High-Performance Management Practices and Employee Outcomes in Denmark
AbstractHigh-performance work practices are frequently considered to have positive e ects on corporate performance, but what do they do for employees? After showing that organizational innovation is indeed positively associated with rm performance, we investigate whether high-involvement work practices are associ- ated with higher wages, changes in wage inequality and workforce composition, using data from a survey directed at Danish private sector rms matched with linked employer-employee data. We also examine whether the relationship be- tween high-involvement work practices and employee outcomes is a ected by the industrial relations context
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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 11-1.
Length: 34 pages
Date of creation: 04 Feb 2011
Date of revision:
Note: Original wp-no.: 01-11
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
Workplace practices; wage inequality; workforce composition; hierarchy;
Other versions of this item:
- Cristini, Annalisa & Eriksson, Tor & Pozzoli, Dario, 2012. "High-Performance Management Practices and Employee Outcomes in Denmark," IZA Discussion Papers 6984, Institute for the Study of Labor (IZA).
- C33 - Mathematical and Quantitative Methods - - Multiple or Simultaneous Equation Models; Multiple Variables - - - Models with Panel Data; Longitudinal Data; Spatial Time Series
- J41 - Labor and Demographic Economics - - Particular Labor Markets - - - Labor Contracts
- J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
- L20 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - General
This paper has been announced in the following NEP Reports:
- NEP-ALL-2011-04-23 (All new papers)
- NEP-BEC-2011-04-23 (Business Economics)
- NEP-HRM-2011-04-23 (Human Capital & Human Resource Management)
- NEP-LAB-2011-04-23 (Labour Economics)
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