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Ian Kessler - One of the best experts on this subject based on the ideXlab platform.
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Serving two organizations: exploring the Employment Relationship of contracted employees
Human Resource Management, 2006Co-Authors: Jacqueline A-m. Coyle-shapiro, Paula C. Morrow, Ian KesslerAbstract:Although growth has occurred in contract Employment arrangements both in the public and private sectors, scant research has been conducted on the organizations and employees affected by these arrangements.This study examines the Employment Relationship of long-term contracted employees using a social exchange framework. Specifically, we examine the effects of employee perceptions of organizational support from contracting and client organizations on their (a) affective commitment to each organization and (b) service-oriented citizenship behavior. We also examine whether felt obligation toward each organization mediates this Relationship. Our sample consists of 99 long-term contracted employees working for four contracting organizations that provide services to the public on behalf of a municipal government. Results indicate that the antecedents of affective commitment are similar for the client and contracting organization. Employee perceptions of client organizational supportiveness were positively related to felt obligation and commitment to the client organization. Client felt obligation mediated the effects of client perceived organizational support (POS) on the participation dimension of citizenship behavior. Our study provides additional support for the generalizability of social exchange processes to nontraditional Employment Relationships. Implications for managing long-term contracted employees are discussed.
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serving two organizations exploring the Employment Relationship of contracted employees
LSE Research Online Documents on Economics, 2006Co-Authors: Jacqueline Am Coyleshapiro, Paula C. Morrow, Ian KesslerAbstract:It is widely assumed in academic and policy circles that younger children are more influenced by advertising than are older children. By reviewing empirical findings in relation to advertising and children's food choice, it is argued that this assumption is unwarranted. The findings do not suggest that young children are more affected by advertising than are teenagers, even though the latter are more media literate. This article critically examines the theoretical gap in the literature regarding the Relationship between advertising literacy and advertising effects. By applying a dual process model of cognitive persuasion, it is shown that the evidence is more consistent with the argument that different processes of persuasion are effective at different ages, precisely because literacy levels vary with age. Recommendations for future research on the effects of advertising on children, together with the implications for policies of regulating advertising to young children and of media literacy interventions, are identified.
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the Employment Relationship in the u k public sector a psychological contract perspective
Journal of Public Administration Research and Theory, 2003Co-Authors: Jacqueline Am Coyleshapiro, Ian KesslerAbstract:The management of public servants has assumed increasing importance as public-service organizations are confronted with a rise in the demand for high-quality services in the context of limited resources. Much of the research on the treatment of public servants has focused on the notion of public-service motivation and whether the motives of public servants differ from those of private-sector employees. However, an organization's need to harness positive employee attitudes and behaviors as a means of coping with the pressures on public-service delivery encourages a focus on the factors influencing these attitudes and behaviors within the sector. We address this issue by drawing upon a psychological contract framework, which captures employee perceptions of the reciprocal exchange between employer and employee. This study investigates the Relationship between the psychological contract and two outcomes: organizational commitment and organizational citizenship behavior using survey responses from 5,709 employees. The results support the underlying proposition that public-sector employees reciprocate the treatment they receive from their employers. Consequently, we argue that the psychological contract framework has some value in enhancing our understanding of public servants' attitudes and behaviors. We discuss the implications of our findings for the management of public servants, and we suggest that future research integrate individual predispositions and situational factors to provide a more comprehensive understanding of public servants' attitudes and behaviors.
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consequences of the psychological contract for the Employment Relationship a large scale survey
Journal of Management Studies, 2000Co-Authors: Jacqueline Am Coyleshapiro, Ian KesslerAbstract:The renewed interest in the concept of the psychological contract has come to the fore in attempts to describe, understand and predict the consequences of changes occurring in the Employment Relationship. Recognizing that the Employment Relationship includes two parties to the exchange process, we set out to examine the content and state of the psychological contract from both the employee and employer perspective. The two perspectives permit an examination of the mutuality of obligations, which has not received much empirical attention to date. The research methodology consists of two surveys conducted in a large local authority directly responsible and accountable for a range of public services including education, environmental health and social care to the local population. The key findings suggest that the majority of employees have experienced contract breach. This view is also supported by managers, as representatives of the employer, who further indicate that the organization, given its external pressures, is not fulfilling its obligations to employees to the extent that it could. Overall, the results indicate that employees are redressing the balance in the Relationship through reducing their commitment and their willingness to engage in organizational citizenship behaviour when they perceive their employer as not having fulfilled its part in the exchange process.
Antonio Aloisi - One of the best experts on this subject based on the ideXlab platform.
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regulation and the future of work the Employment Relationship as an innovation facilitator
International Labour Review, 2020Co-Authors: Antonio Aloisi, Valerio De StefanoAbstract:Digital transformation and the reorganization of the firm have given rise to new forms of work that diverge significantly from the standard Employment Relationship. Advocates of digital disruption suggest that the existing legal framework cannot accommodate “innovative” working templates and business models. This article, however, argues that labour regulation can continue to facilitate innovation, presenting the Employment Relationship as a flexible instrument, and standard forms of Employment as the means of achieving efficiencies and cost advantages. First, they allow for the full exercise of managerial prerogative and attendant internal flexibility in workforce deployment, and, second, they constitute an effective device to deliver training and develop skills.
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regulation and the future of work the Employment Relationship as an innovation facilitator
Social Science Research Network, 2020Co-Authors: Antonio Aloisi, Valerio De StefanoAbstract:Digital transformation and the reorganization of the firm have given rise to new forms of work that diverge significantly from the standard Employment Relationship. Advocates of digital disruption suggest that the existing legal framework cannot accommodate “innovative” working templates and business models. This article, however, argues that labor regulation can continue to facilitate innovation, presenting the Employment Relationship as a flexible instrument, and standard forms of Employment as the means of achieving efficiencies and cost advantages. First, they allow for the full exercise of managerial prerogative and attendant internal flexibility in workforce deployment, and, second, they constitute an effective device to deliver training and develop skills. The first section provides a summary of the current debate regarding the implications of digital transformation and its impact on labor regulation. In particular, after describing the processes of digital transformation, the vertical disintegration of the firm and “platformization” – often resulting in a situation of “disorganization of labor law” – we argue that some self-proclaimed change-makers present a rather distorted picture of flexible innovation, based on cost-cutting, risk-shifting and the misapplication of legal provisions. The second section takes a critical approach in tracing the socio-economic foundations and organizational justifications of labor institutions. Rebutting the allegation that the existing legal frameworks are unsuitable for dealing with changing needs and unforeseen situations, we claim that the Employment Relationship goes hand in hand with the development of the modern enterprise, since it confers managerial powers to the employer, thereby supporting adaptable organizational needs. The third section concludes by claiming that flexibility is embedded in the Employment Relationship. When it comes to boosting innovation and competitiveness, there are a number of alternative measures to be implemented instead of tolerating fraudulent practices aimed at circumventing the manifold labor-related responsibilities to the detriment of workers, partners and competitors.
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Facing the Challenges of Platform-Mediated Labour: The Employment Relationship in Times of Non-Standard Work and Digital Transformation
SSRN Electronic Journal, 2018Co-Authors: Antonio AloisiAbstract:This dissertation focuses on digital platforms and apps connecting pools of workers, employers and clients instantaneously. These working arrangements call into question the suitability and effectiveness of the current Employment legislation. The emerging literature reveals pervasive commands, reinforced surveillance, constant monitoring, arbitrary disciplinary action and very little or no workers’ discretion in deciding how to complete a task. Standard methods of social science research and legal analysis are applied in the investigation, accompanied by a strong interdisciplinary approach. With a law-in-context methodology, this study revolves around four main sections, each of them looking at platform-mediated work from a particular angle. After describing the theoretical antecedents of hierarchical outsourcing and relational contracts, Section 1 contributes to the literature on the “nature” of the “non-standard firm” by applying the economic analysis of transaction costs. Building on models on the disarticulation of the employing entity and the pulverisation of work-related responsibilities, this chapter conceptualises the prototypical business model of these new economic and social actors. The expression “Cerberus firm” is used to define a network company built as an online middleman that reduces information asymmetries, minimises organisational costs and engages a pool of providers (virtually recruited, effectively directed and persistently disciplined) through rapid transactions on the market with an authoritative attitude. Section 2 carries out a critical scrutiny of two myths: technological displacement and the crisis of the standard Employment Relationship. This assessment also requires looking into the contractual arrangements. The typologies of Employment generated by the on-demand economy are part of a broader class of non-standard forms of work emerging from digitalisation. These organisational patterns manifestly exclude workers from Employment protections and social security benefits. Accordingly, a picture of the spread of precarious Employment is drawn, by taking into account as many alternative working formats as possible including self-Employment work, economically dependent self-Employment and disguised Employment Relationship. This review concludes by representing the Employment Relationship as a resilient and flexible tool, capable of adapting to the incessantly changing nature of production systems. Section 3 maps a kaleidoscopic array of app-distributed arrangements, clustering the findings into three main subsets (passenger transport services, professional crowdsourcing, on-demand work at the client’s premises). In doing so, the Relationship between a worker and the platform is assessed along five main critical stages of the process, starting with the registration and ending with the payment. Several initiatives aimed at promoting fair and decent work in the collaborative economy are scrutinised, namely (i) the European Commission’s Communication 356/2016, (ii) the principles enshrined in the European Pillar of Social Rights, and (iii) the ruling by the European Court of Justice on the nature of the service provided by Uber. Furthermore, existing regulatory schemes, ranging from the Directives on atypical Employment to other casual work templates, are assessed to test their resilience against this background. Section 4 investigates the legal status of platform-coordinated workers by considering what is at stake in pending litigations. In the end, this dissertation intends to “normalise” the discourses surrounding the digital transformation of work, by also contrasting the sense that new realities of work have outgrown legal concepts. This thesis argues that, before exploring captivating hypotheses for reforms, lawyers and scholars must seek to square this fast-evolving phenomenon with the existing legal framework. There is indeed the need for a balance between safeguarding social rights and unleashing authentic societal improvements. Several available legal notions and tools, which can adequately address this challenge, are discussed with a view of advancing a tentative regulative framework of platform-mediated labour.
Bruce E. Kaufman - One of the best experts on this subject based on the ideXlab platform.
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the theoretical foundation of industrial relations and its implications for labor economics and human resource management
Industrial and Labor Relations Review, 2010Co-Authors: Bruce E. KaufmanAbstract:The author identifies the core principle that forms the theoretical and policy foundation for the field of industrial relations—labor is embodied in human beings and is not a commodity—and argues that the field's two central dependent variables are labor problems and the Employment Relationship. Next, he uses this core principle, along with complementary ideas from institutional economics, to develop a theoretical framework that not only explains the nature of the Employment Relationship and labor problems but also reveals shortcomings in related theories from labor economics and human resource management. Finally, this framework is used to derive the “fundamental theorem†of industrial relations, demonstrate that optimal economic performance occurs in a mixed economy of imperfect labor markets and organizations, and show that a certain amount of labor protectionism promotes economic efficiency and human welfare.
Jacqueline Am Coyleshapiro - One of the best experts on this subject based on the ideXlab platform.
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serving two organizations exploring the Employment Relationship of contracted employees
LSE Research Online Documents on Economics, 2006Co-Authors: Jacqueline Am Coyleshapiro, Paula C. Morrow, Ian KesslerAbstract:It is widely assumed in academic and policy circles that younger children are more influenced by advertising than are older children. By reviewing empirical findings in relation to advertising and children's food choice, it is argued that this assumption is unwarranted. The findings do not suggest that young children are more affected by advertising than are teenagers, even though the latter are more media literate. This article critically examines the theoretical gap in the literature regarding the Relationship between advertising literacy and advertising effects. By applying a dual process model of cognitive persuasion, it is shown that the evidence is more consistent with the argument that different processes of persuasion are effective at different ages, precisely because literacy levels vary with age. Recommendations for future research on the effects of advertising on children, together with the implications for policies of regulating advertising to young children and of media literacy interventions, are identified.
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the Employment Relationship examining psychological and contextual perspectives
2004Co-Authors: Jacqueline Am Coyleshapiro, Lynn M Shore, M S Taylor, Lois E TetrickAbstract:THE NATURE OF THE Employment Relationship FROM SOCIAL EXCHANGE, JUSTICE, INDUSTRIAL RELATIONS, LEGAL, AND ECONOMIC LITERATURES 1. The Employment Relationship Through the Lens of Social Exchange 2. Justice and Employment: Moral Retribution as a Contra-Subjugation Tendency 3. Industrial Relations Approaches to the Employment Relationship 4. Legal Theory: Contemporary Contract Law Perspectives and Insights for Employment Relationship Theory 5. The Economic Dimension of the Employment Relationship 6. Commonalities and Conflicts Between Different Perspectives to the Employment Relationship: Towards a Unified Perspective EXAMINING CONSTRUCTS TO CAPTURE THE EXCHANGE NATURE OF THE Employment Relationship 7. Employer-Oriented Strategic Approaches to the Employee-Organization Relationship 8. The Employment Relationship from Two Sides: Incongruence in Employees' and Employers' Perceptions of Obligations 9. Job Creep: A Reactance Theory Perspective on Organizational Citizenship Behavior as Over-Fulfillment of Obligations 10. Perceived Organizational Support 11. The Role of Leader-Member Exchange in the Dynamic Relationship Between Employer and Employee: Implications for Employee Socialization, Leaders, and Organization DEVELOPING AN INTEGRATIVE PERSPECTIVE OF THE Employment EXCHANGE: CREATING A WHOLE THAT IS MORE THAN THE SUM OF INDIVIDUAL PARTS: LOOKING TOWARD THE FUTURE 12. Taking Stock of Psychological Contract Research: Assessing Progress, Addressing Troublesome Issues, and Setting Research Priorities 13. Changes in the Employment Relationship Across Time 14. Understanding the Employment Relationship: Implications for Measurement and Research Design 15. Employment Relationships in Context: Implications for Policy and Practice 16. Directions for Future Research
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the Employment Relationship in the u k public sector a psychological contract perspective
Journal of Public Administration Research and Theory, 2003Co-Authors: Jacqueline Am Coyleshapiro, Ian KesslerAbstract:The management of public servants has assumed increasing importance as public-service organizations are confronted with a rise in the demand for high-quality services in the context of limited resources. Much of the research on the treatment of public servants has focused on the notion of public-service motivation and whether the motives of public servants differ from those of private-sector employees. However, an organization's need to harness positive employee attitudes and behaviors as a means of coping with the pressures on public-service delivery encourages a focus on the factors influencing these attitudes and behaviors within the sector. We address this issue by drawing upon a psychological contract framework, which captures employee perceptions of the reciprocal exchange between employer and employee. This study investigates the Relationship between the psychological contract and two outcomes: organizational commitment and organizational citizenship behavior using survey responses from 5,709 employees. The results support the underlying proposition that public-sector employees reciprocate the treatment they receive from their employers. Consequently, we argue that the psychological contract framework has some value in enhancing our understanding of public servants' attitudes and behaviors. We discuss the implications of our findings for the management of public servants, and we suggest that future research integrate individual predispositions and situational factors to provide a more comprehensive understanding of public servants' attitudes and behaviors.
-
consequences of the psychological contract for the Employment Relationship a large scale survey
Journal of Management Studies, 2000Co-Authors: Jacqueline Am Coyleshapiro, Ian KesslerAbstract:The renewed interest in the concept of the psychological contract has come to the fore in attempts to describe, understand and predict the consequences of changes occurring in the Employment Relationship. Recognizing that the Employment Relationship includes two parties to the exchange process, we set out to examine the content and state of the psychological contract from both the employee and employer perspective. The two perspectives permit an examination of the mutuality of obligations, which has not received much empirical attention to date. The research methodology consists of two surveys conducted in a large local authority directly responsible and accountable for a range of public services including education, environmental health and social care to the local population. The key findings suggest that the majority of employees have experienced contract breach. This view is also supported by managers, as representatives of the employer, who further indicate that the organization, given its external pressures, is not fulfilling its obligations to employees to the extent that it could. Overall, the results indicate that employees are redressing the balance in the Relationship through reducing their commitment and their willingness to engage in organizational citizenship behaviour when they perceive their employer as not having fulfilled its part in the exchange process.
Valerio De Stefano - One of the best experts on this subject based on the ideXlab platform.
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regulation and the future of work the Employment Relationship as an innovation facilitator
International Labour Review, 2020Co-Authors: Antonio Aloisi, Valerio De StefanoAbstract:Digital transformation and the reorganization of the firm have given rise to new forms of work that diverge significantly from the standard Employment Relationship. Advocates of digital disruption suggest that the existing legal framework cannot accommodate “innovative” working templates and business models. This article, however, argues that labour regulation can continue to facilitate innovation, presenting the Employment Relationship as a flexible instrument, and standard forms of Employment as the means of achieving efficiencies and cost advantages. First, they allow for the full exercise of managerial prerogative and attendant internal flexibility in workforce deployment, and, second, they constitute an effective device to deliver training and develop skills.
-
regulation and the future of work the Employment Relationship as an innovation facilitator
Social Science Research Network, 2020Co-Authors: Antonio Aloisi, Valerio De StefanoAbstract:Digital transformation and the reorganization of the firm have given rise to new forms of work that diverge significantly from the standard Employment Relationship. Advocates of digital disruption suggest that the existing legal framework cannot accommodate “innovative” working templates and business models. This article, however, argues that labor regulation can continue to facilitate innovation, presenting the Employment Relationship as a flexible instrument, and standard forms of Employment as the means of achieving efficiencies and cost advantages. First, they allow for the full exercise of managerial prerogative and attendant internal flexibility in workforce deployment, and, second, they constitute an effective device to deliver training and develop skills. The first section provides a summary of the current debate regarding the implications of digital transformation and its impact on labor regulation. In particular, after describing the processes of digital transformation, the vertical disintegration of the firm and “platformization” – often resulting in a situation of “disorganization of labor law” – we argue that some self-proclaimed change-makers present a rather distorted picture of flexible innovation, based on cost-cutting, risk-shifting and the misapplication of legal provisions. The second section takes a critical approach in tracing the socio-economic foundations and organizational justifications of labor institutions. Rebutting the allegation that the existing legal frameworks are unsuitable for dealing with changing needs and unforeseen situations, we claim that the Employment Relationship goes hand in hand with the development of the modern enterprise, since it confers managerial powers to the employer, thereby supporting adaptable organizational needs. The third section concludes by claiming that flexibility is embedded in the Employment Relationship. When it comes to boosting innovation and competitiveness, there are a number of alternative measures to be implemented instead of tolerating fraudulent practices aimed at circumventing the manifold labor-related responsibilities to the detriment of workers, partners and competitors.
