دانلود رایگان مقاله لاتین موقعیت حرفه ای hr از سایت الزویر
عنوان فارسی مقاله:
ارتش خود ما: قانونی بودن موقعیت حرفه ای HR از طریق رفاه در محل کار
عنوان انگلیسی مقاله:
An army of our own’: Legitimating the professional position of HR through well-being at work
سال انتشار : 2016
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بخشی از مقاله انگلیسی:
2. HR practitioners, well-being at work and legitimation
The roots of HR can be traced to the growth of industrial organizations in the 19th century (Morley, Gunnigle, O’sullivan, & Collings, 2006) when ‘early HR’ developed as an administrative function to secure the well-being of industrial workers. Early representatives of the occupation were involved in organizing basic worker needs such as housing, recreation and the teaching of hygiene (Jacoby, 2004). It is argued that the weak status of HR practitioners stems from the occupation’s origins as a provider of paternalistic ‘welfare work’ as opposed to the business approach of, for example, production managers (Legge, 1978). In order to strengthen their position in organizations, HR practitioners have taken steps towards organizational professionalism as a distinct occupational value and discourse, which is reflected in their (self-)organizing and control of work (Evetts, 2011). In organizational professionalism, organizational priorities are discernible as the guiding values of occupations. Here, managerial aims such as efficiency, control and bureaucracy; and practices such as performance assessments, are employed by, for example, HR practitioners, project managers, and controllers,to strengthen their professional positions in organizations. This is in sharp contrast to the more traditional strategies of occupations that strive for status, for example, building independent professional standards or collegiate controls (Evetts, 2011; Muzio, Hodgson, Faulconbridge, Beaverstock, & Hall, 2011; Wright, 2008). Organizational professionalism is coupled with the incorporation of NPM into public sector HR before the end of the 1980s. NPM can been seen as an identity project in which public professionals’ source of identification in particular is redefined as the managerial direction of financial priorities and performance values (Du Gay 1996), thereby threatening the traditional professional logic of relying on expert judgments and professional discretion. As distinct professional actors, HR practitioners in public organizations were pressured to adopt NPM managerial and market logics, in order to become more business-oriented and, consequently, contribute to individual, organizational and financial performance (Harris, 2007; Truss, 2008, 2013). The shift in HR professional identity from one that provided support for balancing employee and firm interests to a ‘business partner’ with line and senior managers, aligned HR practitioners with the interests and goals of management(Kochan, 2004). A the same time,the rhetoric of HRM promoting alignment with business strategy and the contribution to performance emerged, and pushed employee interests to the side line of HR practitioners’ work (Harris, 2007; Keegan & Francis, 2010; Woodall & Winstanley, 2001). HR practitioners are identified as an occupation using the skilful strategy of constant redefinition to improve their position (Caldwell, 2003). This is accomplished through meaning creation, by making their initiatives ‘legitimate, desirable, rational, and inevitable’ (Sheehan, De Cieri, & Greenwood, 2014). Legitimation is a process through which a phenomenon becomes perceived as desirable, appropriate or taken for granted within a certain socially constructed system of norms, values, beliefs, and definitions (Suchman, 1995). In this study, I use the approach of discursive legitimation (e.g. Van Leeuwen, 2008) to study how HR practitioners attempt to strengthen their position. This approach stresses language use in relation to social phenomena, which means thatI perceive well-being at work, as well as social positions in relation to it, as phenomena that are constituted by how they are defined, and talked and written about. Consequently, the discursive construction of the positions in relation to well-being at work both reflect and alter the social contexts in which they are expressed
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کلمات کلیدی:
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