All Outputs (3)

Too old or too young? The impact of perceived age discrimination (2003)
Journal Article
Snape, E., & Redman, T. (2003). Too old or too young? The impact of perceived age discrimination. Human Resource Management Journal, 13(1), 78-89. https://doi.org/10.1111/j.1748-8583.2003.tb00085.x

This article examines the impact on employee attitudes of perceived age discrimination, drawing on a study of a local authority. Survey respondents report that discrimination on the grounds of being ‘too young’ is at least as common as discrimination... Read More about Too old or too young? The impact of perceived age discrimination.

The rhetoric of modernization and the Labour Government's pay agenda (2003)
Journal Article
Hamilton, P., & Redman, T. (2003). The rhetoric of modernization and the Labour Government's pay agenda. Public Money & Management, 23(4), 223-228. https://doi.org/10.1111/1467-9302.00376

The modernization agenda is central to New Labour's desire to improve public services and reforming public sector pay is argued to be a fundamental requirement to delivering such improvement. This article argues that both the modernization agenda and... Read More about The rhetoric of modernization and the Labour Government's pay agenda.

An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists (2003)
Journal Article
Snape, E., & Redman, T. (2003). An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists. Journal of Applied Psychology, 88(1), 152-159. https://doi.org/10.1037/0021-9010.88.1.152

This study evaluated the J. P. Meyer, N. J. Allen, and C. A. Smith (1993) model of occupational commitment using a sample of 678 United Kingdom human resource management specialists. Support was found for the 3-component model, and findings suggest t... Read More about An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists.