ERN: Other Organizations & Markets: Personnel Management (Topic)最新文献

The Effect of Computer Use on Work Discretion and Work Intensity: Evidence from Europe 计算机使用对工作自由裁量和工作强度的影响:来自欧洲的证据

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2019-11-28 DOI: 10.1111/bjir.12504

Seetha Menon, Andrea Salvatori, Wouter Zwysen

{"title":"The Effect of Computer Use on Work Discretion and Work Intensity: Evidence from Europe","authors":"Seetha Menon, Andrea Salvatori, Wouter Zwysen","doi":"10.1111/bjir.12504","DOIUrl":"https://doi.org/10.1111/bjir.12504","url":null,"abstract":"This article studies changes in computer use and work discretion and intensity in the EU‐15 between 1995 and 2015. We document that while the proportion of workers using computers has increased from 40 per cent to more than 60 per cent, there remain significant differences between countries even within the same occupations. Several countries have seen a significant increase in computer use even in low‐skilled occupations generally assumed to be less affected by technology. Overall, the great increase in computer use between 1995 and 2015 coincided with a period of modest deterioration of job quality in the EU‐15 as a whole, as work discretion declined for most occupational and educational groups, while work intensity increased slightly for most of them. Our OLS results exploiting variation within country‐occupation cells point to a sizeable positive effect of computer use on work discretion, but to no effect on work intensity. Our instrumental variable estimates point to an even more benign effect of computer use on job quality as measured by work discretion and work intensity. Hence, the results suggest that the (moderate) deterioration in the quality of work observed in the EU‐15 between 1995 and 2015 has occurred despite the spread of computers, rather than because of them.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"118698918","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 14

Occupational Achievements of Same‐Sex Couples in the United States by Gender and Race 美国同性伴侣职业成就的性别和种族

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2019-10-01 DOI: 10.1111/irel.12246

C. Río, Olga Alonso‐Villar

引用次数: 6

Investor Sentiment and Employment 投资者信心与就业

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2019-02-01 DOI: 10.2139/ssrn.2449958

M. Montone, Remco C. J. Zwinkels

引用次数: 5

The Impact of Recession on Adult Training: Evidence from the United Kingdom in 2008–2009 经济衰退对成人培训的影响:来自英国2008-2009年的证据

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2015-12-01 DOI: 10.1111/bjir.12057

G. Mason, Kate Bishop

引用次数: 12

Towards an Optimal Teacher Salary Schedule: Designing Base Salary to Attract and Retain Effective Teachers 迈向最优教师薪酬:设计基本工资以吸引和留住优秀教师

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2015-06-19 DOI: 10.2139/ssrn.2349740

Matthew D. Hendricks

引用次数: 31

Do Immigrants Work in Worse Jobs than U.S. Natives? Evidence from California 移民的工作比美国本地人差吗?来自加州的证据

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2015-04-01 DOI: 10.1111/irel.12087

M. Zavodny

引用次数: 18

Who Stands at the Top and Bottom of the Slippery Slope? 谁站在滑坡的顶端和底部?

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2014-09-23 DOI: 10.2139/ssrn.1810833

Tim Brown, Kristina Rennekamp, Nicholas Seybert, Wenjie Zhu

{"title":"Who Stands at the Top and Bottom of the Slippery Slope?","authors":"Tim Brown, Kristina Rennekamp, Nicholas Seybert, Wenjie Zhu","doi":"10.2139/ssrn.1810833","DOIUrl":"https://doi.org/10.2139/ssrn.1810833","url":null,"abstract":"Prior research argues that sequential decisions lead to a slippery slope toward unethical or fraudulent behavior, with little evidence to support such claims. We conduct two experiments which demonstrate the existence of the slippery slope in a controlled setting, and investigate how it leads “good people” (low-Machiavellians) to do “bad things.” The first experiment manipulates whether the potential to overstate personal performance in order to earn excess monetary compensation increases or decreases across two experimental tasks. We find that smaller initial incentives to misreport followed by larger subsequent incentives to misreport lead to greater subsequent misreporting by low-Machiavellians. High-Machiavellians do not exhibit this slippery slope pattern of behavior. Our second experiment manipulates the length of time between tasks to examine whether the effects of misreporting incentives on slippery slope behavior diminish as opportunities to misreport are separated. We again observe slippery slope behavior among low-Ms at the short horizon, but not at the long horizon. Our study confirms the existence of a slippery slope toward unethical behavior, highlights individual differences along an important personality trait, and suggests that slippery slope behavior is likely to be magnified when individuals are presented with frequent opportunities to misreport.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123307755","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 18

Hires, Separations, and the Job Tenure Distribution in Administrative Earnings Records 行政收入记录中的雇用、离职和工作任期分配

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2014-09-01 DOI: 10.2139/ssrn.2523443

Henry R. Hyatt, James R. Spletzer

引用次数: 3

Abnormal Accruals and Managerial Intent: Evidence from the Timing of Merger Announcements and Completions 非正常应计项目与管理层意图:来自合并公告和完成时间的证据

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2014-09-01 DOI: 10.2139/ssrn.2379892

Henock Louis, Amy X. Sun

{"title":"Abnormal Accruals and Managerial Intent: Evidence from the Timing of Merger Announcements and Completions","authors":"Henock Louis, Amy X. Sun","doi":"10.2139/ssrn.2379892","DOIUrl":"https://doi.org/10.2139/ssrn.2379892","url":null,"abstract":"We examine the extent to which managers report opportunistically prior to corporate events by analyzing the association between the timing of stock swap announcements and completions and acquirers’ reporting behaviors. Using the timing of merger announcements and completions to infer managerial intent, we show that stock-for-stock acquirers’ reporting behaviors are opportunistic. More specifically, we show that stock-for-stock acquirers that inflate earnings the most tend to announce mergers on Fridays, while distancing some of their earnings management activities from the merger announcement date. The negative association between the post-merger announcement market performance and pre-merger announcement abnormal accruals is more pronounced for Friday announcers than for non-Friday announcers. Furthermore, the differential pre-merger abnormal accruals across Friday and non-Friday announcers are observed mainly when the announcement date is relatively close to the completion date. Overall, the evidence supports the notion that pre-acquisition abnormal accruals are related to deliberate opportunistic managerial decisions.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121184546","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 26

Delegation, Accountability and Organizational Reliability. Coordination Mechanisms and Training Models for Contingency Management 授权、责任和组织可靠性。应急管理的协调机制和培训模式

ERN: Other Organizations & Markets: Personnel Management (Topic) Pub Date : 2014-07-22 DOI: 10.1016/J.SBSPRO.2014.09.105

Filippo Ferrari

引用次数: 2