Showing papers on "Job security published in 1986"
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TL;DR: In this paper, the effects of layoffs on survivors were explored and subjects' work performance was assessed as a function of whether a co-worker had been laid off and the circumstances of that layoff.
Abstract: This study explored the effects of layoffs on survivors. We assessed subjects' work performance as a function of whether a co-worker had been laid off and the circumstances of that layoff. Consiste...
198 citations
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TL;DR: In this paper, the authors examined the relationship between the situational factors an employee faces and the referents they use when comparing their work to other employees' work, and found that the relationship was not as strong as the relationship reported in this paper.
Abstract: In this article the authors discuss research they conducted that examined the relationship between the situational factors an employee faces and the referents they use when comparing their work to ...
154 citations
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TL;DR: The authors examined the work attitudes of American and Australian business majors in order to determine the effect of nationality on managerial attitudes and found that although each national group highly valued both intrinsic and extrinsic job factors, Americans placed greater emphasis on self-fulfillment, responsibility, and other intrinsic rewards, whereas Australians stressed extrinsics factors like income and job security.
45 citations
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19 Aug 1986
TL;DR: The role of governmental institutions in the shaping and administration of labour law and industrial relations policy industrial tribunals and courts are the sources of terms of the contract of employment the duties of co-operation, fidelity and care working time and holidays remuneration and benefits incapacity for work job security discrimination competition by former employees inventions by employees.
Abstract: Introduction: general features definitions and notions the historical background the role of governmental institutions in the shaping and administration of labour law and industrial relations policy industrial tribunals and courts source of labour law private international labour law. Part 1 The individual employment relationship: formation of the relationship the sources of terms of the contract of employment the duties of co-operation, fidelity and care working time and holidays remuneration and benefits incapacity for work job security discrimination competition by former employees inventions by employees. Part 2 Collective labour relations: trade union freedom trade unions and employers' association workers' participation in the enterprise collective bargaining industrial action.
21 citations
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TL;DR: Analysis of the link between occupational health hazards and job security indicates that workers in hazardous positions are more likely to face involuntary job loss than are those in safe positions.
Abstract: This paper studies the link between occupational health hazards and job security. Consistent with the underlying hypothesis that firms utilizing hazardous technologies tend to employ low-skilled workers who can be discharged easily in case of a downturn in business, the analysis indicates that workers in hazardous positions are more likely to face involuntary job loss than are those in safe positions. These workers may be particularly sensitive to political arguments that efforts to reduce exposure to toxins in the workplace and the general environment are responsible for layoffs and plant closures. The paper discusses policy alternatives that could reduce the impact of health regulations on job security.
20 citations
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TL;DR: Japanese-style management and industrial policy are shown to serve as a source of industrial dynamism and are used as a way to illminate what is wrong with the American system.
Abstract: Japanese-style management and industrial policy are shown to serve as a source of industrial dynamism and are used as a way to illminate what is wrong with the American system. Japanese labor practices—specifically extra hours of unpaid work—are seen as a form of insurance fee that the worker pays in exchange for job security.
18 citations
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TL;DR: The authors examined the effect of unions on job security in the public and private sectors and found that despite much lower unemployment rates for public than private sector workers, once one controls for differences in worker and job characteristics, the odds of being unemployed are identical for non-union workers in both private and public sectors.
Abstract: This study examines the effect of unions on job security in the public and private sectors. Despite much lower unemployment rates for public than private sector workers, once one controls for differences in worker and job characteristics, the odds of being unemployed are identical for nonunion workers in the public and private sectors. The picture is quite different for union workers, who face greater odds of becoming unemployed than nonunion workers in private sector jobs but much lower chances of becoming unemployed in the public sector. The ability of unions to reduce layoff and unemployment rates in the public sector seems attributable to the political power to prevent budget cuts and the absence of Unemployment Insurance subsidies or supplemental unemployment benefits.
12 citations
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11 citations
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9 citations
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TL;DR: In the US, the few who have made a fetish of such guarantees have been companies experiencing either long-term growth or stable demand and have insured themselves against unsupportable fixed costs by strictly limiting the number to whom guarantees are made as mentioned in this paper.
Abstract: It is well recognised that job security has risen relative to pay in the hierarchy of employee concerns. Job security provisions won by or awarded to employees comprise high fixed costs from the employer's viewpoint. The firm's flexibility and adaptability to fluctuations in product demand are reduced thereby. For these reasons American employers have long resisted any form of job guarantee. The few who have made a fetish of such guarantees have been companies experiencing either long‐term growth or stable demand and have insured themselves against unsupportable fixed costs by strictly limiting the number to whom guarantees are made. Such practices add to the insecurities of those outside the guarantees. More employers are now succumbing to the pressures from employees, unorganised as well as organised, for job guarantees, but they too have protected themselves by use of temporary work devices as buffers against over‐commitment to permanent employees. The next employment policy issue after displaced workers may be some protection for the temporary workers who increasingly bear the brunt of fluctuations in labour demand.
4 citations
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TL;DR: This paper developed a worker discipline model where work effort involves a moral hazard problem, such that firms set wages and monitoring levels to reduce potential shirking, and showed that the efficacy of such incentives might be reduced by an increased probability of lay-offs, in which case job security and high wages will be positively and not inversely related.
Abstract: It is usually argued that workers can trade off wages and job security, an argument with limited empirical support. This article develops a worker discipline model where work effort involves a moral hazard problem, such that firms set wages and monitoring levels to reduce potential shirking. It is shown that the efficacy of such incentives might be reduced by an increased probability of lay-offs, in which case job security and high wages will be positively and not inversely related.
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TL;DR: This piece will outline the many reasons behind, and offer examples of, the increased emphasis on job security provisions, and detail some of the current roadblocks in this area.
Abstract: The appearance of job security demands at the bargaining table is on the rise in the United States. Job security has increased relative to income security in the hierarchy of employee concerns. Management has, in several instances, responded to these concerns. This piece will outline the many reasons behind, and offer examples of, the increased emphasis on job security provisions. It will also detail some of the current roadblocks in this area.
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01 Jan 1986
TL;DR: In this paper, the authors identified discipline, job security, and esprit de corps as the three major strengths of the police force and identified corruption, political interference, and poor interaction within the force as three major weaknesses.
Abstract: Discipline, job security, and esprit de corps are the three major strengths identified and corruption, political interference, and poor interaction within the force, the three weaknesses. Delinking police from politics, encouraging participation, recognizing merit in promotion, and improving motivation are suggested as measures to be adopted to improve efficiency and ensure impartiality of the police force.
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TL;DR: In this article, the authors presented new data on the social responsibility attitudes of 136 employers in the Atlantic provinces and found that small employers tend to be more responsive to these concerns than large corporations.
Abstract: Most of the literature on corporate social responsibility assumes that large companies are more responsible or responsive than small firms. However, empirical research has focused primarily on very large corporations or, when considering small firms, has failed, to address size variations within the small-business sector. We offer new data on the social responsibility attitudes of 136 employers in the Atlantic provinces. Of these firms 80 per cent have fewer than 100 employees. The study addressed several human resource issues, including training/retraining and job security. We argue that, contrary to expectations, small employers tend to be more responsive to these concerns than large corporations.
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TL;DR: The authors examined the effect of unions on job security in the public and private sectors and found that despite much lower unemployment rates for public than private sector workers, once one controls for differences in worker and job characteristics, the odds of being unemployed are identical for non-union workers in both private and public sectors.
Abstract: This study examines the effect of unions on job security in the public and private sectors. Despite much lower unemployment rates for public than private sector workers, once one controls for differences in worker and job characteristics, the odds of being unemployed are identical for nonunion workers in the public and private sectors. The picture is quite different for union workers, who face greater odds of becoming unemployed than nonunion workers in private sector jobs but much lower chances of becoming unemployed in the public sector. The ability of unions to reduce layoff and unemployment rates in the public sector seems attributable to the political power to prevent budget cuts and the absence of Unemployment Insurance subsidies or supplemental unemployment benefits.
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TL;DR: In this paper, the authors present a trade-off exercise for assessing how people feel about the varying options and facets which the organisation is or can offer, rather than how they evaluate each aspect in isolation.
Abstract: Job satisfaction is an issue which has concerned personnel managers for many years. There are now numerous questionnaires and measures available to assist in the evaluation of job satisfaction. However, personnel managers have only a limited amount of resources at their disposal to improve job satisfaction. On a practical basis, what personnel managers need is a way of assessing how people feel about the varying options and facets which the organisation is or can offer. They need to know how people feel about the whole package deal the organisation offers, rather than how they evaluate each aspect in isolation. Some organisations, for example, offer high wages but low job security and uninteresting work. Others may be able to provide a secure job but not be able to pay very high wages. Hence, what the personnel manager needs to know is how they can improve the mix of facets and benefits that they can provide. The trade‐off exercise described in this article is a way of doing just this.
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TL;DR: In this paper, career development is a catalyst which leads to assertive action to provide employment security rather than job security, which in turn leads to redeployment of human resources based on a more sophisticated match between profitability needs of the organisation and the expressed work, job and career needs of each employee.
Abstract: All management development programmes set out to train managers to manage the link between a stable, loyal workforce, cost control and the organisation's overall strategy. This career development is a catalyst which leads to assertive action to provide employment security rather than job security. This in turn leads to redeployment of human resources based on a more sophisticated match between profitability needs of the organisation and the expressed work, job and career needs of each employee. The steps of the career‐counselling process and the kinds of managerial competencies a management development programme should help managers acquire are outlined. Through explicit managerial attention to career development and counselling these will have a positive, organisation‐wide impact.
01 Sep 1986
TL;DR: In this article, it is shown that the degree of security, defined as the probability of being retained on the job, rises with the profitability of the firm and declines with the variability of external economic conditions.
Abstract: Many developing countries have far reaching regulations enforcing security of employment, mostly limited to the modern sector. Tenure protecting legislation can be seen as reflecting union power or the political desire to extract from the firms in the formal sector benefits to labor in exchange for favorable treatments in credit or trade and market policies. An alternative explanation, pursued in the paper, is that employment security is an aspect of efficiency wages. Security would be offered and is offered by firms even without coercive legislation to reduce turnover of laborers with firm specific human capital. The paper analyzes employer-worker equilibrium in a two-sector economy. It is shown that the degree of security, defined as the probability of being retained on the job rises with the profitability of the firm and declines with the variability of external economic conditions. Whether wages will rise or decline with security depends on whether wage pay and security are complements or substitutes. It is also shown that the determination of wages by firms introduces inefficiency into the market equilibrium.
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TL;DR: In this paper, the authors describe several management protective arrangements (MPS's) and analyze them from a risk management perspective, and also consider the scientific evidence which has been found to indicate whether these techniques are beneficial or detrimental to shareholders' wealth.
Abstract: Top managers of corporations face a great deal of risk associated with their corporate employment. Their personal assets can be attacked by liability suits and their jobs (or future incomes) can be threatened by hostile corporate takeovers. Top managers has at its command a variety of techniques which are useful in maintaining control to the firm. Some of the techniques help provide job security; others are directed at offering protection from liability suits, etc. The purpose of this article will be to describe several of these "Management protective arrangements" (MPS's) and analyze them from a risk management perspective. This article will also consider the scientific evidence which has been found to indicate whether these techniques are beneficial or detrimental to shareholders' wealth.