Showing papers in "International Journal of Human Resource Management in 2007"
TL;DR: In this paper, the authors investigated the relationship between organizational commitment and employee perceptions of corporate social responsibility (CSR) within a model that draws on social identity theory, examining the impact of three aspects of socially responsible behaviour on organizational commitment.
Abstract: This study investigates the relationship between organizational commitment and employee perceptions of corporate social responsibility (CSR) within a model that draws on social identity theory. Specifically, we examine the impact of three aspects of socially responsible behaviour on organizational commitment: employee perceptions of corporate social responsibility in the community, procedural justice in the organization and the provision of employee training. The relationship between organizational commitment and each aspect of CSR is investigated within a model that distinguishes between genders and includes a set of control variables that is drawn from the commitment literature (Meyer et al., 2002). The analysis is based on a sample of 4,712 employees drawn from a financial services company. The results emphasize the importance of gender variation and suggest both that external CSR is positively related to organizational commitment and that the contribution of CSR to organizational commitment is at leas...
1,131 citations
TL;DR: In this article, the authors examined the relationship between high-performance work system (HPWS) practices and employee attitudes using a randomly selected, national population sample, and found clear evidence for a positive relationship between HPWS practices and the attitudinal variables of job satisfaction, trust in management, and organizational commitment.
Abstract: In order to improve our understanding of mediating variables inside the ‘black box’ of the firm's labour management, this paper examines the relationship between high-performance work system (HPWS) practices and employee attitudes. Using a randomly selected, national population sample, clear evidence was found for a positive relationship between HPWS practices and the attitudinal variables of job satisfaction, trust in management, and organizational commitment, implying that HPWS can provide win-win outcomes for employees and employers. However, the study also tests – from an employee perspective – the ‘complementarities thesis’ and finds negative interaction effects among HPWS practices. This strengthens the argument that there are likely to be limits to the positive outcomes of HPWSs for employees. Evidence of sequencing in the employee attitudinal responses to HPWSs was also found, with job satisfaction as the key mediating variable.
603 citations
TL;DR: Work-life balance has been a hot topic in the literature for several decades (see, e.g., Lewis and Cooper, 1999; as mentioned in this paper ). But the focus on this topic has always reflected social, economic and workplace developments and concerns, shifting in response to new trends.
Abstract: Locating work–life balance discourse in time and place
The huge recent growth in attention to ‘work–life balance’(WLB) dilemmas in academic, political, professional and popular literature might give the impression that this is, at best, a new area of concern, or at worst, a passing fad. This would, however, be
misleading. The WLB metaphor is a social construct located within a particular period of time and originating in a Western context, but dilemmas relating to the management of
paid work alongside other parts of life, especially family, have been the focus of research for several decades (see, e.g., Rapoport and Rapoport, 1965). Research on this topic has always reflected social, economic and workplace developments and concerns, shifting in response to new trends. For example, as the numbers of women entering the labour force grew, from the 1960s, research in certain contexts tended to focus on ‘working mothers’
or dual earner families, while concerns about stress and burnout associated with workplace changes in the 1980s and 1990s were reflected in research and debate about work–family conflict (Lewis and Cooper, 1999). The terminology used to refer to these issues continues to evolve in response to current concerns. In particular, a shift from
‘work–family’ and ‘family-friendly policies’ with their implicit focus on women, especially mothers, to ‘work–life’, the precursor of the more recent ‘work–life balance’
(WLB) discourse began in the 1990s. This linguistic shift reflected a broader and more inclusive way of framing the debate to engage men and women with and without children
or other caring commitments and was partly a response to backlash against work–family policies by those without obvious family obligations.
443 citations
TL;DR: Work-life balance has been examined in the context of New Labour's "right to request and the duty to consider flexible working practices" as mentioned in this paper, with the aim of answering the question: "Why now?" The answer is that "flexibility has been discursively "rehabilitated".
Abstract: In the vast literature on work-life balance one question remains seriously under-elaborated: Why now? The paper opens by recognising that flexible working practices can be employee friendly or employer friendly, and that current employer friendly practices tend to constrain, rather than enable, possibilities for work-life balance. Part two introduces neoliberalism, interpreting it as a new class strategy: the iron fist of a renewed ruling class offensive is wrapped in the velvet glove of freedom, individualism, and (re-habilitated) discourses of flexible working practices. Part three introduces socio-linguistics to overcome an elision between work-life balance as a set of practices and as a set of discourses. We then see that discourses of flexibility have been un-coupled from discourses associated with employee unfriendly flexible working practices, and re-coupled with discourses associated with employee friendly working practices and, hence, with work-life balance. Data show that current flexible working practices are characterised as much by employee unfriendly working practices that tend to constrain work-life balance, as they are by employee friendly practices that tend to enable work-life balance. Shorn of its employee unfriendly connotations, the term 'flexibility' has been discursively 'rehabilitated' such that it no longer connotes any negativity. In conclusion one of New Labour's work-life balance policies (the right to request and the duty to consider flexible working practices) is analysed in an attempt to answer the initial question: 'Why work-life balance now?'
288 citations
TL;DR: In this paper, the effects of social and negative exchanges on work-related attitudes and behaviours were assessed on UK local government workers in which HR practices and organizational climate were used as measures of social exchange, and positive exchanges led to enhanced worker attitude and behaviour, with negative exchanges leading to increased workrelated stress, reduced motivation and a greater propensity to quit.
Abstract: This paper reports the findings of a study conducted on UK local government workers in which the effects of social and negative exchanges on work-related attitudes and behaviours were assessed. HR practices and organizational climate were used as measures of social exchange. Negative exchanges were based on measures capturing non-supportive management practice and unfair treatment. The findings suggest that, consistent with social exchange theory, positive exchanges lead to enhanced worker attitude and behaviour, with negative exchanges leading to increased work-related stress, reduced motivation and a greater propensity to quit. Negative exchanges, however, did not result in reduced discretionary behaviour. Disaggregating the exchange practices revealed equitable rewards and organizational morale had consistent effects on worker attitudes and behaviours, with team working, employee involvement and trust in managers having significant effects on employee motivation. The implications of these findings are considered in the concluding section of the paper.
272 citations
TL;DR: In this paper, an assessment of how Islamic values have affected women's work experiences and also how Islam has shaped gender and HRM policies in the Middle East specifically Bahrain is presented.
Abstract: This paper contributes to the limited management knowledge of gender and HRM policies in the Middle East, specifically Bahrain. This involves an assessment of how Islamic values have affected women's work experiences and also how Islam has shaped gender and HRM policies. The study is based on an assessment of 53 survey responses and 27 semi-structured interviews collated from female professionals participating in career development workshops held in Bahrain. The analysis reveals the growing importance of women's employment in the Middle East, and outlines how governments are devising national development strategies within an Islamic framework, to support women's advancement in the public sphere. The empirical data show that women experience career and development constraints on account of equal but different gender roles, and that gender or equality issues are largely absent from HRM organization policy. It is suggested that HRM policy development at the organization level should specifically address the ...
231 citations
TL;DR: In this article, the authors examined relationships among frontline employees' perceptions of rewards (extrinsic and intrinsic) and the three components of organizational commitment (i.e. affective, normative and continuance).
Abstract: Rewards being an important component of exchange theory, this research examines relationships among frontline employees' perceptions of rewards (extrinsic and intrinsic) and the three components of organizational commitment (i.e. affective, normative and continuance). The investigation is conducted by the help of a large survey in four call centres of a major retail bank in the UK. The results of the study support the contentions of exchange theory, and highlight the significance of both extrinsic and intrinsic rewards to develop affective, normative and continuance commitment in call centre employees. This research also helps to identify the antecedents that develop each component of commitment. The findings of this research have key messages for practitioners, and contribute to the fields of HRM, rewards, commitment and exchange theory.
226 citations
TL;DR: In this article, the authors conduct an empirical study that shows whether certain management and human resource factors influence the achievement of an environmental action-based competitive advantage in a company, and they have taken a sample of 110 factories.
Abstract: The objective of this work is to conduct an empirical study that shows whether certain management and human resource factors influence the achievement of an environmental action-based competitive advantage in a company. To this end, we have taken a sample of 110 factories. Management's deep involvement and its strategic integration, as well as employee motivation and participation, have a positive impact on the achievement of an environmental action-based competitive advantage in a company.
184 citations
TL;DR: A recent large-scale survey of global Fortune 500 companies and other global organizations as discussed by the authors revealed that 100 per cent of surveyed organizations perceive global diversity as a major issue in organizational diversity and diversity.
Abstract: A recent large-scale survey of global Fortune 500 companies and other global organizations (Dunavant and Heiss, 2005) revealed that 100 per cent of surveyed organizations perceive global diversity ...
177 citations
TL;DR: In this article, the authors outline crucial issues of employment creation and localization in the states of the Gulf Co-operation Council (GCC) and the factors underlying the issues and suggest some directions for research and practice.
Abstract: This paper outlines crucial issues of employment creation and localization in the states of the Gulf Co-operation Council (GCC) and the factors underlying the issues. Rapid demographic changes, highs and lows of oil prices, inequality of wealth, inadequate education systems and ineffective government policies are creating major human resource challenges for the region. Governments' preference for expediency rather than solutions has contributed to the 'challenges' becoming serious problems which could threaten the existence of the GCC states and cause harm to other countries. The private sector has been intent on maximizing short-term gain while creating long-term problems. Governments throughout the region have emphasized the need for the private sector to localize. Even if, however, the private sector is willing to employ many more citizens there will not be enough jobs for all who want employment. Governments have attempted to reduce dependence on foreign labour rather than creating a productive indigenous workforce and worthwhile jobs for their citizens. This paper does not provide academic theory or practical solutions to these crucial issues; however, it does make clear the serious challenges facing this part of the Middle East and suggests some directions for research and practice. The paper seeks to build sufficient understanding for academics to build theory to help governments and employers meet the challenges of creation of sufficient numbers of jobs for the increasing population of nationals while managing the orderly departure of foreign workers.
175 citations
TL;DR: The Middle East mainly refers to a cultural area which does not have precise borders as mentioned in this paper, and includes countries as far as Iran in the east and countries in North Africa in the west.
Abstract: The term Middle East mainly refers to a cultural area which does not have precise borders. In the broadest sense, Middle East includes countries as far as Iran in the east and countries in North Af...
TL;DR: In this article, the implications of the emerging legal framework for HRM in the private sector, and evaluates the adequacy of changing HRM practices through laws and regulations, are discussed.
Abstract: Since the early 2000s, the government in Saudi Arabia has undertaken the task of shaping the HRM function in the private sector through a comprehensive legal framework. Based on extensive review of published information and interviews with Saudi managers, this paper explores the implications of the emerging legal framework for HRM in the private sector, and evaluates the adequacy of changing HRM practices through laws and regulations. The paper discusses the implications of the research findings for private sector managers and policy makers.
TL;DR: In this paper, the similarity and difference of people-management system among the key economies in East Asia is discussed, and the common phenomenon is that when there is a crisis, then that may provide some opportunities for drastic changes.
Abstract: The central theme of this article is to illustrate the similarity and difference of people-management system among the key economies in East Asia. The article not only identifies what elements do exist in East Asian people-management system, but also examines other new elements being adopted into the existing system with the influences from the US and Europe. The authors analyse the information on the changes of people-management system, factors causing the changes and time. The common phenomenon is that when there is a crisis, then that may provide some opportunities for drastic changes. The authors conclude the article by pointing out that HRM is in a reforming process towards hybrid people-management system in East Asia. However, this reforming process is not one-way only. A triangle-influence between East Asia, Europe and the US is the reality. In addition, multi-factors are shaping the outcome of reforming people-management system in East Asia, identified as foreign influence, the State's influence, ...
TL;DR: The underlying features of the European economy are different from those of the USA and it is argued that these have led to a different approach to HRM being developed in Europe as discussed by the authors.
Abstract: The US originated notion of HRM has been widely accepted across the world – and also widely criticized. The underlying features of the European economy are different from those of the USA and it is argued that these have led to a different approach to HRM being developed in Europe. Differences in features such as more limited individualism, a greater role for the State, different patterns of consultation and patterns of ownership, are linked to these different practices and have led to more varied patterns of research and a more critical literature.
TL;DR: In this paper, the authors report on the results of a study of ten Australian and Danish international business travellers (IBTs) and explore the roles and activities of IBTs and the factors, such as level of organizational support that may intervene in the performance of their roles.
Abstract: There has been considerable research over the past two decades into the various aspects of traditional expatriate assignments. However, this research has overlooked an important category of international operator: the international business traveller, also known popularly as globetrotter or frequent flier. In this paper, we report on the results of a study of ten Australian and Danish international business travellers (IBTs). The aim was to explore the roles and activities of IBTs and the factors, such as level of organizational support that may intervene in the performance of their roles. We conclude that IBTs often are a neglected resource, particularly in terms of skills and knowledge transfer.
TL;DR: In this article, a case study of Emiratization in practice is presented with a view to identifying and exploring issues surrounding the implementation and evaluation of organizationally based emiratization programmes.
Abstract: Nationalization programmes that are designed to encourage and support the employment of nationals in preference to expatriates have become a key feature of HRM throughout the Middle East, with countries such as Oman, Saudi Arabia and the United Arab Emirates adopting politically led nationalization initiatives. A literature review is presented that identifies a dearth of academic research relating to these initiatives within the context of the Middle East. The paper argues that this weakness in international HRM literature has implications both within the Middle East and in terms of more general international theory building in relation to issues such as the transferability of HRM systems and practices. In later sections of the paper, a case study of Emiratization in practice is presented with a view to identifying and exploring issues surrounding the implementation and evaluation of organizationally based Emiratization programmes. The case study findings demonstrate some of the complexities surrounding i...
TL;DR: In this article, the authors focus on the 1989, 1993 and 2000 interview waves, which include a number of questions on work-related training and offer detailed information on the type and duration of training received, and whether employers sponsored such training, and assess the impact of further training on job satisfaction in the western regions of Germany.
Abstract: A number of studies in the human resources literature acknowledge the importance of workplace training for inducing organizational commitment on the part of workers. However, small sample sizes and the absence of relevant panel data have raised concerns about the general validity of results and highlighted the need for further research to explicitly include on-the-job training as an important facet of job satisfaction. A similar empirical gap exists in the economics and industrial organization literature, where, despite the importance of both on-the-job training and job satisfaction to influence labour productivity, the relationship between the two has received surprisingly little attention. The aim of this paper is to bridge this gap in our knowledge and assess the impact of further training on job satisfaction in the western regions of Germany. We use data derived from the German Socio-economic Panel, which covers the period 1984 to 2002. Concentrating on full-time employed individuals, we focus in particular on the 1989, 1993 and 2000 interview waves, which include a number of questions on work-related training and offer detailed information on the type and duration of training received, and whether employers sponsored such training. The empirical results of the study provide information about the decision to participate in further training and the latter's impact on job satisfaction. Gender inequality issues in Germany's segmented labour market are explained by reference to discrepancy theory, equity theory, social exchange theory and the perception of a breach in the psychological contract between firms and female trainees.
TL;DR: In this article, the authors examined the linkages between organizational commitment and strategic HR roles, psychological empowerment as well as organizational learning capability and investigated whether these variables predict organizational commitment in Indian managers.
Abstract: Employee commitment continues to be one of the most exciting issues for both practitioners and academicians. Linkages in literature are found for HRM Practices, but there is a lacuna of research linking organizational commitment and strategic HR roles, psychological empowerment as well as organizational learning capability. The current study examines these linkages. Whether these variables predict organizational commitment in Indian managers or not, is also investigated. The sample size of the study comprises of 640 Indian managers. Bivariate and multivariate analysis confirms the hypotheses drawn from the literature. The paper discusses the theoretical and practical implications of the findings.
TL;DR: In this article, the influence of cultural orientations on employee preferences of human resource management (HRM) policies and practices in Oman is examined empirically, showing that there is a strong orientation towards mastery, harmony, thinking and doing, and a weak orientation towards hierarchy, collectivism, subjugation and human nature-as-evil.
Abstract: This study empirically examines the influence of cultural orientations on employee preferences of human resource management (HRM) policies and practices in Oman. Data were collected from 712 employees working in six large Omani organizations. The findings indicate that there is a number of differences among Omani employees regarding value orientations due especially to age, education and work experience. The findings show a strong orientation towards mastery, harmony, thinking and doing, and a weak orientation towards hierarchy, collectivism, subjugation and human nature-as-evil. The results demonstrate a clear link between value orientations and preferences for particular HRM policies and practices. Group-oriented HRM practices are preferred by those who scored high on collectivism and being orientations, and those who scored low on thinking and doing orientations. Hierarchy-oriented HRM practices are preferred by those scoring high on hierarchy, subjugation and human nature-as-bad orientations, and those scoring low on thinking and mastery orientations. Finally, preference for loose and informal HRM practices was positively associated with being, and negatively associated with thinking, doing and harmony orientations. The theoretical and practical implications of these findings are discussed in detail.
TL;DR: In this article, the authors investigated the relationship between organizational citizenship behaviour (OCB) and turnover intention in 162 production workers in the same organization within Malaysia, Germany and England and found that OCB related significantly to turnover intention with sportsmanship emerging as the strongest predictor of turnover intention across cultures.
Abstract: This study investigated the relationship between organizational citizenship behaviour (OCB) and turnover intention in 162 production workers in the same organization within Malaysia, Germany and England Further, differences in ratings of OCB across cultures were examined Self-report questionnaires measuring turnover intention and five dimensions of OCB (altruism, courtesy, conscientiousness, sportsmanship and civic virtue) were administered to the samples Results illustrated that OCB related significantly to turnover intention, with sportsmanship emerging as the strongest predictor of turnover intention across cultures Cultural differences in OCB ratings were seen, with the Malaysian sample generally scoring higher than the other two samples However, the relationship between OCB and turnover intention was similar within each culture group Explanations of the findings and limitations are discussed
TL;DR: In this article, a conceptual analysis of the literature and research surrounding voice in the non-union workplace is presented, and the potential outcomes as a result of external macro market pressures such as changing regulatory and market pressures for employee voice, and internal micro organizational dimensions such as management choice and strategy towards employee voice.
Abstract: In this paper we present a conceptual analysis of the literature and research surrounding voice in the non-union workplace. The paper begins with a definitional discussion of non-unionism – what it is and what it is not, and then proceeds to unpick the concept of employee voice in the non-union workplace. The core of our analysis consists of a re-conceptualization of factors affecting non-union voice, and the potential outcomes as a result of external macro market pressures such as changing regulatory and market pressures for employee voice, and internal micro organizational dimensions such as management choice and strategy towards employee voice. From the analysis it is argued that more individualized and company-specific forms of employee voice are likely to increase. This poses new challenges for traditional collective representation and the institutional structures within which employee voice operates, which requires critical analysis and future empirical investigation.
TL;DR: A series of changes are being wrought on a range of IHRM functions (recruitment, global staffing, management development and careers, and rewards) by the process of globalization highlighting the difference between globally standardized, optimized or localized HR processes.
Abstract: A series of the changes are being wrought on a range of IHRM functions – recruitment, global staffing, management development and careers, and rewards – by the process of globalization highlighting the difference between globally standardized, optimized or localized HR processes. However, our theoretical understanding of the issues involved is still driven by concepts rooted in global staffing strategies based on the management of small cadres of international managers, such as expatriates. The fragmentation of international employee populations and the changing structure and role of international HR functions has raised three important questions. The first concerns the study of globalization processes at functional level (staffing) and whether this can provide useful insights for the IHRM literature. The second concerns the indicators that best evidence globalization of staffing at the functional level, and whether these might form the basis of useful future research. The third concerns the patterns or s...
TL;DR: In this article, the authors developed and tested a causal model of the relationships between firm strategy, industry environment, human capital philosophy, innovativeness, and firm performance, and found that a differentiation-oriented strategy influenced the relative use of an empowerment-oriented human capital strategy of the firm, moderated by a firm's industry environment.
Abstract: In the present study, we developed and tested a causal model of the relationships between firm strategy, industry environment, human capital philosophy, innovativeness, and firm performance. Our results indicate that a differentiation-oriented strategy influences the relative use of an empowerment-oriented human capital philosophy of the firm, moderated by a firm's industry environment. Moreover, firms' human capital philosophies moderated the relationship between strategy and firm innovativeness. We also found support for the proposition that innovativeness mediated the relationship between human capital philosophy and firm performance. In addition, results also indicate that industry dynamism influences new product sales directly and industry survival difficulty moderates the relationship between firm strategy and new product sales. Survival difficulty also had a negative effect on firm profit. Overall, we found support for the mediating roles of human capital philosophy and innovativeness in the relati...
TL;DR: In this paper, the authors present the findings of a study which collected data on a range of HRM practices normally used in 58 Egyptian organizations operating in Egypt, concerned with job descriptions, recruitment and selection, training and development, compensation, performance appraisal and employment security.
Abstract: In this paper we present the findings of a study which collected data on a range of HRM practices normally used in 58 Egyptian organizations operating in Egypt. The range of practices is concerned with job descriptions, recruitment and selection, training and development, compensation, performance appraisal and employment security. We examine and discuss these practices in the Egyptian context. The dimensions of the Egyptian environment which we examine include: the socio-cultural context, Islam, the vocational education and training system and elements of the economic and legal environment. The practices and approaches being used by the sample organizations appear to be the product of both culture bound and culture free influences. The main contributions of the study are that it provides much needed information on the HRM practices and approaches being adopted by Egyptian-owned organizations in the early part of the 21st century and provides support for the influence of national context on the HRM practi...
TL;DR: This paper used longitudinal survey data from Britain, Germany and Sweden to examine whether there has been a convergence internationally towards individual forms of employee voice mechanism and, if so, to measure the extent and trajectory of change.
Abstract: This paper uses longitudinal survey data from Britain, Germany and Sweden to examine whether, as some researchers have suggested, there has been a convergence internationally towards individual forms of employee voice mechanism and, if so, to measure the extent and trajectory of change. The paper begins by examining the importance of the employee voice issue. It then reviews competing accounts of the utility of different forms of employee voice and their manifestations within different varieties of capitalism. It is hypothesized that there has been a general trend away from collective and towards individual voice mechanisms; this reflects the predominant trajectory of managerial practices towards convergence with the liberal market model. This hypothesis is largely rejected. The data showed only very limited evidence of directional convergence towards individual voice models in the three countries. Collective voice remains significant in larger organizations, and although it takes a wide range of forms th...
TL;DR: The authors examined the presence of ethnic minority (EM) directors on FTSE 100 company boards, following the 2003 Higgs Review, which strongly recommended that more efforts should be made to find talented non-executive directors with diverse backgrounds, including EM individuals.
Abstract: This paper examines the presence of ethnic minority (EM) directors on FTSE 100 company boards, following the 2003 Higgs Review, which strongly recommended that more efforts should be made to find talented non-executive directors with diverse backgrounds, including EM individuals. The 20 companies with EM directors are significantly more likely than other boards to have higher market capitalization, a larger workforce and a larger, more independent and gender-diverse board. Their sectors are banking and life assurance, media, pharmaceuticals, energy, chemicals, mining, telecoms, and food and beverage production. The 27 EM directors hold 28 seats, representing 2.4 per cent of all FTSE 100 directorships, almost the same as in 2001, indicating little impact of the 2003 Higgs recommendations. Next, drawing on resource dependency theory, this paper considers the human and social capital of EM directors. They have high levels of human capital, particularly advanced education and considerable social capital from ...
TL;DR: Crompton et al. the authors argued that relying so heavily on the dominant sexual/gender division of labour paradigm (e.g., the authors ) in sociological discourses in sociology is dangerous.
Abstract: Drawing mainly on academic discourses in sociology, our principle argument is that in relying so heavily on the dominant sexual/gender division of labour paradigm (e.g. Crompton, 2002; Crompton et ...
TL;DR: In this article, the authors examined the relationship between and significance of two key factors of organization learning (exploration and exploitation of knowledge) and two possible control factors (company size and sector) on the ambidexterity context, and their effects on the creation of customer capital.
Abstract: Ambidexterity is an organization's context to achieve alignment and adaptability simultaneously within the organization learning processes. This paper examines the relationship between and significance of two key factors of organization learning (exploration and exploitation of knowledge) and two possible control factors (company size and sector) on the ambidexterity context, and their effects on the creation of customer capital. These relationships are examined through an empirical investigation of 269 Spanish SMEs from two different sectors (Optometry and Telecommunications), using structural equation modelling validated by factor analysis. The results indicate that the effects of exploration and exploitation of knowledge on customer capital are mediated through an ambidexterity context, which in this study is not affected by the size of SMEs but might be related to the sector in which they operate.
TL;DR: In this article, the authors used equity theory to examine the effects of perception gaps in compensation between HCW and expatriates on organizational commitment and its impact on job satisfaction and job performance.
Abstract: Expatriate literature has generally favoured home country factors to understand expatriate success. In this paper, we contribute to the field by shifting our focus to the host country workforce (HCW). We use equity theory to examine the effects of perception gaps in compensation between HCW and expatriates on organizational commitment and its impact on job satisfaction and job performance. Based on field surveys and in-depth interviews of Korean expatriates as well as Mexican workers, results provide support for our hypothesis that significant perception gaps exist in compensation. The finding that compensation gap was significantly related to affective commitment only is of crucial importance. Our results also suggest that only affective commitment is positively related to job satisfaction and performance. We discuss research as well as managerial implications.
TL;DR: In this article, the authors highlight the HRM issues, such as training and employment strategy, which are assuming increasing importance in the informal sector in developing countries in sub-Saharan Africa, and argue that although the current Ghanaian government's informal employment strategy is a product of political expediency, therefor, they explore the question of whether the government's strategies can provide jobs for all who need them.
Abstract: Although the informal sector continues to be the main source of employment in developing countries, little empirical research has been conducted into the human resource management (HRM) issues surrounding this sector in sub-Saharan Africa. Against this background, this study seeks to highlight the HRM issues, such as training and employment strategy, which are assuming increasing importance in the informal sector in developing countries. After reviewing the marginalist and structuralist debates on the informal sector, the paper looks at the Ghanaian government's attempt to transform the sector into a source of national economic development, entrepreneurship and self-employment. As part of this examination, the paper explores the question of whether the government's strategies can provide jobs for all who need them. Based on the evidence of the empirical research, the paper argues that although the current Ghanaian government's informal employment strategy is a product of political expediency and, therefor...