Employee Responsibilities and Rights Journal Impact Factor & Information

Publisher: Association on Employment Practices and Principles, Springer Verlag

Journal description

Employee Responsibilities and Rights Journal published for the Council on Employee Responsibilities and Rights is an international interdisciplinary forum for the publication of peer-reviewed original papers (both theoretical and applied) of interest to all concerned with the ever-changing balance of rights and responsibilities between employer and employee. Papers derive from a broad range of disciplines including law economics sociology social psychology industrial relations administrative and organizational sciences communications and philosophy and ethics and use a variety of research methods and approaches including conceptual legal ethical eclectic and empirical analysis. The journal intends to foster development of the field of employee responsibilities and rights by encouraging basic research of solid scholarship and by linking such systematic study of the field to practical issues. Employee Responsibilities and Rights Journal publishes general articles research articles brief reports case studies comments and book reviews.

Current impact factor: 0.00

Impact Factor Rankings

Additional details

5-year impact 0.00
Cited half-life 0.00
Immediacy index 0.00
Eigenfactor 0.00
Article influence 0.00
Website Employee Responsibilities and Rights Journal website
Other titles Employee responsibilities and rights journal (Online)
ISSN 0892-7545
OCLC 45091830
Material type Document, Periodical, Internet resource
Document type Internet Resource, Computer File, Journal / Magazine / Newspaper

Publisher details

Springer Verlag

  • Pre-print
    • Author can archive a pre-print version
  • Post-print
    • Author can archive a post-print version
  • Conditions
    • Author's pre-print on pre-print servers such as arXiv.org
    • Author's post-print on author's personal website immediately
    • Author's post-print on any open access repository after 12 months after publication
    • Publisher's version/PDF cannot be used
    • Published source must be acknowledged
    • Must link to publisher version
    • Set phrase to accompany link to published version (see policy)
    • Articles in some journals can be made Open Access on payment of additional charge
  • Classification
    ​ green

Publications in this journal

  • Employee Responsibilities and Rights Journal 10/2015; DOI:10.1007/s10672-015-9269-2
  • Employee Responsibilities and Rights Journal 09/2015; DOI:10.1007/s10672-015-9268-3
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    ABSTRACT: In his seminal book, Success While Others Fail: Social Movement Unionism and the Public Workplace, Paul Johnston argues that the success of any collective action conducted by public sector unions depends upon 1) the capability of the union to formulate its demands in terms of the “public interest” and 2) the capacity of the union to construct coalitions that may incorporate clients, other public sector employees in the agency, the agency’s supervisors, politicians, etc. during the collective actions. This hypothesis was tested by investigating 11 firefighter union strikes that occurred throughout Illinois from 1968 to 1980. It was determined that strike success was dependent on the union being able to create successful coalitions but not on the union’s ability to base its demands in public interest terms.
    Employee Responsibilities and Rights Journal 09/2015; 27(3). DOI:10.1007/s10672-015-9258-5
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    ABSTRACT: Drawing upon stakeholder theory and other interactional perspectives, this study explores the linkages among strategy communication, business decisions, and organizational ethics. Using survey data obtained from employees working for a financial services firm operating in the United States, the study determines 1) whether coordinated decision making fully mediates a proposed relationship between the communication of business strategy and employees’ perceptions of corporate ethical values, or 2) whether business strategy communication and coordinated decision making both influence perceived ethical values (partial mediation). Results obtained from structural equation modeling provide strong support for full mediation. The practical/theoretical implications of the findings and future research suggestions are presented.
    Employee Responsibilities and Rights Journal 09/2015; 27(3). DOI:10.1007/s10672-014-9253-2
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    Employee Responsibilities and Rights Journal 09/2015; 27(3). DOI:10.1007/s10672-014-9249-y
  • Employee Responsibilities and Rights Journal 09/2015; 27(3). DOI:10.1007/s10672-015-9263-8
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    ABSTRACT: Paid work, in some form, is traditionally viewed as being a necessity, both to support one’s livelihood and to save for retirement; however, people's increasing disillusionment with employment has led some individuals to search for alternative ways to live. The twenty-one Australians in this exploratory, qualitative study were all seeking, or had achieved, financial independence. This is a lifestyle alternative that provides economic freedom from work, without necessitating a reduction in preferred living standards. To the best of our knowledge, this is the first social research into the lived experiences, beliefs and meanings surrounding financial independence, and offers significant and critical insights into the usual expectations that surround paid work; in particular, routine expectations that continuing paid work until one’s senior years is, and should be, an economic necessity.
    Employee Responsibilities and Rights Journal 09/2015; 27(3). DOI:10.1007/s10672-015-9262-9
  • Sahin Cetin · Sait Gürbüz · Mahmut Sert
    Employee Responsibilities and Rights Journal 07/2015; DOI:10.1007/s10672-015-9266-5
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    ABSTRACT: Despite the large number of adults with tattoos or other forms of body art, stereotypes of individuals who have body modification, most inaccurate, abound. Tattooed and pierced persons are viewed as irresponsible, unprofessional, and less qualified than their un-modified peers. While body modifications are not protected under federal laws—or laws in other countries—prejudice and discrimination based on body art can have significant repercussions for individuals and their organizations. Using qualitative data culled from message board postings, this paper discusses the stereotypes surrounding body art and investigates the possible sources of these beliefs. It describes the impact of these stereotypes on tattooed, pierced, and otherwise modified individuals, exploring the relationship between body art, identity, and authenticity. It wrestles with the impact prejudice and stigma have on modified employees and potential employees, considering self-esteem, performance, and other employee outcomes. Finally, it discusses what employees with body art and organizations can do to promote a positive, compassionate work environment. The paper concludes with a discussion of managerial implications and suggestions for future research.
    Employee Responsibilities and Rights Journal 06/2015; 27(2). DOI:10.1007/s10672-014-9254-1
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    ABSTRACT: Members’ involvement in unions follows a characteristic pattern: years of low participation punctuated by short periods of high participation. Low participation is reflected in poor attendance at union meetings and low turnout in union elections. During high participation periods—generally labor negotiations and strikes—participation can run close to 100 %. Membership participation rarely exists in an intermediate state. This two-state pattern favors election of leaders who are more effective during the long periods of relative quiescence and less effective during the short periods of labor-management conflict. The behaviors of these peacetime union leaders has sometimes been interpreted as a reflection of their political conservatism, but is better understood as an outgrowth of unionism’s two-state existence. The two-state pattern fosters tensions within the union, such as those between more and less active members and between union organizers and business staff.
    Employee Responsibilities and Rights Journal 06/2015; 27(2). DOI:10.1007/s10672-015-9260-y
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    ABSTRACT: Students of labor history are well aware that trade unions experience periods of intense activity as well as times of relative quietude. For example, events such as collective bargaining negotiations and strikes often stimulate high levels of membership participation while the periods between such episodes are often characterized by minimal membership involvement. Additionally, the behavior of trade union officials is often quite different when they are engaged in leading strikes or contract negotiations in comparison to administering collective bargaining agreements in times of comparative normalcy.In this perceptive, well-written and stimulating “Perspectives” Section article, Jonathan Lepie outlines a theoretical position for explaining such trade union behavior. Having worked as a union organizer, business agent and negotiator for several unions including the International Ladies’ Garment Workers’ Union, the Service Employees International Union (SEIU) Local 535, the Union of Ameri ...
    Employee Responsibilities and Rights Journal 06/2015; 27(2). DOI:10.1007/s10672-015-9259-4
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    ABSTRACT: Bullying is widely recognised as a huge problem for workers, and the organisations employing them. While a great deal of workplace bullying research has already been done, two areas have not been adequately investigated: (1) the experiences of disabled workers being bullied, especially in light of their already disadvantaged work lives; and, (2) the multiple perspectives of all those involved in workplace bullying events – targets, third parties, and bullies (or those accused of bullying). This article responds directly to calls from past bullying researchers for more nuanced and sensitive analyses that include the use of creative writing (See Tracy et al., Management Communication Quarterly, 20(2), 148–185, 2006: 177). An in-depth, multiple perspective, semi-fictional case study is shared that showcases a disabled woman’s lived experience of being bullied out of her workplace after disclosing her diagnosis of multiple sclerosis (MS) to her line manager.
    Employee Responsibilities and Rights Journal 03/2015; 27(1). DOI:10.1007/s10672-014-9246-1
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    ABSTRACT: Larger memberships resulting from union mergers and consolidations have heightened the issue of union responsiveness to economic and noneconomic needs of members. In this study, we focused on a gender-moderated relationship between union size and perceived union tolerance for sexual harassment, in which low perceived tolerance (a desirable outcome) was anticipated as a noneconomic need relevant to union women. Data were collected from women and men officers (N = 120) in various unions. Officers were viewed as well-positioned informants on tolerance in relation to union policies and practices. As hypothesized, the data confirmed that women in larger unions rated tolerance significantly higher (an undesirable outcome) than women in smaller unions. No such tolerance variation was found for men in relation to smaller and larger unions. Implications for union revitalization and future research on union size are discussed.
    Employee Responsibilities and Rights Journal 01/2015; DOI:10.1007/s10672-015-9261-x
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    ABSTRACT: Much has been written in recent years about the factors contributing to the current weakness of the US trade union movement. Union density in this country, for example, has not reached such a low level since 1916. Coinciding with organized labor’s decline over the last 30 years is the concomitant rise in economic inequality in the United States which became a rallying point for the Occupy Wall Street Movement when it was formed more than three years ago. More recently, increasing economic inequality has been reignited as a hot topic of conversation in the United States with the publication of the English translation of Thomas Piketty’s Capital in the Twenty-First Century in April 2014.The article published in this issue’s “Perspectives Section” deals with both topics – the decline of US organized labor and economic inequality. In this first-rate, perceptive, original and extremely well-written essay, Dr. Raymond L. Hogler, Professor of Management at Colorado State University; Dr. Herbe ...
    Employee Responsibilities and Rights Journal 12/2014; 27(1). DOI:10.1007/s10672-014-9256-z
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    ABSTRACT: While there is a growing interest in workplace spirituality, much of that focus excludes religion even though the vast majority of people are affiliated with a religious tradition. Attempts to bring one’s “whole self” to work can be problematic for those who are religious because of concerns of offense or proselytizing. This phenomenological study explored the lived experience of a group of 15 professional employees who were personally religious while also remaining open to religious pluralism in the workplace. This group was largely Christian, and was chosen from participants in leadership seminars and graduate courses in the United States. Analysis revealed four different postures used by participants to express openness toward religious difference. These approaches are described in detail, and the implications of these finding for the advancement of pluralism in the workplace are considered.
    Employee Responsibilities and Rights Journal 12/2014; 26(4). DOI:10.1007/s10672-014-9241-6
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    ABSTRACT: Sexual harassment remains a persistent problem for businesses. Indeed, employers spend millions annually in sexual harassment litigation and liability costs. Furthermore, current U.S. law effectively makes it management's responsibility to implement programs to prevent and correct harassment, or else face heightened liability. A common element of prevention programs is training, especially for employees in positions of authority. Several states have gone so far as to mandate sexual harassment training. However, little research exists to demonstrate the efficacy of such training programs. It is known that training sensitizes people in recognizing harassment. However, no research has indicated that training enables managers to accurately identify harassment and respond appropriately. This exploratory study addresses this issue by examining whether training quantity (i.e., cumulative training hours), training variety (i.e., the number of training methods employed), and training recency (i.e., the elapsed time since training) predict a manager's ability to (a) accurately identify sexual harassment and (b) recommend an appropriate response. Results suggest that, while training increases sensitivity, training is associated with decreased accuracy in identification of sexual harassment. No relationship was found among the predictor variables and manager accuracy in recommending an appropriate response. Implications concerning these results are offered along with directions for future research.
    Employee Responsibilities and Rights Journal 12/2014; 26(4). DOI:10.1007/s10672-014-9248-z