High Performance Work Systems, Industrial Relations and Pay Policies in Europe
AbstractThe present study uses data for workplaces in all sectors of ten European countries to investigate whether firms that have introduced new forms of work organisation are more likely to use variable pay schemes. Also the role played by institutional forces and employees’ representatives is investigated. New regimes of work organisation are characterised by both new work practices – such as teams, job rotation, multitasking and flat hierarchies – and higher levels of direct participation by employees. We find that, in general, schemes of variable pay are more likely to be introduced where new work practices are in place. The presence of employees’ representatives increases the probability of variable pay, but only when they co-operate with the management in decision-making.
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Bibliographic InfoArticle provided by Vita e Pensiero, Pubblicazioni dell'Universita' Cattolica del Sacro Cuore in its journal Rivista Internazionale di Scienze Sociali.
Volume (Year): 113 (2005)
Issue (Month): 2 ()
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new work organisation; employees representation; variable pay policies.;
Find related papers by JEL classification:
- J33 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Compensation Packages; Payment Methods
- J59 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Other
- M52 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
- M54 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Labor Management
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