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19 results

  • 1 - Introduction

  • Edited by Elina Meliou, Brunel University, Joana Vassilopoulou, Brunel University, Mustafa F. Ozbilgin, Brunel University
  • Book:
    Diversity and Precarious Work During Socio-Economic Upheaval
    Published online:
    01 February 2024
    Print publication:
    08 February 2024, pp 1-11
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  • Summary

    Existing research on the rise of precarious forms of employment has paid little attention to gender and diversity challenges. Yet precarious work has damaging effects for vulnerable demographics, with women, ethnic minorities, and people with disabilities more considerably affected. This volume unpacks this research and offers insights into the role of organisations in fostering inclusive change.

  • 14 - Artificial Intelligence, the Gig Economy, and Precarity

  • Edited by Elina Meliou, Brunel University, Joana Vassilopoulou, Brunel University, Mustafa F. Ozbilgin, Brunel University
  • Book:
    Diversity and Precarious Work During Socio-Economic Upheaval
    Published online:
    01 February 2024
    Print publication:
    08 February 2024, pp 284-305

  • Summary

    In this chapter, we explore the duality of the artificial intelligence (AI)–enabled gig economy in terms of the precarity and the promise it offers. In particular we focus on underrepresented and disadvantaged groups of workers who found new homes in the AI-enabled gig economy. We explore how their precarity is viewed in the extant literature. We then expose the lack of attention to this group of workers, whose exclusion from the traditional labour market was not originally problematised, who now are portrayed as suffering as a result of poor regulation of AI. As such we expose the hypocrisy in terms of how precarity is problematised with the development of AI-enabled gig economy and yet the potential of the gig economy to open up opportunities for atypical workers is often overlooked. One of the concerns that we observe is the over-representation of the atypical workers in the sector. We demonstrate that it is possible to have an AI-enabled gig economy which does not lead to precarity, if there is effective regulation of the sector. We provide a brief roadmap with multilevel regulatory controls for combatting precarity in the AI-led gig economy.

Diversity and Precarious Work During Socio-Economic Upheaval
  • Exploring the Missing Link
  • Edited by Elina Meliou, Joana Vassilopoulou, Mustafa F. Ozbilgin
  • Published online:
    01 February 2024
    Print publication:
    08 February 2024
  • Existing research on the rise of precarious forms of employment has paid little attention to gender and diversity challenges. Yet precarious work has damaging effects for vulnerable demographics, with women, ethnic minorities and people with disabilities more considerably affected. This volume unpacks this research and offers insights into the role of organizations in fostering inclusive change. It draws an awareness of precarious work and diversity in organizations in three ways: 1. Uncovers and documents the variety of issues facing vulnerable demographic groups at work. 2. Promotes greater scholarship on the link between precarious work and diversity during economic and social upheaval. 3. Develops a research program and agenda that sheds light into new and important aspects of precarious work and diversity issues. A group of international scholars come together to discuss ways to address these challenges and offer a way forward for the future.

International Human Resource Management
  • Edited by Mustafa F. Özbilgin, Dimitria Groutsis, William S. Harvey
  • Published online:
    12 August 2019
    Print publication:
    07 March 2014
  • International Human Resource Management offers a contemporary and multilayered introduction to international and comparative human resource management for university study. It critically analyses the core issues and emerging trends in the field, with a consistent emphasis on real-world scenarios and concerns. At the macro level, the book examines how IHRM fits within and adapts to the ever-changing environment of international relations and global development. At the firm level, it elucidates the strategic goals served by IHRM and the processes used to achieve them. At the individual level, the analysis extends beyond the traditional focus on expatriates to encompass the various IHRM actors and their motivations. Each chapter features a case study, tutorial activities and discussion questions. The book concludes with three extended case studies, each based on a specific region, to help students consolidate their understanding.

  • Hegemonic dividend and workforce diversity: The case of ‘biat’ and meritocracy in nation branding in Turkey

  • Mustafa F. Ozbilgin, Cagri Yalkin
  • Journal:
    Journal of Management & Organization / Volume 25 / Issue 4 / July 2019
    Published online by Cambridge University Press:
    18 June 2019, pp. 543-553

  • We introduce and explore the notion of hegemonic dividend in the context of a country which does not have hierarchy attenuating means such as legal measures to protect workforce diversity. This paper explains the consequences of two hierarchy enhancing ideologies on workforce diversity in Turkey; meritocracy, an ideology that privileges merit, and ‘biat’, an ideology of subservience to the structures of power. We illustrate how these two ideologies operate as a duality, as meritocracy vanes with dire circumstances for workforce diversity in nation-branding efforts of Turkey. Drawing on Bourdieu and Gramsci, we illustrate hegemonic dividend in the increasingly hegemonic system in which journalism, as a state apparatus, is embedded in Turkey, where privileged few are sustaining and advancing their positions of power by appealing to and submitting themselves to the revisioned nation brand. We focus on the news industry as it commands a special position of power in terms of creating, modifying and controlling the discourses of a nation brand. We argue that failing to protect and promote workforce diversity with hierarchy attenuating measures exposes nation branding practices to discriminatory and hierarchy enhancing ideologies that negate efforts to achieve humanisation and democratisation of work.

  • Conclusion

  • Edited by Mustafa F. Özbilgin, Brunel University, Dimitria Groutsis, University of Sydney, William S. Harvey, University of Exeter
  • Book:
    International Human Resource Management
    Published online:
    12 August 2019
    Print publication:
    07 March 2014, pp 236-243

  • Summary

    The international business context is changing rapidly, driven by international mergers, cross-border alliances and joint ventures, with consequent demands and increased competition for readily available, skilled and qualified labour to staff emergent global business needs. In such a dynamic context, the role of IHRM has grown more important and complex and yet arguably remains undervalued. This book has set out a multilevel framework for recognising, explaining and understanding the important role of HR in an international context, forming an introduction to IHRM for those new to the field.

    The contributors have shown how multiple scales of analysis are connected, through the lenses of macro-, meso- and micro-level contexts, and in doing so they have challenged the dominant approaches of the academic literature on IHRM, with its tendency to silo work into a focus on country, region, city, industry, organisation, group or individual. The bulk of the scholarship has largely neglected the role of multiple stakeholder arrangements, with the focus placed almost exclusively on IHRM processes. For example, there has been much emphasis on the context of particular countries and on the perspective of employing organisations, but this has largely neglected prominent literatures around key concepts such as ‘boundaryless careers’, the ‘war for talent’, the importance of ‘reputation’ and new labour market ‘intermediaries’. Equally, the electorates of national governments and supranational organisations continue to debate IHRM issues and, accordingly, we find their legislation surrounding the attraction and retention of foreign talent alters through changing immigration and citizenship policies. Such policies affect what types of worker can move into a country and therefore the types of worker international HR managers can access. The examples depicted throughout this book highlight that while it is valuable to understand IHRM in the context of organisations, there are other significant actors who affect and are affected by the attraction, recruitment, retention and development, performance management and reward of international assignees. Finally, the book has also demonstrated the unique regional challenges and opportunities by presenting dedicated discussions of regions and countries, particularly the Asia–Pacific, Europe, Africa and the United States.

  • Introduction: a multilevel approach to international human resource management

  • Edited by Mustafa F. Özbilgin, Brunel University, Dimitria Groutsis, University of Sydney, William S. Harvey, University of Exeter
  • Book:
    International Human Resource Management
    Published online:
    12 August 2019
    Print publication:
    07 March 2014, pp 1-5

  • Summary

    International human resource management (IHRM) is a set of management interventions and activities crafted for the effective practice of recruitment, retention, deployment, development and use of human resources in an international context. The study of IHRM requires attention to the relationships that shape the dynamics of inputs, processes and outputs of human resource management (HRM) among a set of actors at international, national, sectoral, organisational, team and individual levels. The multiplicity of key actors and complexity of relationships often complicate our understanding of how IHRM policy and practice develop. To overcome this complexity, we offer a multilevel and multidimensional approach to the study of IHRM.

    Towards a multilevel approach to IHRM

    In this book, we present a novel multilevel approach to the study of IHRM, incorporating in each chapter the macro-, meso- and micro-levels at which IHRM policy is shaped, negotiated, refined and practised.

  • 8 - International labour relations

    • By Mustafa F. Özbilgin, Brunel University, London; Université Paris-Dauphine; Koç University, Istanbul
  • Edited by Mustafa F. Özbilgin, Brunel University, Dimitria Groutsis, University of Sydney, William S. Harvey, University of Exeter
  • Book:
    International Human Resource Management
    Published online:
    12 August 2019
    Print publication:
    07 March 2014, pp 148-164

  • Summary

    Learning objectives

  • To introduce and define the concept of international labour relations.

  • To explain the historical transformation of labour relations in the international context.

  • To define international labour standards and explain why they are sometimes controversial.

  • To present a multilevel model of international labour relations and explore how macro-, meso- and micro-level actors and stakeholders contribute to the crafting, transposition, implementation and monitoring of international labour relations and standards.

  • To explain why nation states and multinational companies choose to adopt international labour relations.

  • To present two case studies that illustrate the complexity of adopting international labour standards at national level.

    • Learning outcomes

    After reading this chapter, students will be able to:

  • understand international labour relations, their key stakeholders and processes

  • appreciate the historical transformation of labour relations in the international context

  • define international labour standards and debate sources of and controversies surrounding international labour standards

  • identify the macro-, meso- and micro-level actors and stakeholders in international labour relations and appreciate their respective roles in the crafting, transposition, implementation and monitoring of international labour relations and standards

  • explain why nation states and multinational companies may choose to adopt international labour relations

  • account for the complexity of adoption of international labour standards at national level.