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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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Workplace Performance, Worker Commitment and Loyalty
Brown, Sarah - 2011
suggest that employers may be able to exert some influence over the commitment and loyalty of its workforce, which, in turn …
Persistent link: https://www.econbiz.de/10013130796
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Employee Trust and Workplace Performance
Brown, Sarah - 2014
We explore the relationship between employee trust of managers and workplace performance. We present a theoretical … framework which serves to establish a link between employee trust and firm performance as well as to identify possible … whether the average level of employee trust within the workplace influences workplace performance. We exploit the 2004 and …
Persistent link: https://www.econbiz.de/10013051439
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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
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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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Types of Institutions and Well-Being of Self-Employed and Paid Employees in Europe
Fritsch, Michael - 2019
This paper analyzes the role of different types of institutions, such as entrepreneurship-facilitating entry conditions, labor market regulations, quality of government, and perception of corruption for individual well-being among self-employed and paid employed individuals. Well-being is...
Persistent link: https://www.econbiz.de/10012870145
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Monetary Rewards, Hierarchy Level and Working Hours as Drivers of Employees' Self-Evaluations
Grund, Christian; Soboll, Alexandra - 2023
In this study, we explore the relation between job characteristics and employees' self-evaluations of performance in comparison to their colleagues' performance. Making use of unique individual panel data of ten large firms in Germany's chemical industry, we focus on monetary rewards (bonus...
Persistent link: https://www.econbiz.de/10014345292
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What Do Workers Want? The Shortfall in Employee Participation at the European Workplace
Addison, John T. - 2018
. The latter results are robust to subsets of the data based on variations in trust between the parties and the perceived …
Persistent link: https://www.econbiz.de/10012919503
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Does Telework Stress Employees Out? A Study on Working at Home and Subjective Well-Being for Wage/Salary Workers
Song, Younghwan - 2018
Using data from the 2010, 2012, and 2013 American Time Use Survey Well-Being Modules, this paper examines how subjective well-being (SWB) varies between working at home and working in the workplace among wage/salary workers. Both OLS and individual fixed-effects models are employed for...
Persistent link: https://www.econbiz.de/10012906479