Human_Resource_Policy_Project_Annotated_Bibliography Contemporary Issues in HR Management Annotated Bibliography.pdf

CIHRM Annotated Bibliography

Contemporary Issues in HR Management: Annotated Bibliography

James R. Bailey

School of Business, Liberty University

CIHRM Annotated Bibliography

Annotated Bibliography

Avidan, A., Yacobi, G., Weissman, C. & Levin, P. (2019). Cell phone calls in the operating

theater and staff distractions: An observational study. Journal of Patient Safety, 15(4),

e52-e55. doi: 10.1097/PTS.0000000000000351

This article studies the use of cell phones for work-related purposes in the medical

operating room, and during surgery, and if this usage results in decreased productivity for

the involved staff. The authors note that cell phones have replaced pagers as a must-have

device for surgeons and that they are on their phones daily with work-related calls. The

study uses several factors in their methodology, including number of calls, duration of

calls, whether the calls were work-related or personal, the number of distractions during

these calls, and the duration of distractions. The study was conducted over the course of

an 8-month period for elective surgeries only and used 52 surgeries lasting 7,207 minutes

to come to their conclusions. Their results showed minimal distractions and minimal

personal phone calls over the course of the study and very little impact on the ability to

perform an effective surgery when distracted by a phone call. This is an important study

because it shows that, even in one of the most intricate occupations, cell phone usage can

be controlled naturally by employees and that there is a limited number of distractions

stemming from usage. When implementing a technology use policy for a new business,

this will go a long way to show that employees can be trusted when given some

flexibility to use their personal or work electronics while performing the job.

Haas, L., & Hwang, C. (2018). Policy is not enough – the influence of the gendered workplace

on fathers’ use of parental leave in Sweden. Community, Work & Family, 22(1), 58-76.

https://doi.org/10.1080/13668803.2018.1495616

CIHRM Annotated Bibliography

This article focuses on the paternal leave policy in Sweden and how the policies are set

up to almost restrict fathers from taking paternity leave to care for and spend time with

their new child. The authors interviewed 56 employees in five large private companies to

see if there was a reason why many fathers are not taking paternal leave, even if it is

offered to them. They used an organizational case study method, interviewing top

executives from each of these companies and performing focus groups as well. The

authors found that workplace culture and structure in all five of these companies kept

fathers from taking paternity leave due to reasons such as being expected to put work

first, the companies did not place this at the forefront of their thinking, and that leave

should not disrupt the workplace. The importance of this article is that it is the perfect

example of why a very in-depth and conscious paternal leave policy should be put into

place in all businesses and that there is cause for concern on why companies are making

fathers feel compelled to stay at work instead of taking the leave that they are rightfully

entitled to.

Jamorabo, D., Khander, A., Renelus, B., Feith, J., Briggs, W., Mohanty, S., & Chasen, S. (2020).

Parental leave policies are inadequate, inaccessible, and undermined by workplace

barriers: Preliminary results from a nationwide survey of trainees. American Journal of

Gastroenterology, 115(1), S633. https://doi.org/10.14309/01.ajg.0000707092.21577.4b

This article seeks to find if the policy for paternal leave in the fields of adult or pediatric

medicine is effective and if the employees that are eligible take advantage of it. The

authors used the survey method to get the responses of 197 respondents who took the

survey. This survey was 40 questions long and focused on their age, the exact program of

medicine they were in, whether they were married and if they had any knowledge of a

CIHRM Annotated Bibliography

paternal leave policy. Over half of the respondents felt that paternal leave should be

longer and that there were significant barriers to taking paternity leave in these fields.

These barriers included time constraints for training and workplace culture. This article

shows the importance of not only implementing an effective paternal leave policy for a

new business but also to ensure that it is allowed to be used, that it is a right for fathers to

spend time with their children and share in the caregiving experience and should be

focused on as a priority for new fathers. Additionally, it is imperative that the policy is

put out to all employees so that they completely understand it and know if they are

entitled to it.

Karl, K., Peluchette, J. V. E., & Collins, A. (2017). Employee self-perceptions regarding

workplace attire in Turkey. Journal of Organizational Psychology, 17(6), 112-125.

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This article studies the different reactions to dress code requirements in Turkey and how

these perceptions affect self-perceptions of the employees. The method of study was a

literature review that looked at how different dress codes, from business casual to

business formal, led to differing viewpoints and characteristics in the eyes of the

employees. The methodology used was the respondents were asked about their

demographic information and their workplace attire, along with their feelings on how it

impacts their viewpoints on their perceived work environment and their own level of

productivity. The authors found that a business formal dress code requirement let the

employees feel more authoritative and competent while also negatively making them feel

CIHRM Annotated Bibliography

less friendly and less creative. The idea that the authors seek to portray is that a relaxed

dress code would make the employees feel a higher sense of creativity and more friendly

toward those around them. This is important because it not only speaks to the importance

of a standardized dress code in industries that require it but also shows the self-

perceptions that come along with differing dress codes to show the importance of how

employees will feel and respond when this element of Human Resources is implemented.

The differing feelings and responses that are expected must be considered when

preparing to implement a new dress code and a dress code should represent what the

company expects to get out of their employees.

Kaweckyj, N. (2020). Putting your professional foot forward: Now and in the future. Dental

Assistant, 89(4), 10. Retrieved 4 February 2022, from

https://www.proquest.com/docview/2432563735?

parentSessionId=vldK61N3g38A38ax7yxo%2Fbcl410rOifZc2Pr9LanoUQ%3D&pq-

origsite=summon&accountid=12085.

This article studied the requirements for professionalism for new and emerging dental

assistants who are looking to land a job in the dental field. The author focuses on

professionalism and the role that it plays in attaining, succeeding in, and keeping a

position in the dental field. The topic of a dress code and how the proper utilization of

one portrays professionalism and shows managers that an employee seeks to maintain a

professional attitude. One of the main points of the article is that maintaining a

professional appearance is one of the keys to putting the best foot forward and working to

thrive in their new career field. This is important because it not only seeks to portray the

importance of maintaining a professional appearance in the workplace for those who wish

CIHRM Annotated Bibliography

to break into a new career field or make a shift in their current one, but it also shows the

weight that many employers still give to a strict dress code for their employees. This

viewpoint of a professional appearance should be taken into account when implementing

a code for a new company and should be given special attention on how maintaining

professionalism at work is of the utmost importance for all employees.

Mainiero, L. (2020). Workplace romance versus sexual harassment: a call to action regarding

sexual hubris and sexploitation in the #MeToo era. Gender in Management, 35(4), 329-

347. http://dx.doi.org/10.1108/GM-11-2019-0198

This article focuses on workplace relationships and fraternization and the impact that the

#MeToo movement in modern society has had on these types of situations. The article

addresses a few very popular examples of using positional authority to take advantage of

co-workers and subordinates, such as former FEMA Personnel Chief Corey Colman, Bill

Cosby, and Harvey Weinstein. The article also found that there is a negative aspect of

fraternization when it comes to subordinates abusing their relationship to exploit high-

level officials. The possibility of these exploits cause the author to find that fraternization,

especially between managers and subordinates, should be at a minimum discouraged if

not outright forbidden by the employer to protect all parties involved. Since the #MeToo

movement is of utmost importance and must be taken seriously, the author finds that

there must be a plan put into place to combat these potential exploitations if workplace

romances are to be allowed. The best plan for implementing a fraternization and

workplace relationship policy for a new company is to be cognizant of these potential

exploitations, deciding whether the new company will allow or condemn workplace

relationships. and the specific elements that will make up the new policy so that

CIHRM Annotated Bibliography

employees understand clearly what is expected of them in this element of Human

Resources.

Misra, K., Stackhouse, M. D., Misra, A. B., & Berry, G. (2021). Overcoming the downsides of

personal internet and cell phone use in the workplace: An exploratory empirical

analysis. Journal of International Technology and Information Management, 30(3), 18-

37. http://ezproxy.liberty.edu/login?qurl=https%3A%2F%2Fwww.proquest.com

%2Fscholarly-journals%2Fovercoming-downsides-personal-internet-cell-phone

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This article uses empirical analysis to study the correlation between personal cell phone

and personal internet use in the workplace and productivity of the employees. The

authors show that the increase of availability of personal cell phones and technology

throughout the years, along with the increased reliance on these devices that changes in

modern society have caused, has drastically changed the dynamic of the workplace. The

study was based around prior literature that showed three different categories: country,

industry, and firm level. When analyzing these categories, the study sought to measure

levels of productivity with increased personal cell phone use and internet use. The results

of the empirical research showed that, while there was no direct correlation between the

level of productivity and implementing an internet usage policy, there was indeed a direct

correlation between increased productivity and a cell phone usage policy at work. This is

important because it shows the direct correlation between implementing an in-depth cell

phone usage policy and the level of productivity compared with the decreased level of

productivity when there is no standardized cell phone usage policy. This is important in

CIHRM Annotated Bibliography

building a Human Resources guide to a new business because it gives data to support the

need for a cell phone usage policy in any workplace.

Omidakhsh, N., Sprague, A., & Heymann, J. (2020). Dismantling restrictive gender norms: Can

better designed paternal leave policies help? Analyses of Social Issues and Public

Policy, 20(1), 382-396. https://doi.org/10.1111/asap.12205

This article seeks to answer the question of whether better paternal leave policies will

shift the gender gaps that exist for women in the workplace. The authors use data over a

23-year period from five different countries to see if changing the policies for paternal

leave will change the views of women in the workplace. They performed this study by

focusing on countries who had recently changed their paternal leave policies to see if

there was any change in gender equality and norms when implemented. The results of the

study concluded that, if there were positive changes in the paternal leave policy, there

was a substantial shift for the better in the attitudes on women’s equality in the

workplace. This is important because it not only shows the importance of establishing a

paternal leave policy that benefits all new fathers but also the effects that this policy can

have on the views of mothers in the workplace and the overall gender norms throughout

the world. When implementing a paternal leave policy for a new business, it is imperative

to consider not only how it will affect the fathers who will take it but also the overall

effect that it will have on others in the workplace as well.

Schulte, S. (2020). Geeks vs grandees: A transnational comparison of dress codes in American

and British federal technology agencies. European Journal of Cultural Studies, 24(2),

548-566. https://doi.org/10.1177/1367549420935889

CIHRM Annotated Bibliography

This comparison studies the implementation of casual dress codes in two new federal

startups by both the United States and the United Kingdom in the early 2010s. The new

dress codes, although they sought to normalize casual dress within an environment that is

typically seen as wearing more business attire, were met with different responses by both

nations. The article uses comparative transnational methods to identify patterns in Britain

and the United States as it relates to their news media. The study specifically looks at the

hoodie, which was initially designed to keep athletes warm, and how it has recently

become a staple for relaxed dress codes in the technology sector. The article also looks at

how both new companies had trouble finding employees at first, but this was made easier

with the promise of a more relaxed working environment and a more modern take on the

business dress code. The results of the study found that the United States had a more

joking response and views this change as a positive recruitment strategy whereas their

British counterpart found it to be unsettling and not in line with their views on what

business dress codes should look like. The article is important because it looks at how

different nations, or even different sectors within the same nation, may have differing

viewpoints and how the difference of opinion should be considered when implementing a

dress code for a new business.

Von Bergen, ,C.W. (2020). Love contracts in the workplace. Journal of Organizational

Psychology, 20(4), 141-149. http://ezproxy.liberty.edu/login?qurl=https%3A%2F

%2Fwww.proquest.com%2Fscholarly-journals%2Flove-contracts-workplace

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This study focuses on workplace romance, fraternization, and relationships as well as the

positive and negative aspects that come along with them. The benefits of having a

CIHRM Annotated Bibliography

workplace relationship that are noted are increased focus, better job performance and

increased organizational commitment. On the other hand, there are negative effects of

these types of relationships in that sexual harassment allegations may occur when the

relationship ends and there may be lower productivity when an employee’s focus is on

another employee. The author seeks to find if there is a lasting problem that stems from

these workplace relationships and if a love contract will keep the company from being

held liable in the chance that the relationship ends. A love contract acts to get out in front

of any potential sexual harassment or assault allegations and keep the company from

being held liable for any possible damages that may stem from a breakup. When a love

contract is signed, it usually lets the company know if two employees are in a relationship

and allows the company to enforce procedures where the fallout from any potential issues

in the future will be held as a personal matter and not involve the busines. The author

found that, while there is some debate about the enforceability and legality of love

contracts, there should at least be some consideration for implementing them to mitigate

unauthorized fraternization and any potential backlash for the company in the future. This

is an important factor to consider when implementing a fraternization policy at a new

company and should be a topic of discussion among human resource managers for

exactly how fraternization and potential love contracts will be handled in the

implementation process.

CIHRM Annotated Bibliography

References