Trust-Based Working Time and Organizational Performance: Evidence from German Establishment-Level Panel Data
This paper empirically examines the impact of trust-based working time on firm performance using panel data from German establishments. Trust-based working time is a human resource management practice that involves a high degree of worker autonomy in terms of scheduling individual working time. From the theoretical viewpoint, trust-based working time may affect worker motivation positively as well as negatively. Therefore, at the establishment level the performance effects of trust-based working time remain an open question. The analysis shows that both establishment productivity and profitability increase with the diffusion of trust-based working time. Referring only to establishments with trust-based working time arrangements, both performance effects are estimated at about 1-2 percent, while in the full sample both per- formance effects are stronger ranging between about 2.5 and 5 percent.
|Date of creation:||2011|
|Contact details of provider:|| Postal: Peter-Merian-Weg 6, Postfach, CH-4002 Basel|
Web page: http://wwz.unibas.ch
More information through EDIRC
References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Zwick, Thomas & Wolf, Elke, 2002. "Reassessing the Impact of High Performance Workplaces," ZEW Discussion Papers 02-07, ZEW - Zentrum für Europäische Wirtschaftsforschung / Center for European Economic Research.
- Wo[ss]mann, Ludger & West, Martin, 2006.
"Class-size effects in school systems around the world: Evidence from between-grade variation in TIMSS,"
European Economic Review,
Elsevier, vol. 50(3), pages 695-736, April.
- Woessmann, Ludger & West, Martin R., 2002. "Class-Size Effects in School Systems Around the World: Evidence from Between-Grade Variation in TIMSS," IZA Discussion Papers 485, Institute for the Study of Labor (IZA).
- Wößmann, Ludger & West, Martin R., 2006. "Class-size effects in school systems around the world: Evidence from between-grade variation in TIMSS," Munich Reprints in Economics 19673, University of Munich, Department of Economics.
- West, Martin R. & Wößmann, Ludger, 2002. "Class-Size Effects in School Systems Around the World: Evidence from Between-Grade Variation in TIMSS," Kiel Working Papers 1099, Kiel Institute for the World Economy (IfW).
- Federica Origo, 2008. "Workplace flexibility and job satisfaction: some evidence from Europe," International Journal of Manpower, Emerald Group Publishing, vol. 29(6), pages 539-566, September.
- Winder Katie L, 2009. "Flexible Scheduling and the Gender Wage Gap," The B.E. Journal of Economic Analysis & Policy, De Gruyter, vol. 9(1), pages 1-27, July.
- Philippe Askenazy & Eve Caroli, 2006. "Innovative work practices, information technologies and working conditions: evidence for France," EconomiX Working Papers 2006-2, University of Paris Nanterre, EconomiX.
- Askenazy, Philippe & Caroli, Eve, 2006. "Innovative Work Practices, Information Technologies and Working Conditions: Evidence for France," IZA Discussion Papers 2321, Institute for the Study of Labor (IZA).
- Philippe Askenazy & Eve Caroli, 2010. "Innovative Work Practices, Information Technologies, and Working Conditions: Evidence for France," Post-Print halshs-00754426, HAL.
- Thomas Zwick, 2005. "Continuing Vocational Training Forms and Establishment Productivity in Germany," German Economic Review, Verein für Socialpolitik, vol. 6(2), pages 155-184, May.
- Nick Bloom & Tobias Kretschmer & John Van Reenen, 2011. "Are family-friendly workplace practices a valuable firm resource?," Strategic Management Journal, Wiley Blackwell, vol. 32(4), pages 343-367, April.
- Bloom, Nick & Kretschmer, Tobias & Van Reenen, John, 2011. "Are family-friendly workplace practices a valuable firm resource?," LSE Research Online Documents on Economics 33892, London School of Economics and Political Science, LSE Library.
- Beauregard, T. Alexandra & Henry, Lesley C., 2009. "Making the link between work-life balance practices and organizational performance," LSE Research Online Documents on Economics 25224, London School of Economics and Political Science, LSE Library.
- Beblo, Miriam & Heinze, Anja & Wolf, Elke, 2004. "Is there a wage premium or wage discount for flexible hours?," ZEW Discussion Papers 04-83, ZEW - Zentrum für Europäische Wirtschaftsforschung / Center for European Economic Research.
- MacEachen, Ellen & Polzer, Jessica & Clarke, Judy, 2008. ""You are free to set your own hours": Governing worker productivity and health through flexibility and resilience," Social Science & Medicine, Elsevier, vol. 66(5), pages 1019-1033, March.
- Michael White & Stephen Hill & Patrick McGovern & Colin Mills & Deborah Smeaton, 2003. "'High-performance' Management Practices, Working Hours and Work-Life Balance," British Journal of Industrial Relations, London School of Economics, vol. 41(2), pages 175-195, June.
- Dominik Hanglberger, 2010. "Arbeitszufriedenheit und flexible Arbeitszeiten: empirische Analyse mit Daten des Sozio-oekonomischen Panels," SOEPpapers on Multidisciplinary Panel Data Research 304, DIW Berlin, The German Socio-Economic Panel (SOEP).
- Dominik Hanglberger, 2010. "Arbeitszufriedenheit und flexible Arbeitszeiten – Empirische Analyse mit Daten des Sozio-oekonomischen Panels," FFB-Discussionpaper 80, Research Institute on Professions (Forschungsinstitut Freie Berufe (FFB)), LEUPHANA University Lüneburg.
- Steffen Mueller, 2009. "The Productivity Effect of Non-Union Representation," Working Papers 074, Bavarian Graduate Program in Economics (BGPE).
- A. Colin Cameron & Pravin K. Trivedi, 2010. "Microeconometrics Using Stata, Revised Edition," Stata Press books, StataCorp LP, number musr, January. Full references (including those not matched with items on IDEAS)