A study of 139 managers and executives in the Italian subsidiary of a large multinational organization in the chemical industry is used to examine whether perceived organizational justice can offset the negative career effects of limited promotions, such that the organization can retain effective managers who did not reach the highest levels in the hierarchy and keep them committed and satisfied. We tested hypotheses based on a main-effect and an integrative model of the effects of organizational justice on organizationa l commitment, intent to stay, and career satisfaction. Results showed that if organizations want to keep effective managers motivated, committed and willing to stay they need to pay attention to different components of perceived organizational justice and in particular to perceived career procedural justice.
{"title":"The Importance of Organizational Justice in Promotion Decisions","authors":"Silvia Bagdadli, F. Paoletti","doi":"10.2139/ssrn.292581","DOIUrl":"https://doi.org/10.2139/ssrn.292581","url":null,"abstract":"A study of 139 managers and executives in the Italian subsidiary of a large multinational organization in the chemical industry is used to examine whether perceived organizational justice can offset the negative career effects of limited promotions, such that the organization can retain effective managers who did not reach the highest levels in the hierarchy and keep them committed and satisfied. We tested hypotheses based on a main-effect and an integrative model of the effects of organizational justice on organizationa l commitment, intent to stay, and career satisfaction. Results showed that if organizations want to keep effective managers motivated, committed and willing to stay they need to pay attention to different components of perceived organizational justice and in particular to perceived career procedural justice.","PeriodicalId":448271,"journal":{"name":"Employment & Labor Law Abstracts eJournal","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2001-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115461245","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}
Pundits of globalization predict the eventual demise of the stakeholder corporate governance model found in Europe and Japan and its replacement by the Anglo-American shareholder model. Were this to occur, it would sharply change the relationship of employees to their employer in many parts of the world. Yet it's not obvious that convergence is inevitable. There is considerable inertia and persistence of national governance models due to factors such as path dependence, bounded rationality, uncertain macroeconomic benefits, and weak globalization pressures. Moreover, while one can find evidence of institutional diffusion across borders, it occurs in multiple directions; not all roads lead to Wall Street.
{"title":"Corporate Governance in Comparative Perspective: Prospects for Convergence","authors":"S. Jacoby","doi":"10.2139/ssrn.285949","DOIUrl":"https://doi.org/10.2139/ssrn.285949","url":null,"abstract":"Pundits of globalization predict the eventual demise of the stakeholder corporate governance model found in Europe and Japan and its replacement by the Anglo-American shareholder model. Were this to occur, it would sharply change the relationship of employees to their employer in many parts of the world. Yet it's not obvious that convergence is inevitable. There is considerable inertia and persistence of national governance models due to factors such as path dependence, bounded rationality, uncertain macroeconomic benefits, and weak globalization pressures. Moreover, while one can find evidence of institutional diffusion across borders, it occurs in multiple directions; not all roads lead to Wall Street.","PeriodicalId":448271,"journal":{"name":"Employment & Labor Law Abstracts eJournal","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2001-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122536647","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}
In September of 1998, the Judicial Conference of the United States abandoned as unsuccessful the attempt - the sixth since 1978 - to regulate the dates at which law students are hired as clerks by Federal appellate judges. The market promptly resumed the unraveling of appointment dates that had been temporarily slowed by these efforts. In the academic year 1999-2000 many judges hired clerks in the fall of the second year of law school, almost two years before employment would begin, and before hardly any information about candidates other than first year grades was available. In an attempt to stop the further unraveling of appointment dates, a reform that has been implemented for the 2001 market is a web based public database of judges' hiring plans. Another reform that has been debated is a centralized clearinghouse modeled on the medical match. The present paper explores both these potential reforms, experimentally in the laboratory, and computationally using adaptive agents learning through genetic algorithms. Some of the special features of the judge/law-clerk market - in particular the feeling among many students and judges that students must accept offers when they are made - present potential obstacles to the success of both of these reforms.
{"title":"The Dynamics of Law Clerk Matching: An Experimental and Computational Investigation of Proposals for Reform of the Market","authors":"E. Haruvy, Al Roth, M. Utku Ünver","doi":"10.2139/ssrn.286282","DOIUrl":"https://doi.org/10.2139/ssrn.286282","url":null,"abstract":"In September of 1998, the Judicial Conference of the United States abandoned as unsuccessful the attempt - the sixth since 1978 - to regulate the dates at which law students are hired as clerks by Federal appellate judges. The market promptly resumed the unraveling of appointment dates that had been temporarily slowed by these efforts. In the academic year 1999-2000 many judges hired clerks in the fall of the second year of law school, almost two years before employment would begin, and before hardly any information about candidates other than first year grades was available. In an attempt to stop the further unraveling of appointment dates, a reform that has been implemented for the 2001 market is a web based public database of judges' hiring plans. Another reform that has been debated is a centralized clearinghouse modeled on the medical match. The present paper explores both these potential reforms, experimentally in the laboratory, and computationally using adaptive agents learning through genetic algorithms. Some of the special features of the judge/law-clerk market - in particular the feeling among many students and judges that students must accept offers when they are made - present potential obstacles to the success of both of these reforms.","PeriodicalId":448271,"journal":{"name":"Employment & Labor Law Abstracts eJournal","volume":"24 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2001-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123594213","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}
We review some lessons from the Spanish experience of using temporary employment contracts for regular jobs since 1984. The focus is on the role of fixed-term contracts with low severance pay, which have substituted for reform of employment protection legislation for permanent contracts. We consider the main findings about this reform on the Spanish labour market in the light of the main theoretical implications derived from models dealing with dual labour markets, and address why the incidence of temporary work has remained highly persistent, around 33% of salaried employment, in the 1990s, despite several reforms aimed at reducing it.
{"title":"Drawing Lessons from the Boom of Temporary Jobs in Spain","authors":"J. Jimeno, J. Dolado, Carlos García Serrano","doi":"10.2139/ssrn.286714","DOIUrl":"https://doi.org/10.2139/ssrn.286714","url":null,"abstract":"We review some lessons from the Spanish experience of using temporary employment contracts for regular jobs since 1984. The focus is on the role of fixed-term contracts with low severance pay, which have substituted for reform of employment protection legislation for permanent contracts. We consider the main findings about this reform on the Spanish labour market in the light of the main theoretical implications derived from models dealing with dual labour markets, and address why the incidence of temporary work has remained highly persistent, around 33% of salaried employment, in the 1990s, despite several reforms aimed at reducing it.","PeriodicalId":448271,"journal":{"name":"Employment & Labor Law Abstracts eJournal","volume":"265 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2001-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133853090","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}
While policy analysts have put forth several rationales for federal occupational safety and health regulation, the American workplace has steadily become much safer, diminishing any such rationale. This has been aided by the macroeconomic effects of technology on increasing productivity and real income per capita, changes that have implications for the nature of work and worker safety. Also, we can observe effects of technology in specific industries and the fact that technology advances the viability of resolving safety issues by private, voluntary means. In 1960, the United States government spent very little on regulating the health and safety of American workers. Today, four decades later, regulatory efforts have expanded exponentially, with a whole new bureaucracy, notably the Occupational Safety and Health Administration (OSHA), created to enforce workplace practices. In the related area of worker standards and benefits, government spending also has risen sharply in real terms. These efforts, however, appear to have had little impact on worker safety. In this study, two major themes are developed. First, by any measure, occupational safety and health were improving rapidly in the era before the major increase in government regulation. Economic growth that reflected technological change and capital formation was reducing the very problem that regulation was designed to solve. Second, while the trend toward greater safety has continued, it reflects in large part shifts in the nature of work rather than regulatory success. Technologically-induced structural change has solved many of the problems envisioned at the time of OSHA's creation in 1970.
{"title":"Technology and a Safe Workplace","authors":"R. Vedder","doi":"10.2139/ssrn.246445","DOIUrl":"https://doi.org/10.2139/ssrn.246445","url":null,"abstract":"While policy analysts have put forth several rationales for federal occupational safety and health regulation, the American workplace has steadily become much safer, diminishing any such rationale. This has been aided by the macroeconomic effects of technology on increasing productivity and real income per capita, changes that have implications for the nature of work and worker safety. Also, we can observe effects of technology in specific industries and the fact that technology advances the viability of resolving safety issues by private, voluntary means. In 1960, the United States government spent very little on regulating the health and safety of American workers. Today, four decades later, regulatory efforts have expanded exponentially, with a whole new bureaucracy, notably the Occupational Safety and Health Administration (OSHA), created to enforce workplace practices. In the related area of worker standards and benefits, government spending also has risen sharply in real terms. These efforts, however, appear to have had little impact on worker safety. In this study, two major themes are developed. First, by any measure, occupational safety and health were improving rapidly in the era before the major increase in government regulation. Economic growth that reflected technological change and capital formation was reducing the very problem that regulation was designed to solve. Second, while the trend toward greater safety has continued, it reflects in large part shifts in the nature of work rather than regulatory success. Technologically-induced structural change has solved many of the problems envisioned at the time of OSHA's creation in 1970.","PeriodicalId":448271,"journal":{"name":"Employment & Labor Law Abstracts eJournal","volume":"61 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2000-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125206821","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}
This paper investigates whether women have less access to attractive, traditionally male jobs because their sex-stereotypical personality does not fit the job. If women as a group are assumed not to possess the required characteristics for a male occupation, they will not be hired for such jobs. In this study we contrast the labor outcomes of a woman who possesses the required masculine characteristics with those of a traditional female. If a woman can demonstrate that she does not correspond to her sex stereotype and in fact does have the stereotypical personality traits of a man, she should be treated like a man. A woman with identical human capital and personality should be equally productive as a man-no other conceivable variables might determine productivity apart from knowledge and personality traits. Consequently, she should receive equal treatment. If such an equal treatment is not observable, we argue, discrimination has been documented.
{"title":"Is it Sex or Personality? The Impact of Sex-Stereotypes on Discrimination in Applicant Selection","authors":"Doris Weichselbaumer","doi":"10.2139/ssrn.251249","DOIUrl":"https://doi.org/10.2139/ssrn.251249","url":null,"abstract":"This paper investigates whether women have less access to attractive, traditionally male jobs because their sex-stereotypical personality does not fit the job. If women as a group are assumed not to possess the required characteristics for a male occupation, they will not be hired for such jobs. In this study we contrast the labor outcomes of a woman who possesses the required masculine characteristics with those of a traditional female. If a woman can demonstrate that she does not correspond to her sex stereotype and in fact does have the stereotypical personality traits of a man, she should be treated like a man. A woman with identical human capital and personality should be equally productive as a man-no other conceivable variables might determine productivity apart from knowledge and personality traits. Consequently, she should receive equal treatment. If such an equal treatment is not observable, we argue, discrimination has been documented.","PeriodicalId":448271,"journal":{"name":"Employment & Labor Law Abstracts eJournal","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2000-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124529166","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}
In this paper we show that inequality and unemployment are related positively across the European continent, within countries, between countries and through time. This contradicts the often-repeated view that unemployment in Europe is attributable to rigid wage structures, high minimum wages and generous social welfare systems. In fact, countries that possess the low inequality such systems produce experience less unemployment than those that do not. Moreover, large inter-country inequalities across Europe aggravate the continental unemployment problem. There is no paradox in low American unemployment. It stems in part from that country's continent-wide programs of redistribution, including the Social Security System, the Earned Income Tax Credit, the federal minimum wage, and a uniform regime of monetary policy geared toward full employment, all of which reduce inter-regional inequality and all of which we recommend for adoption by the European Union.
{"title":"Inequality and Unemployment in Europe: The American Cure","authors":"J. Galbraith, Pedro Conceição, Pedro Ferreira","doi":"10.2139/ssrn.228689","DOIUrl":"https://doi.org/10.2139/ssrn.228689","url":null,"abstract":"In this paper we show that inequality and unemployment are related positively across the European continent, within countries, between countries and through time. This contradicts the often-repeated view that unemployment in Europe is attributable to rigid wage structures, high minimum wages and generous social welfare systems. In fact, countries that possess the low inequality such systems produce experience less unemployment than those that do not. Moreover, large inter-country inequalities across Europe aggravate the continental unemployment problem. There is no paradox in low American unemployment. It stems in part from that country's continent-wide programs of redistribution, including the Social Security System, the Earned Income Tax Credit, the federal minimum wage, and a uniform regime of monetary policy geared toward full employment, all of which reduce inter-regional inequality and all of which we recommend for adoption by the European Union.","PeriodicalId":448271,"journal":{"name":"Employment & Labor Law Abstracts eJournal","volume":"32 20 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126062213","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}
Child labour has always been one of the core concerns of the International Labour Organisation (ILO). In this paper, we investigate whether ILO conventions have contributed to reducing the scale of the problem. We use two approaches to answering the question. Evidence based on country-level data shows that, by 1990, countries having ratified ILO conventions were in no different position concerning child labour than nonratifying states. Using individual-level data on school attendance from the 1990s, there is little evidence for an increase in school attendance for children protected by ILO convention No. 138 as compared to unprotected children.
{"title":"The Effect of Ilo Minimum Age Conventions on Child Labour and School Attendance","authors":"Bernhard Boockmann","doi":"10.2139/ssrn.570543","DOIUrl":"https://doi.org/10.2139/ssrn.570543","url":null,"abstract":"Child labour has always been one of the core concerns of the International Labour Organisation (ILO). In this paper, we investigate whether ILO conventions have contributed to reducing the scale of the problem. We use two approaches to answering the question. Evidence based on country-level data shows that, by 1990, countries having ratified ILO conventions were in no different position concerning child labour than nonratifying states. Using individual-level data on school attendance from the 1990s, there is little evidence for an increase in school attendance for children protected by ILO convention No. 138 as compared to unprotected children.","PeriodicalId":448271,"journal":{"name":"Employment & Labor Law Abstracts eJournal","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126969955","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}
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