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This paper examines coworker networks in the American, Chinese, German, and Spanish divisions of a global retail bank. Because the bank has standardized structure and policies across countries, it is [...]

A process of value creation that links organizational learning, social relations and HRM with focus on knowledge flows across various employee groups in the HR architecture is discussed. The way in which each of the archetypes occurs in the context of HR architecture and many implications of the framework are provided.

Byline: Ted Shore (1,3), Thomas Sy (2), Judy Strauss (2) Keywords: leader responsiveness; equity sensitivity Abstract: This study investigated the relationships between leader responsiveness to employee requests and employee attitudes and behaviors in a sample of managers and their subordinates. Additionally, the study investigated the moderating effect of an individual difference variable (equity sensitivity), on the relationships between leader responsiveness and employee attitudes and behaviors. Leader responsiveness related significantly with job satisfaction, organizational commitment, and organizational citizenship behavior. Furthermore, equity sensitivity moderated the relationships between leader responsiveness and job satisfaction. Entitleds reported lower job satisfaction when manager fulfillment of employee requests was low than did Benevolents, whereas differences were minimal when manager request fulfillment was high. Implications of the findings were discussed. Author Affiliation: (1) College of Business Administration, California State University, San Marcos, San Marcos, USA (2) College of Business Administration, California State University, Long Beach, Long Beach, USA (3) College of Business Administration, California State University, San Marcos, 333 S. Twin Oaks Valley Rd, San Marcos, CA, 92096, USA Article History: Registration Date: 21/07/2006 Online Date: 22/08/2006

The management strategies and human resource policies of low cost carrier airlines are discussed.

The binding decisions of the Federal Service Impasses Panel are examined through logistic regression and discriminate function analysis. A sample of eighty-four issues decided by the Panel between 1987 and 1999 were coded for content to identify factors influencing Panel decision making. Seven standards are posited as having influence over Panel decisions. The article concludes that the decision processes of the Panel are subject to various arguments used by labor and management, and the impact of these processes on Panel decision making varies by party. Further, final offer procedures are the dominant procedure used by the Panel. Finally, it appears the Panel may weight the arguments of the parties differently depending on the issue in dispute. Keywords: federal sector labor relations, final offer arbitration, interest arbitration, public sector labor relations

The most effective ways to increase the level of high-quality employment are to increase public investment and to re-create corporatist decision-making structures, and Australia needs economic activity which can compensate for the employment and value-enhancing industries lost since 1974. Australia once enjoyed merits in their ability to value and employ people other than in the narrow context of labor market, and if the existing 'reforms' persist, the new experiment will be able to undermine the standards of social wealth, employment and decency that remain.

This article contrasts supporting partnerships through relational contracting and supporting partnerships through formal legal institutions. A large population of players interact in bilateral relationships. Efficiency requires cooperation, but cheating yields a higher short-term payoff. There is a positive probability that the maximum feasible payoff available to a partnership decreases. Opportunistic behavior makes it impossible to realize the efficient outcome. A legal system can lead to efficient contracting. Without such a system, productive relationships arise in equilibrium if it is costly to initiate new relationships. This type of relational contracting tends to make partnerships last longer than is efficient.

Given the ethnic dimension of much conflict, it is time to acknowledge the ethnic factor in the field of employment, and the manner in which material conflicts can be articulated in identity terms. Identifications that transcend class, for example, in emphasising the commonality of ethnic identity, can serve not only to obscure intra-group class divisions under the veil of cultural closure, but also to foreclose the potential for inter-group class identification. Indeed, studies of employee relations in Europe often make little mention of ethnic diversity, despite the ethnic diversity within various countries. Studies of Asia, on the other hand, mainly focus on the relatively culturally homogeneous societies of South Korea and Japan. In most of these studies, the state (and capital) has often been seen as overly uniform and monolithic, rather than as shifting, transient and fragmented. Furthermore, the establishment and growth of first-and subsequent-generation citizens implies that a more nuanced analysis will be required of not only labour, but of the state (and capital) as well., 1. Introduction The events unleashed by the fall of the Berlin Wall, and by the subsequent opening-up of the former command economies together with the rapid extension of the neoliberal [...]

Multi-level models are investigated to examine how one form of employee involvement (teams) is used at the job levels. The results suggest that despite their potential for good, teams may be increasing inequality or threatening the job rewards that human capital often brings.

Each workplace operates within a cultural context in which local features of interaction influence how employees conceptualize their workplace self. Building on small-group research, I argue that understanding these idiocultures as action arenas helps to specify how group knowledge, practices, and beliefs are expressed and affect occupational identity. To demonstrate the power of microcultures, I analyzed local offices of the National Weather Service (NWS) through ethnographic methods. I focused on the Chicago office, demonstrating how its culture, which emphasizes autonomy and resistance to authority, shapes the staff's images of scientific practice and the contours of being a scientist. The culture is revealed in their joking relations as well as in other office traditions. I then compared this culture with that of Flowerland, a spin-up office established in the 1990s. These two offices use their cultures to differentiate themselves, creating distinct work practices. As all work groups have local cultures, giving greater attention to small-group dynamics helps us understand how workers define themselves, how cultures differ, and how the effects of these differences shape the experience of work.

Verbal and nonverbal impression management (IM) tactics used by promotional candidates were examined across several structured assessment center exercises that differ in the competency demands placed on candidates. It was observed that IM tactics had strongest effects on assessor evaluations when greater demands were emphasized on interpersonal skills than depending primarily on technical skills.

A framework to examine the effects of retaking tests in operational selection settings, emphasizing on within-person and between-person retest effects. It is analyzed that the same test score leads to higher levels of performance for those passing on the first attempt than for those passing on the second attempt

The validity of work sample tests is analyzed for predicting job performance and review of all work sample literature. It is suggested that the level of validity for work sample tests is not as large as thought and a summary of the relationship of work sample exams to measures of general cognitive ability is presented.

The effects of trade unions on workplace management-employee relations in Britain, vary with institutional arrangements in relation to bargaining and lay representation. The union effect common across employers and employees is poorer perceptions of employment relations where union coverage is at the level known to generate a union wage premium.

This paper considers the institutional arrangements and labor market forces that interacted in the construction of America's transcontinental railroad. The demand for Chinese laborers on the transcontinental railroad was a product of a complex set of relationships, including the transaction costs of turnover costs, labor queuing and demand-side learning. Institutions that facilitated the supply of Chinese workers included the Chinese Six Companies. The influences of external factors, such as the discovery of gold in California, construction of America's transcontinental railroad, and racial prejudice are also considered. (JEL: J 150, J 220, J 610, J 700, N 200, N 210, N 250)

The role and importance of cooperation and the relationship between the interorganizational networks (ION) are analyzed. The analysis suggests that the ION is structured in ways that capture the benefits of formalization, density, intensity and centrality while avoiding their negative effects on cooperation.

The relationships among subordinate-manager gender combinations, perceived leadership style, experienced frustration and optimism, organization-based self-esteem and organizational commitment are investigated with the help of a new theoretical model. The model is tested within the context of a Bayesian network and the results indicate that the gender combination is independent of leadership style and has a direct impact on subordinates' levels of frustration and optimism.

The tourism and hospitality industry is perceived as being a major contributor to employment growth in Australia and in north-east New South Wales (NSW) in particular. Despite the importance of [...]

The concept of psychological similarity through shared meanings, in relation to the maintenance and development of self efficacy beliefs in the organizational settings of the corporate and not-for-profit sector is studied. It is found that work-based relationships in which the individuals are psychologically similar are more likely to support the maintenance and development of self efficacy beliefs.

ABSTRACT Using a new measure of labor market freedom from the Economic Freedom of the World Report, 2001, the authors estimate the impact of labor market regulations in 16 OECD [...]

A study is done to integrate compatible, yet fragmented research streams, related to the association among environmental change, managerial characteristics, strategic orientation, and organizational performance. The results reveal that managerial perception of environmental changes influences the strategic adaptive response of the organization and the selection of top managers.

I. Introduction President John F. Kennedy set the federal labor relations process in motion when he issued Executive Order 10988, creating both the right of federal employees to organize and [...]

I. Predicting the Future of the Public Sector It is impossible to discuss the future of labor relations in the public sector without considering the future of the public sector [...]