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Publication Pension scheme defaults: questionable foundations and unconsidered outcomes(2015-03-27) Maloney, Maureen; |~|Inertia, the behaviour of doing nothing and allowing the current situation to prevail, is reported in many empirical pension studies. However, the reasons for the behaviour are not agreed. Various explanations include: fear of loss when decisions involve risk; cognitive limitations encountered when decisions are complex; inability to assess the costs of action and inaction; and a lack of self-control that inhibits proactive behaviour.Publication Increasing pension participation rates through automatic enrolment: a critique of firm size(2016-09-01) Maloney, Maureen; McCarthy, Alma; |~|This paper focuses on the question: “Will automatic enrolment (AE) legislation impact on the participation rates for small firms?” We develop a model to explain why large organisations are more likely to offer pensions as a benefit than small organisations that includes background conditions and motivating factors. We also consider differences between the employees of large and small organisations. Building on the work of Willis (2013) we suggest that for large organisations voluntarily offering pensions as a benefit, the interests of government, pension providers, employers and employees are aligned leading to higher pension participation rates. However, we argue that legislation requiring AE in all firms will not be strong enough to overcome the unaligned interests of these stakeholders. Therefore, we predict that AE will not significantly improve the participation rates for small firms.Publication The impact of DC (defined contribution) scheme structure and communication policies: a bounded rationality framework(2015-09-11) Maloney, Maureen; |~|Concepts from bounded rationality, particularly biases, are frequently used to explain the successes and the failures of pension scheme defaults. This research suggests that pension literature has focused on pension scheme structure, like defaults, with little attention paid to pension scheme communication designed to persuade and inform. A bounded rationality framework is developed to conceptualise the impact of both structure and communication policies on organisational outcomes, specifically pension participation rates and average contribution rates. It identifies three communication policies to be investigated in future empirical research including individualisation, segmentation and savings rate targets.Publication Assessing the pay communication, knowledge and satisfaction of exempt employees at Medtronic Vascular(NUI Galway, 2009-04-01) Maloney, Maureen; Morris, David; |~|Medtronic Vascular is a US-based multinational that develops technologies to provide lifelong solutions for people with chronic diseases. Over 2,000 people are employed in Ireland with most of the company’s employees working at the state-of-the-art facility in Galway. The company recently devoted considerable resources to branding its reward system. Changes made to its base pay and bonus scheme were communicated with greater transparency than before using new and enhanced information sourcesPublication A case study investigation of the efforts of a subsidiary of a US-based multinational corporation to promote pension savings(2010-09-01) Maloney, Maureen; Morris, David; |~|The pension situation faced by all Irish workers is complex and uncertain. Further, it is possible that the state will be unable to maintain the current level of pension provision in real terms. This is based on demographic projections that indicate that the ratio of working age people to pensioners will fall and assessments that the deterioration in the public finances will reduce the capacity of the state to maintain the real value of pensions distributed through the State-run Social Welfare system. Therefore, the pressure for individuals to save for retirement is intense.Publication Variables that impact on voluntary pension contributions: a case study(2011) Maloney, Maureen; |~|This paper reports on qualitative research based on 24 semi-structured interviews, using a stratified sample with employees in a single case study setting. The employing organisation is Medtronic, a US-based multinational in the medical devices industry with an Irish subsidiary located in Galway. With both one-way and two-way communication media, employees are regularly informed about their defined benefit (DB) pension scheme and the opportunity to increase their pension savings through an Additional Voluntary Contribution (AVC). In spite of this, research conducted in 2009 found that only 18% of employees are contributing to their AVC (Maloney and Morris, 2010). This research is attempting to identify the workplace variables that are influencing employees in their choice to invest or not invest in the AVC.Publication Pension provision by small employers in Ireland: an analysis of PRSAs using bounded rationality theory(2014) Maloney, Maureen; |~|This paper applies the theory of bounded rationality to study small employer pension provision decision-making in Ireland. PRSA pension products were intended to provide inexpensive, flexible pension options, particularly targeted towards small enterprises and yet employees in small organisations are the least likely to be members of pension schemes. Ten years after their introduction, evidence suggests that the PRSA pension product had little impact on pension coverage in Ireland. Drawing on the theory of bounded rationality and a review of the legislative and institutional context within which small employers in Ireland make pension provision decisions, this paper presents a small employer pension decision making model. A range of propositions are set out which illuminate small employer pension provision practices 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.Publication Occupation as resistance: The case of worker sit-ins in the Irish Republic(International Industrial Relations Association (IIRA), 2010-06) Cullinane, Niall; Dundon, TonyReplicating global trends, the Irish Republic has been mired in a deepening fiscal and economic crisis since 2008. At workplace level there has been a steady increase in cash-strapped firms forced to restructure and/or close operations. Consequently, a number of employers have imposed redundancy, often without negotiation, and based on minimum statutory entitlements. In reply, worker mobilization has increased in both a scale and form not seen in the Irish Republic for some decades. Specifically, small numbers of employees have responded through the deployment of direct action with sit-ins and mass occupations of company premises. This paper outlines the context, form and trajectory of worker occupations as a tactical response to organizational restructuring and financial crisis management using a case study of three Irish occupations in 2009. The analysis will examine the antecedent influences and factors surrounding the phenomenon of worker sit-ins as well as points of comparison and difference in respective cases. Finally, examining disputes where sit-ins have been deployed, the paper seeks to evaluate its capacity for securing workers' concerns in countering the threat of redundancyPublication (Still) Up to no Good: Reconfiguring the boundaries of worker resistance and misbehaviour in an increasingly non-union world(International Labour Process Conference, 2010-03) Dundon, Tony; Vanden Broek, DianeThere has been significant development in the way industrial conflict and worker resistance has been analysed over the past fifteen years. While researchers have observed the quantitative decline of traditional forms of employee resistance, others have highlighted the diversity and range of more informal employee behaviours. As indicated below, there have been a range reasons for both the decline in formal resistance and in approaches to how resistance is viewed. However, a common tendency has been to overlook the role of institutional and industrial context. The following research into unorganised workers identifies the importance of institutional factors in reassessing assumed boundaries between formal (and often collective) indicators of conflict, and more informal instances of workplace misbehaviour.Publication Counterpoising non-union representation: union organising and the managerial agenda(British Universities Industrial Relations Association, 2010-07) Dundon, Tony; Cullinane, Niall; Donaghey, Jimmy; Dobbins, Tony; Hickland, EugeneNon-union employee representation is an area which has attracted much interest in the voice literature. Much of the relevant literature has been shaped by a dialogue which considers NERs as a means of union avoidance. More recently however scholars have suggested that for NERs to work in such contexts, they may need to be imbued with a higher set of functionalities to remain viable entities. Using a case study of a union organising drive and managerial response in the form of an NER, this paper contributes to a more novel and nuanced interpretation of this dialogue than hitherto exists. A core component of the findings directly challenge existing interpretations within the field; namely that NERs follow a 'contradictory logic' or 'riddle' of managerial action. It is argued that the NER body failed to deliver for employees because of structural remit, rather than through any 'paradox' of or 'riddle in' managerial intentPublication Exploring the Relationship between HRM, Creativity Climate and Organisational Performance: Evidence from Ireland(Academy of Management, 2009-08) Dundon, Tony; Harney, Brian; Cafferkey, Kenny; Heffernan, MargaretThe last decade witnessed growing academic evidence suggesting that HR practices are an important predictor of organisational performance. However, the reality is that we know very little about the intermediary mechanisms through which HRM impacts upon performance. If the logic about obtaining sustainable competitive advantage holds, it suggests that we should turn to exploring the role of HRM in fostering the climate of creativity and innovation deemed necessary for competitive success. Drawing on a survey of the top 2,000 performing firms in Ireland, this paper explores these linkages. The findings indicate a significant positive relationship exists between HRM systems, creativity climate and organisational performance outcomes. One HRM practice in particular; communication and involvement was found to be particularly significant in creating a climate of creativity. The paper therefore serves as a useful first step in charting a course through the explanatory void that exists between HRM and organisational performancePublication The state of employee information and consultation in ireland(Labour Relations Commission, 2001) Dundon, Tony; Department of Enterprise Trade & EmploymentPublication Put Up and Shut Up: social mobilisation and employee attitudes in non-union firms(British Universities Industrial Relations Association Proceedings, 2001-06) Dundon, Tony