Showing papers in "International Journal of Manpower in 1999"
TL;DR: A review and summarisation of the research and literature on the nature and causes of bullying at work is presented in this paper, where the concepts of dispute-related and predatory bullying are introduced in an effort to broaden the perspectives used in future investigations.
Abstract: The present paper reviews and summarises the research and literature on the nature and causes of bullying at work. Bullying occurs when someone at work is systematically subjected to aggressive behaviour from one or more colleagues or superiors over a long period of time, in a situation where the target finds it difficult to defend him or herself or to escape the situation. Such treatment tends to stigmatise the target and may even cause severe psychological trauma. Empirical studies on the causes of bullying have concentrated on the personality of the victim and psychosocial factors at work. Most studies treat bullying as a unified phenomenon, in spite of the fact that different kinds of behaviours are involved. The concepts of dispute‐related and predatory bullying are introduced in an effort to broaden the perspectives used in future investigations on both the nature and the causes of bullying at work.
900 citations
TL;DR: In this article, the causes of mobbing at work are investigated and it is argued that the organisation, the social system, a certain perpetrator and the victim have to be considered as potential causes.
Abstract: This article investigates the causes of mobbing (bullying) at work. Mobbing is defined as a severe form of social stressors at work. Unlike “normal” social stressors, mobbing is a long lasting, escalated conflict with frequent harassing actions systematically aimed at a target person. It is argued that the organisation, the social system, a certain perpetrator and the victim have to be considered as potential causes of mobbing. Results of two samples of mobbing victims and a control group support this view. It is concluded that one‐sided explanations on the causes of mobbing are likely to be inappropriate and that many cases are characterised by multi‐causality – a common finding in conflict research.
788 citations
TL;DR: In this paper, the authors analyzed the relation between allocation, wages and job satisfaction, and found that satisfaction with the job content is the main factor explaining overall job satisfaction; the effects of individual and job characteristics on job satisfaction differ by the aspect of the job considered; and skill mismatches do not seem to affect job satisfaction.
Abstract: Using data for The Netherlands, this paper analyzes the relation between allocation, wages and job satisfaction. Five conclusions emerge from the empirical analysis: satisfaction with the job content is the main factor explaining overall job satisfaction; the effects of individual and job characteristics on job satisfaction differ by the aspect of the job considered; the response to a general question on job satisfaction differs from the response to questions on satisfaction with different aspects of the job; it is relevant to consider the joint relation between wages and job satisfaction; and skill mismatches do not seem to affect job satisfaction.
706 citations
TL;DR: In this article, the influence of power and culture on bullying and harassment within the fire service was investigated using fire brigades of similar background from the UK, USA and Ireland, and it was argued that bullying of individuals because of their sex or race remains an aspect of Fire Service culture and is perpetuated by some to ensure the continuation of the white male culture.
Abstract: This paper is drawn from a research project into the influences of power and culture on bullying and harassment within the Fire Service, conducted using fire brigades of similar background from the UK, the USA and Eire. It discovered bullying within the Fire Service in two contexts: inappropriate behaviour by managers, such as intimidation, threats and the intimidating use of discipline; and bullying within groups, which is the most influential, and potentially the most damaging to individuals. This occurs within the group that is heavily dependent on the socialisation processes of acceptance, normalisation, indoctrination and preservation of hierarchy. It is also argued that the bullying of individuals because of their sex or race remains an aspect of Fire Service culture and is perpetuated by some to ensure the continuation of the white male culture.
176 citations
TL;DR: In this article, an exploratory study on workplace bullying in further education and higher educational institutions in Wales was carried out, which compared perceptions and experiences across six areas: workplace bullying, sexual harassment, racial harassment, sex discrimination, unfair promotional opportunities, and reduced promotion opportunities.
Abstract: This paper reports on an exploratory study on workplace bullying in further education and higher educational institutions in Wales. Coverage of the study compared perceptions and experiences across six areas: workplace bullying, sexual harassment, racial harassment, sex discrimination, unfair promotional opportunities, and reduced promotion opportunities. The study methodology incorporated structured interviews with 20 key informants, a postal survey of higher/further education trade union members (NATFHE) in Wales, and in depth interviews with a small number of victims of bullying. Respondents hear of workplace bullying primarily from the broadcast media and not through internal communications. Respondents to the survey had experienced higher levels of workplace bullying than they experienced sex discrimination, sexual harassment or racial harassment. As a source of hearing about bullying, colleagues appear to provide a link that enables victims to admit to their own suffering. The perceived reasons for ...
153 citations
TL;DR: In this article, the authors discussed the implications of collecting research information only from targets of bullying, and discussed in relation to identifying bullies and targets, and found that reports of bullying stopping as a result of action by targets are rather rare.
Abstract: This paper relates research on workplace bullying to the prevention measures which an organisation might consider implementing. The implications of collecting research information only from targets of bullying is highlighted, and discussed in relation to identifying bullies and targets. Incidence studies are used to track environmental patterns and processes. Included in such studies is the recent UK UNISON survey, where patterns of consistency are found between targets and non‐targets in attitude questions regarding the causes of bullying, but strong divergence of response regarding other parameters. The effectiveness of actions taken by targets of bullying is also reported. These find that reports of bullying stopping as a result of action by targets are rather rare, and advising targets to discuss the situation with the bully without professional support (such as from a personnel officer or union representative) is probably misguided as retaliation from the bully is likely.
152 citations
TL;DR: In this article, the authors outline some of the signs indicating bullying in the workplace as a problem within contemporary organisations and suggest some solutions including legislative change and development of more co-operative workplaces.
Abstract: This article outlines some of the signs indicating bullying in the workplace as a problem within contemporary organisations. Moreover, using evidence from recent Australian Court cases, the article mentions some of the costs organisations may be faced with if they fail to address the problem. Having identified the problem, the article then suggests some solutions including legislative change and development of more co‐operative workplaces. Such workplaces would deal with the problem in a problem solving, rather than punitive, framework. Development of people’s emotional intelligence skills is suggested as one way to help address the problem within such a framework.
150 citations
TL;DR: In this paper, the authors examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity and assessed the perceived challenges and benefits of diversity in the workforce.
Abstract: Workforce diversity has become an important issue in Australia. This study examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity. The study also assessed the perceived challenges and benefits of diversity in the workforce. The findings of this study indicated that overall, management of workforce diversity is only “mediocre”. In particular, inadequate diversity management practices were found in the areas of recruitment and selection and training and development. As migrant employees do not create any problems and are very compliant, the challenges that workforce diversity presents does not receive adequate attention by organisations in Australia. However, these organisations seek several benefits from their multicultural workforce. The implications of these findings are discussed.
147 citations
125 citations
TL;DR: In this paper, scales were developed to measure the extent to which organisations exhibited "soft" or "hard" approaches to HRM, and the extent of potential barriers to the effective operation of HRM were present.
Abstract: In this study, scales were developed to measure the extent to which organisations exhibited “soft” or “hard” approaches to HRM, and the extent to which potential barriers to the effective operation of HRM were present. The sample comprised 549 employees, managers and HRM staff across a wide range of types of organisations in Australia, New Zealand, the USA, the UK and Canada. While the results supported the contention that HRM effectiveness can be achieved via both “soft” and “hard” approaches, several barriers to HRM take‐up were identified and there was little evidence that organisations generally operated HRM policies and practices that were seen as effective. Although very few differences between countries were found, the authors suggest the barriers identified and related ineffectiveness of HRM may be all the more detrimental to the competitiveness of Australian and New Zealand organisations in light of the recent economic downturn in the Asia‐Pacific region.
107 citations
TL;DR: In this paper, the Critical Incident Technique was used in focus groups to make implicit thoughts and feelings about bullying explicit, and participants revealed a number of auxiliary or alternative frameworks to account for bullying-related phenomena.
Abstract: When a new field is explored, a variety of approaches can be used to clarify, identify and explain the phenomenon at hand. Traditional psychological research attributes a quasi‐physical quality to the bullying phenomenon, and attempts to capture it by rigorous measurement of a number of variables. We argue that, while this approach has considerable advantages, an investigation of the way “amateur scientists” explain “bullying” can aid a more detailed understanding. The use of the Critical Incident Technique in focus groups allowed participants to make their implicit thoughts and feelings about bullying explicit. Participants revealed a number of auxiliary or alternative frameworks to account for bullying‐related phenomena. It is suggested that these frameworks need closer scrutiny in terms of social representations. Implications of this approach are discussed in terms of their potential effect on policy development and implementation, highlighting the role organisational culture plays in this field.
TL;DR: In this article, a comprehensive portfolio of HRM practices which can be conducted by organizations to plan and manage employees' careers is presented, which can serve as a basis for developing a strategic organizational career management system within HRM.
Abstract: This article outlines a comprehensive portfolio of HRM practices which can be conducted by organizations to plan and manage employees’ careers. The reader is provided with a systematic presentation and critical examination , rooted in both theory and practice, of a range of career management techniques, activities, and programmes. Each career practice is referred to, relating to the way it may be used by organizations in the coming 2000s. It also takes a further step to integrate these practices as a comprehensive organizational framework. Thus the article can serve as a basis for developing a strategic organizational career management system within HRM.
TL;DR: In this paper, the authors discuss the state of HRM in Singapore and identify five important issues in strategic HRM field that, if fully understood, would help scholars and practitioners develop better theoretical frameworks.
Abstract: To face the onslaught of hypercompetition, organizations need to be responsive and flexible. The human factor, if managed effectively, is perhaps the most important in imparting organizational flexibility. Managing the human factor as a competitive tool falls in the domain of strategic human resource management. This article discusses the state of HRM in Singapore. It identifies five important issues in strategic HRM field that, if fully understood, would help scholars and practitioners develop better theoretical frameworks. Specifically, it is proposed that the link between HR and strategy depends on the type of strategy pursued by the organization; organizational culture influences the status of HR and its integration with the rest of the organization; the competencies of HR managers affect the status of HR and its link with organizational strategy; HR strategy or lack of it affects the HR function’s vertical and horizontal fits; these factors all influence the outsourcing of HR activities.
TL;DR: In this paper, a brief overview and commentary on theoretical approaches discussed in the articles by Einarsen, Liefooghe and Olafsson, and Rayner in the theoretical section of this special issue is provided.
Abstract: This article provides a brief overview and commentary on theoretical approaches discussed in the articles by Einarsen, Liefooghe and Olafsson, and Rayner in the theoretical section of this special issue. In highlighting the difficulty in defining bullying, this article suggests that definitional boundaries ought to be all encompassing and open for discussion as a way of further developing the debate about workplace bullying. A discussion of methodological approaches, including those used by the authors in the theoretical section then follows. The article suggests that a collaborative approach between employers and researchers would help further address the problem of workplace bullying.
TL;DR: A brief overview of some of the applied approaches being taken in four countries to deal with workplace bullying can be found in this paper, which serves as a preamble to the articles by Archer, Crawford, Lewis, Sheehan and Zapf in this section.
Abstract: This article provides a brief overview of some of the applied approaches being taken in four countries to deal with workplace bullying and serves as a preamble to the articles by Archer, Crawford, Lewis, Sheehan and Zapf in this section. The work undertaken by the Beyond Bullying Association in Australia and that of the Anti Bullying Centre in Dublin is discussed. Swedish legislation that addresses bullying and the ways that employers, unions, university researchers and voluntary sector organisations attempt to deal with bullying in the UK follows. The article concludes by mentioning the likely legal and economic implications for organisations and society.
TL;DR: This article explored whether or not variations across companies in the implementation of work-family programs and policies relate to demands of key constituent groups, particularly employees with dependents, women, union members, and long-serving employees.
Abstract: Are organizations responding to significant changes in Australian labour force demographics by providing more family‐friendly programs? This article explores whether or not variations across companies in the implementation of work‐family programs and policies relate to demands of key constituent groups. Findings of the present evaluation indicate that certain employee demographic factors, particularly employees with dependents, women, union members, and long‐serving employees are more likely to predispose an organization to offer work‐family benefits. Employers need to be able to characterise the demographics of their workforce to plan the type of policies and programs that might be most suitable and contribute to productivity outcomes.
TL;DR: In this article, two cases of bullying interventions are compared in two organizations and their ability to manage bullying, however, was determined by their organisational culture, in part, through a Dignity at Work programme.
Abstract: Bullying behaviour has always been part of the human condition. On a global level we have witnessed fairly overt domination even recently. Its visibility level is not so obvious in current workplace practices but its existence is in no doubt. More subtle, less detectable actions and behaviours are employed by the bully and the emergence of e‐mail’s flame mail and spamming techniques in the workplace demonstrate this point. Bullying in the workplace is psychological violence. Two cases of bullying interventions are compared in this paper. Noticeably both organisations had detailed employment policies, personnel departments and occupational health departments. Their ability to manage bullying, however, was determined by their organisational culture, in part, through a Dignity at Work programme. Bullying is identified as immoral, as theft, and as a misuse of loyalty. The paper concludes by calling on the different disciplines involved in the analysis of this topic to collaborate and acknowledge plurality of perspective.
TL;DR: The authors argue that the current intent of strategic HRM is to strategise in conjunction with an organization's business direction, and that it needs to be re-conceptualised to acknowledge the human endeavour of organizations.
Abstract: Strategic human resource management (HRM) is increasingly being used to indicate a system‐wide intervention that links HRM to strategic planning and cultural change. However, what may be inadvertently occurring is a reinforcing of the use of the “hard” model of HRM, one that prioritises “management” aspects above “human” aspects of the discipline. Competitive business strategies may be improving the bottom line of a company, but they are hurting many individuals, especially when workers are being viewed as a commodity in a labour market. The Australian experience suggests that strategic HRM is not particularly people focused and has led to greater job insecurity and lower job satisfaction. If the current intent of strategic HRM is to strategise in conjunction with an organization’s business direction, then it needs to be re‐conceptualised to acknowledge the human endeavour of organizations. This will require a broadening of the perspective of strategic HRM.
TL;DR: A recent study of professional women returning to work after a career break as discussed by the authors showed that the majority of women resumed work following the updating programme, but not necessarily at a level commensurate with their qualifications and experience, nor in their original professional area.
Abstract: This paper uses the findings of a recent study of professional women returning to work after a career break. It critically examines their return to work following attendance of a European funded updating course, and evaluates the initiative in terms of job and career success in terms of the women’s own perceptions. The study showed that the majority of women resumed work following the updating programme, but not necessarily at a level commensurate with their qualifications and experience, nor in their original professional area. Paradoxically, the respondents did not always see this as a negative outcome, and a large proportion of them attributed their successful return to completion of the professional updating course. The paper concludes by suggesting that a traditional female career model has not only continued relevance for women, but may be increasingly relevant to men. This presents a challenge to both policy makers and course providers.
TL;DR: In this paper, the authors trace the trends in non-standard employment over the 1989 to 1994 period using data from the UK's Labour Force Survey and the Canadian General Social Survey, and suggest that certain groups are more likely to be involved in "non-standard" employment than others.
Abstract: For many years, the majority of workers in the industrialised West have shared a similar employment life‐course – one based on full‐time permanent work. However, over the last decade the number of such opportunities have started to decline and many more workers are participating in “non‐standard” forms of employment. Using data from the UK’s Labour Force Survey, and the Canadian General Social Survey, this paper traces the trends in “non‐standard” employment over the 1989 to 1994 period. The findings illustrate that, although the majority of workers are still in full‐time permanent jobs, an increasing proportion are engaged in “non‐standard” employment. The paper suggests that certain groups are more likely to be involved in “non‐standard” employment than others, and that increasingly these tend to be made up of workers at one end or other of the working age spectrum.
TL;DR: In this article, the authors explore different conceptions of HRM ethical duties and social constructions of the employment relationship, and argue that HRM education and development programs must do a better job of exposing students to these contrasting values assumptions as well as helping students develop the ethical change skills necessary to act more successfully upon their moral values and perceived ethical duties.
Abstract: Ethical duties or obligations of HRM practitioners are questioned and explored. Differing conceptions of HRM ethical duties seem to have arisen from differing values assumptions and social constructions of the employment relationship. HRM education and development programs must do a better job of exposing students to these contrasting values assumptions as well as helping students develop the ethical change skills necessary to act more successfully upon their moral values and perceived ethical duties.
TL;DR: In this article, the authors trace the experience of countries reforming their vocational education and training policies and summarize the lessons learned based on a recent joint World Bank-ILO study focussing on the obstacles to implementing change in VET systems in response to changing labor markets and innovative approaches to overcoming these constraints in 19 countries worldwide.
Abstract: This article traces the experience of countries reforming their vocational education and training policies and summarizes the lessons learned. It is based on a recent joint World Bank‐ILO study focussing on the obstacles to implementing change in vocational education and training systems in response to changing labor markets and innovative approaches to overcoming these constraints in 19 countries worldwide. It tracks the demand‐side pressures and supply‐side responses and highlights some critical issues, constraints and innovations in the reform of these systems. The main messages from this study are: matching instrument to target group is as important as picking the best delivery mode; the government’s role in facilitating the provision of information about vocational education and training has been relatively neglected; a vigorous private response has refuted claims of the reluctance of private providers to enter the field; and political will, not institutional capacity, is the main obstacle to comprehensive reform.
TL;DR: In this paper, the authors analyzed two data sets from the UK and found that manpower difficulties can affect the closure of plants in multi-plant manufacturing firms in particular local labour markets.
Abstract: The runaway shop (a plant closure to avoid labour problems) has been seen as a feature of industrial change in the USA. Evidence of the runaway shop has also been noted in the UK. This paper analyses two data sets from the UK. The first, drawn from data relating primarily to the early 1980s, demonstrates that manpower difficulties can affect the closure of plants in multiplant manufacturing firms in particular local labour markets. A second data set, relating to the latter half of the 1980s, presents a contrasting result in that manpower problems had little effect on the closure of plants by British multiplant manufacturing firms. It is suggested these contrasting results may reflect the reduced power of organised labour in the more recent past.
TL;DR: In this article, a lack of suitable qualifications can be considered as one of the main factors prolonging the unemployment of those concerned, in Switzerland, and the policy of relying on massive continuous education and retraining programmes as the most efficient solution to this problem needs to be called into question.
Abstract: The sudden slump in the labour market of the 1990s made it necessary for Switzerland to alter its labour market policy, which from being almost exclusively passive became an active policy. Indeed a lack of suitable qualifications can be considered as one of the main factors prolonging the unemployment of those concerned, in Switzerland. Even so, the policy of relying on massive continuous education and retraining programmes as the most efficient solution to this problem needs to be called into question. For many years a majority of those who now find themselves unemployed neglected the option of seeing to their own continuous education needs. The reasons for this inactivity at the individual level may well lie in the lack of financial incentives. This in turn is the result of a wage structure that is still very much linked to years of service, with education‐related differences in wages being very slight.
TL;DR: The authors assembles efficiency and equity arguments for and against targeting the long-term unemployed in active labour market policies (ALMP) and refers to evidence from applications to date, and concludes by urging that equity arguments be considered as well as efficiency and drawing attention to the form which targeting takes.
Abstract: The article assembles efficiency and equity arguments for and against targeting the long‐term unemployed in active labour market policies (ALMP), and refers to evidence from applications to date. The theory and practices of ALMP differ somewhat between low and high unemployment countries. The approach taken in Sweden in the 1960s to 1980s is used to discuss low unemployment countries, and OECD analysis in the 1990s to represent theory for the high unemployment countries. Targeting the long‐term unemployed is specifically a policy for high unemployment countries, and depends particularly on effects on wage pressure. The article concludes by urging that equity arguments be considered as well as efficiency and by drawing attention to the form which targeting takes. Comments are made about Britain’s New Deal in relation to the form of targeting.
TL;DR: In this paper, the authors argue that human resource management in Indonesia is a complex process with both national and international influences, and they suggest national conditions need not hinder the adoption of international best HRM practices focusing on participation, empowerment and incentives leading to competitive behavior.
Abstract: One strand of conventional wisdom is the urgent need for human resource management in Indonesia to improve to world standards so that the Indonesian corporate sector can survive in a globalized economy. Another strand accepts the need to improve to international standards but argues that such improvements should be based on Indonesian conditions. Indonesian management is traditional, patrimonial and hierarchically oriented, and international practices like empowerment, participation and incentive orientation are irrelevant or, at best, need to be adjusted to and are secondary to Indonesian indigenous characteristics. There is a dearth of empirical research in Indonesia that could support either strand. This article presents three mini‐cases to argue that human resource management in Indonesia is a complex process with both national and international influences. The cases suggest national conditions need not hinder the adoption of international best HRM practices focusing on participation, empowerment and incentives leading to competitive behavior.
TL;DR: This paper found that gender and education have a strongly positive and interactive effect on income and showed that higher education leads to an increase in the wages of both males and females, but not necessarily gender parity.
Abstract: Although numerous studies have investigated wage‐level determinants, they have tended to concentrate on the effects of human capital and sex discrimination on wage levels while rarely addressing the interactive effects of education, seniority, and gender. This paper attempts to redress that imbalance. The results of this study show that gender and education have a strongly positive and interactive effect on income. If all other factors (e.g. years of service, job position) are held constant, then higher education leads to an increase in the wages of both males and females. However, above the junior‐college level, more education produces a larger increase in the wage rate for females than for males. The implication is that, although males have been seen to benefit from the impact of additional education on wages, more education for females may still help narrow the gender‐based wage gap.
TL;DR: The authors assesses the likely impact of welfare-to-work on unemployed people from ethnic minority communities and argues that the failure of the present arrangement to cater for the needs of ethnic minorities may affect the success of the New Deal as far as ethnic minorities are concerned.
Abstract: In Britain, welfare‐to‐work has been hailed as a radical initiative to help those that are socially and economically disadvantaged in society. The New Deal promises to offer young long term unemployed people the opportunity to train and experience the world of work in a bid to make them more attractive to employers. It is especially pertinent to ethnic minorities who have been identified as having an increased tendency to be unemployed. However, the intention to help ethnic minorities has not been matched with changes to the institutional framework for the delivery of training and work experience placements. This article assesses the likely impact of the New Deal on unemployed people from ethnic minority communities. It contends that the failure of the present arrangement to cater for the needs of ethnic minorities may affect the success of the New Deal as far as ethnic minorities are concerned.