The effects of co-operating or conflicting over work

restructuring: evidence from employees

Authors

Nicolas Bacon and Paul Blyton

First published: February 2006

Abstract

This paper examines patterns of worker response to the introduction of

teamworking at two similar large work sites. We consider whether the patterns
of response are significantly different where change has been introduced
through a more cooperative or a more conflictual bargaining process. In the
cooperative negotiations that more typified one site, trade unions made
concessions, generating both dissatisfaction with the terms under which teams
were introduced and a decline in job satisfaction. At the site more
characterised by conflictual negotiations, employees were more satisfied with
teamworking after unions protected manning in teams, negotiated a pay
increase for more workers and the side payment of a desired 12-hours shift
pattern. The findings indicate how response to workplace change depended
upon the terms under which teams were introduced, in turn shaped in
important part by the process of negotiating change.

Keywords: Worker, teamworking, co-operating

1. Basado en la comprension de este resumen, describa el objetivo y los

resultados del articulo
A Conceptual Review of Human Resource Management Systems
in Strategic Human Resource Management Research

David P. Lepak, , Hui Liao, , Yunhyung Chung, , Erika E. Harden, (2006)

Abstract:

A distinguishing feature of strategic human resource management

research is an emphasis on human resource (HR) systems, rather than
individual HR practices as a driver of individual and organizational
performance. Yet, there remains a lack of agreement regarding what
these systems are, which practices comprise these systems, how these
systems operate, and how they should be studied. Our goal in this paper
is to take a step toward identifying and addressing several conceptual
and methodological issues regarding HR systems. Conceptually, we
argue that HR systems should be targeted toward some strategic
objective and operate by influencing (1) employee knowledge, skills,
and abilities, (2) employee motivation and effort, and (3) opportunities
for employees to contribute. Methodologically, we explore issues
related to the relationships among policies and practices, sampling
issues, identifying the appropriate referent group(s), and who should
serve as key informants for HR system studies.

Keywords: _________________________________________

2. Basado en la comprension de este resumen, complete las palabras clave.