Suchergebnisse

PurposeThe purpose of this paper is to explore varieties of capitalism (VoC) as a moderator of the effect of: the strategic HR function role; and the level of union presence on the adoption of different human resource management (HRM) practices categorized as either person-centered or performance-centered.Design/methodology/approachThe authors use data on both multinationals and locally owned firms from 14 OECD countries, collected through the Cranet 2009 survey. The hypotheses of the proposed model were tested using hierarchical multiple regression analysis.FindingsEvidence shows that the strategic HR function is positively related to the adoption of both types of HRM practices, whereas higher levels of union presence inhibit the adoption of performance-centered practices and promote the adoption of person-centered practices. In addition, although VoC does not show any significant direct effects on HR practices, there is a moderating effect of VoC on the HR function role – HRM practices and union presence – HRM practices relationships.Research limitations/implicationsThe use of survey data with single respondents might produce reliability problems. Additionally, the data used are cross-sectional, which means that causality cannot be determined.Practical implicationsManagers in multinationals corporations and local firms must be aware of the distinct effects of the strategic HR function and trade union presence in different market economies. In particular, special attention must be paid when a firm expands globally, "outside the reach" of the national market economy or type of capitalism, and operates in different VoC.Originality/valueThe present paper contributes to better understanding the influence of VoC, not only on HRM practices, as in previous research, but also on the relationships between the HR function role and the level of union presence and the types of practices promoted.

Abstract.With globalization and increased international competition have come more flexible forms of employment and increased job insecurity. The authors address the impact of perceived job insecurity on employees' work attitudes and intentions. After reviewing relevant research on stress theory and the relationship between job insecurity and its consequences, they test two hypotheses on 942 employees in Spain, namely: first, that job insecurity relates negatively to job satisfaction and organizational commitment and positively to intention to leave; and, second, that job insecurity, economic need and employability interact in the prediction of these outcomes.

Resumen.La globalización y el avance de la competencia internacional van acompañados de unos regímenes de contratación más flexibles y un aumento de la inestabilidad del empleo. Los autores estudian los efectos de la inseguridad laboral que sienten los trabajadores en sus propias actitudes e intenciones en el trabajo. Tras pasar revista a las investigaciones realizadas acerca de la teoría del estrés y las consecuencias de la inestabilidad laboral, ponen a prueba dos hipótesis en 942 trabajadores españoles. La primera es que la inestabilidad disminuye la satisfacción con el trabajo y la entrega a la empresa, a la vez que alienta la intención de abandonar ésta. La segunda es que la sensación de inseguridad, la necesidad económica y la «empleabilidad» están interrelacionadas e influyen en la actitud del trabajador.

Résumé.La mondialisation et l'intensification de la concurrence internationale ont provoqué l'apparition de formes d'emploi flexibles et une précarisation de l'emploi. Le sentiment d'insécurité chez les salariés produit des effets sur leurs attitudes et leurs intentions que les auteurs se proposent d'examiner. Après un tour d'horizon des travaux de recherche sur la théorie du stress et la relation existant entre insécurité de l'emploi et ses conséquences, ils testent, sur un échantillon de 942 salariés d'Espagne, deux hypothèses. La première est que l'insécurité de l'emploi présente, d'une part, une corrélation négative avec la satisfaction au travail et l'engagement envers l'organisation et, d'autre part, une corrélation positive avec l'intention de quitter l'organisation; et la seconde, qu'il existe une interaction entre l'insécurité de l'emploi, le besoin économique et l'employabilité qui influe sur la prédiction de ces résultats.

Over the past few decades, the number of flexible workers has increased, a situation that has captured researchers' attention. Traditionally, temporary workers were portrayed as being disadvantaged compared to permanent workers. But in the new era, temporary workers cannot be treated as a homogeneous group. This study distinguishes between four types of temporaries based on their contract preference and employability level. Furthermore, it compares them with a permanent group. Whether these groups differ on job insecurity and health-related outcomes in a sample of 383 Spanish employees was tested. Differences in well-being and life satisfaction were found, and the hypotheses were supported. The results point out that the temporary workforce is diverse. Therefore, in order to attain a better understanding of the experiences and situations of these workers, it is preferable not to consider them as one homogeneous group.

PurposeTo analyze the direct and combined effects of the communication media and time pressure in group work on the affective responses of team members while performing intellective tasksDesign/methodology/approachA laboratory experiment was carried out with 124 subjects working in 31 groups. The task performed by the groups was an intellective one. A 2 × 3 factorial design with three media (face‐to‐face, video‐conference, and e‐mail) and time pressure (with and without time pressure) was used to determine the direct and combined effects of these two variables on group members' satisfaction with the process and with the results, and on members' commitment with the decision.FindingsResults show a direct effect of communication media on satisfaction with the process, which confirms the prediction of the media‐task fit model, and a negative effect of time pressure on satisfaction with group results and commitment to those results. Most interestingly, the interaction effects for the three dependent variables are significant and show that the most deleterious effects of time pressure are produced in groups working face‐to‐face, while groups mediated by video‐conference improve their affective responses under time pressure.Research limitations/implicationsSome limitations are the use of a student sample, so generalizability of the findings is limited, and the use of only one task type.Practical implicationsIt can help one to know how to design work to improve satisfaction and implication of workers.Originality/valueThis paper shows some innovations as the combined effects of media and time pressure, controlling for the task type on group members' affective responses to their work and achievements.

PurposeThis introductory paper aims to provide a contextualization of recent research and applications on work team effectiveness in organizational contexts carried out in Spain and Portugal and to describe connections between this research and the main trends in the international scene.Design/methodology/approachSince the 1990s, new occupational and organizational realities have deepened scientific interest in work teams in both Spain and Portugal. A range of recently published (1992‐2004) works in this area are reviewed. The selected sources are papers published in Spanish, Portuguese and international journals.FindingsReviewing this work, four major trends are identified that synthesize the key concerns of researches in both countries: work teams and new information/communication technologies; intra‐ and inter‐group conflicts in organizational contexts; definition, dimensions and measurement criteria for work team effectiveness; and teams in innovation and change processes.Originality/valueThis paper fulfils a panoramic vision of this research area in both Spain and Portugal, and provides an overview of the papers included in this special issue and an outlook for the future.

Résumé.Cette étude empirique sur quatre types de travailleurs temporaires (et un groupe de travailleurs permanents aux fins de comparaison) utilise une typologie innovante basée sur la préférence pour le travail temporaire et la perception de l'employabilité. Sur un échantillon de 1 300 salariés de six pays, et au moyen de variables comprenant des caractéristiques démographiques et relatives à l'emploi, le comportement et l'insécurité, les auteurs observent des différences significatives entre les quatre types, mais pas sur la satisfaction personnelle et le bien‐être. Ils argumentent contre l'idée reçue du travail temporaire affectant des travailleurs peu qualifiés incapables de trouver un travail permanent, et soulignent l'intérêt de recherches plus fines sur les politiques de flexicurité.

Resumen.Valiéndose de una tipología novedosa, los autores analizan empíricamente cuatro tipos de trabajadores temporales y los comparan con un grupo de trabajadores fijos. En la muestra, que comprende 1.300 personas de seis países, hallan diferencias significativas en numerosas variables —como características demográficas y del puesto de trabajo, actitudes e inseguridad laboral—, pero no en la satisfacción vital y el bienestar. Es erróneo considerar que los trabajadores eventuales son personas poco cualificadas incapaces de encontrar un empleo fijo; ahora bien, conviene afinar las investigaciones al respecto para perfeccionar las políticas de «flexiseguridad».

Abstract.Applying an innovative typology based on preference for temporary employment and perceived employability, the authors empirically examine four types of temporary workers (and a group of permanent workers for comparison). In a sample of 1,300 employees from six countries, they find significant differences between the four types on a broad set of variables – including demographic and job characteristics, attitude and insecurity – but not in life satisfaction and well‐being. They conclude with an argument against the equation of temporary employment with low‐skilled workers unable to find a permanent job, stressing the valuable implications of more sensitive research for policy‐making on flexicurity.