Implications of a changing workforce and workplace for justice perceptions and expectations

Ryan, Ann Marie; Wessel, Jennifer

doi:10.1016/j.hrmr.2015.01.001

Cited by 43 publications

(34 citation statements)

References 131 publications

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“…In both countries, employees are hired for managerial positions primarily using the corporation's own resources, promoting the building of the employer's brand. Ryan and Wessel (2015) present, on the basis of their research, these findings related to new technologies, the online world and the digital era: (1) greater expectations of receiving information and receiving it quicker, (2) differences in employer and employee expectations of personal use of organizational technology, (3) clashes from tracking non-job related information and expectations of privacy, (4) greater expectations of control over decision-making.…”

Section: The Sources Of Information About a Job Vacancymentioning

confidence: 97%

Promotion as a Variable of HR Marketing in Selected Corporations in the Czech Republic in the Context of Digitization

Bejtkovský

2018

Acta Univ. Agric. Silvic. Mendelianae Brun.

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Today’s corporations want to differentiate themselves and be more attractive, popular and interesting for their current and potential employees. HR marketing can help corporations gain a competitive advantage and be different. The purpose of this paper was to determine the current state of use of social media platforms based on the biological age of the respondents and the highest level of education achieved of the respondents in selected corporations in the Czech Republic in the context of HR marketing. The primary data was obtained by a self‑administered, structured questionnaire targeted at selected Czech corporations and their employees. The total number of respondents was 588 employees. One research question and two research hypotheses have been formulated. The verification or rejection of null research hypotheses was done through the statistical method of the Pearson’s Chi‑square test. The results came along with finding that there is a statistically significant relation between the active use of social media platforms and the biological age of the respondents and there is a statistically significant relation between the active use of social media platforms and the highest level of education achieved of the respondents in selected corporations in the Czech Republic.

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Section: The Sources Of Information About a Job Vacancymentioning

confidence: 97%

Promotion as a Variable of HR Marketing in Selected Corporations in the Czech Republic in the Context of Digitization

Bejtkovský

2018

Acta Univ. Agric. Silvic. Mendelianae Brun.

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“…In this global scenario, and in order to attract and retain the best talent we will probably have to reconsider and understand what people in different cultures understand as being just and fair (Denisi et al, 2014;Ryan & Wessel, 2015).…”

Section: Reviewing Conceptsmentioning

confidence: 99%

“…In organizations with diverse workforces, understanding social identity-based differences in fairness construal is important to organizational functioning and HR management, as attracting and maintaining the best talent include projecting an image that the organization values diverse individuals (Avery & McKay, 2006). Ryan & Wessel (2015) highlight the novel approach to "justice" in 21 st century organizations. They suggest that the changes resulting from globalization and diversity, relations through new technologies, individual psychological contracts and service-related jobs can significantly change social comparison processes as well as the type of comparisons employees make among themselves.…”

Section: Reviewing Conceptsmentioning

confidence: 99%

New Trends in Leveraging Workforce Diversity through Human Resource Management Initiatives

Sánchez-Apellániz

Triguero-Sánchez

2016

Advances in Religious and Cultural Studies

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Tremendous forces are radically reshaping the world of work and workforce diversity is steadily growing. If effective diversity management can only be achieved by means of the use of appropriate human resources strategies, HRM need to change his role. This chapter intends to explore such new trends and new practices on HRM, analyze which of them can be employed and which are more appropriate for an optimal management of workforce diversity and to obtain a competitive advantage for companies in the global economy.

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“…For example, organizations in need of employees with specific competences can nowadays often draw from a global pool of candidates (Cohen & Zaid, 2002). Consequently, cultural diversity in the workplace increases, which can complicate the work context (Ryan & Wessel, 2015), arguably imposing additional demands (i.e. coping with diversity and fluency in English) on employees (Wilpert, 2009).…”

Section: The Societal Levelmentioning

confidence: 99%

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Fleuren

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Implications of a changing workforce and workplace for justice perceptions and expectations

Cited by 43 publications

References 131 publications

Promotion as a Variable of HR Marketing in Selected Corporations in the Czech Republic in the Context of Digitization

Promotion as a Variable of HR Marketing in Selected Corporations in the Czech Republic in the Context of Digitization

New Trends in Leveraging Workforce Diversity through Human Resource Management Initiatives

Caught somewhere in time

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