<abstract xmlns="http://www.w3.org/1999/xhtml">This article explores the introduction of the 2014 Protected Disclosures Act in the Republic of Ireland. It does so by using a justice theory lens to examine the potential for the Act to protect workers who may feel the need to blow the whistle on employer wrongdoings. Data is collected from public records and documents, along with interviews with senior representatives from ‘all’ the social partner agents involved in drafting or contributing to the Act. The evidence suggests that the Act may have limited utility in ensuring fairness and justice for the whistle-blower. In particular, employers appear reluctant to embrace the idea of more legal protections, while cultural stigmas attached to the idea of ‘blowing the whistle’ may inhibit people coming forward. The article contributes to justice theory and employment regulation, as well as whistle-blowing practices, and some recommendations are suggested to improve awareness of whistle-blowing rights for workers.</abstract>

Whistle-blowing and the employment relations implications of the ‘Protected Disclosures Act 2014’ in the Republic of Ireland

<abstract xmlns="http://www.w3.org/1999/xhtml">In the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus equality principles, on two forms of employee commitment: affective and normative. Furthermore, we also tested whether employees’ gender moderated the relationships between these two distributive justice perceptions and the two forms of commitment. Results indicated that equity perceptions positively influenced both forms of commitment and equality perceptions positively influenced only normative commitment. Additionally, results revealed that women reported greater affective and normative commitments than men when equity perceptions were higher than when they were lower. Gender did not moderate the relationship between equality perceptions and normative commitment. Women, however, reported lower affective commitment than men when equality perceptions were lower; there were no differences between men and women on affective commitment when equality perceptions were higher. Implications are discussed.</abstract>

Equity versus equality norms of justice and organisational commitment: the moderating role of gender

<abstract xmlns="http://www.w3.org/1999/xhtml">Employee engagement is an important construct in management research as engaged employees not only perform better in their jobs but also feel happier and more fulfilled in the workplace. Employee engagement is a function of the job resources employees have in coping with their job demands. This paper makes a threefold contribution to the existing engagement literature by: (1) exploring this construct with a sample of third-level academics in the Irish public sector – a relatively unmapped sample in engagement research, (2) identifying organisational support as a key job resource that enables academics to cope with their job demands and (3) proposing that employee engagement reflects how strongly an employee puts his or her heart into work – suggesting a reconceptualization of engagement as love. The theoretical and practical implications of these findings are discussed.</abstract>

What’s love got to do with it? Employee engagement amongst higher education workers

<abstract xmlns="http://www.w3.org/1999/xhtml">This paper applies a model of bounded rationality to study small employers’ decision-making on pension provision in Ireland. Personal Retirement Savings Account (PRSA) pension products were intended to provide inexpensive, flexible pension options, particularly targeted towards small enterprises. After 10 years of their introduction, evidence suggests that the PRSA pension product has little impact on pension coverage in Ireland and the employees of small organisations are least likely to be the members of pension schemes. Drawing on the theory of bounded rationality and a review of the legislative and institutional context within which small employers in Ireland make decisions on pension provision, this paper presents a pension decision-making model of small employers based on the work of <xref ref-type="bibr" rid="j_ijm-2017-0018_ref_054_w2aab3b7b4b1b6b1ab1b4c54Aa">Simon (1983)</xref>. A range of propositions are set out for empirical research to examine pension provision practices of small employers relating to whether they have a tendency to organise rather than sponsor PRSAs for their employees. The implications for theory, research and policy are explained.</abstract>

Pension provision by small employers in Ireland: an analysis of Personal Retirement Savings Account (PRSA) using bounded rationality theory

<abstract xmlns="http://www.w3.org/1999/xhtml">The changing role of women in the Irish society has attracted significant attention within the sociology literature; however, there has been little discussion within the field of marketing. This paper aimed to synthesise existing research and literature in the area to outline the key changes in the role of women in the Irish society since the 1920s, highlighting the impact of such changes on consumer behaviour patterns in Ireland. It specifically focused on key landmarks in the transformation of women in the Irish society, including the participation of women in the labour force, Ireland's economic growth since the mid-1990s and the current economic recession. These changes provide the backdrop for the emergence of female consumer patterns in Ireland, which were then discussed under the following themes: changing attitudes towards family life, representations of women in the media and the recession.</abstract>

Changing role of women in the Irish society: an overview of the female consumer

<abstract xmlns="http://www.w3.org/1999/xhtml">This study aims to create a list of CSFs for China’s BOT projects to help organizations achieve project success. We first describe the role of CSFs in terms of three broad categories of whether BOT projects adopt strategies for risk transfer, the degree to which BOT projects foster the ‘whole- life approach’ to project design and management and extent to which BOT projects ensure timely delivery and supplies good-quality products and services. Based on an initial CSF list, a questionnaire survey was conducted to identify the relatively important CSFs for BOT projects in China. Our initial assessment shows that the key CSFs corresponded to our defined categories of BOT projects’ success factors. We then provide an updated list of CSFs with the top ten factors in ranking analysis. This list of CSFs could play a useful role in the phases of preparing, bidding, constructing, operating and transferring of BOT projects.</abstract>

Critical success factors for build–operate–transfer (BOT) projects in China

AHEAD OF PRINT

Volume 42 (2023): Issue 2 (December 2023)

Volume 42 (2023): Issue 1 (July 2023)

Volume 41 (2022): Issue 2 (December 2022)

Volume 41 (2022): Issue 1 (July 2022)

Volume 40 (2021): Issue 2 (December 2021)

Volume 40 (2021): Issue 1 (July 2021)

Volume 39 (2020): Issue 2 (December 2020)

Volume 39 (2020): Issue 1 (August 2020)

Volume 38 (2019): Issue 1 (December 2019)

Volume 37 (2018): Issue 1 (June 2018)

Volume 36 (2017): Issue 3 (December 2017)

Volume 36 (2017): Issue 2 (September 2017)

Volume 36 (2017): Issue 1 (June 2017)

Volume 35 (2016): Issue 2 (September 2016)

Volume 35 (2016): Issue 1 (April 2016)

Volume 34 (2015): Issue 1 (December 2015)

The Irish Journal of Management

 The Irish Journal of Management (IJM) aims to publish well-written and well researched articles that will contribute to the understanding of management-related issues in both Irish and international contexts. The journal welcomes contributions from a wide range of management viewpoints, including inter-disciplinary and multi-disciplinary perspectives as well as traditional disciplines and functions. The journal seeks the following types of submissions:   Research Papers: Publishing quantitative, qualitative and mixed methods empirical research, literature reviews (traditional/narrative, systematic, meta-analysis, meta-synthesis), and conceptual papers. Page count should be less than 40 pages, double spaced, including references, tables, figures and appendices.  Teaching Submissions: These may include case study contributions, critiques and retrospective contributions on pedagogical issues related to teaching issues across management discipline areas. Teaching submissions should be between 30-40 pages, double spaced (including references and appendices) and provide a unique pedagogical or practical contribution, supported by state-of-the-art literature in the field.  Book Reviews: word count (1,000 – 2,000 words).  Special Issue Journal Submissions: The editors of the journal seek submissions for special issue themes that are in keeping with the overall focus of the journal and draw attention to important topics. Special issue proposals should be emailed to ijm@iamireland.ie before the 30th of September annually. Any submissions received after that deadline will be reviewed at the next date. Special issue proposals should include a detailed call for papers, listing potential themes for authors to consider, CVs of special issue editor(s) and a strategy to attract papers to your special issue.   The IJM is a peer-reviewed journal, with a "double-blind" review process involving at least two reviewers. The journal publishes two issues each year, in addition to occasional special issues  The journal offers Gold Open Access, free readership rights immediately upon publication, and follows CC BY NC ND (authors do not possess commercial rights). The author may post the final version of their paper to any repository or website. The article’s full text, metadata, supporting data and citations is machine readable, accessible via API and full text XML.  The journal does not have article processing charges (APCs) nor article submission charges.  Journal Subjects include:   Accounting, Finance and Corporate Governance  CSR, Business Ethics and Sustainability  Education, Teaching and Learning  Entrepreneurship &amp; Small Business Management  Healthcare and Public Sector Management  Leadership &amp; Organisational Behaviour  Marketing and Services Management  Strategy and International Business  Technology and Innovation Management  Work, Employment and Organisation   Audience   Academics, researchers, practitioners, and policy makers   Archiving  Sciendo archives the contents of this journal in Portico - digital long-term preservation service of scholarly books, journals and collections.  Plagiarism Policy  The editorial board is participating in a growing community of Similarity Check System's users in order to ensure that the content published is original and trustworthy. Similarity Check is a medium that allows for comprehensive manuscripts screening, aimed to eliminate plagiarism and provide a high standard and quality peer-review process. 