发布求助
文献互助 智能选刊 最新文献

Industrial Relations最新文献

筛选
英文 中文
The Influence of Occupational Licensing on Workforce Transitions to Retirement 职业许可对劳动力向退休过渡的影响
IF 2.6 3区 管理学
Industrial Relations Pub Date : 2025-02-03 DOI: 10.1111/irel.12388
Yun taek Oh, Morris M. Kleiner
{"title":"The Influence of Occupational Licensing on Workforce Transitions to Retirement","authors":"Yun taek Oh,&nbsp;Morris M. Kleiner","doi":"10.1111/irel.12388","DOIUrl":"https://doi.org/10.1111/irel.12388","url":null,"abstract":"<p>Ways of leaving the labor force have been an understudied aspect of labor market outcomes. Labor market institutions such as occupational licensing may influence how individuals transition to retirement. When and how workers transition from career jobs to full retirement may contribute to pre- and post-retirement well-being. Previous investigations of retirement pathways focused on the patterns and outcomes of retirement transitions, yet the influence of occupational licensing on retirement transition has not been analyzed. In this study, we use the Current Population Survey to investigate how occupational licensing influences American later-career workers' choice of retirement pathways. Our results show that older licensed workers are less likely to choose to make career transitions but more likely to reduce work hours in transitioning out of the labor force. These results are consistent with the findings that licensed workers receive more benefits in the form of preferable retirement options, suggesting that these workers tend to have higher wages, benefits, and flexibility even toward the end of their careers.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 4","pages":"643-659"},"PeriodicalIF":2.6,"publicationDate":"2025-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/irel.12388","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923773","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Do High Minimum Wages Harm the Progression of Minimum Wage Workers? Evidence From the United Kingdom 高最低工资会损害最低工资工人的进步吗？来自英国的证据
IF 2.6 3区 管理学
Industrial Relations Pub Date : 2025-01-28 DOI: 10.1111/irel.12389
Silvia Avram, Susan Harkness
{"title":"Do High Minimum Wages Harm the Progression of Minimum Wage Workers? Evidence From the United Kingdom","authors":"Silvia Avram,&nbsp;Susan Harkness","doi":"10.1111/irel.12389","DOIUrl":"https://doi.org/10.1111/irel.12389","url":null,"abstract":"<p>Using panel data from the United Kingdom between 2009 and 2019, we study how substantial increases in the real and relative value of the minimum wage impacted on the wage progression of covered workers. We find that progression out of minimum wage jobs is frequent, although most workers remain low paid. Using hazard rate models, we find a short-lived negative effect on progression associated with the introduction of the National Living Wage in 2016. In subsequent years, we find no evidence of significant adverse effects. We find similar results when we model wage growth directly.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 4","pages":"616-642"},"PeriodicalIF":2.6,"publicationDate":"2025-01-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/irel.12389","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923718","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Wage Cyclicality and Labor Market Institutions 工资周期性和劳动力市场制度
IF 2.6 3区 管理学
Industrial Relations Pub Date : 2025-01-17 DOI: 10.1111/irel.12387
João Pereira, Raul Ramos, Pedro S. Martins
{"title":"Wage Cyclicality and Labor Market Institutions","authors":"João Pereira,&nbsp;Raul Ramos,&nbsp;Pedro S. Martins","doi":"10.1111/irel.12387","DOIUrl":"https://doi.org/10.1111/irel.12387","url":null,"abstract":"<div>\u0000 \u0000 <p>Do labor institutions influence how wages respond to the business cycle? Such responsiveness can then shape several economic outcomes, including unemployment. In this paper, we examine the role of two key labor market institutions—collective bargaining and temporary contracts—upon wage cyclicality. Our evidence is drawn from rich, 2002–2020 matched data from Portugal. We find that workers not covered by collective agreements exhibit much higher wage cyclicality, especially new hires, compared to covered workers. In contrast, workers under temporary contracts do not exhibit sizable differences in cyclicality compared to counterparts under permanent (open-ended) contracts. Our findings highlight a novel angle through which labor institutions influence the labor market and the economy.</p>\u0000 </div>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 4","pages":"598-615"},"PeriodicalIF":2.6,"publicationDate":"2025-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923491","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Call for papers: Special issue on gender and industrial relations 征文：性别与劳资关系特刊
IF 2.4 3区 管理学
Industrial Relations Pub Date : 2025-01-02 DOI: 10.1111/irel.12383
{"title":"Call for papers: Special issue on gender and industrial relations","authors":"","doi":"10.1111/irel.12383","DOIUrl":"https://doi.org/10.1111/irel.12383","url":null,"abstract":"","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 1","pages":"145-148"},"PeriodicalIF":2.4,"publicationDate":"2025-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143110934","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Don't Downsize This! Social Reactions to Mass Dismissals on Twitter 不要缩小这个！推特上对大规模解雇的社会反应
IF 2.6 3区 管理学
Industrial Relations Pub Date : 2024-12-30 DOI: 10.1111/irel.12386
Andrea Bassanini, Eve Caroli, Bruno Chaves Ferreira, Antoine Reberioux
{"title":"Don't Downsize This! Social Reactions to Mass Dismissals on Twitter","authors":"Andrea Bassanini,&nbsp;Eve Caroli,&nbsp;Bruno Chaves Ferreira,&nbsp;Antoine Reberioux","doi":"10.1111/irel.12386","DOIUrl":"https://doi.org/10.1111/irel.12386","url":null,"abstract":"<div>\u0000 \u0000 <p>We study social reactions on Twitter to job destructions. We use information on large-scale restructuring events announced in the United Kingdom from 2013 to 2018. We match it with data on the number and sentiments of the tweets involving the company name posted around the time of the announcement. We show that job destruction announcements elicit numerous, strongly negative reactions, four times larger than the positive reactions to job creation announcements. We also show that these negative reactions are associated with significant losses in the market value of the downsizing firms, pointing to costs that add to standard dismissal costs.</p>\u0000 </div>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 4","pages":"580-597"},"PeriodicalIF":2.6,"publicationDate":"2024-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923836","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Do firms with works councils prefer agreeable job applicants? A discrete choice experiment 有劳资委员会的公司更喜欢讨人喜欢的求职者吗？离散选择实验
IF 2.6 3区 管理学
Industrial Relations Pub Date : 2024-12-20 DOI: 10.1111/irel.12385
Harald Pfeifer, Caroline Wehner, Andries de Grip, Julia M. Kensbock
{"title":"Do firms with works councils prefer agreeable job applicants? A discrete choice experiment","authors":"Harald Pfeifer,&nbsp;Caroline Wehner,&nbsp;Andries de Grip,&nbsp;Julia M. Kensbock","doi":"10.1111/irel.12385","DOIUrl":"https://doi.org/10.1111/irel.12385","url":null,"abstract":"<p>Works councils in many countries are involved in dismissal procedures and may therefore invoke high hold-up costs for firms laying off workers. To avoid these conflicts, firms with a works council may have a stronger preference for more agreeable job applicants who have a low risk of dismissal. We conduct a discrete choice experiment among recruiters to assess their preferences regarding job applicants' personality traits and competence. In line with our expectations, we find that recruiters from works-council firms more strongly prefer agreeable job applicants. We also find that more agreeable recruiters choose more agreeable employees, indicating a similarity-attraction effect.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 4","pages":"547-579"},"PeriodicalIF":2.6,"publicationDate":"2024-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/irel.12385","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923713","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Diversity and social capital within the workplace: Evidence from Britain 工作场所的多样性和社会资本：来自英国的证据
IF 2.6 3区 管理学
Industrial Relations Pub Date : 2024-12-17 DOI: 10.1111/irel.12384
Thomas Breda, Alan Manning
{"title":"Diversity and social capital within the workplace: Evidence from Britain","authors":"Thomas Breda,&nbsp;Alan Manning","doi":"10.1111/irel.12384","DOIUrl":"https://doi.org/10.1111/irel.12384","url":null,"abstract":"<p>This article uses the British Workplace Employee Relations Survey to investigate the links between gender or ethnic diversity and workers' level of trust in managers or the extent of identity with the values and objectives of the firm – dimensions of what we might call social capital within the workplace. These are both factors that one might expect to make firms more cooperative and, hence, productive. Controlling for plants workforce composition, we find an opposite effect of females and ethnic minorities: a higher female share in the plant is associated with higher trust and identity for both men and women (men much more than women), while a higher minority share is associated with lower trust and identity.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 4","pages":"520-546"},"PeriodicalIF":2.6,"publicationDate":"2024-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923480","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Exemption and work environment 豁免及工作环境
IF 2.6 3区 管理学
Industrial Relations Pub Date : 2024-11-08 DOI: 10.1111/irel.12382
Yutaro Izumi, Daiji Kawaguchi, Sachiko Kuroda, Taiga Tsubota
{"title":"Exemption and work environment","authors":"Yutaro Izumi,&nbsp;Daiji Kawaguchi,&nbsp;Sachiko Kuroda,&nbsp;Taiga Tsubota","doi":"10.1111/irel.12382","DOIUrl":"https://doi.org/10.1111/irel.12382","url":null,"abstract":"<p>The Labor Standards Act of Japan requires employers to compensate employees based on hours worked, but exemptions apply to specific occupations with agreements between employers and employees. We assess the impact of being exempted on hours worked, earnings, and the physical and mental health conditions of employees. We find that, on average, exempt workers work longer hours and earn more than nonexempt workers, without hurting their health status. We also find, however, that being exempted exacerbates health status when it is applied to employees who do not have discretion in how and when they work.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 4","pages":"478-519"},"PeriodicalIF":2.6,"publicationDate":"2024-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/irel.12382","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923698","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Do pay secrecy policies prevent voluntary turnover? 薪酬保密政策是否能防止员工自愿离职？
IF 2.6 3区 管理学
Industrial Relations Pub Date : 2024-10-28 DOI: 10.1111/irel.12381
Carlos Acuna
{"title":"Do pay secrecy policies prevent voluntary turnover?","authors":"Carlos Acuna","doi":"10.1111/irel.12381","DOIUrl":"https://doi.org/10.1111/irel.12381","url":null,"abstract":"<p>Pay secrecy (PS) policies, commonly found in the US private sector, restrict pay communication among employees. Previous research suggests that these policies help prevent pay dissatisfaction and attrition among low earners by limiting salary comparisons. However, by exploiting the staggered adoption of PS bans across US states as a negative shock to PS, I find no causal relationship between PS and voluntary turnover. This suggests that workers' reluctance to ask others about their pay renders PS policies irrelevant for retention purposes. This, in turn, highlights the need for organizations to consider alternative approaches to enhance employee retention and commitment.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 4","pages":"461-477"},"PeriodicalIF":2.6,"publicationDate":"2024-10-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144923665","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Tasks, wages and new technologies 任务、工资和新技术
IF 2.4 3区 管理学
Industrial Relations Pub Date : 2024-10-15 DOI: 10.1111/irel.12380
Femke Cnossen
{"title":"Tasks, wages and new technologies","authors":"Femke Cnossen","doi":"10.1111/irel.12380","DOIUrl":"https://doi.org/10.1111/irel.12380","url":null,"abstract":"<p>This paper addresses the role of technology in shaping worker-level task prices, exploiting within-occupation variation using a unique survey linked to administrative data for over 180,000 Dutch workers between 2014 and 2020. Nonroutine abstract and interactive tasks are related to wage premia, and routine tasks to wage penalties. However, these task returns vary according to exposure to the types of (new) technology, such as computers, robots and artificial intelligence. Overall, wages are higher in technology-intensive industries, but newer technologies target non-routine tasks differently. This may have profound implications for the nonroutine wage premium given the rise of artificial intelligence.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 3","pages":"434-457"},"PeriodicalIF":2.4,"publicationDate":"2024-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/irel.12380","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206715","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
下一页 尾页
0
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整，为了账户安全，请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
请完成安全验证×
相关产品
×
本文献相关产品
联系我们：info@booksci.cn Book学术提供免费学术资源搜索服务，方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号：604180095
Book学术官方微信