Employer-employee Relationship Research Articles

Sustainable Human Resources Management and Psychological Contracts: Exploring Theoretical Anchors to Solve Relational Tensions in Employment Relationships

A core aspect of Sustainable Human Resource Management (S-HRM) has been its focus on developing high-quality employment relationships. This endeavor, however, has become increasingly complex, because the employee-employer relationship has undergone a profound transformation in recent years. This problem is further exacerbated by inherent tensions that surface when organizations aim to develop high-quality employment relationships in concert with sustainability-related goals. In this article, we intend to align theory and practice toward a more sustainable HRM by explaining how the psychological contract (PC) literature can provide new insights and perspectives to understand these tensions. We begin by delving into the nature and drivers of these sustainability-related tensions that arise when organizations strive to develop high-quality employment relationships. Next, we recount previous PC research that can inform the S-HRM literature to better understand how those tensions unfold. Finally, we identify concrete avenues for future research and discuss why integrating the PC and S-HRM literature could be an important path to expand our understanding of how to create more sustainable employment relationships.

Navigating political minefields: applying frames of reference of the employment relation to access negotiations to workplace ethnographies

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.

Unravelling psychological contracts in a digital age of work: a systematic literature review

ABSTRACT This study provides a comprehensive overview of psychological contract research in the digital age of work, where digitalization has significantly shaped the nature of work and employment arrangements. It examines the employee-employer relationship through the lens of individual beliefs about reciprocal obligations as reflected in psychological contract research. Through a systematic literature review, the study uncovers four distinct mechanisms of work digitalization (Remote/virtual Cooperation, Online Communication, Algorithm-based Coordination, and Digital Capabilities) encapsulated in the ROAD-framework that impacts psychological contracts, thus laying the conceptual groundwork for future research endeavours on psychological contracts in a digital age of work. The findings of the literature review outline the emergence of novel forms of employment arrangements in the digital age of work that extend dyadic psychological contracts to multiple party arrangements. Additionally, the study reveals the dynamic effects of work digitalization on different phases of psychological contracts. As a result, this enriches the dynamic phase model by considering the impacts of work digitalization through various propositions.

Factors affecting the retention of millennial academics

Orientation: South African higher education institutions (HEIs) face significant challenges in attracting and retaining younger-generation academics. This results in a critical shortage of a talented pool of scholars required for succession and the sustainability of HEIs over the longer term.Research purpose: This study aimed to explore the factors affecting the retention of millennial academics in South Africa.Motivation for the study: The retention of millennial academics is essential to the success of HEIs. Research on the factors affecting the retention of this cohort of academics is scarce despite their growing importance in sustainable HEI practice.Research approach/design and method: The study adopted a cross-sectional qualitative research approach using semi-structured interviews to collect the data. The sample included 14 millennial academics representing various public HEIs in South Africa. Thematic analyses were applied to analyse the data.Main findings: The findings showed that five factors should be considered to retain millennial academics: career and growth opportunities, work environment, rewards, leadership and work–life balance.Practical/managerial implications: The study concluded that an integrated talent retention strategy should be developed that, at a minimum include opportunities for career development, employee growth, healthy employee–employer relationships, employee support and market-related compensation to retain millennial academics.Contribution/value-add: This research contributes to the limited knowledge of the factors affecting the retention of millennial academics.

MODERN LABOR LAW: A REVIEW OF CURRENT TRENDS IN EMPLOYEE RIGHTS AND ORGANIZATIONAL DUTIES

This review delves into the dynamic landscape of contemporary labor laws governing the relationship between employers and employees, and encapsulates the evolving facets of labor rights and organizational responsibilities in the current milieu. The shifting paradigm of labor law reflects a growing emphasis on safeguarding employee rights. Recent trends indicate a heightened focus on inclusivity, non-discrimination, and diversity in the workplace. Legislative reforms and judicial interpretations have sought to fortify the rights of marginalized groups, encompassing gender, race, sexual orientation, and disability. Concurrently, the emergence of remote work and the gig economy has prompted reevaluations of traditional employment classifications, engendering debates on the extension of protections to freelancers and independent contractors. Moreover, organizational duties have undergone transformation, aligning with the evolving societal expectations. Compliance frameworks have adapted to address ethical considerations, sustainability, and corporate social responsibility, amplifying the obligations of employers beyond profit-centric objectives. This evolution extends to the duty of care owed to employees, encompassing mental health support, workplace safety, and accommodation for work-life balance. The review also analyzes the interplay between statutory regulations, judicial precedents, and societal shifts, charting their impact on the employer-employee relationship. It examines the complexities arising from the globalization of labor markets, addressing the challenges of harmonizing diverse legal frameworks and cross-border employment dynamics. It also scrutinizes the implications of technological advancements, such as AI-driven employment decisions, on labor rights. It probes the legal and ethical quandaries arising from the proliferation of surveillance technologies in the workplace, balancing the interests of productivity and privacy rights of employees. The insight presented in this review provides a comprehensive overview of the multifaceted landscape of modern labor law, capturing its intricate tapestry of rights, obligations, and the evolving contours of the employer-employee nexus amidst contemporary socio-economic dynamics.
 Keywords: Labour Law, Employee Right, Compliance, Organizational Duties, Review.

Workplace collaboration and overall job satisfaction of elementary school teachers at Indanan North District, Ministry of Basic, Higher, and Technical Education-Sulu

This study aimed to determine the extent of workplace collaboration and overall job satisfaction of elementary school teachers in Indanan North District, Ministry of Basic, Higher and Technical Education-Sulu during the School Year 2023-2024. The study involved 100 teachers, mostly female, married, aged 31-40 and 41-50 years, with master's degrees and 5 years or less of teaching experience. On average, school administrators and teachers had good work relationships, and teachers were very satisfied with their teaching jobs. The study found that other variables, such as gender, age, civil status, and length of service, did not influence how teachers assessed the extent of workplace relationships. The study also found that the group of teachers who perceived workplace collaboration as very good likely had the same overall job satisfaction. The study supports Abun et al.'s Workplace Relationship Model, which posits that workplace relationships are characterized by employer-employee relationships and employeeemployee relationships. Employer-employee relationships involve open communication between supervisors and subordinates, while employee-employee relationships involve mutual respect and cooperation in community programs or activities.

The Principles of the Classical Theory of Labor Law

The Classical Theory of Labor Law stands as a cornerstone in understanding the legal framework governing employer-employee relationships. This article delves into the foundational principles that underpin this theory, elucidating its historical context and theoretical framework. Beginning with an exploration of the concept of freedom of contract, the article examines how this principle has shaped the relationship between employers and employees, emphasizing autonomy and individual bargaining power. Furthermore, it analyzes the principle of equality, elucidating its role in safeguarding workers' rights and promoting fairness within the labor market. Additionally, the article discusses the principle of private property rights and its implications for labor relations, highlighting the balance between employers' prerogatives and employees' entitlements.

An investigation of the role of Wasta social capital in enhancing employee loyalty and innovation in organizations

Considering the pressures of fluctuating external environments, organizations are constantly seeking ways to be responsive and able to improve their performance with lower costs. Employer–employee relationships have changed rapidly in recent years, and there is growing interest in considering human resources as a form of capital, and a strategic factor for business excellence. A focal point for HR professionals is employee loyalty, recognized as pivotal in realizing long-term organizational goals. This paper delves into the concept of Wasta social capital and its pivotal role in fostering employee loyalty and innovation within the unique cultural context of the Arab world. It is argued here that Wasta social capital is the fundamental dynamic that stimulates employee loyalty in the workplace. This conceptual paper provides new insights through understanding the significant role Wasta social capital plays in affecting employee loyalty in a collectivist culture, differing from the conventional business-context factors of loyalty. Obtaining a deeper understanding of employee loyalty and how it is developed in Arab-world business contexts can promote innovation.

An employee–employer relationship gone bad? Examining the double‐edged effect of psychological contract violation on employees' helping behaviors

AbstractAn important concept that depicts the nature of employee–employer relationship is the psychological contract. Prior research has argued that all forms of extra‐role behaviors suffer once employees' psychological contracts are violated. Helping behaviors are a specific form of extra‐role behaviors that may suffer due to psychological contract violation. We argue that this predominantly negative relationship between psychological contract violation and helping behaviors is because the literature has not adequately examined the different types of helping behaviors. Using the latent moderated structural equation approach with multiwave and multisource data from a survey of 269 full‐time employees and their coworkers from the hospitality industry in Ghana, we show that psychological contract violation is positively related to reactive helping behaviors and negatively associated with anticipatory helping behaviors through anticipatory anxiety.

Empirical Study of Employees’ Career Attitudes and Organisational Citizenship Behaviour to Ensure Sound Organisational Health: A Structural Equation Approach

In the era of globalisation, a lot of disruptions have brought about radical changes in how businesses operate. This has led to the changing patterns of employer-employee relationships which are important for the health of the organisation. This has called for the need to understand the career attitude of employees, working in the organisations. The purpose of this article is to investigate the relationship between protean career, boundaryless career attitude, organisational mobility preferences and organisational citizenship behaviour (an important parameter of sound organisational health) of Indian millennials. Data from 204 employees, working in multi-national organisations located in Delhi and the NCR region of India, was used to investigate the relationship between the said constructs and their relationship. The study focussed on multi analytical approach using structural equation modelling to study the relationships among the various dimensions. The results of the study show that protean career attitude, boundaryless career attitude and organisational mobility preferences are significantly related to each other. The study would help the organisations to work on designing career coping strategies for the employees to enhance their productivity at work. The study may add some important perspectives to the literature on career already available and may serve as a basis for further enhancing the psychological contract of the current workforce.

Bridging the gap between work‐ and nonwork‐related knowledge contributions on enterprise social media: The role of the employee–employer relationship

AbstractKnowledge is an invaluable resource and a key to organisational success. To leverage this resource adequately, organisations must encourage their employees to share what they know with their peers. Enterprise social media (ESM) has emerged as an ideal venue for achieving this goal, and numerous studies have examined the drivers of work‐related knowledge contributions on these platforms. The present study contributes to this body of research by examining a prevalent yet underexplored form of knowledge sharing that often occurs on ESM: nonwork‐related knowledge contributions. We argue that contrary to a commonly held belief, this presumably hedonic employee behaviour can benefit organisations through its spillover effect on the work domain. In other words, we argue that nonwork‐related knowledge contributions on ESM can foster work‐related ones. Building on social exchange theory and on the associative–propositional evaluation model in social psychology, we also show that the employee–employer (EE) relationship—conceptualised in terms of perceived organisational support and perceived employee psychological safety—moderates the relationship between the two forms of knowledge contributions. The analysis of field data collected from 269 employees of a French e‐commerce company confirmed that nonwork‐related knowledge contributions are positively associated with work‐related ones and that this positive association is moderated by the EE relationship. We discuss the theoretical contributions of our results and explain key managerial implications for organisations hoping to reap the benefits of ESM in a sustainable way.

Impact of Effective Corporate Governance on Employer Branding of India: An Empirical Study

Employees and consumers alike have become brand aware due to the growing importance of branding. Examining how company branding affects workers' dispositions is the goal of this research. An empirical investigation is what this is. A total of 140 individuals working for private banking institutions provided their data. The research also makes use of secondary data culled from various online sources, such as journals, publications, reports, and websites. Key factors that influence employer brand are highlighted in this research. It also shows how different aspects of branding influence workers' attitudes. Positive employer-employee relationships may be easier to achieve if management practitioners use the study's findings to inform their strategy.

Examining the challenges of the Russian sharing economy: the institutional and evolutionary approach

This study examines the key features of Russian sharing economy business specialized in food delivery using the institutional and evolutionary approach. Existing business models used by Russian food delivery companies are characterized by a high level of information asymmetry in the employee-employer relationship. This has led to a great deal of tension and resulted in the open conflict between food delivery companies and couriers. This study is a qualitative research initiative based on a series of semi-structured in-depth interviews with the employees of delivery companies. The results obtained enabled us to distinguish between two groups of couriers. While most “part-time” couriers, who work no longer than 4 hours per shift, are satisfied with their labor conditions, there is a widespread opinion among “full-time” delivery workers that they are underpaid and overloaded. Popular institutionalized form of employment that Russian food delivery companies offer for couriers is self-employment. This form of employment has low social guarantees however minimize employers’ expenses on personnel and social contributions. Even though digital platforms position themselves as reliable partners providing employees with the opportunities for flexible working hours and decent pay, in reality couriers become a very vulnerable and precariatized social group without proper social guarantees and future prospects.

Navigating Labor Protection: A Comprehensive Study of Employment Laws in Pakistan

This research examines Pakistan's dynamic employment laws, a multifaceted legal framework that governs the complex employer-employee relationship while ensuring workers' rights. Employing a comprehensive literature review and rigorous methodology, the study analyzes the evolution of these laws, uncovers persistent challenges, and proposes visionary reforms. The historical backdrop underscores the pivotal role of the Labor Laws and Industrial Relations Ordinance as foundational pillars in Pakistan's employment regulations (Ahmad, 2018; Zubair, 2020). Tracing their development reveals a responsive approach to changing socioeconomic contexts but also exposes vulnerabilities. Interpretational ambiguities in legal language and inadequate enforcement mechanisms (Ali, 2019; Khan, 2021) signify enduring challenges. The study's insights inform transformative recommendations: bolstering enforcement, enhancing labor literacy, and addressing contemporary labor dynamics (Hassan, 2023; Nadeem, 2023). Emphasizing alignment with international labor standards (ILO, 2020), the research advocates harmonizing Pakistan's legal framework with global best practices. Beyond its confines, the study invites exploration of gender equity and technology's impact on labor. Culminating in a call for responsiveness, the research underscores the need to orchestrate a harmonious balance between evolving labor landscapes and equitable protections, echoing the aspirations of employers and employees.

Informational rents and the excessive entry theorem: The case of hidden action*

AbstractEntry in a homogeneous Cournot‐oligopoly is excessive if there is business‐stealing. These findings assume that production costs reduce profits and welfare equally. If firms pay informational rents due to frictions in the employer–employee relationship, production costs partly reflect transfers, which do not alter welfare directly. We investigate the excessive entry theorem in the presence of rents. We find that informational rents can invalidate the theorem. Rents reduce profits and deter entry into the market equilibrium, while the socially optimal number of firms is not affected directly. The rent effect becomes stronger the lower the number of firms and can overcompensate the business‐stealing externality. As an example, we model a hidden action problem in which employees have an informational advantage after signing the contract with the firm. Insufficient entry occurs if entry costs are sufficiently high because they lower the number of firms and raise informational rents.

Bolstering employee relations in a public sector undertaking: validation of CODE and PLE model

PurposeThe purpose of this research is to examine the relationship between employer and employees in a public power sector undertaking through the validation of CODE (compensation, organizational justice, dispute resolution and employee empowerment) and PLE (workforce productivity, employee loyalty and employee engagement) model.Design/methodology/approachA hypothesized research model was developed and validated by using structural equation modeling (AMOS 20). In total, 303 responses were accumulated by administering a structured questionnaire among the employees of a state-owned power sector.FindingsThe results revealed that a harmonious climate of employee relations is prevailing in the public power utility. Additionally, the findings suggest that the CODE and PLE model of employee relations are found to be positive and significant by investigating the impact of compensation, organizational justice, dispute resolution and employee empowerment as the predictors; and workforce productivity, employee loyalty and employee engagement as the critical outcomes of employee relations.Practical implicationsThe study recommends some plausible insights for practitioners, decision-makers and policy formulators to develop strategies and policies for nurturing congenial employee relations and also to cultivate a facilitative work environment for generating contented and competent manpower.Originality/valueValidation of CODE and PLE model of employee relations in the new perspective of power sector undertaking is an epoch-making and novel contribution that offers significant empirical evidence to the extant literature. Moreover, the exploration of employer–employee relations in this context is a unique and innovative effort toward existing research.

Labor Rights and Dispute System Design: Assessing the Legal Legacy of the 2022 Qatar World Cup

AbstractThe aim of this paper is not to relitigate Qatar’s human rights record but to assess the effectiveness of its labor reforms: the principal concern is dispute resolution and enforceability. While Qatar instituted a broad suite of labor law reforms in the years preceding the World Cup, questions remain about whether they have improved access to justice for migrant workers. More attention needs to be given to the dispute settlement system established by Law No. 13 of 2017 to assess if new legal norms translate into enforceable rights. It is argued that the labor dispute system has largely failed by not taking into account the circumstances that define the employer-employee relationship in Qatar, especially the stark imbalance in power. While reforms might endure at the level of formal law, the dispute system will fail to deliver genuine justice to workers unless it is refashioned.

The Perspective on The Norm of Severance Pay Compensation For Fixed-Term Employment Contracts Based on Law No. 11 of 2020 on Job Creation is Linked to Legal Certainty

The changing landscape of the millennial-era business world demands affordability and quality, necessitating a minimal cost strategy for optimal performance. Before 2000, permanent employment was the norm, but thereafter, employers began using fixed-term employment agreements managed by outsourcing firms. Various aspects of the employer-employee relationship have been regulated in employment law, including Law No. 13 of 2003 on Manpower and Law No. 11 of 2020 on Job Creation. However, implementing these regulations, particularly concerning compensation for fixed-term employment under Law No. 11 of 2020, has created legal challenges, notably for employers in sectors like cleaning, parking, security, and more. This study employs a normative legal research approach, analyzing legal provisions and their real-world applications. It aims to assess the applicability of severance compensation rules for fixed-term employment agreements in outsourcing companies. The findings will be presented in a report scheduled for publication in July 2023.

Pay discrimination litigation: Lessons learned

Orientation: We investigated the reasons for success or failure of pay discrimination claims in South Africa.Research purpose: To learn from reasons for judgements in equal pay litigation to clarify pertinent legal concepts and principles related to equal pay, towards improved pay practices.Motivation of the study: To clarify the concepts of justifiable and unfair pay discrimination. To make recommendations preventing unnecessary breakdown of the employer-employee relationship, curtailing unproductive pay discrimination legal action.Research approach/design and method: Content analysis was used to categorise the reasons for the success or failure of 22 pay discrimination litigation cases brought before the CCMA, Labour Courts, and the Labour Appeal Court (1999–2020). Cases were examined prior to and after amendments Section 6(4), of the Employment Equity Amendment Act 47 of 2013.Main findings: Contrary to the expectation of more positive outcomes for employees after changes to the EEA came into effect, 21 out of 22 cases were unsuccessful. Legal reasons are detailed in the findings. Claimants were from the lower income bands. Case arguments often misguided. Union representation seems ineffectual.Practical/managerial implications: There is a lack of understanding of the requirements to argue unfair pay discrimination before a court. Organisations should mediate in cases where employees claim unfair discrimination, to prevent the irretrievable breakdown or the employer–employee relationship resulting in litigation. Organisations should refrain form intentional or unintentional unfair discrimination.Contribution/value-add: This study demonstrates that employees and their representatives lack knowledge of pay discrimination legislation. We provide explanation of pertinent concepts and principles when judging the merits of a pay discrimination case.

Employees’ Turnover Intention in Malaysian Manufacturing Company

Employee turnover is a significant issue in human resource management, which refers to the employees’ willingness to leave their current organization within a predetermined time frame. Thus, it is essential to pinpoint the factors affecting this decision, which include salary, working environment, employer-employee relationship, and leadership styles. The primary data was collected from a sample of 136 employees from a manufacturing company in Johor, Malaysia, and all questionnaires were successfully collected from the respondents. The data were analyzed using the Statistical Package for the Social Sciences (SPSS) software version 23, and Pearson Correlation and regression analysis were carried out to investigate the influences between the variables. The results from the correlational study revealed that all independent variables have a negative relationship with the dependent variable. Multiple regression analysis showed that the four independent variables substantially explain 54% of the variance for employee turnover intention. However, when assessing the coefficient for each independent variable, only salary, employer-employee relationships, and leadership styles were significant, and the remaining variable was insignificant. For future research, it is recommended that an explicit sample size should be adopted so that the findings can be generalized to other similar populations.