British Journal of Industrial Relations最新文献

The ability to identify minimum wage employees is essential for minimum wage research. When the minimum wage is set at an hourly rate, such as in Ireland, Germany, the United States and the United Kingdom, researchers often combine monthly or weekly earnings data with self-reported hours worked to calculate an hourly wage to determine if a worker is on minimum wage. This may lead to misclassification, whereby higher paid employees are misclassified as minimum wage employees or vice versa. An alternative, but less common, approach for identifying minimum wage employees is to use a direct survey question. Ireland is the only country in Europe whose labour force survey includes both linked administrative earnings data and a direct minimum wage question, thereby facilitating a comparison of both approaches. When studying the incidence, characteristics and outcomes associated with minimum wages, we show that the choice of approach (administrative data vs. survey question) can produce different results. We discuss the limitations of each approach when it comes to implementing difference-in-differences analysis to study the impacts of a minimum wage increase. We then combine useful features from both approaches to come up with a difference-in-differences estimate that overcomes some of the limitations that exist when using either approach on its own. We argue that the addition of a standardised minimum wage question in labour force surveys across Europe would allow researchers to provide more robust estimates on the impacts of minimum wage changes, while also facilitating cross-country minimum wage research.

This paper examines how prohibiting LGBTQ workplace discrimination through state-level Employment Non-Discrimination Acts (ENDAs) affects corporate investments in organization capital. Using difference-in-differences analysis of US public firms from 1976 to 2020, we find ENDAs adoption causes a significant and persistent increase in various measures of organization capital. The positive impact is amplified for states and firms exhibiting greater ex ante acceptance of diversity. We also document that ENDAs increase corporate cash holdings and operating flexibility, validating employee protection as an intermediary channel. Our study demonstrates that ENDAs meaningfully increased corporate organization capital over the past four decades, highlighting how equal opportunity laws can enhance knowledge-based assets and resilience by improving human capital retention, recruitment, and motivation.

We apply meta-regression analysis to assess the effect of the minimum wage on two types of human capital, formal education enrolment and on-the-job training, using 892 reported estimates of these effects. On average, raising the minimum wage reduces enrolment in all countries assessed. The minimum wage has a somewhat moderate positive effect on training in the United States and no significant training effect elsewhere. There is no publication bias in the formal education and modest bias in the training literature. Heterogeneity among reported estimates is primarily driven by data differences, alternative specifications and measures of the relevant variables.

The employee–organization relationship (EOR) is a vital component in the micro-foundations of employment systems, and yet has received little attention in the recruitment literature. Thus, we developed and tested a model in which we examined whether job seekers who held a more positive employer image prior to an on-campus interview subsequently had more optimistic perceptions of anticipated organizational support, person-organization fit (P-O fit) and recruiter affect following the on-campus interview. In turn, we assessed whether this positive employer image pathway increased the likelihood that the job seeker would apply for a job with the organization. Finally, we studied whether the recruiter's EOR served as a potential moderator of these relationships. On the basis of data collected from 383 job seekers and 85 recruiters, we found that job seekers were more strongly influenced by the recruiter's EOR if the employer image they held was positive. In addition, the recruiter's EOR moderated the positive relationship between job seeker perceived employer image and job seeker anticipated organizational support, such that the relationship was stronger when the recruiter EOR was high versus low. Further, job seeker perceived employer image was positively related to job seeker job application behaviour sequentially via anticipated organizational support and anticipated P-O fit. However, this sequential relationship was not moderated by the recruiter's EOR. An alternate pathway with recruiter affect as a mechanism linking anticipated organizational support with job application behaviour was not significant. We discuss implications of Marsden's theory of employment systems for organizational recruitment.