Documents professional worker 22 results

"Few researchers have sought to examine the consequences of psychological contract breach in the particular case of professional employees working for nonprofessional organizations. To increase our understanding, the purpose of this article was to test an original research model encompassing psychological contract breach, psychological contract violation, perceived organizational support, organizational and professional commitment, and intention to leave the organization. A study was conducted among a sample of 329 professional employees working in nonprofessional organizations. As predicted, this research shows a positive relationship between psychological contract breach and psychological contract violation, a negative relationship between breach and organizational commitment, and a negative relationship between organizational commitment and the intention to leave the organization. However, contrary to expectations, the results indicated that perceived organizational support has no moderating effect on the relationship between breach and violation. This finding does not confirm previous findings from the study by Suazo and Stone-Romero (2011). This unexpected result led to testing a different combination between perceived organizational support and PC-breach and PC-violation, which is documented in the literature on nonprofessional employees. Thus, in accordance with previous results by Suazo (2009), the data from our research indicate that the relationship between PC breach and perceived organizational support is mediated by PC violation. This alternative research model suggests testing a long mediation process by which the breach influences the intention to leave the organization via the violation, the perceived organizational support, and professional and organizational commitment. This long mediation process has been confirmed by our data. Finally, the results of this research suggest that when working in a non-professional context, professional employees tend to react to breaches of the psychological contract in a similar way to non-professional employees."

"The labour processes and employment relations that characterise the working conditions of many professional workers might be expected to generate the high-trust environment required for cooperative, partnership-style management–union relations. However, few studies have focused on partnership in ‘professional' and ‘expert labour' employment sectors. This paper assesses the efficacy of partnership through the lens of manager, union and employee attitudes at three cases studies notable for employing high numbers of staff in the professions and ‘marginal professions'. The analysis focuses on the nature of the cooperative relationship between union representatives and management (categorised as either ‘nurtured' or ‘coerced partnership'), whether unions in these settings are able to expand the range and scope of their influence, and whether professional workers themselves display positive attitudes to cooperative union forms. The study finds that in all three cases the ‘partnership' union is seen by its members as a weak, insubordinate entity in terms of collective influence over management policy though in the two ‘nurturing' cases they see it to be more effective for individual member representation."

"Architecture represents a creative, high profile and influential profession and yet remains under-theorized from a gender perspective. This article examines how gender is (re)produced in architecture, a profession that remains strangely under-researched given its status and position. The empirical work advances the theoretical concept of hegemonic masculinity via an analysis of gendered working practices and the agency of individuals through resistance and complicity with these norms. It reveals how architectural practice relies on long working hours, homosocial behaviour and creative control. However, whereas women perform their gender in ways which reproduce such gendered norms, white, heterosexual, middle class men can transgress them to challenge aspects of practice culture. This has significant implications for understanding the ways in which hegemonic masculinities are reproduced within creative workplaces. "

"Collective Action in the European Union addresses fundamental questions surrounding the European political economy. The impressive array of contributors ask how and why collective action is formed at the European level. They also consider whether collective action at the transnational level is driven by rational, utility maximising behaviour, or whether explanations couched in social terms are more convincing. Many of the chapters introduce fresh empirical studies, in the domains of business, the professions, consumers and environmental interests."

"Le groupe des conseillers financiers de la Banque postale a beaucoup évolué en quelques décennies. À la figure masculine du receveur d'âge mûr datant des années 1960, s'est substituée celle d'une jeune femme diplômée. En même temps que le statut d'emploi et que la composition du groupe, le rapport au travail s'est transformé. La féminisation et le renouvellement des générations ont conduit à de nouveaux partages : ouverture du métier aux contractuels, levée des barrières pour les femmes, segmentation des métiers et des carrières, voies de mobilité différenciées. Mais, en dépit de la forte féminisation de ce groupe professionnel, au lieu de s'atténuer, les ségrégations professionnelles persistent car les modes de fonctionnement masculins résistent et les entretiennent. En expliquant la cristallisation des modes de fonctionnement qui ont vu naître ce groupe professionnel, cet article permet de comprendre comment un groupe professionnel en cours de féminisation a dû affronter des inégalités sexuées et se heurte toujours à une recomposition du « plafond de verre »."

"Zwei Urteile des EGMR vom 23.9.10 zur Vereinbarkeit der Kündigung kirchlicher Beschäftigter mit Art. 8 EMRK (Beschwerde-Nr. 1620/03 (Schüth), AuR 2011, 303 ff, in diesem Heft; sowie Beschwerde-Nr. 425/03 (Obst), AuR 2010, 447) kommen zu unterschiedlichen Ergebnissen und bieten schon deshalb Anlass zu dieser eingehenden Auseinandersetzung. Es geht um die verfassungsrechtlichen Grundlagen des kirchlichen Arbeitsrechts. Der Beitrag begutachtet beide Urteile unter dem Sonderstatus der Kirchen und ihrer Einrichtungen im deutschen Arbeitsrecht sowie der Rechtsprechung des BVerfG und zeigt die Grenzen des kirchlichen Sonderstatus im Arbeitsrecht auf. Es ergeben sich weit reichende Folgen für das deutsche Kirchenverfassungsrecht und das kirchliche Arbeitsrecht in Deutschland. Fest steht aufgrund der Entscheidungen des EGMR v. 23.9.10 und v. 3.2.11, dass ein Ausgleich im Konfliktfall zwischen staatlichem und kirchliche Recht, ausgehend vom staatlichen, gefunden werden muss. Hier stehen sich konkurrierende Grund- und Menschenrechtspositionen kirchlicher Einrichtungen einerseits sowie ihrer abhängig Beschäftigten – und ggf. auch deren Berufsverbänden – andererseits grundsätzlich gleichberechtigt ohne jede Rangfolge gegenüber."