|
on Human Capital and Human Resource Management |
| By: | OKUDAIRA Hiroko; KITAGAWA Ritsu; AIZAWA Toshiaki; KURODA Sachiko; OWAN Hideo |
| Abstract: | Effective health management is crucial for enhancing employee productivity within organizations. Despite this, the impact of health management practices in the workplace, particularly the role of managers on their subordinates' health, remains largely underexplored. Leveraging periodic employee transfers at a large-scale, publicly-listed firm in Japan, this study examines the effects of middle managers on their subordinates' overtime hours and, eventually their health outcomes. Our analysis indicates that manager-driven overtime work correlates with an increased stress burden among male employees in a non-managerial track, who also report a higher incidence of physical symptoms, such as headaches and backaches. Interestingly, our findings reveal divergent associations with the risk of metabolic syndrome across genders. These findings highlight the necessity of developing gender- and career track-specific health support programs to mitigate the health risks associated with excessive overtime work. |
| Date: | 2024–04 |
| URL: | http://d.repec.org/n?u=RePEc:eti:dpaper:24053&r=hrm |
| By: | Andelic, Nicole (University of Aberdeen); Allan, Julia (University of Stirling); Bender, Keith A. (University of Aberdeen); Powell, Daniel (University of Aberdeen); Theodossiou, Ioannis (University of Aberdeen) |
| Abstract: | Recent research highlights the association of performance-related pay (PRP) and poor health. An uninvestigated potential mechanism is a lower frequency of leisure activities, since PRP incentives longer work hours. This study investigates PRP's effect on a variety of leisure pursuits. After correcting for self-selection, UK data show that PRP workers are less likely to engage in some forms of exercise and spend less time sleeping compared to non PRP workers. In addition, they are more likely to eat out and consume alcohol. Such leisure differences between PRP and salaried workers may negatively affect the health and wellbeing of PRP workers. |
| Keywords: | performance-related pay, leisure, sleep, health |
| JEL: | J33 J22 I0 |
| Date: | 2024–03 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp16886&r=hrm |
| By: | Max Thon (University of Cologne); Oliver Gürtler (University of Cologne); Matthias Heinz (University of Cologne); Kai Schäfer (University of Cologne); Dirk Sliwka (University of Cologne) |
| Abstract: | We investigate how to strategically motivate sales agents in intermediary markets. In collaboration with a large travel company, we run a field experiment with more than 1, 200 independently owned intermediaries that sell our study firm’s own products as well as products from competitors to end customers. The intermediaries employ sales agents responsible for customer interaction. We compare the impact of different forms of monetary incentives with non-monetary incentives provided through direct support to reduce the sales agents’ effort costs. We develop a conceptual formal model hypothesizing that incentives for intermediaries (i) generally increase sales, and are more effective when targeting (ii) sales agents rather than owners of the intermediaries, (iii) intermediaries with weaker monetary incentives prior to the intervention, and (iv) products where the firm has no competitive advantage. We find that providing sales-agent support increases sales, while higher commission payments to the agencies’ owners has no discernible effects. Directly incentivizing sales agents through vouchers raises sales for agencies with low prior commission rates. The incentive effects are driven by products where the firm has a weaker market position, while they have no discernible effects on product sales where the firm has a strong competitive advantage. We analyze underlying mechanisms using surveys and further administrative data. |
| Keywords: | Incentives, intermediaries, competitive advantage, strategy, productivity, field experiment |
| JEL: | C93 D23 L21 M52 |
| Date: | 2024–04 |
| URL: | http://d.repec.org/n?u=RePEc:ajk:ajkdps:297&r=hrm |
| By: | Nicola Bianchi; Matteo Paradisi |
| Abstract: | This study investigates the growing wage disparity between older and younger workers in high-income countries. We propose a conceptual framework of the labor market in which firms cannot change the contracts of older employees and cannot freely add higher-ranked positions to their organizations. In this model, a larger supply of older workers and declining economic growth restrict younger workers’ access to higher-paying roles and widen the age pay gap in favor of older workers. Drawing on extensive administrative and survey data, we document that the characteristics of these negative spillovers on younger workers’ careers align with the model’s predictions. As older workers enjoy more successful careers, younger workers become less likely to hold higher-ranked jobs and fall toward the bottom of the wage distribution. The pay gap between younger and older workers increases more in slower-growing, older, and larger firms and in firms with higher mean wages, where these negative spillovers on younger workers are larger in magnitude. Moreover, younger employees become less likely to work for higher-paying firms, whose share of older workers disproportionately increases over time. Finally, we show that alternative explanations for these findings receive little empirical support. |
| JEL: | J11 J21 J31 M51 |
| Date: | 2024–04 |
| URL: | http://d.repec.org/n?u=RePEc:nbr:nberwo:32340&r=hrm |
| By: | Carolin Linckh; Samuel Muehlemann; Harald Pfeifer |
| Abstract: | This paper analyzes the relationship between labor market tightness and firms' hiring behavior. We use unique linked employer-employee data to show that firms lower their hiring standards in tight labor markets, but we find no evidence that firms increase the starting wages of new hires. Exploiting detailed data on pre- and post-match hiring costs, we find that both cost components increase with the degree of tightness in the labor market. However, as pre-match search costs make up only a small share of the total hiring costs, our results highlight the importance of the post-match hiring costs for firms' adjustment to tightness. |
| Keywords: | Recruiting, Labor market tightness, Wages, Hiring standard, Hiring cost, On the Job Training |
| JEL: | J23 J24 J31 J63 |
| Date: | 2024–04 |
| URL: | http://d.repec.org/n?u=RePEc:iso:educat:0217&r=hrm |
| By: | Pilar Beneito; Maria Garcia-Vega; Oscar Vicente-Chirivella; Guillaume Wilemme |
| Abstract: | We study the impact of industrial robots on the use of labor intermediaries or temporary work agencies (TWAs) and firm productivity. We develop a theoretical framework where new technologies increase the need for quality match workers. TWAs help firms to search for workers who better match their technologies. The model predicts that using robots increases TWA use, which increases robots’ productivity. We test the model implications with panel data of Spanish firms from 1997 to 2016 with information on robot adoption and TWA use. Using staggered difference-in-difference (DiD) estimations, we estimate the causal effects of robot adoption on TWAs. We find robot adopters increase the probability of TWA use compared to non-adopters. We also find that firms that combine robots with TWAs achieve higher productivity than those who adopt robots without TWAs. |
| Keywords: | Robots, job-worker matching, temporary work agencies, firm productivity. |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:not:notgep:2024-02&r=hrm |
| By: | SATO Kaori; KURODA Sachiko; OWAN Hideo |
| Abstract: | Although theoretical models of job stress have suggested that various worker characteristics and workplace conditions may moderate the effects of occupational burdens on workers' health, few studies have investigated the impact of working hours on mental health while considering individual and workplace characteristics. In this paper, we explore the impact of personality traits on the relationship between job burdens associated with long working hours and workers' mental health and evaluate these impacts over several measurement periods. Our findings are as follows. First, long working hours have more negative effects over long periods of time than over short periods. Second, people who are less extroverted and less open are more susceptible to the mental health effects associated with long overtime hours. These results suggest that company HR personnel and managers should consider the needs of employees who are less extroverted and less open, particularly if they consistently have long working hours. |
| Date: | 2024–04 |
| URL: | http://d.repec.org/n?u=RePEc:eti:dpaper:24048&r=hrm |
| By: | Bergemann, Annette (University of Groningen); Brunow, Stephan; Stockton, Isabel (Institute for Fiscal Studies, London) |
| Abstract: | We estimate female and male workers' marginal willingness to pay to reduce commuting distance in Germany, using a partial-equilibrium model of job search with non-wage job attributes. Commuting costs have implications not just for congestion policy, spatial planning and transport infrastructure provision, but are also relevant to our understanding of gender differences in labour market biographies. For estimation, we use a stratified partial likelihood model on a large administrative dataset for West Germany to flexibly account for both unobserved individual heterogeneity and changes dependent on wages and children. We find that an average female childless worker is willing to give up daily €0.27 per kilometre (0.4% of the daily wage) to reduce commuting distance at the margin. The average men's marginal willingness to pay is similar to childless women's over a large range of wages. However, women's marginal willingness to pay more than doubles after the birth of a child contributing substantially to the motherhood wage gap. A married mixed-sex couple's sample indicates that husbands try to avoid commuting shorter distances than their wives. |
| Keywords: | commuting, marginal willingness to pay for job attributes, on-the-job search, Cox relative risk model, partial likelihood estimation, gender and parenthood in job search models, heterogeneity in job mobility, gender wage gap |
| JEL: | C41 J13 J16 J31 J62 |
| Date: | 2024–03 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp16890&r=hrm |