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1.
This paper presents a unified model of the impact on employment of a mandatory reduction in work hours in combination with an employment subsidy to reduce quasi-fixed costs of employment, while attempting to maintain worker's take-home pay or welfare level. Achieving the dual policy objectives of enhancing employment and maintaining worker income is not necessarily feasible. Nevertheless, a reduction in the legal workweek may induce a degree of downward wage flexibility, while an employment subsidy to firms accommodates downward wage rigidity. It may be possible, therefore, to increase employment with a policy that combines a reduction in the workweek with an employment subsidy. In general, however, the long run employment outcome is ambiguous, and a decline in output cannot be ruled out. More direct policy measures whose impact can be assessed with greater certainty—in particular, removing structural rigidities in the labor market—should be given priority to decrease long term unemployment. 相似文献
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Mattijs Lambooij Andreas Flache Karin Sanders Jacques Siegers 《International Journal of Human Resource Management》2013,24(10):1748-1767
The ‘mutual-investment’ model argues that when employers invest more in the social exchange relationship between them and their employees, their employees will show more effort. In this paper we relate the ‘mutual-investment’ model to training and promotion (possibilities) and examine if these kinds of career-enhancing measures influence the willingness of employees within organizations to work overtime. To test this hypothesis, a vignette experiment was conducted in five organizations (N = 388; 1,531 vignettes). Multilevel analyses show that employees are more willing to work overtime when their employer has provided for training, when the employee recently was promoted, when the supervisor was supportive in the past and when co-workers approve of working overtime and behave similarly. But we did not find that future promotion chances affect willingness to work overtime. 相似文献
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劳动法:劳动者权利义务融合之法——社会法的视角且以加班工资为例 总被引:3,自引:0,他引:3
赵红梅 《上海财经大学学报(哲学社会科学版)》2010,(2):24-32
若将劳动法视为特别私法,则不承认劳动者之间存在有机团结,继而认为劳动者权利义务不融合;藉此,将注重设计与落实劳动者个体权利,雇佣者法定义务不被强制要求履行。若将劳动法视为社会法,则承认劳动者之间存在有机团结,继而认为劳动者权利义务融合;藉此,将注重设计与落实劳动者集体权利,雇佣者法定义务被强制要求履行。 相似文献
4.
Işık U. Zeytinoglu Aşkın Keser Gözde Yılmaz Kıvanç Inelmen Arzu Özsoy Duygu Uygur 《International Journal of Human Resource Management》2013,24(13):2809-2823
This article examines the association between job security and intention to stay for those who are employed in Turkey. There is a high level of unemployment in the country and many workers there are concerned about their job security. Job security refers to the objective dimensions of continuous contract, working full-time hours and paid and unpaid overtime. Job security also refers to the subjective dimension of perceived job security. We surveyed 407 employees in banking and related sectors' call centres, five-star hotel front-line staff and airline cabin crews. Results show that objective dimensions of job security are not associated with intention to stay. However, perceived job security is significantly and positively associated with intention to stay. We recommend that human resource managers focus on the perceived job security aspect of employment to keep valuable employees with the company. 相似文献
5.
崔璐 《沈阳工程学院学报(社会科学版)》2011,7(4):493-496
当今社会,"加班"已成为中国企业普遍的"生存方式"。很多企业只关注利润和销售量,却忽视了员工的身心健康,导致员工由于过度加班而"过劳死"等现象。近年来,超负荷劳动引发的员工健康问题在社会上引起了广泛关注。"加班"这种社会现象不仅使我国企业在低层次上畸形发展,也影响到了公民的身心健康。通过从我国企业员工超负荷劳动加班的现状、引发的员工健康问题入手,从劳动关系中的政府、企业和员工三方面分析加班的原因,并为解决加班问题引发的社会危机提出了合理化和建设性的对策和建议。 相似文献
6.
Jerry Hallier 《International Journal of Human Resource Management》2013,24(4):945-973
In this paper, the dilemmas facing HRM on how to establish itself as a distinct area and yet avoid a particular disciplinary allegiance and level of analysis are assessed. HRM is seen, like business strategy, as a meeting ground between established disciplines. HRM research to date is then assessed in this light and problems of the potential limitation ofcontributions of other relevant disciplines are assessed. The established findings in organizational development (OD) have, it is argued, been particularly neglected in HRM analyses of organization change. The importance of developing pluralistic HRM research is re-affirmed. HRM as a pluralistic forum 相似文献
7.
从“主动/被动”和“愿意/不愿意”两个维度对加班行为进行分类,基于自我决定理论构建加班动机的自我决定模型,探索员工的加班行为通过感知任务完成度的中介效应和加班动机的调节作用影响工作幸福感的机制。结果表明:加班动机的自我决定水平越高,由加班造成的工作幸福感损失越少;当自我决定水平达到一定程度时,加班行为反而会增加工作幸福感。研究成果丰富了自我决定视角下的加班研究,为组织的管理实践提供了一定启示。 相似文献
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9.
Although working long hours is a common practice, scholars still know little about what really causes employees to work long hours. Drawing on social information processing and social learning theory, this study examines the role of social contextual antecedents (i.e. supervisor working hours and the perceived overtime climate of one’s workgroup) in influencing employee working hours, after controlling for individual background and job characteristics. Further, we examine whether such relationships are contingent on employees’ individual differences in their identification with leader and a collectivist tendency. A field study of 200 supervisor-subordinate dyads in South Korea revealed a strong positive relationship between the contextual antecedents and employees’ working hours, as well as the moderating effects of the two individual difference variables. Specifically, we found that the relationship between supervisor working hours and employee working hours was more positive for low identifiers than for high identifiers, while the relationship between the perceived overtime climate and employee working hours was more positive for those low in collectivism than for those high in collectivism. Finally, we found that working long hours was associated with lower job satisfaction, higher psychological distress, lower in-role performance, but not with organizational citizenship behavior. 相似文献
10.
We argue that the New Keynesian Phillips Curve literature has failed to deliver a convincing measure of real marginal costs. We start from a careful modeling of optimal price setting allowing for nonunitary factor substitution, nonneutral technical change, and time‐varying factor utilization rates. This ensures the resulting real marginal cost measures match volatility reductions and level changes witnessed in many U.S. time series. The cost measure comprises conventional countercyclical cost elements plus procyclical (and covarying) utilization rates. Although procyclical elements seem to dominate, the components of real marginal cost components are becoming less cyclical over time. Incorporating this richer driving variable produces more plausible price‐stickiness estimates than otherwise and suggests a more balanced weight of backward‐ and forward‐looking inflation expectations than commonly found. Our results challenge existing views of inflation determinants and have important implications for modeling inflation in New Keynesian models. 相似文献