Purpose To investigate how HRM in an established organization can support employee voice and engage employees to be innovative in their everyday lived experience. Design/methodology/approach The research is based on a case study of an innovation event in an organization, where 27 employees were interviewed about the emotional, cognitive and behavioral aspects of their engagement in innovation. Findings Findings highlight the importance of continuing HRM's involvement during an entire event process to connect innovation events with everyday work. HRM has a central role in initiatives that intend to support voice and stimulate the engagement of diverse employees in innovation in established firms. Research limitations/implications This was a qualitative and cross-sectional case study of one organization and one event offered two years in a row. Practical implications In order to promote innovation, HR and senior management should foster an environment that motivates employees and promotes voice behavior (Morrison, 2014). HRM can create multiple methods of engagement, acknowledging the diversity of the workforce profile and its specific needs. HRM has an important role within an innovation strategy; as it can, together with other areas, create, develop and maintain actions that support and recognize innovative ideas and encourage employees to become actively engaged with the inclusion of innovation in their daily work life. Specifically, innovation exercises are an activity with much potential to foster voice and promote engagement towards innovation. Originality/value We develop a model proposing relationships between HRM, employee voice, employee engagement, cross-department collaboration and innovation. The study also considers the engagement of a diverse group of employees in an established company context.
This case study features a large Canadian financial institution’s efforts to recruit, engage, and retain Aboriginal employees. A clash of cultures may impact on retention, but findings from our study suggest that these differences may be balanced by adopting an Aboriginal Employee Resource Group (ERG) engaged in multiple activities, that can lead to many benefits for both the individual and organization. The ERG provided members with a sense of acceptance, shared identity, a feeling of accomplishment, opportunities to help others, and to help ones’ self. It was also beneficial for the organization as it fostered a strong
Objective: To reflect on how human resource health managers and talent managers may engage and retain experienced nursing professionals in Brazil. Methods: Reflection based on studies on global and Brazilian-specific nursing professionals and retention, before and during the COVID-19 pandemic. Results: The pandemic worsened working conditions for all health professionals. Nursing professionals were particularly affected. Nurses have been viewed as “heroes” and “essential” frontline workers during the COVID-19 pandemic. However, despite the universal praise for their efforts, it seems uncertain if they were actually considered and managed like talent. Final considerations: In order to develop a sustainable healthcare system supported by sufficient experienced nursing talent, healthcare human resource managers and talent managers must develop and implement impactful nursing talent retention and engagement strategies. We highlight possible strategies targeting experienced nursing talent that will help to sustain the Brazilian healthcare system, post-pandemic.
Purpose Workplace injury and death of young persons are important concerns. The purpose of this paper is to focus on the mediating role of safety behaviours underpinning the relationship between perceived safety climate (PSC) and injuries, and the moderating roles of safety-specific transformational leadership (SSTL), general transformational leadership (GTL) and training in influencing the mediation, for young workers. Design/methodology/approach An exploratory, online questionnaire was completed by 367 university students employed in various industries. Data were analysed using moderated mediation. Findings Safety behaviours mediated the relationship between PSC and injuries. SSTL moderated the relationship between PSC and safety behaviours, but GTL did not. Training did not positively moderate the relationship between safety behaviour and injuries, yet may still inform us on the training by referent others since safety behaviour mediated the relationship between PSC and injuries when SSTL, GTL and training were high. Research limitations/implications A student sample was utilised, but was appropriate in this context as it is representative of the type of workers being studied. Longitudinal data with larger diverse data sets should be incorporated. Practical implications Business owners must utilise both forms of leadership to promote a safe workplace. HR and H&S professionals must continue to encourage this promotion. Social implications Safety training and leadership are important for policy makers and regulators to reduce workplace injuries for youth workers. Originality/value This study is the first to test youth H&S using moderated mediation. Safety specific and general forms of leadership and training are important predictors.
In October 2018, the Canadian federal government legalized the use of recreational cannabis with a goal to drastically diminish the black-market and the use of cannabis by minors. The attraction of talent to the new industry has been recognized as important to long-term industry success, but there exists a paradox in talent attraction. Key talent must first be screened by the Royal Canadian Mounted Police. Anyone with serious criminal charges in the past may not be cleared to work in the industry, blocking out experienced cannabis talent. Additionally, some potential talent may not be interested in working the legitimized industry although others may welcome the opportunity to work in it. HR managers have a rare opportunity to be trailblazers by establishing the norms for the industry. Their role should be established in the boardroom, but they will have to demonstrate their value through their ability to build talent in an industry made up largely of SMEs. We use a nested model of macro and micro TM perspectives to analyze the context of this industry. At the macro level we investigate how legalization, government regulation, legitimacy, and reputation affect TM within the micro level context. We suggest how HRM strategies related to attraction, development and retention can impact TM. The integration of the macro and micro level context of TM is paramount to the survival of the new legalized cannabis industry.
Occupational health and safety (OH&S) is related to the health, safety, and welfare issues in the workplace. It is guided by laws, standards, and programs aimed at making the workplace safer for workers, along with co-workers, family members, customers, and other stakeholders. Improvement in a company's occupational health and safety standards has the potential to improve the overall business environment and contribute to a better quality of work life. Brazil has historically reported high numbers of work accidents, which may have serious consequences to workers, resulting in permanent disability or even death. The country has also been developing some very successful policies related to worker health during the last years. The objectives of this paper were to analyze the evolution of statistics of work accidents in Brazil and the impact of some demographic and work variables in these numbers. Although there is a high incidence of workplace accidents in Brazil, there has been a reduction in the incidence of accidents, death, and accident-driven retirement. Despite the identified progress the situation is still extremely worrying. Responsibility for the construction, promotion and maintenance of a safe work environment should be shared by everybody - organizations, workers, unions, health system, among others, as being safe at work is a central aspect for quality of life.
A global crisis exists today marked by a shortage of skilled workers and an aging population that is unprecedented, with nations finding that they have more seniors than they do young children. While aging workers can easily fill the shortfall in labour, myths and barriers are impacting on their employability because of stereotypical attitudes that exist. Older workers do face physical and mental capacity ailments because they are aging, but there are many interventions that organizations can implement to address those concerns. This chapter presents several interventions that will make workplaces senior friendly. Maintaining an active and healthy lifestyle seems to be the one intervention that can ensure aging workers can continue to be active and productive members of organizations.
Purpose By relying on a sustainable career perspective and recent studies on senior employees’ late career phase, this study aims to examine senior (50+) nurses’ late career narratives in the context of extending retirement age. Given the current global nursing shortage, there is a pressing need to find ways on how to promote longer and sustainable careers in the health-care field. Yet, there is limited knowledge about the extended late career phase of senior nurses. Design/methodology/approach Empirical data were derived from 22 interviews collected among senior (50+) nursing professionals working in a Finnish university hospital. The qualitative interview data were analysed using a narrative analysis method. As a result of the narrative analysis, four career narratives were constructed. Findings The findings demonstrated that senior nurses’ late career narratives differed in terms of late career aspirations, constraints, mobility and active agency of one’s own career. The identified career narratives indicate that the building blocks of sustainable late careers in the context of extending retirement age are diverse. Research limitations/implications The qualitative interview data were restricted to senior nurses working in one university hospital. Interviews were conducted on site and some nurses were called away leaving some of the interviews shorter than expected. Practical implications To support sustainable late careers requires that attention be based on the whole career ecosystem covering individual, organizational and societal aspects and how they are intertwined together. Originality/value So far, few studies have investigated the extended late career phase of senior employees in the context of a changing career landscape.
