Revistas
Revista:
MANAGEMENT COMMUNICATION QUARTERLY
ISSN:
0893-3189
Año:
2024
Vol.:
38
N°:
1
Págs.:
171 - 202
The occupational images associated with paid care work for older adults range from a job carried out by earthly angels to a form of stigmatized dirty work: This ambiguity makes maintaining a committed long-term care workforce challenging. Encouraging careworkers to view their work as meaningful has been touted as a potential solution. Moving beyond a purely subjective approach to meaningfulness, we explore how careworkers construe their work as meaningful and how relational others influence careworkers' ability to speak about meaningfulness. Others' messages matter, although their importance depends on relational others' knowledge of care tasks and involvement in the care relationship. By documenting how others' accounts both enhance and compromise careworkers' ability to speak about meaningfulness and moments of meaninglessness, our study identifies sources of meaningfulness for careworkers, a socially essential workforce under-examined by meaningful work research, and extends meaningful work research in contexts where relationships are central to occupational identity.
Revista:
WORK EMPLOYMENT AND SOCIETY
ISSN:
0950-0170
Año:
2023
Vol.:
38
N°:
1
Págs.:
83 - 102
This article investigates the effect of hiring temporary workers on the voluntary turnover of permanent employees. It argues that inflows of temporary workers erode the working conditions of permanent employees, prompting their voluntary departure. Using a unique panel dataset of individual-level monthly payroll data over an eight-year period in a sample of Spanish companies, a positive association between temporary worker inflows and the voluntary turnover of permanent workers is found. The results are robust to diverse specifications and are strongest for firms in non-manufacturing sectors and for firms that hire proportionally more low-skilled workers, contexts where the hiring of temporary workers may be more disruptive for permanent employees. Since the hiring of temporary workers is unlikely to threaten the employment of permanent employees in the dual labour market of Spain, the results indicate serious disruption costs associated with temporary hiring in organisations.
Autores:
Godechot, O.; Neumann, N. (Autor de correspondencia); Apascaritei, P.; et al.
Revista:
SOCIO-ECONOMIC REVIEW
ISSN:
1475-1461
Año:
2023
Vol.:
21
N°:
3
Págs.:
1601 - 1627
The upswing in finance in recent decades has led to rising inequality, but do downswings in finance lead to a symmetric decline in inequality? We analyze the asymmetry of the effect of ups and downs in finance, and the effect of increased capital requirements and the bonus cap on national earnings inequality. We use administrative employer-employee-linked data from 1990 to 2019 for 12 countries and data from bank reports, from 2009 to 2017 in 13 European countries. We find a strong asymmetry in the effect of upswings and downswings in finance on earnings inequality, a weak, if any, mitigating effect of capital requirements on finance's contribution to inequality, and a restructuring but no absolute effect of the bonus cap on financiers' earnings. We suggest that while rising financiers' wages increase inequality in upswings, they are resilient in downswings and thus downswings do not contribute to a symmetric decline in inequality.
Autores:
Penner, A. M. (Autor de correspondencia); Petersen, T.; Hermansen, A. S.; et al.
Revista:
NATURE HUMAN BEHAVIOUR
ISSN:
2397-3374
Using data from 15 countries, Penner et al. find that women earn less than men who are working for the same employer in the same occupation. These results highlight the continued importance of equal pay for equal work. Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of countries. Here, using recent linked employer-employee data from 15 countries, we show that the processes sorting people into different jobs account for substantially less of the gender pay differences than was previously believed and that within-job pay differences remain consequential.
Revista:
HUM RESOUR MANAGE R
ISSN:
1053-4822
Año:
2022
Vol.:
32
N°:
4
Págs.:
100878
Human resource management (HRM) systems have been extensively analyzed in academic research yet limited attention has been paid to the role of HRM dynamic capabilities (DC) and their impact on resources and practices, employee well-being and firm performance. Our study bridges this gap by defining a new categorization of HRM DC based on their ultimate aims: building knowledge, advancing social integration and developing reconfiguration-enhancing mechanisms. In parallel, we offer an integrative framework to shed light on how strategic human resource management (SHRM) can accelerate HRM DC development. Through this conceptual process model and typology of capabilities, we deepen the discussion around the core components of HRM systems, HRM DC, and their effects on resources and practices, employee well-being and performance. In practical terms, HRM DC represent a promising driver of sustainable long-term organizational growth by enabling firms to boost their strategic agility and capacity to navigate in the presence of environmental dynamism.
Revista:
JOURNAL OF BUSINESS ETHICS
ISSN:
0167-4544
Año:
2018
Vol.:
152
N°:
4
Págs.:
949 - 964
Stakeholder engagement is central to organizations' social impact. Engagement activities rely on mechanisms whose complexity increases for multinational corporations (MNCs). This study explores the boundary conditions of our Western/Northern-based knowledge of stakeholder engagement mechanisms through the examination of such practices in multinational companies founded in Latin America (MultilatinasMLs). Based on previous studies on the identification of organizational stakeholders in the region, we aim to understand the specific engagement mechanisms MLs use. To this end, we analyze qualitatively 28 corporate sustainability reports by relevant firms. Our findings show that the community includes silent (or non-visible) stakeholders composed of subgroups not listed as organizational stakeholders but mentioned in the report as engaged by the company or a subsidiary. MLs in our sample use four main mechanisms to engage these subgroups: (a) strong, visible commitments to local social organizations; (b) continuous dialogue with members of the community; (c) networks of volunteers to help perform the social activities of the companies; and (d) creation of social infrastructure institutions. We end by detailing the theoretical implications for stakeholder engagement among emerging economies multinational companies (EMNCs) and for MNCs in general.
Revista:
JOURNAL OF BUSINESS RESEARCH
ISSN:
0148-2963
Año:
2018
Vol.:
85
Págs.:
60 - 72
Building on research that addresses why some financial systems are based on banks and others on markets, this study stresses that culturally-based social preferences regarding uncertainty avoidance help explain cross-national differences in financial system configuration. We propose a theory in which political institutions condition this relationship. National culture is a good predictor of financial systems as long as governments are constrained and therefore able to credibly commit to not interfering in the functioning of banks and markets. We adopt a strict definition of culture that focuses only on inherited dimensions, while postulating uncertainty avoidance as a proxy for the societal attitudes that channel those cultural priors. We find that in a political context with unconstrained government, national culture fails to explain financial system variation. In contrast, when political institutions limit governmental action, culturally-driven preferences for uncertainty avoidance affect significantly financial configuration.