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Workplace Performance, Worker Commitment and Loyalty
Brown, Sarah - 2011
Using matched employer-employee level data drawn from the 2004 UK Workplace and Employee Relations Survey, we explore the determinants of a measure of worker commitment and loyalty (CLI) and whether CLI influences workplace performance. Factors influencing employee commitment and loyalty include...
Persistent link: https://www.econbiz.de/10013130796
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I Can't Get No Satisfaction : The Power of Perceived Differences in Employee Retention and Turnover
Gevrek, Deniz - 2017
This study explores the role of salary raises and the perception of employees of these salary raises on employees' intended retention and turnover. By using a unique survey data set from an American university, this study investigates a novel hypothesis that faculty perceptions of salary raises,...
Persistent link: https://www.econbiz.de/10012962268
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Climbing the Ladders of Job Satisfaction and Employees' Organizational Commitment : A Semi-Nonparametric Approach
Vieira, Jose - 2019
Researchers and human resource practitioners are nearly unanimous that satisfied and committed employees can play a major positive role in business performance. There is, however, a need for further evidence on what determines satisfaction at the workplace and how it can be promoted. In other...
Persistent link: https://www.econbiz.de/10012858500
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Job Satisfaction and Employee Turnover : A Firm-Level Perspective
Frederiksen, Anders - 2015
In this paper, I study an employment situation where the employer and the employees cooperate about the implementation of a job satisfaction survey. Cooperation is valuable because it improves the firm's ability to predict employee quits, but it is only an equilibrium outcome because the...
Persistent link: https://www.econbiz.de/10013016197
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Working Conditions and Job Satisfaction of China's New Generation of Migrant Workers : Evidence from an Inland City
Wang, Huashu - 2013
China is experiencing notable changes in rural-urban migration. Young, more educated migrants with different attitudes … in medium and small size cities, often located in western and central China. Understanding the characteristics and … inland China.The purpose of this paper is to provide insights into the characteristics, working conditions and job attitudes …
Persistent link: https://www.econbiz.de/10013081801
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Job Satisfaction and the Labor Market Institutions in Urban China
Heywood, John S. - 2014
The determinants of worker job satisfaction are estimated using a representative survey of three major cities in China …
Persistent link: https://www.econbiz.de/10013071041
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What Chinese Workers Value : An Analysis of Job Satisfaction, Job Expectations, and Labor Turnover in China
Nie, Peng - 2017
This study uses data from the 2012 China Labor Force Dynamics Survey and 2010–2012 China Family Panel Studies to … satisfaction and job change, an observation we attribute to China's unique Confucian-based work ethic …
Persistent link: https://www.econbiz.de/10012948608
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Wages or Fringes? Some Evidence on Trade-Offs and Sorting
Eriksson, Tor - 2010
The two key predictions of hedonic wage theory are that there is a trade-off between wages and nonmonetary rewards and that the latter can be used as a sorting device by firms to attract and retain the kind of employees they desire. Empirical analysis of these topics are scarce as they require...
Persistent link: https://www.econbiz.de/10013136028
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Management Practices, Worker Commitment, and Workplace Representation
Addison, John T. - 2020
Using multilevel mixed effects ordered logistic models, this paper conducts an original investigation of the new management as a technology approach for all EU nations in a framework that explicitly recognizes worker representation while incorporating the notion of affective commitment. It is...
Persistent link: https://www.econbiz.de/10012833232
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Recruitment, Effort, and Retention Effects of Performance Contracts for Civil Servants : Experimental Evidence from Rwandan Primary Schools
Leaver, Clare - 2020
This paper reports on a two-tiered experiment designed to separately identify the selection and effort margins of pay-for-performance (P4P). At the recruitment stage, teacher labor markets were randomly assigned to a pay- for-percentile or fixed-wage contract. Once recruits were placed, an...
Persistent link: https://www.econbiz.de/10012822864