Amid the COVID-19 pandemic, both practitioners and academics faced surmountable issues that created a massive toll on both organizations and employees. The new complexities surrounding organizations call for novel approaches in understanding the future of work and its components. HR carries a critical strategic function for organizations to adapt to the various complexities and develop strategies that enable them to manage people when uncertainty prevails. The “ecosystem” emerged as a concept that drove theoretical and HR strategy discussions in the last two decades. Its advancement reflects a growing interest regarding the interdependence in elements, structures, and actors across organizations and activities. The COVID-19 pandemic highlights the critical importance of interconnectedness for surviving in today's highly volatile environment. Thus, this work proposes a preliminary theoretical model of the HR ecosystem in the COVID-19 context using the arguments of systems and complexity theories and the current HR literature.
In this chapter, the author aims to present, through a review of literature, that the gender equality assumption of the human resource management (HRM) approach is not taken for granted. It seems there exist two sides of the same coin, one representing the HRM approach and the other representing the gendered approach to HRM practices. This chapter reviews HRM practices in work organizations as the potential facilitator of gender inequalities in organizations. In addition, the contentious function of HRM practices in maintaining gender inequalities within work organizations is reviewed. In spite of knowing the implication of HRM practices on being a gender-diverse organization, there remain few studies on the relationship between HRM practices and gender inequality in work organizations. Such research will add a different perspective to HRM practices and contribute to the awareness related to the gendered nature of organizations and their organizational practices.
In this chapter, the author aims to present, through a review of literature, that the gender equality assumption of the human resource management (HRM) approach is not taken for granted. It seems there exist two sides of the same coin, one representing the HRM approach and the other representing the gendered approach to HRM practices. This chapter reviews HRM practices in work organizations as the potential facilitator of gender inequalities in organizations. In addition, the contentious function of HRM practices in maintaining gender inequalities within work organizations is reviewed. In spite of knowing the implication of HRM practices on being a gender-diverse organization, there remain few studies on the relationship between HRM practices and gender inequality in work organizations. Such research will add a different perspective to HRM practices and contribute to the awareness related to the gendered nature of organizations and their organizational practices.
Coal mining is among the most dangerous occupations known due to the physical working environment and numerous potential hazard sources. However, dangers and risks associated are not limited only to physical conditions. As the interaction of mine workers with psychosocial hazards and risks harms themselves, it adversely affects their colleagues, work processes, mining companies, workers' families, and society in general. Moreover, interaction with psychosocial hazard sources and risks can provide a ground for exposure to physical-biological-chemical hazard sources. This extensive effect of psychosocial hazards, which resembles growing circles in the water, necessitates the support of workers' psychological well-being. The project, which started on February 1, 2021, "Capacity Building of Occupational Physicians for the Assessment and Prevention of Psychosocial Risks in Mining Sector" project grew out of this need, which is conducted with the financial support of the European Union and the Republic of Turkey and aims to contribute to mineworkers' psychosocial safety. The purpose of this article is to present a cross-section of the qualitative research conducted in this project, reviewing the perceptions of mining engineers and occupational safety experts regarding the sources of psychosocial danger faced by mineworkers. Focus group meetings were conducted with 23 mining engineers and 20 occupational safety experts. Qualitative coding of the transcribed data from the focus group sessions was done using the Copenhagen Psychosocial Questionnaire (COPSOQ-III) dimensions. The coding process revealed that these COPSOQ-III dimensions were relevant to mineworkers' psychosocial conditions in coal mining: interpersonal relationships and leadership, job insecurity, impact and development, and job demands. Examples of segments regarding these themes reveal the coal mine workers' high-risk condition in mining engineers' and occupational safety experts' perspectives.
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