Impact of the Minimum Wage on Youth Labor Markets

We study the effect of the minimum wage on labor market outcomes for young workers using US county‐level panel data from the first quarter of 2000 to the first quarter of 2009. We go beyond the usual estimates of earnings and employment effects to consider how differences across states in the minimum wage affect worker turnover via separations and accessions and job turnover through new job creation and job losses. We find that a higher minimum wage level is associated with higher earnings, lower employment and reduced worker turnover for those in the 14–18 age group. For workers aged 19–21 and 22–24, we find less consistent evidence of minimum wage effects on earnings and employment. But, even for these age groups, a higher minimum wage is found to reduce accessions, separations and the turnover rate.     

Comparisons of Performance and Job Insecurity in Union and Nonunion Sites of a Manufacturing Company

Layoffs and employment changes caused by current economic conditions have significant effects on employee work behavior and emotions as well as organizational outcomes. We examined the relationships between measures of job insecurity, organizational commitment, turnover, absenteeism, and worker performance within a manufacturer in Chapter 11 bankruptcy. A positive relationship was found between job insecurity and intentions to turnover, and a small negative correlation was found between measures of job insecurity and organizational commitment. Unobtrusive observations of union and nonunion performance over 4 months showed that nonunion production workers were on-task more frequently, although on-task behavior was high for both. Productivity and quality measures of different factories favored nonunion locations. Although comparisons between sites were constrained by a quasi-experimental design, repeated behavioral and outcome measures within sites showed differential effects when the company announced a plant closing in another state. Job insecurity appeared to be an establishing operation that produced differential effects between union and nonunion sites as well as among individual employees within sites.     

The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion,work engagement and organizational connectedness

Using a sample of 887 volunteer emergency service workers in South Australia, we conducted a study based on the JD-R framework to examine the roles of three mediators in the relationship between job characteristics and volunteer well-being. These were (i) exhaustion as a mediator in the relationships between job demands and both poor mental health and turnover intentions; and (ii) work engagement and organizational connectedness as mediators in the relationships of job resources (training and organizational support) with happiness and turnover intentions. Organizational connectedness, a relatively new construct, is a positive state of well-being that involves an emotional connection with other workers, with service recipients and with aspects of the task and the organization's values. Results indicated that all three mediators were important in explaining volunteer well-being. Specifically, job demands were positively related to exhaustion, which, in turn, was linked to ill-health and turnover intentions. Job resources were positively related to work engagement and organizational connectedness, which were, in turn, negatively related to turnover intentions. However, while organizational connectedness mediated the relationship between job resources and happiness, this was not the case for work engagement. The roles of these variables in future research in paid and voluntary work are discussed.     

Turnover intention: the effects of core self-evaluations,proactive personality,perceived organizational support,developmental feedback,and job complexity

Despite extensive examination of predictors for turnover and turnover intention, most studies have focused on attitudinal and behavioural aspects of individual employees. Based on a study of knowledge workers in a Korean conglomerate, we investigated the effects of personal (i.e. core self-evaluations and proactive personality) and contextual factors (i.e. perceived organizational support, developmental feedback, and job complexity) on turnover intention. There were modestly negative but significant correlations between the contextual factors and turnover intention. In addition, core self-evaluations were found to be negatively related to turnover intention. Managers and human resource development professionals could play a pivotal role in retention of these knowledge workers by building better practices related to organizational culture, providing job redesign, and engaging in other employee developmental practices such as coaching.     

Exploring turnover intentions among three professional groups of employees

Abstract

Although considerable research effort has been devoted to understanding work attitudes, behaviours and outcomes regarding turnover intentions, little has been done to explore it across different professions. This study takes a step in this direction and examines the effect of affective commitment, job satisfaction and job performance on turnover intentions across three professions. To this end, we surveyed three professional groups of employees and managers: financial officers and social workers employed in the public sector and lawyers employed in the private sector. The results of these three studies show that turnover intentions vary across these professions. Social workers exhibit lower turnover intentions than financial officers and lawyers, who tend to exhibit high turnover intentions. In addition, we found that job satisfaction and affective commitment are negatively associated with turnover intentions, while no significant relationship was found to exist between job performance and turnover intentions. The implications of this study suggest that both researchers and practitioners should take into consideration not only the organizational context, but also the occupational context while exploring the process of voluntary turnover.     

The prospective effects of work–family conflict and enrichment on job exhaustion and turnover intentions: comparing long-term temporary vs. permanent workers across three waves

This study investigated work–family conflict (WFC) and enrichment (WFE) in relation to job exhaustion and turnover intentions among long-term temporary (n = 384) and permanent (n = 430) workers. We used three-wave data collected among Finnish university employees in 3 consecutive years. The participants were either permanently or temporarily employed for the whole 3-year period. The results showed that permanent employees reported both higher WFC and WFE during the follow-ups than temporary employees. Temporary workers reported higher job exhaustion and turnover intentions compared to permanent workers. Job contract functioned as a moderator: high WFC showed a prospective effect on increased turnover intentions in permanent employees. In contrast, temporary employees benefited more from high WFE, which showed a prospective effect on reduced job exhaustion in temporary employees. The results suggest that measures taken to improve work–family balance could have different implications for long-term temporary and permanent workers.     

The Timing of Labour Reallocation and the Business Cycle: Evidence for The Netherlands

In this paper we study the cyclical behaviour of job and worker flows in The Netherlands. We find that job flows move counter‐cyclically while worker flows move acyclically. The persistence of newly created jobs is strongly pro‐cyclical while the persistence of destroyed jobs is strongly counter‐cyclical. We also examine the relative importance of aggregate and sectoral versus idiosyncratic shocks. We find both shocks to be negatively correlated and idiosyncratic shocks to be somewhat more important in explaining the time variation of job reallocation. Finally, we find that gross job flows account for about one‐third of the worker flows. The remainder reflect churning.     

劳动关系氛围和员工工作满意度:组织承诺的调节作用

本文从组织行为层次探讨劳动关系氛围与员工态度之间的关系。基于60家企业1607名员工的问卷调查,本文探讨了劳资双赢、劳资对立和员工参与三种劳动关系氛围对员工内在和外在满意度的直接影响,以及员工组织承诺在上述关系中的调节作用。研究发现,劳资双赢氛围显著地提升员工的内在和外在满意度,劳资对立氛围显著地降低员工的内在和外在满意度,员工参与氛围仅能显著提升员工的内在工作满意度。同时,员工组织承诺中的情感承诺能显著增强劳资双赢氛围对内在和外在工作满意度的积极影响,但仅能显著降低劳资对立氛围对内在工作满意度的消极影响,而对员工参与氛围的影响不具有调节作用。此外,研究还发现交易承诺不存在调节效果。     

Job insecurity in temporary versus permanent workers: Associations with attitudes, well-being, and behaviour

Recent research suggests that the relationship between job insecurity and psychological outcomes is more negative among permanent compared with temporary workers. We investigate possible interaction effects between job insecurity and type of contract (temporary versus permanent) for various psychological outcomes (job satisfaction, organizational commitment, life satisfaction, and self-rated performance), some of which have received little attention. We aim to explain these interaction effects, while taking into account the heterogeneous nature of temporary workers in terms of tenure, employment prospects, and wish to do temporary employment. We argue that permanent workers expect higher levels of job security; job insecurity breaches permanent workers' but not temporary workers' expectations. This may relate to unfavourable outcomes. Similarly, the heterogeneous nature of temporary workers may relate to job security expectations and thus to reactions to job insecurity. This study was conducted on a sample of 477 temporary and permanent workers from various occupational sectors in Belgium. The results suggested that the interaction effect between job insecurity and contract type may be limited to job satisfaction and organizational commitment. Furthermore, permanent workers had higher expectations about job security. Breach of these expectations furthermore mediated the relationship between job insecurity and all outcomes, except for self-rated performance. However, the heterogeneity indicators were found to be unrelated to job security expectations.     

Equilibrium Wage‐Tenure Contracts

In this study we consider a labor market matching model where firms post wage‐tenure contracts and workers, both employed and unemployed, search for new job opportunities. Given workers are risk averse, we establish there is a unique equilibrium in the environment considered. Although firms in the market make different offers in equilibrium, all post a wage‐tenure contract that implies a worker's wage increases smoothly with tenure at the firm. As firms make different offers, there is job turnover, as employed workers move jobs as the opportunity arises. This implies the increase in a worker's wage can be due to job‐to‐job movements as well as wage‐tenure effects. Further, there is a nondegenerate equilibrium distribution of initial wage offers that is differentiable on its support except for a mass point at the lowest initial wage. We also show that relevant characteristics of the equilibrium can be written as explicit functions of preferences and the other market parameters.     

Informal Referrals,Employment, and Wages: Seeking Causal Relationships

Employers and job seekers rely extensively on informal referrals to fill vacancies or to find a job. The widespread use of job contacts has been largely associated with labor outcomes, such as finding a job or even affecting wages. This paper explores whether the use of informal referrals on the job search process affects labor market outcomes of Colombian urban workers. Results indicate that informal referrals are slightly more successful than other job search strategies in term of job seeker's placement. However, referred workers earn in average less than their non‐referred counterparts. Yet, this is only true in formal‐sector positions.     

基于员工视角的企业社会责任对工作投入影响的实证研究

构建了企业社会责任、组织认同和工作投入三者之间的研究模型,并基于员工视角将企业社会责任分为员工、消费者和环境3个维度,将组织认同分为认知、评价和情感3个维度,发现企业对员工和消费者履行社会责任对工作投入均呈显著的直接正向影响;履行环境责任对工作投入的直接影响并不显著,但可通过情感性组织认同对工作投入产生显著正向影响。研究结果表明,企业履行社会责任并非负担,而是提升员工工作投入度和向心力的重要内部行销工具。企业亦有必要加强履行社会责任的内部宣传,这样既可增强员工对企业的认同,从文化情感上吸引员工,又可提升员工的工作投入程度。     

Job demands and work-related psychological responses among Malaysian technical workers: The moderating effects of self-efficacy

Abstract

Job design has long been found to affect the work-related psychological responses of employees, such as psychological strain, job satisfaction, and turnover intentions, but scholars have begun to question whether established theoretical relations regarding job design continue to hold given the enormous changes in the nature of work during the past two decades. It is also increasingly recognized that individual differences affect work behaviours in substantial ways, but few studies on work design have investigated these differences. We addressed these concerns with a two-wave longitudinal study among 245 technical workers at a telecommunications company in Malaysia, a country that has a collectivist culture and a high power distance between managers and subordinates. We examined the moderating effects of job control and self-efficacy on the relationships between job demands and employee responses. The results failed to support the job demands-control model, as job control variables did not moderate the impact of demands on employee work-related psychological responses. However, self-efficacy moderated their impact on psychological strain (although not on job satisfaction or turnover intentions). Our findings provide insight into the moderating effect of self-efficacy, and suggest that practitioners interested in reducing psychological strain should consider making efforts to increase self-efficacy among employees.     

ORGANIZATIONAL STRUCTURE OF DUAL-CONSTRAINT JOB SHOPS

This paper describes the results of a simulation study to examine the effects of different organizational structures on the performance of a dual-constraint job shop production system. A hypothetical shop in which machines and workers are constraining resources is the setting of the study. The shop consists of divisions comprised of work centers which, in turn, contain machines to which workers are assigned. There are fewer workers than machines. Variations in organizational structure are achieved by different allocations of a fixed number of work centers to the divisions. Each structure is studied for three levels of labor flexibility. Mean flow-time, flow-time variance, and worker transfers between divisions and work centers are used as performance measures.     

Beyond leader–member exchange (LMX) differentiation: An indigenous approach to leader–member relationship differentiation

The existing literature has established that leaders differentiate among their followers; however, the focus has long been on the Western leader–member exchange (LMX) theory. This paper examines leader–member relationship differentiation from an indigenous, leader–member guanxi (LMG) perspective. Using a sample of 60 groups and 228 employees, we examined the dual effects of LMG differentiation on employee job satisfaction, organizational commitment, turnover intention, and co-worker helping behavior after controlling for LMX, LMX median, and LMX differentiation. The results of this study supported the proposed dual effects of LMG differentiation, demonstrating that LMG differentiation, in general, is detrimental to employees' work attitudes and their intentions to stay in an organization. On the contrary, interestingly enough, LMG differentiation can accentuate the positive relationship between LMG and job satisfaction, organizational commitment, and co-worker helping behaviors.     

EQUILIBRIUM SEARCH UNEMPLOYMENT,ENDOGENOUS PARTICIPATION,AND LABOR MARKET FLOWS

The sustainability of welfare states requires high employment and high participation to raise the tax base. To analyze labor supply in a world with market frictions, we propose and solve a macro model of the labor market with unemployment and labor force participation as endogenous and distinct states. In our world, workers' decisions of participating are determined by an entry decision and an exit decision. A calibration of the model improves the usual representations of labor markets, since it quantitatively accounts for the observed flows between employment and nonparticipation. The paper investigates also the effect of payroll taxes and unemployment benefits on participation decisions. Taxes reduce entries and increase exits, whereas unemployment benefits, at a given job‐finding rate, raise entries and have ambiguous effects on exits. (JEL: J2, J6)     

Job Matching and the Wage Distribution

This paper brings together the microeconomic‐labor and the macroeconomic‐equilibrium views of matching in labor markets. We nest a job matching model à la Jovanovic (1984) into a Mortensen and Pissarides (1994)‐type equilibrium search environment. The resulting framework preserves the implications of job matching theory for worker turnover and wage dynamics, and it also allows for aggregation and general equilibrium analysis. We obtain two new equilibrium implications of job matching and search frictions for wage inequality. First, learning about match quality and worker turnover map Gaussian output noise into an ergodic wage distribution of empirically accurate shape: unimodal, skewed, with a Paretian right tail. Second, high idiosyncratic productivity risk hinders learning and sorting, and reduces wage inequality. The equilibrium solutions for the wage distribution and for the aggregate worker flows—quits to unemployment and to other jobs, displacements, hires—provide the likelihood function of the model in closed form.     

Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction*

The social identity approach is a powerful theoretical framework for the understanding of individuals' behaviour. The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines one's self‐esteem. In the organizational world, social identity and self‐categorization theories state that a strong organizational identification is associated with low turnover intentions. Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions. In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions.     

Wage Bargaining with On‐the‐Job Search: Theory and Evidence

Most applications of Nash bargaining over wages ignore between‐employer competition for labor services and attribute all of the workers' rent to their bargaining power. In this paper, we write and estimate an equilibrium model with strategic wage bargaining and on‐the‐job search and use it to take another look at the determinants of wages in France. There are three essential determinants of wages in our model: productivity, competition between employers resulting from on‐the‐job search, and the workers' bargaining power. We find that between‐firm competition matters a lot in the determination of wages, because it is quantitatively more important than wage bargaining à la Nash in raising wages above the workers' “reservation wages,” defined as out‐of‐work income. In particular, we detect no significant bargaining power for intermediate‐ and low‐skilled workers, and a modestly positive bargaining power for high‐skilled workers.     

组织支持对人力资源措施和员工绩效的影响

通过两项研究,对中国企业情境下员工感知到的组织支持、人力资源管理措施和个人绩效的关系进行了探讨.采用因子分析和回归分析等方法对来自合资,国有,私有等企业的员工及其主管的问卷调查结果进行了数据分析.结果表明:这些企业的人力资源管理措施可以分为保健措施和激励措施两大类.保健措施包括:员工福利、工作环境改善、工作保障、员工薪酬、员工关怀计划;激励措施包括员工培训、职业发展规划.保健措施和激励措施与感知到的组织支持存在交互作用,共同影响员工个人绩效.保健措施对员工绩效的正向影响作用在低水平感知到的组织支持下更显著,激励措施则在高水平感知到的组织支持下具有更显著的正向影响.