HRM

"Drawing on 66 interviews with key actors in the equality and diversity field in the UK, we operationalise Bourdieu’s conception of the field, across the axes of individualism versus collectivism, and regulation versus voluntarism and map out the location of the key actors in this field. The contribution of this paper is three-fold: First, we advance the understanding of the equality and diversity field at the national level by analysing the accounts of the influential actors, whose interests and actions shape the field, in a single piece of work. Second, the paper illustrates how the multi-actor and contested nature of the equality and diversity field manifests in the accounts of actors, thereby presents evidence in support of policy and strategic thinking which goes beyond a single-actor focus. Finally, we contribute to the theoretical maturity and expansion of the equality and diversity scholarship through the use of Bourdieuan sociology.
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While employers recognize the utility, convenience, and efficiency of unproctored testing, implementing unproctored high-stakes tests (such as an Internet-administered intelligence test used for selection) face multiple hurdles. As the percentage of high-complexity jobs continue to increase in the United States, intelligence measures will continue to be in demand for personnel selection purposes. This study further established the validity of a general intelligence measure, the Unobtrusive Knowledge Test (UKT) in support of unproctored and Internet-based personnel employee selection. UKT performance was significantly correlated to an established personnel selection test, the Wonderlic Personnel Test (WPT), while being perceived as survey, though participants had been told otherwise. Implications are discussed.

"The public sector has traditionally been in the forefront of equality employment policy and practice and an employer of choice for lesbian, gay and bisexual (LGB) people. The introduction of the Employment Equality (Sexual Orientation) Regulations outlawing discrimination in employment on grounds of sexual orientation in 2003 has undoubtedly
offered a step forward for LGB people in British workplaces. Yet the public sector has been subjected to huge changes as a result of the ‘modernization agenda’ pursued by the Labour government between 1997 and 2010. It has been argued that the pace and direction of change has not only jeopardized but reversed progress made on equal opportunities in the public sector. This article considers LGB employee and trade union
representatives’ views on the inclusion of sexual orientation in
public sector equality policy and practice. It draws on uropean Social Fund-sponsored research in nine ‘good practice’ public sector organisations between 1994 and 1997."

This study aims to explore the link between core TQM elements and organizational performance. The field research was carried out to a sample of 42 Greek firms, certified with ISO 9001:2000, via structured questionnaires. Results confirm that all TQM aspects are more deeply adopted at high performing firms. Human resource focus is considered as the dimension with the highest difference in comparison with the other TQM dimensions. In contrast, mission is the TQM aspect with the lowest difference between the two groups under investigation.

"The main objective of this qualitative research is to examine the relationship between manager's Emotional Intelligence (EI) level and effective delegation in industry. In order to test and discuss this relationship, some perception from past and relevant researches and texts are required. This paper also describes the core and practical concept of Emotional Intelligence and delegation, followed by the importance of effectiveness in work place. The literature review could provide better understanding of concepts and the main variables of dependent and independent variables in this research. Lastly, the past researches which have been done on emotional intelligence and its relation to delegation and effectiveness would be highlighted.

Key words: Emotional Intelligence, Effective Delegation, and Measurement of Emotional Intelligence."

Patients’ perceptions about the quality level of health services provided in hospitals seem to have been largely ignored by both researchers and practitioners. Patients’ voice has to guide the design of health care service delivery processes in order to foster confidence and promote the usage of the available health care facilities. In this line, we investigate the relationship of patients’ admission, accommodation aspects, external environment and the care provided by doctors, nurses and assistant personnel with service quality mirrored on patients’ satisfaction. The current study is, therefore, patient-centered and identifies the quality factors that are important to patients; it also examines their links to patient satisfaction in the context of Greece. A field survey was conducted based on a sample of 164 patients of a central public hospital. By using stepwise regression analysis, significant associations were found which shed light on the determinants of patients’ satisfaction. Especially, results reveal that visiting hours, doctor’s consistency, the kind of insurance, days of hospitalization, the type of clinic and hygiene’s observance have a positive relationship with patients’ satisfaction. On the other hand, patients are dissatisfied, if quiet is not observed, if it is difficult to locate doctors, if problems occur with parking, and admission process. In addition, the lack of communication with nurses, doctors’ impoliteness, orderly improper behaviour, and health deterioration after patients’ hospitalization exert negative impact on satisfaction. Implications and future research issues are also discussed.

This article reports emerging findings from a qualitative research study about lesbian, gay and bisexual (LGB) people at work in the UK. The research focuses on the personal experiences and strategies of LGB people amidst changing organisational responses to sexuality within a new legal and political landscape following the introduction of the Employment Equality (Sexual Orientation) Regulations 2003. The article draws specifically on the perceptions of lesbian respondents about a range of issues concerning social inclusion and exclusion in the workplace including coming out at work, treatment by managers and colleagues, workplace and organisational culture and participation in LGBT groups and networks.