Current Issue : April - June Volume : 2018 Issue Number : 2 Articles : 5 Articles
The International Labour Organisation describes ADR as a set of processes that comprise of\nnegotiation, conciliation, mediation and arbitration. This description includes a set of\napproaches to settling disputes, which in practice vary significantly in terms of their nature\nand use from one institutional context to another. ADR has been analysed by some scholars\nas a means of bringing workplace justice to more people at lower cost and with greater speed\nthan conventional government channels. Within the context of ADR, conciliation is seen as\none of the most common and important forms of dispute resolution. Although there is a rising\ninterest in the extent of and outcomes of conciliation, its nature in some contexts remains\nunderexplored. This study presents empirical evidence collated among employer,\nmanagement and trade union representatives as well as other stakeholders that have a role to\nplay in collective conciliation in Nigeria. The study is qualitative due to its suitability for\ngenerating data and gathering rich and robust information. A total of twenty-three interviews\nwere conducted between May 2015 and March 2016. The findings of this study reveal the\nimpact of the independence and objectivity of ADR institutions while carrying out their\nresponsibilities. It establishes that management and trade union interactions during\nconciliation are characterised by lack of trust, lack of confidence, fear and anxiety. It\ndemonstrates how the attitude of management during negotiation can be attributed to their\nperception of the behaviour and demeanour of trade unions and conciliators. Lastly, the study\naffirms the link between the mind-set and approaches of the actors and highlights its connection to the actions and behaviour of trade union and management representatives\nduring their interactions as evident within the Nigerian context....
In this study we critically review the employee voice literature and demonstrate the shift of voice arrangement from\nemployee-oriented to organizational-oriented. We examine previous researches and theories concerning management\nand employee relation, and conceptual framework of different phases of the flow of employee voice in an organization.\nWe illustrate the scales adopted to measure employee voice since 1983 and found that the scales used in literature are\nfundamentally measuring the traditional employee voice which lacks the ability to validate the overall dimensions of the\nmodern employee voice. We conclude by discussing future research implication....
Business adaptability and adjustability is highly important for the business development. It\nwas suggested human resource managers and executives could pay an important contribution\nto this area. The aim of this study was to search the literature to see how the human resource\nmanagers and executives can improve the business adaptability and change of the companies.\nThe internet was searched using various search engines like Google Scholars, Proquest and\nGoogle using keywords like human resource management, business adaptability and\nadjustability and business resilience. All selected papers were individually studied and any\nrelevant materials were identified. Result showed that there were roles of human resource\nmanagers and executives in building business adaptability and adjustability such as acting as\nstrategic partners, employee sponsors or advocates, change mentors and there were\ncontributions which include transition the human resource department to a profitability factor;\nmaking profit to the company and engaging in people-focused approach to business\ncontinuity planning for crisis....
The research is conducted for health sector workers. The research is carried out to examine the\nrelationship between job satisfaction, organizational commitment, organizational justice and\nsupervisor support concepts.The survey was delivered to health sector employeesand a total of\n432 completed questionnaires were used for analysis. The observation period took place\nbetween May and July 2017.Correlation, regression, T test and Anova analyzes were applied to\nthe research data that obtained by the questionnaire. At the end of the research, positive linear\nrelationship is find between job satisfaction, organizational commitment, organizational justice\nand supervisor support. The differences in some demographic variables are also find out in the\nresearch....
This study investigates the meaning of quality of work life and what are the common\ndimensions of quality of work life in Egypt. Employees are the most important asset in any\norganization. Researchers defined quality of work life as a multidimensional concept\ncompanies adopt in order to provide better working conditions for employees to make them\nmore satisfied and comfortable in the organization. A questionnaire was distributed to a\nsample of 100 employees in order to highlight the most important dimensions of quality of\nwork life. The research was exploratory in nature. Results showed that compensation, job\nsecurity and personal growth and opportunity to learn new things are the most important\ndimensions of quality of work life In Egypt. Further findings and implications are provided....
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