工作设计革命:工作重塑的研究进展及展望

工作重塑完善了传统工作设计理论与操作流程,这一概念认为工作设计不应只是由组织管理者主导,不应只是采取自上而下式的设计模式.员工也应是工作设计的参与者,他们推动工作设计进行自下而上的变革,将自身兴趣、偏好和能力等与工作相结合,发掘工作意义、工作认同和幸福感.作者通过相关文献梳理,总结和评析了工作重塑的原理、驱动因素、影响机制及结果等,探讨了该领域的未来研究方向.研究认为,随着员工知识水平及自我意识觉醒,组织不仅要深入了解员工的工作重塑行为,更要积极推动工作设计革命,引导和支持员工进行工作重塑,以提高其工作积极性、主动性和创造力,提升组织竞争力.     

Production in incomplete markets: Expectations matter for political stability

In the present paper we study voting-based corporate control in a general equilibrium model with incomplete financial markets. Since voting takes place in a multi-dimensional setting, super-majority rules are needed to ensure existence of equilibrium. In a linear–quadratic setup we show that the endogenization of voting weights (given by portfolio holdings) can give rise to – through self-fulfilling expectations – dramatical political instability, i.e. Condorcet cycles of length two even for very high majority rules.     

Build Coalitions to Fit: Autonomy Expectations,Competence Mobilization,and Job Crafting

Job crafting offers several beneficial organizational outcomes, yet little is known about what makes employees engage in it. In particular, the role of leaders in influencing their subordinates to engage in job crafting has been insufficiently studied. Drawing on role theory, we suggest that the congruence of leader‐subordinate autonomy expectations nurtures subordinates’ experiences of having their competences adequately utilized in their jobs. This experience, which involves the competence mobilization of their work roles, subsequently fosters subordinates’ engagement in job‐crafting behavior. A two‐stage field study of 145 leader‐subordinate dyads using cross‐level polynomial regression and response surface analysis supported the (in)congruence hypotheses. The results also demonstrated that subordinates’ perceived competence mobilization mediates the relationship between autonomy expectation (in)congruence and job crafting. In addition, leader coalition as a moderator strengthens the effect of perceived competence mobilization as a psychological condition for job crafting. Implications for practice and future research are discussed. © 2016 Wiley Periodicals, Inc.     

Job Insecurity and the Difficulty of Regaining Employment: An Empirical Study of Unemployment Expectations

It is widely assumed that British workers have become more insecure over he last decade. This paper sets out to establish whether the popular assumption is correct. We examine changes in measures of workers' insecurity using direct measures of their unemployment expectations, using data colleted by the Social Change and Economic Life Initiative (SCELI) in 1986 and by the Skills Survey (SS) in 1997. The paper also investigates how closely subjective measures of insecurity are related to objective measures commonly used as proxies, and analyses how these expectations are determined. It finds that: i. In aggregate job insecurity, measured as the expected risk of job loss, has changed little, while the expected difficulty of regaining employment has fallen over the last decade. ii. Job insecurity has increased among non-manual workers, while it has fallen among non-manual workers, who were traditionally less secure in the first place. iii. Unemployment in the external labour market has a large impact onindividuals' expectations of unemployment and on their expectations of re-employment. vi. There is a strong positive association between a job being temporary and insecurity. It is valid, therefore, to see a possible problem of rising subjective insecurity if there is a rising proportion of temporary workers in the labour force. v. Job tenure and job insecurity follow a U-shaped relationship. vi. The fall in unemployment from 1986 to 1997 would have been predicted to induce a substantial fall in job insecurity, that this fall did not materialise suggests that there has been an upward shift in job nsecurity.     

Income convergence prospects in Europe: Assessing the role of human capital dynamics

We employ income projection models based on human capital dynamics in order to assess quantitatively the role that educational improvements are expected to play as a driver of future income convergence in Europe. We concentrate on income convergence dynamics between emerging economies in Central and Eastern Europe and Western European countries during the next 50 years. Our results indicate that improvements in human capital contribute significantly to the income convergence potential of European emerging economies. Using realistic scenarios, we quantify the effect that future human capital investment paths are expected to have in terms of speeding up the income convergence process in the region. The income projection exercise shows that the returns to education in terms of income convergence in Europe could be sizeable, although it may take relatively long for the poorer economies of the region to rip the growth benefits.     

Job insecurity,career opportunities,discrimination and turnover intention in post-apartheid South Africa: examples of informative hypothesis testing

The objective of this paper was to investigate differences in male employee experiences in the light of employment equity law and a strong affirmative action drive within present-day South African organizations. This research is important as it can substantiate or invalidate perspectives and beliefs surrounding employment equity issues. A cross-sectional design was used which consisted of a stratified random sample from five corporate organizations (N = 1000). Latent variable modeling with Bayesian estimation was implemented. This paper also demonstrated the use of informative hypothesis testing and subsequent Bayes factors to directly compare the informative hypotheses, in order to show how much more likely one hypothesis is to be the correct hypothesis, compared to the other(s). The results revealed that non-designated (white male) employees experience more job insecurity than their designated (black male) counterparts, but this does not necessarily associate with more turnover intention. It was also found that when designated employees experience less career opportunities, they show more turnover intention. Furthermore, it was shown that designated employees perceive more discrimination, but that this does not associate with more turnover intention. The limitations and future research opportunities are discussed.     

“Your Job No Longer Exists!”: From Experiences of Alienation to Expectations of Resilience—A Phenomenological Study

We have entered the age of the contingent or temporary worker, the consultant and the subcontractor. Workers are expected to be pliable and tractable; to “fit in.” Being made redundant is also an area where modern workers are expected to be flexible and resilient. However, when these so-called “flexible” workers are told their job no longer exists, the accompanying sense of rejection and alienation can be excruciating. Stories of being made redundant were collected during an exploratory, qualitative study, using Heideggerian phenomenology as the methodological vehicle to capture the lived experiences of those affected. Focused, in-depth interviews were conducted with the ten respondents; nine men and one woman. The stories shared suggest that being made redundant is an alienating experience with respondents sharing feelings of powerlessness, shock, betrayal, shame and social isolation. Unfortunately, those having experienced redundancy were also not as resilient as is routinely assumed. They did not “bounce back” unchanged, but reported significant negative outcomes including fear for the future, underemployment, family disruptions and an erosion of trust. Recommendations are made orienting organisations towards a more human process of redundancy.     

Job hopping,earnings dynamics,and industrial agglomeration in the software publishing industry

This paper investigates the implications of industrial clustering for labor mobility and earnings dynamics in one large and increasingly important high-technology sector. Taking advantage of longitudinal employee-employer matched data, I exploit establishment-level variation in agglomeration to explore how clustering in the software publishing industry affects labor market outcomes. The results show that clustering makes it easier for workers to job hop within the sector. Higher earnings levels in more agglomerated areas are partly attributable to sorting across locations among workers and firms in the industry on the basis of observable and unobservable characteristics. Controlling for this heterogeneity, workers in clusters have relatively steep earnings-tenure profiles, accepting lower wages early in their careers in exchange for stronger earnings growth and higher wages later. These findings are consistent with theoretical models in which agglomeration improves labor market coordination and facilitates greater learning and human capital formation.     

Job hopping, earnings dynamics, and industrial agglomeration in the software publishing industry

This paper investigates the implications of industrial clustering for labor mobility and earnings dynamics in one large and increasingly important high-technology sector. Taking advantage of longitudinal employee-employer matched data, I exploit establishment-level variation in agglomeration to explore how clustering in the software publishing industry affects labor market outcomes. The results show that clustering makes it easier for workers to job hop within the sector. Higher earnings levels in more agglomerated areas are partly attributable to sorting across locations among workers and firms in the industry on the basis of observable and unobservable characteristics. Controlling for this heterogeneity, workers in clusters have relatively steep earnings-tenure profiles, accepting lower wages early in their careers in exchange for stronger earnings growth and higher wages later. These findings are consistent with theoretical models in which agglomeration improves labor market coordination and facilitates greater learning and human capital formation.     

外资银行2004:风景这边独好

中国内地市场:外资银行的心仪之地 　　如果我们用“风起云涌“这四个字来形容2003年的外资银行大陆抢滩,应该说是十分贴切的.因为无论是中国经济快速发展的强大吸引力,或是从已在中国开业的外资银行的业绩来说,中国的金融市场都是值得国外金融家们瞩目的地方.……     

Expectations and industry location: a discrete time dynamical analysis

The new economic geography (NEG) aims to explain long-term patterns in the spatial allocation of industrial activities. It stresses that endogenous economic processes may enlarge small historic differences leading to quite different regional patterns—history matters for the long-term geographical distribution of economic activities. A pivotal element is that productive factors move to another region whenever the anticipated remuneration is higher in that region. Given the long-term nature of NEG analyses and the crucial role of expectations, it is astonishing that most of the existing models assume only naïve or myopic expectations. However, a recent stream of the literature in behavioral and experimental economics shows that agents often use expectational heuristics, such as trend extrapolating and trend reverting rules. We introduce such expectations formation hypotheses into a NEG model formulated in discrete time. This modification leads to a system of two nonlinear difference equations (corresponding, in the language of dynamical systems theory, to a 2-dimensional piecewise smooth map) and thus enriches the possible dynamic patterns: with trend extrapolating (reverting) the symmetric equilibrium is less (more) stable; and it may lose stability only via a flip bifurcation (or also via a Neimark–Sacker bifurcation) giving rise to a period-doubling cascade (or also to quasi-periodic orbits). In both cases, complex behavior is possible; multistability, that is, the coexistence of locally stable equilibria, is pervasive; and border-collision bifurcations are also allowed. In this sense, our analysis corroborates some of the basic insights of the NEG.     

Imperfect Information and Consumer Inflation Expectations: Evidence from Microdata

This paper explores which factors trigger an adjustment in consumers’ inflation expectations and looks at the implications regarding forecast errors. We find support for imperfect information models, as inflation volatility and news trigger an adjustment in expectations. Furthermore, we document that individual expectations become more accurate if they have been adjusted.     

Danish flexicurity: preconditions and future prospects

This article argues that Danish flexicurity is preconditioned by craft unionism that has historically been predominant in the Danish trade union movement. It is furthermore argued that flexicurity was on the verge to disappear when it became famous in the early 2000s, although yet not completely dead.     

工作投入与工作卷入和工作狂的区分

工作投入(work engagement)是组织心理学家在最近引入的一个新概念,新的概念在最初被介绍的时候,总是要避免与已经存在的概念相重复。工作倦怠(burnout)的研究已经有30多年的历史了,是当前人们争相研究的热点,它     

National business systems research: Progress and prospects

The paper provides an overview of the development of the national business systems approach to the study of organizations. The first section outlines the approach taken to understanding national business systems and their relationship to organizations. It notes the creative tension which existed within the approach between ideal types of national systems and specific empirical studies which were more actor centred and concerned with change and process in institutions and organizations. The second section focuses on a series of concepts and debates which emerged from the growing interdisciplinary nature of the debate on comparative capitalisms. These debates have shifted the focus of discussion away from typologies and more towards issues of change and process and the interaction of national contexts and international processes. The third section illustrates this new focus through analysing the contribution of the national business systems approach to the study of multinationals and international institutions. It argues that the national business systems approach is central to understanding the interaction between organizations, national contexts and international flows of capital, labour, technology and knowledge and international rule systems for coordinating these flows.     

Job enlargement: Antidote to apathy

Job Enlargement, traditionally associated with diversifying job content in order to raise worker interest and commitment, is now being used to reduce costs as well. This survey reports on J.E. use in 210 firms.     

On Work and Authority: Issues in Job Enlargement, Job Enrichment, Worker Participation and Shared Authority

Abstract . Continued debate over the nature of work is adding to an existing vast literature in labor economics, business and personnel administration, industrial sociology and social psychology. Both theory and experience indicate that the authoritarian workplace results in social costs through reduced labor productivity and increased worker dissatisfaction. But progress toward shared authority and worker participation in the administration of the production process promises to be slow. Management generally preserves a legitimized authority, defending it with the misplaced rationale of elitism, i.e., the presumed functional superiority of managers. Unions will not press for shared authority, for to do so would undermine their basic and formal function of organizational restraint of managerial authority. Thus, while management and union logically protect their traditional roles, the worker and society are denied the potential benefits of basic changes in work and authority.