Buying into the ‘good worker’ rhetoric or being as good as they need to be? The effort bargaining process of new migrant workers

Baxter-Reid, Hazel

doi:10.1111/1748-8583.12111

Cited by 20 publications

(15 citation statements)

References 20 publications

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“…The assumption here is that complexity is a negative component of psychosocial job quality and it may be for persons who are being asked to perform tasks with a complexity that is not commensurate with their skill level (and/or ability to attain the necessary skill level). A study based in Scotland found that highly skilled migrant workers get segmented into low skilled jobs with bullying and racial discrimination [ 59 ]. However, for migrant workers who are in jobs commensurate with their skill level, complexity may not be perceived as a negative component of job quality.…”

Section: Discussionmentioning

confidence: 99%

Workplace psychosocial stressors experienced by migrant workers in Australia: A cross-sectional study

et al. 2018

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ObjectiveTo explore work-related psychosocial stressors among people of Chinese, Vietnamese and Arabic-speaking backgrounds currently working in Australia.MethodsIn 2015, a telephone survey of 585 Vietnamese, Chinese and Arabic-speaking workers asked about workplace bullying, ethnic discrimination, job complexity, degree of control, security and fairness of payment along with demographic and employment information. Estimates of job-related psychosocial stressors were derived and regression analyses used to identify significant associations.ResultsAt least one workplace stressor was reported by 83% of the workers in the study. Education was significantly associated with experiencing any psychosocial stressor and also with the total number of stressors. Workers aged 45 years and older were more likely to be bullied or experience racial discrimination compared with younger workers of any ethnicity. There was a greater likelihood of reporting low control over a job when the interview was conducted in a language other than English and the workers were either Chinese or Arabic. Workers on a fixed-term contract, independent of ethnicity were more likely to report a job with low security. Overall psychosocial job quality decreased with education and was associated with occupation type which interacted with ethnicity and gender.ConclusionsThe results suggest that job-related psychosocial stressors are widespread but not uniform across ethnic groups. Further research into what drives differences in work experience for migrant groups would provide information to guide both employers and migrants in ways to reduce workplace psychosocial stressors.

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Section: Discussionmentioning

confidence: 99%

Workplace psychosocial stressors experienced by migrant workers in Australia: A cross-sectional study

et al. 2018

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“…We argue that such an extension asks more of employers, but that existing evidence suggests that employers are often only weakly embedded in ALMP. This may be a particularly pertinent challenge in the UK given the institutional framework associated with the prevailing liberal market economy characterised by limited labour market regulation (Davies and Freedland, ; Baxter‐Reid, ). This regime differs from coordinated market economies and Nordic regimes, characterised by greater involvement of social partners on employment standards.…”

Section: Introductionmentioning

confidence: 99%

More than a match? Assessing the HRM challenge of engaging employers to support retention and progression

Sissons

Green

2017

Human Res Mgmt Journal

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This article considers employer engagement within a changing landscape of active labour market policy (ALMP). Employer engagement in ALMP has focused on supporting job entry for disadvantaged groups, through working with employers to attain changes on the demand side or using dialogue with employers to implement changes on the supply side. Employer engagement in this model is orientated to a point in time: the job match. However, ALMP policy in the UK is beginning to give greater emphasis to the sustainability of job entries and progression opportunities. This potentially creates a quite different set of expectations around employer engagement and asks more of employers. Yet securing strong engagement from employers in ALMP has tended to be difficult. This article examines the challenges that such a change in focus will have for existing models of employer engagement and on associated implications for HRM theory, policy and practices.

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“…Employer perceptions that, compared to local workers, migrants are more reliable, more temporally flexible and have a stronger work ethic have been identified in studies of industries characterised by lower job quality, such as hospitality, retail, construction and agriculture (e.g. Baxter-Reid, 2016; MacKenzie and Forde, 2009; Moriarty et al, 2012; Ruhs and Anderson, 2010). Employers in these industries typically face challenges in attracting and retaining committed and motivated workers within the local labour market (Knox et al, 2015).…”

Section: Human Capital Perspectives On Employer Recruitment Of Temmentioning

confidence: 99%

Why recruit temporary sponsored skilled migrants? A human capital theory analysis of employer motivations in Australia

Wright

Constantin

2020

Australian Journal of Management

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This article uses human capital theory to analyse employer motivations for recruiting skilled migrants on temporary sponsored visas, a group receiving limited attention within human resource management (HRM) scholarship despite being an increasingly important part of the workforce in many organisations and countries. We address this gap through a survey analysis of 1602 employer respondents who sponsored temporary skilled visa holders in Australia. The findings indicate that cost-effectiveness as a motivator for recruitment decisions can be achieved not only through HRM strategies to maximise worker productivity, as human capital theories emphasise, but also by identifying groups of workers perceived as harder working than other groups. The findings also draw attention to the role of government policy in this identification process, specifically visa regulations constraining the mobility of temporary sponsored skilled migrants, which allows employers to utilise these workers’ human capital effectively. JEL Classification: J61, M12, M51, O15

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Buying into the ‘good worker’ rhetoric or being as good as they need to be? The effort bargaining process of new migrant workers

Cited by 20 publications

References 20 publications

Workplace psychosocial stressors experienced by migrant workers in Australia: A cross-sectional study

Workplace psychosocial stressors experienced by migrant workers in Australia: A cross-sectional study

More than a match? Assessing the HRM challenge of engaging employers to support retention and progression

Why recruit temporary sponsored skilled migrants? A human capital theory analysis of employer motivations in Australia

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