Job Rotation: Cost, Benefits, and Stylized Facts
AbstractA fundamental principle of economics is that specialization and the division of labor increase the productivity of workers by allowing them to concentrate on narrowly defined tasks. However, not all firms appear to promote a high degree of specialization, but instead rotate workers among several tasks. This paper develops a simple model of work organization to identify the cost and benefits of job rotation and to determine the factors that affect a firm's choice between rotation and specialization. It then uses the model to explain some stylized facts regarding firms and organizations that employ or have historically employed rotation.
Download InfoTo our knowledge, this item is not available for download. To find whether it is available, there are three options:
1. Check below under "Related research" whether another version of this item is available online.
2. Check on the provider's web page whether it is in fact available.
3. Perform a search for a similarly titled item that would be available.
Bibliographic InfoArticle provided by Mohr Siebeck, Tübingen in its journal Journal of Institutional and Theoretical Economics.
Volume (Year): 155 (1999)
Issue (Month): 2 (June)
Contact details of provider:
Web page: http://www.mohr.de/jite
Postal: Mohr Siebeck GmbH & Co. KG, P.O.Box 2040, 72010 Tübingen, Germany
Find related papers by JEL classification:
- D20 - Microeconomics - - Production and Organizations - - - General
- J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
- L23 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Organization of Production
- O30 - Economic Development, Technological Change, and Growth - - Technological Change; Research and Development; Intellectual Property Rights - - - General
You can help add them by filling out this form.
CitEc Project, subscribe to its RSS feed for this item.
- Maija Halonen, 2002.
"Organizational Design, Technology and the Boundaries of the Firm,"
Bristol Economics Discussion Papers
02/540, Department of Economics, University of Bristol, UK.
- Maija Halonen-Akatwijuka, 2010. "Organizational Design, Technology and the Boundaries of the Firm," Economica, London School of Economics and Political Science, London School of Economics and Political Science, vol. 77(307), pages 544-564, 07.
- Tor Eriksson & Jaime Ortega, 2006.
"The adoption of job rotation: Testing the theories,"
Industrial and Labor Relations Review,
ILR Review, Cornell University, ILR School, vol. 59(4), pages 653-666, July.
- Eriksson, Tor & Ortega, Jaime, 2004. "The Adoption of Job Rotation: Testing the Theories," Working Papers 04-3, University of Aarhus, Aarhus School of Business, Department of Economics.
- DeVaro, Jed & Farnham, Martin, 2011.
"Two perspectives on multiskilling and product-market volatility,"
Elsevier, vol. 18(6), pages 862-871.
- DeVaro, Jed & Farnham, Martin, 2010. "Two Perspectives on Multiskilling and Product Market Volatility," MPRA Paper 23089, University Library of Munich, Germany.
- von Krogh, Georg & Spaeth, Sebastian & Lakhani, Karim R., 2003. "Community, joining, and specialization in open source software innovation: a case study," Research Policy, Elsevier, vol. 32(7), pages 1217-1241, July.
- Jellal, Mohamed, 2012. "An anti corruption mechansim," MPRA Paper 38647, University Library of Munich, Germany.
- Eguchi, Kyota, 2005. "Job transfer and influence activities," Journal of Economic Behavior & Organization, Elsevier, vol. 56(2), pages 187-197, February.
- Daniel MÃ¼ller, 2010. "On Horns and Halos: Confirmation Bias and Job Rotation," Bonn Econ Discussion Papers, University of Bonn, Germany bgse05_2010, University of Bonn, Germany.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Thomas Wolpert).
If references are entirely missing, you can add them using this form.