Small business revivalism: employment relations in small and medium-sized enterprises

Mallett, Oliver; Wapshott, Robert

doi:10.1177/0950017017690503

Cited by 20 publications

(17 citation statements)

References 24 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…For example, small to medium size businesses tend to be overlooked whilst larger organisations may be over-represented, but also may have access to more resources to pursue and invest in interventions. Mallett and Wapshott (2017) noted that there is a shift towards greater interest in research in SME's. These issues provide further rationale for why a 'one size fits all' approach may be ineffective in managing employee well-being.…”

Section: Challenges To Sustaining Employee Well-beingmentioning

confidence: 99%

Well-being and HRM in the changing workplace

Kowalski

Loretto

2017

The International Journal of Human Resource Management

195

159

View full text Add to dashboard Cite

aThe York management school, university of York, York, uK; b university of edinburgh Business school, university of edinburgh, edinburgh, uK ABSTRACTIn a fast changing and fast-paced global workplace, where maintaining competitive advantage is paramount to success, identifying ways of sustaining employee well-being is of increasing importance to a range of stakeholders, both within the context of work and beyond. Within the workplace, wellbeing is important not only to individual employees in terms of maintaining their own good health, but also to managers and organisations as there is evidence to suggest that poor well-being at work can have adverse effects on performance and overall productivity. Beyond the workplace, health service providers must manage the potential burden of poor individual and population health, exacerbated in many nations by ageing workforces. Given the existing evidence linking employee well-being to key organisational outcomes such as performance and productivity, identifying ways to enhance employee well-being is, arguably, a core function of contemporary human resource professionals. However, the juxtaposition of an increased focus on well-being at work and the current business climate of needing to do more with less can pose significant challenges for HRM professionals in contemporary organisations. In this paper we examine some of the key issues of pertinence to researchers in the field of HRM and well-being, and propose a number of areas for future research.

show abstract

Section: Challenges To Sustaining Employee Well-beingmentioning

confidence: 99%

Well-being and HRM in the changing workplace

Kowalski

Loretto

2017

The International Journal of Human Resource Management

195

159

View full text Add to dashboard Cite

show abstract

“…More than 62% of deaf graduate students, but only 38.5% of respondents were employed in professional, managerial and technical affairs; 36.5% of the respondents were employed in crafts, machines and occupations (Schroedel & Geyer, 2000). Mallett and Wapshott (2017) pointed out how employment relationships are changing in relation to the nature of work.…”

Section: Discussionmentioning

confidence: 99%

The Impact of Communication Disorders on Discrimination against Deaf Workers

Hasanbegović

Kovačević

2019

DCID

View full text Add to dashboard Cite

Purpose: The study aimed to determine the impact of communication disorders on discrimination against people who are deaf in the workplace, as well as to find the differences in study participants’ opinions.Method: The study sample consisted of 171 respondents from different industries in Bosnia-Herzegovina- 57 workers who were deaf, 57 workers who could hear, and 57 managers. Both quantitative and qualitative approaches were used in the survey. The opinions of the respondents were elicited through a questionnaire which consisted of 15 statements. The interviews of workers and managers focussed on the presence of discrimination against deaf workers in the workplace. Responses of respondents were converted to quantified values using analysis of discrimination group. The significance of statistical differences among the samples tested is defined at 0.01 level of significance using F-Test.Results: Discriminant analysis tested the null hypothesis that respondents’ answers do not differ regarding discrimination against deaf workers in the workplace. However differences were found between the groups that felt deaf workers did not have equal position at work in comparison to their hearing co-workers. Participants mentioned a number of barriers in workplaces. Workers were of the opinion that there was significant discrimination in the workplace (p>0.01) between groups of participants.Conclusion: There are statistically significant differences in the opinions of respondents regarding statements that workers who are deaf cannot hold positions equal to their co-workers who have regular hearing.

show abstract

“…A few of them include problems associated with recruitment and selection, labor turnover, conflicts, lack of managerial talent, etc. (Agwu & Emeti, 2014;Mallett & Wapshott 2017;Samuel, 2018;Singh et al, 2017;Thiruchanuru, 2016). Labor turnover has been found to be one of the major concerns for SME's by Thiruchanuru (2016).…”

Section: Review Of Literaturementioning

confidence: 99%

“…Compensation, benefits, advancement in career, etc. are other aspects that act as impediments for SMEs that prevent them from attracting new entrants (Mallett & Wapshott, 2017). Employment relationship is affected by nature of firm and also influenced by the environment where these firms are operating.…”

Section: Review Of Literaturementioning

confidence: 99%

A factorial study on human resource issues of small and medium enterprises

Mohiya¹,

Faisal²,

Sulphey³

2020

10.5267/j.msl

View full text Add to dashboard Cite

Small Medium Enterprises (SMEs) play a vital role for the development of any economy. Multiple studies with respect to various aspects and dimensions of SMEs have been undertaken. Some of the problems faced by SMEs from the side of the employees include performance management issues, employee issues like strikes, go slow tactics, and so on. However, studies that explore the issues as perceived by employers are scarce. The present research is undertaken to find out the various human resource issues as perceived by employers. Data for the present study was collected from 60 SMEs. The organizations belonged to various sectors. Factor Analysis was performed to identify the factors. The analysis identified two factors as perceived by employers regarding human resource issues in SMEs. The reliability and validity of the factors were also assessed, which was found to be sufficiently high. A few suggestions for further research are also presented.

show abstract

Small business revivalism: employment relations in small and medium-sized enterprises

Abstract: This e-special issue focuses on employment relations in the context of 'small business revivalism' and an 'enterprise culture' that has sought to establish a so-called

Cited by 20 publications

References 24 publications

Well-being and HRM in the changing workplace

Well-being and HRM in the changing workplace

The Impact of Communication Disorders on Discrimination against Deaf Workers

A factorial study on human resource issues of small and medium enterprises

Contact Info

Product

Resources

About