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  • 1
    Electronic Resource
    Electronic Resource
    Exploring the paradox of unionised worker dissatisfaction (2004)
    Oxford, UK and Malden, USA : Blackwell Publishing Ltd
    Industrial relations journal 35 (2004), S. 0 
    Details
    ISSN: 1468-2338
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This paper explores the apparent paradox that while unions exist to promote the interests and well-being of their members, UK survey evidence consistently shows that union members report lower levels of job satisfaction than non-union workers. A review and further analysis of the evidence confirms that this difference persists after controlling for other factors such as type of work. If union member dissatisfaction reflects a form of voice, then we might expect to see resulting gains. An analysis of data from the 1998 Workplace Employee Relations Survey indicates that any gains are modest. Evidence is presented to suggest that although management has become less hostile to trade unions, a degree of anti-union sentiment remains, sometimes leading to a muffling of the union voice, and this helps to account for some of the union member dissatisfaction.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1468-2338.2004.00303.x
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    National Ownership and Hr Practices In Uk Greenfield Sites (1996)
    Oxford, UK : Blackwell Publishing Ltd
    Human resource management journal 6 (1996), S. 0 
    Details
    ISSN: 1748-8583
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This article reports research on the influence of country of ownership on HR policy and practice in UK establishments. It is hypothesised that establishments will conform to national stereotypes in the practices they adopt and that establishments owned by firms from the USA, Japan and Germany, will, albeit in different ways, adopt more HR practices and report better outcomes than their UK counterparts. the research is based on the Third Workplace Industrial Relations Survey and on a sample of new establishments, opened in the 1980s. Analysis of the data from the 1990 Workplace Industrial Relations Survey finds no evidence that foreign-owned firms are more likely to adopt HR practices. the study of new workplaces finds that UK-owned establishments are as enthusiastic as the foreign-owned in their adoption of HR policy and practice. There is also evidence to support, at least partially, the stereotypes of the American and Japanese approaches. However German-owned establishments do not conform to the expected home country pattern. They are the least likely to adopt HR practices and also report poorer HR and employee relations outcomes. the study challenges the assumption that foreign-owned firms in the UK are more likely to adopt HR practices and indicates that we must be cautious in applying stereotypical national approaches to HRM both among foreign and UK establishments.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1748-8583.1996.tb00418.x
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    Paper (German National Licenses)
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  • 3
    Electronic Resource
    Electronic Resource
    Human resource management - the workers' verdict (1999)
    Oxford, UK : Blackwell Publishing Ltd
    Human resource management journal 9 (1999), S. 0 
    Details
    ISSN: 1748-8583
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1748-8583.1999.tb00200.x
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    Paper (German National Licenses)
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  • 4
    Electronic Resource
    Electronic Resource
    Communicating the psychological contract: an employer perspective (2002)
    Oxford, UK : Blackwell Publishing Ltd
    Human resource management journal 12 (2002), S. 0 
    Details
    ISSN: 1748-8583
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: The concept of the psychological contract, with its focus on the exchange of perceived promises and commitments, is increasingly used as a framework to study the employment relationship. Yet research has predominantly focused on employee views and has largely neglected the organisational perspective and the management of the psychological contract. This article begins to redress the balance by reporting a study, based on a survey of 1,306 senior HR managers, that explores the management of the psychological contract and in particular the role of organisational communication. Three distinct and relevant aspects of organisational communication are identified, concerned with initial entry, day-to-day work and more future-oriented, top-down communication. Effective use of these forms of communication is associated with what managers judge to be a clearer and less frequently breached set of organisational promises and commitments, as well as with a fairer exchange and a more positive impact of policies and practices on employee attitudes and behaviour. The findings are discussed within the context of the wider literature on psychological contracts, organisational culture and HRM. The study confirms that the psychological contract offers managers a useful framework within which to consider and manage the employment relationship.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1748-8583.2002.tb00062.x
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  • 5
    Electronic Resource
    Electronic Resource
    HUMAN RESOURCE MANAGEMENT AND THE AMERICAN DREAM* (1990)
    Oxford, UK : Blackwell Publishing Ltd
    Journal of management studies 27 (1990), S. 0 
    Details
    ISSN: 1467-6486
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1467-6486.1990.tb00253.x
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  • 6
    Electronic Resource
    Electronic Resource
    HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS[1] (1987)
    Oxford, UK : Blackwell Publishing Ltd
    Journal of management studies 24 (1987), S. 0 
    Details
    ISSN: 1467-6486
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: Human resource management (HRM) is a term which is now widely used but very loosely defined. In this paper it is argued that if the concept is to have any social scientific value, it should be defined in such a way as to differentiate it from traditional personnel management and to allow the development of testable hypotheses about its impact. Based on theoretical work in the field of organizational behaviour it is proposed that HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work. Within this model, collective industrial relations have, at best, only a minor role. Despite the apparent attractions of HRM to managements, there is very little evidence of any quality about its impact. Furthermore very few UK organizations appear to practise a distinctive form of HRM, although many are moving slowly in that direction through, for example, policies of employee involvement.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1467-6486.1987.tb00460.x
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    Paper (German National Licenses)
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  • 7
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    Exploring the Boundaries of Human Resource Managers’ Responsibilities (2012)
    Springer
    Details
    Publication Date: 2012-08-29
    Print ISSN: 0167-4544
    Electronic ISSN: 1573-0697
    Topics: Philosophy , Economics
    Published by Springer
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  • 8
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    Free or precarious? A comparison of the attitudes of workers in flexible and traditional employment contracts (2006)
    Elsevier
    Details
    Publication Date: 2006-06-01
    Print ISSN: 1053-4822
    Electronic ISSN: 1873-7889
    Topics: Economics
    Published by Elsevier
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