Mark N. K. Saunders

Organisational justice, trust and the management of change: An exploration

This paper explores employees’ trust as a reaction to the management of change using the constructs of organisational justice. Following a review of organisational justice theory in relation to trust and change, employees’ reactions are considered using a case study of a UK public sector organisation. Drawing on 28 in‐depth interviews with employees, the nature of trust is explored. Little difference is found between trusting and mistrustful employees’ perceptions of distributive justice. Supporting earlier findings regarding the relationship between procedural justice and trust, the research also reveals the distinct importance of fairness of treatment (interactional justice) in enabling trust.

The origins and conceptualizations of ‘triple-loop’ learning: A critical review:

In the organizational learning literature a variety of concepts exists denoting some third order of organizational learning, notably that of ‘triple-loop’ learning. Despite this there has been no systematic, critical consideration of this concept or its origins, impeding both theoretical development and empirical research. Whilst ‘triple-loop learning’ has been inspired by Argyris and Schön, we establish that the term does not arise in their published work. Indeed, we argue that conceptualizations of triple-loop learning are diverse, often have little theoretical rooting, are sometimes driven by normative considerations, and lack support from empirical research. We map the major influences on these conceptualizations, including Bateson’s framework of levels of learning, and offer an original theoretical contribution that distinguishes between three conceptualizations of ‘triple-loop learning’. We also highlight implications for practice, and caution against the uncritical preference for ‘higher levels’ of learning that is sometimes discernible in the literature and in practice.

What if line managers don’t realize they’re responsible for HR?

Explores the implications arising from the complete devolvement of human resource responsibilities within an organization to line managers. Reviews the changing role for line managers through the literature related to the adoption of HRM. Uses theories by Guest and by Storey as a framework to examine the success of completely devolving the human resources function to line managers within a medium‐sized private sector company. Uses data collected through a questionnaire, a card sort and in‐depth interviews from a sample of 51 employees to evaluate this framework. Data indicate that the promotion of a soft HRM approach was being displaced by a harder, piecemeal, resource‐based approach. Analyses the need for human resource specialists based on the case study data. Argues that the absence of an identified top management role which includes personnel had a negative impact on the organization’s ability to achieve strategic integration in the management of human resources. Relates this to further negative consequences in relation to commitment to the organization, flexibility and quality.

Virulotyping and antimicrobial resistance typing of Salmonella enterica serovars relevant to human health in Europe

The combination of virulence gene and antimicrobial resistance gene typing using DNA arrays is a recently developed genomics-based approach to bacterial molecular epidemiology. We have now applied this technology to 523 Salmonella enterica subsp. enterica strains collected from various host sources and public health and veterinary institutes across nine European countries. The strain set included the five predominant Salmonella serovars isolated in Europe (Enteritidis, Typhimurium, Infantis, Virchow, and Hadar). Initially, these strains were screened for 10 potential virulence factors (avrA, ssaQ, mgtC, siiD, sopB, gipA, sodC1, sopE1, spvC, and bcfC) by polymerase chain reaction. The results indicated that only 14 profiles comprising these genes (virulotypes) were observed throughout Europe. Moreover, most of these virulotypes were restricted to only one (n = 9) or two (n = 4) serovars. The data also indicated that the virulotype did not vary significantly with host source or geographical location. Subsequently, a representative subset of 77 strains was investigated using a microarray designed to detect 102 virulence and 49 resistance determinants. The results confirmed and extended the previous observations using the virulo-polymerase chain reaction screen. Strains belonging to the same serovar grouped together, indicating that the broader virulence-associated gene complement corresponded with the serovar. There were, however, some differences in the virulence gene profiles between strains belonging to an individual serovar. This variation occurred primarily within those virulence genes that were prophage encoded, in fimbrial clusters or in the virulence plasmid. It seems likely that such changes enable Salmonella to adapt to different environmental conditions, which might be reflected in serovar-specific ecology. In this strain subset a number of resistance genes were detected and were serovar restricted to a varying degree. Once again the profiles of those genes encoding resistance were similar or the same for each serovar in all hosts and countries investigated.

The role of employee communication in achieving commitment and quality in higher education

High quality of provision in higher education is seen as an institutional imperative in the 1990s. This coincides with the need to reduce unit costs and increase productivity. The delivery of these three outputs results in considerable demands being made on staff and places great stress on the need to ensure employee commitment. Organizations are explicitly or implicitly seeking employee commitment through a number of human resource and quality initiatives. One of these means is through employee communication. Briefly examines the theory of employee commitment. Proceeds to examine the role of employee communication in helping to promote and manage employee commitment. Uses survey data related to the attitudes of staff at a British higher education institution to discuss the linkage between communication, commitment and quality. Discusses key issues for those who manage communication in order to attempt to achieve commitment for quality.

The meanings, consequences and implications of the management of downsizing and redundancy: a review

Review paper which draws together the various theoretical and disciplinary strands used in the literature to evaluate downsizing and redundancy. Defines downsizing and redundancy within the organisational context. Explores complexity of the relationships with performance and effectiveness at both organisation and sub‐organisation levels. Evaluates downsizing strategies and implementation methods that organisations may use. Utilises the individual perspective to examine and discuss the consequences of downsizing relative to survivors. Considers the implications of this for managers. Relates theories of equity, organisational justice, job insecurity, job redesign and organisational stress to approaches which may mitigate negative responses to downsizing that impact on organisations’ performance and effectiveness.

Handbook of Research Methods on Trust

The Handbook of Research Methods on Trust provides an authoritative in-depth consideration of quantitative and qualitative methods for empirical study of trust in the social sciences. As this topic has matured, a growing number of practical approaches and techniques has been utilised across the broad, multidisciplinary community of trust research, providing both insights and challenges. This unique Handbook draws together a wealth of research methods knowledge gained by trust researchers into one essential volume. The contributors examine different methodological issues and particular methods, as well as share their experiences of what works, what does not work, challenges and innovations. Identifying innovative methods for researching trust, this important Handbook will prove invaluable for students and academics in the social sciences that are interested in trust, particularly postgraduates planning empirical research on trust, undergraduates researching issues of trust, faculty teaching research-based courses on trust and related topics, and experienced trust researchers looking for reflection, discussion and inspiration.

The use of assessment criteria to ensure consistency of marking: some implications for good practice

Discusses the use of criteria in assessment of undergraduate dissertations. Illustrates how criteria can integrate both analytical and global quality measures of students’ work. Drawing from an analysis of assessments of an undergraduate dissertation argues that criteria need to be debated periodically if consistency is to be maintained. Highlights the importance of clear assessment procedures and emphasises that these procedures need not constrain lecturers. Concludes with discussion of implications for good practice in assessment. Appendices provide an example of an assessment procedure and criteria.

Policies, promises and trust: improving working lives in the National Health Service

In recent years the UK National Health Service (NHS) has been characterised by radical and continuous change at every level. Within the literature, and the NHS itself, it is argued that successfully changing such an organisation requires the sustained commitment, trust and goodwill of staff. As part of developing and maintaining mutual trust and commitment it is widely argued that employers must meet the employee expectations which form part of the psychological contract, an important element of which, Armstrong argues, is being able to trust in management to keep their promises. Within this paper we argue that policies can be seen as a visible manifestation of management promises and present the improving working lives (IWL) policy within the NHS as an example of one such “promise” that has been made to staff in relation to areas which are important to them at a personal level. Using an anonymous questionnaire that explored areas central to IWL, data were collected from staff in five Primary Care Trusts within one Strategic Heath Authority in relation to their experiences and awareness of what was being done to address these issues. The research found that although the IWL Standard makes very public promises about work‐life balance, harassment, equality and the valuing of staff, at best these have only been partially delivered.

Downsizing, delayering ‐ but where’s the commitment?: The development of a diagnostic tool to help manage survivors

Considers the pursuit of high quality, flexibility and employee commitment alongside significant downsizing and delayering initiatives. Examines the impact on surviving employees in downsized and delayered organizations. Proposes that organizations need to be more mindful than they have been in the past of survivor responses and issues. Contends that the espoused aim of many organizations to achieve employee commitment may be dependent largely on the degree of success with which organizations overcome survivor responses which are negatively oriented towards them. Explores the scope for organizational action to address issues which the workforce believes are important, suggesting that this should help organizations to engender positive survivor responses and organizational commitment. Reports how findings from qualitative research have been used to develop a diagnostic tool to help organizations assess their own ability to manage these factors and to influence survivor commitment. Discusses the use and validity of this tool. Concludes by emphasizing the need for organizations to be aware of and to respond to these issues and their effects. Highlights the importance of developing the strategy to rebuild survivors’ commitment over a longer term.