Home About us Contact
|
Home About us Contact | ||
|
|
||
Employees' Reactions (employee + reaction)
Selected AbstractsWATCHING THE DETECTIVES: SEASONAL STUDENT EMPLOYEE REACTIONS TO ELECTRONIC MONITORING WITH AND WITHOUT ADVANCE NOTIFICATIONPERSONNEL PSYCHOLOGY, Issue 2 2002AUDRA D. HOVORKA-MEAD The present paper tested procedural justice hypotheses about seasonal high school and college student employees' reactions to electronic monitoring with video cameras. Study 1, a field study, explored (a) whether employees receiving advance notification of monitoring offered more favorable justice judgments than employees who did not, and (b) whether employees who saw monitoring procedures and/or consequences as fair returned to the organization the following summer. Results supported the hypotheses: employees viewed monitoring procedures as fairer if they received advance notice. Fairness judgments predicted reemployment Study 2, a scenario-based laboratory experiment, also found that advance notice elicited greater justice beliefs. In addition, Study 2 examined how variations in justification for the monitoring affected justice beliefs. Either strong or weak justifications produced greater procedural justice beliefs than no justification. [source] Changes in employees' attitudes at work following an acquisition: a comparative study by acquisition typeHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 3 2008Sylvie Guerrero The purpose of this paper is to examine how employee reaction varies in the event of an acquisition, and ultimately, to show that it depends on the acquisition context; specifically: (1) the legitimacy of the purchasing firm's identity, and (2) the extent of the organizational changes or discontinuity resulting from the acquisition. The research hypotheses considered are tested using a single questionnaire administered repeatedly over a five-year period to the employees of 85 sites belonging initially to three different firms: ABC (the acquiring firm), EFG (the firm taken over in a friendly acquisition) and XYZ (firm absorbed in a hostile acquisition). The results mainly show that employees working at sites belonging initially to EFG have higher organizational identification scores than those at sites belonging initially to XYZ. Insecurity scores increase at all sites after the acquisition period, even for employees who originally belonged to ABC. Finally, a temporal link is seen between organizational identification, insecurity and job satisfaction. [source] The Continuing Conceptual Crisis in the Common Law of the Contract of EmploymentTHE MODERN LAW REVIEW, Issue 3 2004Lizzie Barmes The effects on the common law of the contract of employment of the decision of the House of Lords in Johnson v Unisys Ltd are considered. The focus is on liability rather than remedies. It is argued that the case created conceptual instability in the common law understanding of a breach of a contract of employment. The logical consequence of the majority reasoning is that in some cases the existence or not of a breach by an employer is contingent on an employee's reaction. Relevant case law history and developments since the Johnson decision inform a detailed critique of the arguments that underpinned it. A solution is suggested according to which, prima facie, contracts of employment would be required to be performed in accordance with terms that have been implied by law. [source] Relative importance of stakeholders: analysing speech acts in a layoffJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2002Wendy L. Guild Grounded in a participant observation study of a ski resort, this paper explores the (re)production of legitimate discourses through speech acts pertaining to an organizational event, a layoff. Manager's justifications and employees' reactions and critiques put sanctioned discourses into play. And while the stated organizational values include shareholder, customer, and employee concerns, the relative importance of these stakeholders is only made clear through the conversation of the speech acts and their reception. The shape of the conversation, in locution, illocution and perlocution, shifts the relations between managers and the employees and creates longer term consequences for the organization. This focus on language use serves as a micro-foundation for the study of legitimation processes and its consequences within organizations. Copyright © 2002 John Wiley & Sons, Ltd. [source] WATCHING THE DETECTIVES: SEASONAL STUDENT EMPLOYEE REACTIONS TO ELECTRONIC MONITORING WITH AND WITHOUT ADVANCE NOTIFICATIONPERSONNEL PSYCHOLOGY, Issue 2 2002AUDRA D. HOVORKA-MEAD The present paper tested procedural justice hypotheses about seasonal high school and college student employees' reactions to electronic monitoring with video cameras. Study 1, a field study, explored (a) whether employees receiving advance notification of monitoring offered more favorable justice judgments than employees who did not, and (b) whether employees who saw monitoring procedures and/or consequences as fair returned to the organization the following summer. Results supported the hypotheses: employees viewed monitoring procedures as fairer if they received advance notice. Fairness judgments predicted reemployment Study 2, a scenario-based laboratory experiment, also found that advance notice elicited greater justice beliefs. In addition, Study 2 examined how variations in justification for the monitoring affected justice beliefs. Either strong or weak justifications produced greater procedural justice beliefs than no justification. [source] | ||||||||||