Towards a Research Agenda on the Sustainable and Socially Responsible Management of Agency Workers Through a Flexicurity Model of HRM

Zhang, Mingqiong Mike; Bartram, Timothy; McNeil, Nicola; Dowling, Peter J.

doi:10.1007/s10551-013-2045-z

Cited by 33 publications

(25 citation statements)

References 40 publications

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“…This dimension includes the worker's family within social protection mechanisms. The various components of the social protection dimension, despite being studied mainly in other disciplines (e.g., law and economics), were also studied widely and literature reviews have been published in the field of work, organizational and personnel psychology (Burke & Maramaldi, 2016;Zhang, Bartram, McNeil, & Dowling, 2015). The main concern relates to the design of mechanisms able to join together the worker's social protection and organizational competitiveness.…”

Section: Decent Work Universal Values and Cultural Diversitymentioning

confidence: 99%

Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção

Santos¹

2019

Psychologica

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A navegação consulta e descarregamento dos títulos inseridos nas Bibliotecas Digitais UC Digitalis, UC Pombalina e UC Impactum, pressupõem a aceitação plena e sem reservas dos Termos e Condições de Uso destas Bibliotecas Digitais, disponíveis em https://digitalis.uc.pt/pt-pt/termos. Conforme exposto nos referidos Termos e Condições de Uso, o descarregamento de títulos de acesso restrito requer uma licença válida de autorização devendo o utilizador aceder ao(s) documento(s) a partir de um endereço de IP da instituição detentora da supramencionada licença. Ao utilizador é apenas permitido o descarregamento para uso pessoal, pelo que o emprego do(s) título(s) descarregado(s) para outro fim, designadamente comercial, carece de autorização do respetivo autor ou editor da obra. Na medida em que todas as obras da UC Digitalis se encontram protegidas pelo Código do Direito de Autor e Direitos Conexos e demais legislação aplicável, toda a cópia, parcial ou total, deste documento, nos casos em que é legalmente admitida, deverá conter ou fazer-se acompanhar por este aviso. Decent work expressing universal values and respecting cultural diversity: propositions for intervention Autor(es): Santos, Nuno Rebelo dos Publicado por: Imprensa da Universidade de Coimbra URL persistente: URI:http://hdl.handle.net/10316.2/47199Abstract Decent work is a comprehensive concept expressing people's aspirations for their working lives. This concept has had great legitimacy since it was proposed by the International Labour Organization, the United Nations agency for labour issues, which is the well-established institutional world forum for cooperation. Furthermore, decent work has joined various research subjects in labour-related disciplines, gaining a central role as a research subject and intervention compass. This paper aims to discuss the consequences of societies' cultural complexity for decent work intervention. After highlighting previous research subjects in labour-related disciplines that are closely related to the decent work dimensions, the consequences of cultural complexity for intervention are pointed out. The tension between universal human values, cultural diversity and culture as an evolving social phenomenon is the trigger for proposing a balance expressed in several propositions concerning culture-sensitive intervention in decent work. Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção ResumoTrabalho digno é um conceito abrangente que expressa as aspirações das pessoas para a sua vida profissional. Este conceito tem tido elevada legitimidade na medida em que foi proposto pela Organização Internacional do Trabalho, a agência da Organização das Nações Unidas para as questões laborais, que é o fórum mundial institucional mais bem estabelecido para a cooperação. Além disso, o trabalho digno agregou diversos temas de investigação das várias disciplinas que abordam as questões laborais, assumindo assim um papel central como objeto de investigação e como bússola orient...

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Section: Decent Work Universal Values and Cultural Diversitymentioning

confidence: 99%

Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção

Santos¹

2019

Psychologica

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“…Worker's skills, flexibility, task identity or autonomy are some of the common themes in this policy. Relying on these elements, authors like those in Reference [15] and Reference [40] have shown agreement about how to design more appropriate workplaces by considering managerial styles based on more decentralization, variety of skills, feedback and more equitable, non-discriminating organizational structures-including flexible working tasks are important practices to be considered in an HRM with a socially responsible orientation.…”

Section: Sr-job Analysis Policy On Employee Commitmentmentioning

confidence: 99%

“…Similarly, SR-HRM literature shows that establishing HR policies and practices with a sense of social responsibility requires a form of egalitarianism [27,41,42]. Ensuring that selection, promotion and treatment of individuals is on the bases of merit and ability; developing a set of actions oriented to increasing awareness of heterogeneity or promoting the skills of minority groups are considered vital policies and practices of HRM for a company committed to social responsibility [14,15,40,43]. The same is true of HRM policies and practices which promote co-operation, communication and encouraging shared objectives, and those could be described as SR-Collaborative policy [30,43].…”

Section: Sr-egalitarian and Sr-collaborative Policies On Employee Commentioning

confidence: 99%

Socially Responsible Human Resource Management and Employee Perception: The Influence of Manager and Line Managers

2018

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The aim of this article is to contribute to understanding the importance of considering the effect of employees’ perceptions of Socially Responsible Human Resource Management (SR-HRM) on employee commitment. Results, applied to different levels of the organization (HR managers, line managers and employees) show, on one hand, that there is a relationship between a SR-HRM and employee commitment, and on the other hand, that employees’ perceptions have an influence on the extent to which these relationships are developed. HR managers and line managers perceived SR-HRM in a similar way and line managers and non-managerial employees generally did too. The frequency with which line managers disagree with employees’ perceptions about socially responsible practices was low. Suggestions for HRM practice and future research are provided.

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“…Many researches have shown the importance of HR flexibility (Akingbola, 2013;Chang at al., 2013;Bal and De Lang, 2015;Zhang et al, 2015). Wright and Snell (1998) theorized that "HR flexibility is an internal trait or characteristic of the firm that can be addressed through three conceptual components: employee skills, employee behavior, and HR practices".…”

Section: Hr Flexibilitymentioning

confidence: 99%

Sustainable and flexible human resource management for innovative organizations

et al. 2017

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Towards a Research Agenda on the Sustainable and Socially Responsible Management of Agency Workers Through a Flexicurity Model of HRM

Cited by 33 publications

References 40 publications

Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção

Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção

Socially Responsible Human Resource Management and Employee Perception: The Influence of Manager and Line Managers

Sustainable and flexible human resource management for innovative organizations

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