Worker directors and collective bargaining

Elizabeth Chell and Derek Cox report on some of their findings of a study into worker directors and collective bargaining which was carried out between 1976 and 1979 and funded by the Department of Employment. The research involved seven private sector companies which have some form of worker director system.     

河南工业化城镇化进程中农民工就业发展权实现的基本路径探析

河南农民工就业发展权实现如何,对于中原经济区建设和加快河南工业化城镇化进程来说至关重要。本文从增强实现农民工就业发展权的思想认识、强化农民工就业的制度保障、改进农民工就业的公共服务、提高农民工就业的能力水平、培育农民工就业服务的社会组织等方面,对实现河南农民工就业发展权的基本路径进行初探。     

Worker visibility and firms' retention policies

In the last two decades, the widespread use of web‐based social networks has led to a higher visibility of workers to the labor market. We theoretically and experimentally analyze the consequences of such increased labor market transparency for the efficiency of job assignments, the wages of workers, and firm profits. Our theoretical results show that higher visibility of workers increases the efficiency of job assignments, leads to a redistribution of income between workers of different ability, and increases overall surplus. Our experimental findings generally support the theoretical results with the exception that increased visibility leads to higher worker turnover such that surplus does not increase.     

高等学校政府拨款存在的矛盾和对策

对高等教育投入制度的研究是高等教育理论界、政府部门和高校共同关心的话题。文章通过回顾历史沿革,采用实证研究的方法,揭示教育资源在配置和使用过程中存在的现实问题,特别是关涉制度、体制和机制等方面问题,向政府和高校提出重新审视现有的拨款体制、改变现阶段结构性经费不足问题、重视预算管理等建议,从而既要确保政府拨款的科学性,提高财政资金的使用效益,用时又须充分发挥学校的自主办学权,促进高等院校健康、快速地发展。     

"上市"是一种责任

对一个企业来说,融资不是收入,而是一种负债、一种责任.所以上市公司要持续发展,必须在资本市场和产品市场上同时服务好投资者和消费者这两个"上帝".在资本市场上,上市公司必须努力创造尽可能多的财富,做好投资者关系管理,公平对待每一位投资者;在产品市场上,公司必须要赢得更多顾客的信赖,关注消费者等各利益相关者的利益,自觉履行相应的社会责任.     

社区工作者职业化探索

社区工作者是指专业从事社区工作,以社区工作为职业的人员,目前社区居民的文化素质、知识理念越高的要求,社区工作者文化水平、综合能力、知识结构要有更大的提高,要不断拓宽知识面,更新知识,补充技能,增长才干,使学有所成、用有所长、做有所为,满足社区居民的需求。现阶段的社区工作者更强调必须具有社区工作专业教育背景,以社区工作为职业。     

Worker support and union recognition in Britain

Phil Beaumont examines the influence of reported characteristics in Section 12 and reports on the likelihood of a union receiving an ACAS recommendation for recognition. The results suggest that the ACAS decision took account of more than simply the number of respondents favouring the union.     

New Data on Worker Self-administration

A bstract . The movement for worker participation in management has developed, in various places around the world, into various forms. In Yugoslavia it took the form of workers' councils half a century ago and now, as the country is attempting to solve its grave problems by moving away from centralized command planning to more limited command planning within a market economy , workers are seeking a decentralized approach emphasizing self-administration.     

Organizational Issues in Worker Ownership

Abstract . In the United States the issue of worker control is currently receiving increased attention. Nevertheless, before this view of work and the workplace can be successfully implemented, the standard (hierarchical) image of organizational order must be rethought. Communicative competence, as discussed by Jürgen Habermas, is offered as a theoretical alternative to social ontological realism for developing a workplace that is compatible with worker control. This theoretical shift is necessary to avoid organizational domination of the worker and to develop a workplace that embodies, instead of restricts, human action. For if human action does not orient the workplace, worker control does not exist.     

大学生责任意识及责任教育刍议

高校教育的内容之一就是要加强对大学生的责任教育,在高校的德育教育工作中,应该把对大学生的责任意识教育放在首位。本文针对大学生责任意识存在的问题进行了调查和分析,并提出了相应的对策和建议。     

Worker absenteeism and incentives: evidence from Italy

In Italy, employees are fully insured against earning losses due to illness. Since worker's health is not easily verifiable, absenteeism due to illness is considered an empirical proxy for employee shirking. The Bank of Italy Household Survey (SHIW) provides individual data on days of absence. Controlling for personal characteristics and potential determinants of health status and family responsibilities (age, gender, education, marital status, children at home), we show that the nature of employment contracts affects workers' incentives to provide effort: sickness absences, at least partially, hide opportunistic behaviours. The type of occupation and the labour contracts affects workers' behaviour in that more protected and difficult to monitor jobs show significantly higher levels of absenteeism: employees in public sector or in large firms, with permanent contracts or with longer tenure, individuals living in regions with low unemployment rates. Copyright © 2010 John Wiley & Sons, Ltd.     

Worker representation and the articulation of training needs

The focus of discussion about industrial democracy has shifted from worker directors to collective bargaining. This shift means that representatives will find themselves negotiating on relatively unfamiliar ground, with consequent implications for their training needs. Tom Schuller and Simon Henderson discuss certain issues identified in an SSRC-sponsored project on training for worker representatives.     

Workplace Performance,Worker Commitment,and Loyalty

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 age and gender, whilst workplace level characteristics of importance include human resource (HR) practices. With respect to the effects of employee commitment and loyalty upon the workplace, higher CLI is associated with enhanced workplace performance. Our findings that workplace HRs influence CLI suggest that employers may be able to exert some influence over the commitment and loyalty of its workforce, which, in turn, may affect workplace performance.     

Worker involvement in implementing new technology

The purpose of this paper is to explore the importance of worker involvement in the implementation of new technology. While academicians have long called for greater worker involvement in the change process, in practice it seems that organizations resist such involvement to any great degree. The review of the literature presented here suggests that worker involvement is even more critical in implementing new technology as such involvement not only results in less resistance to technological change but, more importantly, greater support and commitment from workers for technological change. This commitment from workers is necessary if new technology is to be successfully implemented.