员工满意度监测及其在管理决策中的应用研究

员工满意度监测是现代人力资源管理的重要内容。通过确定员工满意度的监测维度、设计员工满意度监测的科学程序,并注重监测结果的实际应用,达到企业生产率和员工满意度的双重提高。     

Productivity dispersion: A case study

This paper studies productivity dispersion in a retail chain. We find that productivity is highly dispersed between the branches. Furthermore, productivity rankings are quite persistent. Accounting for employee skills and human resource management decreases the productivity dispersion only slightly. The results suggest that productivity dispersion is “real”.     

When Do Employees Leave Their Job for Entrepreneurship?*

Existing firms are argued to be an important source of new entrepreneurs. Yet, relatively little is known about the characteristics of firms that breed new entrepreneurs. We use a large linked employee–employer dataset to trace and characterize the types of firms which generate new entrepreneurs in Finland. We find that such transitions are rare and that smaller firms spawn new entrepreneurs more frequently than larger firms. We also find that firms' R&D intensity and, to a lesser extent, their productivity are negatively related to the probability that employees transit into entrepreneurship. These results are robust to controlling for a number of employee and employer attributes.     

Malmquist indices of productivity change in Portuguese banking: The deregulation period

This paper will evaluate productivity change in Portuguese banking using the Malmquist productivity index. The results show that between 1990 and 1997, banks in Portugal witnessed increased productivity and strong technological progress. Both small and large banks experienced higher productivity and technological change scores, while mid-sized institutions are putting more effort into catching-up policies. Rural banks have experienced strong productivity growth and are catching up with the best practices but lower levels of technological change. Urban banks show higher productivity growth and technological change levels. Government-owned banks have experienced lower levels of productivity change. Finally, the asset per employee ratio shows a positive correlation with the productivity scores, suggesting that this simple index is a good proxy for productivity.     

Ascertaining the effects of employee bonus plans

The effect of employee bonus plans may be difficult to ascertain empirically if the size of bonus is not large enough in magnitude compared to base salary. This study makes use of data from Taiwan where employee bonus payments are not only mandated by law but are quite often several times a typical employee's annual base salary. The use of this unique data allows one to empirically observe interesting relationships difficult to ascertain from traditional datasets. Evidence is found that the performance of bonus-paying firms is related to the size of bonuses paid, both before and after analysis, and across industries. In general, evidence seems to indicate that bonus-paying firms tend to achieve higher productivity, better cost control and asset utilization, and share price returns. However, there may be evidence that marginal returns to employee bonuses are decreasing, reflecting the use of bonuses as substitutes for cash pay in order to attract employees in short supply. These results can serve as useful benchmarks for future studies.     

EMPLOYEE PARTICIPATION: AN EVALUATION OF LABOR POLICY ALTERNATIVES

This paper reviews the theoretical and empirical literature on employee participation (EP) and the legal status of EP programs. The effect of EP on firm performance theoretically is indeterminate. However, properly implemented, EP can increase productivity and advance employee interests. Read literally, the National Labor Relations Act's (NLRA) prohibition of company-dominated unions prohibits EP in nonunion workplaces. This paper critiques four proposals to amend the NLRA based on the EP literature. EP is most likely to increase productivity if employees receive decision-making power. Two policies would accomplish this: (i) government mandated employee participation committees or (ii) increased legal protection of unions. The latter policy promotes power-sharing in a voluntary system. A third approach, abolishing the prohibition of company-dominated unions without otherwise changing labor laws, would encourage all forms of EP and union decline .     

How shirking can help productivity: A critique of Carlin and the “Shirking as Harm” theory

Paul Carlin's article on shirking (Journal of Behavioral Economics, 18[2], 1989) continues a tradition of assuming that shirking, which is defined as a minor form of improper behavior, is a form of employee behavior that is always counterproductive. In this note, the author argues that tolerance of selective shirking must be understood as both an employee benefit that may be less costly than higher wages and as a mechanism for actually increasing productivity.     

Concentration and Inefficiency in the Defense Sector: Policy Options

This article, which is a part of a larger comprehensive study of the effects of employee ownership and worker participation on productivity in the United States, focuses on and documents the lack of worker participation in employee-owned firms [Rooney 1987]. It is estimated that more than 7,000 U.S. firms covering some 10 million employees have some degree of employee ownership [Rosen, Klein and Young 1986, p. 15]. By employee ownership, we simply mean that most of the employees own some shares of stock in the company in which they work. While most employee-owned firms have less than a majority ownership stake, several hundred U.S. firms are majority emp10yeeowned, and are the target of this study.     

员工创造力研究综述——基于岗位差异视角

对员工创造力的概念、测评方法进行了系统综述,分析与探讨了现今员工创造力研究领域中员工创造力概念、测评方式等方面存在的问题,指出对专业性(不同的专业知识、岗位差异)缺乏考虑是造成这些问题的主要原因,由此提出了具有专业性维度的员工创造力概念。     

The relationship between efficiency and profitability with respect to the size of firms: An empirical investigation for Austria

In this paper, an attempt is made to investigate the performance of Upper-Austrian firms by size class. Considering the six derived hypotheses, why small firms have a better performance measure, some of the hypothesis with respect to profitability and labour cost efficiency are confirmed. On average, the gross residual quota (profitability measure) of small firms is higher than the one of medium-sized and large firms. However, a similar result could not be found for the productivity development. Considering the influence of the firm size on the productivity measure, there is in three out of four cases no statistically significant influence at all and in one case the opposite result is obtained indicating the larger the firm, the higher is the productivity. In the case of labour cost efficiency, the hypothesis (the smaller the firm the lower the labour cost per employee) is clearly confirmed.     

员工敏捷行为研究：概念界定与量表开发

基于相关理论与文献,提出并界定了"员工敏捷行为"这一概念,同时严格按照Hinkin提出的量表开发程序,编制了员工敏捷行为的初始测量量表,采用探索性因子分析技术和验证性因子分析技术对初始量表进行了修订和验证.结果表明:员工敏捷行为是一单维度变量,所开发的包括10个题项的测量量表具有良好的信度和效度,为后续的深入研究奠定了基础.     

Second thoughts on the exporter productivity premium

Abstract Contrary to the prevailing interpretation, this paper shows that the central models of trade with heterogeneous firms ( Melitz 2003 ; Bernard et al. 2003 ) exhibit ambiguous predictions for the exporter productivity premium. This prospect arises because of differences between theoretical and empirical representations of firm productivity. Instead of marginal productivity, we examine in both models the theoretical equivalent of empirically observable productivity (value‐added per employee). Given the presence of fixed export costs or heterogeneous mark‐ups and trade costs, the observable productivity of exporters in proximity to the export‐indifferent firm turns out to be lower than that of non‐exporters; that is, the productivity distributions overlap. The paper reviews empirical literature that reports non‐positive exporter productivity premia in firm‐level data and discusses implications for empirical research on exporter performance, including learning and the role of non‐parametric regressions (stochastic dominance, quantile regressions), fixed costs, and productivity distributions.     

The Impact of Company Human Resource Policies on Social Skills: Implications for Training Sponsorship, Quit Rates and Efficiency Wages

The concept of a firm's human capital is reconsidered to include both the technical and the social skills of its workforce. Technical skills are defined by the ability to turn inputs into outputs, and measured by the productivity of unit labour effort. Social skills are defined by the propensity to behave in a manner conducive to the firm's objectives. In other words, social skills are constituted as the norm of effort contribution to which an individual assents, and are measured by observed motivation and behaviour. The existence for firms of a labour management function is proposed and supported, relating social skills to human resource policies. Implications for the labour market are that: (i) firms pay for general training and, at the same time, wages do not necessarily increase with training; (ii) human capital acquisition may not lead to an increase in quitting, even controlling for wages; (iii) human resource policies substitute for efficiency wages or for employee monitoring; and (iv) economies with high organisational commitment have low equilibrium unemployment rates.     

Computers And Productivity In France: Some Evidence

In this paper, we make a first attempt to explore the relationship between computer use and productivity in French manufacturing and services industries. We match information on computer utilization in the work place collected at the employee level in the years 1987,1991 and 1993, with information on firm productivity, capital intensity and average wage available at the firm level. Being based on the answers of very few interviewed employees (only one for 75% of the firms in our samples), our measure of firm computer use is subject to important sampling errors, and hence our estimates of computer impacts are largely affected by random errors in variables downward biases. Nonetheless we find coherent and persuasive evidence that the computer impacts on productivity are indeed positive and that the returns to the firm should at least be in the same range as the returns to the other types of capital. We also show that the sampling errors in measurement biases can be assessed, and we make the general point that econometric studies of the firm can be effectively and substantially enriched by using information collected from workers, even if very few of them are surveyed per firm.     

组织变革背景下员工建言行为的结构模型——基于成就动机的理论视角

从组织变革背景出发，采用半结构化深度访谈、开放式问卷和现场调查等方法，在借鉴国内外相关研究结论的基础上，基于成就动机的理论视角，通过对281名被试的调查，对组织变革背景下员工建言行为的层次结构模型进行探索。探索性因素分析结果显示，员工建言行为是一个两维结构概念，包括趋向型建言和规避型建言，验证性因素分析可以验证该结构的稳健性。     

Channels of restructuring in privatized Czech companies1

The main contribution of this paper to the literature on restructuring in the transition economies of Central and Eastern Europe is the analysis of productivity‐growth effects for different channels of restructuring. It examines a panel of 737 voucher‐privatized Czech companies in the first years after the transfer of ownership (between 1993 and 1998). The results indicate that asset sales and employee incentives serve as restructuring channels through which productivity of the privatized companies increases. The analysis also indicates that capital expenditures, labour shedding and CEO replacements are not significantly correlated to productivity growth. Furthermore, the analysis suggests that the availability of bank loans is positively associated with productivity growth, but not for less profitable firms. This provides some evidence in support of soft budget constraints accommodated via bank lending.     

Innovation,competition and productivity

We investigate the drivers of firm‐level productivity in catching‐up economies by jointly estimating its relationship to innovation and competition using data from the EBRD‐WB Business Environment and Enterprise Performance Survey (BEEPS) in Eastern Europe and Central Asia. The findings confirm an inverted‐U shaped impact of competition on R&D. Both competition and innovation have a simultaneous positive effect on labour productivity in terms of either sales or value added per employee, as does a high share of university graduates and foreign ownership. Further positive impacts come from firm size, exports or population density. Innovation and foreign ownership appear to be the strongest drivers of multifactor productivity.     

Learning the master's trade: Apprenticeship and human capital in Ghana

This paper explores the institution of apprenticeship in Ghana. A model is presented where apprenticeship training is idiosyncratic, increasing an individual's productivity in the current firm, but not in any other firm. Still, individuals are willing to fund apprenticeships as they can reap the returns to the specific training of apprenticeship if they manage to acquire the capital required to start their own firms, and replicate the technology and business practice of the apprenticeship firm. Predictions of the model for the productivity and remuneration of different workers are developed and tested using both a linked employer–employee survey of manufacturing firms and a national household survey.     

DOES WAGE DISPERSION MAKE ALL FIRMS PRODUCTIVE?

This article puts the relationship between wage dispersion and firm productivity to an updated test, taking advantage of access to detailed Belgian linked employer–employee panel data. Controlling for simultaneity issues, time‐invariant workplace characteristics and dynamics in the adjustment process of productivity, empirical results reveal the existence of a positive impact from conditional intra‐firm wage dispersion to firm productivity (measured by the average value added per hour worked), which however decreases for higher dispersion levels. Findings thus suggest that the incentive effect of wage dispersion, predicted for instance by the ‘tournament’ model, dominates ‘fairness’ and/or ‘sabotage’ considerations. Further results reveal that the influence of wage dispersion on firm productivity is stronger among firms with a larger proportion of highly skilled workers but does not depend on whether wages are collectively renegotiated at the firm level.     

The influence of potential on wages and effort

We investigate how employee potential influences wage offers and effort exertion in a gift exchange experiment. In particular, we test if gift exchange based on a commonly accepted norm for wage differentiation can emerge in a setting where the wage demands of agents are heterogeneous. We also analyse how communication by principals responds to the unequal wage demands and how it influences agents’ decisions about working effort in the presence of varying degrees of bargaining power. We find that differences in productivity and the resulting entitlements lead to differentiation in wages. High productivity agents are offered substantially higher wages than low productivity agents. Results from a control experiment suggest that a large part of this wage markup is related to the future productivity potential of high performers. At the same time, unequal wage schemes do not substantially crowd out effort exertion: we observe no strong detrimental effects from disadvantageous relative wage positions. Certain communication patterns significantly influence effort exertion.