Suchergebnisse

We analyze the legal reform concerning employees? inventions in Germany. Using a simple principal-agent model, we derive a unique efficient payment scheme: a bonus which is contingent on the project value. We demonstrate that the old German law creates inefficient incentives. However, the new law concerning university employees and the pending reform proposal concerning other employees also fail to implement first-best incentives. With suboptimal incentives to spend effort on inventions, the government?s goal, an increase in the number of patents, is likely to be missed. (88 words)

All staff have the right to be themselves in the workplace. Here are some simple steps managers can take to ensure organisations are supportive of trans, non-binary and gender-questioning employees

PurposeIn light of the increasing popularity of telecommuting, this study investigates how telecommuters' organizational commitment may be linked to psychological and physical isolation. Psychological isolation refers to feelings of emotional unfulfillment when one lacks meaningful connections, support, and interactions with others, while physical isolation refers to physical separation from others.Design/methodology/approachAn online survey was used to collect data from 446 employees who telecommute one or more days per week.FindingsThe results of this study indicate that telecommuters' affective commitment is negatively associated with psychological isolation, whereas their continuance commitment is positively correlated with both psychological and physical isolation. These findings imply that telecommuters may remain with their employers due to perceived benefits, a desire to conserve resources such as time and emotional energy, or weakened marketability, rather than emotional connections to their colleagues or organizations.Practical implicationsOrganizations wishing to retain and maximize the contributions of telecommuters should pursue measures that address collocated employees' negative assumptions toward telecommuters, preserve the benefits of remote work, and cultivate telecommuters' emotional connections (affective commitment) and felt obligation (normative commitment) to their organizations.Originality/valueThrough the creative integration of the need-to-belong and relational cohesion theories, this study contributes to the telecommuting and organizational commitment literature by investigating the dynamics between both psychological and physical isolation and telecommuters' organizational commitment.

The literature relevant to creativity is diverse in approach. As a result, there has been a lack of cohesive theoretical understanding of how employee creativity operates and gets affected in organizations. In the existing literature, we found a number of theoretical approaches of creativity that appear as supplementary and complementary to provide a better understanding of the creativity. However, employee creativity continues to appear as an elusive and complex phenomenon. Such observations trigger the authors' interest to synthesize prior research and present the same in the form of a conceptual framework of employee creativity. On the basis of the results of extensive review of vast and varied literature, it is suggested that three individual characteristics, namely, personality traits & self-concepts, cognitive characteristics and motivational aspects, and four contextual characteristics, namely, super- visory and leadership behaviour, co-workers' behaviour, job context and social network, have independent as well as combined or mediated effect on employee creativity.

PurposeThe paper seeks to examine the evolution of, and assesses current trajectories of change in, the Algerian employee relations system.Design/methodology/approachThe paper reviews a range of literature on employee relations in Algeria and draws on the authors' research over the years in the field, including recent interviews with unions' representatives.FindingsThe paper provides evidence to suggest that the Algerian system of employee relations is a product of interactions and intersections between historical circumstances and different institutional arrangements and configurations to enable the state to hold together its power and control over unions. The paper shows how the preferential treatment of the UGTA by the government created an uneven playing field favouring the UGTA over independent unions.Research limitations/implicationsA major limitation of the paper is lack of strong empirical evidence.Practical implicationsThe paper suggests that the single most important factor determining unions' ability to manoeuvre is the continuing support they obtain from the government and its institutions. The analysis provides practical suggestions for independent unions.Originality/valueTo the best of the authors' knowledge, this is the first paper on recent developments in employee relations in Algeria.

In high-tech industries, one important method of diffusion is through employee mobility: many of the entering firms are started by employees from incumbent firms using some of their former employers' technological know-how. This paper explores the effect of incorporating this mechanism in a general industry framework by allowing employees to imitate their employers' know-how. The equilibrium is Pareto optimal since the employees 'pay' for the possibility of learning their employers' know-how. The model's implications are consistent with data from the rigid disk drive industry. These implications concern the effects of know-how on firm formation and survival.

Employee voice has been an enduring theme within the employment relations literature.This article profiles the incidence of a range of direct and indirect employee voice mechanisms within multinational companies (MNCs) and, using an analytical framework, identifies a number of different approaches to employee voice. Drawing from a highly representative sample of MNCs in Ireland, we point to quite a significant level of engagement with all types of employee voice, both direct and indirect. Using the analytical framework, we find that the most common approach to employee voice was an indirect voice approach (i.e. the use of trade unions and/or non-union structures of collective employee representation). The regression analysis identifies factors such as country of origin, sector, the European Union Directive on Information and Consultation and date of establishment as having varying impacts on the approaches adopted by MNCs to employee voice.