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Running head: HRP ANNOTATED BIBLIOGRAPHY
Human Resources Policy Annotated Bibliography
Arlayne Rattley
BUSI 642
11/18/22
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HRP ANNOTATED BIBLIOGRAPHY
Annotated Bibliography
Egels-Zanden, N., & Hyllman, P. (2007). Evaluating Strategies for Negotiating Workers’ Rights
in Transnational Corporations: The Effects of Codes of Conduct and Global Agreements
On Workplace Democracy. Journal of Business Ethics, 76(2), 207-223. Retrieved from
https://link-springer-com.ezproxy.liberty.edu/article/10.1007%2Fs10551-006-9269-0
This paper discusses code of conducts in the workplace and the effect they have. Codes
of conduct help to ensure that employees understand what is expected of the them as they
conduct themselves in the workplace. This article helps to bridge the gaps of the effect of
code of conducts and why they are needed. Through comparison and contrast of code of
conduct to the term global agreement, the author is able to use past arguments of code of
conduct to explain its importance. While also, showing how code of conduct is a
prerequisite to something bigger such as global agreements, which not only affect
international policies, but domestic ones as well. By looking at aspects such as workers’
democracy, the author shows how these components are shaped by code of conduct.
Galvin, D. M., Miller, T. R., Spicer, R. S., & Waehrer, G. M. (2007). Substance abuse and the
uninsured worker in the united states. Journal of Public Health Policy, 28(1), 102-
117. Retrieved from https://www-jstor-org.ezproxy.liberty.edu/stable/pdf/4498944.pdf?
refreqid=excelsior%3A979d10ea3b64b95df5588124dc4a6a55
The article begins with statistics concerning workers and both alcohol and drug abuse.
These statistics show how much an impact substance abuse has on workers, and how
much programs to combat this abuse effects productivity within an organization. They
then explain how insurance plays a role in this as well. Providing statistics that show how
workers that are not insured are more likely to file claims for workers’ compensation,
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than one that is insured. The authors are able to show how some substance abuse policies
may be attributed to companies who decide to make sure their employees are covered by
health insurance plan. With this information, the authors begin to dive deeper into this by
looking at cases done that show the age group that is more susceptible to be victims of
substance abuse, and the consequences of that abuse.
Ghumman, S., Ryan, A. M., Barclay, L. A., & Markel, K. S. (2013). Religious discrimination in
the workplace: A review and examination of current and future trends. Journal of
Business and Psychology, 28(4), 439-454. Retrieved from https://www-jstor-
org.ezproxy.liberty.edu/stable/24709879?pq-
origsite=summon&seq=1#metadata_info_tab_contents
Religious discrimination is protected under Title VII of the Civil Rights Act of 1964, but
the authors explain that it is the least protected. Starting with a basic definition of
religious discrimination, the authors explain what Title VII includes, with some scenarios
that are reminiscent of some legal cases, that highlight some issues regarding
discrimination and how complex identifying it is and how to protect workers from being
victims of it. The authors describe the issue, what the future research could focus on, and
then the best practices in order to make sure it is implemented. Through a literature
review, the authors able to answer four major questions that can help to discover religious
discrimination, while also solving it. These questions include figuring out what religious
discrimination pertains to, what are precursors to religious discrimination, and how a
company’s human resources department is related in this case.
Jones, K. P., Arena, D. F., Nittrouer, C. L., Alonso, N. M., & Lindsey, A. P. (2017). Subtle
discrimination in the workplace: A vicious cycle. Industrial and Organizational
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Psychology, 10(1), 51-76. Retrieved from https://search-proquest-
com.ezproxy.liberty.edu/docview/1880363202?accountid=12085&pq-origsite=summon
Introducing different examples of subtle discrimination help the authors introduce the
topic to the readers. These examples show how discrimination does not have to be plainly
seen or something someone is vocal about but can also be through gestures as well. They
explain how this form of discrimination is not illegal but more prevalent than some may
realize. By analyzing the different between interpersonal and formal, and subtle and overt
forms of discrimination help to take the umbrella of discrimination and break it down
more. This article helps readers to be understand the topic of discrimination in a different
way. With this information, the authors then begin to explain the difference between
subtle discrimination and perception. This is through breaking down the terms and giving
examples of them in the workplace. This gives the reader a clear view. Providing detailed
information on what subtle discrimination is and what it is not helps organizations create
clear policies.
Kearney, N., & Gearhart, J. (2004). Workplace codes as tools for workers. Development in
Practice, 14(1-2), 216-223. Retrieved from https://www-jstor-
org.ezproxy.liberty.edu/stable/4030127?pq-
origsite=summon&seq=2#metadata_info_tab_contents
Kearney and Gearhart explain in their article, the need for workers to be equipped with
the tools needed to succeed. Workers currently encounter challenges that require them to
be organized. This is where a code of conduct comes. Introducing terms such as free
association, the authors are able to create a foundation for these terms by showing
examples from other countries such as Guatemala and Cambodia, where exploitation has
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occurred. They then show how a code of conduct can be used to in order to train
employees, so they can have the organization they require. The authors break down the
methods and explain how code of conduct can be used and show the implementation of
these codes of conduct can be managed.
Marchiondo, L. A., Gonzales, E., & Ran, S. (2016). Development and validation of the
workplace age discrimination scale. Journal of Business and Psychology, 31(4), 493-513.
Retrieved from https://search-proquest-com.ezproxy.liberty.edu/docview/1837541001?
pq-origsite=summon&accountid=12085
The focus of this study is the comparison of age discrimination amongst different age
groups. The goal is to help readers look at age discrimination in a different perspective
than the assumption that age discrimination is only against older workers. The authors
conducted a study with data from crowdsourcing. This was in order to get a diverse pool
of information that could lead to unbiased results, but also make the research more
consistent and efficient. With this group of subjects, three studies were conducted among
three different age groups in order to see how age discrimination affects not just older
generations, but younger ones as well. The study provided three different perspectives of
the same topic to get an overview of those who have personally experienced it.
Perry, E. L., Kulik, C. T., Bustamante, J., & Golom, F. D. (2010). The impact of reason for
training on the relationship between “best practices” and sexual harassment training
effectiveness. Human Resource Development Quarterly, 21(2), 187–208. Retrieved from
https://doi-org.ezproxy.liberty.edu/10.1002/hrdq.20043
Sexual harassment training is very prominent with over 90% of organizations having
some form of training on this subject. Although that seems beneficial, the authors explain
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how training is just one step. This article dives into how companies can use training to
help create positive organizational change. In order to determine how effective training
can be, an organization must first take a personal inventory of their characteristics. The
authors test their different hypothesis to determine the relationship between effective
training practices and the frequency of training. By delivering surveys to employees who
worked in the human resources field, the authors are able to get a better understanding of
if pretraining activities, passive training, active training, and post training activities are
beneficial.
Reynolds, G. S., & Lehman, W. E. K. (2008). Workgroup temperance of alcohol and safety
climate moderate the cognitive effects of workplace Substance‐Abuse
prevention. Journal of Applied Social Psychology, 38(7), 1827-1866. Retrieved from
https://doi-org.ezproxy.liberty.edu/10.1111/j.1559-1816.2008.00371.x
Substance abuse can contribute to a lot of risks within the organization. The authors then
explain that a model that maps the psychological and cultural effects of substance abuse
can help to address the problem of it. By taking two samples, City 1 and City 2, which
are workers from different departments that have different job roles, the authors are able
to figure out depending on certain questions, which group had a higher inclination to
substance abuse. Using that data, the authors are able to break down what causes a higher
resistance and compare both groups. From there, the authors are able to make the needed
adjustments and recommendations in order to ensure better policies in place to reduce
substance abuse within the organization.
Salin, D. (2008). The prevention of workplace bullying as a question of human resource
management: Measures adopted and underlying organizational factors. Scandinavian
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Journal of Management, 24(3), 221-231. Retrieved from
https://doi.org/10.1016/j.scaman.2008.04.004
This article is a result of a study done used to understand workplace bullying and how to
utilize the human resources department in order to decrease the occurrence of it. The
author sets the foundation by explaining how the study of workplace bullying has
increased over the last two decades. Salin provides an in-depth analysis of the topic by
exploring the factors of workplace bullying and harassment while also providing
recommendations in order to decrease it. This study provided a questionnaire asking
employees questions on their current situation. This included figuring out if they were
aware of the policies on bullying and the forms of preventative measures their
organization take. By choosing from the options of ‘yes’, ‘no’, and ‘don’t know’, Salin
was able to find the correlation between the preventative measures and the occurrence of
workplace bullying.
Wang, Q., Bowling, N. A., Tian, Q., Alarcon, G. M., & Kwan, H. K. (2018). Workplace
harassment intensity and revenge: Mediation and moderation effects. Journal of Business
Ethics, 151(1), 213-234. Retrieved from https://search-proquest-
com.ezproxy.liberty.edu/docview/2073955034?pq-origsite=summon&accountid=12085
This paper is a study on workplace harassment and its relationship with the emotional
state of employees. The authors conducted a study at an American university. This group
included students and were offered questionnaires and answered the questions
anonymously in order to preserve the integrity of the study. The authors used this study to
further investigate whether or not people who were victims of workplace harassment
were more inclined to seek revenge on the people that harassed them. These participants
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were asked about instances that included being threatened, yelled out, and even some
unwanted advances. The results of the study showed that although mediation can help to
decrease this, people can let their emotions get in the way of being rational which can
affect whether or not people seek revenge.
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