The Adoption of Job Rotation: Testing the Theories
AbstractThe aim of this paper is to test three theories for why firms introduce job rotation schemes: employee learning, employer learning, and employee motivation. The earlier literature has made use of either information about establishment characteristics or data coming from personnel records of a single firm. In order to improve upon this, we make use of a unique data set constructed by merging information from a fairly detailed survey directed at Danish private sector firms with a linked employer-employee panel data. This allows us to include firm and workforce characteristics as well as firms HRM practices as explanatory variables, and hence to carry out a more comprehensive analysis.
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Bibliographic InfoPaper provided by University of Aarhus, Aarhus School of Business, Department of Economics in its series Working Papers with number 04-3.
Length: 33 pages
Date of creation: 26 May 2004
Date of revision:
Note: Submitted for publishing in: Industrial and Labor Relations Review
Contact details of provider:
Postal: The Aarhus School of Business, Prismet, Silkeborgvej 2, DK 8000 Aarhus C, Denmark
Phone: +45 89 486396
Fax: +45 8615 5175
Web page: http://www.asb.dk/departments/nat.aspx
More information through EDIRC
Job rotation; employee learning; employer learning; employee motivation;
Other versions of this item:
- 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.
- M12 - Business Administration and Business Economics; Marketing; Accounting - - Business Administration - - - Personnel Management; Executives; Executive Compensation
- M54 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Labor Management
This paper has been announced in the following NEP Reports:
- NEP-ALL-2004-06-02 (All new papers)
- NEP-EEC-2004-06-02 (European Economics)
- NEP-LAB-2004-06-02 (Labour Economics)
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