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HRM and Small-Firm Employee Motivation : Before and after the Recession
Bryson, Alex - 2017
measures of motivation we find the returns to small firm investments in HRM are u-shaped. Small firms benefit from … are initially introduced, but can restore positive motivation when they invest intensively in HRM practices in a way that … employee motivation is modified somewhat by the recessionary transition, it remains rather robust and continues to have …
Persistent link: https://www.econbiz.de/10012957472
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Hpws in the Public Sector : Are There Mutual Gains?
White, Michael R. - 2018
Few studies investigate the links between high-performance work systems (HPWS) on public sector organizational performance and worker job attitudes. We fill this gap with analyses of these links using linked employer-employee surveys of workplaces in Britain in 2004 and 2011. We find robust...
Persistent link: https://www.econbiz.de/10012906504
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A Happy Choice : Wellbeing as the Goal of Government
Frijters, Paul - 2019
In this article, we lay out the basic case for wellbeing as the goal of government. We briefly review the history of this idea, which goes back to the ancient Greeks and was the acknowledged ideal of the Enlightenment. We then discuss possible measures on which a wellbeing orientation could be...
Persistent link: https://www.econbiz.de/10012859762
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Discrete Innovation, Continuous Improvement,and Competitive Pressure
Ghosh, Arghya; Kato, Takao; Morita, Hodaka - Forschungsinstitut zur Zukunft der Arbeit <Bonn> - 2007
Does competitive pressure foster innovation? In addressing this important question, priorstudies ignored a distinction between discrete innovation aiming at entirely new technologyand continuous improvement consisting of numerous incremental improvements andmodifications made upon the existing...
Persistent link: https://www.econbiz.de/10005861521
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When are Employers Interested in Electronic Performance Monitoring? Results from a Factorial Survey Experiment
Wieser, Luisa; Abraham, Martin; Schnabel, Claus; … - 2023
This paper examines what affects supervisors' considerations about (not) using monitoring technologies to keep track of their subordinates and their work performance. Following a cost-benefit calculus approach we hypothesize that employers weigh costs and benefits of monitoring their...
Persistent link: https://www.econbiz.de/10014349913
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Atypical Work and Employment Continuity
Addison, John T. - 2009
Atypical employment arrangements such as agency temporary work and contracting have long been criticized as offering more precarious and unstable work than regular employment. Using data from two datasets - the CAEAS and the NLSY79 - we determine whether workers who take such jobs rather than...
Persistent link: https://www.econbiz.de/10012764236
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Teacher Preferences, Working Conditions, and Compensation Structure
Johnston, Andrew C. - 2020
Improving schools depends on attracting high-caliber teachers and increasing retention, both made possible by appealing to teacher preferences. I deploy a discrete-choice experiment in a setting where teachers have reason to reveal their preferences. There are three main findings: (1) I...
Persistent link: https://www.econbiz.de/10012837321
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What Makes Work Meaningful and Why Economists Should Care About it
Nikolova, Milena - 2020
relatedness as preconditions for motivation, we are the first to explore the determinants of work meaningfulness. Specifically …
Persistent link: https://www.econbiz.de/10012837901
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Do Women Shy Away from Public Speaking? A Field Experiment
De Paola, Maria - 2020
Public speaking is an important skill for career prospects and for leadership positions, but many people tend to avoid it because it generates anxiety. We run a field experiment to analyze whether in an incentivized setting men and women show differences in their willingness to speak in public....
Persistent link: https://www.econbiz.de/10012840900
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Employee Identification and Wages : On the Economics of "Affective Commitment"
Kampkötter, Patrick - 2020
We study the role of employees' identification to the employer for wage growth. We first show in a formal model that identification implies countervailing effects: Employees with higher identification are more valuable as they exert higher efforts, but have weaker bargaining positions, and less...
Persistent link: https://www.econbiz.de/10012824439