Is There a Wage Payoff to Innovative Work Practices

By M. Handel, M. Gittleman. 2004

151 citations recorded by the source corpus.

Subfields: General Health Professions, Public Administration, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/3a8f6166bfd149d6bab30a905bfb7bda1ae0c756

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In General Health Professions

In Public Administration

In Sociology and Political Science

Citations in the corpus

Dynamic capabilities through continuous improvement infrastructure (2009, methodology): “A continuous improvement initiative implies bundles of practices, such as prescribed sequences of steps for carrying out projects, and sets of tools and techniques commonly used to execute these projects (Handel and Gittleman, 2004; Pil and MacDuffie, 1996).”
Is innovative behavior really good for the firm?: Innovative work behavior, conflict with coworkers and turnover intention: moderating roles of perceived distributive fairness (2011, methodology): “In addition to benefiting organizations, IWB also benefits individuals because innovative employees may be rewarded as a result of helping organizations increase productivity (Handel and Gittleman, 2004).”
Workplace Innovations and Employee Outcomes: Evidence from Finland (2008, unknown): “The results on wage increases are similarly mixed: Handel and Gittleman (2004) find little support for higher wages for employees in firms with innovative practices, while in the sample of Black, Lynch, and Krivelyova (2004) nonproduction workers in innovative manufacturing establishments do earn hi”
Trends in Perceived Job Quality, 1989 to 1998 (2005, background): “Findings regarding the impact of employee involvement on wages are quite mixed, and the debate remains unsettled (see Handel & Gittleman, 2004, for a review).”
Skills Mismatch in the Labor Market (2003, background): “The upgrading effects of technology and employee involvement on skill requirements appear modest (see also Handel 2003, Handel & Gittleman 2004).”
The causes of rising wage inequality: the race between institutions and technology (2016, background): “performance bonuses, productivity gain sharing, and profit sharing), have also contributed to rising wage inequality by limiting the added compensation only to highly skilled workers (Handel and Gittleman, 2004; Lemieux et al., 2009; Hanley, 2011).”