Suchergebnisse

Per qualitŕ del lavoro si intendono quelle caratteristiche dei posti di lavoro che contribuiscono a soddisfare le esigenze dei lavoratori, quali il salario, la qualitŕ intrinseca del lavoro, le prospettive future di lavoro, e le caratteristiche del lavoro che favoriscano un buon equilibrio vita-lavoro. Anche le opportunitŕ di partecipazione organizzativa sono considerate da alcuni come un elemento fondamentale per la qualitŕ del lavoro, mentre altri vedono la partecipazione, come mezzo per ottenere una migliore qualitŕ del lavoro. L'autore presenta una rassegna delle teorie e risultanze empiriche sulla qualitŕ del lavoro in Gran Bretagna (relative a retribuzioni, polarizzazione del rapporto di lavoro, intensificazione del lavoro, ecc.), che evidenziano aspetti in via di deterioramento e altri che stanno migliorando. Dal punto di vista metodologico sostiene che dovrebbe essere costruito un vettore di indici di qualitŕ di lavoro, ma che sarebbe perň fuorviante aggregarli in un unico indice.

Job security is an important aspect of work quality. Accumulating evidence shows that insecurity has deleterious impacts on individuals and households, and in the mid-1990s, job insecurity became a public and political issue. This paper critically examines the concept and measurement of job insecurity and examines trends based on representative survey data in a number of industrialised countries. There is some evidence that insecurity increased in the 1970s and 1980s. However, perceived rising insecurity during the 1990s was a middle-class phenomenon based in part on the experience of professional workers and on the finance industry. In recent years, most occupation groups in Britain have experienced declining insecurity, reflecting a return to historically low levels of unemployment. Insecure workers are concentrated in jobs with temporary contracts and short job tenures, and in the private sector. Plant and Machine Operators remain especially insecure. Workers in foreign-owned firms are experiencing greater insecurity in recent years, and this link is associated with competition from low-wage economies.

The concept of a firm's human capital is reconsidered to include both the technical and the social skills of its workforce. Technical skills are defined by the ability to turn inputs into outputs, and measured by the productivity of unit labour effort. Social skills are defined by the propensity to behave in a manner conducive to the firm's objectives. In other words, social skills are constituted as the norm of effort contribution to which an individual assents, and are measured by observed motivation and behaviour. The existence for firms of a labour management function is proposed and supported, relating social skills to human resource policies. Implications for the labour market are that: (i) firms pay for general training and, at the same time, wages do not necessarily increase with training; (ii) human capital acquisition may not lead to an increase in quitting, even controlling for wages; (iii) human resource policies substitute for efficiency wages or for employee monitoring; and (iv) economies with high organisational commitment have low equilibrium unemployment rates.

The concept of a firm's human capital is reconsidered to include both the technical & the social skills of its workforce. Technical skills are defined by the ability to turn inputs into outputs, & measured by the productivity of unit labor effort. Social skills are defined by the propensity to behave in a manner conducive to the firm's objectives. In other words, social skills are constituted as the norm of effort contribution to which an individual assents, & are measured by observed motivation & behavior. The existence for firms of a labor management function is proposed & supported, relating social skills to human resource policies. Implications for the labor market are that: (1) firms pay for general training &, at the same time, wages do not necessarily increase with training; (2) human capital acquisition may not lead to an increase in quitting, even controlling for wages; (3) human resource policies substitute for efficiency wages or for employee monitoring; & (4) economies with high organizational commitment have low equilibrium unemployment rates. 78 References. Adapted from the source document.

Der Beitrag bietet eine modelltheoretische Analyse der Hysterese auf der Grundlage eines Insider-Outsider-Modells mit effizienlohntheoretischen Elementen. (IAB)