Browsing Faculty of Social Sciences by Subjects
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Job stress and employee outcomes: employment practices in a charityDesign/methodology/approach We collected both quantitative (through a staff survey and administrative records of sick leave in the previous 12 months) and qualitative data (through interviews and focus groups) from one branch of an internationally well-established and UK-based religious charity between 2017 and 2018. Purpose The study intends to examine employee relations with a changing workforce resulting from the business-like transformation in the charity sector. We investigated sector-specific employment practices which can alleviate job stress (as a given and which has been made worse by the transformation). Developed from the intrinsic and extrinsic motivation framework, the findings can inform human resource management practices in its new efficiency-seeking business model. Findings The quantitative results support a strong mediating effect of job satisfaction between job stress and staff sick leave. The negative correlation shown between job stress and job satisfaction is subject to paid staff perception of meaningful work and their level of involvement in decisionmaking, with the latter having a stronger moderating effect. The qualitative data provides further contextualized evidence on the findings. Practical implications It is important for charities to uphold and reflect their charitable mission towards beneficiaries and paid staff during the shift to an efficiency-seeking business model. Charities should involve their new professional workforce in strategic decision-making to better shape a context-based operational model. Originality/value The study examined employee relations in the nonprofit charity sector with a changing workforce during the transition to a more business-oriented model. In particular, we revealed sector-specific factors that can moderate the association between job stress and absenteeism, and thereby contribute to the understanding of HRM practices in the sector.
Race discrimination at work: the moderating role of trade unionism in English Local governmentWorkplace racism remains a serious issue despite over forty years of legislation alongside a raft of HRM policies. There remains limited research on the differences in employment experiences of British Black and Asian Minority Ethnic (BAME) staff and their white colleagues. There is a power imbalance at work as between individual employees and management, and this lack of equity has been traditionally counterbalanced by strong workplace trade unionism. In particular, we know little about the role of trade unionism on the perception of workplace equality among BAME employees. Using more than 2,580 valid responses from full‐time employees in highly unionised local councils, this study shows that BAME employees have a significantly lower evaluation than their white colleague of fair pay and equal work environment. The latter fully mediates the negative perception between BAME staff and fair pay; and furthermore, the perception of union commitment to equality strengthened their views of a management‐supported equal work environment.