The mutual gains model suggests that HRM should benefit both individuals and organisations. However, the dominant models within HRM theory and research continue to focus largely on ways to improve ...performance, with employee concerns very much a secondary consideration. Furthermore, pressures at work and in society more widely are creating an increasing threat to employee well‐being. If employee concerns and the threats to well‐being are to be taken seriously, a different analytic framework for HRM is required. The article sets out an alternative approach to HRM that gives priority to practices designed to enhance well‐being and a positive employment relationship, proposing that both elements are essential. Evidence is presented to support the choice of practices and to argue that these also hold the potential to improve both individual and organisational performance. It therefore offers a different path to mutual gains. The research and policy implications of this approach are discussed.
The aim of the present study is to analyse influencers by analysing the modalities through which their working activities are performed. The research intends to highlight how influencers' working ...activities could fall within the category of long-term relationships, and analyses the possible interferences by the client that, under Italian labor laws, can trigger the extension to self-employees of rules and regulations otherwise generally applicable in the context of subordinate work. However, the present study does not take an express position with respect to the possible problems associated with the qualification of influencers as employees. In fact, it was considered preferable to hope for an intervention by the social parties aimed at introducing minimum standards of protection to this new figure of workers. The research proves innovative because it investigates for the first time the problems arising in connection to social-network-related jobs from a labor law standpoint.
Precarious work is increasingly considered the new ‘norm’ to which employment and social protection systems must adjust. This article explores the contradictions and tensions that arise from ...different processes of normalisation driven by social policies that simultaneously decommodify and recommodify labour. An expanded framework of decommodification is presented that identifies how the standard employment relationship (SER) may be extended and flexibilised to include those in precarious work, drawing examples from a recent study of precarious work across six European countries. These decommodification processes are found to be both partial and, in some cases, coexisting with activation policies that position precarious work as an alternative to unemployment, thereby recommodifying labour. Despite these challenges and contradictions, the article argues that a new vision of SER reform promises greater inclusion than alternative policy scenarios that give up on the regulation of employers and rely on state subsidies to mitigate against precariousness.
This article examines the experience of microworkers living in the United Kingdom. Based on a survey of 1189 microworkers and 17 in-depth interviews, the article explores the experiences of UK-based ...microworkers on three digital platforms: Prolific, Clickworker and Amazon Mechanical Turk. The article draws on the theoretical framework of self-determination theory to analyse workers’ motivations for performing microwork. It reveals that workers’ relatively high satisfaction with otherwise low-paying and low-status work was possible because workers conceptualised their activity as occupying an ambiguous space and time in their lives, blurring traditional distinctions between work and leisure. These findings contribute to our understanding of how microworkers experience their relationship to work in the United Kingdom.
A core aspect of Sustainable Human Resource Management (S-HRM) has been its focus on developing high-quality employment relationships. This endeavor, however, has become increasingly complex, because ...the employee-employer relationship has undergone a profound transformation in recent years. This problem is further exacerbated by inherent tensions that surface when organizations aim to develop high-quality employment relationships in concert with sustainability-related goals. In this article, we intend to align theory and practice toward a more sustainable HRM by explaining how the psychological contract (PC) literature can provide new insights and perspectives to understand these tensions. We begin by delving into the nature and drivers of these sustainability-related tensions that arise when organizations strive to develop high-quality employment relationships. Next, we recount previous PC research that can inform the S-HRM literature to better understand how those tensions unfold. Finally, we identify concrete avenues for future research and discuss why integrating the PC and S-HRM literature could be an important path to expand our understanding of how to create more sustainable employment relationships.
This book explores the precarious margins of contemporary labour markets. Over the last few decades, there has been much discussion of a shift from full-time permanent jobs to higher levels of ...part-time and temporary employment and self-employment. Despite such attention, regulatory approaches have not adapted accordingly. Instead, in the absence of genuine alternatives, old regulatory models are applied to new labour market realities, leaving the most precarious forms of employment intact. The book places this disjuncture in historical context and focuses on its implications for those most likely to be at the margins, particularly women and migrant workers. Managing the Margins provides a rigorous analysis drawing on original qualitative and quantitative material. It innovates by analyzing the historical and contemporary interplay of employment norms, gender relations, and citizenship boundaries. Available in OSO: http://www.oxfordscholarship.com/oso/public/content/management//toc.html
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