Juan Federico VON ZESCHAU, Marcial S¡NCHEZ-MOSQUERA
Nous évaluons ici le fonctionnement du conseil économique et social de la République argentine (CES-A) durant ses deux années d’activité (2021-2022). Pour ce faire, nous étudions le déploiement du CES-A dans le cadre institutionnel hiérarchisé de l’économie argentine et comparons l’instance au conseil sur le salaire minimum (CSMVM) en mettant l’accent sur leurs complémentarités institutionnelles. À partir d’informations secondaires, d’observations participantes et d’entretiens semi-structurés, nous mettons en évidence les contraintes internes et externes qui ont influencé le changement institutionnel que le CES-A devait apporter. L’arrivée au pouvoir d’un nouveau gouvernement en 2023, conjugué à un manque de résultats, a entraîné la dissolution du CES-A.
ardeshir mazkouri, Gholamreza memarzadeh tehran, Morteza Mousakhani
et al.
Purpose: The primary objective of this article was to revisit the laws and institutions governing operational energy management in Iran to identify the underlying causes of the country's failure to achieve a desirable status in sustainable development.
Methodology: A qualitative and documentary approach was employed to examine the state of policymaking in Iran by analyzing energy-related laws. Based on the theoretical framework of the Hill and Hope matrix, the implementation of these policies was assessed under the concept of energy operational governance.
Findings: The findings indicate that attention to sustainable development indicators in policymaking has existed to some extent in the country over past years. However, the main challenge preventing the achievement of desirable outcomes in the energy sector relates to the implementation of policies, or operational governance of energy. The results show that in the production sector, the government has adopted an operational governance approach by enhancing the role of the private sector; nevertheless, in other areas, the influence of civil society and the private sector has remained limited. Furthermore, the findings reveal that Iran’s gap from sustainable development indicators stems from a resource-oriented approach in the implementation of laws and policies. This has led to an unbalanced advancement of indicators, resulting not only in the failure to achieve sustainable development goals but also in the emergence of new problems.
Originality: This study presents a framework based on operational governance theories and energy-related variables. These variables, which involve the interaction between the roles of actors at different performance levels and various processes of the energy industry, add a new dimension to the operational governance model that has not been previously examined with such differentiation in earlier studies.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Hamidreza Alizadeh Tabar, Samad Barani Bonab, Mehdi Kheirandish
et al.
Purpose: This research aimed to apply expectancy theory in the employee performance appraisal system to improve the appraisal system and achieve operational solutions to motivate employees.
Methodology: The researchers conducted a cognitive-social theoretical framework with an evidence-based organizational behavior approach and a mixed method. In the qualitative part, the reflective theme analysis method and reliable scientific sources were used. In the quantitative part, the fuzzy Delphi method and questionnaires were used for validation, and the statistical population consisted of 31 experts.
Findings: By analyzing 62 document titles, 44 sub-themes, seven main themes including operational strategies and one overarching theme titled "Employee Motivation Management" were extracted from a total of 573 coded segments. With the approval of 41 themes out of a total of 44 sub-themes in the second round of the fuzzy Delphi, the experts approved the themes of the research.
Originality: This research provides practical solutions to some limitations of expectancy theory, such as its complexity and difficulty in application. Applying expectancy theory in the form of extracted themes, while creating motivation, has provided the basis for the effectiveness of the performance appraisal system. Creating functional differentiation and perception of justice are other benefits of the research.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Considérant que la transition bas carbone ne résultera pas d’un accord mutuel et passera par l’organisation collective coordonnée des travailleurs, les auteurs s’appuient sur des critiques écosocialistes pour repérer les dimensions concrètes de la solidarité entre les travailleurs et le reste de la nature telle qu’elle transparaît dans les luttes sociales. Ils avancent que cette mobilisation collective contre la précarité et l’intensification du travail est indispensable pour garantir le travail soutenable et atténuer les conséquences des préjudices à l’environnement sur le corps des travailleurs. Le mouvement syndical pourrait ainsi agir pour la transition bas carbone et faire valoir des revendications climatiques transsectorielles dans le cadre de la négociation collective.
Les auteurs examinent l’impact de la robotisation sur la corrélation à court terme entre emploi et production en s’appuyant sur des données de panel relatives à 35pays de l’OCDE au cours de la période 1996-2020. Leurs résultats empiriques, validés par une série de tests de robustesse, montrent systématiquement que l’automatisation contribue à la préservation de l’emploi pendant les récessions, parce qu’elle atténue la hausse du chômage quand l’activité se contracte. Ces résultats remettent ainsi en cause l’idée communément avancée concernant l’impact négatif de l’automatisation sur l’emploi. Par ailleurs, ils ne confirment pas que l’automatisation explique les reprises sans emplois.
Les auteurs cherchent à savoir si la qualité de l’emploi s’est améliorée en République de Corée avec l’essor économique du pays. Ils s’intéressent à sept dimensions de la qualité de l’emploi et observent qu’elles ont évolué dans des directions différentes sur la période 2006-2020. C’est l’indice «qualité du temps de travail» qui s’améliore le plus, du fait de la réduction de la durée légale du travail. On constate aussi un progrès en matière de «rémunération» et de «relations au travail», mais un recul pour les dimensions «perspectives», «compétences et autonomie», «intensité du travail» et «environnement de travail». Les auteurs se penchent aussi sur deux grands facteurs d’inégalités. L’écart entre diplômés et non-diplômés se comble dans six dimensions, et les hommes sont mieux lotis que les femmes dans trois dimensions. Puisqu’il est de plus en plus avéré que la qualité de l’emploi influe sur la santé et le bien-être, ces résultats remettent en question l’idée que croissance économique et progrès social vont de pair.
Farajollah Rahnavard, Habibollah Taherpour kalantari, Seyyed Mojtaba Emami
et al.
Purpose: This research was conducted aiming to identify the strategies of the student education policy from the perspective of the intra-university stakeholders (including faculty members, the Leaders representative office, student and cultural/social vice chancellor personnel, and student societies), as well as the strategic assumptions of student education in universities.
Methodology: In this research, a qualitative approach was used for data analysis. For this purpose, 15 experts were selected from different groups of stakeholders applying purpose-based sampling technique. Conducting in-depth semi-structured interviews with them, strategies were developed based on thematic analysis method. Using convenience sampling method, these strategies were sent to academics in the framework of an online questionnaire and were validated after 104 responses were acquired. The strategic assumptions were also identified in the same way.
Findings: Research findings include 40 policy strategies based on the opinions and views of four groups of intra-university stakeholders. The identified strategies were based on several strategic assumptions, on 26 of which the academics are unanimous.
Originality: In this research, for the first time, views of four groups of intra-university stakeholders were examined to formulate the policy strategies of the student education based on strategic assumptions, which were validated by the participation of academics.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: The tourism industry has grown significantly in recent years and has moved from traditional to structured, professional and globalized. This research was conducted with the aim of identifying and leveling the risks of human resources as well as drawing the relationships between them.
Methodology: In terms of the purpose, this research is considered to be an applied type and an exploratory type of study, and in terms of method, it is laid in the category of mixed research. In the qualitative part, for this purpose, human resource risks were extracted from the studies conducted using theme analysis.
Findings:According to the findings of the research, the risks of "lack of appropriate educational structure", "non-compliance with the labor law and problems of the law for employees", and "lack of a suitable service compensation system (salary and benefits)" are the most basic human resource risks affecting the tourism industry, which should beprioritized.
Conclusion: Due to the service-oriented nature of the tourism industry, human resources and related risks have always been the concern of trustees and business owners in this field. These results help the policy makers in determining the most suitable path and development of the tourism industry.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Mahdi Mohammadreza'i, Behrouz Rezaeemanesh, Reza Vaezi
et al.
Purpose: The purpose of the current research was to investigate the nature of the black hole of politicization in the Education Ministry of Iran and to identify its causes and outcomes.
Methodology: The approach of the research was qualitative, and the strategy used was phenomenology. To collect data from departments and organizations affiliated to the Ministry of Education, semi-structured interviews were performed. For this purpose, interviews were conducted with fifteen experts and education managers, and data coding was done using thematic analysis method.
Findings: Findings include the presentation of a structure containing the meaning and concept, factors, effects, and outcomes of the black hole of politicization in the Ministry of Education. The meaning and concept of this phenomenon includes the politicization of human resources management, excessive influence of ideological discourse in the system and contents of education, political interventions in the structure and administrative and educational plans. The factors that create the phenomenon include organizational and contextual factors. The outcomes of the phenomenon are individual, organizational, and environmental.
Originality: The present research, contributed to such cases as the country’s education system, development of conceptual realm of politicization, identifying politicization black hole and proposing practical recommendations as well as solutions for eradicating this black hole. Moreover, by identifying the factors (actions and behaviors) of politicization black hole, this study will help the prevention of the occurrence of this phenomenon in future.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Hammed Dehghanan, Vahid Kashei Varnamkhasty, Mehdi Yazdanshenas
et al.
Background & Purpose: Outsourcing of human resources with the aim of strengthening competitive advantage is one of the important approaches of organizations to maintain survival. However, domestic airlines, such as "Homa" Company, have not welcomed this approach. The purpose of this research is to identify the strategic reference points of human resources outsourcing in order to strengthen the competitive advantage of “Homa” Company.Methodology: The current research is of a mixed type and was conducted in two qualitative and quantitative stages. The qualitative stage was conducted by thematic analysis and data was collected through semi-structured interviews and theoretical saturation method. In the quantitative stage, data were collected through a researcher-made questionnaire.Findings: In the qualitative phase, the strategic reference points of human resources sub-system outsourcing were determined. The research findings in the quantitative phase indicated that increasing the quality of services has the most importance in the outsourcing of human resource subsystems, and the executive managers of the outsourcing process of “Homa” Company should emphasize this factor more in their plans.Conclusion: The research findings enable “Homa” Company to evaluate the results of human resources outsourcing based on strategic reference points and if necessary, take corrective action and guarantee the success of outsourcing. Besides, the results of the research will help to focus on the strategic activities of “Homa” human resources. In addition, these results can be used for other domestic airlines.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Public-private partnership policy is what public organizations have taken to carry out their development projects in recent years. The purpose of the present study is to identify the effectiveness of public-private partnership policy implementation in the Iranian public sector. The statistical population of this study included those organizations of the public sector which have all adopted public-private partnership policy. Using systematic random sampling method, 126 organizations were selected through Morgan’s table. To collect data, researcher-made questionnaires were distributed among the subjects. Based on such factors as economic efficiency, financial justice, redistributive justice, compatibility with public ethics, adaptability and accountability, results show that the effectiveness of public-private partnership policy implementation is significant. Public-private partnership project holders can improve the context for developing and implementing public-private partnership projects by emphasizing and applying the suggested solutions of this research.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Purpose American workers at nearly every level of the income spectrum are not and often cannot to save properly to be secure in retirement. Addressing this challenge will require a comprehensive policy discussion by both federal and state policymakers. Employee stock ownership plans (ESOPs) are the primary form of employee ownership, and for reasons explored in this report, companies organized as S corporations are especially likely to be fully ESOP-owned. The purpose of the paper is to explore the role played by employee ownership in retirement security overall and across wage and age groups. Design/methodology/approach The findings described in this report are derived from a survey of privately held S corporation ESOPs. The report compares these findings to nationally representative survey data. The online survey, conducted between January and March 2018, received responses from 39 companies that supplied the median and average account balances of a total of 61,020 plan participants. It breaks new ground by presenting retirement account balances by wage and age categories (e.g. 20,000 lower-wage workers and 8,000 employees nearing retirement). Findings ESOP participants represented in this survey have more than twice the average total retirement balance of Americans nationally: $170,326 vs $80,339. This is not just a function of higher wage ESOP employees driving the average up. ESOP employees making less than $25,000 a year also have on average more than double the retirement savings ($55,526) compared to similar workers nationally ($22,447). Nearly all of the respondent companies (97 percent) offer at least one other retirement plan in addition to the ESOP. By contrast, 32 percent of all workers in the US workforce as a whole do not have access to any retirement benefits at work, and 49 percent of all workers are not participating in the plan that is available to them. Additionally, these S corporation ESOP companies provide an array of benefits at levels solidly higher than firms overall where comparison data exist. Certainly, these benefits make their own contribution to retirement security because workers are less likely to have to dip into savings for critical investments or expenses, such as tuition, to advance their career or unexpected medical expenses. Among the surveyed S ESOPs, workers nearing retirement have on average a median account balance of $147,522 in their ESOP plus $98,974 in a non-ESOP plan(s). By contrast, more than one-third (35 percent) of all workers nearing retirement have neither retirement savings nor a defined benefit pension. This percentage rises to 50 percent among low-income workers in this age bracket. As such, national data place the median account balance of all US workers aged 55–64 years at zero. Even among workers who have retirement accounts, the median balance nationally is $100,000. A typical millennial worker (25–34 years old) at a surveyed S ESOP company has a median ESOP account balance of $22,588 and a median balance of $11,239 in a non-ESOP account. In contrast, the median savings of US millennials is zero. Among the surveyed S ESOPs, lower-wage employees ($10.00–$12.85 per hour) typically have median account balances in their ESOP of $4,381 and in a non- ESOP plan of $2,149. In contrast, nationally, 56 percent of workers in this category do not have access to any retirement benefits at work. This translates into a median savings for this group of zero. Finally, ESOPs are clearly associated with reduced turnover. Respondent companies report quit and separation rates that are more than two times lower than national rates. Originality/value This is the first such study of its kind.
Background and Objective: Organizational sociability can improve the bilateral cognition of individuals and organizations and help improve the constructive performance and behavior of individuals in organizations. This study aims to analyze the relationship between organizational sociability and organizational citizen behavior by considering the mediation role of the individual-environment proportion.
Methodology: This is an applied descriptive-correlational study, in which the statistical population 180 employees working at the Telecommunication Company of Isfahan Province. The simple random sampling method was employed to select 118 employees as the statistical sample. A researcher-made questionnaire was then used for data collection, whereas the structural equation modeling (SEM) technique was utilized for data analysis and hypothesis testing in SPSS and SmartPLS.
Conclusion: Human resources management can improve the individual-environment proportion and prepare individuals for organizational citizen behavior through the effective implementation of sociability plans.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Abstract This chapter and case study examine how and which structured elements of an employee-owned business contribute to building the economic security and asset wealth of the lowest-wage and skilled employees of the firm. It paves the way for greater understanding about how intentionally structured workplaces can address wealth inequality and economic security through income and non-income opportunity systems. The study draws upon qualitative interviews with four members of management, two plant managers, and 12 low-income employee-owners. Company documents and confidential employee data were provided for direct research analysis. Interviews took place at company locations, and covered employees from all shifts. Employee ownership structures provide an important tool for advancing policy support and management practices to rebuild the wealth building benefits of work for low-income workers. To ensure confidentiality, the study is anonymized and does not directly draw on the worker-owner interviews. This limits the opportunity to demonstrate the effect of structure on workforce; nonetheless, the empirical data tell an important story. Expanding wealth inequality and economic precarity among low- and moderate-income workers has raised broad debates about how shifts in the structure of work, through new business, capital, and ownership structures, may be contributing to these social problems. The employee benefits of employee ownership are not fully studied. This case contributes to understanding how employee ownership may reduce gender and racial wealth gaps, build family well-being, and become a model for structuring opportunity for those traditionally left out of the economic mainstream.
Abstract Taking an international comparative approach, this chapter investigates the variance in the adoption of employee share ownership and stock option arrangements across countries. In particular, we investigate the influence of multinational enterprises (MNEs), industrial relations factors, HRM strategies, and market economies on the adoption and spread of the arrangements across countries. We find that industrial relations factors do not explain the variance in adoption by companies in their respective countries. MNEs and HRM strategies are important drivers of adoption. Market economy does not moderate the influence of MNEs on adoption, suggesting that MNEs universally apply the arrangements across borders.