A wide range of high involvement management practices, such as self-managed teams, incentive pay schemes, and employer-provided training have been shown to boost firms' productivity and financial performance. However, less is known about whether these practices, which give employees more...

In order to understand highly-skilled flexible workers' job satisfaction, we take their track records into consideration, integrating several employment contracts. We conceptualize our research interest within the framework of the psychological contract to explore individual rationalities in...

This paper considers how the demand for non-material aspects of jobs evolves over changing wealth levels and how firms may want to react. We first consider the importance of non-material job aspects in general before turning to two specific human resource practices: flexible working hour...

The present paper uses a large representative data set for Germany to analyze the effect of an enriched job design, which is characterized by a high degree of autonomy and multitasking, on job satisfaction. In our empirical approach we take job satisfaction as a proxy variable for workers'...

Globally, coercive labor (i.e., forced, bonded, and/or trafficked labor) and child labor are disproportionately prevalent in environments with weak regulatory enforcement and state capacity. Effective strategies for addressing them may therefore need to align with the private incentives of...