Peter Boxall, Gordon W. Cheung, Md Shamirul Islam
et al.
Work intensification and job insecurity undermine the quality of working life. To what extent can different types of employee involvement in decision-making ameliorate their impacts on employee well-being? Deploying job demands–resources theory and interrogating the European Working Conditions Survey 2021, this study shows that work intensification and job insecurity reduce well-being via lower work engagement and higher exhaustion. While each enhances job quality, individual organizational influence has a greater effect than task discretion in suppressing the negative effects of work intensification. The largest gains for employee and societal well-being will come through greater worker involvement at this level of participation.
Les autrices cartographient le concept de «travail soutenable» à partir de publications académiques et d’organisations internationales. Elles élaborent sur cette base un cadre multidimensionnel d’analyse qui intègre soutenabilité écologique et soutenabilité sociale, travail rémunéré et non rémunéré, interdépendances locales et mondiales et s’attache à expliciter les fondements normatifs de la soutenabilité. Les autrices soutiennent que, étant donné que ces exigences prennent sens en fonction des contextes et qu’elles peuvent être conflictuelles, leur articulation implique une (re)politisation du travail. S’inspirant de l’approche par les capabilités et sa dimension participative, elles invitent à soumettre la définition des contours plus précis du travail soutenable à un processus démocratique multiniveau donnant la parole aux travailleurs et autres acteurs impliqués.
Pour expliquer la part variable de jeunes actifs surqualifiés selon les régions, on n’a pas suffisamment étudié les facteurs de l’offre et de la demande. Ces facteurs pourraient induire un effet d’éviction, les moins qualifiés étant évincés des postes qui correspondent à leur niveau d’études par des plus diplômés. Les auteurs cherchent à le vérifier en procédant à une analyse chronologique et transversale des données de l’enquête espagnole sur la population active (1987-2016), après avoir neutralisé les effets de la mobilité interrégionale. Ils en concluent que des facteurs de l’offre et de la demande contribuent effectivement à expliquer les écarts entre régions et qu’une augmentation du taux de déclassement des diplômés du supérieur se traduit pour les titulaires du baccalauréat par un risque de surqualification et non pas de chômage.
Seyed Ali Mahmoudi Kamkaran, reza Mohammadkazemi, Seyed Mojtaba Sajadi
Abstract
Purpose: Corporate entrepreneurship, as one of the most extensive types of entrepreneurships, provides conditions in organizations that make the process of its implementation faster, more convenient and more effective. Therefore, in this research, we aimed to design and validate a model for corporate entrepreneurship based on information technology in Iran's state organizations.
Methodology: This research used the mixed method (qualitative-quantitative) and applied approach. The statistical population included managers and deputy managers of the Student Affairs Organization together with other government managers and faculty members of entrepreneurship and management fields, whom we selected by purposive sampling method. Applying qualitative analysis of the theme and structural-interpretive modelling methods, data were analysed. Besides, we validated the final model through partial least squares method. In qualitative and quantitative phases, we used Maxqda software, and MicMac and Smart Pls softwares, respectively.
Findings: Results show that entrepreneurial leadership and information technology affect the establishment of entrepreneurial culture. The establishment of entrepreneurial culture affects the entrepreneurial orientation and ambidexterity of information technology; consequently, it leads to an agile organizational structure. By improving the structure, one can achieve the development of training and technological knowledge as well as the technological empowerment of employees. Finally, through the improvement of the entrepreneurial behaviour of the employees, the development of corporate entrepreneurship in the public organizations will be viable.
Originality: So far, no research conducted in Iran has focused on the organizational entrepreneurship model based on information technology.
Recommendations: Public policy makers can establish the necessary rules and regulations for realizing corporate entrepreneurship in state organizations according to the findings of the research.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Saltanat Ravaee, Mostafa Lotfi Jalalabadi, Seyed Faramarz Ghorani
et al.
Background & Purpose: Human resources are the most vital resource of any organization and weakness in human capital management can be the most important threat to the long-term success of the organization. In this regard, the current research has been conducted with the aim of identifying and prioritizing the risks of human resources affecting the performance of the Technical and Vocational University.
Methodology: This applied research was done with sequential mixed method (qualitative-quantitative). Participants in the qualitative part of experts included professors and managers of technical and professional universities. The statistical sample was obtained by snowball sampling and equal to 15 people. The obtained information was collected by semi-structured interview and analyzed by thematic analysis method. Then the obtained factors were validated. The statistical population in the quantitative part was the professors and employees of the Technical and Vocational University, whose data was collected by the questionnaire method and using the structural equation model in the P.L.S software was analyzed.
Findings: Human resource risks Effective on performance were identified in three dimensions, including human resource goal risks, human resource process risks, and human capital risks, and 15 components were identified. Also, the results of the quantitative section showed that the classification done can be confirmed.
Conclusion: Considering the importance of the human factor, the management of the identified risks increases the trust of the employees and improves the performance of the university and creates distinction and priority, otherwise it causes the loss of environmental opportunities, lagging behind the competitors and reducing the performance.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Purpose: Social Security Organization (SSO) as the largest provider of social support in Iran is deemed to face challenges regarding long-term socioeconomic stability, sustainability of social support, and increase in efficiency of services. To deal with such challenges, this research aimed to design a model for change strategies based on skill diversity.
Methodology: This research was developmental-applied in purpose and descriptive-exploratory in nature. Administering interviews and Delphi questionnaires, 28 change criteria were identified and confirmed. From among the statistical population of professors and experts in social security affairs, 14 people were selected, applying snow-ball sampling method. A model for change strategies based on skill diversity in the SSO was finally determined.
Findings: The model presents four strategies which, according to the percentage of their similarity to an ideal strategy are from the highest to the lowest as follow: power-coercive strategy, facilitating strategy, educational/training strategy and persuading strategy.
Originality: By combining change strategies and diversity of skills in the SSO, this study can help the organization see how these strategies affect the performance improvement of a vast range of its managerial resources.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Seyed Mahdi HosseiniNasab, Mehdi ShamiZanjani, Arian Gholipor
Background & Purpose: Digital technologies have introduced the organization to both opportunities and threats. Digital transformation is comprised of various activities that lead organizations to implement fundamentally changed approaches to working and disrupting their business models. Governing and management of these initiatives require a new position in the organization chart. Many companies dubbed this role as a Chief Digital Officer (CDO). CDOs have become the executive force for organizational transformation and using technologies to reimagine business core. Although this role is necessary for this change, there is not an all-around description of this role. Methodology: In this paper, a two-step method is used for gathering data needed and consequently generating a framework. Firstly, a meta-synthesis method was used to create a framework for the roles of CDOs. through expert interviews, the framework was adjusted and completed. After analyzing over 190 articles about this matter and interviewing 8 digital transformation experts in 5 different industries, the framework was introduced. Findings: The proposed framework for CDO duties has 3 layers, 12 main duties, and 73 detailed duties in 3 main categories of “planning and directing”, “orchestrating” and “networking and external monitoring”. Each category has 2 more levels of detailed objectives and responsibilities. Conclusion: The framework proposed in this paper is a 3-layer framework and it can guide Chief digital officers to not only know their responsibilities but with the help of this framework, they can get a clear idea of what their organization’s digital transformation strategy and implementation should look like. Methodology: In this paper, a two-step method is used for gathering data needed and consequently generating a framework. Firstly, a meta-synthesis method was used to create a framework for the roles of CDOs. through expert interviews, the framework was adjusted and completed. After analyzing over 190 articles about this matter and interviewing 8 digital transformation experts in 5 different industries, the framework was introduced. Findings: The proposed framework for CDO duties has 3 layers, 12 main duties, and 73 detailed duties in 3 main categories of “planning and directing”, “orchestrating” and “networking and external monitoring”. Each category has 2 more levels of detailed objectives and responsibilities. Conclusion: the framework proposed in this paper is a 3-layer framework and it can guide Chief digital officers to not only know their responsibilities but with the help of this framework, they can get a clear idea of what their organization’s digital transformation strategy and implementation should look like.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Purpose: The aim of this study is to present a model for investigating the antecedents of good urban governance in Iranian mega cities as well as the relations among effective factors of such governance.
Methodology: The statistical sample consisted of fourty mega cities, for which the city councils completed the questionnaires.
Findings: Findings show that the information and communication technology development, social capital, globalization and local authorities’ inclination variables positively and significantly affect good urban governance, but participation culture does not.
Implications: A new model for good urban governance has been introduced. It can ultimately serve as an appropriate context to secure the dynamism of indexes of good urban governance and can provide the cohesion necessary for the implementation and improvement of government performance in the society.
Recommendations: Based on the presented model, the expansion of information and communication technology, as well as the improvement of social capital, have been suggested.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: The lack of precise criteria for promotion as well as ambiguous organizational goals have caused both the process of career path development and the outlined prospects achievement difficult. Nevertheless, managers, who have political acuity, achieve their goals by properly analyzing the organization, establishing strategic relationships, and managing key persons in the organization. The purpose of this study is to identify and explain the prerequisites and consequences of political acuity of state managers.Methodology: This study is applied in terms of purpose and descriptive survey regarding data collection. Furthermore, this study used qualitative-quantitative mixed approach in the deductive-inductive paradigm. The participants who were involved in the qualitative phase were 18 professors of management and political science selected via purposive sampling and the extracted data was analyzed using theme analysis. Besides, 29 middle managers from governmental organizations in West Azerbaijan Province were chosen to take part in the quantitative phase using a non-probability sampling method.Findings: In the qualitative phase, the data obtained from the interviews were analyzed via theme analysis using ATLAS.ti software, and the quantitative phase of the research in addition to the final analysis were conducted using the Fuzzy Delphi Method. Using qualitative data obtained from exploratory interviews, the prerequisites and consequences of political managers were identified in the form of 24 factors, then by extracting these factors, they were ranked through quantitative research.Conclusion: The results revealed that influence tactics learning, knowledge of way the system works, political knowledge and skill, foresight and analysis of the environment and atmosphere of the organization are the most important prerequisites of political acuity of government managers. Also, among the most important consequences of political acuity of government managers are job security, hierarchical promotion, formation of beneficial coalitions, and organizational acceptance.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: Organizational trust is a valuable capital that recognizing its precedents and the way of developing it can facilitate collaboration and collective efforts to improve organizational productivity. This research investigates the mediating role of psychological empowerment in the effect of positive leadership on organizational trust. Methodology: This research is applied, descriptive-correlation and quantitative. Its statistical population consists of school teachers in Kashan, among whom 328 persons were randomly selected as a statistical sample. The required data were collected by a questionnaire and analyzed through SPSS and Amos softwares at both descriptive and inferential levels. Findings: Positive leadership has had a positive and significant effect on organizational trust, both directly and through psychological empowerment. Also, the existing situation of all of these three variables in the study were higher than average. Conclusion: Organizational leaders can strengthen the positive attitudes of employees to their role in the organization by promoting positive human relations, positive communication, meaning-orienting and positive climate in their organizations and thus develop organizational trust.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
PurposeThe purpose of this paper is to examine which forms of compensation are more efficient at affecting employee attitudes, thus extending efficiency wage theory from wage-based compensation to profit sharing and stock-based compensation.Design/methodology/approachThree models of efficiency wage theory were tested: shirking, turnover and gift exchange. The effects of those three modes of compensation (wages, profit sharing and stock) were contrasted for the three models of efficiency wage theory.FindingsThe findings were that raising wages is the most efficient form of compensation in the turnover and shirking models, while in the gift exchange model profit sharing and stock-based compensation may function like efficiency wages.Originality/valueThis is the first study of this particular issue.
Background and Aim: Considering the negative effect of stress on work life, the present study investigates the effect of work nature, working time, organizational policy, organizational position, environmental factors, labor relations and personal factors on job stress among employees of government organizations in Semnan. .
Methodology: The research method is descriptive-survey and correlational. The statistical population of the present study is the employees of government organizations in the city and the method of stratified random sampling. Using a standard questionnaire, the opinions of 391 employees were collected and structural equation modeling and LISREL software were used to analyze the data.
Findings: The results show that the nature of work, working time, organizational policy, organizational position, environmental factors, labor relations and personal factors have a significant positive effect on job stress and among these factors, working time and labor relations have the highest and lowest effects, respectively. Have on job stress.
Conclusion: Examining the factors affecting employees' job stress as behavioral patterns in the organization can prevent the occurrence of destructive behaviors that endanger the mental health of employees.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
In the current world, with the advancement in information and
communication technologies, organizations in the public and
non-public sectors have embarked on e-participation in relationships between service organizations and main stakeholders. The purpose of this study is to determine the impact of citizens' trust toward e-participation with regarding to moderating role of perceived risk and ambiguity acceptance, and mediating role of citizens’ attitudes and belief in power distance. The statistical population of this study is citizens of the recipients from the Tehran Municipality Organization.
Since in the path analysis, the sample size is determined on the basis of the number of structural indicators and also the level of significance, 384 questionnaires were distributed to determine sample size using Cohen table. The results indicate that e-participation is at a moderate level. Research findings suggest that citizens' confidence in e-participation is positive and the ambiguity in the relationship between these two variables appears as mediator. Meanwhile, the findings of the research indicate that e-participation are not affected by citizens’ attitudes. In addition, the research findings show that the "belief in power distance" has moderated the relationship between citizens’ trust and e-participation, but the “perceived risk” variable is not appearing as a moderator in the relationship between citizen's attitudes and e-participation.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
hamzeh saadat gharehbagh, mohammad hossein sobhiyah, seyed hamid khodadad hosseini
et al.
The growing popularity of free zone mega-programs has led to the need to study the success of these mega-programs; a topic that has not received enough attention in project management researches. The purpose of the present study is to develop a theoretical model for the definition process of successful free zone mega-programs in Iran. This study was conducted through an inductive approach and used the grounded theory strategy. For this purpose, data were first collected through semi-structured interviews with twenty-two private and public sector managers related to Iran's free zones. Then, data analysis was performed using coding techniques. The categories related to the definition process of successful free zone mega-programs in Iran were extracted from the interviews and relationships among the categories that were discussed. Based on the process of coding, six propositions were created and the theoretical model for definition process of successful free zone mega-programs was developed. Using the results of this study, the factors influencing the definition of a successful free zone mega-program as well as criteria for evaluating the success of the process of defining the free zone mega-program are presented.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Abstract The purpose of this chapter is to provide fresh evidence and insights on a causal link from product market competition to the nature and scope of employee involvement using a case study of two Japanese manufacturing firms. The firm’s investment decision on two kinds of innovation activities, discrete innovation and continuous improvement, is likely to be a key driver for the adoption (or lack thereof) of the high-performance work system (HPWS) and employee involvement programs. As product market competitionintensifies (e.g., rising international competition and weakening exclusivesupplier–manufacturer relationships), the firm is likely to shift its innovation strategy from bottom-up continuous improvement activities, which almost always accompany employee involvement, to top-down discrete innovation activities, which downplays employee involvement. Such a shift of the firm’s innovation strategy results in declining employee involvement. This study will inform policymakers, practitioners of management, and the public about the importance of paying particular attention to the firm’s innovation strategy in understanding the interplay between product market competition and the HPWS and employee involvement. In spite of the rich body of evidence on the effects of HPWS, there are at least two relatively unexplored yet potentially important questions: (i) The conditions under which the HPWS is best introduced and best sustained; and (ii) in what way the HPWS will need to evolve when external environments change. Our findings fill this important gap in the literature by providing novel evidence and insight on the causal link from product market competition to employee involvement.