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Sargeant, Malcolm - In: Employee Relations 23 (2001) 5, pp. 483-497

employees can lead to weak and ineffective legislation. Rather than having a model of mutuality of interests, it might be … rights to employees. …

Persistent link: https://www.econbiz.de/10014730938

Managing New Technology and Workplace Relations

Willcocks, Leslie; Mason, David - In: Employee Relations 12 (1990) 3, pp. 3-11

How have managers handled the industrial relations ramifications of information technology? There is a diversity of approaches within an overall framework of employee acceptance of the need for technological change. However, the introduction of ew technology is rarely handled strategically in...

Persistent link: https://www.econbiz.de/10014731387

Managing Employee Assistance Programmes

Schmidenberg, Olive C.; Cordery, John L. - In: Employee Relations 12 (1990) 1, pp. 7-12

An in‐depth, qualitative study of managers and accountants in a large Australian metropolitan banking organisation investigated the problems experienced by those responsible for the implementation of their organisation′s Employee Assistance Programme (EAP) guidelines. Two major elements were...

Persistent link: https://www.econbiz.de/10014732681

Employee commitment: academic vs practitioner perspectives

Shepherd, Jeryl L.; Mathews, Brian P. - In: Employee Relations 22 (2000) 6, pp. 555-575

Employee commitment has been extensively researched by academics. Theories about commitment towards the organisation have enjoyed much interest. The concept is a central part of HR models. Research to date, however, has not examined the extent to which such “academic” perspectives are...

Persistent link: https://www.econbiz.de/10014730919

Tourism employment: contingent work or professional career?

Hjalager, Anne‐Mette; Andersen, Steen - In: Employee Relations 23 (2001) 2, pp. 115-129

employees and entrepreneurs possessing a formal degree or diploma of some kind. Investigates the profile of employees with … dedicated training and finds that their educational background does not give them any particular advantages vis‐à‐vis employees … with less relevant qualifications. The retention of employees is a critical problem in Danish tourism, but while turnover …

Persistent link: https://www.econbiz.de/10014730926

Size and HRM in the Spanish manufacturing industry

Bayo‐Moriones, José Alberto; Merino‐Díaz de … - In: Employee Relations 23 (2001) 2, pp. 188-207

Attempts to discover any possible links between company size and the handling of human resource management (HRM) in the … their fuller development in larger sized firms. Some areas of human resource management, however, such as job description …

Persistent link: https://www.econbiz.de/10014730930

Change, HRM and the voluntary sector

Kellock Hay, Gillian; Beattie, Rona S.; Livingstone, Ron; … - In: Employee Relations 23 (2001) 3, pp. 240-256

of traditional literature on change management and assesses its relevance for the voluntary sector. Investigates … empirical study into the change management experiences of a voluntary sector umbrella body. Concludes with key HRM lessons for …

Persistent link: https://www.econbiz.de/10014730933

The employment law implications of charity mergers

Morris, Debra - In: Employee Relations 23 (2001) 3, pp. 271-289

because the law which protects employees when organisations merge is not clear. The application of the relevant legal …

Persistent link: https://www.econbiz.de/10014730934

Downsizing: employee threat or opportunity?

Dewettinck, Koen; Buyens, Dirk - In: Employee Relations 24 (2002) 4, pp. 389-402

This paper reports on a study of the employment implications of different downsizing approaches using 19 case studies of Belgian organizations recently confronted with downsizing. Based on the results of this empirical study, a two‐dimensional categorization model is developed. The first...

Persistent link: https://www.econbiz.de/10014730960

Norwegian workforce involvement in safety offshore

Hart, Susan M. - In: Employee Relations 24 (2002) 5, pp. 486-499

Highlights Norwegian regulatory framework with its employee participation tradition. Posits a response of the UK government was the introduction of new offshore regulations with a required need for safety meetings and elected safety representatives. Recognizes, in Canada, that moving into the...

Persistent link: https://www.econbiz.de/10014730964

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