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  • Are new organisations at the cutting edge of employment relations innovation?

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    PeetzPUB5636.pdf (181.8Kb)
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    Author(s)
    Peetz, David
    Muurlink, Olav
    Townsend, Keith
    Wilkinson, Adrian
    Brabant, Madeleine
    Griffith University Author(s)
    Peetz, David R.
    Townsend, Keith J.
    Wilkinson, Adrian J.
    Year published
    2017
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    Abstract
    Purpose – The purpose of this paper is to explore differences in the degree of innovation in employment relations (ER) between emerging and established firms, Design/methodology/approach – A large national telephone survey (N ¼ 1,416) of both emerging (o5 years) and established firms was conducted. Findings – Emerging firms were more casualised, less unionised, and experiencing higher levels of market expansion and unpredictability. Despite these differences, younger firms showed otherwise remarkable similarity to older firms across a range of ER practices, and both categories showed a reliance on business networks, rather ...
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    Purpose – The purpose of this paper is to explore differences in the degree of innovation in employment relations (ER) between emerging and established firms, Design/methodology/approach – A large national telephone survey (N ¼ 1,416) of both emerging (o5 years) and established firms was conducted. Findings – Emerging firms were more casualised, less unionised, and experiencing higher levels of market expansion and unpredictability. Despite these differences, younger firms showed otherwise remarkable similarity to older firms across a range of ER practices, and both categories showed a reliance on business networks, rather formal training, for ER knowledge. While introducing ER changes more rapidly than older (and larger) firms, they were converging towards a suite of ER practices similar to that adopted by older firms. The results suggest that, if anything, established firms may have been engaged in greater innovation in more unusual ER practices. Research limitations/implications – Only managers were surveyed. The data are cross-sectional rather than longitudinal. As the study was undertaken in only one country, replication in other settings would be desirable. Originality/value – The results raise major doubts about the notion that new firms represent the cutting edge of innovation, and highlights the degree to which newer firms match or mimic older firms’ ER architecture. Keywords Innovation, Convergence, Quantitative, Divergence, New firms, Emerging firms, Employment relations practices
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    Journal Title
    Personnel Review
    Volume
    46
    Issue
    7
    DOI
    https://doi.org/10.1108/PR-09-2016-0249
    Copyright Statement
    © David Peetz, Olav Muurlink, Keith Townsend, Adrian Wilkinson and Madeleine Brabant 2017. Published by Emerald Publishing Limited. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode
    Subject
    Human resources and industrial relations
    Publication URI
    http://hdl.handle.net/10072/370787
    Collection
    • Journal articles

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