How Workers Fare When Employers Innovate
By Sandra E. Black, Lisa M. Lynch, A. Krivelyova. 2003
134 citations recorded by the source corpus.
Complementing existing work on firm organizational structure and productivity, this paper examines the impact of organizational change on workers. We find evidence that employers do appear to compensate at least some of their workers for engaging in high performance workplace practices. We also find a significant association between high performance workplace practices and increased wage inequality. Finally, we examine the relationship between organizational structure and employment changes and find that some practices, such as self-managed teams, are associated with greater employment reductions, while other practices, such as the percentage of workers involved in job rotation, are associated with lower employment reductions.
Subfields: Economics and Econometrics, General Health Professions
View Paper: https://www.semanticscholar.org/paper/c4d0da8d847d9b541bcf4306d0f88a78e85b1b6b
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In Economics and Econometrics
Citations in the corpus
- High-involvement human resource practices, affective commitment, and organizational citizenship behaviors (2012, background): “Hence, some scholars view empowerment as an important high-performance HRM practice (Black, Lynch, & Krivelyova, 2004 ).”
- Product Market Competition, Returns to Skill and Wage Inequality (2005, unknown): “…been put forward for the increase in wage inequality 5 , in particular skill-biased technical change, international trade, organizational change (Caroli and Van Reenen, 2001; Black and Lynch, 2003; Garicano and Rossi-Hansberg, 2003) and changes in unionization (Machin, 1997; Card, 2001).”