This section examines the creative energies that migrants inject in the economic structures in both private sphere (in terms of entrepreneurship and social enterprise) and public spheres (in terms of contribution to organisational and occupational life). CHAPTER 8 -THE EMPLOYMENT SITUATION OF MIGRANT WORKERS AND THEIR EXPERIENCE OF WORK LIFE PPRESSURES INTRODUCTIONThis chapter considers the main features of the employment situation of migrant workers to which existing research points. It begins by considering the type of employment in which they are typically located and the implications this has for their work and non-work lives. It then considers the dangers of generalizing about the employment position of migrant workers and examines some of the reasons for diversity. Consideration is given to the impact on migrant workers' perception of their situation of the comparisons they make between their migrant situation and that which they experienced in their country of origin. Finally, the 312) found that "70 percent of immigrant workers remain unemployed for several months" in California, even for blue collar warehouse jobs. A higher unemployment rate among Chinese migrant workers than among native workers was part of the employment context of Chinese migrant workers (Baines 2007). For many migrants from the global south the situation has become worse because of increased competition from migrants from the new member states of the European Union (Datta et al., 2007).The growing number of migrant workers taking up employment in western countries has raised the issue of whether the influx of migrant workers has a negative impact on the employment situation of native workers. However, research has found little evidence that migrant workers have negative consequences for native worker employment and pay (OECD, 2001). The adverse wage effects, for example, of migrant workers are not discernible (Bryson and White, 2019). In relation to employment an examination of migrant jobs in Ireland found no evidence that migrants substituted for native workers (Turner, 2010).The reasons for the disproportionate employment of migrant workers in 'bad jobs' are varied and complex. In some cases, the regulatory status of being a migrant worker can have an important impact upon their power in employment (Kononen, 2019). Thus, a migrant who is not eligible for welfare state support is in a more vulnerable position in employment which may influence a decision to accept low paid work. The attitudes of employers often contribute to migrant workers being employed in 'bad jobs'. Employers take advantage of the precarious situation of many migrant workers and the greater power it gives them in the employment relationship to limit their employment rights (Kononen,2019). A result of A8 migrants' presence in the labour market has been to 'oil the wheels' of Britain's flexible economy encouraging the growth of atypical contracts (McCollum and Findlay, 2015). The ready supply of A8 workers has given employers few incentives to move away from fle...
PurposeThis study highlights the instrumental role of the mission statement as a tool used by managers to shape value congruence to achieve enhanced employee performance levels.Design/methodology/approachA variance-based structural equation modelling was used to analyse the data obtained from a sample of 123 managers working in private organisations in Malaysia.FindingsThe management sensemaking approach is useful in mission statement research. Managers' involvement in clarifying the mission statement to various firm stakeholders, especially employees, is the strongest predictor of value congruency between employees and the firm, leading to improved levels of employee behavioural performance. Managers can influence value congruency through two processes: (1) guiding and shaping employees' values and (2) adapting the mission statement's contents.Research limitations/implicationsFuture studies can consider the impact of managerial role modelling on employees' value alignment with the firm in longitudinal studies. Other aspects of alignment offer further research opportunities, for example, HR policy alignment and alignment of marketing and operation strategies with the mission statement.Practical implicationsManagers should move beyond treating the mission statement as a management tool. Instead, it is a firm philosophy that reflects managers' words and deeds and exemplifies their philosophical ideals.Originality/valueDespite three decades of research into the relationship between the mission statement and performance, the results have been mixed. Therefore, this study adopts a sensemaking approach to research the mission-performance relationship underpinned by the resource-based view (RBV) theory.
PurposeThis article empirically assesses the extent to which factors rooted in the cultural and institutional framework in sub-Saharan African organisational contexts challenge and resist the penetration of global practices and how these dynamics impact on human resource management (HRM). This article examines whether universalistic perspectives are significant for African HRM. The article discusses the tensions between the contributions derived from local and historical factors and that of other environmental agents to African HRM practice.Design/methodology/approachThe study is based on a survey among 100 practising African HRM executives representing significant organisations in sub-Saharan Africa.FindingsThe main findings established that in spite of westernisation and globalising trends in learning and development in Africa, human resource practices are still profoundly embedded in the African cultural fabric. Significant elements of cultures in sub-Saharan Africa pervade organisational processes; such aspects include collectivism and paternalism, which persistently resist change. The article, however, concludes that the resisting parts of sub-Saharan African cultures which are viewed as counterproductive can have positive resonance if constructively deployed.Originality/valueThis article contributes to African HRM literature, a significantly under-researched field. The paper provides an opportunity for African HR managers to be more pragmatic in identifying the contextual issues and aspects of African culture that could be value-adding in a fast-changing managerial field. The findings demonstrate that human resource strategies and policies have specific cultural orientations and reflect the societal predispositions of a particular collectivity; this epitomizes the intertwining of cultural paradigms, political spheres and organisational life in sub-Saharan Africa.
No abstract
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.