Rethinking Employment

Cappelli, Peter

doi:10.1111/j.1467-8543.1995.tb00456.x

Cited by 201 publications

(151 citation statements)

References 50 publications

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“…The UK labour market is becoming more flexible (Neathey and Hurstfield, 1996;Beatson, 1995;Hakim, 1990;Watson, 1994;CBI, 1994;IM, 1994;Cappelli, 1995).…”

Section: Flexible Organisationsmentioning

confidence: 99%

Power dynamics in the long‐term development of employee‐friendly flexible working

Nadeem

Hendry²

2003

Women in Management Review

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This paper focuses on the possibilities of the long‐term development of flexible working as a work‐life policy, through understanding the power dynamics between the individual and the organisation. The study presents a framework which summarises the factors influencing the employee‐employer power dynamics, and leads us to the research questions. The methodology involves triangulation in case studies in two organisations based on surveys of representative samples in each organisation (n = 243 and n = 128) and interviews with the management. Findings support the long‐term development of employee‐friendly flexible working. There is a strong desire, and a lack of polarisation of attitudes, among employees for greater flexibility. Certain employee groups with stronger negotiating power have initiated the work‐life debate, but in doing so, they have increased the power of all employees through lowering ideological barriers, and creating knowledge of new possibilities and aspirations. Favourable external pressures and changing business needs also improve the position of employees.

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“…The UK labour market is becoming more flexible (Neathey and Hurstfield, 1996;Beatson, 1995;Hakim, 1990;Watson, 1994;CBI, 1994;IM, 1994;Cappelli, 1995).…”

Section: Flexible Organisationsmentioning

confidence: 99%

Power dynamics in the long‐term development of employee‐friendly flexible working

Nadeem

Hendry²

2003

Women in Management Review

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“…While such developments had occurred earlier in, for instance, the US and the UK (Cappelli 1995;Polivka/Nardone 1989), employment practices in Germany had been firmly rooted in principles of collective bargaining on industry level, comparatively strict laws regulating employee dismissal and extensive internal labour markets for skilled and professional labour. The overall perspective had been one of mutual longterm commitment, and HRM practices centred on employee development and career planning.…”

Section: Our Case Study: Background Methods and Datamentioning

confidence: 99%

From HRM to Employment Rules and Lifestyles. Theory Development through Qualitative Case Study Research into the Creative Industries

Haunschild¹,

Eikhof²

2009

German Journal of Human Resource Management: Zeitschrift für Pe

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In contrast to result-driven publications in which the academic narrative constructs the process of data analysis and the conceptual framework as purposefully designed and inevitably leading to the findings, this article will take a closer look at the concrete development of interpretative schemes and the openness of this process. We will do so by referring to an extensive empirical study of the German theatrical employment system. Following the course of our research project, the article will explicate and discuss (1) the decision for conducting qualitative rather than quantitative research, (2) the identification and definition of 'what is the case' and how this decision was influenced by ongoing data interpretation and changing and new theoretical inputs, and (3) the question of the generalisability of our findings. The main focus of the article, however, will be to explore the relationship between data and theory. We hope to encourage researchers to creatively use the inherent openness of data interpretation, and we argue that the freedom of qualitative research can only be used in a productive way if methodological decisions and data interpretations are driven by theoretical reasoning. Von HRM zu Beschäftigungsregeln und Lebensstilen. Theorieentwicklung durch qualitative Fallstudienforschung am Beispiel kreative IndustrienIn ergebnisorientierten Veröffentlichungen werden die Datenanalyse und die Entwicklung eines Analyserahmens in aller Regel so dargelegt, als seien sie gezielt im Hinblick auf die Forschungsfrage gewählt und führten zwangsläufig zu den präsentierten Ergebnissen. Unser Beitrag wird dagegen unter Bezugnahme auf eine intensive Fallstudie zu Beschäftigungsverhältnis-sen und Personalpraktiken in deutschen Theatern einen genaueren Blick auf die Entwicklung der Dateninterpretation im Forschungsprozess werfen und insbesondere die Offenheiten dieses Prozesses hervorheben. Wir hoffen, Forscher dazu ermutigen zu können, kreativ mit den zwangsläufigen Kontingenzen der qualitative Dateninterpretation in Fallstudien umzugehen, und argumentieren, dass die vorhandenen Freiheiten nur dann konstruktiv genutzt werden können, wenn Methodenentscheidungen und Interpretationsprozesse theoriegetrieben erfolgen.

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“…However, a formal employment contract between a company and its employees in Brazil is governed by the rules of the Consolidation of the Labour Laws (CLT) In this case, formal contracts commonly comprise elements such as: fixed remuneration; a workplace supplied by the employer; there is no predetermined relationship period; the employee works fulltime in compliance of the contract; and the employee dedicates to working for a single employer. As showed by international researchers, this is the model that organized formal work in other countries (see, for instance, Cappelli, 1995;Gallagher & Parks, 2001;Green et al, 2010;Greenberg & Landry, 2011;Kalleberg, 2000).…”

Section: Flexible Workmentioning

confidence: 99%

From formal to informal: executives who migrated to flexible work

Kim

Tonelli

Silva

2017

RBGN

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Purpose -Given the changes occurred in the organization and work, flexible employment contracts are generally associated with a search for more productive employees. The purpose of this research is to understand the behavioral changes needed by executives to face up to the reality of these new flexible models of work.Design/methodology/approach -This paper presents the study that was undertaken in the city of São Paulo (SP -Brazil) with 30 executives who migrated from formal employment contracts/job positions to more flexible formats.Findings -The results showed that the interviewees use various terms for describing themselves: consultant, independent, franchised, businessperson, councilor, among others, and suggested that they have to change their self-perceptions to be adapted to flexible work.Originality/value -This study shows that the narratives that these executives use to illustrate their professional trajectories are related to how they deal with time, with their network and how they should change their mentality and behavior in order to achieve success. Lastly these professionals must display competence; even they are sometimes betrayed by their listless gestures, voice and look.

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Rethinking Employment

Cited by 201 publications

References 50 publications

Power dynamics in the long‐term development of employee‐friendly flexible working

Power dynamics in the long‐term development of employee‐friendly flexible working

From HRM to Employment Rules and Lifestyles. Theory Development through Qualitative Case Study Research into the Creative Industries

From formal to informal: executives who migrated to flexible work

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