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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
Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data 绩效评估与员工离职意向：来自关联雇主-员工数据的经验证据
IF 2.4 3区 管理学
Industrial Relations Pub Date : 2024-10-10 DOI: 10.1111/irel.12379
Laura Pohlan, Susanne Steffes
{"title":"Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data","authors":"Laura Pohlan,&nbsp;Susanne Steffes","doi":"10.1111/irel.12379","DOIUrl":"https://doi.org/10.1111/irel.12379","url":null,"abstract":"<p>In this article, we study whether performance evaluations can serve as an instrument for firms to increase employee retention. Feedback on one's own performance may affect individual turnover intentions differently depending on the relative wage rank of workers among their peers. In line with these considerations, empirical evidence based on panel employer–employee data shows that relatively low-paid employees decrease their turnover intentions after the implementation of a performance evaluation system at the establishment level. We find no effect for relatively high-paid employees.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 3","pages":"395-433"},"PeriodicalIF":2.4,"publicationDate":"2024-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/irel.12379","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206454","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
Ethnic minorities and the leadership glass cliff: Insights into a field experiment 少数民族和领导的玻璃悬崖：实地实验的见解
IF 2.4 3区 管理学
Industrial Relations Pub Date : 2024-09-19 DOI: 10.1111/irel.12378
Mladen Adamovic, Andreas Leibbrandt
{"title":"Ethnic minorities and the leadership glass cliff: Insights into a field experiment","authors":"Mladen Adamovic,&nbsp;Andreas Leibbrandt","doi":"10.1111/irel.12378","DOIUrl":"https://doi.org/10.1111/irel.12378","url":null,"abstract":"<p>Using a resume study, we investigate hiring discrimination for leadership positions against job applicants with Chinese and Indian names before and during the COVID-19 pandemic. We submitted more than 8000 job applications to job advertisements in Australia. We find hiring discrimination against applicants with Chinese and Indian names for non-leadership positions before and during the pandemic. However, hiring discrimination has not increased during the pandemic. Importantly, and consistent with the glass cliff theory, hiring discrimination has largely vanished for leadership positions during the pandemic, for which discrimination was most pronounced before the pandemic.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 3","pages":"380-394"},"PeriodicalIF":2.4,"publicationDate":"2024-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/irel.12378","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144207070","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
Competition in the labor market: The wage effect of employer concentration in China 劳动力市场竞争：中国雇主集中度对工资的影响
IF 2.4 3区 管理学
Industrial Relations Pub Date : 2024-09-18 DOI: 10.1111/irel.12377
Jianan Liu, Hongbo Cai, Carl Lin
{"title":"Competition in the labor market: The wage effect of employer concentration in China","authors":"Jianan Liu,&nbsp;Hongbo Cai,&nbsp;Carl Lin","doi":"10.1111/irel.12377","DOIUrl":"https://doi.org/10.1111/irel.12377","url":null,"abstract":"<p>Competition in the labor market theoretically leads to higher wages, yet empirical evidence to substantiate it, particularly in developing countries, has been sparse. Our study delves into the impact of increased competition in the labor market on workers' wages using a panel dataset from Chinese industrial firms spanning 1998 to 2013. Employing OLS and IV regressions, we demonstrate that a decrease in employer concentration is significantly linked to higher wages. The elasticities of employer concentration on wages fall within the range of −0.034 and −0.107. Additionally, our findings suggest that state-owned enterprises gained the most from this upswing in competition, primarily due to restructuring. Furthermore, we demonstrate that total factor productivity serves as an important channel linking employer concentration to wages.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"64 3","pages":"343-379"},"PeriodicalIF":2.4,"publicationDate":"2024-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144207003","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
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