Attachment theory at work Yip, Jeffrey; Ehrhardt, Kyle; Black, Hunter ...
Journal of organizational behavior,
February 2018, Letnik:
39, Številka:
2
Journal Article
Recenzirano
The influence of attachment theory on organizational scholarship is growing, with more articles published on the subject in the past 5 years than the preceding 25 years combined. Prior research and ...reviews have primarily focused on attachment styles and their relationship with organizational outcomes. However, in the past 5 years, organizational scholars have begun exploring new directions in attachment research such as situational influences on attachment states, attachment as a moderating variable, and attachment as a dynamic process in various forms of work relationships. These advances offer new directions for organizational behavior research, notably through the lens of the attachment behavioral system—an innate psychological system that accounts for why and how people seek support from others. In this paper, we provide an overarching framework for understanding attachment dynamics in organizations and review key findings from attachment theory research on dyadic relationships, group dynamics, and the employee–organization relationship. We further discuss promising areas for future organizational research on attachment, as well as methodological developments in the priming of attachment states.
The theory of enterprise culture (du Gay, 1996) has provoked one of the more enduring strands of research on organizations and identities. Yet, after a decade and half of debate, the validity of this ...theory remains mired in ambiguity. In this article we revisit the theory of enterprise culture by exploring shifts in the popular business press and employee responses to them, in an effort to track the identity norms that have impinged on job seekers over time. Scrutinizing career-advice texts published between 1980 and 2010, we do indeed find partial support for the theory of enterprise culture, as the most popular renderings of work and employment have exhibited a marked yet complex turn toward entrepreneurial rhetoric. Interviews with 53 employees and job seekers suggest that a discourse of personal branding is indeed pervasive, and is often uncritically incorporated into the conceptions that job seekers bring to bear on their career horizons. Yet we also find that enterprise discourse has evolved beyond the notion of the “sovereign consumer” on which enterprise theory was initially based. Employees today are advised not merely to be responsive to the wants of customers; now, they must actively shape those wants, emulating corporate marketing techniques in an effort to establish the value of their own personal brands. Homo economicus is alive and well but has elided existing representations.
Labor process theory (LPT) is a critical approach to studies on work and employment; it is rooted in the Marxist tradition, which addresses conflictual relations between capital and labor and ...connects work transformations with broader structural contexts. LPT has been one of the theoretical lenses through which critical human resource management (HRM) scholars have attempted to challenge taken-for-granted concepts and approaches introduced by mainstream, positivist, and functionalist HRM research. Yet, an effort to consolidate its significance in critical HRM is missing in the extant literature. Drawing on a systematic review of 103 research articles published from 2000 to 2021, the present paper identified four key themes in previous LPT-informed HRM research, including institutional forces, control regimes, solidarity and resistance, and the deskilling-upskilling paradox. Based on this review, the article discusses what critical HRM scholars can learn from this collective understanding of LPT and how they could also employ this theory to advance critical HRM research. The main argument brought forward is the idea that LPT is worthwhile to challenge the excessive optimism propagated by the pluralist approaches in HRM.
The aim of the present study, based on the framework of social exchange theory and sustainability, is twofold: first, to show how distinct employment relationships (ERs) can have different effects on ...sustainability outcomes; and second, to demonstrate how such an impact is mediated by the strength of the HRM system. The proposed model was tested using the multivariate method of partial least squares structural equation modelling (PLS-SEM) on a sample of 206 companies in the chemical and metallurgical industries. Data were collected via a questionnaire composed of measurement scales previously validated in the reference literature. Each company's production and HR managers were asked to complete the questionnaire. Our results showed that mutual investment ERs can indeed produce better sustainability results, and organisations with quasi-spot contract (QSC) relationships are unable to achieve sustainable organisational outcomes. The results also confirmed that a strong HRM system reinforces the positive effects of mutual investment ERs. Moreover, a strong HRM mitigates the negative effects of QSCs. In essence, our paper shows that the strength of an HRM system is a major driver of sustainability. Therefore, when implementing working relationships, managers should foster shared perceptions of the firm's values among its employees, thus clearly defining which behaviours are expected and rewarded.
PurposeThe purpose of this review is to understand whether “The Great Resignation” has emerged as a concept within the popular media and academic because it is based on fact or whether it has emerged ...because it broadly aligns with a dominant neoliberal ideology.Design/methodology/approachThis paper critically reviews United Kingdom (UK) government data to establish evidence for “The Great Resignation”. Thus, the purpose is to understand whether there has been an increased propensity for workers to leave or change their jobs due to attitudinal changes emerging from the experience of the Covid-19 pandemic.FindingsBased on this review, there is limited evidence that “The Great Resignation” has been occurring within the UK. Nonetheless, there have been extensive commentries in both the popular press and academic outlets that have been attempting to evidence the phenomenon. Some of academic writing is drirven by narratives emerging from the press which should thus warrent consideration of the extent to which academics are losing control over conceptual and theoretical development.Originality/valueThe key contribution that is made by this piece is the questioning of concepts that have entered the common vernacular. Concepts such as “The Great Resignation” and “Quiet Quitting” have, for the most part, gained popularity through social media. This paper looks at “The Great Resignation” and warns of the possibility that social media maybe a significant threat to robust academic theorisation.
Materialist theories of disability link disability and labor, hypothesizing that under neoliberalism, disability stigma contributes to labor market precarity. These claims have not been evaluated ...empirically and the mediating role of the state remains underspecified. Ethnographic fieldwork in a job training program for people with psychiatric disabilities reveals two contradictions in the welfare state treatment of disability. First, disability benefits are set at low levels, yet means-testing limits earnings, channeling people with disabilities into low-wage jobs. Second, contradictory imperatives attached to state funding incentivize placement in temporary jobs. These welfare state contradictions produce disabled workers as a precarious labor force.
This article examines how and to what extent perceived organisational support from key stakeholders is associated with the performance of expatriate development volunteers in highly complex ...multi-stakeholder employment relationships. We studied 214 volunteer-employer-agency relationships covering 21 countries. Two forms of support were positively associated with the volunteers' performance: direct support from the host-country employer for the volunteer, and support for the host-country employer from the volunteer agency, with the latter partially mediating the former. No relationship existed between volunteers' performance and support from the volunteer agency. In term of contextual and situational factors, emotional and informational support for volunteers were perceived as strongly enabling performance, while sub-standard instrumental support was the primary inhibitor. Our findings unearth the significance of a previously invisible 'third arm' of support in triangular employment relationships in the form of volunteer agency support for the host organisation, and identify the importance of discretionary, relational and proximal support to the success of expatriate volunteer placements.
Starting from the importance of atypical forms of employment in the current economic context and in the light of international regulations - that of responding to an acute need for flexibility in ...terms of labor markets - our research comes with the presentation of the importance of well-known atypical forms of work both internationally, European as well as domestically. The contemporary context of individual labor relations is characterized by this evolutionary trend of non-standard or atypical forms of work, also supported by the recent Eurostat statistics from the European level, which show that the percentage of growth in standard, permanent, full-time work, it is overtaken by the percentage increase in non-standard, atypical work, an aspect that marks a fundamental problem and not to be neglected in terms of individual labor relations. In fact, a multitude of factors are involved in this phenomenon of the dispersion of flexible work arrangements. From the great contemporary problems determined by the interaction of economic, political, social, cultural, technological and informational processes to the globalization of society, all have determined a diversification of needs from the perspective of employers and implicitly, the abandonment of the standard model of work performance.
This article seeks to explain and understand how the strength of a human resource management (HRM) system and perceived organizational support (POS) determine employment relationships (ERs) in ...organizations and the behaviors they generate in terms of organizational citizenship behavior (OCB) and intentions to remain (IR). A typology of ERs is proposed, considering perceptions about the HRM system (Ability, Motivation, and Opportunity AMO model), its strength, and POS. An analysis was adopted, looking into organizations in two separate studies in service sectors (hospitality and financial services), taking as informants to 130 and 87 HRM managers and 30 workers’ representatives as proxies of organizations and employees, respectively. Cluster analysis and analysis of variance (ANOVA) were conducted, and results are congruent with theoretical frameworks such as Attribution Theory and Social Exchange Theory. Depending on how stakeholders understand the way in which the HRM system is implemented and the level of POS, certain ERs are developed and explain employees’ responses in terms of OCB and IR behaviors.
JEL CLASSIFICATION: M1.
The article analyses a legal instrument of restriction on competition after termination of employment relationships. The Labour Law of the Republic of Latvia (hereinafter – Labour Law) governs the ...restriction on professional activity under Articles 84 and 85. The article views the goal of restriction on competition, agreement forms, validity preconditions, including notions of professional activity and adequate compensation, term of restrictions, applicability preconditions, legal framework of responsibility where the restriction has been violated and reinforcements of liability. The article also outlines parties’ rights to unilateral withdrawal from an agreement to restrict competition. with the applied research methods include analytic method (by analysing the legislation and case law), comparative method (comparing regulation of competition restriction in different Member States of the European Union), and an insight was provided into development of regulation of restriction on competition by virtue of historical method.
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