155 research outputs found
Why are Industrial Relations in Spain Competitive? Trust in Management, Union Support and Conflict Behaviour in Worker Representatives
In the current context of limited resources and economic, social and labour changes, organizational conflicts are becoming more and more competitive. Two possible explanations for this approach to conflict in Spain are the low trust between unions and management and the long tradition of confrontation in industrial relations. In this study we analyse the conflict pattern from worker representatives and the relation to trust in management and union support. The hypotheses are tested in a quantitative study of 719 representatives. Results show that a) representatives use a competitive conflict style; b) trust is negatively related to this style; and c) union support is positively related to the style. We explore how societal culture and historical industrial relations tradition explain these relations
The Relation Between Supervisors' Big Five Personality Traits and Employees' Experiences of Abusive Supervision.
This is the final version of the article. It first appeared from Frontiers via http://dx.doi.org/10.3389/fpsyg.2016.00112The present study investigates the relation between supervisors' personality traits and employees' experiences of supervisory abuse, an area that - to date - remained largely unexplored in previous research. Field data collected from 103 supervisor-subordinate dyads showed that contrary to our expectations supervisors' agreeableness and neuroticism were not significantly related to abusive supervision, nor were supervisors' extraversion or openness to experience. Interestingly, however, our findings revealed a positive relation between supervisors' conscientiousness and abusive supervision. That is, supervisors high in conscientiousness were more likely to be perceived as an abusive supervisor by their employees. Overall, our findings do suggest that supervisors' Big Five personality traits explain only a limited amount of the variability in employees' experiences of abusive supervision.Research funded by a Ph.D. grant of the Agency for Innovation by Science and Technology (IWT). The first author gratefully acknowledges the Agency for Innovation by Science and Technology in Flanders (IWT) for providing this grant
Who wants to be a mentor?:An examination of attitudinal, instrumental, and social motivational components
Increasing integrative negotiation in European organizations through trustworthiness and trust
Integrative negotiation in which employers and employees create value is a major necessity in the current challenging context. Collective labor negotiations in organizations are traditionally focused on mostly distributive issues, such as pay, working hours, and holidays. However, the current situation demands the inclusion of other issues of a potentially more integrative nature, such as telework, sustainability, and risk prevention, the enhancement of which is a major challenge for organizations. In this study, we explore the negotiation process between management and employee representatives (ERs), analyzing the roles of trust and trustworthiness. We collected data from 614 human resources managers from different organizations in 11 European countries. The results confirm that ERs who management perceive to be trustworthy have a greater influence on negotiation, particularly with regard to integrative as opposed to distributive issues, and that trust partially mediates this relationship
La mediación: una herramienta de gestión constructiva del conflicto en el lugar de trabajo
Mediation becomes relevant nowadays as a way to manage conflicts in the workplace in a nonjudicial way, preventing costly, extensive, and unsatisfying legal procedures. This study tries to systematize the more recent research about mediation, showing the main challenges, questions, and findings. Research suggests the importance of integrating the organizational and societal context in the study of mediation, the use of efficiency, equity, and voice objectives for evaluating mediation effectiveness, and taking into account a contingency approach in mediator strategies. There is an important gap between the large development of professional practice in mediation and the few systematic studies on this topic. This paper offers a model that considers current research and practice for mediation effectiveness. This model could be used to focus the orientation of scholars, practitioners, and governments in search of new developments in the design of mediation. Future research could explore specific combinations of these dimensions to analyze sectors, organizations, or cases of mediation.La mediación está adquiriendo relevancia hoy en día como una forma extrajudicial de gestionar los conflictos, evitando procedimientos legales costosos, largos e insatisfactorios. Este estudio trata de sistematizar la investigación más reciente sobre la mediación, mostrando los principales retos, cuestiones y conclusiones. La investigación sugiere la importancia de integrar el contexto organizativo y social en el estudio de la mediación, el uso de objetivos de eficiencia, equidad y voz para evaluar la eficacia de la mediación y tener en cuenta un enfoque contingente en las estrategias de las personas mediadoras. Existe una importante brecha entre el gran desarrollo de la práctica profesional de la mediación y la escasez de estudios sistemáticos sobre este tema. Este artículo ofrece un modelo que tiene en cuenta tanto la investigación como el ejercicio práctico para entender cómo se producen las mediaciones eficaces. Este modelo podría utilizarse para orientar a la academia, el ejercicio profesional y a los gobiernos en la búsqueda de nuevos desarrollos en el diseño de la mediación. Las investigaciones futuras podrían explorar combinaciones específicas de estas dimensiones para analizar sectores, organizaciones o casos de mediación
Psychological impact and recovery after involvement in a patient safety incident: A repeated measures analysis
OBJECTIVE:
To examine individual, situational and organisational aspects that influence psychological impact and recovery of a patient safety incident on physicians, nurses and midwives.
DESIGN:
Cross-sectional, retrospective surveys of physicians, midwives and nurses.
SETTING:
33 Belgian hospitals.
PARTICIPANTS:
913 clinicians (186 physicians, 682 nurses, 45 midwives) involved in a patient safety incident.
MAIN OUTCOME MEASURES:
The Impact of Event Scale was used to retrospectively measure psychological impact of the safety incident at the time of the event and compare it with psychological impact at the time of the survey.
RESULTS:
Individual, situational as well as organisational aspects influenced psychological impact and recovery of a patient safety incident. Psychological impact is higher when the degree of harm for the patient is more severe, when healthcare professionals feel responsible for the incident and among female healthcare professionals. Impact of degree of harm differed across clinicians. Psychological impact is lower among more optimistic professionals. Overall, impact decreased significantly over time. This effect was more pronounced for women and for those who feel responsible for the incident. The longer ago the incident took place, the stronger impact had decreased. Also, higher psychological impact is related with the use of a more active coping and planning coping strategy, and is unrelated to support seeking coping strategies. Rendered support and a support culture reduce psychological impact, whereas a blame culture increases psychological impact. No associations were found with job experience and resilience of the health professional, the presence of a second victim support team or guideline and working in a learning culture.
CONCLUSIONS:
Healthcare organisations should anticipate on providing their staff appropriate and timely support structures that are tailored to the healthcare professional involved in the incident and to the specific situation of the incident
Are employment relations in Europe based on trust? The employee representative perspective
Numerous researchers from various disciplines agreed that trust has important
benefits for organizations (Dirks & Ferrin, 2001) and their members (Kramer, 1999).
However we sometimes find not that easy to achieve the appreciated and desired
trust in employment relationships. In this paper, firstly we define the concept of
trust and its importance in the European industrial relations. Secondly, we explore
how employee representatives (ER) around Europe perceive the relationship with
management as well as with co-workers, focusing on trust. Finally, we will conclude
with a discussion and some practical recommendations that can help ERs to increase
trusty relationships, improving the capacity to participate in the decision making
process and leading to a more constructive conflict management.Ministerio de Ciencia de España PSI 2008/00503Ministerio de Ciencia de España PSI2008-00502European Commission VS/2010/037
Increasing integrative negotiation in European organizations through trustworthiness and trust
Integrative negotiation in which employers and employees create value is a major necessity in the current challenging context. Collective labor negotiations in organizations are traditionally focused on mostly distributive issues, such as pay, working hours, and holidays. However, the current situation demands the inclusion of other issues of a potentially more integrative nature, such as telework, sustainability, and risk prevention, the enhancement of which is a major challenge for organizations. In this study, we explore the negotiation process between management and employee representatives (ERs), analyzing the roles of trust and trustworthiness. We collected data from 614 human resources managers from different organizations in 11 European countries. The results confirm that ERs who management perceive to be trustworthy have a greater influence on negotiation, particularly with regard to integrative as opposed to distributive issues, and that trust partially mediates this relationship.Ministerio de Ciencia e Innovación PID2019-110093GB-I0
Healthcare workers' survival in times of COVID-19: The need for social dialogue
Healthcare workers were more than essential during the COVID-19 pandemic, a fact that is recognized by societies the world over. However, in many countries, healthcare workers are not satisfied with their working conditions, which has resulted in frequent protests and strikes. One such country is Spain. How can the theory of social dialogue contribute to explaining and improving healthcare workers' conditions during a healthcare crisis such as this one? In this paper, we aim to explore what it is really like for healthcare professionals working under these challenging circumstances, and link their experience to the theory of social dialogue in order to engage in a double process of contribution: from practice to theory and vice versa. In order to do so, we first explore the real-world problems encountered by professionals, focusing particularly on cases in Spain, before reviewing theoretical approaches to the study of social dialogue in organizations, an area that has received very little attention in the revised academic literature. Finally, we show how constructive social dialogue can be an effective tool for improving working conditions for healthcare workers. Keywords: Healthcare workers; COVID-19; Collective Labor Conflict; Social Dialogue
- …