J
Joseph R. Blasi
Researcher at Rutgers University
Publications - 110
Citations - 4036
Joseph R. Blasi is an academic researcher from Rutgers University. The author has contributed to research in topics: Profit sharing & Free rider problem. The author has an hindex of 32, co-authored 108 publications receiving 3859 citations. Previous affiliations of Joseph R. Blasi include Harvard University & Sungkyunkwan University.
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Worker Attitudes Towards Employee Ownership, Profit Sharing and Variable Pay
TL;DR: The authors investigated worker attitudes towards employee ownership, profit sharing, and variable pay using the NBER Shared Capitalism Database, finding that on average, workers want at least a part of their compensation to be performance-related, with stronger preferences for output-contingent pay schemes among workers who have lower levels of risk aversion, greater residual control over the work process, and greater trust of co-workers and management.
Journal ArticleDOI
Do Employee Share Owners Face Too Much Financial Risk
TL;DR: A major theoretical objection against employee share ownership is that workers are exposed to excessive financial risk as discussed by the authors, which is a major reason why many people oppose share ownership in the workplace and why they are concerned about their own financial risk.
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Who Has a Better Idea? Innovation, Shared Capitalism, and HR Policies
TL;DR: In this article, the authors investigate the relationship of "shared capitalist" compensation systems -profit/gainsharing, employee ownership, and stock options - to the culture for innovation and employees' ability and willingness to engage in innovative activity.
Journal ArticleDOI
The Communal Future: The Kibbutz and the Utopian Dilemma.
Martin E. Danzig,Joseph R. Blasi +1 more
Book ChapterDOI
Anti-Shirking Effects of Group Incentives and Human-Capital-Enhancing HR Practices
TL;DR: In this article, the authors investigated whether group incentives can reduce shirking because these practices enable employees to feel psychological ownership that motivates them to prevent their own and coworkers shirshking in a collective work setting.