Worker Control and Workplace Learning: Expansion of the Job Demand-Control Model

This paper uses a sub-sample ( N  = 5,800) of a unique data set on work and lifelong learning to develop the learning dimension of the Job Demand-Control model ( Administrative Science Quarterly [1979] 24:285 ). The model is expanded by including three distinct learning behaviors to allow for a complete assessment of workplace learning. Worker control is also expanded to include often confounded dimensions of Social and Technical Control. The results confirm that different types of learning are related to different determinants and that Social and Technical Control are key factors in learning participation.     

Group Consumption and Product Diversity: The Case of Smoking Bans

I study product diversity in the presence of search costs and groups of consumers. Groups with heterogeneous tastes create a leverage effect on competition: a large majority of firms may end up offering a product that corresponds to the taste of the minority. I illustrate this idea with smoking bans in bars and restaurants. When the first nonsmoking restaurants opened, there were few of them with little competition and high market power on nonsmokers. By extracting a large surplus from nonsmokers, nonsmoking restaurants became unattractive to other groups, while smoking restaurants were plenty and competitive, attracting both smokers and mixed groups.     

Worker Control as a Facilitator in the Match between Education and Jobs

This article examines the relationship between worker control and subjective underemployment among workers who have more education than is needed for entry into their jobs (credential underemployment). Results indicate that social and technical controls are related to a greater sense of education–job matching. Workers who have credential underemployment are less likely to report subjective underemployment (underutilization and lack of fit between education and job) if they have higher levels of workplace control. This article contains implications for job design and the role of employers and managers in fostering the utilization of their workforces.     

浅谈国有企业人工成本的管理与控制

本文通过对企业人工成本管理存在问题的剖析,提出了企业人工成本管理与控制的途径。     

美国建材绿色包装对城市环境的保护

本文通过对美国建材的绿色包装及建材相关的绿色化分析研究。得出了建材包装对环保的重要性。建材包装是制约城市环境的重要因素。     

Worker hazard communications: The regulatory framework

Material Safety Data Sheets (MSDS) are a key element in the communication of chemical hazards in the workplace. Their use has grown far faster than earlier anticipated. This paper describes aspects of the regulatory requirements in the United States, in Canada, and in Europe. Some concern is expressed that the length and complexity of some of the data sheets currently being published may be deleterious to the original intent.     

地方经济发展对环境的影响及治理措施

随着中国城市化进程的推进,城市化所带来的一系列环境问题日益突出,而且已影响到中国经济和社会的可持续发展。环境的恶化不但直接影响着我国人民的生活质量,还制约着我国社会经济的协调发展。综合运用法律、经济等措施才能使城市环境污染得以治理。     

Worker Participation and Firm Performance: Evidence from Germany and Britain

The Freeman–Lazear works council/worker involvement model is assessed over two distinct industrial relations regimes. In non-union British establishments our measures of employee involvement are associated with improved economic performance, whereas for unionized plants negative results are detected. The suggestion is that local distributive bargaining can cause the wrong level of worker involvement to be chosen. Also consistent with the model is our finding that mandatory works councils do not impair, and may even improve, the performance of larger German establishments. Yet smaller plants with works councils under-perform, illustrating the problem of tailoring mandates to fit heterogeneous populations.     

Advertising Bans, Monopoly, and Alcohol Demand: Testing for Substitution Effects using State Panel Data

Using a panel of 45 states for the period 1982–1997,this study analyzes the importance of severalrestrictive alcohol regulations, including advertising bans for billboards, bans of price advertising, state monopoly control of retail stores, and changes in the minimum legal drinking age. In contrast to previous research, the study allows for substitution among beverages as a response to a regulation that targets a specific beverage. A restrictive law that applies only to one beverage (or one form of advertising) can result in substitution toward other beverages (or non-banned media). Allowing for substitution means that the net effect on total alcohol consumption is uncertain, and must be determined empirically. The empirical results demonstrate that monopoly control of spirits reduces consumption of that beverage, and increases consumption of wine. The effect on beer is positive, but is not statistically significant. The net effect on total alcohol is significantly negative. Higher minimum legal drinking age laws have negative effects on beverage and total alcohol consumption. Bans of advertising do not reduce total alcohol consumption, which partly reflects substitution effects. The study thus demonstrates the possible unintended consequences of restrictive alcohol regulations.     

Internal Labor Markets and Worker Quits

This article uses establishment-level data to explore the impact of internal labor markets on worker quits. Quits are lower where job ladders are long, pay growth from the bottom to the top of job ladders is high, and seniority is used as a criterion for promotion. Using a system of internal promotion without a commitment to seniority is associated with higher worker quits. These results hold true even when controlling for the specific human capital skills of workers, suggesting that personnel factors other than specific training are responsible both for the existence of internal labor markets and for the impact of internal labor markets on worker quits.     

Workplace Transformation and Worker Upskilling: The Perspective of Individual Workers

How common is workplace transformation in the American economy? What are its implications for work force skill requirements and training investments? The existing literature addressing these questions is based on firm-reported survey data. Using new data available in the 1993 wave of the National Longitudinal Survey of Youth (NLSY), this article examines the same questions from the perspective of individual workers. Our empirical results suggest that workplace transformation is commonplace. Fully 40 percent of private-sector workers surveyed report that in the space of just one year, a change occurred at work that required them to learn new job skills. About 23 percent of all respondents reported experiencing a workplace change we term anorganizational transformation. Incidence of formal training is positively related to indicators of organizational transformation, but the effect of these indicators is found to be sensitive to the inclusion of other important workplace change variables (namely, new products, new equipment, and new government regulations). While we expected to find strong positive relationships with product development and physical capital investment, government regulation has a surprisingly large impact on formal training.     

Worker Pay Protection: Implications for Labor's Political Spending and Voice

Labor's participation in politics requires money. Within legal restrictions, unions use compulsory dues to pay for much of their involvement. Such usage has continually raised controversy, leading to a host of U.S. Supreme Court decisions to give nonmember dues-payers the right to object to union political spending. We examine the current legal framework and are the first to report comprehensive data on union political spending financed from dues. We estimate the potential impact of a national worker paycheck protection law on labor's political spending. With the potential to reduce money available to finance union involvement in politics, such a law may lessen the ability of labor to have its voice heard by lawmakers, especially in the face of shrinking density in the workforce. The importance of this is demonstrated by the large role unions played in the 2008 congressional and presidential elections. Despite Democratic victories in that historic year, paycheck protection is likely to loom large, fueled by efforts to enact the Employee Free Choice Act.     

Labour Market Regimes and Worker Recruitment and Retention in the European Union: Plant Comparisons

We analyse worker recruitment and retention outcomes, contrasting production worker skill profiles in the UK subsidiaries of five multinationals with, in each case, a matched plant in another EU state. From personnel records we build up plant distributions of worker pay, age, schooling, prior experience and tenure. We find evidence of local management discretion, with differences in unit labour costs and in recruitment/retention outcomes between the matched subsidiaries. UK plants have a 'hire and fire' environment and a less skilled worker mix. Such outcomes can be linked to the UK's lower labour costs and less regulated labour market.     

Family-Friendly Practices and Worker Representation in Germany

The determinants of three employer-provided family-friendly work practices are estimated for German establishments. The presence of a works council stands as a positive determinant of all three practices. When works councils exist in the presence of collective bargaining, their influence tends to reflect the demographics of the workplace. The role of the works council becomes larger when the share of women increases and the share of part-timers decreases. We suggest this is consistent with the voice role of works councils.