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New Organizational Forms, Learning and Incentive-Based Inequality

Author

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  • Patricia Crifo

    (GATE - Groupe d'analyse et de théorie économique - UL2 - Université Lumière - Lyon 2 - Ecole Normale Supérieure Lettres et Sciences Humaines - CNRS - Centre National de la Recherche Scientifique)

  • Marie Claire Villeval

    () (GATE - Groupe d'analyse et de théorie économique - UL2 - Université Lumière - Lyon 2 - Ecole Normale Supérieure Lettres et Sciences Humaines - CNRS - Centre National de la Recherche Scientifique)

Abstract

This paper analyses the influence of organisational change on the widening of earnings inequality, depending on the nature of employers' policy with respect to both how to deal with moral hazard problems and how to manage the access to skills. In a linear agency model which explains organisational change from an incentive perspective, we show that new job design is inequality increasing. However, the extent of inequality depends on the principal's strategy for managing the access to the higher skills required by organisational change: selective hiring vs. in-house training. Training reveals to be another incentive device added to monetary schemes or delegation. By comparison with\ the selective hiring strategy, training entails a lower average wage and a lower expected wage gap between- and within- skill groups.

Suggested Citation

  • Patricia Crifo & Marie Claire Villeval, 2001. "New Organizational Forms, Learning and Incentive-Based Inequality," Post-Print halshs-00179984, HAL.
  • Handle: RePEc:hal:journl:halshs-00179984
    Note: View the original document on HAL open archive server: https://halshs.archives-ouvertes.fr/halshs-00179984
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    Cited by:

    1. Crifo, Patricia, 2003. "La modélisation du changement organisationnel : déterminants et conséquences sur le marché du travail," L'Actualité Economique, Société Canadienne de Science Economique, vol. 79(3), pages 349-365, Septembre.

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