Documents de Menezes, Lilian 4 results

"Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction."

"Recent literature on human resource systems is predominantly focused on their links with performance. In contrast, this study steps back from this vogue and addresses the conceptualization and measurement of human resource systems and examines the nature of the collective use of human resource practices in Britain. Drawing on Bailey's (1993) three dimensions of ‘high performance work systems', this paper uses data from Britain's Workplace Employee Relations Survey of 1998 on a full range of human resource practices to examine whether a managerial orientation underlies the triad, and any association that may exist between them and total quality management (TQM). Managerial orientations are unveiled via latent variable analyses and similarities in the adoption of human resource practices are addressed via cluster analyses. The results suggest the presence of managerial orientations that are centred on high involvement and are either integrated or associated with TQM. Although clusters suggest some similarity in the use of Bailey's motivational practices, this reflects neither managerial orientations nor high involvement management."

"There is growing interest in flexible working, not only as a means to manage labour more efficiently and for greater agility, but also as a response to increasing concerns over well-being, work-life balance, and participation in the labour force of those with significant non-work commitments (e.g. parents, carers, older workers). As a result, a comprehensive stream of literature on the benefits and challenges of flexible working has developed and led to a body of evidence on the implementation and outcomes of different forms of flexible working arrangements. This book assesses the current state of this literature as follows:

Background: the authors review the different definitions that have been proposed, policy developments, availability and uptake.
Outcomes from flexible working: the main chapters focus on the outcomes for employers (e.g. performance, employee retention, organisational commitment etc.), as well as for individual employees (e.g. well-being, job satisfaction etc.).　
Evaluation of extant knowledge: the authors comment on the existing literature and consider the methodological approaches adopted in the literature.
Conclusion: suggestions for future research are proposed.
Of interest to students, academics and policy-makers, this book provides an expert overview of the empirical evidence and offers critical commentary on the state of knowledge in the field of flexible working and new forms of work."