Participatory HRM practices and job quality of vulnerable workers

Piasna, Agnieszka; Smith, Mark; Rose, Janna; Rubery, Jill; Burchell, Brendan; Rafferty, Anthony

doi:10.1080/09585192.2013.845423

Cited by 21 publications

(19 citation statements)

References 32 publications

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“…During the initial literature review process, a few striking features of job quality studies were identified. First, some scholars investigated the relationship between the factors and/or outcomes and particular elements of job quality (e.g., Brand, 2006;Layte et al, 2008), while the others focused their researches on the correlations between factors and/or outcomes and job quality in general (Kolev, 2005;Piasna et al, 2013). Second, there are a few studies that despite examining the relationships between the mentioned categories also developed the set of job quality dimensions (e.g., Brown et al, 2007;Holman, 2013;Kelliher & Anderson, 2008).…”

Section: Dimensionmentioning

confidence: 99%

Innovative approaches to analysis of job quality: factors, elements and outcomes

Shvets¹,

Signify²

2018

MMI

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The aim of the research is to systemize the variety of general and detailed knowledge of job quality. The study contains generalization and structuring of the global scientific heritage regarding the concept of job quality issue and well-being, job satisfaction and the relationship between them. It is underlined that over the years, the concept of job quality has been widely researched by scholars of different fields, has been widely discussed by policymakers and researched by scholars of different fields. Job quality has become a widely discussed issue due to its importance in the formation of the employee's, company's, and, consequently, national wellbeing. The authors proposed innovative approaches to the analysis of labour quality, which are reflected in five parts of the article, each of which deals with the study regarding the specific aspects of the job quality. In the first part of the article, the conceptual overview of job quality and its dimensions were analysed. Based on the results of the initial evaluation of empirical studies, a general model of the factors and outcomes of job quality was built. The second part of the article deals with the theoretical investigation of the main categories, such as job quality and well-being, subjective well-being and affective well-being, job satisfaction, affective organizational commitment. The structure of job-related affective well-being is described. The construct of affective well-being is used as a basis for meta-analysis. According to the results of the literature search, different elements of job quality was found to be related to such outcomes as job satisfaction and organizational commitment. The third part of the article describes the dimensions of job quality. Three dimensions of job quality-pay satisfaction, autonomy, and job security-were elaborated in relation to the affective well-being of the employee. The hypothesized model of job quality elements and outcomes that were meta-analysed was developed. The fourth part of the article describes the meta-analysis of the key aspects of the general concept and a general model of the job quality construct which consists of the job quality factors, elements and outcomes. This part provides a meta-analytical review, which is based on the method of psychometric meta-analysis, of the relationships between job security, as an individual level construct, pay satisfaction, autonomy and the employee's job-related affective well-being. The fifth part of the article describes the results of the meta-analysis. Firstly, the results of the relationship between job security at the individual level and job-related affective well-being are provided. Secondly, the results of the relationship between pay satisfaction and affective well-being are presented. Finally, the results of the relationship between autonomy and job-related affective well-being are provided. The reported results also include the analysis of the moderating role of job security on those relationships.

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Section: Dimensionmentioning

confidence: 99%

Innovative approaches to analysis of job quality: factors, elements and outcomes

Shvets¹,

Signify²

2018

MMI

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“…As stated earlier, we use professional status, wages and work conditions, and educational attainment as indicators of class (Acker, ; Holvino, ; Hughes, ; Piasna et al , ; Rickett and Roman, ; Weigt and Solomon, ; West and Fenstermaker, ). Access to resources and opportunities at both a macrolevel and an organizational level is one way in which class is enacted in organizations (Acker, ).…”

Section: Class and Gender In Aged Carementioning

confidence: 99%

“…They have come back to me and they will do extras on the weekends when their husbands are home. (Caroline, manager) However, managers performed gender within professional hierarchies and class boundaries (Piasna et al, 2013;West and Fenstermaker, 1995) as qualified nursing professionals in relation to a largely unqualified, perceived low-skilled and dependent workforce (Dodson and Zincavage, 2007;Jervis, 2002;Nishikawa, 2011;Palmer and Eveline, 2012). This is apparent in how Linda speaks of herself as being a 'role model' for the aged care workers in their own work and personal lives, within the parameters of her caring for them:…”

Section: Resisting Gender and Performing Class? Perceptions Of Wages mentioning

confidence: 99%

“…Working class is associated with ‘blue‐collar’ work, manual labour and ‘unskilled’ workers, compared to the middle class in white‐collar work and professions who would usually hold higher education qualifications (Holvino, ; Rickett and Roman, ; Weigt and Solomon, ). Indeed, educational achievement is often used as an indicator of class status (Acker, ; Piasna et al , ). This view of middle‐class and white‐collar/professional work underlies the power relations that assume middle‐class jobs are those further up the hierarchy, such as management (Hughes, ).…”

Section: Introductionmentioning

confidence: 99%

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Doing Gender, Paying Low: Gender, Class and Work–Life Balance in Aged Care

Ravenswood¹,

Harris²

2016

Gender Work & Organization

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This article examines how interactions between the doing of gender and class at institutional and organizational levels perpetuate inequality for aged care workers. In particular, it investigates how managers ‘do gender’ and class in relation to their care workers' work–life balance and the unintended consequences of this for aged care workers. The research data comprised interviews with female managers and aged care workers from four case studies in residential aged care in New Zealand. We argue that despite best intentions, the consequences of managers' doing gender and class results in continuing low wages, poor work–life balance and disempowerment at work for aged care workers.

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“…Kalleberg (2009: 13) points out that worker agency in the context of precarious work is an important but under-researched area. Previous studies on casual and precarious employment have focused on the aggregated negative experience of casual work (for example, Pocock et al 2004), vulnerable workers (for example, Piasna et al 2013), factors external to work that protect some workers from the precariousness of insecure work (for example, Standing 2011) or policy factors that lead to negative work experiences (for example, Haley-Lock & Ford Shah 2007). The contribution of this article is its focus on worker agency in considering how individual workers' empowerment or disempowerment alters the conditions of their casual work.…”

Section: Introductionmentioning

confidence: 99%

Equally dressed-up, unequally casual: different experiences of precarious work in designer fashion retail boutiques

Johnson

2015

Labour & Industry: a journal of the social and economic rel

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Casual employment in Australia is highly precarious with minimal job security, and it is used heavily in the retail sector. With few legal entitlements, casual employment creates an unregulated space for workers and employers to negotiate work conditions. This underlies claims that casual employment increases flexibility for both employees and employers. However, with low employment security, casual workers have low workplace power to assert their preferences. At the same time, recent analysis shows that vulnerable workers are likely to get trapped in highly precarious work such as casual employment. This study explores the experience of 18 women working casually in designer fashion retail boutiques in Melbourne. Findings show that even in the same role in similar workplaces, some workers are able to broker better working conditions for themselves. Factors that improved participants' empowerment levels to seek better conditions were general knowledge of workplace rights and having a high workplace sense of entitlement. Those who had spent less time in the role had lower empowerment levels. The social class background of participants was an important underlying factor. The research finds that due to differences in individual agency, vulnerable workers receive inferior working conditions compared to their less vulnerable coworkers in equivalent roles.

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Participatory HRM practices and job quality of vulnerable workers

Cited by 21 publications

References 32 publications

Innovative approaches to analysis of job quality: factors, elements and outcomes

Innovative approaches to analysis of job quality: factors, elements and outcomes

Doing Gender, Paying Low: Gender, Class and Work–Life Balance in Aged Care

Equally dressed-up, unequally casual: different experiences of precarious work in designer fashion retail boutiques

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