Employee Relations

Top Research Topics at Employee Relations?

Employee Relations primarily tackles Industrial relations, Public relations, Human resource management, Social psychology and Management. While Employee Relations focused on Industrial relations, it was also able to explore topics like Economy and Collective bargaining, Labour economics, Labor relations. The studies on Public relations discussed can also contribute to research in the domains of Workforce, Public sector and Originality, Value (ethics).

The Human resource management works featured in the journal incorporate elements from Marketing, Environmental resource management, Human resources and Operations management. The work on Social psychology presented in Employee Relations focuses on Job satisfaction in particular.

• Industrial relations (30.83%)
• Public relations (28.15%)
• Human resource management (19.68%)

What are the most cited papers published in the journal?

• Linking human resource management and knowledge management via commitment: A review and research agenda (408 citations)
• Talent management strategy of employee engagement in Indian ITES employees: key to retention (380 citations)
• Attitudes towards organizational change: What is the role of employees’ stress and commitment? (351 citations)

Research areas of the most cited articles at Employee Relations:

The most cited papers mostly deal with topics like Public relations, Human resource management, Management, Social psychology and Industrial relations. The most cited papers tackle studies in Workforce and the interrelated subject of Labour economics to gain insights into Public relations. The most cited publications address concerns in the field of Human resource management by exploring it in line with topics in Operations management which intersect with Process management subjects.

What topics the last edition of the journal is best known for?

• Law
• World War II
• Management

The previous edition focused in particular on these issues:

Employee Relations mainly deals with areas of study such as Originality, Value (ethics), Public relations, Well-being and Qualitative research. Employee Relations holds forums on Originality that merges themes from other disciplines such as Legislature, Public economics, Process (engineering) and Remuneration. The journal explores research in Value (ethics) alongside concepts in Social psychology and other areas of study in Stress management, Confirmatory factor analysis and Construct validity.

Employee Relations is mostly focused on Public relations, specifically Line management. The study of Human capital and how it intertwines with concepts under High involvement, State (polity), Positive economics and Talent management were explored in the presented Well-being research. Human resource management studies covered in Employee Relations falls within the purview of Knowledge management.

The most cited articles from the last journal are:

• The impact of economic factors on the relationships between psychological contract breach and work outcomes: a meta-analysis (3 citations)
• Employee happiness and corporate social responsibility: the role of organizational culture (2 citations)
• The coronavirus pandemic, short-term employment support schemes and undeclared work: some lessons from Europe (2 citations)

Papers citation over time

A key indicator for each journal is its effectiveness in reaching other researchers with the papers published at that venue.

The chart below presents the interquartile range (first quartile 25%, median 50% and third quartile 75%) of the number of citations of articles over time.

Top authors and change over time

The top authors publishing in Employee Relations (based on the number of publications) are:

• John Gennard (18 papers) absent at the last edition,
• Mick Marchington (15 papers) absent at the last edition,
• P. B. Beaumont (10 papers) absent at the last edition,
• Adrian John Wilkinson (9 papers) absent at the last edition,
• Ian Cunningham (9 papers) absent at the last edition.

The overall trend for top authors publishing in this journal is outlined below. The chart shows the number of publications at each edition of the journal for top authors.

Top affiliations and change over time

Only papers with recognized affiliations are considered

The top affiliations publishing in Employee Relations (based on the number of publications) are:

• University of Manchester (54 papers) absent at the last edition,
• University of Strathclyde (44 papers) absent at the last edition,
• University of Warwick (26 papers) absent at the last edition,
• University of Glasgow (25 papers) absent at the last edition,
• University of Sheffield (23 papers) absent at the last edition.

The overall trend for top affiliations publishing in this journal is outlined below. The chart shows the number of publications at each edition of the journal for top affiliations.

Publication chance based on affiliation

The publication chance index shows the ratio of articles published by the best research institutions in the journal edition to all articles published within that journal. The best research institutions were selected based on the largest number of articles published during all editions of the journal.

The chart below presents the percentage ratio of articles from top institutions (based on their ranking of total papers).Top affiliations were grouped by their rank into the following tiers: top 1-10, top 11-20, top 21-50, and top 51+. Only articles with a recognized affiliation are considered.

During the most recent 2021 edition, 80.95% of publications had an unrecognized affiliation. Out of the publications with recognized affiliations, 25.00% were posted by at least one author from the top 10 institutions publishing in the journal. Another 0.00% included authors affiliated with research institutions from the top 11-20 affiliations. Institutions from the 21-50 range included 0.00% of all publications and 75.00% were from other institutions.

Returning Authors Index

A very common phenomenon observed among researchers publishing scientific articles is the intentional selection of journals they have already attended in the past. In particular, it is worth analyzing the case when the authors participate in the same journal from year to year.

The Returning Authors Index presented below illustrates the ratio of authors who participated in both a given as well as the previous edition of the journal in relation to all participants in a given year.

Returning Institution Index

The graph below shows the Returning Institution Index, illustrating the ratio of institutions that participated in both a given and the previous edition of the conference in relation to all affiliations present in a given year.

The experience to innovation index

Our experience to innovation index was created to show a cross-section of the experience level of authors publishing in a journal. The index includes the authors publishing at the last edition of a journal, grouped by total number of publications throughout their academic career (P) and the total number of citations of these publications ever received (C).

The group intervals were selected empirically to best show the diversity of the authors' experiences, their labels were selected as a convenience, not as judgment. The authors were divided into the following groups:

• Novice - P < 5 or C < 25 (the number of publications less than 5 or the number of citations less than 25),
• Competent - P < 10 or C < 100 (the number of publications less than 10 or the number of citations less than 100),
• Experienced - P < 25 or C < 625 (the number of publications less than 25 or the number of citations less than 625),
• Master - P < 50 or C < 2500 (the number of publications less than 50 or the number of citations less than 2500),
• Star - P ≥ 50 and C ≥ 2500 (both the number of publications greater than 50 and the number of citations greater than 2500).

The chart below illustrates experience levels of first authors in cases of publications with multiple authors.

Benefits of Employee Relations at Academia and Beyond

Effective employee relations practices can significantly benefit not only businesses but a wide range of sectors, including academia and urban planning. Urban planning, for instance, involves working with a variety of stakeholders, including government officials, developers, and community members. Good employee relations skills can help create a collaborative and productive environment. A well-structured Employee Relations program can aid those studying for an urban planning degree in South Dakota, for instance, by enhancing their ability to manage relationships with numerous stakeholders. In academia, Employee Relations practices can encourage faculty members, staff, and students to work together more effectively, enhancing the overall learning environment. This is particularly important in business schools where students need to learn how to build and maintain strong working relationships. By applying the theories and strategies of Employee Relations, professionals across different fields can foster a more harmonious and productive work environment. Whether in a business setting or in other sectors such as urban planning or academia, the principles of Employee Relations are ubiquitous and offer invaluable skills for success.