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Author: Joseph G. Altonji
Publisher:
ISBN:
Category : Hours of labor
Languages : en
Pages : 51
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Book Description
This paper provides evidence that hours of work are heavily influenced by the particular job which a person holds. The empirical work consists of a comparison of the variance in the change in work hours across time intervals containing a job change with the variance in the change in hours across time periods when the job remains the same. To the extent that workers choose hours and these hours choices are influenced by shifts in individual preferences and resources, the variance in the time change of hours should not depend upon whether the worker has switched jobs. The desire to reduce or increase hours could be acted upon in the current job. On the other hand, if hours are influenced by employer preferences or if job specific characteristics dominate the labor supply decision, then hours changes should be larger when persons change jobs than when they do not. Using the Panel Study of Income Dynamics and the Quality of Employment Survey, we find that hours changes are typically two to four times more variable across jobs than within jobs. This result holds for both men and women and for both quits and layoffs, is obtained for weeks per year, hours per week, and annual hours, andis not sensitive to the use of controls for a set of job characteristics (including the wage) which might influence the level of hours persons wish to supply. The findings are also inconsistent with the view that workers may costlessly adjust hours by changing jobs.The finding that the job has a large influence on work hours suggests that much greater emphasis should be given to demand factors and to job specific labor supply factors in future research on hours of work. The overwhelming emphasis upon the wage and personal characteristics inconventional labor supply analyses of work hours may in part be misplaced
Author: Joseph G. Altonji
Publisher:
ISBN:
Category : Hours of labor
Languages : en
Pages : 51
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Book Description
This paper provides evidence that hours of work are heavily influenced by the particular job which a person holds. The empirical work consists of a comparison of the variance in the change in work hours across time intervals containing a job change with the variance in the change in hours across time periods when the job remains the same. To the extent that workers choose hours and these hours choices are influenced by shifts in individual preferences and resources, the variance in the time change of hours should not depend upon whether the worker has switched jobs. The desire to reduce or increase hours could be acted upon in the current job. On the other hand, if hours are influenced by employer preferences or if job specific characteristics dominate the labor supply decision, then hours changes should be larger when persons change jobs than when they do not. Using the Panel Study of Income Dynamics and the Quality of Employment Survey, we find that hours changes are typically two to four times more variable across jobs than within jobs. This result holds for both men and women and for both quits and layoffs, is obtained for weeks per year, hours per week, and annual hours, andis not sensitive to the use of controls for a set of job characteristics (including the wage) which might influence the level of hours persons wish to supply. The findings are also inconsistent with the view that workers may costlessly adjust hours by changing jobs.The finding that the job has a large influence on work hours suggests that much greater emphasis should be given to demand factors and to job specific labor supply factors in future research on hours of work. The overwhelming emphasis upon the wage and personal characteristics inconventional labor supply analyses of work hours may in part be misplaced
Author: Tim Baker
Publisher: Springer
ISBN: 1137581468
Category : Business & Economics
Languages : en
Pages : 232
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Book Description
'That's not my job.' If you don't want your employees to say that, why do you start your relationship by giving them a narrow task and competency focused description of their job? We need people to fulfil many different roles at work yes the need to do their job, but they also need to contribute positive energy, collaborate, and take personal reasonability for innovation and personal development. How do they fit into a traditional job description? It is futile persevering with the job description borne out of the scientific management movement one hundred years ago. The world of work is vastly different to the assembly lines of the Ford Motor Company of the early twentieth-century. Building on the phenomenal success of The End of the Performance Review, Baker examines four essential 'Non-Job' roles that all employees must fulfil and shows how to create meaningful role descriptions that can help you recruit better people and enable them to deliver better results.
Author: J. Richard Hackman
Publisher: Reading, Mass. : Addison-Wesley
ISBN:
Category : Business & Economics
Languages : en
Pages : 356
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Book Description
USA. Monograph on job design and work organization - covers personnel management, approaches to organization development, Motivation, job analysis, creating and supporting job enrichment, group work, workers participation in affecting change, design of work in the future, etc. Bibliography pp. 318 to 330, diagrams, graphs and questionnaires.
Author: Margie Mader-Clark
Publisher: Nolo
ISBN: 141331855X
Category : Business & Economics
Languages : en
Pages : 266
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Book Description
Offers managers advice on crafting effective job descriptions that accurately detail a position's responsibilities and that keep legal troubles from developing, in a work that includes checklists, worksheets, resources, and samples.
Author: Robert Curtis Wegner
Publisher:
ISBN:
Category : Employee fringe benefits
Languages : en
Pages : 268
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Book Description
Author:
Publisher:
ISBN:
Category : Labor laws and legislation
Languages : en
Pages : 312
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Book Description
Publishes in-depth articles on labor subjects, current labor statistics, information about current labor contracts, and book reviews.
Author: National Research Council and Institute of Medicine
Publisher: National Academies Press
ISBN: 0309064139
Category : Social Science
Languages : en
Pages : 335
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Book Description
In Massachusetts, a 12-year-old girl delivering newspapers is killed when a car strikes her bicycle. In Los Angeles, a 14-year-old boy repeatedly falls asleep in class, exhausted from his evening job. Although children and adolescents may benefit from working, there may also be negative social effects and sometimes danger in their jobs. Protecting Youth at Work looks at what is known about work done by children and adolescents and the effects of that work on their physical and emotional health and social functioning. The committee recommends specific initiatives for legislators, regulators, researchers, and employers. This book provides historical perspective on working children and adolescents in America and explores the framework of child labor laws that govern that work. The committee presents a wide range of data and analysis on the scope of youth employment, factors that put children and adolescents at risk in the workplace, and the positive and negative effects of employment, including data on educational attainment and lifestyle choices. Protecting Youth at Work also includes discussions of special issues for minority and disadvantaged youth, young workers in agriculture, and children who work in family-owned businesses.
Author: Ravin Jesuthasan
Publisher: MIT Press
ISBN: 0262545969
Category : Business & Economics
Languages : en
Pages : 231
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Book Description
In this Wall Street Journal bestseller, why the future of work requires the deconstruction of jobs and the reconstruction of work. Work is traditionally understood as a “job,” and workers as “jobholders.” Jobs are structured by titles, hierarchies, and qualifications. In Work without Jobs, the Wall Street Journal bestseller, Ravin Jesuthasan and John Boudreau propose a radically new way of looking at work. They describe a new “work operating system” that deconstructs jobs into their component parts and reconstructs these components into more optimal combinations that reflect the skills and abilities of individual workers. In a new normal of rapidly accelerating automation, demands for organizational agility, efforts to increase diversity, and the emergence of alternative work arrangements, the old system based on jobs and jobholders is cumbersome and ungainly. Jesuthasan and Boudreau’s new system lays out a roadmap for the future of work. Work without Jobs presents real-world cases that show how leading organizations are embracing work deconstruction and reinvention. For example, when a robot, chatbot, or artificial intelligence takes over parts of a job while a human worker continues to do other parts, what is the “job”? DHL found some answers when it deployed social robotics at its distribution centers. Meanwhile, the biotechnology company Genentech deconstructed jobs to increase flexibility, worker engagement, and retention. Other organizations achieved agility with internal talent marketplaces, worker exchanges, freelancers, crowdsourcing, and partnerships. It’s time for organizations to reboot their work operating system, and Work without Jobs offers an essential guide for doing so.
Author: Uwe Kleinbeck
Publisher: Psychology Press
ISBN: 113474921X
Category : Psychology
Languages : en
Pages : 298
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Book Description
A unique compendium of international investigations into motivation and performance, this book offers chapters by industrial and organizational psychologists from the United States, Europe, Australia, and Japan as they share their theories, concepts, empirical evidence, and practical evidence regarding the subject. The volume focuses on three distinct themes: * the relationship between motivation and performance * practical examples of building and strengthening the motivating potential with particular attention paid to productivity and the health of the employees * the development of work motivation over time and the change of the relative importance of central variables Work Motivation provides an exceptional blend of modern theoretical approaches, technologically sound techniques for solving practical problems, and empirical results to prove theoretical and technical validities.
Author: Dail L. Fields
Publisher: IAP
ISBN: 162396220X
Category : Business & Economics
Languages : en
Pages : 353
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Book Description
This book is a handbook for people who want to assure the use of reliable and valid questionnaires for collecting information about organizations. It significantly reduces the time and effort required for obtaining validated multi-question measures of aspects of organizational ‘health’ such as employee job satisfaction, organizational commitment, organizational justice, and workplace behaviors. It helps users in measuring some factors underlying employee perceptions of work such as job characteristics, role ambiguity or conflict, job stress, and the extent to which employees believe their values and those of the organization are congruent. All the measures in the book have been used and tested in research studies published in the 1990’s. In addition, all the measures describe the extent and types of reliability and validity tests that have been completed, a feature that organizational researchers should find particularly useful. All in all, this book is a handy tool to increase the efficiency of researchers, consultants, managers, or organizational development specialists in obtaining reliable and valid information about how employees view their jobs and organizations.
