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Work organization and preferences dynamics

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Abstract

We present a model with intergenerational transmission of preferences providing a joint explanation of preference evolution and of work organization changes in a society. We focus on the preference for autonomy, defined as an individual's degree of initiative and the value they attach to self direction. We show that the economy has several steady states with different levels of worker autonomy and of the degree of coercion in the work place. The Industrial Revolution and the recent return of flexible forms of organization enable us to illustrate the existence of organizational path dependency. Indeed, the current technological shocks, impacting on the long-run distribution of preferences, modify the future possibilities of adoption of new organizational forms.

Suggested Citation

  • Victor Hiller, 2007. "Work organization and preferences dynamics," Documents de travail du Centre d'Economie de la Sorbonne v07060, Université Panthéon-Sorbonne (Paris 1), Centre d'Economie de la Sorbonne.
  • Handle: RePEc:mse:cesdoc:v07060
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    Cited by:

    1. Alberto Bisin & Thierry Verdier, 2010. "The Economics of Cultural Transmission and Socialization," Post-Print halshs-00754788, HAL.

    More about this item

    Keywords

    Cultural transmission; work organization; industrial revolution; historical path dependency.;

    JEL classification:

    • L16 - Industrial Organization - - Market Structure, Firm Strategy, and Market Performance - - - Industrial Organization and Macroeconomics; Macroeconomic Industrial Structure
    • L23 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Organization of Production
    • Z10 - Other Special Topics - - Cultural Economics - - - General

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