Abbie WINTON, Alejandro CASTILLO, Eva HERMAN
et al.
Les auteurs s’appuient sur 12 études de cas se rapportant à 10 pays pour examiner si les syndicats et institutions de la négociation collective ont soutenu les travailleurs de première ligne dans les secteurs de la santé, de l’aide médicosociale et du commerce alimentaire. Ils constatent que des instances existantes ou nouvelles ont permis aux travailleurs de s’exprimer sur la gestion de la pandémie. Les syndicats ont déployé de multiples stratégies pour aider les travailleurs essentiels précaires, même si la plupart de leurs initiatives sont antérieures à la crise et ont nécessité un soutien fort de l’État, qui n’a pas toujours été obtenu. Quoique parfois réticents à revaloriser le travail de la main-d’oeuvre essentielle couverte par des grilles professionnelles négociées collectivement, ils ont donc défendu la justice sociale.
Ali Ghafary, Gholam Reza Hashem Zadeh Khorasghani
Purpose: The aim of this research was to develop a framework for identifying and explaining the factors influencing organizational ambidexterity in scientific and technological tourism organizations affiliated to ACECR.
Methodology: The research approach was qualitative, and its strategy was based on Grounded Theory. Technology specialists of the country's ACECR comprised the statistical population including managers, faculty members and experts, all of whom had experience and expertise in the field of technological businesses in tourism domain. The data were collected through a semi-structured method applying ATLAS.ti software.
Findings: After analyzing the interview texts, we identified the dimensions of organizational ambivalence including the ability of the organization to explore and exploit the tourism areas and to utilize the relevant technology for innovation, as the pivotal factor, in the subsidiaries. Then, causal, mediating, and moderating variables were developed in the final framework. The findings show that multi-faceted management and leadership, diverse human resources, and structural variety are effective factors of the establishment of organizational ambidexterity. In addition, the establishment of organizational ambidexterity in scientific and technological tourism organizations of ACECR leads to such consequences as value creation, completion of the technology chain, organizational development, and reduction of organizational contradictions.
Originality: Identifying the key factors of success in this field can open the way for organizations which are active in the tourism industry. The research results can serve as a basis for formulating policies and macro plans in this area. The interdisciplinary nature of this study, which combines management knowledge and technology, can be considered as the contribution of this research.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Mahdi Nakhaeinejad, Ali Jam, Mohammad Mehdi Mirajalili
Purpose: The objective of this paper was to study the impacts of retirement on retirees and to propose solutions to help them adapt to the new conditions. To achieve this goal, a case study was conducted in the Yazd Electricity Distribution Company (YEDC).
Methodology: The initial step of our research methodology involved identifying the challenges and issues that contribute to individuals' reluctance to retire. Subsequently, based on the identified challenges, solutions for retirement adjustment were proposed. The factors relevant to both challenges and solutions were derived from comparable work samples and extensive consultations with YEDC personnel. Finally, by applying statistical analysis on each dimension and sub-dimension, the effects of retirement and the solutions for adapting to retirement phase were examined.
Findings: This research presents and a comparison among the perspectives of individuals with different genders, diverse organizational positions, and varied service records. Additionally, it ranks the impacts of retirement and offers solutions to adapt to it based on the average opinions of the respondents.
Originality: Presenting retirement factors in two categories of effects and solutions, together with an investigation into the differences in the personnels’ views across various positions through statistical analysis were the two contributions of this research.
Implications: The ranking of retirement adaptation effects and solutions enables the YEDC to try to prioritize the allocation of time and resources, ensuring that the identified solutions are implemented as efficiently as possible. Furthermore, other organizations can effectively address the challenges faced by their retirees by emulating the approach outlined in this research.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: The job market has recently undergone significant changes due to the factors such as digitalization, the tendency to work remotely, and rapid changes in market demands, leading to challenges such as reduced job tenure, an increase in the working population, and a widening gap between skills and jobs. Therefore, it is necessary to do studies to investigate these challenges using novel approaches and offer new solutions. Despite the considerable importance of this issue, few studies in the literature have focused on it, especially data-driven approaches that have not been fully studied and discussed. Therefore, in response to the aforementioned challenges, this research has been conducted to design a knowledge graph based on data-driven algorithms to provide an accurate model of the alignment between skills and jobs. The primary goal is to create a practical framework in accordance with the dynamic nature of the job market, which can be used to improve the connection between job seekers and available job opportunities, as well as to rank skills based on their importance in the job market, and to identify the most efficient job transitions.Methodology: In order to design the proposed knowledge graph, job and skill data were collected from international classifications using natural language processing methods, and job advertisement data were also gathered to ensure alignment with the current job market conditions. The Jaccard index was used for matching skills, preferential attachment, and Node2Vec algorithms for predicting knowledge graph edges, and Dijkstra's algorithm for finding the most efficient job transitions.Findings: This research presents a new method for designing a knowledge graph of skills and jobs, outlining three important applications: 1- Quantifying the relationship between skills and jobs, 2- Finding the most efficient job transitions using shortest path algorithms and calculating job similarities, and 3- A method for ranking the necessary skills of each job group based on the created knowledge graph.Conclusion: This knowledge graph is a powerful tool for analyzing and understanding the job market, utilizing algorithmic methods for data analysis. It enables a comprehensive match between job seekers and job opportunities and the relationship between skills and jobs will be predictable. Additionally, the knowledge graph can be used to investigate skill-based job similarities for career pathfinding and rank the unique skills of each job group for optimal learning and development of individuals.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Purpose: In the present study, an attempt is made to explain and rationalize the formulation of mega-policies in Iran.
Methodology: This research was an analytical study based on the focus group and tried to use a process method to formulate mega-program policies with an emphasis on the Seventh Development Plan in Iran.
Findings: Results show that there is no structured method to formulate general policies for development programs. Therefore, by adopting the process of formulating public policies, the following processes have been obtained for formulating policy rulings: 1) identifying priority public issues as the main axes of policy rulings; 2) identifying the requirements arising from the upstream documents in formulating general program policies; 3) identifying policy options (as sub-categories) to solve general problems by combining theoretical resources, general policies, and expertise intervention; 4) Feasibility study of policy options; 5) enumerating the main categories as policy rulings.
Originality: Studies have been conducted on how to formulate general program policies in Iran with a governance approach. This study has been able to propose a defensible process for formulating general program policies in Iran by focusing on policy-making methodology. In addition, in this study, 21 priority public issues have been identified and the corresponding policy rulings for each of them have been formulated.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
From a theoretical viewpoint, there can be market failures and organizational failures resulting in an underprovision of occupational health and safety. Works councils may help mitigate these failures. Using establishment data from Germany, the empirical analysis in this article confirms that the incidence of a works council is significantly associated with an increased likelihood that the establishment provides more workplace health promotion than required by law. This result also holds in regressions accounting for the possible endogeneity of works council incidence. Furthermore, analysing potentially moderating factors such as collective bargaining coverage, industry, type of ownership, multi-establishment status and product market competition, the article finds a positive association between works councils and workplace health promotion for the various types of establishments examined. Finally, this study goes beyond the mere incidence of workplace health promotion and shows that works councils are positively associated with a series of different measures of workplace health promotion.
Peyman Akbari, Hamza Khastar, Yousef Vakili
et al.
Background and Purpose: Employees’ job engagement has a significant role in promoting job performance and human resource productivity. Therefore, the purpose of this study was to design and validate a process model of job engagement of industry employees. Methodology: The present study used an Exploratory Sequential Mixed Method Design. The participants of the qualitative phase of the research were 10 managers of Kermanshah banking industry, who were selected via snowball and purposive sampling method. The data of this phase was collected via semi-structured interview and analyzed using Grounded Theory. In the quantitative phase, 384 employees of the banking industry were selected by the simple random sampling. The data of this phase was collected using a researcher-made questionnaire and analyzed using Structural Equation Modeling. Findings: Employees’ job engagement was considered as a central category. And categories related to causal factors, environmental context (contextual and intervening), strategies, and consequences were also identified and the relationships between them were shown. The path analysis also confirmed the relationships between these factors. Conclusion: Human resource managers can benefit from valuable individual and organizational results and implications of their employees’ job engagement by strengthening employees' motivations to increase their job engagement, creating a suitable ground for facilitating it, and using reinforcing strategies.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: The job security has a direct impact on the employee’s motivation and effectiveness. Therefore, the main purpose of this study is investigating the effect of digital skills and competencies on job security in the banking sector. Methodology: This survey is based on data from Maskan Bank in Iran, designing on a representative sample of 361 employees. The structural equation model using PLS software used to analyze research hypotheses designed from literature review. Findings: Our findings show that digital skills and competencies positively correlated with job security. However, the digital skills have a stronger effect than digital competencies. Among all skills, computer skills and communication competencies had the strongest relation with job security. However, our findings also show that there is not significant correlation between content creation and data security competencies with job security, which needs further investigation. Conclusion: Even though the impact of digital skills and competencies on employability has been studied previously, the relationship between these factors and job security not been considered. Thus, this research could be useful to develop body of knowledge in human computer interaction issues and mangers better understanding of information technology effects on employee’s perceived job security in workplace.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: Employees' encounters and interactions with the organization create a comprehensive understanding and experience of their presence and membership in the organization, which affects their behavior, attitude, and performance. The emergence of digital transformation in the business world has made the nature of this experience more complex and it has become more necessary to know how it is formed. The present study has identified the factors affecting the formation of digital employee experience.
Methodology: The present study is a descriptive survey based on the method of data collection, and with a two-stage qualitative method. In the first phase, by using the systematic literature review (SLR), 22 articles and whitepapers were reviewed and a basic pattern for this concept was presented. Then, in order to confirm and complete the identified factors in the first stage, eleven academic and professional experts in the field of digital transformation and human resources in the country were interviewed who were selected by judgemental and snowball sampling. The data gathered from these interviews were analyzed using thematic analysis.
Findings: In this study, 70 different factors were identified as effective factors in shaping the digital employee experience in the organization, which were classified into 8 main categories: cultural, leadership, strategy, brand, technology, job, the physical environment, and jobholder factors.
Conclusion: Improving the current situation of the factors affecting the formation of pleasant digital employee experience in the organization is essential. The pattern presented in this research can be used as a basis in this field.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Employee-owned companies (EOCs) are a growing sector of the UK economy and yet research remains divided on their impact and effectiveness. While research has focused on the links between ownership form and organisational performance, this article investigates whether distinctive ‘economic democracy skills’ can be identified. The findings reveal that economic democracy skills in EOCs comprise formal business-owner skills – termed skills in economic democracy – and softer socioemotional skills necessary for effective democratic functioning, which are labelled economic democracy skills. These skills are developed through democracy work by EOCs. The implications of these findings for the sustainable performance of democratically owned firms are discussed.
Mohammad Malekinia, Nasser Hamidi, Changuise Valmohammadi
Technology evaluation is a process which systematically studies and measures the impacts of introducing, developing, changing and modifying technology in an economic institution or a society. Intending to present a cluster of technological projects, while moving beyond modern industrial technologies to touch ecological technologies, this research is performed on the technological projects of the Iranian Tele-Communication Company as a case-study. Experts who at least held Master’s Degree with more than five-years experience comprised the statistical population of the study. The sample consisted of 10 subjects who were selected through snowball sampling. In order to reach a theoretical framework, identifying variables, preparing the research literature and data collection tools such as interviews and questionnaires, the survey method was applied. To compute the validity of data-collection tools, the Fuzzy Delphi technique was used. Based on Fuzzy clustering method, 15 indexes were finally identified and were classified in five categories including: (a) analysis, including prioritizing the needs, selecting technological solutions and analyzing challenges, needs and opportunities; (b) identification, including capability acceptance, capability completion and capability renovation; (c) project financial ownership, including investment level and financial appraisal; (d) designing and engineering, including concordance with the market and knowledge of technology; (e). empowerment, including identifying success factors, acquiring the technology, benchmarking and creating competitive advantage.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Focused on a large, diverse branch of the British postal workers’ trade union, workplace union responses to Royal Mail’s employee involvement initiatives are examined through a two-stage longitudinal case study. Royal Mail – the letters section of the British postal service – has carried out a series of managerialist experiments with employee involvement and participation in the last few decades, providing the basis for an important research literature on union and worker responses to new management initiatives, participation and HRM. Findings suggest that these management initiatives and union responses have mutated over time, with an ever-growing gap between management rhetoric associated with employee involvement and increasingly punitive management practice; and with changing but relatively resilient, oppositional workplace union responses. These developments are closely related to the entrenched, confrontational nature of Royal Mail industrial relations that has persisted since the mid-1980s.
تحقیق حاضر به بررسی موانع انجام کار تیمی در مورد تیمهای موجود در شرکتهای تعاونی در قالب درجه اهمیت هر یک از موانع و مشکلات کار تیمی از دیدگاه صاحبنظران کار تیمی میپردازد. در این پژوهش از فرآیند تحلیل سلسلهمراتبی دادهها AHPو در آن از پرسشنامه مقایسات زوجی معیارها و زیر معیارها استفاده شده است. برای تعیین مهمترین مانع و اولویتبندی موانع انجام کار تیمی از نظرات مدیران تیمها و بهطور مشخص در تیمهای راهبرنده، از نظرات مدیران عامل و رؤسای هیأت مدیره شرکتهای تعاونی، در تیمهای اجراکننده، از نظرات مدیران تیمهای فروش و بازاریابی و در تیمهای پیشنهاددهنده، از نظرات مدیران کار گروهها و مدیران پروژه استفاده گردید. جهت تجزیه و تحلیل دادهها از نرم افزار Expert Choice استفاده شد و پایایی پرسشنامه با استفاده از روش بازآزمایی و ضریب همبستگی اسپیرمن تایید شد. بر اساس تحلیل دادههای پژوهش، مهمترین موانع انجام کار تیمی بهترتیب شامل زمینه و بافت تیم، مهارتهای مدیریتی تغییر تیم، ترکیب و ساختار تیم و مشکلات موجود در شایستگیها و قابلیتهای تیمی میباشند.
Employee participation in management. Employee ownership. Industrial democracy. Works councils