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Does Modern Organization and Governance Threat Solidarity?

Author

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  • Karin Sanders
  • Hetty Emmerik

Abstract

This article focuses on solidarity behaviours of employees to team members (horizontal solidarity behaviour) and to their manager (vertical solidarity behaviour). The question is asked to what extend and how are both types of solidarity related to three aspects of modern organization and governance: dual earner families, flexible labour contracts, and formal and informal governance structures. Survey data of 17 Dutch organizations (N=1347) show in relation to dual-earner families that having children has a positive relationship with horizontal solidarity behaviour, and working overtime has a positive relationship with vertical solidarity behaviour. Related to the flexible labour contracts, no relationship was found with type of labour contract and expected years within the organization. Finally, some traits of informal and formal governance structures, namely information on rules and the presence of explicit fair play rules are fond to be positively related to solidarity. Copyright Kluwer Academic Publishers 2004

Suggested Citation

  • Karin Sanders & Hetty Emmerik, 2004. "Does Modern Organization and Governance Threat Solidarity?," Journal of Management & Governance, Springer;Accademia Italiana di Economia Aziendale (AIDEA), vol. 8(4), pages 351-372, October.
    • Handle: RePEc:kap:jmgtgv:v:8:y:2004:i:4:p:351-372
    DOI: 10.1007/s10997-004-4128-9
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    Cited by:

    1. Johnson, Abbie-Gayle & Buhalis, Dimitrios, 2022. "Solidarity during times of crisis through co-creation," Annals of Tourism Research, Elsevier, vol. 97(C).
    2. Isabella Meneghel & Marisa Salanova & Isabel Martínez, 2016. "Feeling Good Makes Us Stronger: How Team Resilience Mediates the Effect of Positive Emotions on Team Performance," Journal of Happiness Studies, Springer, vol. 17(1), pages 239-255, February.

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