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Gift exchange in the workplace
In: Human resource management review, Volume 19, Issue 1, p. 23-38
ISSN: 1053-4822
Affectual trust in the workplace
In: International journal of human resource management, Volume 14, Issue 1, p. 139-155
ISSN: 1466-4399
Achieving the Ethical Workplace
In: Public management: PM, Volume 76, Issue 3, p. 13-17
ISSN: 0033-3611
SSRN
Sexual harassment in the workplace
In: Equal opportunities international: EOI, Volume 18, Issue 2/3/4, p. 20-22
ISSN: 1758-7093
Emphasizes that sexual harassment covers a wide range of unacceptable activities, can be committed by a wide range of people, and can happen to almost anybody, irrespective of gender and age. Stresses the need to prevent sexual harassment, setting out the steps that can be taken under US law. Sees training as a key to stopping sexual harassment, briefly indicating what this training could cover. Also looks at what employers should do upon receiving a complaint of sexual harassment. Points out that prompt, appropriate and effective action by the employer provides an effective defence, if a case is brought by the US Equal Employment Opportunities Commission.
Unhappy working with men? Workplace gender diversity and employee job-related well-being in Britain ; a WERS2004 based analysis
This paper attempts to establish empirically the link between workplace gender diversity and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ econometric techniques that account for unobserved workplace heterogeneity. I find that gender diversity is associated with lower employee well-being among women in several of the equations estimated. The magnitudes of the estimated effects also tend to increase with (women's) group size. Workplace equality policies do not appear to ameliorate these effects.
BASE
Privacy and the Workplace
In: Review of public personnel administration, Volume 16, Issue 2, p. 21-31
ISSN: 1552-759X
Advances in technology raise new privacy issues in the area of public personnel. This article examines the implications for public managers of technological surveillance and genetic testing in public organizations. The basic principles from statutory and case law are presented as a guide for practitioners. The article concludes with a framework for protecting the privacy rights of employees.
Racial Harassment in the workplace
In: Equal opportunities international: EOI, Volume 18, Issue 5/6, p. 48-53
ISSN: 1758-7093
Defines racial harassment and the forms in which it generally appears. Looks at the issue from the employer's perspective, advising liabilities. Continues by putting the employee's point of view. Expels some common myths and lists some useful recent case law.
Peer Effects in the Workplace
In: American economic review, Volume 107, Issue 2, p. 425-456
ISSN: 1944-7981
Existing evidence on peer effects in the productivity of coworkers stems from either laboratory experiments or real-world studies referring to a specific firm or occupation. In this paper, we aim at providing more generalizable results by investigating a large local labor market, with a focus on peer effects in wages rather than productivity. Our estimation strategy—which links the average permanent productivity of workers' peers to their wages—circumvents the reflection problem and accounts for endogenous sorting of workers into peer groups and firms. On average over all occupations, and in the type of high-skilled occupations investigated in studies on knowledge spillover, we find only small peer effects in wages. In the type of low-skilled occupations analyzed in extant studies on social pressure, in contrast, we find larger peer effects, about one-half the size of those identified in similar studies on productivity. (JEL J24, J31, J41, M12, M54)
The Family Responsive Workplace
In: Annual review of sociology, Volume 23, Issue 1, p. 289-313
ISSN: 1545-2115
Women's entrance into the labor market in large numbers has exacerbated incompatibilities between employer and family interests. Research reveals that conflict between paid work and family responsibilities has been linked to decreased employee productivity as well as decreased family functioning. In this review, we explore the nature of job/family incompatibility, organizational interests in family responsive policies, and the current prevalence of various policies within work organizations. We then review what is known about the effectiveness of particular family-responsive policies on organizational and family functioning. Finally, we consider barriers to further institutionalization of family responsive policy and suggest future research and policy directions.
Sexual harassment in the workplace
In: IZA world of labor: evidence-based policy making
Prevention at the Workplace
In: Journal of common market studies: JCMS, Volume 34, Issue 2, p. 306
ISSN: 0021-9886
Sex and the Workplace
In: Administrative Science Quarterly, Volume 32, Issue 2, p. 292
Asian discrimination in the workplace
In: Equal opportunities international: EOI, Volume 18, Issue 5/6, p. 11-15
ISSN: 1758-7093
Provides examples of discrimination suffered by Asians and outlines the different ways discrimination takes place. Proffers some suggestion which would remedy these problems.