Ideas at work

Hauptmeier, Marco; Heery, Edmund

doi:10.1080/09585192.2014.936235

Cited by 34 publications

(40 citation statements)

References 52 publications

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“…Such actors include not only HR managers, but also professional associations, consultants, academics and other opinion leaders. This way, we could gain more fine-tuned insights to how ideas travel and disseminate (Hauptmeier and Heery, 2014), how different HR actors seek to legitimise their ideas (e.g. Pohler and Willness, 2014) and use influence tactics, often without formal authority.…”

Section: Discussion: New Directions For Hrm Researchmentioning

confidence: 99%

Using online data and network-based text analysis in HRM research

Platanou

Mäkelä

Beletskiy

et al. 2017

JOEPP

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Purpose The purpose of this paper is to propose new directions for human resource management (HRM) research by drawing attention to online data as a complementary data source to traditional quantitative and qualitative data, and introducing network text analysis as a method for large quantities of textual material. Design/methodology/approach The paper first presents the added value and potential challenges of utilising online data in HRM research, and then proposes a four-step process for analysing online data with network text analysis. Findings Online data represent a naturally occuring source of real-time behavioural data that do not suffer from researcher intervention or hindsight bias. The authors argue that as such, this type of data provides a promising yet currently largely untapped empirical context for HRM research that is particularly suited for examining discourses and behavioural and social patterns over time. Practical implications While online data hold promise for many novel research questions, it is less appropriate for research questions that seek to establish causality between variables. When using online data, particular attention must be paid to ethical considerations, as well as the validity and representativeness of the sample. Originality/value The authors introduce online data and network text analysis as a new avenue for HRM research, with potential to address novel research questions at micro-, meso- and macro-levels of analysis.

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Section: Discussion: New Directions For Hrm Researchmentioning

confidence: 99%

Using online data and network-based text analysis in HRM research

Platanou

Mäkelä

Beletskiy

et al. 2017

JOEPP

View full text Add to dashboard Cite

show abstract

“…Specifically, in some cases occupational ideology appears to cause particular responses (seen most often with clergy but also at times with actors) while in other cases occupational ideology appears to be drawn on, in both accommodating to the working environment and generating satisfaction. Therefore, such questions can be asked of other workers where some occupational ideology is required or is 'called up', and locates our work within the same supposition as Hauptmeier and Heery (2014), that ideas can cause tangible workplace outcomes. As they emphasise, it is important to specify under which conditions ideas matter.…”

Section: Discussionmentioning

confidence: 99%

“…Hoffmann (2009) went on to study homecare workers and found they were willing to work unpaid from a sense of self-sacrificial loyalty and to realise self-worth. Hoffman notes these dimensions as affecting willingness to resist poor terms and conditions, returning us again to the importance of identifying causal effects of ideas in the workplace (Hauptmeier and Heery, 2014). This is implicit in a question posed by Donaghey et al (2011) in relation to one aspect of their dialectical interpretation of employee silence.…”

Section: Ideology and Connections To Loyaltymentioning

confidence: 99%

“…The second form applies more clearly to actors and clergy and involves a religious or secular vocation to do the specific job. Such conceptualisation has implications for worker responses, given arguments that it is essential to identify the ways in which ideas have causal effects in the workplace (Hauptmeier andHeery, 2014: 2472). Recognising the existence of occupational ideology enables identification of interests/power conflicts which are fundamental to a particular social arrangement (Eagleton 1991).…”

Section: Introductionmentioning

confidence: 99%

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How do we understand worker silence despite poor conditions – as the actress said to the woman bishop

Dean

Greene

2017

Human Relations

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This article considers the customary choice of silence over voice of two groups of UK workers, women clergy and women actors, who routinely tolerate poor quality conditions rather than express dissatisfaction. We argue that a key mediating factor is an expanded version of Hirschman's (1970) concept of loyalty. The article considers how occupational ideologies facilitate loyalty as adaptation to disadvantage in ways that discourage voice, in framing silence as positive. Consequently, we also identify this type of loyalty as potentially salient in understanding silence in other occupations. A descriptive model comparing strength of occupational ideology and voicing of dissatisfaction is outlined and through discussion of findings the article offers conceptual refinements of loyalty in accounting for worker silence.

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“…Second, causal beliefs (Goldstein & Keohane, , p. 10) about cause–effect relationships define grievances and specific strategies for how such a policy paradigm can be achieved. Both these types of ideas are grounded in normative principled beliefs , which help “actors judge how the world ought to be and provide them with a moral compass” (Hauptmeier & Heery, , p. 2475). Principled beliefs strongly motivate collective action.…”

Section: Employers' Organisations As Social Movementsmentioning

confidence: 99%

Employers' organisations as social movements: Political power and identity work

Sezer

2018

Human Res Mgmt Journal

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The literature on employers' and business organisations (EOs) has failed to analyse them as contentious organisations that apply identity work as a power resource to mobilise resources and members. This article is based on a qualitative case study of Islamic EOs in Turkey. Developing a social movement model of EOs, I analyse the mechanisms through which identity work with local religious collaborators facilitated collective action and political power. I find that the role of identity work was threefold: providing internal solidarity, securing external legitimacy, and supporting contentious institutional change by developing new policy ideas. This model can be applied more widely as EOs have increasingly shifted from traditional roles to take on social movement characteristics.

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Ideas at work

Cited by 34 publications

References 52 publications

Using online data and network-based text analysis in HRM research

Using online data and network-based text analysis in HRM research

How do we understand worker silence despite poor conditions – as the actress said to the woman bishop

Employers' organisations as social movements: Political power and identity work

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