Does contingent pay encourage positive employee attitudes and intensify work?

This article explores the relationships between three dimensions of contingent pay – performance‐related pay, profit‐related pay and employee share‐ownership – and positive employee attitudes (job satisfaction, employee commitment and trust in management). The article also examines a conflicting argument that contingent pay may intensify work, and this can detract from its positive impact on employee attitudes. Of the three contingent pay dimensions, only performance‐related pay had direct positive relationships with all three employee attitudes. Profit‐related pay and employee share‐ownership had a mix of negative and no significant direct relationships with employee attitudes, but profit‐related pay showed U‐shaped curvilinear relationships with all three employee attitudes. The results also indicated that performance‐related pay is associated with work intensification, and this offsets some of its positive impact on employee attitudes.     

Understanding employee preferences for investing in employer stock: evidence from France

In this article, we broaden the focus of existing research on employee stock purchase plans by analysing employee preferences for investing in employer stock as a construct distinct from actual investment behaviour. In our analysis of original survey data in a sample of 900 employees in four French companies, we find that employee preferences are influenced by two common cognitive heuristics (representativeness and familiarity), organisational commitment, the perceived quality of corporate communications about these plans and perceived managerial commitment to employee ownership. We did not find, however, that risk aversion, turnover intentions or perceived employee involvement in decision making influenced preferences for investing in employer stock. Our findings have both theoretical and practical implications for understanding and operating these types of employee benefit plans, which are becoming more common across the globe.     

浅析如何做好大三学生辅导员

高校辅导员伴随学生生活的各个阶段,既是高校思想工作的骨干力量,又是大学生健康成长的指导者和引路人。本文通过论述大三学生个人发展分化突出、专业发展差异明显以及心理脆弱等特点,指出为了更好地开展学生工作,为了学生健康成长,大三辅导员老师应该具有奉献精神,关爱学生;应该严于律己,保持积极向上的心态;同时应该与时俱进,培养学生核心价值取向。     

All of work? All of life? Reconceptualising work‐life balance for the 21st century

This paper argues that the study of work‐life balance to date has, in the main, adopted a restricted conception of both “work” and “life”, which does not take account of recent developments in life worlds, working arrangements and employment relationships. “Life” has hitherto been viewed as largely comprising caring activities for dependent children, whereas “work” has been premised largely on a traditional model of work, characterised by full‐time, permanent employment with one employer and a conventional understanding of what work involves. This means that extant research and theory only provides a partial view of the work‐life needs and experiences of the workforce. In the paper, we propose extending conceptions of both work and life to incorporate different life worlds and social groups and different working arrangements and employment relationships.     

Institutions and Work Incentives in Collective Farming in Maoist China

This paper challenges the conventional wisdom that assumes widespread shirking and inefficiency in agricultural production under the collective system in Maoist China, and attributes these problems to egalitarianism in labour remuneration and difficulties in labour supervision. Drawing on interviews with 131 former production team members from 16 provinces, this paper re‐examines the issue of work incentives by placing it in a historical and social context in which formal institutions, such as the different forms of collective organization, income distribution and state extraction, as well as informal institutions, such as indigenous social networks, communal norms and collective sanction, interacted with non‐institutional factors, especially local geographical, demographic and ecological conditions, to constrain and motivate Chinese villagers participating in collective production. The complexity and fluidity of this context gave rise to a multiplicity of patterns of peasant behaviour in team farming, which accounts for the contrasting performances of rural collectives in different areas and periods.     

Market structure and rating strategies in credit rating markets – A dynamic model with matching of heterogeneous bond issuers and rating agencies

This paper investigates the impact of rating agencies in a market with asymmetric information. In particular, the role of credit rating agencies as an intermediary between investors and bond issuers is discussed. We model this setting in a dynamic framework in which both rating agencies and bond issuers are of heterogeneous quality. Rating agencies can apply costly research technology to reveal the fundamental nature of bond issuers and engage in rating smoothing. We show that rating smoothing can compensate for low research quality, even though it is accompanied by a quality deterioration in the rating market and market clustering. Moreover, low-quality bond issuers have a general tendency to match with low-quality rating agencies. If investors place a strong emphasis on the reputation of rating agencies, rating markets also tend to be strongly clustered.     

Crowdsourcing and work: individual factors and circumstances influencing employability

The development of a fast and reliable Internet, new technologies online payment systems, and changes in work structure that enable and demand flexible working patterns have driven a move to a new form of Internet‐enabled labour exchange called crowdsourcing. Evidence from an in‐depth qualitative study is presented, focusing on selected users' interactions and experiences of working on two UK‐based crowdsourcing platforms. The paper shows that workers engaged in this form of labour exchange need to deploy existing employability skills and networks to effectively meet the challenges, and take advantage of the opportunities, that crowdsourcing presents. Individual factors and circumstances emerge as paramount for workers' continued engagement in this form of employment. Using selected components from an employability framework, the findings suggest that crowdsourcing can offer new pathways to practising skills and enhancing employability for some workers.     

Knowledge management through the development of knowledge repositories: towards work degradation

This paper questions the consequences of the use of electronic knowledge repositories for work and employment. Drawing on critical research suggesting that knowledge management associated with such tools presents similarities to scientific management principles, it proposes to examine the following key research question: how do employees experience the transformation of the employment relationship when a knowledge repository is introduced to the workplace? The inquiry is grounded in an exploratory qualitative case study of a knowledge management system designed to foster knowledge‐sharing in a Belgian public administration. The findings illustrate two complementary outcomes: this system resulted in employees experiencing deskilling and work degradation, and was met with resistance. Significantly, this paper considers work degradation as a reflexive phenomenon in the context studied, where knowledge‐sharing systems produced deskilling and resistance as part of a specific re‐regulation process.     

‘I didn't feel like I was alone anymore’: evaluating self‐organised employee coping practices conducted via Facebook

The long‐term fracturing of the labour movement has led to increased attention to employee coping practices under new management practices and labour processes. However, the literature caters little for the recent rise of employees taking to social networking sites (SNSs), such as Facebook, to find ways to cope with the pressures of contemporary employment. To explore the self‐organised coping qualities of SNSs, interviews were conducted with front line workers, employed by a large anti‐trade union US retailer, who contribute to a self‐organised Facebook group set up as a place for fellow employees to deal with collective employment‐related problems. The main findings suggest employee self‐organised Facebook groups represent an important development and extension to the coping practices available to individual and groups of employees. The main implication of the findings is that Facebook groups appear to strengthen and widen the options for employee resilience in an age of continuing trade union retreat.