Specific Groups Of Employees Research Articles

Shades of support: An empirical assessment of D&I policy support in organizations

AbstractIn this research, we aim to develop a better understanding of the different ways in which employees can advance or resist the diversity and inclusion (D&I) policies implemented by their organization. To this end, we complement prior work by distinguishing between employees' attitudinal and behavioral opposition versus support for D&I policies. We combine these to distinguish different combinations of attitudinal and behavioral responses that characterize specific groups of employees, which we label opponents, bystanders, reluctants, and champions. In a large‐scale survey study conducted among employees from seven organizations located in the Netherlands (n = 2913), we find empirical support for the validity of this taxonomy and its value in understanding the likelihood that employees advance or resist D&I policies. Furthermore, we find more convergence between attitudinal and behavioral support when employees perceive a more positive climate for inclusion. Together, these results advance existing scholarly work by providing both a theoretical account of and empirical evidence for the different ways in which D&I policies may find support or resistance from employees. In addition, our work offer practitioners a practical tool to examine the likelihood that D&I policies meet support or opposition from their employees and therefore enables them to design and implement more effective D&I interventions.

The Digitalization Boost of the Covid‐19 Pandemic and Changes in Job Quality

The Covid‐19 pandemic caused a digitalization boost, mainly through the rise of telework. Even before the pandemic, advancing digital transformation restructured the way of working and thereby changed the quality of jobs—albeit at a different pace across occupations. With data from the German National Educational Panel Study (NEPS), we examine how job quality and the use of digital technologies changed during the first pandemic year in different occupations. Building on this, we analyze change score models to investigate how increased workplace digitalization connects to changes in selected aspects of employees’ subjective job quality. We find only a weak association between the digitalization boost in different occupational fields and the overall decrease in subjective job quality. However, telework—as one aspect of digitalization—is connected to a smaller decrease in work–family reconciliation and conformable working hours. Thus, it may buffer some detrimental pandemic effects on job quality. In addition, telework is connected to increased information overload, creating a new burden for specific employee groups.

The Effect of Training and Development Effectiveness on Jordanian Municipalities

Purpose: This study investigates the impact of training and development effectiveness on Jordanian municipality's performance. It aims to understand the relationship between training programs and municipal outcomes, with a focus on employee performance and organizational effectiveness.
 
 Theoretical framework: The study employs a descriptive analysis approach to explore its objectives. It relies on a questionnaire-based data collection method, targeting all workers in Jordanian municipalities and the Greater Amman Municipality. The research uses statistical analysis software SPSS for data analysis and hypothesis testing.
 
 Design, methodology, approach: The study's design involves surveying 7043 employees across various job titles in Jordanian municipalities and the Amman municipality. The questionnaire serves as the primary data collection tool. The research utilizes the SPSS program for statistical analysis and hypothesis validation. Descriptive statistics and analytical methods are employed to assess the effectiveness of training and development programs.
 
 Findings: The study reveals that the majority of employees are male, aged 40 or younger, with less than 15 years of service. Around 78.5% of employees hold a diploma or higher qualification. The research indicates an average level of approval regarding the performance of municipalities and employees. It establishes a significant impact of training and development effectiveness on municipal and employee performance, influenced by factors such as academic qualification and age.
 
 Research, practical & social implications: The findings emphasize the need for tailored training programs, especially for younger employees and newcomers. The study advocates for comprehensive training preparation, evaluation based on predefined criteria, and the allocation of financial resources in municipal budgets for ongoing training and development initiatives. These insights have practical implications for enhancing municipal employee performance and, consequently, the overall functioning of Jordanian municipalities.
 
 Originality: This study contributes original insights by investigating the specific context of Jordanian municipalities. It sheds light on the effectiveness of training and development programs, highlighting their influence on employee and municipal performance. The research provides unique recommendations, emphasizing the importance of targeted training for specific employee groups and the necessity of financial allocation for sustained training efforts.

Should i really do that? Using quantile regression to examine the impact of sanctions on information security policy compliance behavior

Deterrence theory is one of the most commonly used theories to study information security policy non-compliance behavior. However, the results of studies in the information security field are ambiguous. To further address this heterogeneity, various influencing factors have been considered in the context of deterrence theory. However, a current challenge with these findings is that recent studies that quantitatively assess the effectiveness of deterrence have relied predominantly on methods that analyze the underlying data, starting from a regression-based approach. By applying quantile regression, we estimate the overall effect of deterrents, and uncover how their effect differs among employees with different inclinations toward ISP compliance behavior – a critical insight for determining security measures for specific employee groups. Based on longitudinal data gathered in the U.S., our findings show significantly different effects in the analyzed quantiles for both aspects of sanctions, namely certainty and severity.

Attitudes of Employees in Unaccompanied Children's Shelters and Work-Related Stress During the COVID-19 Pandemic.

Data related to the stress of employees in shelters for unaccompanied minors are scarce, especially when considering the escalation of the refugee issue. This study analyzed aspects of this issue as it was carried out in child protection organizations in Greece, which is a country where a huge number of immigrants and refugees pass through and thousands of professionals are employed in this field.More specifically, the aim of this study was to examine the stress (general, perceived, work-related) and burnout symptoms of a specific group of employees exposed to the COVID-19 quarantine restrictions, employees at the 'front line' of care in shelters that host unaccompanied minors and teenagers.The study was carried out from March 2020 to December 2021, when social restrictions and other preventive measures were imposed. The study sample was recruited from non-governmental organizations and shelters for unaccompanied minors, in the urban area of the center of Athens, i.e. the International Organization for Migration, The Home Project, Arsis, Iliachtida, and Zeuxis. The sample consisted of employees at the 'front line' of care in shelters that hosted unaccompanied minors and teenagers. Participants were professionals whose duty was to deal with and respond to the needs of children and adolescents within the shelters they lived in. Participants completed the following questionaires before and after the pandemic restrictions: the Job Stress Measure (JSM), the Maslach Burnout Inventory (MBI), the Perceived Stress Scale (PSS), the Stress in General Scale (SiGS) and a questionnaire of 11-items regarding COVID-19, focusing on the professionals' perceived stress, working conditions, working demands and the impact of COVID-19 on all the aforementioned.The study sample consisted of 50 employees (40 females, 10 males; mean age±SD 31.46±7.91years) in hostels for unaccompanied minors. A statistically significant difference was found only in SiGS, with increased stress after COVID-19 (p=0.001). In terms of sex, significant differences were found at baseline in PSS and Emotional Exhaustion (p=0.036 and p=0.028, respectively) (females revealed higher levels than males). Age and educational level were factors that interacted with the increased levels in SiGS after COVID-19 (p=0.015 and p=0.006, respectively). Moreover, significant differences were found at baseline in PSS (p=0.004), with higher levels observed in employees with higher education. Workers who did not work remotely had lower levels in Personal Accomplishment after COVID-19 compared to employees who worked remotely (p=0.050). Interestingly, the JSM showed a tendency for decreased stress levels after the implementation of the quarantine, suggesting that the employees' work-related stress remained approximately at the same levels. On the other hand, perceived stress increased as the job demands remained the same, while social and personal outlet was in appeasement.The necessity for more research to be held among health professionals is evident and is also imperative to carry out interventional studies to manage stress and thus, provide better mental health services to unaccompanied minors. There is also need for further research in similar populations of professionals outside the urban context of Athens, i.e. in the Greek islands near the sea borders, where the refugees' entries are higher in number and more frequent.

Remote Work Support Needs of Employees with Autism Spectrum Disorder in Poland: Perspectives of Individuals with Autism and Their Coworkers.

Background and Aims: With remote work becoming more common across industries, employees with autism may experience different work support needs from neurotypical peers. However, the specific remote work needs of this group of employees are underexplored in the literature. We aim to propose ways to assess workplace digital adaptation needs for individuals with autism and a framework for communicating these needs to employers. Methods: This qualitative study included interviews with 13 Polish business professionals, including coworkers and/or supervisors of employees with autism (n = 9) and female employees with autism (n = 4), about their remote work support needs. Participants responded to semi-structured interview questions identifying advantages and risk factors associated with remote work for this specific group of employees. Results: Participants reported advantages of remote work, such as limiting sensory overload and intensive interpersonal contacts, indirect interpersonal communications, flexible work hours, and eliminating the need to travel to work. Participants also reported challenges of remote work, such as reducing wanted or helpful social contacts, engaging in direct electronic communications, limiting opportunities to learn from other employees, and managing work–life balance. Conclusion: These findings suggest a need for an autism-inclusive digitalized remote work design customized to the unique needs of employees on the autism spectrum. Business managers would be key partners in the design of autism-inclusive digitalized remote work systems. Additional research is needed with larger and more diverse samples of employees with autism.

Artificial Intelligence-Based Prediction of Individual Differences in Psychological Occupational Therapy Intervention Guided by the Realization of Occupational Values.

As the competition between enterprises intensifies, employees have witnessed a decline of psychological health year by year and severe anxiety and depression. To ensure the normal work of employees, it is important to implement psychological occupational therapy intervention (POTI). The previous studies on corporate occupational values focus on the behavioral variables and attitude variables related to occupations. The research paradigm does not suit a specific group of employees. Therefore, this paper explores the individual differences in POTI guided by the realization of occupational values. For a specific group of employees, the correlations of the psychological problems with job attitude, job involvement, and psychological health level were reasoned logically, a theoretical model was established, and the full-model map was plotted to illustrate the influence of the realization of occupational values over POTI. Then, the evaluation data on the psychological intervention effect of 2,800 employees were explored based on multikernel learning, and an individual difference prediction model was constructed through multikernel learning. Finally, the predicted results of different groups of employees were compared, revealing the effectiveness of our algorithm.

Collectivistic norms, beliefs and Mexican OCBs: gender and generation differences

PurposeThe authors study the role of collectivistic norms and beliefs on organizational citizenship behaviors (OCBs) in Mexico, including differences across gender and generations.Design/methodology/approachThe authors researched the relationship between Mexican employees' collectivistic norms and beliefs and their OCBs, which the authors grouped into etic (universal), emic (regional) and unique (indigenous) categories, the latter referred to as Mexican OCBs (MOCBs). The authors also studied the role of gender and generations as moderators.FindingsCollective norms had a positive relationship only on the etic OCBs of sportsmanship, while collective beliefs impacted altruism and civic virtue; the etic OCBs of personal development, protecting company resources, interpersonal harmony; and the MOCBs of dedication and camaraderie. Collective beliefs on the etic OCB of altruism, the emic OCB of protecting company resources and the unique MOCB of camaraderie were stronger for workers from Xers than for Millennials. Moderation tests also showed that collective belief had stronger effects on the emic OCB of protecting company resources and the unique MOCBs of dedication and camaraderie for men than for women.Research limitations/implicationsGender roles in emerging economies where society is characterized by collectivistic attributes, especially in a sample drawn from professional employees, may have changed. This could explain the reason why most of the interactions were stronger for men. Future studies involving gender roles should look beyond a demographic variable and design an instrument measuring self-perceptions of role identity, such as the Bem Sex Role Inventory (Bem, 1974). This study's findings could be generalized, particularly, to other Latin American nations, but scholars should acknowledge differences in economic development and gender roles, as well as unique cultural elements (Arriagada, 2014; Hofstede, 1980).Practical implicationsThe results of this study yield three practical implications for international managers, including (1) distinguishing between the impact of changing cultural norms or beliefs on OCBs, (2) understanding how demographic factors such as gender or generation may influence the degree of OCBs exhibited in the workplace by specific employee groups, and (3) identifying cultural contexts which promote OCBs. First, workers from a younger generation in a collectivistic society, such as Millennials, respond less positively than workers from older generations to cultural beliefs concerning OCBs, such that they are less willing to engage in a particular category of OCBs including protecting company resources.Social implicationsGlobal managers should be aware that employees engage in distinct OCBs for different reasons. Emphasizing cultural rules and norms behind helping one another may backfire in Mexico, particularly among men and younger generations of workers. This is understandable for these OCBs. For example, engaging in personal development for the organization's sake due to collective norms may be less effective that pursuing personal development opportunities that employees are passionate about or recognize as beneficial for their careers. Dedication and sportsmanship behaviors that stem from rules are likely less strong or effective as OCBs employees engage in due to strong beliefs or altruistic spontaneity.Originality/valueThe authors filled a gap in scholar's understanding of cultural norms and beliefs on behavior. Specifically, the authors found that cultural beliefs shape etic, emic and unique MOCBs, particularly for men and older generations, and that cultural norms have a negligible and sometimes negative role, being positively related only to the etic OCB of sportsmanship.

LEGAL STATUS OF WORKERS UNDER DECREE OF THE PRESIDENT OF REPUBLIC OF POLAND ON THE EMPLOYMENT AGREEMENT 1928

The study was devoted to the regulations contained in one of the first Polish regulations aimed at standardizing the employment of a specific group of employees. On the basis of the conducted analysis, it was possible to indicate the specificity related to the legal status of workers employed on the basis of an employment contract.

Emotions of Medical Personnel versus the Status and Power at Work in Hospital Wards

The hospital is characterized by one of the most formalized structures with a strict division of tasks and responsibilities. An essential element of any formal organization is the system of authorities and power. There is a hierarchy and a system of power between hospital departments and within each of them. This hierarchy structure overlaps with the level of power and status felt and perceived by each employee, which implies the emergence of specific emotions. They influence interactions, shaping their course. When describing emotions in the context of power and status, I will refer to Theodore Kemper’s concept that interactions and changes in the relative power and status (prestige) of individuals have an impact on arousing both negative and positive emotions. The aim of this article is to show how an individually-determined level of power and status can shape relations between employees, their methods of communication, and emotions in the workplace. The paper answers the question of whether and how having and/or feeling a certain status and level of power implies the emergence of certain emotions. It is important to reveal those activities and interactions which, as a result of a specific position in the hospital structure, shape and modify the emotions of medical personnel. All the considerations are based on ethnographic qualitative research conducted in three hospital departments, differing in terms of the nature of work in the department and the type of patients treated in each of them. The article describes three of the distinguished categories, i.e. “disrespect game,” ”holding emotions,” and pride. In the course of the analyses, it was found that hierarchy and a specific level of power implies the appearance of emotions of pride, satisfaction, and contentment, as well as it leads to an increase in the level of trust between members of medical personnel. Pride results from belonging to a specific profession and a specific group of employees, and it appears as the consequence of a well-conducted procedure or performance of a difficult activity that took time to master. Pride also emerges as a result of the prestige of the profession or workplace (hospital, ward).

Workplace cardiovascular risk reduction by healthcare professionals—a systematic review

Abstract Background Cardiovascular disease has a significant impact on public health and is largely preventable by addressing modifiable risk factors. As most adults spend on average half of their waking hours at work, this provides a significant opportunity to address modifiable risk factors through health promotion interventions. Healthcare professionals have the knowledge and skills to provide workplace interventions aimed at cardiovascular risk reduction. Aims This study was aimed to assess the literature regarding the effect of workplace interventions led by healthcare professionals on cardiovascular risk factors. Methods Cumulative Index to Nursing and Allied Health Literature (CINAHL), Embase, MEDLINE, PsycINFO and SPORTDiscus were systematically searched from inception to March 2021. Included studies evaluated impact of workplace interventions by healthcare professionals on cardiovascular health. Data on study design, baseline characteristics, interventions, outcomes and conclusions were extracted and qualitatively analysed. Results Forty-five studies representing 77 633 participants were included in the analysis. Healthcare professionals involved included: nurses, nurse practitioners, physicians, dietitians, pharmacists, physician assistants, medical technicians/emergency medical technicians and physiotherapists. Workplace interventions by healthcare professionals generally improved surrogate markers of cardiovascular health. Success varied based on provider and nature of the intervention. Addressing motivation and including follow-up were key factors for successful intervention to reduce cardiovascular risk factors. Conclusions Workplace health promotion initiatives delivered by healthcare professionals may improve cardiovascular risk markers if they are evidence based and customized for target populations. More research is needed to determine clinical relevance of interventions and ideal interventions for specific employee groups.

Dynamic structures of inequalities: Intersectionality in higher education

Intersectional inequality in organizations is usually conceptualized in an idiosyncratic way, focusing on specific inequalities experienced by specific groups of employees. Such an idiosyncratic focus hinders understanding the generic mechanisms underneath organizational inequalities. This paper contributes to organization studies and diversity management literature by conceptualizing intersectionality as a dynamic structure of inequality, where mechanisms of inequality at the level of organizational structure and organizational culture, social interactions and identities may interact and affect different groups in different ways. To be able to grasp the complexity of such dynamic structures we propose the use of qualitative systems dynamics modeling. During participatory action research in a Dutch University, we involved 47 managers and employees in building a qualitative system dynamics model of the intersection between gender, nationality and ethnicity. In visualizing the dynamic structures of intersectional inequalities, we showed not only how intersectional inequalities added to each other, but also how they intersect and interact in time. Variables such as the diversity of selection committees and the perceived deviation of candidates from the norm visualize the intersection between gender, national and ethnic inequality. Gender and nationality intersect in the feeling of belonging of faculty, while the informal networks of international students connects nationality and ethnicity. Dynamic structures of inequality allow both dynamic equilibrium and dynamic change in an organization, explaining why change is difficult, but also showing how change could come about.

Occupational Health and Safety Management in Terms of Special Employee Needs – Case Study

Abstract Every employer is responsible for ensuring safe and hygienic working conditions. According to the Labor Code and the relevant regulations, the elements of safe and hygienic working conditions in each enterprise are very similar. Differences arise when a specific industry or special psychophysical needs of an employee are taking into consideration. There is a specific group of employees for whom the working conditions organized by the employer in terms of occupational health and safety differ from the average working conditions. In the paper the needs, limitations and psychophysical possibilities of professionally active employees with sensory integration disorders are analyzed. In this purpose the direct interview with elements of open observation was used as the research method. The results presented in this paper are the small part (initial diagnosis) of the large project. Preliminary conclusions confirm the difficulty of adapting employees with sensory integration disorders to a universal work environment and the great need to organize special working conditions for them.

Alcohol Consumption in the Australian Mining Industry: The Role of Workplace, Social, and Individual Factors

Coal miners have been reported to have higher rates of risky/harmful alcohol misuse; however, it is not known if metalliferous mining employees whose working conditions differ in workplace practices, also have increased rates of risky/harmful alcohol misuse. This study aimed to examine alcohol consumption in a sample of Australian metalliferous mining workers and to examine the demographic and workplace factors associated with risky/harmful alcohol use. All employees from a convenience sample of four Australian mine sites were invited to complete a paper-based cross-sectional survey between June 2015 and May 2017. The survey contained questions relating to social networks, health behaviors, psychological distress, demographic characteristics, and risky/harmful drinking. Current alcohol use was measured by the Alcohol Use Disorders Identification Test (AUDIT), a validated measure of risky and/or harmful drinking. Factors associated with risky/harmful drinking were investigated using univariate and multivariable logistic regression. A total of 1,799 participants completed the survey (average site response rate 95%). Overall, 94.8% of males and 92.1% of females reported using alcohol in the preceding 12 months. The odds of risky/harmful alcohol use were significantly higher in those who were male, younger, and reported higher psychological distress. This study identified that metalliferous mining employees engage in at-risk levels of alcohol consumption significantly higher than the national average despite workplace policies and practices that restrict alcohol use. Personal and workplace risk factors that may help target specific employee groups and inform the development of tailored, integrated multicomponent intervention strategies for the industry were identified.

Change ubiquity: employee perceptions of change prevalence from three countries

PurposeThe purpose of this paper is to address assumptions about the prevalence of change in human resource management (HRM) and organizational change literature, providing evidence from employee perceptions across three countries. The results indicate change was commonplace even before the pandemic disruptions of 2020.Design/methodology/approachGiven this study's exploratory, employee perspective, a cross-sectional self-report survey was used. Three survey panel samples were collected in 2017: US (n = 718), Australia (n = 501) and New Zealand (n = 516). Analysis of variance was used to test whether the prevalence of change differed significantly between countries or specific groups of employees. An analysis of comments on change types and emotional response provides further insights.FindingsThe paper provides evidence of the ubiquity of change: 73% of employees are experiencing change at work and 42% perceived it as moderate to massive, with little variation between countries. Employees commonly experience more than one change, with those experiencing large amounts of change reporting predominantly negative emotional impacts.Research limitations/implicationsThe research provides a snapshot across three countries during a prosperous and relatively stable period, providing a point of comparison for the turbulent times we have faced in 2020. Since change can be arduous, the authors recommend that HRM researchers consider change prevalence as a contextual factor, and practitioners heed employee reactions to change, particularly during periods of significant change.Originality/valueIn providing foundational evidence of change ubiquity in contemporary workplaces, this paper enables more accurate discussions regarding change.

Human Capital Flow: Investigating Employee Movement Into and Out of Organizations

This symposium includes five papers that showcase the broadening range of research on human capital flow, or overall employee movement into and out of organizations (Call et al; 2015; Nyberg & Ployhart, 2013; Reilly et al., 2014). The first two papers incorporate employee inflow, looking at specific groups of employees entering the organization as well as how staffing models, corporate culture, and reputational crises influence hiring rates and job openings. The next two papers address employee outflow, investigating predictors of turnover intentions and how organizations can manage offboarding and employee exit. The final paper examines how inflow practices influence outflow destination. Taken together, the papers in this symposium use a variety of methods including theoretical development, quantitative analysis, and qualitative analysis to reflect the importance of understanding antecedents and outcomes associated with human capital flow. Refugee Entry into Organizations: Understanding Divergent Staffing Models and Onboarding Presenter: Vickie Coleman Gallagher; Department of Management, Cleveland State U. Presenter: Karen Dunwoodie; Deakin U. Presenter: Tracy Hopkins Porter; Cleveland State U. Reputation Disrupted: Organizational Crises Impact on Collective Human Capital Flow Presenter: Natalia Lorinkova; Georgetown U. Presenter: Erin E. Makarius; U. of Akron Presenter: Charles Edward Stevens; Lehigh U. Presenter: Debmalya Mukherjee; U. of Akron Organizational Entrenchment: An Examination of its Unique Value in Understanding Turnover Intentions Presenter: Ana Carolina De Aguiar Rodrigues; U. of Sao Paulo (FEA/USP) Presenter: Howard Klein; Ohio State U. Presenter: Yuhan Zhan; Ohio State U. You Say Goodbye, I Say Hello: A Proactive Approach to Employee Offboarding and Organizational Exit Presenter: Alison M. Dachner; John Carroll U. Presenter: Erin E. Makarius; U. of Akron Who Comes, Who Leaves and Where To: How Hiring Source Affects Leavers’ Destinations Presenter: Huimiao Zheng; - Presenter: Rhett Andrew Brymer; U. of Cincinnati

Diversity Management in Czech Republic as an Answer to Demographic Changes

Purpose – The main objective of the following article is to present issues associated with managing diversity in the context of demographic changes. The aim of this paper is to offer concrete suggestions on how organizations can overcome demographic changes and tap the business potential of diversity management. Design/Methodology/Approach – The authors’ approach is based on the literature, statistic data and authors’ own research. The empirical part was developed on the basis of survey research titled “Diversity Management in the V4 Countries as an Answer to Demographic Changes”. The research was quantitative, implemented through the computer-assisted personal interviewing (CAPI) technique on a group of 101 respondents. The research study was conducted in 2016–2017. Findings – According to the research, knowledge and practice of diversity management is not very widespread in the Czech Republic. The research has shown that according to the opinion of the respondents from organisations, they recognize differences in motivation factors for specific groups of employees. The majority of respondents see the values and benefits of different groups of employees, as well as their specific needs. The majority of respondents know that specific groups can be the objects of various types of discrimination. Practical implications – Changes taking place on the labour market and globalization – and in particular the demographic changes in the Czech Republic – have evoked a necessity of searching for new strategies of management. Contemporary human resources management strategies should take into account social and demographic changes and the influence of those changes on customer purchase behaviour and requirement. Therefore, knowledge of diversity management and practical applications should be reflected in strategies of organizations. Results of the study provide general guidelines for determining the direction of how important diversity management should be in organizations. Originality/value – The research concerns diversity management in the Czech Republic with respect to demographic changes.

Platform Work, Algorithmic Decision-Making, and EU Gender Equality Law

Much of the literature produced in recent years has tried to systematize the various forms of platform work while considering how to (re)classify those working through digital platforms. While this contributes to our understanding of the nature of work in the digital economy and the extent to which current labour law is problematic for some platform workers, the gender dimension and implications, especially the growing concern about discrimination between men and women in the digital economy, appear to have received little attention so far. A recent study showed that some female platform workers receive lower pay than their male counterparts. As some online platforms use algorithms to determine pay levels, the key question addressed here is to the extent to which current EU gender equality law, and the principle of equal pay for women and men in particular, is adequate for protecting platform workers in a situation where work-related decisions are not taken by a human being but by an algorithm that is the potential source of discrimination. To understand how regulation should be ‘calibrated’ in cases where algorithms result in discrimination, the theory of classification bias can be helpful. It is assumed that the reason for providing protection based on the equal pay principle to a specific group of employees is not compelling enough to exclude platform workers who are classified as self-employed. This article starts with a brief examination of the challenges of working in the digital economy and then goes on to analyse the role of algorithms and their potential to discriminate based on gender. It is argued that the theory of classification bias could be used to address discriminatory algorithmic decision-making. The theory is then applied to the EU’s principle of equal pay for women and men, suggesting some improvements in relation to platform work.

When employer brand image aids employee satisfaction and engagement

PurposeThe purpose of this paper is to test whether employee characteristics (age, gender, role and experience) influence the effects of employer brand image, for warmth and competence, on employee satisfaction and engagement.Design/methodology/approachMembers of the public were surveyed as to their satisfaction and engagement with their employer and their view of their employer brand image. Half were asked to evaluate their employer’s “warmth” and half its “competence”. The influence of employee characteristics was tested on a “base model” linking employer image to satisfaction and engagement using a mediated moderation model.FindingsThe base model proved valid; satisfaction partially mediates the influence of employer brand image on engagement. Age, experience gender, and whether the role involved customer contact moderate both the influence of the employer brand image and of satisfaction on engagement.Practical implicationsEngagement varies with employee characteristics, and both segmenting employees and promoting the employer brand image differentially to specific groups are ways to counter this effect.Originality/valueThe contexts in which employer brand image can influence employees in general and specific groups of employees in particular are not well understood. This is the first empirical study of the influence of employer brand image on employee engagement and one of few that considers the application of employee segmentation.

Managers’ and employees’ contradictory argumentations of spatial change

PurposeThe purpose of this paper is to present the results of a qualitative study concerning managers’ and employees’ rhetorical evaluations of a spatial organizational change.Design/methodology/approachThe approach of rhetorical social psychology is applied to study how the actors of an organization speak about a transformation from a single-room office setting to an open, multi-space office. The material consists of 36 interviews.FindingsIt was found that the responsible managers and employees used contradictory argumentation of what “real work” is like and what the change will result in as rhetorical resources when supporting and contesting the transformation. Although their set of arguments and counter-arguments drew from the same beliefs and values, they were used for opposite purposes.Practical implicationsThe results of this research advance awareness of the multidimensional and contradictory nature of change rhetoric and this understanding can be utilized in supporting more effective change programs. For example, instead of constructing unnecessary polarizations between those who resist change and its supporters, the study facilitates to identify the ambiguity of argumentation related to change and the differing symbolic meanings subscribed to.Originality/valueThe study contributes to the organizational change literature by showing the ambiguity of change rhetoric and the contradictory nature of argumentation, both within the talk of specific employee groups and between groups.