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Workplace Employment Relations Survey (workplace + employment_relation_survey)
Selected AbstractsChanges in HRM and job satisfaction, 1998,2004: evidence from the Workplace Employment Relations SurveyHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 3 2008Andrew Brown This paper examines the relationship between human resource management practices and job satisfaction, drawing on data from the 1998 and 2004 Workplace Employment Relations Surveys. The paper finds significant increases in satisfaction with the sense of achievement from work between 1998 and 2004; a number of other measures of job quality are found to have increased over this period as well. It also finds a decline in the incidence of many formal human resource management practices. The paper reports a weak association between formal human resource management practices and satisfaction with sense of achievement. Improvements in perceptions of job security, the climate of employment relations and managerial responsiveness are the most important factors in explaining the rise in satisfaction with sense of achievement between 1998 and 2004. We infer that the rise in satisfaction with sense of achievement is due in large part to the existence of falling unemployment during the period under study, which has driven employers to make improvements in the quality of work. [source] Workplace performance: a comparison of subjective and objective measures in the 2004 Workplace Employment Relations SurveyINDUSTRIAL RELATIONS JOURNAL, Issue 2 2008John Forth ABSTRACT Understanding what determines workplace performance is important for a variety of reasons. In the first place, it can inform the debate about the UK's low productivity growth. It also enables researchers to determine the efficacy of different organisational practices, policies and payment systems. In this article, we examine not the determinants of performance but how it is measured. Specifically, we assess the alternative measures of productivity and profitability that are available in the 2004 Workplace Employment Relations Survey (WERS). Previous WERS have been an important source of data in research into workplace performance. However, the subjective nature of the performance measures available in WERS prior to 2004 has attracted criticism. In the 2004 WERS, data were again collected on the subjective measure but, in addition, objective data on profitability and productivity were also collected. This allows a comparison to be made between the two types of measures. A number of validity tests are undertaken and the main conclusion is that subjective and objective measures of performance are weakly equivalent but that differences are also evident. Our findings suggest that it would be prudent to give most weight to results supported by both types of measure. [source] Does partnership at work increase trust?INDUSTRIAL RELATIONS JOURNAL, Issue 2 2008An analysis based on the 2004 Workplace Employment Relations Survey ABSTRACT In the late 1990s, partnership at work was embraced with some enthusiasm by a number of stakeholders in employment relations and incorporated in the 1999 Employment Relations Act. The implementation of the Information and Consultation Regulations has also been extensively signalled. We might therefore expect to see some evidence of partnership-related practices in Britain. The 2004 Workplace Employment Relations Survey (WERS 2004) provides an opportunity to explore the extent of partnership practice, and also, for the first time, to explore its link to trust relations. This article reports evidence from WERS 2004 suggesting that partnership practice remains relatively undeveloped and that it is only weakly related to trust between management and employee representatives and to employees' trust in management. Direct forms of participation generally have a more positive association with trust than representative forms. There is also modest evidence that trust may be associated with certain workplace outcomes. The case for partnership and more particularly representative partnership as a basis for mutuality and trust is not supported by this evidence. [source] Equality and diversity in British workplaces: the 2004 Workplace Employment Relations SurveyINDUSTRIAL RELATIONS JOURNAL, Issue 4 2007Janet Walsh ABSTRACT Drawing on key findings from the 2004 Workplace Employment Relations Survey (WERS 2004), this article examines developments in the incidence, scope and substance of equal opportunities policy provision and practice in Britain. The discussion then considers the extent to which workplaces might be adopting diversity management practices, the potential for further research on equality and diversity using WERS 2004, and the issues that might be considered in future workplace employment relations surveys. [source] 21st-century models of employee representation: structures, processes and outcomesINDUSTRIAL RELATIONS JOURNAL, Issue 4 2007Andy Charlwood ABSTRACT The 2004 Workplace Employment Relations Survey allows further exploration of the fate or workplace-based forms of employee representation charted by earlier surveys. We describe the occurrence and diversity of representational forms, union, non-union and ,hybrid', and the structural characteristics of workplaces where they are found. We go on to analyse a number of structural and processual differences and differences in outcomes. In particular, we try to estimate the effects of different forms for outcomes such as wage dispersion, procedural ,fairness' and productivity. The data show that ,hybrid' systems of union and non-union representation are associated with the best outcomes, therefore, notwithstanding the continuing decline in the diffusion of the ,traditional' union-based model of workplace representation, union presence is still a prerequisite for effective representation, while ,pure' non-union forms serve neither employee nor employer interests. [source] Disability and Skill Mismatch,THE ECONOMIC RECORD, Issue 2010MELANIE K. JONES This paper integrates two strands of literature on overskilling and disability using the 2004 British Workplace Employment Relations Survey (WERS). It finds that disabled workers are significantly more likely to be skill mismatched in the labour market and that the adverse effect of mismatch on earnings is particularly acute for this group. Giving workers more discretion over how they perform their work may significantly reduce these negative effects. [source] A Quarter Century of Workplace Employment Relations SurveysBRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 4 2008Alex Bryson The 2004 Workplace Employment Relations Survey (WERS 2004) is the fifth in a series that spans almost a quarter of a century. This paper reflects on the history of this series, examines some of its key limitations and speculates on what future directions it might take. [source] Inside the Workplace , Findings from the 2004 Workplace Employment Relations Survey , By Barbara Kersley, Carmen Alpin, John Forth, Alex Bryson, Helen Bewley, Gill Dix and Sarah OxenbridgeBRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2008John Buchanan No abstract is available for this article. [source] Changes in HRM and job satisfaction, 1998,2004: evidence from the Workplace Employment Relations SurveyHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 3 2008Andrew Brown This paper examines the relationship between human resource management practices and job satisfaction, drawing on data from the 1998 and 2004 Workplace Employment Relations Surveys. The paper finds significant increases in satisfaction with the sense of achievement from work between 1998 and 2004; a number of other measures of job quality are found to have increased over this period as well. It also finds a decline in the incidence of many formal human resource management practices. The paper reports a weak association between formal human resource management practices and satisfaction with sense of achievement. Improvements in perceptions of job security, the climate of employment relations and managerial responsiveness are the most important factors in explaining the rise in satisfaction with sense of achievement between 1998 and 2004. We infer that the rise in satisfaction with sense of achievement is due in large part to the existence of falling unemployment during the period under study, which has driven employers to make improvements in the quality of work. [source] A Quarter Century of Workplace Employment Relations SurveysBRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 4 2008Alex Bryson The 2004 Workplace Employment Relations Survey (WERS 2004) is the fifth in a series that spans almost a quarter of a century. This paper reflects on the history of this series, examines some of its key limitations and speculates on what future directions it might take. [source] Equality and diversity in British workplaces: the 2004 Workplace Employment Relations SurveyINDUSTRIAL RELATIONS JOURNAL, Issue 4 2007Janet Walsh ABSTRACT Drawing on key findings from the 2004 Workplace Employment Relations Survey (WERS 2004), this article examines developments in the incidence, scope and substance of equal opportunities policy provision and practice in Britain. The discussion then considers the extent to which workplaces might be adopting diversity management practices, the potential for further research on equality and diversity using WERS 2004, and the issues that might be considered in future workplace employment relations surveys. [source] | ||||||||||