Employee advocacy in Africa:the role of HR practitioners in Malawi

Purpose: In recognizing the weakness of trade unions and the lack of an institutional framework designed to enforce employee rights in an African context, this study examines the extent to which HR practitioners are perceived to play the role of employee advocate.Design/methodology/approach: The quantitative data set is derived from a sample of 305 respondents (95 HR practitioners, 121 line managers, and 89 employees) from Malawi.Findings: Despite the challenges of the context, HR practitioners are perceived by key stakeholders (line managers and employees) to be playing the role of employee advocate. Standard multiple regression results indicate that the main factor contributing to the perception that HR practitioners are playing this role is their contribution to ‘motivating employees’.Research limitations/implications: The study was conducted in Malawi. Further research is necessary to explore the generalizability of the findings to other contexts.Originality/value: The findings provide an empirical base for future studies which explore perceptions of the employee advocacy role undertaken by HR practitioners in Africa

Employees’ perceptions of human resource management practices and employee outcomes

Purpose – The purpose of this paper is to examine the relationship between employees’ perceptions of HRM practices and two outcomes, namely, employee commitment and turnover intention, in small and medium-sized enterprises (SMEs) in mainland China.Design/methodology/approach – This paper adopts a quantitative approach based on a sample of 227 employees working in 24 SMEs in eastern and western China.Findings – Employees’ perceptions of HRM practices such as training and development, reward management, and performance management, are significant predictors of employee commitment. A negative direct relationship is found between employees’ perceptions about the use of HRM practices and turnover intentions.Research limitations/implications – Although data were collected from two representative provinces of eastern and western China, the size of the sample may limit the generalisability of the findings to the wider region.Practical implications – The relationship between employees’ perceptions of HRM practices and employee outcomes in Chinese SMEs provides an effective way for SME owners and HR practitioners to generate desirable employee attitudes and behaviours, which, ultimately contribute to improving organisational performance.Originality/value – This is an original paper which makes a contribution by helping to address the dearth of studies which have explored aspects of the effectiveness of HRM in SMEs in China. In contrast to the majority of China-focused studies on this topic, it highlights HRM outcomes at the individual level rather than the organisational level. Further, the study involves SMEs in western China which is an under-explored region

Blood product transfusion in emergency department patients: A case-control study of practice patterns and impact on outcome

Definitions of comorbid conditions. (DOCX 13 kb

Welfare to work initiatives: understanding the politics of subcontracted service delivery

Drawing on empirical research on the recent Work Programme, Rebecca Taylor, James Rees, and Christopher Damm explain how providers from the public, private, and third sector experienced delivering it; and how the supply chain model worked

Small Business and Social Irresponsibility in Developing Countries:Working Conditions and “Evasion” Institutional Work

Small businesses in developing countries, as part of global supply chains, are sometimes assumed to respond in a straightforward manner to institutional demands for improved working conditions. This article problematizes this perspective. Drawing upon extensive qualitative data from Tirupur’s knitwear export industry in India, we highlight owner-managers’ agency in avoiding or circumventing these demands. The small businesses here actively engage in irresponsible business practices and “evasion” institutional work to disrupt institutional demands in three ways: undermining assumptions and values, dissociating consequences, and accumulating autonomy and political strength. This “evasion” work is supported by three conditions: void (in labor welfare mechanisms), distance (from institutional monitors), and contradictions (between value systems). Through detailed empirical findings, the article contributes to research on both small business social responsibility and institutional work. </jats:p

The Roles of PPARs in the Fetal Origins of Metabolic Health and Disease

Beyond the short-term effects on fertility, there is increasing evidence that obesity or the consumption of an inappropriate diet by the mother during pregnancy adversely affects the long-term health of her offspring. PPAR and RXR isotypes are widely expressed in reproductive tissues and in the developing fetus. Through their interactions with fatty acids, they may mediate adaptive responses to the changes in the maternal diet. In the maturing follicle, PPAR-γ has an important role in the granulosa cells that surround the maturing oocyte. After fertilisation, PPAR-γ and PPAR-β/δ are essential regulators of placentation and the subsequent development of key metabolic tissues such as skeletal muscle and adipose cells. Activation of PPAR-γ and PPAR-β/δ during fetal development has the potential to modify the growth and development of these tissues. PPAR-α is expressed at low levels in the fetal liver, however, this expression may be important, as changes in the methylation of DNA in its promoter region are reported to take place during this period of development. This epigenetic modification then programmes subsequent expression. These findings suggest that two separate PPAR-dependent mechanisms may be involved in the fetal adaptations to the maternal diet, one, mediated by PPAR-γ and PPAR-β/δ, regulating cell growth and differentiation; and another adapting long-term lipid metabolism via epigenetic changes in PPAR-α to optimise postnatal survival