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Full-Text Articles in Labor Relations

[Review Of Personnel Economics In Imperfect Labour Markets], Kevin F. Hallock Dec 2007

[Review Of Personnel Economics In Imperfect Labour Markets], Kevin F. Hallock

Articles and Chapters

Excerpt] This book is an attempt to consolidate what we know about Personnel Economics by focusing on Personnel Economics in Imperfect Labor Markets. Even on the first page of the book, the author is clear about this mission. In particular he notes that "The view of personnel economics analyzed in this book is based on two key properties of... labour markets: labour markets are imperfect and jobs are associated to [sic] rents; labour market institutions interact with personnel policies. Notably, wages are partly set outside the firm-worker pair (minimum wages and collective agreements are widespread)" and "job termination policies are ...


The Personal Information Trainer, Stuart Basefsky Nov 2007

The Personal Information Trainer, Stuart Basefsky

Articles and Chapters

[Excerpt] The Personal Information Trainer (PIT) can become a unique employee benefit written into the employment contract of key individuals (very few) deemed to be essential to the success of a firm or institution. This is a no-extra-cost (non-compensatory) benefit that can help improve recruitment and retention of top talent and enhance the library’s value proposition. This concept is useful to human resource managers, libraries, and the institutions they serve. This article provides the fundamental concepts and constructs necessary to implement such a program with an emphasis on why and how this should be done.


Validating U.S. Earnings Mobility Measures, Lisa M. Dragoset, Gary S. Fields Nov 2007

Validating U.S. Earnings Mobility Measures, Lisa M. Dragoset, Gary S. Fields

Articles and Chapters

Earnings mobility has been studied at both the macro level (the amount of mobility in an economy) and the micro level (the correlates of individuals’ income changes). While measurement error is recognized as potentially important at both these levels, very little is known about the degree to which earnings mobility estimates are affected by measurement error. We compare micro and macro earnings mobility estimates for the U.S. during the 1990s using both survey-based earnings and administrative-based earnings. We find that measurement error in survey-based earnings has little qualitative effect on mobility estimates, but often has a large quantitative effect.


The Economic Pay-Offs To Informal Training: Evidence From Routine Service Work, Rosemary Batt Sep 2007

The Economic Pay-Offs To Informal Training: Evidence From Routine Service Work, Rosemary Batt

Rosemary Batt

This study examines the relationship between informal training and job performance among 2,803 telephone operators in a large unionized U.S. telecommunications company. The authors analyze individual-level data on monthly training hours and job performance over a five-month period in 2001 as provided by the company's electronic monitoring system. The results indicate that the receipt of informal training was associated with higher productivity over time, when unobserved individual heterogeneity is taken into account. Workers with lower pre-training proficiency showed greater improvements over time than did those with higher pre-training proficiency. Finally, whether the trainer was a supervisor or ...


New Evidence On Gender Differences In Promotion Rates: An Empirical Analysis Of A Sample Of New Hires, Francine D. Blau, Jed Devaro Jul 2007

New Evidence On Gender Differences In Promotion Rates: An Empirical Analysis Of A Sample Of New Hires, Francine D. Blau, Jed Devaro

Articles and Chapters

[Excerpt] Using a large sample of establishments drawn from the Multi-City Study of Urban Inequality (MCSUI) employer survey, we study gender differences in promotion rates and in the wage gains attached to promotions. Several unique features of our data distinguish our analysis from the previous literature on this topic. First, we have information on the wage increases attached to promotions, and relatively few studies on gender differences have considered promotions and wage increases together. Second, our data include job-specific worker performance ratings, allowing us to control for performance and ability more precisely than through commonly-used skill indicators such as educational ...


Segundo Congreso Nacional De Organismos Públicos Autónomos, Bruno L. Costantini García May 2007

Segundo Congreso Nacional De Organismos Públicos Autónomos, Bruno L. Costantini García

Bruno L. Costantini García

Memorias del Segundo Congreso Nacional de Organismos Públicos Autónomos. "Autonomía, Profesionalización, Control y Transparencia"


Promotions And Incentives In Nonprofit And For-Profit Organizations, Jed Devaro, Dana Brookshire Apr 2007

Promotions And Incentives In Nonprofit And For-Profit Organizations, Jed Devaro, Dana Brookshire

Articles and Chapters

[Excerpt] Using data from the 1992–95 Multi-City Study of Urban Inequality, an employer survey, the authors document a new empirical finding that workers are less likely to receive promotions in nonprofit organizations than in for-profit firms. The study also uncovers evidence that wage increases associated with promotion were of comparable magnitudes in the two sectors, as was the potential for within-job wage growth; nonprofits were less likely than for-profits to base promotions on job performance or merit; nonprofits were less likely to use output-contingent incentive contracts to motivate workers; and the observed difference in promotion rates between the nonprofit ...


Minimum Wages And Poverty With Income-Sharing, Gary S. Fields, Ravi Kanbur Mar 2007

Minimum Wages And Poverty With Income-Sharing, Gary S. Fields, Ravi Kanbur

Articles and Chapters

Textbook analysis tells us that in a competitive labor market, the introduction of a minimum wage in terms of poverty rather than in terms of unemployment. This paper makes three contributions to the basic theory of the minimum wage. First, we analyze the effects of a higher minimum wage in terms of poverty rather than in terms of unemployment. Second, we extend the standard textbook model to allow for income-sharing between employed and unemployed persons in society. Third, we extend the basic model to deal with income sharing within families. We find that there are situations in which a higher ...


The Problem Of Action And Interest Alignment: Beyond Job Requirements And Incentive Compensation, Alexander Colvin, Wendy R. Boswell Mar 2007

The Problem Of Action And Interest Alignment: Beyond Job Requirements And Incentive Compensation, Alexander Colvin, Wendy R. Boswell

Articles and Chapters

We introduce two concepts, action alignment and interest alignment, that we propose to help explain the linkages between employee behaviors and organizational strategy. We first examine the problem of action alignment, developing employee ability to identify and engage in behaviors that most effectively lead to the realization of the goals of organizational strategy. In particular, our discussion of action alignment focuses on the issues of employee line of sight to organizational strategy and the development of shared mindsets within the organization. We argue that aligned actions involving employee behaviors that are discretionary and difficult to specify in advance are especially ...


Hrm In Service: The Contingencies Abound, Lisa Hisae Nishii, Benjamin Schneider Feb 2007

Hrm In Service: The Contingencies Abound, Lisa Hisae Nishii, Benjamin Schneider

CAHRS Working Paper Series

[Excerpt] Despite the rapid growth in the diversity of service consumers—both abroad and domestically—theoretical developments regarding this diversity in the service world have lagged far behind those that have characterized the world of manufacturing. With regard to international services, Knight (1999) conducted a review of the literature and concluded that there is an alarming paucity of research on international services management despite the importance of services in the global economy. A large proportion of the research that has been conducted on international services has focused on marketing issues rather than human resource management (HRM) issues. This means that ...


Adjusting To Globalization Through Skills Development Strategies, Sarosh Kuruvilla Jan 2007

Adjusting To Globalization Through Skills Development Strategies, Sarosh Kuruvilla

Articles and Chapters

[Excerpt] The aim of this chapter is to describe and analyze the efforts at skills development in Singapore and in India's booming outsourcing sector. Singapore is an important case because it started its skills development efforts in the early 1980s at a time when outsourcing of manufacturing was just beginning, and it has become one of the best-known examples of a nation that has successfully and continuously upskilled its workforce over the past twenty-five years. India, on the other hand, is just beginning to focus on skills development, stimulated by the growth in outsourcing of high-end services such as ...


Beyond The Dichotomous Worlds Hypothesis: Towards A Plurality Of Corporate Governance Logics, Jordan Otten Jan 2007

Beyond The Dichotomous Worlds Hypothesis: Towards A Plurality Of Corporate Governance Logics, Jordan Otten

Jordan Otten

The dichotomous worlds hypothesis holds that corporate governance systems worldwide are either based on the Anglo-American shareholder model or the Eurasian stakeholder model. We suggest a more fine-grained classification, based on five corporate governance logics –socially constructed, historical patterns of material practices, assumptions, values, beliefs, and rules by which all parties involved in economic productive activities structure their material interdependencies and provide meaning to the social reality of corporate life. These logics are discovered through a content analysis of the corporate governance reform codes of 38 countries.


Theories On Executive Pay: A Literature Overview And Critical Assessment, Jordan Otten Jan 2007

Theories On Executive Pay: A Literature Overview And Critical Assessment, Jordan Otten

Jordan Otten

Executive pay is a major issue in the corporate governance debate. As well in practice as in theory debate still exists how executive pay levels and structures can be explained. This paper provides an overview of 16 theories that have been used in the literature to explain the phenomenon. The theories can be classified into three types of approaches; 1) the value approach; 2) the agency approach; and 3) the symbolic approach. A critical assessment of the theories shows that the dominant use in the literature of the perfect contracting approach of agency theory neglects: 1) the socially determined symbolic ...


Putting The Organization On Wheels: Workplace Design At Sei, Alfred P. West, Jerry Yoram Wind Jan 2007

Putting The Organization On Wheels: Workplace Design At Sei, Alfred P. West, Jerry Yoram Wind

Marketing Papers

When a new employee joins SEI, it is an unusual experience. The new hire is given a map and sent down to a storeroom on the lower floor of the main building. There, the employee is issued a chair and desk, both on wheels, with a computer and phone on the desktop. The map shows where in the complex of nine barn-like buildings on the corporate campus in Oaks, Pennsylvania, the new hire will initially be located. The employee then rolls the desk through the buildings, into the oversized elevators designed for this purpose, past hallways filled with a provocative ...


Early Teams: The Impact Of Team Demography On Vc Financing And Going Public, Christine M. Beckman, M. Diane Burton, Charles O'Reilly Jan 2007

Early Teams: The Impact Of Team Demography On Vc Financing And Going Public, Christine M. Beckman, M. Diane Burton, Charles O'Reilly

Articles and Chapters

This study investigates how top management team (TMT) demographic characteristics affect firm outcomes for young high technology firms in Silicon Valley. We study how team composition and turnover shape an entrepreneurial firm’s ability to attract venture capital and its ability to successfully complete an initial public offering. We find that broad access to information by virtue of having top management team members that have worked for many different employers (diverse prior company affiliations) and have diverse prior experiences (functional diversity) tend to be associated with positive outcomes. In addition, entrants to and founder exits from the TMT increase the ...


The Role Of Employers In Phased Retirement: Opportunities For Phased Retirement Among White-Collar Workers, Robert M. Hutchens, Jennjou Chen Jan 2007

The Role Of Employers In Phased Retirement: Opportunities For Phased Retirement Among White-Collar Workers, Robert M. Hutchens, Jennjou Chen

Articles and Chapters

[Excerpt] While the labor market for older workers has many unusual features, the small number of phased retirements is certainly one of the more curious. The basic idea of phased retirement is that an older worker remains with his or her employer while gradually shifting from full-time work to full-time retirement. For decades experts have proclaimed the advantages of this type of retirement. Moreover, employees often express an interest in taking a phased retirement. In a recent national survey of the older population, more than half of the respondents age 55 to 65 said they would prefer to gradually reduce ...


Introduction To Part 1: The Division Of Labor, Rosemary Batt Jan 2007

Introduction To Part 1: The Division Of Labor, Rosemary Batt

Articles and Chapters

The changing nature of work, technology, and the division of labor in the last quarter of the twentieth century has been a central preoccupation of scholarship on organizations. Debate has centered on the extent to which a fundamental shift in employment systems has occurred—from so-called Fordist to post-Fordist models. The stylized facts portray the former as characterized by internal labor market systems in large organizations, narrow jobs in hierarchical career ladders, and long-term employment relations. The latter include decentralized organizations, flatter hierarchies, team-based forms of work organization, and shorter employment relations that reflect external market pressures.

The accumulated body ...


Service Strategies Marketing, Operations, And Human Resource Practices, Rosemary Batt Jan 2007

Service Strategies Marketing, Operations, And Human Resource Practices, Rosemary Batt

Articles and Chapters

Over the last three decades, the principles of service management have become widely accepted. These call for an integrated approach to marketing, operations, and human resource management (HRM). The scholarly and business press routinely point to the importance of customer loyalty and customer relationship management for corporate profitability. Advances in marketing concepts and information systems make it possible to capture more precisely the demand characteristics of customers and to tailor solutions to meet their needs. Why is it, then, that measures of customer satisfaction have declined steadily in the last decade, websites for consumer complaints have proliferated, and media accounts ...


Organizational Performance In Services, Rosemary Batt, Virginia Doellgast Jan 2007

Organizational Performance In Services, Rosemary Batt, Virginia Doellgast

Articles and Chapters

The question of performance in service activities and occupations is important for several reasons. First, over two-thirds of employment in advanced economies is in service activities. Second, productivity growth in services is historically low, lagging far behind manufacturing, and as a result, wages in production-level service jobs remain low. In addition, labor costs in service activities are often over 50% of total costs, whereas in manufacturing they have fallen to less than 25% of costs. This raises the question of whether management practices that have improved performance in manufacturing, such as investment in the skills and training of the workforce ...


Global Competition’S Perfect Storm: Why Business And Labor Cannot Solve Their Problems Alone, Denise M. Rousseau, Rosemary Batt Dec 2006

Global Competition’S Perfect Storm: Why Business And Labor Cannot Solve Their Problems Alone, Denise M. Rousseau, Rosemary Batt

Rosemary Batt

A perfect storm is a conjoining of forces that intensifies effects. This commentary addresses the economic perfect storm that the United States and many other developed countries face as they attempt to become globally competitive. Its forces conflate strategic change with the erosion of employment and income security as firms shed labor and old institutional arrangements, in turn degrading quality of work and family life for workers as well as the futures of retirees. We evaluate the responses of our commentators—Louis Uchitelle, J.T. Battenberg III, and Thomas Kochan—who assess the current crisis and possible solutions to it ...