Industrial Relations最新文献

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Listed founding family firms and labor cost stickiness# 上市创始家族企业与劳动力成本粘性#

IF 2.3 3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Industrial Relations

Pub Date : 2024-07-30 DOI: 10.1111/irel.12373

Carsten Gnoth, Marc Steffen Rapp, Julia Udoieva

Does founding family control affect labor cost stickiness? Theoretically, labor cost stickiness is a double‐sided sword: While it can be interpreted as long‐term commitment to employees, it increases operating leverage, reduces operating performance, and thus jeopardizes long‐term firm survival. Empirically, we find that—consistent with socioemotional wealth theory suggesting that founding family firms are more employee oriented—founding family firms exhibit greater labor costs stickiness. The pattern is more pronounced in industries with high labor turnover and high labor intensity. Furthermore, we find that abnormal high labor cost stickiness in family firms reduces profitability and non‐labor investments.

创始家族控制会影响劳动力成本粘性吗？从理论上讲，劳动力成本粘性是一把双面剑：它可以被解释为对员工的长期承诺，但同时也会增加经营杠杆，降低经营业绩，从而危及企业的长期生存。从经验上看，我们发现，与社会情感财富理论认为创始家族企业更以员工为导向的观点一致，创始家族企业表现出更强的劳动力成本粘性。这种模式在高劳动力流动率和高劳动强度的行业中更为明显。此外，我们还发现，家族企业非正常的高劳动力成本粘性会降低盈利能力和非劳动力投资。

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It's not great, but it could be worse! Immigrant job quality in Canada through the lens of relative deprivation theory 不是很好，但也可能更糟！从相对贫困理论看加拿大移民的就业质量

IF 2.3 3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Industrial Relations

Pub Date : 2024-07-27 DOI: 10.1111/irel.12374

Danielle Lamb, Rupa Banerjee

We explore whether immigrants are over(under)represented in poor‐quality employment. We find that, on subjective dimensions, immigrants actually have equal and sometimes superior quality jobs relative to native‐born workers. Immigrant workers perceive higher levels of managerial support and greater ability to complete work during scheduled time. However, on more objective dimensions, immigrants' jobs are poorer than those of their Canadian‐born counterparts, specifically in terms of less access to collective agreement coverage, training, various extended benefits, as well as lower wages and higher incidence of self‐employment. We attempt to reconcile the differences in perceptions of job quality vs. objective outcomes by drawing on relative deprivation theory.

我们探讨了移民在劣质工作中的比例是否过高（过低）。我们发现，在主观方面，移民的工作质量实际上与本地出生的工人相当，有时甚至更高。移民工人认为管理者的支持程度更高，在规定时间内完成工作的能力更强。然而，在更多的客观方面，移民的工作质量却比加拿大出生的工人差，具体表现在获得集体协议覆盖面、培训、各种扩展福利的机会较少，以及工资较低和自营职业的发生率较高。我们试图借鉴相对剥夺理论，调和工作质量认知与客观结果之间的差异。

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The impact of involuntary job displacement on participation in gig work: A causal analysis 非自愿失业对参与 "零工 "的影响：因果分析

IF 2.3 3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Industrial Relations

Pub Date : 2024-07-11 DOI: 10.1111/irel.12372

Sung‐Hee Jeon, Yuri Ostrovsky

We used rich Canadian administrative data linked to census records to examine the impact of firm closures and involuntary job displacement on entry into gig work. Similar to several recent studies, we identified gig workers as unincorporated self‐employed freelancers, independent consultants and on‐demand workers. We found that individuals displaced from closing firms are about 24% (1.1 p.p.) more likely to be gig workers in the year following the displacement year than the control group. We show that displaced workers remain strongly attached to traditional employment, and those who take up gig work often combine it with earning wages and salaries.

我们利用与人口普查记录相关联的丰富的加拿大行政数据，研究了企业倒闭和非自愿失业对从事 "零工 "的影响。与最近的几项研究类似，我们将 "零工 "定义为非法人自雇自由职业者、独立顾问和按需工作者。我们发现，与对照组相比，从倒闭公司离职的个人在离职后一年成为 "零工 "的可能性要高出约 24%（1.1 个百分点）。我们的研究表明，被裁员的工人对传统就业仍有很强的依附性，而那些从事 "零工 "工作的人往往将其与赚取工资和薪金结合起来。

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Call for papers: IR Berkeley special issue on “Collective bargaining: Its causes and consequences for workers and employers” 征集论文：投资者关系伯克利特刊 "集体谈判：集体谈判：其原因及其对工人和雇主的影响

IF 2.3 3区管理学 Q2 Business, Management and Accounting

Industrial Relations

Pub Date : 2024-05-31 DOI: 10.1111/irel.12365

引用次数: 0

Balancing flexibility and stability: The role of outsourced service stations in managing food-delivery platform work in China 平衡灵活性与稳定性：外包服务站在中国送餐平台管理工作中的作用

IF 2.4 3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Industrial Relations

Pub Date : 2024-05-26 DOI: 10.1111/irel.12371

Binyi Yang

Current mainstream research on on-demand labor platforms primarily focuses on the discussion of algorithmic technologies while overlooking the issue of how platforms achieve stable operations in a de-employment context. Addressing this research gap, this study investigates the approaches employed by Chinese food-delivery platforms to ensure stable labor supply. Utilizing qualitative data, the research reveals that Chinese food-delivery platforms have established stability in labor supply by implementing the outsourced model, partnering with third-party staffing agencies to establish service stations, and managing couriers offline. This approach helps to balance platform and courier needs, addressing the tension between work flexibility and income stability. This research provides a case study illuminating the interplay between technology and the labor market in labor relations. Additionally, it highlights the structural forces that workers form within the internal labor market, deepening our understanding of platform management and the complexities of labor relations.

目前关于按需劳动力平台的主流研究主要集中在对算法技术的讨论上，而忽略了平台如何在去就业化背景下实现稳定运营的问题。针对这一研究空白，本研究调查了中国餐饮外卖平台为确保稳定的劳动力供应所采用的方法。研究利用定性数据揭示了中国餐饮外卖平台通过实施外包模式、与第三方人事代理公司合作建立服务站以及对快递员进行线下管理等方式实现了劳动力供应的稳定性。这种做法有助于平衡平台和快递员的需求，解决工作灵活性和收入稳定性之间的矛盾。这项研究提供了一个案例，揭示了技术与劳动力市场在劳动关系中的相互作用。此外，它还强调了工人在内部劳动力市场中形成的结构性力量，加深了我们对平台管理和劳动关系复杂性的理解。

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Theorizing collective action—Instrumental collectivism as a key concept for explaining workplace collective action 集体行动理论化--工具性集体主义是解释工作场所集体行动的关键概念

IF 2.3 3区管理学 Q2 Business, Management and Accounting

Industrial Relations

Pub Date : 2024-04-15 DOI: 10.1111/irel.12364

Bjarke Refslund

This article addresses workplace collective action. Through a discussion of instrumental and norm‐driven motivations for workers' collective action, it is argued that most workers are driven mainly by instrumental motivations—meaning, that they aim to achieve certain outcomes. Consequently, the theoretical concept of instrumental collectivism from Alan Fox is utilized to explain and understand collective action. Finally, six conditions facilitating workplace collective action, including an ideational and hence constructivist element, are identified and discussed providing a more nuanced theoretical framework of workers' collective action that allows for workers' agency and refutes that instrumentalism per se leads to individualized behavior.

本文探讨工作场所的集体行动。通过对工人集体行动的工具性动机和规范性动机的讨论，本文认为，大多数工人主要受工具性动机的驱使--也就是说，他们的目标是实现某些结果。因此，阿兰-福克斯（Alan Fox）提出的工具集体主义理论概念被用来解释和理解集体行动。最后，确定并讨论了促进工作场所集体行动的六个条件，包括意识形态和建构主义因素，为工人的集体行动提供了一个更加细致入微的理论框架，允许工人发挥能动性，并驳斥了工具主义本身会导致个人化行为的观点。

引用次数: 0

Labor empowerment in corporate boards: The devil is in the details 公司董事会中的劳工授权：细节决定成败

IF 2.3 3区管理学 Q2 Business, Management and Accounting

Industrial Relations

Pub Date : 2024-04-05 DOI: 10.1111/irel.12363

Sophie Harnay, Riyad Manseri, Antoine Rebérioux

In 2013, mandatory worker representation on French corporate boards was enacted. We examine the way employee directors have been incorporated within the board machinery. Our empirical results indicate that employee representatives have a limited access to board committees. This result casts doubt on the ability of employee directors to significantly influence corporate governance. Consistent with this analysis, we do not find any significant impact, either positive or negative, of codetermination on firm performance.

2013 年，法国企业董事会颁布了强制性工人代表制。我们研究了将员工董事纳入董事会机制的方式。我们的实证结果表明，员工代表进入董事会委员会的机会有限。这一结果令人怀疑员工董事是否有能力对公司治理产生重大影响。与这一分析相一致，我们没有发现共同决策对公司业绩有任何显著影响，无论是正面影响还是负面影响。

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Employment strategies in response to the first Covid lockdown: A typology of French workplaces 应对第一次 Covid 封锁的就业战略：法国工作场所的类型

IF 2.3 3区管理学 Q2 Business, Management and Accounting

Industrial Relations

Pub Date : 2024-03-16 DOI: 10.1111/irel.12362

Philippe Askenazy, Clément Brébion, Pierre Courtioux, Christine Erhel, Malo Mofakhami

This research connects the literature on crisis management and on firm flexibility to investigate human resource (HR) strategies in response to unexpected crises such as the Covid‐19 pandemic. Leveraging data from French workplaces we identify five main types of strategies implemented during the first lockdown, which go beyond the massive use of teleworking or the use of short‐time work. The analysis demonstrates that a combination of preexisting HR practices (teleworking agreements, wage levels, risk exposure, and health and safety committees) and public policies (short‐time programs, legislation on short‐time contracts, and temps) influences which of these five strategies firms adopt.

本研究将有关危机管理和企业灵活性的文献联系起来，研究应对诸如 "科威德-19 "大流行病等突发危机的人力资源（HR）战略。利用来自法国工作场所的数据，我们确定了在第一次封锁期间实施的五种主要策略，这些策略超出了大量使用远程办公或使用短时工作的范围。分析表明，人力资源方面的现有做法（远程办公协议、工资水平、风险暴露、健康与安全委员会）和公共政策（短时工作计划、短时合同立法和临时工）共同影响着企业采取这五种策略中的哪一种。

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The geography of collective bargaining in French multi‐establishment companies 法国多种经营企业中集体谈判的地理分布

IF 2.3 3区管理学 Q2 Business, Management and Accounting

Industrial Relations

Pub Date : 2024-02-21 DOI: 10.1111/irel.12360

Philippe Askenazy, Clémentine Cottineau

Despite growing interest in the firm bargaining process, little research focuses on the structure of bargaining within multi‐establishment firms. We question whether running negotiations at the workplace level and/or firm level is a strategic choice for employers. We hypothesize that the level chosen depends on the geography of the firm. Employers face a trade‐off: workplace bargaining is more efficient because it meets local conditions; yet higher level negotiations increase coordination costs for workers and weakens their bargaining power, which can benefit the employer. Using a French representative survey, we find a significant relation between the level of bargaining within a firm and the number, spatial distribution and heterogeneity of its establishments, suggesting that the structure of multi‐establishment firms can inform the level at which collective bargaining takes place.

尽管人们对企业谈判过程的兴趣与日俱增，但很少有研究关注多机构企业内部的谈判结构。我们的问题是，在工作场所和/或公司层面进行谈判是否是雇主的战略选择。我们假设，所选择的层面取决于企业的地理位置。雇主需要权衡利弊：工作场所的谈判更有效率，因为它符合当地条件；然而，更高层次的谈判会增加工人的协调成本，削弱他们的谈判能力，从而使雇主受益。通过一项法国代表性调查，我们发现企业内部的谈判水平与企业机构的数量、空间分布和异质性之间存在显著关系，这表明多机构企业的结构可以为集体谈判的水平提供参考。

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Higher penalties, broader definitions, and national standards: Did harmonized Australian workplace health and safety laws reduce workers' compensation receipt? 更高的处罚、更宽泛的定义和国家标准：统一后的澳大利亚工作场所健康与安全法是否减少了工人赔偿金的领取？

IF 2.3 3区管理学 Q2 Business, Management and Accounting

Industrial Relations

Pub Date : 2024-01-04 DOI: 10.1111/irel.12357

Anam Bilgrami, Henry Cutler, Kompal Sinha

A quasi-experiment was created in Australian policy between 2012 and 2013 when workplace health and safety laws were harmonized in all but two jurisdictions. This reform expanded definitions for duty of care, introduced criminal enforcement, and increased penalties. Using stacked difference-in-difference estimation, we fail to find overall reduced workers' compensation probability over the post-reform period. However, we find significantly reduced workers' compensation probabilities for high-risk industry workers and workers in single-location employers. We conclude that more consistent laws may not reduce overall claims and injury if they do not reduce complexity or consider available inspectorate resources, and if jurisdictions have implementation flexibility.

2012 年至 2013 年期间，澳大利亚政策进行了一次准实验，除两个辖区外，其他所有辖区的工作场所健康与安全法律都进行了统一。这项改革扩大了注意义务的定义，引入了刑事执法，并加大了处罚力度。通过堆叠差分估算，我们未能发现改革后工人赔偿概率的整体下降。然而，我们发现高风险行业工人和单一地点雇主工人的工伤赔偿概率大幅降低。我们的结论是，如果没有降低复杂性或考虑可用的监察资源，如果司法管辖区有实施的灵活性，更一致的法律可能不会减少总体索赔和工伤。

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