Showing papers in "Employee Responsibilities and Rights Journal in 2008"
TL;DR: This paper examined the results of a workplace bully survey sent to faculty, instructors and librarians at a mid-sized Canadian university in 2005 and found that bullying is of particular concern for employees that are newly hired or untenured.
Abstract: This paper examines the results of a workplace bully survey sent to faculty, instructors and librarians at a mid-sized Canadian university in 2005. The potential sources of workplace bullying by colleagues, administrators and students are examined. The survey determined that workplace bullying is of particular concern for employees that are newly hired or untenured. The systemic nature of this phenomenon and the spillover effect from one job domain to another are identified. The findings indicate costs for the university linked to workplace bullying. Costs include increased employee turnover, changed perception of the university by employees and reduced employee engagement.
196 citations
TL;DR: Implications include the need for intervention studies that address the challenges experienced by individuals with disabilities, particularly during hiring and promoting phases of employment, and educational efforts to inform administrators and managers of the few costs and numerous benefits associated with having workers with disabilities.
Abstract: Historically, employment rates for people with disabilities have been low. Despite legislation that prohibits the discrimination of this group in work settings, employers are reluctant to hire people with disabilities. The purpose of this qualitative study was to explore the experiences of employers with workers with disabilities. Three focus groups were conducted with 21 administrators from three business sectors (i.e., healthcare, hospitality, and retail). Content analysis indicated five primary themes: (1) importance of disability employment agencies and disability advocates; (2) persistence of manager bias; (3) lack of promotion opportunities; (4) costs associated with having workers with disabilities; and (5) benefits associated with having workers with disabilities. Implications include the need for intervention studies that address the challenges experienced by individuals with disabilities, particularly during hiring and promoting phases of employment, and educational efforts to inform administrators and managers of the few costs and numerous benefits associated with having workers with disabilities.
130 citations
79 citations
TL;DR: This paper conducted an exploratory study of Australian middle managers, which investigated the impact of middle managers' daily organizational experiences on their lives both in and beyond the workplace, focusing on respondents' reports of the difficulty in achieving work-life balance, specifically the organizational impediments to creating balance.
Abstract: As increased work demands and longer working hours become the reality for many employees, the concept of work-life balance has received increasing attention. This paper presents findings from an exploratory study of Australian middle managers, which investigated the impact of middle managers’ daily organizational experiences on their lives both in and beyond the workplace. We focus on respondents’ reports of the difficulty in achieving work-life balance, specifically, the organizational impediments to creating balance. Three particular areas where these impediments were apparent are: the impact of new technologies; limits to autonomy and control in the middle management role; and difficulties in taking advantage of flexibility initiatives in the workplace. As middle managers are caught in the middle between work and personal life, there is a need for organizations to support middle managers’ efforts to achieve work-life balance if the organization’s long-term goals are to be achieved.
51 citations
TL;DR: In this article, the most common types of religious expression in the workplace and the extent of the legal obligation of an employer to accommodate those expressions are discussed. But, the authors do not discuss the extent to which an employer is required to reasonably accommodate the religious practices and beliefs of their employees.
Abstract: Religious expression in the workplace has been gaining more prominence and attention with the increasing diversity of the population Employers are legally required to reasonably accommodate the religious practices and beliefs of their employees This article will examine the most common types of religious expression in the workplace and will discuss the extent of the legal obligation of an employer to accommodate those expressions
44 citations
TL;DR: In this paper, the authors explored the support needs of parents who are working full time and caring for a child with chronic illness, and found that the negative impact of these parents caring responsibilities on their work life and the increased stress they experience trying to maintain full time employment.
Abstract: This paper shares some pertinent findings from an initial, qualitative stage of a larger, national study currently being undertaken in Australia, exploring the support needs of parents who are working full time and caring for a child with chronic illness. The findings presented here depict the negative impact of these parents caring responsibilities on their work life and the increased stress they experience trying to maintain full time employment. In-depth interviews revealed how these parents had to rearrange their working hours, use up their leave entitlements, work unsatisfactory hours, sacrifice their careers and even change their jobs in order to balance their dual roles. In addition, the findings also highlight the negative and unsupportive attitude that employers had towards these parents. These employment conditions were extremely stressful and frustrating for parents affecting their physical and emotional well being.
39 citations
TL;DR: In this article, the equivalence of three psychological contract measures that were based on alternative conceptualizations of the PC construct was investigated by comparing factor structures across the three forms, and examining the observed pattern of correlations between the PC measures and external criteria (e.g., trust, equity sensitivity, work centrality, education level).
Abstract: The reported study helps move the literature beyond conceptual arguments that have been made and repeated in the literature by investigating the equivalence of three psychological contract (PC) measures that were based on alternative conceptualizations of the PC construct. Employees from a wide range of organizations (n = 1054) were randomly assigned to complete either an expectation, obligation, or promise based measure of their PCs. The equivalence of the PC measures was assessed by comparing factor structures across the three forms, and examining the observed pattern of correlations between the PC measures and external criteria (e.g., trust, equity sensitivity, work centrality, education level). The results indicate that while the three PC measures evoke the same general mental framework in the minds of respondents, and behave similarly for some purposes, depending on the specific relationships being investigated, the measures may yield significantly different results (i.e., they are not fully interchangeable). Implications for theorizing and future research regarding the PC construct are discussed. Also reported is new evidence linking individual differences (e.g., work centrality, equity sensitivity) to perceived responsibilities and rights in the employment relationship.
39 citations
TL;DR: The debate about social movement unionism is long overdue as mentioned in this paper, and there are twists and turns to the discussion that raise difficult questions to consider, as noted in each of the contributions to the symposium.
Abstract: The debate about social movement unionism is long overdue. Of course, as noted in each of the contributions to the symposium, there are twists and turns to the discussion that raise difficult questions to consider. An initial pause for thought comes from Richard Hyman (2001) who reminds us of the origins of trade unions, in almost all countries. Trade unions are social movements that arose out of a questioning of the “principles of the prevailing social and economic order” (p. 60). Hyman locates his analysis in terms of a distinction between trade unions as social institutions or social movements (pp. 60–62) and he goes on to observe that “almost universally trade unions emerged as social movements” (p. 60). Too often we forget the point made in most of Hyman’s writing that trade unions are more or less always caught on a tension between two competing pressures, towards “businesslike service organisation” and “expression and vehicle of the historical movement of the submerged laboring masses” (Herberg 1943: 406, cited in Hyman 2001: 61) or “sword of justice” or “vested interest” (Flanders 1970: 15–16, cited in Hyman 2001: 61). The argument is that this dualism, in some form or other, is universal, and clearly something that we all need to take into account. The implication is that by arguing for social movement unionism per se the argument overlooks the specific features that define trade unionism as well as the relations in which unions are locked and located—and because of this where they have potential. However, before coming back to some of the other aspects of trade unionism that we need to consider it is worth recapping the analysis of social movement unionism, as Employ Respons Rights J (2008) 20:309–313 DOI 10.1007/s10672-008-9091-1
35 citations
TL;DR: In this article, the authors developed and empirically tested a model for employee satisfaction with disability accommodation (our criterion) and found support for most, but not all, of the links in their model.
Abstract: We developed and empirically tested a model for employee satisfaction with disability accommodation (our criterion). Our sample consisted of 333 employees who had requested and received a disability accommodation. We found support for most, but not all, of the links in our model. As hypothesized, employees whose input was sought by the organization and employees who received the requested accommodation were significantly more satisfied with their disability accommodation; employee race/ethnicity was indirectly related to employee satisfaction with disability accommodation. Contrary to our model, employee gender was not related to employee satisfaction with disability accommodation.
33 citations
TL;DR: In this article, the impact of union membership on employees' intent to leave their jobs across a number of facets of satisfaction, as a further test of unions' voice face was examined.
Abstract: This study examined the impact of union membership on employees’ intent to leave their jobs across a number of facets of satisfaction, as a further test of unions’ voice face. Among the findings were that there were significant relationships between job, compensation, benefits, working conditions, and immediate supervisor satisfaction and intent to leave one’s job for nonunion employees. In contrast, only the relationship between job satisfaction and intent to leave was significant for union employees. Finally, over the facets of satisfaction where one would expect unions to have the most influence, the relationship between intent to leave one’s job and satisfaction was greater for nonunion employees than for union employees. These results provide a great deal of support for the effect of unions’ voice face.
25 citations
TL;DR: This paper examined the soundness of the military's assumptions and aims to improve our understanding of the issues involved and examined the efficacy of the Do-Not-Ask, Don't-Don't-Tell, Don’t Pursue policy and whether it is in the best interest of the US military and its soldiers and sailors.
Abstract: The U.S. military argues that homosexuals are unfit for service because their presence compromises military readiness and unit cohesion. Based on this assumption, it continues to discharge homosexuals at an average rate of approximately 925 per year. On the other hand, the extant research suggests that homosexuals are no more disruptive to military life than their heterosexual counterparts. By integrating the legal and scientific literature, this paper examines the soundness of the military’s assumptions and aims to improve our understanding of the issues involved. Within this context, the efficacy of the military’s “Don’t Ask, Don’t Tell, Don’t Pursue” policy and whether it is in the best interest of the military and its soldiers and sailors is discussed.
TL;DR: In this paper, the relationship between the current income of employees and their perceptions of the value and importance of benefits was analyzed in relation to employee perceptions of medical insurance and retirement plans.
Abstract: With continuing increases in the cost of medical insurance and other “fringe” benefits, payroll cost for monetary and non-monetary aspects of compensation is a significant factor for most organizations. While this is not a new phenomenon, relatively few studies in the empirical literature have examined the role of fringe benefits in employee compensation plans. Especially in under researched areas, it is imperative that researchers utilize ideas and theories from other disciplines to further our knowledge. Accordingly, this paper borrows the concept of elasticity from the economic literature to help explain and understand employee perceptions of two of the most common, costly, and important benefits—medical insurance and retirement plans. Specifically, the relationship between the current income of employees is analyzed in relation to employee perceptions of the value and importance of benefits. Results suggest that employees do not value medical insurance and retirement plans in the same manner. This result is interpreted in terms of the change in the marginal utility of the specific benefit.
TL;DR: The authors examines the costs and benefits of these types of policies, as well as the effects of family-friendly benefits on organizations, and further lays out in terms of four examples of how these policies and rules can be reframed into conflict of interest policies, allowing organizations to fully experience the benefits of increasing the size of the labor pool by being able to consider spouses and family members as potential applicants.
Abstract: Employees can be put in situations where they are required to make decisions on behalf of the organization as part of their job duties. In these situations, organizations desire that employees make these decisions in the organization’s best interest. In an attempt to ensure that decisions are made in the best interest of the organization, some organizations implement anti-nepotism policies and no spouse rules. While the intent is to minimize conflicts of interest among employees, these policies exact costs to organizations. The present paper examines the costs and benefits of these types of policies, as well as the effects of family-friendly benefits, on organizations. The examination is further laid out in terms of four examples of how these policies and rules can be reframed into conflict of interest policies, allowing organizations to fully experience the benefits of increasing the size of the labor pool by being able to consider spouses and family members as potential applicants, while minimizing conflicts of interest. Finally, recommendations concerning the use of focused conflict of interest policies are made.
TL;DR: In this article, the EEOC took an important step toward ending this discrimination by issuing enforcement guidelines that will educate employers and employees about family responsibilities discrimination and caregivers' rights and responsibilities and explain how federal equal employment opportunity laws apply to workers who struggle to balance work and family, and what firms can do to avoid potential legal problems and accompanying liabilities with respect to family responsibilities and caregiving discrimination.
Abstract: Family responsibilities discrimination, bias against workers based on their responsibilities to care for family members is widespread in many organizations and is rapidly becoming a twenty-first century workplace concern. Employers who harass, pass over for promotion, and even terminate workers because they care for children, elderly parents or spouses, or disabled family members have been sued with more frequency and have been paying increasing amounts in verdicts. Recently, the EEOC took an important step toward ending this discrimination by issuing enforcement guidelines that will educate employers and employees about family responsibilities discrimination and caregivers’ rights and responsibilities. The Guidelines explain how federal equal employment opportunity laws apply to workers who struggle to balance work and family, and what firms can do to avoid potential legal problems and accompanying liabilities with respect to family responsibilities and caregiving discrimination.
TL;DR: In this article, a survey was conducted to measure the general public's attitudes and perceptions of the communication of work-place privacy policies, and an emphasis was placed on the collection of real world data from multiple business and organizational environments.
Abstract: Employers today are faced with the task of managing workplace privacy, dealing with potential litigation, preserving the confidentiality of company information while protecting the rights of the employee. Since September 11, 2001, employers have faced new challenges including the implementation of new laws and the development of more sophisticated technology. As a result, workplace policies dealing with privacy must be clearly and effectively communicated to all affected workers. The objective of this survey research project was to measure the general public’s attitudes and perceptions of the communication of work place privacy policies. An emphasis was placed on the collection of real world data from multiple business and organizational environments, as opposed to data obtained in a controlled experimental setting.
TL;DR: The United States Supreme Court's June 2006 decision in Burlington Northern & Santa Fe Railway Co. v. Sheila White ended a significant disagreement among the various appellate courts on the issue as discussed by the authors.
Abstract: Title VII retaliation cases have become a larger part of the Equal Employment Opportunity Commission (EEOC) caseload, and this development should be a growing concern for business. By addressing the question of exactly when a prohibited retaliatory action has been taken against an employee, the United States Supreme Court’s June 2006 decision in Burlington Northern & Santa Fe Railway Co. v. Sheila White ended a significant disagreement among the various appellate courts on the issue. The Supreme Court answered two specific questions regarding retaliation for raising a claim of sexual discrimination. First, the Court decided that the retaliatory conduct need not take place within the employment setting; and, second, it held that a materially adverse action requires only that a reasonable employee would be deterred from making, filing, or supporting a claim of workplace discrimination to the EEOC, the courts, or the employer. Employers need to revise and update their internal policies and procedures to ensure that their firms comply with these new standards.
TL;DR: The extraterritoriality clause in the Civil Rights Act of 1991 amended Title VII and the ADA to include employment discrimination protection for US citizens working abroad for US employers as discussed by the authors, and a review of recent court rulings demonstrates that Americans working outside of the US are filing charges against foreign employers rather than US employers and applying state level employment statutes rather than federal legislation.
Abstract: The extraterritoriality clause in the Civil Rights Act of 1991 amended Title VII and the ADA to include employment discrimination protection for US citizens working abroad for US employers. A review of recent court rulings demonstrates an absence of lawsuits involving alleged violations of the extraterritorial provision. Instead, recent cases show that Americans working outside of the US are filing charges against foreign employers rather than US employers and applying state level employment statutes rather than federal legislation. In addition, non US citizens are exhibiting a trend toward invoking US federal and state statutes against US employers. These cases are reviewed and implications discussed for managing employment relations in an increasingly international workplace.
TL;DR: Trust has also been characterized as a trait, an emergent state, and a process (Burke et al. 2007) as mentioned in this paper, which can lead to many valued organizational outcomes: increased performance, sometimes astonishingly so; collaborative successes; enhanced communication; satisfaction with leadership; decreased staff turnover; improved team work; and enhanced organizational performance, stability, and success.
Abstract: Events in recent days have focused my attention on the need for trust in organizations. There is no need to give an example; you all know what I mean. It has become a routine and unpleasant expectation of employees and employers alike in modern workplaces that members of the organizations where we work cannot always be trusted. The organizational literature has included the construct of trust for decades, such is the level of concern (e.g., Deutsch 1958; Lewis and Weigert 1985; Nelson and Cooprider 1996; Burke et al. 2007). Some categorically state there is no universally accepted definition of trust (Rousseau et al. 1998). Others distinguish dimensions of trust, identifying trust as including cognitive, emotional, and behavioral outcomes (Lewis and Weigert 1985). Others perceive trust in terms of optimistic expectations of the behavior of others (Deutsch 1958), and still others claim that trust underlies the sharing and transference of vital knowledge (Nelson and Cooprider 1996). Trust has also been characterized as a trait, an emergent state, and a process (Burke et al. 2007). There is little doubt about the agreement among scholars on the presence of trust in effective and successful organizations. High-profile examples of trust working its magic can be found in Lee Iacocca’s spectacular turnaround of Chrysler. The trust that key stakeholders placed in him enabled him to facilitate his political skills, reputation, and different ways of operating to turn the company around. Conversely, and even more public, are the spectacular results of misplaced trust, misguided trust, and undeserved trust: Enron and a myriad of others like it have burned shareholders and employees badly by garnering their trust and abusing it (Burke et al. 2007). Recognition of the importance of trust has revealed that the presence of trust can lead to many valued organizational outcomes: increased performance, sometimes astonishingly so; collaborative successes; enhanced communication; satisfaction with leadership; decreased staff turnover; improved team work; and enhanced organizational performance, stability, and success (Burke et al. 2007). What I see as the key constituent elements of a consideration of trust, especially as it relates to the dynamic and complex negotiation between employees and employers, are those features of trust that so many scholars agree Employ Respons Rights J (2008) 20:223–226 DOI 10.1007/s10672-008-9092-0
TL;DR: This paper argued dedicated employees should be treated as financial investors, which implies dedicated employees have the moral right to share in the firm's profits; timely, accurate, and sufficient disclosure of significant information; protection from senior managers' abusive self-dealing; and mechanisms to protect their financial investment including fair severance payments and effective pension protection.
Abstract: The literature on employee (moral) rights has been limited to workplace human rights. This essay focuses on Employee Moral Rights defined as the moral claims individuals are entitled to due to their role as employees. Noting they make significant (although implicit) financial investments in the firm they work for, this essay argues dedicated employees should be treated as financial investors, which implies dedicated employees have the moral right to (1) be treated as every other financial investor; (2) share in the firm’s profits; (3) timely, accurate, and sufficient disclosure of significant information; (4) protection from senior managers’ abusive self-dealing; and (5) mechanisms to protect their financial investment including fair severance payments and effective pension protection.