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Employee Groups (employee + groups)
Selected AbstractsAn examination of the use of high-investment human resource systems for core and support employeesHUMAN RESOURCE MANAGEMENT, Issue 2 2007David P. Lepak In this study, we examine two competing perspectives regarding the relative use of high-investment human resource (HIHR) systems for core and support employees within establishments. Using data from 420 establishments, we compare a universal perspective suggesting that the level of HIHR exposure core employees receive is always greater than the level of exposure for sup-port employees, with a contingency perspective suggesting that the relative level of exposure for these employee groups is contingent on strategy, HR philosophy, or industry. The results did not provide support for the universal prediction that core employees always receive higher levels of exposure to HIHR systems than support employees within the same establishment. Moreover, while strategy and HR philosophy were positively related to the level of HIHR system use across establishments, they did not influence the relative level of exposure to HIHR systems for core and support employees. Interestingly, however, industry did exert a unique impact such that core em-ployees received significantly greater exposure to HIHR systems than sup-port employees in nonmanufacturing firms. There were no significant differ-ences in exposure for these two groups in manufacturing industries. Implications of the findings are discussed. © 2007 Wiley Periodicals, Inc. [source] Satisfaction with HR practices and commitment to the organisation: why one size does not fit allHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 4 2005Nicholas Kinnie This article examines the links between employees' satisfaction with HR practices and their commitment to the organisation. It draws on recently collected data to examine these links for three groups of employees: professionals, line managers and workers. Satisfaction with some HR practices appears to be linked to the commitment of all employees, while the link for others varies befuwn the three employee groups. These findings pose a challenge to the universalistic model of HRM and have implications for those seeking to design practices that will improve organisational commitment. [source] The impact of Investors in People on employer-provided training, the equality of training provision and the ,training apartheid' phenomenonINDUSTRIAL RELATIONS JOURNAL, Issue 1 2008Kim Hoque ABSTRACT This article draws on data from WERS 2004 to provide a follow-up to previous research using WERS 98, which evaluated the relationship between Investors in People (IiP) and training. This follow-up is undertaken in order to consider whether the Standard, which was revised in 2000, is now more effective in ensuring that recognised workplaces genuinely engage in training activity. An evaluation is also undertaken of the Standard's new aim of ensuring equal opportunities with regard to training provision. In the event, the analysis demonstrates that the proportion of employees in IiP workplaces that have not received formal training did not change between 1998 and 2004, but employees were now less likely to disagree that managers at their workplaces encourage people to develop their skills. However, the analysis finds greater evidence of inequality of training provision in IiP workplaces than in non-IiP workplaces and that the Standard neither boosts training levels for typically disadvantaged employee groups, nor overcomes the ,training apartheid' phenomenon. [source] Technology, Labour Characteristics and Wage-productivity Gaps,OXFORD BULLETIN OF ECONOMICS & STATISTICS, Issue 5 2005Pekka Ilmakunnas Abstract We use plant-level employer,employee data in production functions and wage equations to examine whether wages are based on productivity. We use a stepwise procedure to find out how the results are influenced by the kind of data that is available. The models include shares of employee groups based on age, level and field of education, and sex. The gap between the age-related wage and productivity effects increases with age. Education increases productivity, but wage under-compensates productivity especially for those with the highest level of non-technical education. For women the results depend greatly on the specification and method used. [source] | ||||||||||