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Author: Geddes, Lori Ann
Resulting in 2 citations.
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Geddes, Lori Ann |
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Incentives, Teams and the Organization of Work: Evidence from the United States and Australia Ph.D. Dissertation, The University of Wisconsin - Milwaukee, 2002. DAI-A 63/08, p. 2965, Feb 2003 Cohort(s): NLSY79 Publisher: UMI - University Microfilms, Bell and Howell Information and Learning Keyword(s): Absenteeism; Australia, Australian; Benefits, Fringe; Cross-national Analysis; Gender Differences; Job Tenure; Labor Force Participation; Simultaneity Firms that want to increase worker productivity can choose between many human resource management (HRM) practices. The key is knowing which schemes fit best with the type of workers employed by the firm. Since the workforce is not homogeneous, responses to HRM practices will not be the same for all firms. The best HRM practice will depend on many factors, including but not limited to, labor force attachment, expected tenure, and the organization of the firm. While establishments with higher proportions of females are more likely to use piece rates, individual data show that women are, if anything, less likely to receive individual based incentive pay. Analysis of the National Longitudinal Survey of Youth in the first chapter shows that both results are simultaneously correct because women are much less likely to be paid commissions and bonuses. The hypothesized model demonstrates that lower expected tenure and labor force attachment are positively associated with piece rates but are negatively associated with other types of individual incentive pay, such as commissions. Detailed analysis of commissions among sales workers and piece rates among craft and operative workers supports this hypothesis. Using data from the 1995 wave of the Australian Workplace Industrial Relations Survey (AWIRS), chapter two estimates the determinants of four different types of employee involvement (EI) teams; autonomous groups, quality circles, joint consultative committees, and task forces. EI gives the worker more control over their working environment. The results confirm that team production, as proxied by workers with long expected tenure and high labor force attachment, is associated with an increased likelihood of using EI. Yet, women, often thought less likely to be in team production processes, are no less likely to be in establishments using EI. Previous studies on the effects of HRM schemes on firms' productivity generated mixed results. This leaves one searching for an alternative measure that captures the benefits of adopting such schemes, like absenteeism. In chapter three, evidence from the AWIRS indicates that absenteeism is lower in firms using various types of HRM schemes, like, flexible scheduling, incentive pay, and EI teams. However, the results for incentive pay and employee involvement teams are not as robust as the results for flexible scheduling, implying that workers are absent more for sociological reasons, like illnesses and transportation problems, than for economic or psychological reasons. |
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Bibliography Citation
Geddes, Lori Ann. Incentives, Teams and the Organization of Work: Evidence from the United States and Australia. Ph.D. Dissertation, The University of Wisconsin - Milwaukee, 2002. DAI-A 63/08, p. 2965, Feb 2003. |
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Geddes, Lori Ann Heywood, John S. |
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Gender and Piece Rates, Commissions, and Bonuses Industrial Relations: A Journal of Economy and Society 42,3 (July 2003): 419-445. Also: http://onlinelibrary.wiley.com/doi/10.1111/1468-232X.00298/abstract Cohort(s): NLSY79 Publisher: Blackwell Publishing, Inc. => Wiley Online Keyword(s): Gender Differences; Job Tenure; Labor Force Participation; Simultaneity; Women Previous work shows that establishments with higher proportions of women are more likely to use piece rates but that individual women are less likely to receive performance pay. We present a model in which lower expected tenure and labor force attachment are positively associated with piece rates but are negatively associated with other forms of performance pay. Analysis of the National Longitudinal Survey of Youth (NLSY) confirms that women are more likely to be paid piece rates and simultaneously less likely to be paid commissions and bonuses. [ABSTRACT FROM AUTHOR] |
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Bibliography Citation
Geddes, Lori Ann and John S. Heywood. "Gender and Piece Rates, Commissions, and Bonuses." Industrial Relations: A Journal of Economy and Society 42,3 (July 2003): 419-445.
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