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This article examines the impact on employee attitudes of perceived age discrimination, drawing on a study of a local authority. Survey respondents report that discrimination on the grounds of being ‘too young’ is at least as common as discrimination on the grounds of being ‘too old’. Findings suggest that perceived age discrimination, whether for being too old or too young, has negative consequences for affective commitment to the organisation. Those who feel that they have been discriminated against because they are considered too old have higher levels of continuance commitment. There is partial support for the hypothesis that older workers who feel that they have been discriminated against have a stronger intention to retire early.

In this paper, we consider how dignity is discursively constructed in the context of work dominated by physicality and dirt. Based on semi-structured interviews with garbage workers, our analysis considers how the deprivations they experience are cast through discourses intended to construct their individual and collective worth. We consider the manner in which dignity maybe denied to such workers through popular repudiations of individuality and status. We demonstrate how this positioning arises from contact with physical dirt, and associations with socially dirty work based on ascriptions of servility, abuse and ambivalence. We go on to consider how garbage workers respond to this positioning through discourses of 'everyday heroism'. Heroism is evoked through three interrelated narratives that speaks to a particular type of masculinity. The first takes the form of a classic process of refraining and recalibration through which workers not only renegotiate their public position and status, but also point to the inherent value to be had in working with dirt as part of that which we identify as a process of 'affirmation'. The second narrative arises from the imposition of favourable social and occupational comparisons that effectively elevate garbage collectors' social position. The third discourse—and previously unobserved in respect of garbage work—centres on paternalistic practices of care. Combined, these discourses disrupt the generally held view that dirty work is antithetical to heroism and wounds dignity.

This study compared age stereotypes among 567 respondents sampled in the UK and Hong Kong and examined how these stereotypes were related to discriminatory attitudes at work. Compared to the Hong Kong sample, UK respondents saw older workers as more effective at work, but less adaptable to change. As expected, respondents' own age was predictive of positive age stereotypes, although for supervisors this relationship was moderated in the case of perceptions of work effectiveness. Stereotypical beliefs were found to significantly affect respondents' attitudes towards the training, promotion and retention of older workers, their willingness to work with older workers, and their support for positive discrimination. Findings also suggest that anti-age discrimination policies in the respondent's organization had a positive impact on beliefs about the adaptability of older workers and possibly also on attitudes towards providing them with training. Implications of the findings were discussed in light of the existing socio-political environment in the UK and Hong Kong.

Drawing upon two independent samples from mainland China, we propose and investigate the deterrence function of leadership behavior focused on control. We suggest that controlling leadership, specifically, authoritarian leadership, deters employees’ deviance under certain conditions. That is, authoritarian leadership thwarts employees’ interpersonal deviance behavior when leaders send clear signals of potential punishments of non-compliance by showing low leader benevolence, and when employees are highly dependent on the leaders for important work resources. Results from two independent studies largely support our key propositions. Overall, these results add to the range of possible impacts that a leader can play in decreasing employee deviance. Theoretical implications and directions for follow-up research are discussed. 基于从中国大陆收集的两个数据样本，我们研究了倾向于控制的领导行为对下属的威慑作用。我们提出，控制型领导，特别是威权领导，在一定的条件下对员工的偏差行为起到了威慑作用。具体来说，当展现较低的仁慈时，威权领导会释放明确的信号，即不遵从命令的员工会受到毫不留情的惩罚，且当员工也高度依赖领导来获取工作资源时，威权领导将有效压制员工的人际偏差行为。对两个独立研究的数据的分析结果总体证实了我们的假设。本文的结果对领导如何降低员工偏差行为提供了一种新的思路。我们进一步讨论了本文的理论贡献，并展望了未来研究的方向。 На основании двух независимых выборок из материкового Китая, мы предлагаем и исследуем механизмы сдерживания, которое характерно для поведения руководителя, ориентированного на контроль. Мы предполагаем, что контролирующий стиль руководства и, в частности, авторитарный стиль руководства, предотвращает нарушения сотрудников при определенных условиях. Авторитарное руководство препятствует личному девиантному поведению сотрудников в том случае, когда лидеры посылают четкие сигналы о возможных наказаниях за несоблюдение требований, демонстрируя низкую терпимость руководства, а также когда сотрудники сильно зависят от руководителей в отношении важных рабочих ресурсов. Результаты двух независимых исследований в значительной степени подтверждают наши ключевые предположения. В целом, эти результаты расширяют ряд возможных воздействий, с помощью которых руководитель может препятствовать нарушениям со стороны сотрудников. Мы обсуждаем теоретические выводы и направление для будущих исследований. Partiendo de dos muestras independientes de China continental, proponemos e investigamos la función de la disuasión del comportamiento de liderazgo enfocado en el control. Sugerimos que el liderazgo controlador, especialmente el liderazgo autoritario, disuade la desviación bajo ciertas condiciones. Esto es, el liderazgo autoritario frustra la desviación del comportamiento interpersonal de los empleados cuando los líderes envían señales claves de castigos posibles del incumplimiento al mostrar baja benevolencia, y cuando los empleados son altamente dependientes de los líderes para obtener recursos laborales. Los resultados de estos dos estudios independientes apoyan en gran medida nuestras proposiciones. En términos generales, estos resultados se suman al rango de impactos posibles que un líder puede jugar para disminuir la desviación del empleado. Las implicaciones teóricas y las direcciones para investigación de seguimiento son discutidas.

Purpose - The purpose of this paper is to examine the inherent weaknesses in the approaches that most organizations use to develop and implement information systems. It examines the role of human resource management practices in information system development.Design methodology approach - The paper reports a case study of IS implementation in a major public sector organization. It draws on data from multiple sources.Findings - The research finds that IS failure is often associated with a lack of attention to \"softer\" management practices such as culture change, organization development and user involvement. The findings of the case study research suggest that HR has a key but neglected potential role to play in successful IS implementation, particularly in relation to the change management process.Originality value - There is a research gap in the literature on the role of HR in information systems development.

Contributing to an emerging literature on solidarity or group-norm effects on union participation, the authors examine the extent to which union citizenship behavior (UCB) can be characterized as a collective phenomenon. Findings from studies of UK local government workers and teachers suggest that, for organization-focused behaviors, it is meaningful to think of collective or group-level UCB. Furthermore, group-level UCB had a significant positive association with individual-level UCB. There was no evidence that a greater consistency of citizenship within a unit was associated with a stronger relationship between collective and individual citizenship behaviors. These findings suggest that it is worthwhile to analyze UCB as a collective phenomenon, and the authors call for more work on the contextual antecedents of union citizenship and participation.

Purpose - The aim of this paper is to give a critique of the extant literature on union commitment and participation in order to develop remedies to identified weaknessesDesign methodology approach - The paper uses a critical assessment of extant literature.Findings - A number of critical deficiencies exist in the literature to which remedies are proposed.Research limitations implications - The remedies need testing through empirical research.Practical implications - Future research needs to have different research foci and questions.Social implications - With a reorientation of future research on union commitment, participation and leadership, unions may be better able to benefit from academic research in the area.Originality value - The paper suggests that a reorientation of future research on union commitment, participation and leadership will allow more incisive and more robust contributions to be made to understanding unions as complex social organisms.