The “Good Cause Norm” in Employment Relations: Empirical Evidence and Policy Implications

Critics of the American employment at-will doctrine have argued that it should be abandoned because it is at odds with a societal level norm that employees should only be discharged for good reasons (the good cause norm). This paper examines the extent to which there is conceptual and empirical support for the existence of such a norm. Theoretical perspectives supporting the norms existence are discussed and integrated, and an interdisciplinary review of relevant research is provided. In light of the support that is found for the existence of a good cause norm in the American workplace, it is proposed that the current employment at-will default rule be changed to a waivable employee right to be discharged for good cause only.     

Employee Perceptions of Award and Incentive Programs

Abstract

Employee award and incentive programs have become standard practice in the business world and in many nonprofit organizations. A study was conducted to measure employee beliefs about meeting management's objectives and employee satisfaction with award/incentive programs. It was found that employee motivation-in terms of liking awards, willingness to encourage others, and willingness to work hard for awards-was the most important factor contributing to employee satisfaction with the programs and employee perception that management's objectives were satisfied by these programs.     

Extending the scope of hotel client reactions to employee injustice: Hotel employer reviews on the Internet

Third-party literature is concerned about the way others perceive what happens in organizations. When dealing with the perceived justice of the employer-employee relationship, it has mainly adopted an on-site approach. The scarce research focusing on the consequences of perceived justice for client variables in hotels has shown that it can impact client loyalty. In this study, we adopt an on-line view, and we analyze how the comments posted by hotel employees on the Internet about their work conditions influence guest perceptions. This topic is relevant because it is well known that clients’ perceptions influence client satisfaction, WOM and revisit intentions. Through an experiment based on real hotel employer reviews, results confirm that these comments have an impact on the organizational image dimension of service quality, hotel clients’ satisfaction, WOM, and revisit intentions. Thus, as occurs with client eWOM, hotel managers should be aware of these comments and manage them appropriately.     

激励对员工工作的影响研究——基于两种激励理论的探讨

人作为生产活动的主体，往往根据自身需求是否得到满足来决定其工作态度，迫使许多企业和学者对激励进行研究，由此诞生了很多激励理论，其中需求层次理论以人的需求层次来划分人们的不同需求，双因素理论以保健因素和激励因素的划分来分析人们的需求，这两种理论之间相互联系，一个针对人的需要和动机，一个针对满足这些需要的目标和诱因，两者结合起来运用才能够更好、更有效地激励人们。     

The impact of corporate governance on employment relations in South Korea: the shareholder versus stakeholder perspectives

This study empirically examined the impact of corporate governance on employment relations outcomes utilizing a comprehensive data set drawn from 214 Korean firms. The study contrasted the stakeholder and shareholder perspectives of corporate governance in investigating the impact of corporate governance on employment relations outcomes. The results showed that the stakeholder corporate governance orientation (as compared to the shareholder orientation) had positive relationships with education/training expense, the level of average employee tenure and industrial relations climate, and had a negative association with number of strikes. Overall, the results implied that the stakeholder orientation of firms led to more beneficial effects for employees and more consensual relations with labor unions than the shareholder orientation did.     

Supplements and Complements to the Current Employee Representation System in the United States

Employee representation is an important aspect of the employment relationship. In some countries (e.g., Germany), the government mandates employee representation. In other countries (e.g., the Commonwealth), employers voluntarily recognize employee representatives. In the United States, employees must earn their right to be represented in a certification process that results in collective bargaining. With the significant reduction of union membership in the United States, this representation model is in decline. Other forms of participation have not picked up the slack. Hence, there remains a significant representation gap. In this paper, I describe and analyze several solutions to the representation gap. Both unorganized and organized forms of employee representation are considered.     

外资并购国有企业中的职工安置问题研究

长期以来,由于中国采取低工资、高就业的政策,再加上国有企业的高福利政策,更是使得职工不愿随意离去。这种情况,往往使企业在兼并的过程中,受到职工大力的反对而作罢。而政府也希望能够保障职工的权益,避免造成社会问题,于是颁布了一些关于职工安置的法规,并在确定资产转让价格时要考虑这一因素。但这成本的增加,却会使得兼并方却步,也不容易达成兼并的目标。该如何平衡这两者,最好的方式还是尽快建立社会保障制度,并且彻底的实施,才能达到双赢的局面。     

Research on the institution of China construction employee based on relation theory

Based on the theory that the management is about dynamic ＂relations＂, this paper analyzes the relationship between the construction industry and the ＂peasant laborer＂ in different stages, different contents and different aspects. It establishes the three-dimensional model for these relations and points out that a good relationship between the construction enterprise and the construction employees in this crucial time of construction industry is a very crucial link of the achievements, as well as the well-being of the construction enterprises.     

浅议地勘单位实施企业化改革过程中的职工队伍建设

地勘单位实施企业化改革，必须加强职工队伍建设，要针对存在的问题，深化三项制度改革；加强人才培养和引进，提高职工综合素质；加强市场观念意识的培育；实施企业文化建设工程。     

Challenges to employment at will: A survey of the natural gas transmission industry

The natural gas transmission industry, once paternalistic towards its employees, is feeling the effects of challenges to the doctrine of employment at will, and is responding with policies that will increase managerial prerogatives. This article approaches the issue from the points of view both of law and of economics, and includes a survey of pipeline managers who must develop viable work rules in an environment of increasing expectations of employee rights and tightening market competition.