Employee RelationsTable of Contents for Employee Relations. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/0142-5455/vol/46/iss/9?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestEmployee RelationsEmerald Publishing LimitedEmployee RelationsEmployee Relationshttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/1bd3a0484883ca6deaada8395a8f6e85/urn:emeraldgroup.com:asset:id:binary:er.cover.jpghttps://www.emerald.com/insight/publication/issn/0142-5455/vol/46/iss/9?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAligning expectations with real-world experiences: a talent management study on the restaurant industry in Finlandhttps://www.emerald.com/insight/content/doi/10.1108/ER-07-2023-0347/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestSkilled workers are crucial for an organization’s success, and managing, retaining and attracting them is vital in long-term. This study aims to explore talent management practices in the Finnish restaurant industry and to align workers' expectations with the real-world experiences of their work to reduce turnover and enhance job satisfaction. The study adopts a mixed methods approach, including a survey and interviews with workers and managers to gain insights into their expectations and experiences of work. The study considers themes for designing and implementing effective talent management procedures. This study highlights the importance of employees' experiences of their work conditions, leveraging positive emotions and fair utilization of temporary agency work (TAW). Understanding the different work preferences of generational cohorts and addressing the challenges associated with owner disengagement and TAW can also contribute to attracting and retaining talent in the restaurant industry. Skilled workers have often been portrayed as targets that need to be managed, with insufficient consideration given to their preferences, needs and expectations. With the findings of this study, companies can establish mutual understanding with their employees and attract diverse talent.Aligning expectations with real-world experiences: a talent management study on the restaurant industry in Finland
Niko Cajander, Arto Reiman
Employee Relations, Vol. 46, No. 9, pp.1-20

Skilled workers are crucial for an organization’s success, and managing, retaining and attracting them is vital in long-term. This study aims to explore talent management practices in the Finnish restaurant industry and to align workers' expectations with the real-world experiences of their work to reduce turnover and enhance job satisfaction.

The study adopts a mixed methods approach, including a survey and interviews with workers and managers to gain insights into their expectations and experiences of work. The study considers themes for designing and implementing effective talent management procedures.

This study highlights the importance of employees' experiences of their work conditions, leveraging positive emotions and fair utilization of temporary agency work (TAW). Understanding the different work preferences of generational cohorts and addressing the challenges associated with owner disengagement and TAW can also contribute to attracting and retaining talent in the restaurant industry.

Skilled workers have often been portrayed as targets that need to be managed, with insufficient consideration given to their preferences, needs and expectations. With the findings of this study, companies can establish mutual understanding with their employees and attract diverse talent.

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Aligning expectations with real-world experiences: a talent management study on the restaurant industry in Finland10.1108/ER-07-2023-0347Employee Relations2023-12-22© 2023 Niko Cajander and Arto ReimanNiko CajanderArto ReimanEmployee Relations4692023-12-2210.1108/ER-07-2023-0347https://www.emerald.com/insight/content/doi/10.1108/ER-07-2023-0347/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Niko Cajander and Arto Reimanhttp://creativecommons.org/licences/by/4.0/legalcode
Not a single path to success: alternative HRM configurations for well-performing small and medium-sized hotelshttps://www.emerald.com/insight/content/doi/10.1108/ER-06-2023-0295/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestPrevious literature has identified human resources as a key source of competitive advantage in organizations of all sizes. However, Small and Medium-sized Enterprises (SMEs) face difficulty in comprehensively implementing all recommended Human Resource Management (HRM) functions. In this study, we shed light on the field of HRM in SMEs by focusing on the context of Greek Small and Medium-sized Hotels (SMHs), which represent a dominant private sector employer across the country. Using a fuzzy-set qualitative comparative analysis (fsQCA) and 34 in-depth interviews with SMHs' owners/managers, we explore the HRM conditions leading to high levels of performance, while taking into consideration the influence of internal key determinants. We uncover three alternative successful HRM strategies that maximize business performance, namely the Compensation-based performers, the HRM developers and the HRM investors. Each strategy fits discreet organizational characteristics related to company size, ownership type and organizational structure. To the best of the authors' knowledge this is among the first empirical studies that examine different and equifinal performance-enhancing configurations of HRM practices in SMHs.Not a single path to success: alternative HRM configurations for well-performing small and medium-sized hotels
I. Zografou, E. Galanaki, N. Pahos, I. Deligianni
Employee Relations, Vol. 46, No. 9, pp.21-41

Previous literature has identified human resources as a key source of competitive advantage in organizations of all sizes. However, Small and Medium-sized Enterprises (SMEs) face difficulty in comprehensively implementing all recommended Human Resource Management (HRM) functions. In this study, we shed light on the field of HRM in SMEs by focusing on the context of Greek Small and Medium-sized Hotels (SMHs), which represent a dominant private sector employer across the country.

Using a fuzzy-set qualitative comparative analysis (fsQCA) and 34 in-depth interviews with SMHs' owners/managers, we explore the HRM conditions leading to high levels of performance, while taking into consideration the influence of internal key determinants.

We uncover three alternative successful HRM strategies that maximize business performance, namely the Compensation-based performers, the HRM developers and the HRM investors. Each strategy fits discreet organizational characteristics related to company size, ownership type and organizational structure.

To the best of the authors' knowledge this is among the first empirical studies that examine different and equifinal performance-enhancing configurations of HRM practices in SMHs.

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Not a single path to success: alternative HRM configurations for well-performing small and medium-sized hotels10.1108/ER-06-2023-0295Employee Relations2024-02-13© 2024 I. Zografou, E. Galanaki, N. Pahos and I. DeligianniI. ZografouE. GalanakiN. PahosI. DeligianniEmployee Relations4692024-02-1310.1108/ER-06-2023-0295https://www.emerald.com/insight/content/doi/10.1108/ER-06-2023-0295/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 I. Zografou, E. Galanaki, N. Pahos and I. Deligiannihttp://creativecommons.org/licences/by/4.0/legalcode
Contextualising employee engagement in crisis: a protective caring approach to employee engagement in the banking sector in Bosnia and Herzegovinahttps://www.emerald.com/insight/content/doi/10.1108/ER-12-2023-0623/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and other recessionary practices are frequently used. Drawing on the model of caring human resource management, we utilise interviews with human resource representatives of 10 banks in the transition economy of Bosnia and Herzegovina. We analyse the banks at two different times to demonstrate how and why companies adapt their HR practices. Our findings show a changing mindset in the deployment of highly context-specific HR practices. Strengthening company culture through a sense of community and communication ensure stability and continuity in work. Rather than layoffs, flexible work has become standard. By highlighting the interplay between HR practices and employee engagement, we contribute to the discussion on engagement in exceptional circumstances and challenging settings and demonstrate how caring responsibilities “migrate” into HR practices in the professional context of a transition economy. We propose a context-specific “protective caring approach” to foster employee engagement during crises.Contextualising employee engagement in crisis: a protective caring approach to employee engagement in the banking sector in Bosnia and Herzegovina
Almina Bešić, Christian Hirt, Zijada Rahimić
Employee Relations, Vol. 46, No. 9, pp.42-59

This study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and other recessionary practices are frequently used.

Drawing on the model of caring human resource management, we utilise interviews with human resource representatives of 10 banks in the transition economy of Bosnia and Herzegovina. We analyse the banks at two different times to demonstrate how and why companies adapt their HR practices.

Our findings show a changing mindset in the deployment of highly context-specific HR practices. Strengthening company culture through a sense of community and communication ensure stability and continuity in work. Rather than layoffs, flexible work has become standard.

By highlighting the interplay between HR practices and employee engagement, we contribute to the discussion on engagement in exceptional circumstances and challenging settings and demonstrate how caring responsibilities “migrate” into HR practices in the professional context of a transition economy.

We propose a context-specific “protective caring approach” to foster employee engagement during crises.

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Contextualising employee engagement in crisis: a protective caring approach to employee engagement in the banking sector in Bosnia and Herzegovina10.1108/ER-12-2023-0623Employee Relations2024-02-20© 2024 Almina Bešić, Christian Hirt and Zijada RahimićAlmina BešićChristian HirtZijada RahimićEmployee Relations4692024-02-2010.1108/ER-12-2023-0623https://www.emerald.com/insight/content/doi/10.1108/ER-12-2023-0623/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Almina Bešić, Christian Hirt and Zijada Rahimićhttp://creativecommons.org/licences/by/4.0/legalcode
Working together: effects of gender composition on job satisfaction and commitmenthttps://www.emerald.com/insight/content/doi/10.1108/ER-08-2023-0443/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to estimate the effects of gender composition in the workplace on employee job satisfaction and commitment. The data were collected on both the organizational and employee levels at three different points in time in organizations with more than 70 employees. Multi-level mixed-effects ordered logistics regressions were used to account for the multi-level nature of the data and the ordered nature of the dependent variables. Employees in gender-balanced workplaces show higher levels of job satisfaction and commitment than those in female-dominated or male-dominated workplaces. The relationship is also based on the gender of the individual, as men show a significantly lower level of both job satisfaction and commitment when working in male-dominated workplaces than others, while for women, the effect is only significant for commitment. Aiming for a balance in the gender composition of the workplace may improve employee attitudes, especially for men. The results also indicate that further research is warranted into why job satisfaction and commitment are significantly lower among men in male-dominated workplaces. The relationship between gender and job satisfaction and commitment is well established, but less is known about the effects of gender composition on job satisfaction and commitment. Previous papers have focused on job satisfaction. This paper extends prior studies by estimating the effects of gender composition on both job satisfaction and commitment using multi-level regressions on a rich dataset.Working together: effects of gender composition on job satisfaction and commitment
Katrin Olafsdottir, Arney Einarsdottir
Employee Relations, Vol. 46, No. 9, pp.60-75

The purpose of this study is to estimate the effects of gender composition in the workplace on employee job satisfaction and commitment.

The data were collected on both the organizational and employee levels at three different points in time in organizations with more than 70 employees. Multi-level mixed-effects ordered logistics regressions were used to account for the multi-level nature of the data and the ordered nature of the dependent variables.

Employees in gender-balanced workplaces show higher levels of job satisfaction and commitment than those in female-dominated or male-dominated workplaces. The relationship is also based on the gender of the individual, as men show a significantly lower level of both job satisfaction and commitment when working in male-dominated workplaces than others, while for women, the effect is only significant for commitment.

Aiming for a balance in the gender composition of the workplace may improve employee attitudes, especially for men. The results also indicate that further research is warranted into why job satisfaction and commitment are significantly lower among men in male-dominated workplaces.

The relationship between gender and job satisfaction and commitment is well established, but less is known about the effects of gender composition on job satisfaction and commitment. Previous papers have focused on job satisfaction. This paper extends prior studies by estimating the effects of gender composition on both job satisfaction and commitment using multi-level regressions on a rich dataset.

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Working together: effects of gender composition on job satisfaction and commitment10.1108/ER-08-2023-0443Employee Relations2024-03-21© 2024 Katrin Olafsdottir and Arney EinarsdottirKatrin OlafsdottirArney EinarsdottirEmployee Relations4692024-03-2110.1108/ER-08-2023-0443https://www.emerald.com/insight/content/doi/10.1108/ER-08-2023-0443/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Katrin Olafsdottir and Arney Einarsdottirhttp://creativecommons.org/licences/by/4.0/legalcode
How does COVID-19 affect workplace employee relations in China? Evidence based on a survey of firms from Guangdong provincehttps://www.emerald.com/insight/content/doi/10.1108/ER-01-2023-0042/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study investigates the mediating role of wage and workforce adjustments, along with the moderating influence of collective bargaining system and employees’ localization, in elucidating the relationship between the COVID-19 shock and workplace employee relations (ER) tension. Survey data from 1,483 enterprises across 21 prefectural cities in China’s Guangdong Province are collected. The hypotheses are tested by logistic regression. The study reveals a positive correlation between the COVID-19 shock and workplace ER tension across crisis-hit enterprises, irrespective of their size or industrial sector. Wage reduction and mass layoffs emerge as significant mediators, while the collective bargaining system (CBS) and employees’ localization act as moderators. The measurement of ER is limited in a single-item scale. Representation of China is also limited since the study exclusively focuses on Guangdong province. The study offers some contributions that firm-level data reveal the pathway through which COVID-19 creates ER tension. On the one hand, the authors recommend the establishment of an effective communication system between employers and employees. On the other hand, managers should consider the role of informal institutions. Furthermore, the authors suggest implementing tailored strategies at the enterprise level. Intense external shocks result in widespread layoffs and increased wage reductions within workplaces, and under such circumstances, formal or informal institutions may be insufficient to alleviate ER tension. In this case, the state authorities – including governments and other public agencies or bodies – are necessary to intervene in to organize tripartite dialogue. While numerous emerging studies on COVID-19 explore how different countries manage industrial relations tension at the national level, few focus on ER at workplace level, particularly in developing countries. Understanding how workplace ER evolve during external shocks and identifying institutional measures to mitigate their negative impact is crucial for future crisis management.How does COVID-19 affect workplace employee relations in China? Evidence based on a survey of firms from Guangdong province
Zhongwei Sun, Xuchuang Zhang, Xiaofang Wu
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study investigates the mediating role of wage and workforce adjustments, along with the moderating influence of collective bargaining system and employees’ localization, in elucidating the relationship between the COVID-19 shock and workplace employee relations (ER) tension.

Survey data from 1,483 enterprises across 21 prefectural cities in China’s Guangdong Province are collected. The hypotheses are tested by logistic regression.

The study reveals a positive correlation between the COVID-19 shock and workplace ER tension across crisis-hit enterprises, irrespective of their size or industrial sector. Wage reduction and mass layoffs emerge as significant mediators, while the collective bargaining system (CBS) and employees’ localization act as moderators.

The measurement of ER is limited in a single-item scale. Representation of China is also limited since the study exclusively focuses on Guangdong province. The study offers some contributions that firm-level data reveal the pathway through which COVID-19 creates ER tension.

On the one hand, the authors recommend the establishment of an effective communication system between employers and employees. On the other hand, managers should consider the role of informal institutions. Furthermore, the authors suggest implementing tailored strategies at the enterprise level.

Intense external shocks result in widespread layoffs and increased wage reductions within workplaces, and under such circumstances, formal or informal institutions may be insufficient to alleviate ER tension. In this case, the state authorities – including governments and other public agencies or bodies – are necessary to intervene in to organize tripartite dialogue.

While numerous emerging studies on COVID-19 explore how different countries manage industrial relations tension at the national level, few focus on ER at workplace level, particularly in developing countries. Understanding how workplace ER evolve during external shocks and identifying institutional measures to mitigate their negative impact is crucial for future crisis management.

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How does COVID-19 affect workplace employee relations in China? Evidence based on a survey of firms from Guangdong province10.1108/ER-01-2023-0042Employee Relations2024-02-15© 2024 Emerald Publishing LimitedZhongwei SunXuchuang ZhangXiaofang WuEmployee Relationsahead-of-printahead-of-print2024-02-1510.1108/ER-01-2023-0042https://www.emerald.com/insight/content/doi/10.1108/ER-01-2023-0042/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Human resource practices and labour process of movie projection in China's rural areas in the digital erahttps://www.emerald.com/insight/content/doi/10.1108/ER-01-2023-0043/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestRegarding human resource and labour relations management, academia focuses mainly on cities; however, rural areas are an integral part of China's economic structure. This study focuses on the movie projection industry in China's rural areas and explores how human resource practices (HRPs) are transformed and the labour process is reconstructed in digital transformation. We adopt a case study of a rural movie projection company. The company's HRPs reconstructed the labour process of movie projection, and they have been promoted as national standards. Data were collected from in-depth interviews, files and observations. Rural movie projection companies combine high-performance and paternalistic HRPs in the media industry's digital transformation. HRPs and digital technology jointly reconstruct the labour process. First, the HRPs direct labour process practices towards standardisation. Second, the digital supervision platform guides the control style from simple to technical, placing projectionists under pressure while increasing management efficiency. Third, rural movies made using digital technology have disenchanted rural residents. Accordingly, the conventional relationships between the “country and its citizens,” “individuals themselves,” and “models and individuals” have been removed, and a new relationship between “individuals themselves” is formed thanks to the novel HRPs. This research plays a crucial role in exposing researchers to the labour process of rural movie projection, which is significant in China but often ignored by Western academia and advances the Chinese contextualisation of research on labour relations.Human resource practices and labour process of movie projection in China's rural areas in the digital era
Jingfu Lu, Anlun Wan
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

Regarding human resource and labour relations management, academia focuses mainly on cities; however, rural areas are an integral part of China's economic structure. This study focuses on the movie projection industry in China's rural areas and explores how human resource practices (HRPs) are transformed and the labour process is reconstructed in digital transformation.

We adopt a case study of a rural movie projection company. The company's HRPs reconstructed the labour process of movie projection, and they have been promoted as national standards. Data were collected from in-depth interviews, files and observations.

Rural movie projection companies combine high-performance and paternalistic HRPs in the media industry's digital transformation. HRPs and digital technology jointly reconstruct the labour process. First, the HRPs direct labour process practices towards standardisation. Second, the digital supervision platform guides the control style from simple to technical, placing projectionists under pressure while increasing management efficiency. Third, rural movies made using digital technology have disenchanted rural residents. Accordingly, the conventional relationships between the “country and its citizens,” “individuals themselves,” and “models and individuals” have been removed, and a new relationship between “individuals themselves” is formed thanks to the novel HRPs.

This research plays a crucial role in exposing researchers to the labour process of rural movie projection, which is significant in China but often ignored by Western academia and advances the Chinese contextualisation of research on labour relations.

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Human resource practices and labour process of movie projection in China's rural areas in the digital era10.1108/ER-01-2023-0043Employee Relations2024-03-21© 2024 Emerald Publishing LimitedJingfu LuAnlun WanEmployee Relationsahead-of-printahead-of-print2024-03-2110.1108/ER-01-2023-0043https://www.emerald.com/insight/content/doi/10.1108/ER-01-2023-0043/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
From hutong to horizon: a study of the transformation of labour NGOs in Chinahttps://www.emerald.com/insight/content/doi/10.1108/ER-01-2023-0051/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study examines the transformation of labour non-governmental organisations (NGOs) operating in Mainland China since the enactment of the 2017 Overseas NGO Management Law, which aims to regulate foreign concerns functioning outside the direct control of the state. It focuses on the extent to which these organisations have responded to the rapidly changing political and social environment by altering their goals and strategies in support of migrant workers. It also considers the relevance of Western social movement theories (SMTs) to China's grassroots labour movement in the 2020s.  The research is based on case studies of ten labour NGOs operating in Beijing, Tianjin and Yunnan. It draws upon fifteen semi-structured interviews with the founders, leaders and activists affiliated with those organisations, as well as records and documented information of each of those organisations. While the power and influence of labour NGOs markedly diminished, most have been able to adapt their goals and the strategies remain sustainable amidst both China's changing political and social climates and the global pandemic. It suggests that conventional SMTs can still offer valuable insights into understanding the development of labour NGOs in China, although they might not fully interpret the specific conditions and challenges faced by these organisations. This study stands out as one of very few to offer empirical evidence on the inner workings of China's labour NGOs over the last six years. It also contributes to our understanding of social movements in a non-Western context.From hutong to horizon: a study of the transformation of labour NGOs in China
Ao Zhou, Stephen B. Blumenfeld
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study examines the transformation of labour non-governmental organisations (NGOs) operating in Mainland China since the enactment of the 2017 Overseas NGO Management Law, which aims to regulate foreign concerns functioning outside the direct control of the state. It focuses on the extent to which these organisations have responded to the rapidly changing political and social environment by altering their goals and strategies in support of migrant workers. It also considers the relevance of Western social movement theories (SMTs) to China's grassroots labour movement in the 2020s. 

The research is based on case studies of ten labour NGOs operating in Beijing, Tianjin and Yunnan. It draws upon fifteen semi-structured interviews with the founders, leaders and activists affiliated with those organisations, as well as records and documented information of each of those organisations.

While the power and influence of labour NGOs markedly diminished, most have been able to adapt their goals and the strategies remain sustainable amidst both China's changing political and social climates and the global pandemic. It suggests that conventional SMTs can still offer valuable insights into understanding the development of labour NGOs in China, although they might not fully interpret the specific conditions and challenges faced by these organisations.

This study stands out as one of very few to offer empirical evidence on the inner workings of China's labour NGOs over the last six years. It also contributes to our understanding of social movements in a non-Western context.

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From hutong to horizon: a study of the transformation of labour NGOs in China10.1108/ER-01-2023-0051Employee Relations2023-08-15© 2023 Emerald Publishing LimitedAo ZhouStephen B. BlumenfeldEmployee Relationsahead-of-printahead-of-print2023-08-1510.1108/ER-01-2023-0051https://www.emerald.com/insight/content/doi/10.1108/ER-01-2023-0051/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The mediating role of employee commitment in the relationship between compensation system and turnover intentionshttps://www.emerald.com/insight/content/doi/10.1108/ER-05-2023-0270/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation. The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire. The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees. The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.The mediating role of employee commitment in the relationship between compensation system and turnover intentions
Nemanja Berber, Dimitrije Gašić
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.

The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.

The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.

The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.

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The mediating role of employee commitment in the relationship between compensation system and turnover intentions10.1108/ER-05-2023-0270Employee Relations2024-03-25© 2024 Emerald Publishing LimitedNemanja BerberDimitrije GašićEmployee Relationsahead-of-printahead-of-print2024-03-2510.1108/ER-05-2023-0270https://www.emerald.com/insight/content/doi/10.1108/ER-05-2023-0270/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Industrial relations, the New Right and the praxis of mismanagementhttps://www.emerald.com/insight/content/doi/10.1108/ER-06-2023-0282/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of the article is to outline the insights provided by Alan Fox in Man Mismanagement in relation to the rise of the New Right political economy and the spread of unitarist managerialism. The article assesses the contemporary work and employment relations implications of mismanagement arising from a “second wave” of the New Right ideology from 2010 in the UK. Responding to the Special Issue on Alan Fox, the article focuses on Alan Fox's book Man Mismanagement, considering industrial relations developments arising between the 1st (1974b) and 2nd (1985) editions relating to the political rise of the New Right. It reviews various literature that illustrates the contemporary IR relevance of the book and Fox's insights. The New Right’s ideology has further fragmented work, disjointed labour rights and undermined collective industrial relations institutions, and macho mismanagement praxis is even more commonplace, compared to when Fox wrote Man Mismanagement. The stripping away of the institutional architecture of IR renders the renewal of pluralist praxis, like collective bargaining and other forms of joint regulation of work, a formidable task. The value of the article relates to the identification of dramatic historical industrial relations events and change in the UK in Alan Fox's book Man Mismanagement, most notably relating to the rise to power of the Thatcherite New Right in 1979. Originality is evidenced by the authors’ drawing on Fox's ideas and assessing the implications of the “second wave” of the New Right in the contemporary industrial relations (IR) context of the 2020s under the conceptual themes of fragmented work, disjointed labour rights and undermined collectivism.Industrial relations, the New Right and the praxis of mismanagement
Tony Dobbins, Tony Dundon
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of the article is to outline the insights provided by Alan Fox in Man Mismanagement in relation to the rise of the New Right political economy and the spread of unitarist managerialism. The article assesses the contemporary work and employment relations implications of mismanagement arising from a “second wave” of the New Right ideology from 2010 in the UK.

Responding to the Special Issue on Alan Fox, the article focuses on Alan Fox's book Man Mismanagement, considering industrial relations developments arising between the 1st (1974b) and 2nd (1985) editions relating to the political rise of the New Right. It reviews various literature that illustrates the contemporary IR relevance of the book and Fox's insights.

The New Right’s ideology has further fragmented work, disjointed labour rights and undermined collective industrial relations institutions, and macho mismanagement praxis is even more commonplace, compared to when Fox wrote Man Mismanagement. The stripping away of the institutional architecture of IR renders the renewal of pluralist praxis, like collective bargaining and other forms of joint regulation of work, a formidable task.

The value of the article relates to the identification of dramatic historical industrial relations events and change in the UK in Alan Fox's book Man Mismanagement, most notably relating to the rise to power of the Thatcherite New Right in 1979. Originality is evidenced by the authors’ drawing on Fox's ideas and assessing the implications of the “second wave” of the New Right in the contemporary industrial relations (IR) context of the 2020s under the conceptual themes of fragmented work, disjointed labour rights and undermined collectivism.

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Industrial relations, the New Right and the praxis of mismanagement10.1108/ER-06-2023-0282Employee Relations2024-01-29© 2024 Tony Dobbins and Tony DundonTony DobbinsTony DundonEmployee Relationsahead-of-printahead-of-print2024-01-2910.1108/ER-06-2023-0282https://www.emerald.com/insight/content/doi/10.1108/ER-06-2023-0282/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Tony Dobbins and Tony Dundonhttp://creativecommons.org/licences/by/4.0/legalcode
Changes in the labour market: the perceptions of Romanian employees regarding the use of telework in the post-pandemic periodhttps://www.emerald.com/insight/content/doi/10.1108/ER-06-2023-0317/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAlmost four years after the COVID-19 pandemic, the changes in the labour market and legislation, but also in people's lives, do not stop. At the same time, employees' perceptions regarding the change in the legislative and contractual framework, as well as in the working conditions and the use of telework, also change. Therefore, the aim of the paper is to identify the perceptions of employees regarding the use of telework in the post-pandemic period. The research was based on a survey carried out on 128 teleworkers in the post-pandemic period. The statistical hypotheses were tested using Kolmogorov–Smirnov and Kruskal–Wallis tests, multiple linear regression and pairwise comparison analysis. The results of the study demonstrate that the modification of the legislative and contractual framework and of the working conditions, as well as of the way of using information and communication technology in the post-pandemic era, generates a positive and significant impact on the use of telework by employees. Some of the main advantages valued by teleworkers included the possibility of benefitting from a flexible work schedule and the possibility of reducing transport costs. The study highlights the need to continuously develop and update labour policies and strategies in line with current and future labour market requirements, considering the implications of telework on the perceptions of employees, so that government organisations and managers who want to protect the rights and interests of teleworkers, aspects of their lives and organise an appropriate work environment manage to do so in order to achieve the expected results.Changes in the labour market: the perceptions of Romanian employees regarding the use of telework in the post-pandemic period
Mirela Cătălina Türkeş, Aurelia Felicia Stăncioiu, Mihai Cristian Orzan, Mariana Jugănaru, Roxana-Cristina Marinescu, Ion Dănuț Jugănaru
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

Almost four years after the COVID-19 pandemic, the changes in the labour market and legislation, but also in people's lives, do not stop. At the same time, employees' perceptions regarding the change in the legislative and contractual framework, as well as in the working conditions and the use of telework, also change. Therefore, the aim of the paper is to identify the perceptions of employees regarding the use of telework in the post-pandemic period.

The research was based on a survey carried out on 128 teleworkers in the post-pandemic period. The statistical hypotheses were tested using Kolmogorov–Smirnov and Kruskal–Wallis tests, multiple linear regression and pairwise comparison analysis.

The results of the study demonstrate that the modification of the legislative and contractual framework and of the working conditions, as well as of the way of using information and communication technology in the post-pandemic era, generates a positive and significant impact on the use of telework by employees. Some of the main advantages valued by teleworkers included the possibility of benefitting from a flexible work schedule and the possibility of reducing transport costs.

The study highlights the need to continuously develop and update labour policies and strategies in line with current and future labour market requirements, considering the implications of telework on the perceptions of employees, so that government organisations and managers who want to protect the rights and interests of teleworkers, aspects of their lives and organise an appropriate work environment manage to do so in order to achieve the expected results.

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Changes in the labour market: the perceptions of Romanian employees regarding the use of telework in the post-pandemic period10.1108/ER-06-2023-0317Employee Relations2024-02-21© 2023 Emerald Publishing LimitedMirela Cătălina TürkeşAurelia Felicia StăncioiuMihai Cristian OrzanMariana JugănaruRoxana-Cristina MarinescuIon Dănuț JugănaruEmployee Relationsahead-of-printahead-of-print2024-02-2110.1108/ER-06-2023-0317https://www.emerald.com/insight/content/doi/10.1108/ER-06-2023-0317/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Firm performance in the midst of the COVID-19 pandemic: the role of perceived organizational support during change and work engagementhttps://www.emerald.com/insight/content/doi/10.1108/ER-07-2022-0313/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestBy drawing on the perceived organizational support (POS) theory and the extended job demands-resources model (JD-R model), the aim of this study is to investigate the influence of different levels of organizational support during change (i.e. organizational level, supervisory level, coworker level) on firm financial performance and to explore the role of employee work engagement. Data were collected during the second outbreak of the COVID-19 pandemic in two waves, approximately 2 weeks apart. A total of 291 employees in the Greek telecommunication industry completed questionnaires examining the POS during change and consequently, their supervisors evaluated their work engagement. The research model was tested with the use of structural equation modeling. The research findings note the importance of different levels of organizational support during change; they describe how each level influences employees' work engagement as well as they confirm that employee work engagement mediates the relationship between POS during change and firm financial performance. Theoretical and practical implications of these findings are discussed. The results indicate that should firms manage to influence positively employees' work engagement by providing support at all levels during change, they may boost their financial performance. The research findings provide new insights into how POS and work engagement may influence firm financial performance. The originality of this study lies in the finding that employees' work engagement mediates the relationship between POS during change and firm financial performance. Further, the study was carried out in the Greek telecommunication industry during the second outbreak of the COVID-19 pandemic.Firm performance in the midst of the COVID-19 pandemic: the role of perceived organizational support during change and work engagement
Kleanthis K. Katsaros
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

By drawing on the perceived organizational support (POS) theory and the extended job demands-resources model (JD-R model), the aim of this study is to investigate the influence of different levels of organizational support during change (i.e. organizational level, supervisory level, coworker level) on firm financial performance and to explore the role of employee work engagement.

Data were collected during the second outbreak of the COVID-19 pandemic in two waves, approximately 2 weeks apart. A total of 291 employees in the Greek telecommunication industry completed questionnaires examining the POS during change and consequently, their supervisors evaluated their work engagement. The research model was tested with the use of structural equation modeling.

The research findings note the importance of different levels of organizational support during change; they describe how each level influences employees' work engagement as well as they confirm that employee work engagement mediates the relationship between POS during change and firm financial performance. Theoretical and practical implications of these findings are discussed.

The results indicate that should firms manage to influence positively employees' work engagement by providing support at all levels during change, they may boost their financial performance.

The research findings provide new insights into how POS and work engagement may influence firm financial performance. The originality of this study lies in the finding that employees' work engagement mediates the relationship between POS during change and firm financial performance. Further, the study was carried out in the Greek telecommunication industry during the second outbreak of the COVID-19 pandemic.

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Firm performance in the midst of the COVID-19 pandemic: the role of perceived organizational support during change and work engagement10.1108/ER-07-2022-0313Employee Relations2024-02-15© 2024 Emerald Publishing LimitedKleanthis K. KatsarosEmployee Relationsahead-of-printahead-of-print2024-02-1510.1108/ER-07-2022-0313https://www.emerald.com/insight/content/doi/10.1108/ER-07-2022-0313/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
HR directors in India: navigating institutional incoherence for HRM stability and changehttps://www.emerald.com/insight/content/doi/10.1108/ER-07-2023-0338/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to explore the strategic and evolving role of human resource management (HRM) directors within the context of underdeveloped institutional arrangements. The study focuses on India and conducts a comparative analysis of the roles of HRM directors in both multinational enterprises (MNEs) and domestic firms. Survey-based data from the HRM directors of 252 enterprises were gathered for the comparative analysis, including both multinational and domestic enterprises. HRM directors in MNEs lack the proficiency required to effectively fulfil their strategic role. In addition, there has been a notable shift in the responsibilities of HRM directors in MNEs, with increased emphasis on labour movements and trade union negotiations, as opposed to traditional human resource (HR) activities. This shift suggests that the role of HRM in MNEs operating in India has been influenced by local isomorphic forces, rather than following a “pendulum swing” between home and host country institutional pressures. The prevalence of informality in the Indian institutional arrangements may act as a strong counterforce to integrating the strategic agency of MNEs' home country HRM directors into the organizational structure. Despite facing resistance from the local institutional context, HRM directors in MNEs are responding with a pushback, prioritizing labour movements and trade union negotiations over core HRM activities. The study highlights the broader implications for theory and practice, shedding light on the challenges faced by HRM directors in navigating incoherent institutional arrangements. It emphasizes the need for a deeper understanding of local forces in shaping HRM practices within multinational settings. We contribute to the comparative HRM literature by elaborating on power struggles that HRM directors face amid the dichotomies of formal power and authority that are encoded in the organizational structure versus culturally contingent power that can be accrued from engaging in informality. We also highlight their engagement in prolonged institutional mediation and change, which serves as a compensatory mechanism for the institutional shortfalls they encounter within the context of emerging markets.HR directors in India: navigating institutional incoherence for HRM stability and change
Tamer K. Darwish, Osama Khassawneh, Muntaser Melhem, Satwinder Singh
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to explore the strategic and evolving role of human resource management (HRM) directors within the context of underdeveloped institutional arrangements. The study focuses on India and conducts a comparative analysis of the roles of HRM directors in both multinational enterprises (MNEs) and domestic firms.

Survey-based data from the HRM directors of 252 enterprises were gathered for the comparative analysis, including both multinational and domestic enterprises.

HRM directors in MNEs lack the proficiency required to effectively fulfil their strategic role. In addition, there has been a notable shift in the responsibilities of HRM directors in MNEs, with increased emphasis on labour movements and trade union negotiations, as opposed to traditional human resource (HR) activities. This shift suggests that the role of HRM in MNEs operating in India has been influenced by local isomorphic forces, rather than following a “pendulum swing” between home and host country institutional pressures. The prevalence of informality in the Indian institutional arrangements may act as a strong counterforce to integrating the strategic agency of MNEs' home country HRM directors into the organizational structure. Despite facing resistance from the local institutional context, HRM directors in MNEs are responding with a pushback, prioritizing labour movements and trade union negotiations over core HRM activities.

The study highlights the broader implications for theory and practice, shedding light on the challenges faced by HRM directors in navigating incoherent institutional arrangements. It emphasizes the need for a deeper understanding of local forces in shaping HRM practices within multinational settings.

We contribute to the comparative HRM literature by elaborating on power struggles that HRM directors face amid the dichotomies of formal power and authority that are encoded in the organizational structure versus culturally contingent power that can be accrued from engaging in informality. We also highlight their engagement in prolonged institutional mediation and change, which serves as a compensatory mechanism for the institutional shortfalls they encounter within the context of emerging markets.

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HR directors in India: navigating institutional incoherence for HRM stability and change10.1108/ER-07-2023-0338Employee Relations2024-03-29© 2024 Emerald Publishing LimitedTamer K. DarwishOsama KhassawnehMuntaser MelhemSatwinder SinghEmployee Relationsahead-of-printahead-of-print2024-03-2910.1108/ER-07-2023-0338https://www.emerald.com/insight/content/doi/10.1108/ER-07-2023-0338/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
“Is my voicing up linked to social pain I bear”: examining the correlates of internal whistleblowinghttps://www.emerald.com/insight/content/doi/10.1108/ER-07-2023-0378/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestUndertaking the theoretical lens of “The need to belong” theory, the present study intends to explore the aftermath of internal whistleblowing and the behavioral outcomes that follow by linking it to the literature on workplace ostracism, loneliness and intentions to quit. The respondents were hotel employees in the Delhi NCR region of northern India. A hypothesized sequential mediation model was tested on a sample of employees from a hotel using a three-wave time-lagged multistudy design. The findings of the study established that internal whistleblowing leads to intentions to quit via workplace ostracism and loneliness at work. The unique contribution of this study lies in understanding the underlying mechanisms and discussing the behavioral outcomes that follow post-whistleblowing. HR managers need to develop a work environment that protects whistleblowers and has a zero-tolerance policy against employees engaging in any form of retaliation or unethical business practices. Managers must be more proactive and sensitive to the social cues that will make them aware of the presence of acts of ostracism. Upon encountering such acts, managers can consider counseling employees engaging in such unhealthy practices.“Is my voicing up linked to social pain I bear”: examining the correlates of internal whistleblowing
Seep Sethi, Poornima Madan
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

Undertaking the theoretical lens of “The need to belong” theory, the present study intends to explore the aftermath of internal whistleblowing and the behavioral outcomes that follow by linking it to the literature on workplace ostracism, loneliness and intentions to quit.

The respondents were hotel employees in the Delhi NCR region of northern India. A hypothesized sequential mediation model was tested on a sample of employees from a hotel using a three-wave time-lagged multistudy design.

The findings of the study established that internal whistleblowing leads to intentions to quit via workplace ostracism and loneliness at work.

The unique contribution of this study lies in understanding the underlying mechanisms and discussing the behavioral outcomes that follow post-whistleblowing. HR managers need to develop a work environment that protects whistleblowers and has a zero-tolerance policy against employees engaging in any form of retaliation or unethical business practices. Managers must be more proactive and sensitive to the social cues that will make them aware of the presence of acts of ostracism. Upon encountering such acts, managers can consider counseling employees engaging in such unhealthy practices.

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“Is my voicing up linked to social pain I bear”: examining the correlates of internal whistleblowing10.1108/ER-07-2023-0378Employee Relations2024-03-26© 2024 Emerald Publishing LimitedSeep SethiPoornima MadanEmployee Relationsahead-of-printahead-of-print2024-03-2610.1108/ER-07-2023-0378https://www.emerald.com/insight/content/doi/10.1108/ER-07-2023-0378/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Equal employment opportunity and diversity in restaurant labor: perspectives of restaurant employees and managers in the USAhttps://www.emerald.com/insight/content/doi/10.1108/ER-08-2023-0445/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study was designed to contribute to the extant literature by discovering the perceptions of restaurant employees and managers toward equal opportunities in restaurant labor and working in a diversity-rich restaurant work environment. A qualitative research approach was utilized. Through in-depth interviews, data were collected purposefully from restaurant workers in different positions (e.g. managers, servers, chefs and cooks) in the USA. As a result of content analysis, different perspectives emerged on equal employment opportunity and diversity in restaurant labor. While some employees and managers believe that restaurant labor has equal employment opportunities, others think there is a lack of equal employment opportunity and partial equal employment opportunity in the industry. Most participants perceive working in a diversity-rich restaurant work environment as beneficial (an opportunity to learn about different cultures and an opportunity to learn different experiences and approaches). To the best of our knowledge, this is the first paper to explore employees' and managers' perceptions of equal employment opportunity and diversity in the hospitality labor context, specifically restaurant labor. Therefore, the research findings will create value for scholars to understand the view on equal employment opportunity and diversity in restaurant labor. Further, it will assist practitioners in designing their labor structure regarding equal employment opportunity and diversity management for the future.Equal employment opportunity and diversity in restaurant labor: perspectives of restaurant employees and managers in the USA
Faruk Seyitoğlu, Ozan Atsız, Ayşegül Acar
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study was designed to contribute to the extant literature by discovering the perceptions of restaurant employees and managers toward equal opportunities in restaurant labor and working in a diversity-rich restaurant work environment.

A qualitative research approach was utilized. Through in-depth interviews, data were collected purposefully from restaurant workers in different positions (e.g. managers, servers, chefs and cooks) in the USA.

As a result of content analysis, different perspectives emerged on equal employment opportunity and diversity in restaurant labor. While some employees and managers believe that restaurant labor has equal employment opportunities, others think there is a lack of equal employment opportunity and partial equal employment opportunity in the industry. Most participants perceive working in a diversity-rich restaurant work environment as beneficial (an opportunity to learn about different cultures and an opportunity to learn different experiences and approaches).

To the best of our knowledge, this is the first paper to explore employees' and managers' perceptions of equal employment opportunity and diversity in the hospitality labor context, specifically restaurant labor. Therefore, the research findings will create value for scholars to understand the view on equal employment opportunity and diversity in restaurant labor. Further, it will assist practitioners in designing their labor structure regarding equal employment opportunity and diversity management for the future.

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Equal employment opportunity and diversity in restaurant labor: perspectives of restaurant employees and managers in the USA10.1108/ER-08-2023-0445Employee Relations2024-03-18© 2024 Emerald Publishing LimitedFaruk SeyitoğluOzan AtsızAyşegül AcarEmployee Relationsahead-of-printahead-of-print2024-03-1810.1108/ER-08-2023-0445https://www.emerald.com/insight/content/doi/10.1108/ER-08-2023-0445/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Pluralism and corporate governance reformhttps://www.emerald.com/insight/content/doi/10.1108/ER-08-2023-0446/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe article considers the utility of a pluralist perspective in the context of current debates around UK corporate governance reform. Oxford School pluralism advanced both a description of how industrial relations (IR) operated in practice plus a prescription for how it should operate. Whilst economic conditions are different today, a pluralist framing provides not only a useful way of understanding interests in firm governance (description) but also a solid grounding for a pragmatic reform agenda (prescription). Drawing from key texts in the field, the article considers core concepts within pluralist discourse and discusses their relevance to contemporary policy debates. The article provides a short outline of recent economic and political developments and considers how a pluralist framing helps explain firm-level interests, challenging the dominant narrative of shareholder primacy. It then asks what policy interventions might flow from this analysis of capital and labour investments, and how feasible they are in the current UK context. This allows a discussion of levels of analysis (evident in materialist theories such as “radical pluralism” and the “disconnected capitalism thesis”). Finally, it reflects briefly on the links between corporate governance and wider patterns of inequality, suggesting the pluralist position is consistent with a Durkheimian sociology focusing on the potential in state-led regulatory interventions to tackle anomie and strengthen social solidarity. The article brings together literature from what are often treated as relatively discrete areas of enquiry (employment relations and corporate governance) and also considers the public policy implications of these connections.Pluralism and corporate governance reform
Chris Rees
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

The article considers the utility of a pluralist perspective in the context of current debates around UK corporate governance reform. Oxford School pluralism advanced both a description of how industrial relations (IR) operated in practice plus a prescription for how it should operate. Whilst economic conditions are different today, a pluralist framing provides not only a useful way of understanding interests in firm governance (description) but also a solid grounding for a pragmatic reform agenda (prescription).

Drawing from key texts in the field, the article considers core concepts within pluralist discourse and discusses their relevance to contemporary policy debates.

The article provides a short outline of recent economic and political developments and considers how a pluralist framing helps explain firm-level interests, challenging the dominant narrative of shareholder primacy. It then asks what policy interventions might flow from this analysis of capital and labour investments, and how feasible they are in the current UK context. This allows a discussion of levels of analysis (evident in materialist theories such as “radical pluralism” and the “disconnected capitalism thesis”). Finally, it reflects briefly on the links between corporate governance and wider patterns of inequality, suggesting the pluralist position is consistent with a Durkheimian sociology focusing on the potential in state-led regulatory interventions to tackle anomie and strengthen social solidarity.

The article brings together literature from what are often treated as relatively discrete areas of enquiry (employment relations and corporate governance) and also considers the public policy implications of these connections.

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Pluralism and corporate governance reform10.1108/ER-08-2023-0446Employee Relations2024-01-26© 2024 Emerald Publishing LimitedChris ReesEmployee Relationsahead-of-printahead-of-print2024-01-2610.1108/ER-08-2023-0446https://www.emerald.com/insight/content/doi/10.1108/ER-08-2023-0446/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awarenesshttps://www.emerald.com/insight/content/doi/10.1108/ER-09-2023-0476/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn the wake of labor shortages in the retail industry, there is value in highlighting a business case for employing neurodivergent individuals. Drawing on signaling theory, this study explores whether perceived neurodiversity management (neurodiversity policies and adjustments) helps enhance neurodiversity awareness and affective commitment and whether affective commitment leads to lower turnover intention. A cursory content analysis of publicly available documents of randomly selected four retail organizations was undertaken, which was followed by an online survey of the Australian retail workforce, leading to 502 responses from supervisors and employees. The content analysis shows that retail organizations barely acknowledge neurodiversity. The findings of the main study indicate that neurodiversity policies are positively associated with both neurodiversity awareness and affective commitment, while adjustments were positively linked to affective commitment. Moreover, affective commitment was negatively associated with turnover intention. Affective commitment also mediated the negative effects of neurodiversity policies and adjustments on turnover intention. This study supports, extends and refines signaling theory and social exchange theory. It addresses knowledge gaps about the perceptions of co-workers and supervisors in regard to neurodiversity management. It provides unprecedented evidence for a business case for the positive attitudinal outcomes of neurodiversity policies and adjustments. The findings can help managers manage neurodiversity for positive attitudinal outcomes.The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awareness
Muhammad Ali, Mirit K. Grabarski, Marzena Baker
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

In the wake of labor shortages in the retail industry, there is value in highlighting a business case for employing neurodivergent individuals. Drawing on signaling theory, this study explores whether perceived neurodiversity management (neurodiversity policies and adjustments) helps enhance neurodiversity awareness and affective commitment and whether affective commitment leads to lower turnover intention.

A cursory content analysis of publicly available documents of randomly selected four retail organizations was undertaken, which was followed by an online survey of the Australian retail workforce, leading to 502 responses from supervisors and employees.

The content analysis shows that retail organizations barely acknowledge neurodiversity. The findings of the main study indicate that neurodiversity policies are positively associated with both neurodiversity awareness and affective commitment, while adjustments were positively linked to affective commitment. Moreover, affective commitment was negatively associated with turnover intention. Affective commitment also mediated the negative effects of neurodiversity policies and adjustments on turnover intention.

This study supports, extends and refines signaling theory and social exchange theory. It addresses knowledge gaps about the perceptions of co-workers and supervisors in regard to neurodiversity management. It provides unprecedented evidence for a business case for the positive attitudinal outcomes of neurodiversity policies and adjustments. The findings can help managers manage neurodiversity for positive attitudinal outcomes.

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The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awareness10.1108/ER-09-2023-0476Employee Relations2024-02-26© 2024 Emerald Publishing LimitedMuhammad AliMirit K. GrabarskiMarzena BakerEmployee Relationsahead-of-printahead-of-print2024-02-2610.1108/ER-09-2023-0476https://www.emerald.com/insight/content/doi/10.1108/ER-09-2023-0476/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The role of social partners in facilitating return to work: a comparative analysis for Belgium and Italyhttps://www.emerald.com/insight/content/doi/10.1108/ER-10-2022-0476/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study explores how social partners contribute to the successful return to work (RTW) of individuals affected by chronic diseases, employing the framework of actor-centred institutionalism. This paper adopts a comparative case study methodology to assess the role of social partners in the workplace (re-)integration of people with chronic disease in Belgium and Italy, both of which represent well-developed industrial relations systems yet having different institutional and policy frameworks on RTW. Institutional factors are found to affect the type and degree of social partners' commitment and contribution to RTW. Differences in their commitment can be explained by their varied degrees of integration in public policy formation, which explain their different preferred stages of interactions in this field: national tripartite social dialogue for Belgium; and sectoral collective bargaining for Italy. Unsatisfactory outcomes of social partners’ contribution in facilitating RTW processes are attributed to the fragmentation of the legal framework and uneven development of collective bargaining in Italy. In Belgium, the authors find the presence of cumbersome RTW procedures downplaying the role of the worker representative. This paper adds empirical evidence to the limited literature on the role of social partners in facilitating RTW and sheds light on how to improve the current policy context. It suggests involving the social partners in the development of a comprehensive public policy framework, which should allow for an early, flexible and multi-stakeholder (re-)integration procedure following chronic disease.The role of social partners in facilitating return to work: a comparative analysis for Belgium and Italy
Ilaria Armaroli, Mehtap Akgüç
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study explores how social partners contribute to the successful return to work (RTW) of individuals affected by chronic diseases, employing the framework of actor-centred institutionalism.

This paper adopts a comparative case study methodology to assess the role of social partners in the workplace (re-)integration of people with chronic disease in Belgium and Italy, both of which represent well-developed industrial relations systems yet having different institutional and policy frameworks on RTW.

Institutional factors are found to affect the type and degree of social partners' commitment and contribution to RTW. Differences in their commitment can be explained by their varied degrees of integration in public policy formation, which explain their different preferred stages of interactions in this field: national tripartite social dialogue for Belgium; and sectoral collective bargaining for Italy. Unsatisfactory outcomes of social partners’ contribution in facilitating RTW processes are attributed to the fragmentation of the legal framework and uneven development of collective bargaining in Italy. In Belgium, the authors find the presence of cumbersome RTW procedures downplaying the role of the worker representative.

This paper adds empirical evidence to the limited literature on the role of social partners in facilitating RTW and sheds light on how to improve the current policy context. It suggests involving the social partners in the development of a comprehensive public policy framework, which should allow for an early, flexible and multi-stakeholder (re-)integration procedure following chronic disease.

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The role of social partners in facilitating return to work: a comparative analysis for Belgium and Italy10.1108/ER-10-2022-0476Employee Relations2024-01-12© 2023 Emerald Publishing LimitedIlaria ArmaroliMehtap AkgüçEmployee Relationsahead-of-printahead-of-print2024-01-1210.1108/ER-10-2022-0476https://www.emerald.com/insight/content/doi/10.1108/ER-10-2022-0476/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Do you prefer logging in? The relevance of the experience of telework for well-beinghttps://www.emerald.com/insight/content/doi/10.1108/ER-10-2022-0487/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe swift and unanticipated integration of telework by European companies due to COVID-19 gave rise to distinct features of telework. These attributes underscore the necessity of analysing its impact on employees’ well-being. This paper explores how telework experiences impact well-being by influencing work–life balance and job satisfaction. Additionally, it investigates whether employee preferences for telework are a contributing factor. Based on the data provided by the “living, working and COVID-19” e-survey, structural equation models (SEM) were used to test the hypotheses. Specifically, a multiple-mediation approach and path analyses were applied to measure the relationship between the variables under study. The moderating role of preference for telework was also tested. Key findings support that telework experience has a positive impact on well-being, both directly and indirectly, particularly via work–life balance. Although preference for telework strengthens the relationship between telework experience and well-being, it does not enhance the predictive power of the mediated model. These results have important implications from an applied perspective. Human capital departments as well as managers should design telework programmes to create a positive experience since this will ensure a positive influence on the perception of work–life balance, job satisfaction and well-being. COVID-19 as a sudden environmental constraint forced the implementation of telework without proper planning and training. Thus, how the employees experience this major change in their working conditions has affected their well-being. The present paper contributes to clarifying how the proposed variables relate under such constraints.Do you prefer logging in? The relevance of the experience of telework for well-being
Begoña Urien, Amaya Erro-Garcés
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

The swift and unanticipated integration of telework by European companies due to COVID-19 gave rise to distinct features of telework. These attributes underscore the necessity of analysing its impact on employees’ well-being. This paper explores how telework experiences impact well-being by influencing work–life balance and job satisfaction. Additionally, it investigates whether employee preferences for telework are a contributing factor.

Based on the data provided by the “living, working and COVID-19” e-survey, structural equation models (SEM) were used to test the hypotheses. Specifically, a multiple-mediation approach and path analyses were applied to measure the relationship between the variables under study. The moderating role of preference for telework was also tested.

Key findings support that telework experience has a positive impact on well-being, both directly and indirectly, particularly via work–life balance. Although preference for telework strengthens the relationship between telework experience and well-being, it does not enhance the predictive power of the mediated model.

These results have important implications from an applied perspective. Human capital departments as well as managers should design telework programmes to create a positive experience since this will ensure a positive influence on the perception of work–life balance, job satisfaction and well-being.

COVID-19 as a sudden environmental constraint forced the implementation of telework without proper planning and training. Thus, how the employees experience this major change in their working conditions has affected their well-being. The present paper contributes to clarifying how the proposed variables relate under such constraints.

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Do you prefer logging in? The relevance of the experience of telework for well-being10.1108/ER-10-2022-0487Employee Relations2024-02-19© 2024 Emerald Publishing LimitedBegoña UrienAmaya Erro-GarcésEmployee Relationsahead-of-printahead-of-print2024-02-1910.1108/ER-10-2022-0487https://www.emerald.com/insight/content/doi/10.1108/ER-10-2022-0487/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Coming to work with an illness: the role of high-involvement work systems and individual competence on presenteeismhttps://www.emerald.com/insight/content/doi/10.1108/ER-10-2022-0491/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to examine the effect of high-involvement work systems (HIWSs) on completing work and avoiding distraction as two dimensions of presenteeism. It also investigates competence as a mediator of the effect of HIWS on presenteeism. Data were collected from 343 Bangladeshi bank employees using an online survey. The partial least squares-structural equation modelling (PLS-SEM) was employed to assess the abovementioned linkages. The findings demonstrate HIWS directly avoid distraction but do not significantly impact the completing work dimension of presenteeism. The findings also indicate that competence mediates the effect of HIWS on completing work but not on avoiding distraction. Drawing on the job demands-resources (JD-R) model, this study empirically demonstrates the contrasting role of HIWS in completing work and avoiding distraction related to presenteeism. It also provides a novel perspective on the unexplored mediating mechanism of competence on the relationship between HIWS and presenteeism and offers new directions for HIWS and presenteeism research.Coming to work with an illness: the role of high-involvement work systems and individual competence on presenteeism
Md Shamirul Islam, Muslim Amin, Feranita Feranita, Jonathan Winterton
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to examine the effect of high-involvement work systems (HIWSs) on completing work and avoiding distraction as two dimensions of presenteeism. It also investigates competence as a mediator of the effect of HIWS on presenteeism.

Data were collected from 343 Bangladeshi bank employees using an online survey. The partial least squares-structural equation modelling (PLS-SEM) was employed to assess the abovementioned linkages.

The findings demonstrate HIWS directly avoid distraction but do not significantly impact the completing work dimension of presenteeism. The findings also indicate that competence mediates the effect of HIWS on completing work but not on avoiding distraction.

Drawing on the job demands-resources (JD-R) model, this study empirically demonstrates the contrasting role of HIWS in completing work and avoiding distraction related to presenteeism. It also provides a novel perspective on the unexplored mediating mechanism of competence on the relationship between HIWS and presenteeism and offers new directions for HIWS and presenteeism research.

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Coming to work with an illness: the role of high-involvement work systems and individual competence on presenteeism10.1108/ER-10-2022-0491Employee Relations2023-05-31© 2023 Emerald Publishing LimitedMd Shamirul IslamMuslim AminFeranita FeranitaJonathan WintertonEmployee Relationsahead-of-printahead-of-print2023-05-3110.1108/ER-10-2022-0491https://www.emerald.com/insight/content/doi/10.1108/ER-10-2022-0491/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Engaging chronically ill employees at work: the relationship between bundles of HR practices, perceived illness discrimination and work engagementhttps://www.emerald.com/insight/content/doi/10.1108/ER-11-2022-0501/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the role that four distinct bundles (developmental, utilisation, maintenance and accommodative) of HRM practices play in enhancing work engagement among chronically ill employees, and to analyse whether perceptions of discrimination on the grounds of illness can affect these relationships. The data were collected through a quantitative survey using a sample of 669 chronically ill employees of a major Italian company. This study's findings confirm the importance of discerning between positive, insignificant and negative effects of distinct HR bundles on chronically ill employees' work engagement. Furthermore, this study's results suggest that the positive effect of utilisation practices (i.e. practices aimed at enabling employees to make full use of existing, but not yet necessarily utilised, individual resources) on engagement is greater when chronically ill employees perceive a discrimination-free work environment. This study's findings confirm the importance of discerning between positive, no, and negative effects of distinct HR bundles on chronically ill employees' work engagement. Furthermore, this study's results suggest that the positive effect of utilisation practices (i.e. practices aimed at enabling employees to make full use of existing but not necessarily applied individual resources) on engagement is greater when chronically ill employees perceive a discrimination-free work environment. The study highlights those HR bundles that have the capacity to positively affect the work engagement of chronically ill employees, a minority group rarely considered in HRM studies. Furthermore, the research identifies perceived discrimination on the grounds of illness as a contextual condition that may hinder the otherwise positive effect of HRM practices on the engagement of workers suffering from a chronic illness.Engaging chronically ill employees at work: the relationship between bundles of HR practices, perceived illness discrimination and work engagement
Laura Innocenti, Silvia Profili, Alessia Sammarra
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to examine the role that four distinct bundles (developmental, utilisation, maintenance and accommodative) of HRM practices play in enhancing work engagement among chronically ill employees, and to analyse whether perceptions of discrimination on the grounds of illness can affect these relationships.

The data were collected through a quantitative survey using a sample of 669 chronically ill employees of a major Italian company.

This study's findings confirm the importance of discerning between positive, insignificant and negative effects of distinct HR bundles on chronically ill employees' work engagement. Furthermore, this study's results suggest that the positive effect of utilisation practices (i.e. practices aimed at enabling employees to make full use of existing, but not yet necessarily utilised, individual resources) on engagement is greater when chronically ill employees perceive a discrimination-free work environment.

This study's findings confirm the importance of discerning between positive, no, and negative effects of distinct HR bundles on chronically ill employees' work engagement. Furthermore, this study's results suggest that the positive effect of utilisation practices (i.e. practices aimed at enabling employees to make full use of existing but not necessarily applied individual resources) on engagement is greater when chronically ill employees perceive a discrimination-free work environment.

The study highlights those HR bundles that have the capacity to positively affect the work engagement of chronically ill employees, a minority group rarely considered in HRM studies. Furthermore, the research identifies perceived discrimination on the grounds of illness as a contextual condition that may hinder the otherwise positive effect of HRM practices on the engagement of workers suffering from a chronic illness.

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Engaging chronically ill employees at work: the relationship between bundles of HR practices, perceived illness discrimination and work engagement10.1108/ER-11-2022-0501Employee Relations2023-07-28© 2023 Laura Innocenti, Silvia Profili and Alessia SammarraLaura InnocentiSilvia ProfiliAlessia SammarraEmployee Relationsahead-of-printahead-of-print2023-07-2810.1108/ER-11-2022-0501https://www.emerald.com/insight/content/doi/10.1108/ER-11-2022-0501/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Laura Innocenti, Silvia Profili and Alessia Sammarrahttp://creativecommons.org/licences/by/4.0/legalcode
Bridging return to work after diagnosis of chronic disease with social dialogue: a conceptual and analytical frameworkhttps://www.emerald.com/insight/content/doi/10.1108/ER-11-2022-0524/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper makes a conceptual contribution by intersecting two strands of literature (return to work following health issues and industrial relations) to facilitate our understanding of the potential role of social dialogue in supporting return to work (RTW) following the diagnosis of a chronic illness. It conceptualises the levels and channels through which various actors and their interactions may play a role in RTW facilitation within the actor-centred institutional framework. The paper uses an exploratory design based mainly on desk research but is also informed by roundtable discussions done in six countries as part of a larger project. The conceptual and analytical framework (CAF) is developed to explain how various actors interact together in ways shaped by the RTW policy framework and the industrial relations systems, resulting in a continuum of RTW facilitation situations. There is limited research on return-to-work policies following diagnosis of chronic illness from a comprehensive actor-oriented perspective. The existing literature usually focusses on just one stakeholder, overlooking the role of social dialogue actors. By bridging the two streams of literature and incorporating all potential actors and their interactions in a unitary model, the proposed framework provides a valuable tool to further discuss how successful RTW after a diagnosis of chronic illness can be facilitated.Bridging return to work after diagnosis of chronic disease with social dialogue: a conceptual and analytical framework
Adela Elena Popa, Marta Kahancová, Mehtap Akgüç
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper makes a conceptual contribution by intersecting two strands of literature (return to work following health issues and industrial relations) to facilitate our understanding of the potential role of social dialogue in supporting return to work (RTW) following the diagnosis of a chronic illness. It conceptualises the levels and channels through which various actors and their interactions may play a role in RTW facilitation within the actor-centred institutional framework.

The paper uses an exploratory design based mainly on desk research but is also informed by roundtable discussions done in six countries as part of a larger project.

The conceptual and analytical framework (CAF) is developed to explain how various actors interact together in ways shaped by the RTW policy framework and the industrial relations systems, resulting in a continuum of RTW facilitation situations.

There is limited research on return-to-work policies following diagnosis of chronic illness from a comprehensive actor-oriented perspective. The existing literature usually focusses on just one stakeholder, overlooking the role of social dialogue actors. By bridging the two streams of literature and incorporating all potential actors and their interactions in a unitary model, the proposed framework provides a valuable tool to further discuss how successful RTW after a diagnosis of chronic illness can be facilitated.

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Bridging return to work after diagnosis of chronic disease with social dialogue: a conceptual and analytical framework10.1108/ER-11-2022-0524Employee Relations2024-03-26© 2024 Emerald Publishing LimitedAdela Elena PopaMarta KahancováMehtap AkgüçEmployee Relationsahead-of-printahead-of-print2024-03-2610.1108/ER-11-2022-0524https://www.emerald.com/insight/content/doi/10.1108/ER-11-2022-0524/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Boundaryless career orientation and Internet professionals' grievance strategies: evidence from Chinahttps://www.emerald.com/insight/content/doi/10.1108/ER-12-2022-0551/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article aims to examine the role of boundaryless career orientation in influencing Internet professionals' strategies toward workplace problems in China's Internet companies, which feature prominent problems including excessive overwork. It addresses one question: how do Chinese Internet professionals make grievance strategies? This article draws on qualitative data based on semi-structured, in-depth interviews with 134 employees from 6 representative Chinese Internet companies. The data were collected during 2018-2021 and analyzed with a grounded theory approach. This article highlights the role of boundaryless career orientation in explaining Chinese Internet professionals' strategies toward workplace grievances. The author develops a comprehensive model to illustrate how boundaryless career orientation influences four grievance strategies namely, strategic compliance, exit, dissent expression and resistance that correspond to four different motives to advance the professionals' boundaryless career: learning, transferring, relieving and resolving. Internet professionals choose different grievance strategies based on how each option can benefit their boundaryless career goals. This article is one of the first to bring in boundaryless career orientation as a key factor in explaining Chinese Internet professionals' grievance strategies. It provides a fuller picture than previous studies by showing wide varieties of professionals' grievance behaviors. The finding of high-level boundaryless career orientation among Internet professionals offers insights on how companies can improve employment relations by improving career management practices.Boundaryless career orientation and Internet professionals' grievance strategies: evidence from China
Xiaojing Zheng
Employee Relations, Vol. ahead-of-print, No. ahead-of-print, pp.-

This article aims to examine the role of boundaryless career orientation in influencing Internet professionals' strategies toward workplace problems in China's Internet companies, which feature prominent problems including excessive overwork. It addresses one question: how do Chinese Internet professionals make grievance strategies?

This article draws on qualitative data based on semi-structured, in-depth interviews with 134 employees from 6 representative Chinese Internet companies. The data were collected during 2018-2021 and analyzed with a grounded theory approach.

This article highlights the role of boundaryless career orientation in explaining Chinese Internet professionals' strategies toward workplace grievances. The author develops a comprehensive model to illustrate how boundaryless career orientation influences four grievance strategies namely, strategic compliance, exit, dissent expression and resistance that correspond to four different motives to advance the professionals' boundaryless career: learning, transferring, relieving and resolving. Internet professionals choose different grievance strategies based on how each option can benefit their boundaryless career goals.

This article is one of the first to bring in boundaryless career orientation as a key factor in explaining Chinese Internet professionals' grievance strategies. It provides a fuller picture than previous studies by showing wide varieties of professionals' grievance behaviors. The finding of high-level boundaryless career orientation among Internet professionals offers insights on how companies can improve employment relations by improving career management practices.

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Boundaryless career orientation and Internet professionals' grievance strategies: evidence from China10.1108/ER-12-2022-0551Employee Relations2023-10-31© 2023 Emerald Publishing LimitedXiaojing ZhengEmployee Relationsahead-of-printahead-of-print2023-10-3110.1108/ER-12-2022-0551https://www.emerald.com/insight/content/doi/10.1108/ER-12-2022-0551/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited