Industrial Relations最新文献_第10页

Motivational Drivers of Extensive Work Effort: Are Long Hours Always Detrimental to Well-being? 努力工作的动机:长时间工作对健康有害吗?

IF 2.3 3区管理学

Industrial Relations Pub Date : 2020-07-14 DOI: 10.1111/irel.12263

Argyro Avgoustaki, Almudena Cañibano

引用次数: 2

Student Access to Apprenticeships: Evidence from a Vignette Experiment 学生获得学徒资格:来自一个小插曲实验的证据

IF 2.3 3区管理学

Industrial Relations Pub Date : 2020-06-21 DOI: 10.1111/irel.12258

Ilse Tobback, Dieter Verhaest, Stijn Baert

引用次数: 2

To Work or Not to Work? The Effect of Higher Pension Age on Cardiovascular Health 工作还是不工作?提高退休年龄对心血管健康的影响

IF 2.3 3区管理学

Industrial Relations Pub Date : 2020-06-14 DOI: 10.1111/irel.12257

Chiara Ardito, Roberto Leombruni, David Blane, Angelo d’Errico

引用次数: 14

The Myth of Unions’ Overprotection of Bad Teachers: Evidence from the District–Teacher Matched Data on Teacher Turnover 工会过度保护不良教师的神话:来自地区教师更替匹配数据的证据

IF 2.3 3区管理学

Industrial Relations Pub Date : 2020-05-04 DOI: 10.1111/irel.12256

Eunice S. Han

引用次数: 15

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data 移民和职场培训:来自加拿大关联雇主-雇员数据的证据

IF 2.3 3区管理学

Industrial Relations Pub Date : 2020-04-20 DOI: 10.1111/irel.12255

Benoit Dostie, Mohsen Javdani

{"title":"Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data","authors":"Benoit Dostie, Mohsen Javdani","doi":"10.1111/irel.12255","DOIUrl":"10.1111/irel.12255","url":null,"abstract":"Job training is one of the most important aspects of skill formation and human capital accumulation. In this study, we use longitudinal Canadian linked employer–employee data to examine whether white/visible minority immigrants and Canadian-born emplooyees experience different opportunities in two well-defined measures of firm-sponsored training: on-the-job training and classroom training. While we find no differences in on-the-job training between different groups, our results suggest that visible minority immigrants are significantly less likely to receive classroom training, and receive fewer and shorter classroom training courses, an experience that is not shared by white immigrants. For male visible minority immigrants, these gaps are entirely driven by their differential sorting into workplaces with fewer training opportunities. For their female counterparts, however, they are mainly driven by differences that emerge within workplaces. We find no evidence that years spent in Canada or education level can appreciably reduce these gaps. Accounting for potential differences in career paths and hierarchical level also fails to explain these differences. We find, however, that these gaps are only experienced by visible minority immigrants who work in the for-profit sector, with those in the nonprofit sector experiencing positive or no gaps in training. Finally, we show that other poor labor market outcomes of visible minority immigrants, including their wages and promotion opportunities, stem in part from these training gaps.","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"59 2","pages":"275-315"},"PeriodicalIF":2.3,"publicationDate":"2020-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1111/irel.12255","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130155610","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: 5

Corporate Social Responsibility and Governance: The Role of Executive Compensation 企业社会责任与治理:高管薪酬的作用

IF 2.3 3区管理学

Industrial Relations Pub Date : 2020-04-20 DOI: 10.1111/irel.12254

Sandra Cavaco, Patricia Crifo, Aymeric Guidoux

{"title":"Corporate Social Responsibility and Governance: The Role of Executive Compensation","authors":"Sandra Cavaco, Patricia Crifo, Aymeric Guidoux","doi":"10.1111/irel.12254","DOIUrl":"10.1111/irel.12254","url":null,"abstract":"This article examines the relationship between corporate governance and corporate sustainability by focusing on an essential component of companies' governance structure: executive compensation programs. We propose an original empirical strategy based on a large set of the biggest capitalizations in Organization for Economic Cooperation and Development (OECD) countries over the period 2004–2018, with explicit measures of how companies integrate into executive managers' remuneration precise criteria of corporate social responsibility, an incentive scheme called corporate social responsibility (CSR) contracting. Our results show that proposing executive compensation programs including CSR criteria has a negative impact on financial performance, and a large positive impact on extra-financial performance based on the following dimensions: relationship with customers and suppliers, and community involvement. Second, we explore the moderating role of the corporate governance model by distinguishing the impact between firms with a shareholder or stakeholder corporate governance model and reveal significant differences in the impact of CSR contracting. For firms with a stakeholder corporate governance model, CSR contracting is no longer associated with a fall of financial performance and has a large positive impact on human resources, environmental, and human rights performance. On the other hand, CSR contracting has a negative impact on financial performance but no impact on extra-financial performance for firms with a shareholder corporate governance model.","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"59 2","pages":"240-274"},"PeriodicalIF":2.3,"publicationDate":"2020-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1111/irel.12254","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43825735","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: 11

Equal Pay for Equal Task: Assessing Heterogeneous Returns to Tasks across Genders 同工同酬:评估跨性别任务的异质性回报

IF 2.3 3区管理学

Industrial Relations Pub Date : 2020-02-19 DOI: 10.1111/irel.12253

Elizabeth J. Casabianca, Alessia Lo Turco, Claudia Pigini

引用次数: 0

How Common Are Bad Bosses? 坏老板有多普遍?

IF 2.3 3区管理学

Industrial Relations Pub Date : 2020-01-05 DOI: 10.1111/irel.12247

Benjamin Artz, Amanda H. Goodall, Andrew J. Oswald

{"title":"How Common Are Bad Bosses?","authors":"Benjamin Artz, Amanda H. Goodall, Andrew J. Oswald","doi":"10.1111/irel.12247","DOIUrl":"10.1111/irel.12247","url":null,"abstract":"Bosses play a fundamental role in workplaces. Yet, almost nothing is known about an important and basic question in labor economics and industrial relations. Are the right people promoted to be supervisors, team leaders, and managers? The infamous Peter Principle claims that incompetent bosses are likely to be all around us, but is that true? This article provides the first statistically representative international estimates—taking comparable data on thirty-five nations—of the extent to which employees have “bad bosses.” Using a natural measure, the article calculates that approximately 13 percent of Europe’s workers have a bad boss. Such bosses are most common in large organizations, in organizations without employee-representation committees, in the transport sector, and where workers themselves have no supervisory responsibility. Last, the article offers a practical finding as a potential aid to human resource training and hiring. Contrary to media portrayals, bad bosses are rated least bad on “respect for workers” and worst on their ability to get the job done. Lack of competence, not lack of consideration, appears to be the key problem.","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"59 1","pages":"3-39"},"PeriodicalIF":2.3,"publicationDate":"2020-01-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1111/irel.12247","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126121351","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: 14

The Effects of Minimum Wages on Low-Skilled Immigrants’ Wages, Employment, and Poverty† 最低工资对低技能移民工资、就业和贫困的影响

IF 2.3 3区管理学

Industrial Relations Pub Date : 2019-03-20 DOI: 10.1111/irel.12232

Brandyn F. Churchill, Joseph J. Sabia

引用次数: 10

The Signal of Applying for a Job Under a Vacancy Referral Scheme† 根据空缺转介计划申请职位的信号

IF 2.3 3区管理学

Industrial Relations Pub Date : 2019-03-11 DOI: 10.1111/irel.12230

Eva Van Belle, Ralf Caers, Marijke De Couck, Valentina Di Stasio, Stijn Baert

引用次数: 11