究探讨了HPWS如何通过学习目标导向(LGO)和顾客导向行为(COB)促进主动行为。设计/方法/方法对279名养老院医护人员进行问卷调查。采用结构方程模型对假设进行检验。研究结果表明，高质量服务通过COB对主动行为产生正向影响，高质量服务通过LGO和COB对主动行为产生正向影响。研究结果表明，COB在将HPWS与医疗保健服务组织中的主动行为联系起来方面至关重要。结果表明，HPWS提供了工作资源，使医护人员能够通过绩效管理、激励制度和培训计划主动改变他们的工作环境。本研究首次确定了COB在HPWS与主动行为之间的中介作用。

引用次数: 0

What does the performance appraisal approach tell us about the organizational culture's basic assumptions? 关于组织文化的基本假设，绩效评估方法告诉了我们什么?

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-10-24 DOI: 10.1108/er-04-2023-0221

Batia Ben-Hador

Purpose Performance appraisal (PA) is an organizational practice whose ultimate goal is to improve employee performance. This goal can be achieved using two approaches: the administrative approach, which emphasizes materialistic incentives and rewards excellent performers, and the developmental approach, which focuses on employee personal and professional development. The literature points out that organizations cannot utilize both approaches at the same time, but the reason for this is vague. Therefore, the research purpose is to bridge this gap by exploring the basic assumptions behind the administrative and developmental PA approaches as part of the hidden layers of organizational culture. Design/methodology/approach A qualitative document analysis (QDA) was used to analyze 124 Israeli organizations' PA forms and employee reports. Findings The organization's PA approaches were diagnosed as a first step in revealing the reason for the inability to use both approaches simultaneously. In the next step, it was revealed that organizational culture assumptions are the reason for the contradiction of the PA approaches. Eventually, McGregor's theory X is the basic assumption behind the administrative approach, and theory Y is the assumption behind the developmental approach. Since these two approaches contradict each other, it explains the difficulty of using both approaches simultaneously. Originality/value This study dives into the hidden levels of organizational culture and attempts to bridge a long-standing but still current research gap, as well as extend and refine organizational culture and performance appraisal theories.

绩效评估(PA)是一种组织实践，其最终目标是提高员工的绩效。这一目标可以通过两种方法来实现:行政方法，强调物质激励和奖励优秀的表现者;发展方法，侧重于员工的个人和专业发展。文献指出，组织不能同时利用这两种方法，但原因是模糊的。因此，研究的目的是通过探索行政和发展PA方法背后的基本假设来弥补这一差距，这些方法是组织文化隐藏层的一部分。设计/方法/方法采用定性文件分析(QDA)来分析124个以色列组织的PA表格和员工报告。该组织的PA方法被诊断为揭示无法同时使用两种方法的原因的第一步。在接下来的步骤中，揭示了组织文化假设是PA方法矛盾的原因。最后，麦格雷戈的X理论是行政方法背后的基本假设，Y理论是发展方法背后的假设。由于这两种方法相互矛盾，这就解释了同时使用这两种方法的困难。原创性/价值本研究深入到组织文化的隐藏层面，试图弥合一个长期存在但仍然存在的研究空白，并扩展和完善组织文化和绩效评估理论。

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引用次数: 0

Resistance exercise: competition, coopetition and collective action among self-employed personal trainers in the UK 抗阻运动:英国个体私人教练的竞争、合作与集体行动

3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Employee Relations

Pub Date : 2023-10-24 DOI: 10.1108/er-04-2023-0207

Geraint Harvey, Jia Li, Daniel Wintersberger

Purpose The article explores the potential for self-employed personal trainers (SEPTs) to resist exploitation by gyms, with a focus on the attitudes of SEPTs towards trade unions and collective action. Design/methodology/approach This article is based on a multiple-method study with qualitative data drawn from participant observation and interviews and quantitative data from a questionnaire survey. The data were collected in 2018. Findings The potential for individual resistance to exploitation among SEPTs is limited. However, attitudes towards a collective response were largely positive, albeit there is certainly no consensus agreement on the value of trade unions. The logic of coopetition is applied to explain the issues on which trade unions might organize SEPTs. Research limitations/implications The study suggests coopetition as an organizing logic for highly individualized self-employed workers in intense proximal competition with one another. However, the research presented in this article was undertaken with a unique group of solo self-employed workers. Further study is required to demonstrate the applicability of these findings. Practical implications The commercialization of work poses a threat to traditional employment and trade unions. It is crucial that trade unions represent the interests of all workers by focusing on workers who do not traditionally form the vanguard of its membership (e.g. dependent workers and the falsely self-employed). The study illustrates the way in which trade unions can organize micro-entrepreneurs. Social implications Coopetitive representation whereby micro-entrepreneurs collaborate to resist exploitation while remaining independent has the potential to change the perspectives and values of entrepreneurs. Originality/value The article assesses the potential of organizing a highly individualized and competitive self-employed worker. Coopetitive representation is presented as distinct from other approaches to representation and as a means of trade union revitalization.

本文探讨了个体私人教练(sept)抵制健身房剥削的潜力，重点关注了sept对工会和集体行动的态度。设计/方法/方法本文采用多方法研究，定性数据来自参与观察和访谈，定量数据来自问卷调查。数据是在2018年收集的。发现sep患者个体抵抗利用的潜力有限。然而，对集体反应的态度基本上是积极的，尽管对工会的价值肯定没有达成协商一致的协议。运用合作逻辑来解释工会可能组织sept的问题。研究局限性/启示研究表明，在激烈的近端竞争中，合作是高度个性化的个体经营者的一种组织逻辑。然而，本文中提出的研究是与一组独特的个体经营者进行的。需要进一步的研究来证明这些发现的适用性。工作的商业化对传统的就业和工会构成威胁。至关重要的是，工会要代表所有工人的利益，关注那些传统上不是其会员先锋的工人(例如依赖工人和虚假的自营职业者)。这项研究说明了工会组织微型企业家的方式。微型企业家在保持独立的同时合作抵制剥削的竞争性代表有可能改变企业家的观点和价值观。这篇文章评估了组织一个高度个性化和有竞争力的个体经营者的潜力。竞争性代表权与其他代表权不同，是工会振兴的一种手段。

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引用次数: 0