Hasil untuk "Employee participation in management. Employee ownership. Industrial democracy. Works councils"

Les auteurs étudient la dynamique de polarisation du marché du travail en Türkiye. Dans un premier temps, ils classent les tâches – abstraites, routinières et manuelles principalement – au moyen de microdonnées très précises afin d’effectuer une analyse au niveau de la profession et de la tâche. Ils examinent ensuite la polarisation induite par les changements technologiques (l’hypothèse de la routinisation), le niveau d’éducation et l’essor de l’emploi féminin dans les professions à bas salaire et à salaire élevé. Enfin, ils analysent les tâches effectuées par les travailleurs dans le cadre de leur profession et constatent que l’assignation professionnelle des tâches détermine leur valeur, ce qui laisse penser qu’elles s’inscrivent dans un contexte structurel. 

marziye samdaliri, davood kiakojori, seyyed mahdi alvani et al.

Purpose: The primary objective of this study was to design a financial reporting policy implementation model for Iran's public sector using the Edwards model approach. Edwards’s model, emphasizing four key dimensions (communications, organizational structure, resources, and implementers' orientation), serves as the theoretical framework for analyzing and presenting an effective policy implementation model. Methodology: This qualitative research employed the thematic analysis approach. Data were collected through semi-structured interviews with eighteen experts and specialists in financial reporting within Iran's public sector and analyzed using MAXQDA software. Findings: Results indicate that successful implementation of financial reporting policies in the public sector requires attention to multiple factors. These include: a flexible and decentralized organizational structure; effective multi-level communications; provision of financial, human, and technological resources; positive implementer orientation; use of incentive and disciplinary tools; motivational factors; implementer training and empowerment; and development of a transparency and accountability culture. These dimensions interact systematically to enhance policy implementation success. Originality: By integrating the Edwards model with Iran's specific conditions, this study presents for the first time a comprehensive, localized, and systemic model for financial policy implementation in Iran's public sector. Simultaneously addressing structural, cultural, and motivational factors, this research fills theoretical gaps in previous studies and provides policymakers with a practical framework. Recommendations: To enhance financial reporting in Iran's public sector, it is recommended that organizations establish agile and decentralized organizational structures, form independent regulatory bodies, develop transparent communication channels, increase investment in training and technology, and implement performance-based incentive systems. For future research, conducting extensive quantitative studies, comparative analyses with successful countries, and examining political-economic impacts are suggested.

Dominique Méda

ameneh malmir, mahin ebrahimzadeh

Purpose: This research was carried out with the purpose of identifying and ranking the components of the glass ceiling in the career development path of female employees of Education Department of the Central Province of Iran. Methodology: In terms of purpose, this research was developmental-applied and in terms of methodology, it was exploratory. In the first step, we identified the components of glass ceiling and career development path through desk research methods. Then, we validated the components with the help of experts. Finally, we ranked them by applying Fuzzy analysis approach. Findings: Results indicate that gender organizational climate, prioritization of mother’s job against motherhood role, organizational lobbying taboo, men’s inclination to power, low organizational status of women, men’s higher position in the power game, and organizational policies are the most noticeable components of glass ceiling. Originality: Regarding conceptuality, we employed a comprehensive approach and tried to explain, for the first time in Iran, the components of glass ceiling relevant to career development path. In terms of methodology, ranking the components through Fuzzy analysis method is another contribution of this research. Recommendations: The mere presence of women in public settings is not enough to break the glass ceiling; whereas they need to improve their job skills, strengthen their professional roles, and create communication networks so that they can secure their career advancement and occupy higher organizational positions.

Farid Gholipour Moghadam, Reza Esmaili, Mehraban Hadi peykani

Purpose: Social development is about putting people at the center of development theory. Without considering the human, social and environmental factors of social development, development plans may create dynamics in such a way that the main development factors, instead of supporting development processes, act against development by bringing about delay. In this regard, the purpose of the present research was to identify the consequences of socio-cultural sustainability of the marine-based development of Mokran Coastal Zone. Methodology: This research applied qualitative database method. The statistical population consisted of experts who had sufficient knowledge and practical experience in the field of socio-cultural sustainability. According to the research framework, a semi-structured method was used to collect the required data. After analyzing the contents of the interviews, the socio-cultural sustainability consequences of marine-based development of Mokran Coastal Zone were identified. Findings: Findings show that the consequences of socio-cultural sustainability of the marine-based development of the Mokran Coastal Zone include social development, trust improvement, cultural intelligence enhancement, security stability and ethnic-local violence reduction. Nevertheless, the consequences of the socio-cultural instability include increase in the injustice, feeling of deprivation and exclusion, insecurity and instability, socio-cultural anomalies, dissatisfaction, pessimism, distrust and migration from underprivileged villages and areas to privileged cities. Originality: This research can lead to the development of socio-cultural sustainability literature of the Mokran Coastal Zone with its exclusive ethnic-religious characteristics. Besides, by understanding the positive and negative stability outcomes of socio-cultural development of this zone, management can improve policy-making and planning for the development of Mokran coasts.

Zahra Rezaee, Ardeshir Shiri, zahra Alipur Darvishi et al.

Background & Purpose: Escape from big decisions to small decisions is one of our arts to hide the fear of decision making. The purpose of this study is to analyze the strategies and consequences of managers' decidophobia phenomenon using a mixed approach.Methodology: This research is exploratory in terms of purpose and applied research regarding type of use. Furthermore, the methodology is based on the research onion pattern, and an exploratory mixed method was used in this study. Grounded theory was used in the qualitative part, and in the quantitative part, descriptive-survey method was employed. The participants of the qualitative part are the human resource managers of the ministries of the country and cooperation, labor and social welfare, whose data collection tool is semi-structured interviews with 16 experts from these ministries using the snowball method. In the quantitative part, the statistical population is the employees of the Ministry of Home Affairs and Cooperatives, Labor and Social Welfare, and the data analysis tool is a researcher-made questionnaire whose validity and reliability have been confirmed.Findings: Research findings indicate the dimensions of dodging in decision making, inability to understand the problem, fear of facing abstract decision-making and decision-making related to (phenomenon-oriented), lack of delegation, removal of administrative duties, escape from the problem and conservatism in decision-making (strategies) and illegitimate political behavior of managers, learned disability, defective performance appraisal system, training of gray managers and inefficient management were identified as consequences of the phenomenon of decision-making phobia.Conclusion: Knowledge of the signs of decision-phobia can give more depth and richness to the knowledge of ministry managers both objectively and subjectively, and public sector managers can gain a better understanding of the decision-phobia process.

Habib Roodsaz, MirAli Seyed-naghavi, Davood HosseinPour et al.

Background & Purpose: The role of line managers is vital and undeniable in realization of the linkage between HRM practices and performance. The specifications of that role have not received sufficient scrutinization in previous local studies. In this study, for the first time, by applying a new theoretical model and a new method, in National Oil and Natural Gas Company, we tried to deeply investigate the role of line managers in HRM black box, identify their challenges in fulfilling their practical roles, and prioritize the importance of each challengeMethodology: Regarding the method, current study composed of two separated phases. First, by applying a meta-synthesis approach, known as ''mixed research synthesis'', and by methodological scrutinization of 243 credible articles, we came up with a thorough description of line managers’ status in HRM black box and investigated their functional/practical challenges. Second, by using AHP method, the identified challenges in the first step were prioritized.Findings: The phase of identification line managers’ practical challenges, led to explanation of many factors which then were categorized into five general challenges. In the factor prioritization phase, "CEO & HR managers support" was determined as the most important challenges, followed by "Knowledge, skill & ability", "commitment to people management". Finally, both factors of "role ambiguity & inconsistent priorities" and "load of work" together were rated as the less important challenges.Conclusion: When line managers fail in their effective roles in relation to HRM-related duties, the probability of failure in all HRP efforts and subsequently wasting organizational resources will be high. Accordingly, it is essential for CEOs and decision makers to consider line managers’ functional challenges and particularly focus on solutions to overcome them. At the end, in addition to discussion of the findings, future research directions are provided.

Fatemeh Mohammad Hossein Pour, Fariba Hassani, Abdollah Shafiabady et al.

Background and Purpose: Resolving interpersonal conflict for establishing dynamic and effective workplace is one of the most important skills of managers. Thus, it's essential to know the effectiveness of different ways in this area. The aim of this study was to compare the effectiveness of teaching Neuro-Linguistic Programming strategies and Transactional Analysis on resolving interpersonal conflict of managers. Methodology: The present study was applied and quasi-experimental in terms of method with control and experimental groups. The participants of this study consisted of 66 middle managers of Pars Khodro Company and were randomly selected and placed in groups. The used tools were a conflict resolution questionnaire, Transactional Analysis Training Protocol, and Neuro- Linguistic Programming Training Protocol. In order to analyze the data, repeated measures ANOVA was conducted using SPSS Software Version 16. Findings: Both methods had a significant effect on increasing the scores of managers' conflict resolution compared to the control group, however, the effectiveness of the transactional analysis training was greater. Conclusion: Training of both methods can help managers to resolve interpersonal conflicts effectively by recognizing communication patterns, job design, and forming work teams in accordance with the concepts of both methods, and organizations can provide these trainings to their managers and benefit from the waste of organizational resources due to the reduction of conflicts.

Adria L. Scharf

PurposeThis case study examines employee share ownership at Central States Manufacturing, where the employee stock ownership plan (ESOP) shares stunning sums of wealth with employees. Central States designs its ESOP to allow participants to access a portion of their ownership wealth while they are still employed at the company, through hardship and in-service withdrawals. This may make the “wealth benefit” of employee ownership more meaningful to lower-wage workers navigating economic challenges. The case study adds to the discussion about how employee ownership can benefit low- and moderate-wage workers and close the wealth gap.Design/methodology/approachData were collected via: (1) published accounts, (2) structured qualitative interview with the chief financial officer (CFO), (3) follow-up emails and phone communication with company contact and (4) review of plan document language.FindingsWorkers at Central States Manufacturing – including truck drivers and production workers – build large sums of wealth through the ESOP. Central States innovates in its ESOP by permitting workers to access a portion of their ownership wealth while they are still working through hardship and service withdrawals.Research limitations/implicationsThis is a mini-case study heavily reliant on the information provided by the CFO, in combination with background publications, and plan document language. It does not include employee interviews.Originality/valueThis paper lifts up an innovative company whose success and innovative ESOP plan design benefit frontline workers.

Jhunievieve Soriano, Eugene Rex Jalao, Iris Ann Martinez

Purpose: This research paper introduces an integrated employee scheduling problem that considers various real-life problems such as varying employee demand, different employee working conditions, and individual preferences regarding schedules.Design/methodology/approach: The proposed model, which is a combination of Analytic Hierarchy Process and Mixed Integer Linear Programming, is used to solve the problem with multi-dimensional objectivesFindings: Results show that the proposed model generates optimal and feasible solutions for weekly employee schedules.Originality/value: Many employee scheduling problems in literature are able to solve the employee scheduling problem to a large extent but still do not fully reflect current realistic organizational problems such as varying employee demand per hour inteval, different employee working conditions on disjoint shifts and breaks, and individual preferences regarding schedules all at the same time.

John Pencavel

PurposeThe purpose is to evaluate the performance of consumers' cooperatives in the United States over the last 100 years. This evaluation is based on an overlooked series of surveys undertaken by the U.S. Bureau of Labor Statistics between 1920 and 1950. Where possible, the series are brought up to date.Design/methodology/approachThe surveys did not follow a single consistent organization. Therefore, the observations require rearrangement so that a single meaningful design is achieved.FindingsIn a number of instances, consumers' cooperatives have not merely survived but thrived. Indeed, some of their original and continuing methods of operation have been copied and adopted by firms that are not cooperatives.Originality/valueThe series constructed are original and singular. The author knows of no such comparable data.

Seyed Jalaledin Hoseini Dehshiri, Mojtaba Aghaei

Background & Purpose: Human resources risks and uncertainties can have detrimental outcomes such as declines in individual and organizational performance. This study identified and prioritized human resources risk in a capital and financial management company. Methodology: The dimensions of human resources risks were first extracted from a literature review and a content analysis. The fuzzy Delphi technique was used for analyzing and screening these dimensions. The SWARA method was then employed to evaluate and weight the screened criteria. After that, the gray ARAS method was used to evaluate and rank the identified types of human resources risks. Findings: Regarding the risk dimensions, the most effective criteria were arrangement of employees, finance, and productivity. Risks of succession planning and employee identification, employee service compensation, and employee retention were ranked first, second, and third, respectively, among human resources risks. Conclusion: Effective prediction and management of human resources risks can prevent the loss of employees and improve individual and organizational performance. Paying attention to the priorities of these risks can improve the effectiveness of these actions.

Yeongjoon Yoon, Sukanya Sengupta

Abstract Despite the consensus in the employee share ownership (ESO) literature for the need to explore contexts that influence ESO outcomes, studies examining two important factors, national context and status of the economy, are limited. In this study, the authors compare the outcomes of ESOs in Britain and South Korea during economic expansion and downturn. The results demonstrate that, during an economic expansion, the effect of ESOs in increasing employee commitment is stronger in South Korea, while their effect in decreasing employee turnover is stronger in Britain. However, during an economic downturn, the authors find no evidence for these effects in both societies. The findings lend support to the contingency perspective in managing ESOs and provide meaningful implications and guidance to the literature.

Richard B. Freeman

PurposeThe purpose of this paper is to examine the likely impact of AI robotics technology on the labor market through the lens of comparative advantage.Design/methodology/approachThe first section reviews the recent success of AI in outperforming humans in cognitive intense activities such as Go, poker and other strategic games, which portends a shift in comparative advantage in human brain power work to machines. It notes the potential for a portfolio of specialized computer algorithms to compete with human general intelligence in work. The analysis contributes to the debate between economists dubious about claims that AI robotics will disrupt work and futurists who expect many jobs to be fully automated in coming years. It advances three “laws of robo-economics” to guide thinking about the new technologies and presents evidence that growing robot intensity has begun to impact the job market.FindingsThe paper finds that the case for AI robotics substantially changing the world of work and the distribution of income is more compelling than the case that it will have similar impacts on wages and employment as past technological changes. It advances an ownership solution to spread the benefits of AI robot-driven automation widely.Originality/valueTo the extent that who owns the robots rules the world, it argues for a concerted social effort to widen the “who” in ownership from the few to the many. It reviews policies to expand employee ownership of their own firm and of the stream of revenue via profit-sharing and gain-sharing bonuses. But the paper notes that ensuring that growth of AI robotics benefits all through ownership will require expansion of workers’ and citizens’ stake in business broadly, through collective investment via pension funds, individual investment in mutual funds and development of sovereign wealth funds.

Hassan Mahjoub Eshratabadi

The purpose of this paper is to better understand the nature of decision-making processes from a neuro-cognitive perspective. Therefore, a qualitative meta-analysis of the literature on decision shows that the decision-making process is time-consuming, and at the same time, human beings cannot get more than one decision. Emotion is an essential component in regulating interactions between environmental conditions and the process of human decision making, and through emotional systems, explicit and implicit knowledge is provided for quick and rational decision-making. Dual neural systems, previously known in the field of thinking and reasoning, also play a role in decision making. The increasing volume of research shows that spontaneous mental activity can be useful at a broader level in decision making and creativity. Ultimately, decision making is a   cognitive-neural process. Therefore, cognitive science findings can strengthen decision-making theories for a more complete understanding of the process and provide better and realistic views of decision-making behaviors.