Showing papers on "Job security published in 1981"

Women's Jobs and Family Adjustment

Abstract: THIS study investigated the relationship between multiple characteristics of women's jobs and their family adjustment in a sample of 99 women in dual-earner families. Six work-related variables were considered simultaneously as predictors of family adjustment: intrinsic job gratification, satisfaction with job security, job-related mood, time spent at work, occupational prestige, and salary. The results were consistent with the hypothesis that women's paid work lives influence their family adjustment. Women's experiences of their work were significantly related to two of three measures of family adjustment. Salary was negatively associated with satisfaction with family relations for women in low-status occupations only. Time spent at work and occupational prestige showed no significant associations with reported adjustment. Of the three indicators of family adjustment, marital satisfaction appeared to be relatively immune from work influences. We hypothesized that the marital relationship may be less sens...

The Economics of Wage Floors

Abstract: This paper contains a theoretical analysis of and summaries of empirical information on consequences of wage floors in the labor market imposed by minimum wages and by labor unions. Excess supplies are rationed in part probabilistically ("first come, first served"), and in part systematically -- by raising hiring standards, or by discrimination and nepotism. Effects on employment, unemployment, and labor force participation, and on wage differentials between the II covered'' and the free sector follow. Empirical information on these effects is cited in the minimum wage case, but only wage differentials are analyzed in the union context. Other consequences outlined here are: lengthening of school attendance, reduction of hours of work, substitution of paid out wages for fringes in the minimum wage case. However, union pressure on fringes is greater than on wages. This strategy produces larger income and greater job security for union members. The minimum wage reduces opportunities for job training and consequent wage growth. Quits initially decline as wages are pushed up, but turnover is likely to increase as the training content of jobs is reduced. Union wage and fringe advantages reduce quits significantly. However, training as well as wage growth are reduced.

Seniority Rules and Educational Productivity: Understanding the Consequences of a Mandate for Equality.

Abstract: This paper analyzes the impact on the performance of public education of seniority rules in teachers' contracts. Part II considers the relative merits of alternative types of employment contracts for teachers in light of recent economic literature on the determinants of efficient contracts and recent empirical work on the production process in education. The key point is that, given the technological characteristics of the education process, the mandate to provide an education to all children, and the lack of low-cost educational options available to low-income families, seniority-based employment contracts may be more effective in promoting public education than performance-based contracts. Part III discusses how seniority rules have affected the performance of public education during the last 10 years, a period characterized by declining enrollments and growing power of teachers' unions. This section points out that seniority rules have created significant problems for school districts coping with decli...

Job characteristics, job satisfaction, motivation and satisfaction with growth: a study of industrial engineers

Abstract: Summary.-For the industrial engineering jobs included in the study job characteristics were associated with two of the three outcome variables as predicted by the Hackman-Oldham model. Individual job characteristics had differential impact on outcomes while moderating variables exhibited little or no influence. One of the more promising recent approaches to both a better understanding of employees' motivation and improvement in the quality of work life is an approach to the redesign of jobs associated with the work of Hackman and Oldharn (1975). Basically, the Hackman-Oldham Model concerned the relationship between certain job characteristics (skill variety, task identity, task significance, and autonomy) and several outcome variables (general satisfaction, level of internal work motivation, and degree of satisfaction with opportunities for self-growth). In addition, the model utilizes several moderating variables (job security, pay, relations with co-workers, nature of supervision, and individual growth needs) which are presented as influencing the relationship between job characteristics and the outcome variables. Although a number of studies to date have focused on and reported supporting data on job characteristics and outcomes, less attention has been given to the influence of the moderating variables. This paper reports a study of the application of the Hackman-Oldman model to a group of industrial engineering jobs. Data were collected from

The Effect of the Employment-At-Will Rule on Employee Rights to Job Security and Fringe Benefits

Abstract: Traditional concepts concerning the law regarding employment relationships of an indefinite duration have been the object of much criticism in recent years. The source of this controversy stems from the application of the so-called employment-at-will rule which provides that employment relationships of this nature may be terminated by either party at any time with or without notice or cause. The at-will rule, however, is not about to be abandoned. The overwhelming majority of jurisdictions continue to adhere to the view that employment relationships of an indefinite duration may be terminated at any time without notice “for good cause, for no cause, or even for cause morally wrong . . . .” Even those jurisdictions which have recognized exceptions to the at-will rule are limiting the application of those exceptions to clearly articulated public policy as expressed in federal or state law. Courts have also examined the effect of statements of personnel policy, whether oral or written, on an employer’s ability to discharge at-will employees. This article discusses the various approaches of law regarding at-will employment relationships. The rationale for the employment-at-will rule, its exceptions and recent limitations on these exceptions are examined. In addition, this Article analyzes the effect of personnel policies on the at-will rule, and reviews the law concerning employee rights to personnel benefits. Finally, this Article proposes the adoption of a uniform approach to recognizing public policy exceptions to the at-will rule. ∗Associate, Skadden, Arps, Slate, Meagher & Flom, New York, N.Y. Member of the New York Bar. B.A. 1974, J.D. 1977 Fordham University. The author was the Editor-in-Chief of the Fordham Urban Law Journal, Volume V, 1976-77. THE EFFECT OF THE EMPLOYMENTAT-WILL RULE ON EMPLOYEE RIGHTS TO JOB SECURITY AND FRINGE BENEFITS Joseph DeGiuseppe, Jr. *

Job Security—The Australian Scene:

Abstract: * President, Industrial Court and Commission of South Australia. This paper was presented to the Second International Industrial Law Conference, Oxford, July 1981. Time limitations have precluded the author’s dealing with other aspects of job security, such as maternity leave and sex discrimination. It is little overstatement to suggest that, particularly over the last decade, one of the most dynamic developmental areas within the industrial relations scene in Australia has been that which directly or indirectly touches upon job security. What has transpired has been a very interesting product of a blend of legislative change, arbitral evolution, developing stances adopted by employer and employee organisations and general social attitudes. When one speaks of job security-at least in Australia-that is simply a convenient ’catch all’ phrase which encompasses a number of facets of the

The Economics of Wage Floors

Abstract: This paper contains a theoretical analysis of and summaries of empirical information on consequences of wage floors in the labor market imposed by minimum wages and by labor unions. Excess supplies are rationed in part probabilistically ("first come, first served"), and in part systematically -- by raising hiring standards, or by discrimination and nepotism. Effects on employment, unemployment, and labor force participation, and on wage differentials between the II covered'' and the free sector follow. Empirical information on these effects is cited in the minimum wage case, but only wage differentials are analyzed in the union context. Other consequences outlined here are: lengthening of school attendance, reduction of hours of work, substitution of paid out wages for fringes in the minimum wage case. However, union pressure on fringes is greater than on wages. This strategy produces larger income and greater job security for union members. The minimum wage reduces opportunities for job training and consequent wage growth. Quits initially decline as wages are pushed up, but turnover is likely to increase as the training content of jobs is reduced. Union wage and fringe advantages reduce quits significantly. However, training as well as wage growth are reduced.

Managerial Obsolescence — Causes and Cures

Abstract: Managers occupy key positions in organisations How effectively the management task is performed will largely determine the success, or otherwise, of the enterprise Generally, the more successful the organisation, the greater will be job security and job satisfaction for existing employees, and the more likelihood there will be for the creation of more and better employment opportunities

Public Sector Productivity and Collective Bargaining

Abstract: Collective bargaining on the issue of productivity appears at times to be an effort to reconcile the irreconcilable. The employer seeks to implement methods that reduce costs, increase efficiency, and raise the quantity of goods and services, while the union strives to project job security, retain work rules and benefits previously attained, insulate those with greater seniority from displacement, and gain new benefits and economic improvements (Kochan, 1980, p. 428).