if this message does not display correctly, click here
|
| |
|
Table of Contents
Impact on Job Performance Teamwork
Valentina Zaharia, Social Economic Debates
Mirela Dogaru, Social Economic Debates
ALT-Labor, Secondary Boycotts, and Toward a Labor Organization Bargain
Michael C. Duff, University of Wyoming College of Law
Growing Trend in LTI Awards: Performance Milestones
James F. Reda, Arthur J. Gallagher & Co. Human Resources Consulting - New York Office
David M. Schmidt, Arthur J. Gallagher & Co. Human Resources Consulting - James F. Reda & Associates
David E Rubinsky, Simpson Thacher & Bartlett LLP
Sickness Absence, Sick Leave Pay, and Pay Schemes
Harald Dale‐Olsen, Institute for Social Research, Norway
Clima Organizacional: Factores De Satisfacción Laboral En Una Empresa De La Industria Metal - Mecanica (Organizational Climate Factors Job Satisfaction in a Company of Metal Industry - Mechanical)
Ma. Guadalupe Díaz Díaz, Universidad Autonoma de Coahuila
Maricela Carolina Peña Cárdenas, Universidad Autonoma de Coahuila
Ivy Oney Elizabeth Samaniego González, Universidad Autonoma de Coahuila
| |
LABOR: PERSONNEL ECONOMICS eJOURNAL
"Impact on Job Performance Teamwork" 
Social Economic Debates no 2, 2013, ISSN-L 2248-3837
VALENTINA ZAHARIA, Social Economic Debates
Email: valentina_...@yahoo.com
MIRELA DOGARU, Social Economic Debates
Email: mirelad...@yahoo.com
From a psychological and physiological on the capability and job requirements are two types of requirements, one of increasing capabilities and requirements, and lowering other capabilities and requirements. Those who are dissatisfied with their status of employment are twice as dissatisfied and stressed compared to those without a job. Employees dissatisfied with remuneration compared to others, calling several times to your doctor or miss work.
"ALT-Labor, Secondary Boycotts, and Toward a Labor Organization Bargain"
63 Catholic University Law Review, Summer 2014, Forthcoming
MICHAEL C. DUFF, University of Wyoming College of Law
Email: mdu...@uwyo.edu
Recently, workers led by non-union labor advocacy groups, popularly labelled “ALT-Labor,” have been staging strikes and other job actions across the low wage economy. Some observers see this activity as the harbinger of a reinvigorated labor movement or, more generally, as audacious dissent by low wage workers with nothing to lose. Others view the activity cynically as an exercise in futility, a struggle against inexorable market forces that refuse to pay $15 per hour to a fast food or big box retail worker. This article takes a different tack, presuming (implicitly using history as its guide) that employers will respond to ALT-Labor in a historically typical manner — by seeking labor injunctions and civil damages in courts.
Labor injunctions are available under certain sections of the Labor Management Relations Act (LMRA) when “labor organizations” violate those sections. This article specifically considers whether ALT-Labor groups, though not unions in the traditional sense, are nevertheless “labor organizations” under the LMRA capable of violating the secondary boycott provisions of the statute. If ALT-Labor groups have the requisite status to commit these violations, they may be subject to federal court injunction and civil damages under the LMRA.
The article concludes that ALT-Labor’s labor organization status is uncertain and will turn on a given group’s explicit statement of a “labor organization-like” purpose, and on whether it behaves like a statutory labor organization. Litigation premised on the labor organization status of an ALT-Labor group therefore poses risk for both sides, business and ALT-Labor.
The article accordingly proposes that unions and business strike a deal by agreeing to narrow the labor organization definition. Employers have wanted to narrow the definition for decades in order to establish workplace committees that have consistently been found presumptively unlawful. Unions, on the other hand, have historically resisted a narrowing of the definition because of the 1930s historical specter of the “company union”: “fake” unions set up by employers to confuse workers into thinking they have real representation when they do not. However, the article contends that the companies in which fake unions were once a concern are vanishing artifacts, and that unions should therefore compromise on the labor organization definition to protect a dynamic, emerging new type of workforce from labor law used as a sword.
"Sickness Absence, Sick Leave Pay, and Pay Schemes" 
LABOUR, Vol. 28, Issue 1, pp. 40-63, 2014
HARALD DALE‐OLSEN, Institute for Social Research, Norway
Email: h...@socialresearch.no
Utilizing Norwegian linked register and survey data, while exploiting a discontinuity in public sick pay legislation, I show that the public sick pay compensation level causally affects male performance pay workers' sick leave days. Both male and female performance pay workers experience longer sick leaves when provided private supplementary sick pay compared with those being eligible for public sick pay only. This differential impact of the replacement rate on workers' sick leave rates reveals heterogeneous behavioural changes following public sick pay cuts, and this heterogeneity will be reinforced by the provision of employer‐provided sick pay to attractive worker groups.
"Clima Organizacional: Factores De Satisfacción Laboral En Una Empresa De La Industria Metal - Mecanica (Organizational Climate Factors Job Satisfaction in a Company of Metal Industry - Mechanical)"
Revista Global de Negocios, Vol. 1 (2) p. 31-41, 2013
MA. GUADALUPE DÍAZ DÍAZ, Universidad Autonoma de Coahuila
Email: guadalu...@yahoo.com
MARICELA CAROLINA PEÑA CÁRDENAS, Universidad Autonoma de Coahuila
Email: pena-c...@hotmail.com
IVY ONEY ELIZABETH SAMANIEGO GONZÁLEZ, Universidad Autonoma de Coahuila
Email: aivy_...@hotmail.com
Spanish Abstract: El presente trabajo de investigación se llevó a cabo con la finalidad de identificar los factores que influyen en el nivel de satisfacción laboral de los trabajadores administrativos y operativos de una Pequeña Empresa de la industrial metal-mecánica ubicada en Frontera, Coahuila, a fin de proporcionar al directivo de la empresa, sugerencias de cambio, de reforzamiento y/o de mejora del Clima Organizacional. Para la realización de este estudio se determinó que la Muestra fuese por consenso, formada por 33 trabajadores a quienes se les aplicó un cuestionario estructurado, tipo escala de Likert, que consta de 40 reactivos correspondientes a 10 variables; para la fiabilidad del instrumento se utilizó la prueba Alfa de Cronbach, obteniéndose un coeficiente de consistencia interna de 0.89. Una vez tabulados los datos, el tratamiento estadístico consistió en calcular frecuencias, obtener las Medias y los coeficientes de correlación de Pearson, usando el programa SSPS (versión 17.0). Como resultado se reporta que el factor higiénico compañeros de trabajo es el de mayor relación con la satisfacción, mientras que los factores motivadores que predominan son los relativos al contenido-significado del trabajo, y al reconocimiento proveniente del supervisor y de los compañeros.
English Abstract: This research identifies factors that influence the level of job satisfaction of operating and administrative workers in the metal working industry located in Frontera, Coahuila. The objective is to provide company management suggestions for change, strengthening and improving the organizational climate. The sample consists of 33 workers who were administered a structured questionnaire, Likert-type scale, consisting of 40 reagents for 10 variables. The reliability of the instrument was Cronbach’s alpha test, yielding a coefficient of internal consistency of 0.89. The statistical analysis was to calculate frequencies, means and obtain Pearson correlations coefficients. We find that coworkers hygiene factor is the most related to satisfaction, while the predominant motivating factors are the content- meaning of work, and recognition from the supervisor and peers.
| ^top
About this eJournal
This eJournal distributes working and accepted paper abstracts focused on research of firm personnel policies. This includes wage policies, incentives, contracting, benefits, retirement and pensions, internal labor markets, turnover, personnel law, and unions and collective bargaining. The topics in this eJournal include but are not limited to Sections J3, J4, J5, and part of J2 of the JEL Classification System.
Editors: Michael J. Gibbs, University of Chicago, and Mario Macis, Johns Hopkins University
SubmissionsTo submit your research to SSRN, sign in to the SSRN User HeadQuarters, click the My Papers link on left menu and then the Start New Submission button at top of page.
Distribution ServicesIf your organization is interested in increasing readership for its research by starting a Research Paper Series, or sponsoring a Subject Matter eJournal, please email: R...@SSRN.com
Distributed by Economics Research Network (ERN), a division of Social Science Electronic Publishing (SSEP) and Social Science Research Network (SSRN)
Directors
LABOR EJOURNALS MICHAEL C. JENSEN
Harvard Business School, Social Science Electronic Publishing (SSEP), Inc., National Bureau of Economic Research (NBER), European Corporate Governance Institute (ECGI)
Email: mje...@hbs.edu
Please contact us at the above addresses with your comments, questions or suggestions for ERN-Sub.
|
| |
| | |
