HRM and the case of transgender workers: a complex landscape of limited HRM “know how” with some pockets of good practice

Purpose: HRM departments report a lack of knowledge on supporting transgender employees during gender transition in the workplace. The purpose of this research is to survey the experiences of transgender workers in English, French and German speaking countries to evaluate their experience of transitioning at work and the HRM support they received to do so. Design/methodology/approach: A questionnaire consisting of 32 quantitative items and qualitative text boxes was completed by 166 transgender individuals. Findings: Results show a mostly negative landscape with some pockets of good practice. Research limitations/implications: Answers are based on self-report measures and data is cross-sectional. Practical implications: Recommendations for good practice are proposed for HRM departments. Social implications: A move towards a more inclusive workplace. Originality/value: Questions focus on HRM practices specifically while other surveys have assessed work practices more broadly

How do healthcare ‘customer service’ employees construct meaning in their job?

The United Kingdom (UK) government has taken an interest in modernising the National Health Service (NHS) which has led to the creation of customer service functions similar to private sector models (Hyde et al., 2005). Notably, this development includes the burgeoning of healthcare customer services and call centres where agents may respond to and address calls related to patient complaints and concerns – similar to complaints services in the private sector. A prominent example of this new ‘business’ centred ethos is the implementation of the Patient Advice and Liaison Service (PALS) across healthcare organisations, which is a front line function involving the resolution of patient concerns (Department of Health, 2002)

HRM in healthcare: The role of work engagement

Purpose: Due to increasing cost pressures, and the necessity to ensure high quality patient care while maintaining a safe environment for patients and staff, interest in the capacity for HRM practices to make a difference has piqued the attention of healthcare professionals. The purpose of this study is to present and test a model whereby engagement mediates the relationship between four HRM practices and quality of care and safety in two different occupational groups in healthcare, namely, nurses and administrative support workers. Design/methodology/approach: Structural equation modelling was used to analyze questionnaire data collected by the National Health Service in the United Kingdom as part of their 2011 Staff Survey (n=69,018). We tested the hypotheses for nurses and administrative support workers separately. Findings: Training, participation in decision-making, opportunities for development, and communication were positively related to quality of care and safety via work engagement. The strength of the relationships was conditional on whether an employee was a nurse or administrative support worker. Originality/value: This is the first paper to examine the mediating role of engagement on the relationship between four relevant HRM practices in the healthcare context, and outcomes important to healthcare practitioners. We also add value to the HRM literature by being among the first to use the Job Demands Resources Model to explain the impact of HRM practices on performance outcomes. Moreover, we provide insight into how HRM practices affect outcomes in the world’s largest publicly funded healthcare service

Listen carefully: transgender voices in the workplace

We find that only 17% of FTSE 100 company websites refer directly to transgender (‘trans’) individuals, illustrating the extent to which trans voices are unheard in the workplace. We propose that these voices are missing for a number of reasons: voluntary silence to protect oneself from adverse circumstances; the subsumption of trans voices within the larger ‘LGBT’ community; assimilation, wherein many trans voices become affiliated with those of their post-transition gender; multiple trans voices arising from diversity within the transgender community; and limited access to voice mechanisms for transgender employees. We identify the negative implications of being unheard for individual trans employees, for organizational outcomes, and for business and management scholarship, and propose ways in which organizations can listen more carefully to trans voices. Finally, we introduce an agenda for future research that tests the applicability of the theoretical framework of invisible stigma disclosure to transgender individuals, and calls for new theoretical and empirical developments to identify HRM challenges and best practices for respecting trans employees and their choices to remain silent or be heard

Critical evaluation of the Kingston University 'Introduction Days'

This mixed-method case study is an evaluation of Kingston University's (KU) 'Introduction Days'. Data consisted of new starter feedback, comments from the Staff Survey, and insights from focus groups. Thematic analysis identified four themes that negatively impacted on the induction process; and in particular, on orientation events. Data show that new starters were unaware of KU’s organisational strategy. Many found the organisational structure confusing in relation to their role and reported difficulties in getting to know colleagues. Finally, participants expressed that the new starter webpage was insufficient. Recommendations for practice are proposed

What influences applicants to accept a job offer?

We develop Roberson et al.’s (2005) model by investigating how recruitment processes influence candidate perceptions leading to job acceptance. Using a qualitative case study design (n=5) and thematic analysis, the data reveals that values, reasons for applying, considerations in applying, views on company and previous experience impact on candidate perceptions. We discussed theoretical implications and propose recommendations for practice

"Do I fit in?" Signals on corporate websites

Purpose: Prospective job applicants tend to use signals that are presented on corporate websites to form perceptions about the organisation. Specifically, they decide whether they would ‘fit in’. Our research examines the explicit and implicit signals presented by FTSE250 companies on their corporate websites. Design: A content analysis was carried out on FTSE250 corporate websites. Findings: While many corporate websites do include general references to diversity, they do not engage with different protected characteristics on an equal basis. Furthermore, corporate websites often espouse the legal and business case rationale for engaging with diversity. Research limitations: We were restricted by the information presented on corporate websites. Further research could employ a multi-modal approach and include analysis of images as well. Practical implications: Companies need to consider their overall rationale for engaging with diversity. Fostering a culture of inclusion where diversity is celebrated will allow companies to showcase their genuine commitment to diversity on their websites and avoid sending disingenuous signals to minority groups. Social implications: Increasing the perceived ‘fit’ of minority groups in organisational culture will foster inclusion and diversity and support minority group engagement. Originality/value: This research examines diversity signals and relates these to job applicants’ perceptions

HRM and the case of transgender workers: a complex landscape of limited HRM ‘know how’ with some pockets of good practice

Purpose: HRM departments report a lack of knowledge on supporting transgender employees during gender transition in the workplace. The purpose of this research is to survey the experiences of transgender workers in English, French and German speaking countries to evaluate their experience of transitioning at work and the HRM support they received to do so. Design/methodology/approach: A questionnaire consisting of 32 quantitative items and qualitative text boxes was completed by 166 transgender individuals. Findings: Results show a mostly negative landscape with some pockets of good practice. Research limitations/implications: Answers are based on self-report measures and data is cross-sectional. Practical implications: Recommendations for good practice are proposed for HRM departments. Social implications: A move towards a more inclusive workplace. Originality/value: Questions focus on HRM practices specifically while other surveys have assessed work practices more broadly

Effects of information, education, and communication campaign on a community-based health insurance scheme in Burkina Faso

Objective : The study analysed the effect of Information, Education, and Communication (IEC) campaign activities on the adoption of a community-based health insurance (CHI) scheme in Nouna, Burkina Faso. It also identified the factors that enhanced or limited the campaign's effectiveness. Design : Complementary data collection approaches were used. A survey was conducted with 250 randomly selected household heads, followed by in-depth interviews with 22 purposively selected community leaders, group discussions with the project management team, and field observations. Bivariate analysis and multivariate logistic regression models were used to assess the association between household exposure to campaign and acquisition of knowledge as well as household exposure to campaign and enrolment. Results : The IEC campaign had a positive effect on households’ knowledge about the CHI and to a lesser extent on household enrolment in the scheme. The effectiveness of the IEC strategy was mainly influenced by: 1 frequent and consistent IEC messages from multiple media channels (mass and interpersonal channels), including the radio, a mobile information van, and CHI team, and 2 community heads’ participation in the CHI scheme promotion. Education was the only significantly influential socio-demographic determinant of knowledge and enrolment among household heads. The relatively low effects of the IEC campaign on CHI enrolment are indicative of other important IEC mediating factors, which should be taken into account in future CHI campaign evaluation. Conclusion : The study concludes that an IEC campaign is crucial to improving the understanding of the CHI scheme concept, which is an enabler to enrolment, and should be integrated into scheme designs and evaluations