Developing the conversation about workplace mediation

Abstract

This article examines some of the latest writing and research in relation to conflict in work and workplace mediation. It considers three specific issues of size and sector of organisations, the attitude of organisations to conflict and the employee relations environment in organisations. It reviews the various views in relation to fundamental aspects of mediation such as the neutral third party, voluntarism, informality and confidentiality to inform thinking as well as practitioner and academic conversations. The most recent research in relation to the use of workplace mediation, the agreement reached and satisfaction is also presented. Research into the use of workplace mediation demonstrates that there are differences across countries and sectors. The broader issues related to evaluation of workplace mediation and organisation culture implications of workplace mediation for conflict management are then considered.

The Mediating Effect of Employee Outcomes on the Relationship between Green Human Resource Management Practices and Firm Performance

“…Employee outcomes are affective dispositions associated with work-related attitudes (Avey et al, 2011). According to Baron and Kenny (1986) and Kenny (2014), a mediator is a variable that causes mediation in the relationship between the outcome variable -firm performance and the causal variable -green HRM practices. Ren et al (2022) observed the need to have an improved understanding of the mediating processes through which green HRM influences green-specific and general outcomes to guide the design of a green HRM system that potentially achieves sustainable longer-term outcomes.…”