David Marsden's Comparative and Theoretical Craft: Signposts to a Better World of Work

The Journal of Physics: Condensed Matter special issue is dedicated to the memory of David C Langreth and his contribution to research in the field of Van der Waals (vdW) interactions in advanced materials. David C Langreth was an outstanding condensed matter theorist and a scholar who significantly influenced researchers through his particle-physics based insights into density functional theory (DFT), surface science, and related areas. His seminal works ranged from conserving formulations of interacting nonequilibrium transport and formal-scattering theory to an explicit formulation the exact DFT exchange-correlation energy in the adiabatic connection formula (ACF). David C Langreth's another significant contribution was in the area of vdW interactions in materials, as he played a key role in developing and formulating the vdW density functional (vdW-DF) method.

David Sherrington as a mentor of young scientists

The other chapters in this volume examine likely trends and changes in the various institutions, practices and outcomes that comprise the field of employment relations (ER). For the most part, they are empirical-based. To complement them, in this chapter I provide an overview of several theoretical frameworks and models that in some way address and explain changes in employment relations over time. In particular, I canvas these models and frameworks in order to identify the central dependent variables in the field, the most important independent variables, and key contingencies. These relationships, supplemented with projected trends and developments with regard to the key independent variables, are then used to prognosticate about likely contours of change in employment relations in the years ahead. Included are convergence or divergence in employment relations systems in the world economy, future trends in industrial conflict, the future of labor movements and trends in union density, and the relative success of liberal market employment relations systems versus coordinated market employment systems.

A considerable portion of the Indian economy operates under the Small Enterprises or SEs where the studies on employment relations have largely remained neglected due to some reason or other. As such research in the field of employment relations in SEs will make a fruitful contribution to the existing ER/HRM literature (Wilkinson, 1999). There is complete lack of studies on employees’ perspectives in the field of employment relations undertaken from an Indian perspective. Employment relations in the Indian SEs are intricate, complex and understudied due to the precarious nature of employment and the absence of HRM mechanism. Therefore, it becomes imperative to understand how employees perceive employment relations in selected SEs in India. The sample consisted of 40 enterprises belonging to SEs in India. The author has ascertained ‘Mixed’ research methods for the present research. Finally, discussions have been made highlighting employees’ perspectives on employment relations in selected SEs in India.

The other chapters in this volume examine likely trends and changes in the various institutions, practices and outcomes that comprise the field of employment relations (ER). For the most part, they are empirical-based. To complement them, in this chapter I provide an overview of several theoretical frameworks and models that in some way address and explain changes in employment relations over time. In particular, I canvas these models and frameworks in order to identify the central dependent variables in the field, the most important independent variables, and key contingencies. These relationships, supplemented with projected trends and developments with regard to the key independent variables, are then used to prognosticate about likely contours of change in employment relations in the years ahead. Included are convergence or divergence in employment relations systems in the world economy, future trends in industrial conflict, the future of labor movements and trends in union density, and the relative success of liberal market employment relations systems versus coordinated market employment systems.

Based on the primary analysis of the 2004 Workplace Employment Relations Survey (WERS 2004), this is the fifth book in the series which began in 1980, and which is considered to be one of the most authoritative sources of information on employment relations in Great Britain. Interviews were conducted with managers and employee representatives in over 3,000 workplaces, and over 20,000 employees returned a self-completion questionnaire. This survey links the views from these three parties, providing a truly integrated picture of employment relations. This book provides a descriptive mapping of employment relations, examining the principal features of the structures, practices and outcomes of workplace employment relations. The reader can explore differences according to the characteristics of the workplace and organization, including workplace size, industrial sector and ownership. Current debates are examined in detail, including an assessment of the impact of the Labour Government's programme of employment relations reform. A key reference from a respected and important institution, this book is a valuable 'sourcebook' for students, academics and practitioners in the fields of employee relations, human resource management, organizational behaviour and sociology. Visit the Companion website at http://cw.routledge.com/textbooks/0415378133/

This research takes up the concept of authenticity as a criterion variable for theology of the workplace analysis, a domain which explores employment parameters in light of religious teaching on the social question at national, organizational or firm-specific levels. Following a review of the concept in Western culture, philosophy, and management studies, Religious Society of Friends (Quaker) and Roman Catholic social teachings are investigated for positively correlative data to help develop the criterion variable. From the literature review of concept and historical data in both traditions, it becomes possible to specify employment relations parameters between the indirect and direct employer and employees in a manner that will ensure working conditions consistent with these traditions, substantially enhancing the prospect of authenticity in employment relations. This theology of the workplace analysis should complement and support corporate social responsibility, management spirituality, authentic leadership / authentic follower, and other secular research by offering a research methods bridge between empirically grounded theology and secular studies, with the common goal of improving workplace and enterprise function for competitive and sustainable enterprise, organization, and national outcomes.

Nearly 2,000 entriesThis authoritative dictionary contains succinct, expert definitions that are used in the fields of Human Resource Management and Employment Relations. It covers all areas of Human Resource Management, including recruitment and selection, training and development, performance management, reward, industrial relations, and the design of work and organizations. Theoretical terms and concepts are clearly explained and the main institutions, legal terms, and public policies that are relevant to Human Resource Management are all defined.This new edition of the dictionary has been thoroughly revised and updated to take into account the latest developments in areas such as the gig economy, talent management, international Human Resource Management, critical management studies, and employee engagement. This is a vital companion for students and practitioners in the fields of Human Resource Management and Employment Relations and is an essential resource for anyone studying or working in this important area of management practice.

This chapter focuses on employment relations. It starts with an introduction to the field of employment relations and discusses how this field relates to strategic human resource management (SHRM). It presents definitions and key concepts. The chapter also examines the choices open to managers for their approach to employment relations and evaluates the type of factors likely to influence these choices. The legal regulation of the employment relationship is then considered. In addition, it tackles the sources of regulation (national and supranational). Finally, the chapter examines the notion of employee voice, analysing the different means by which it may be expressed and the challenges associated with its implementation.

Civil society organizations (CSOs) attempt to induce corporations to behave in more socially responsible ways, with a view to raising labour standards. A broader way of conceptualizing their efforts to influence the policies and practices of employers is desirable, one centred upon the concept of civil governance. This recognizes that CSOs not only attempt to shape the behaviour of employers through the forging of direct, collaborative relationships, but also try to do so indirectly, with interactions of various kinds with the state being integral. Drawing on evidence derived from UK-based CSOs involved in work and employment relations, four types of civil governance are identified and characterized. By elaborating the concept of civil governance, and demonstrating how different types of civil governance operate, the research extends our knowledge and understanding of how CSOs, as increasingly prominent actors in the field of work and employment relations, operate within, and contribute to, systems of labour governance.

PurposeThis paper aims to help workplace ethnographers navigate and reflect on primary access negotiations by scrutinising two of the concepts mentioned in the call for papers on this special issue: workplace relations and tensions. We introduce the frames of reference (FoRs) concept as used in the field of employment relations to the ethnographic community. We propose that the implicit frames of gatekeeper and researcher influence what they deem interesting for research, thus influencing the content of access negotiations. Moreover, we propose that tensions typically emerge when gatekeepers and ethnographers do not share the same frame of the employment relationship (ER).Design/methodology/approachWe explore the ER through Fox’s (1966, 1974) framework, taking inspiration from Budd et al. (2022), who applied FoRs to employer–employee relations. We adapt the framework to the relationships between workplace ethnographers and gatekeepers by theorising the characteristics of ideal types of gatekeepers and workplace ethnographers and exploring possible implications for when they meet in access negotiations. We distil lessons learnt from previous research by drawing on illustrative examples from the literature to suggest strategies for interacting with gatekeepers when tensions emerge, providing a pragmatic application of our contribution.FindingsAssuming that their FoR of the ER contributes to what they find to be of practical relevance/academic interest, we suggest that a (mis)match of gatekeepers’ and workplace ethnographers’ FoRs can lead to tensions between workplace ethnographers and gatekeepers, either remaining latent or becoming salient. We propose three possible strategies as to how to navigate these tensions during primary access negotiations.Originality/valueWhilst previous research has mainly focused on the ethnographer as an individual who needs to give gatekeepers a reassuring and enticing impression, we discuss how an important structural factor, an organisation’s ER setup, may influence access. We thus bring an important yet hitherto neglected aspect of organisational life into the debate on the pragmatic realities of ethnography, contributing to the discussion of how to navigate the tension between the “practical” need to convince gatekeepers and the need to fulfil one’s own standards of rigorous research and ethics.

This article argues that the industrial relations (IR) field has had two distinct paradigms — an original paradigm centred on the employment relationship, and a modern paradigm centred on unions and labour–management relations. In practice, IR scholars in the decades after the Second World War frequently adopted the former as a broad principle but followed the latter in research and teaching. The narrower labour–management paradigm has created a significant survival challenge for the IR field, given the marked long‐term decline in union density in most countries. I join with others in arguing that to survive and prosper in the years ahead, the field needs to return to an updated version of the original ‘employment relationship’ paradigm. To promote this end, I describe the major features of the original paradigm, including its core positive and normative principle. I also outline how this core principle provides the foundation for an integrative IR theory of the employment relationship, which the field greatly needs to move ahead.

Authenticityis developed and deployed as a criterion variable for a theology of the workplace inquiry that combines theory and methodological development with data analysis. The goal is to show that social science method can offer an empirically valid, prophetic dimension to the study of employment and work parameters in light of religious teachings on the social question at national, organizational, or firm-specific levels. The function of a criterion variable is described, noting that the switch from a dependent variable approach introduces an open-system dynamism to social science. Authenticity is reviewed to better understand its utility as an emergent, yet verifiable, criterion outcome of prior conditions. Data analysis takes the form of Roman Catholic and Quaker social teachings identified as positive correlations or contrasts. This approach offers a rigorous method bridge between theology and allied fields for the common cause of assessing authenticity in firm, organization, and higher system functions.

trabalho aborda o dano moral coletivo nas relações de trabalho dentro do panorama jurídico vivenciado e em diálogo com a tutela dos interesses e direitos difusos, coletivos e individuais homogêneos dos trabalhadores. Analisa a nova sistemática do instituto com o advento da globalização. Esmiúça os componentes básicos do dano moral e os imbrica às particularidades atinentes ao dano coletivo. tem como objetivo o estudo das características, dos impactos e o modo pelo qual se revela o dano moral coletivo nas relações trabalhistas, considerando os principais aspectos reparatórios decorrentes da lesão. Busca uma análise crítica do instituto, arrimada em teses doutrinárias e posições jurisprudenciais, de forma a interagir com a realidade trabalhista, por meio de exposições exemplificativas e notórios julgados. Sugere algumas medidas para atenuar as mazelas oriundas do dano moral coletivo em âmbito trabalhista, pela via administrativa, prevenindo e reprimindo e judicial. Apropriou-se do método dedutivo, com pesquisas bibliográficas, incluindo áreas afins, compondo um estudo multidisciplinar.

In this paper it is argued that the assumptions of the neoclassical and wage efficiency models do not adequately explain the governance structure of employment relationships. Trust may be a constituent element of at least some employment relationships, e.g. those of child minders. According to the tradition of research in social science, trust is established by gifts. It is argued that in employment relationships in which both employer and employee have a gain and damage potential, gifts will be used to establish a trust relationship. This argument helps to produce new hypotheses about wages and allocation in employment relationships. The model is elaborated for the employment relationships of child minders. It is shown that it is not only job and human capital characteristics that determine wages, but also the financial resources of the parents (or employers). In addition, more personal means of exchange are used to establish trust relationships. It is concluded that the trust argument helps to explain different governance structures in employment relationships.