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The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies.

Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices.

The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management.

This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers.

The literature on the union wage premium is among the most extensive in labour economics but unions’ effects on other aspects of the wage-effort bargain have received much less attention. The purpose of this paper is to contribute to the literature through a study of the union premium in paid holiday entitlements.

The authors examine the size of the union premium on paid holidays over time, with a particular focus on how the premium was affected by the introduction of a statutory right to paid holidays. The data come from nationally representative surveys of employees and workplaces.

The authors find that the union premium on paid holidays is substantially larger than the union premium on wages. However, the premium fell with the introduction of a statutory minimum entitlement to paid leave.

This is the first study to examine explicitly the interaction between union representation and the law in this setting. The findings indicate the difficulties that unions have faced in protecting the most vulnerable employees in the UK labour market. The authors argue that the supplanting of voluntary joint regulation with statutory regulation is symptomatic of a wider decrease in the regulatory role of unions in the UK.

A small literature has shown that individual wellbeing varies with the price of company stock, but it is unclear whether this is due to wealth effects amongst those holding stock, or more general effects on sentiment, with individuals taking rising stock prices as an indicator of improvements in the economy. The authors contribute to this literature by using two data sets to establish the relationship between share prices on the one hand and worker wellbeing on the other.

First, the authors use over 20 years of British panel data to show that employee happiness and job satisfaction moves with share prices among those whose pay is partly determined by company fortunes. The authors then examine share price movements and employee stock holding in a single corporation and provide suggestive evidence that an increase in the firm’s stock price increases the well-being of those who belong to its employee share purchase plan (ESPP). These effects are greatest among those making the largest monthly contributions to the program who have the most to gain (or lose) from stock price fluctuations. There is also tentative evidence that the well-being effects of a higher share price are larger for those who hold more shares. Taken together these results suggest that, although stock price movements have little effect on well-being in the population at large, the well-being of those holding stock in their own company rises when the price of that stock is higher, suggesting the effects of share prices work at least partly via changes in wealth.

Taken together these results suggest that the wellbeing effects of share prices work at least partly via changes in wealth.

The authors cannot be certain that the job satisfaction movements they see are causally linked to share plan participation and bonus receipt. Future research might fruitfully examine the mechanisms at play, and whether the effects identified here are linked to differences in employee motivation and effort over the business cycle.

Firms may wish to consider the appropriateness of linking their workers’ pay to firm performance through share plans or profit shares to establish whether this improves worker wellbeing.

The utility of workers may increase where firms offer some compensation via a share plan or profit share.

The literature suggests a link between share price movements and worker wellbeing, but the reasons for the link are contested. Using two very different data sources, the authors are able to show that share price increases induce higher worker wellbeing, at least in part, through wealth effects.

The purpose of this paper is to investigate changes in the economic importance of performance-related-pay (PRP) in Britain through the 2000s using firm-level data.

The authors utilise nationally representative, monthly data on the total wage bill and employment of around 8,500 firms. Using these data, the authors decompose the share of the total economy-wide wage bill accounted for by bonuses into the shares of employment in the PRP and non-PRP sectors, the ratio of base pay between the two sectors, and the gearing of bonus payments to base pay within the PRP sector.

The growth in the economic importance of bonuses in Britain in the mid-2000s – and subsequent fluctuations since the onset of recession in 2008 – can be almost entirely explained by changes in the gearing of bonus to base pay within the PRP sector. There has been no substantial change in the percentage of employment accounted for by PRP firms; if anything it has fallen over time. Furthermore, movements in the gearing of bonuses to base pay in the economy are heavily influenced by changes in Finance: a sector which accounts for a large proportion of all bonus payments in Britain.

The paper demonstrates the importance of understanding further how firms decide the size of bonus payments in a given period.

This is the first paper to present monthly firm-level data for Britain on the incidence and size of bonus payments in the 2000s.

In Digging into Data 3 (DID3) (2014-2016), ten funders from four countries (the USA, Canada, the UK, and the Netherlands) granted $5.1 million to 14 project teams to pursue data-intensive, interdisciplinary, and international digital humanities (DH) research. The purpose of this paper is to employ the DID3 projects as a case study to explore the following research question: what roles do librarians and archivists take on in data-intensive, interdisciplinary, and international DH projects?

Participation was secured from 53 persons representing eleven projects. The study was conducted in the naturalistic paradigm. It is a qualitative case study involving snowball sampling, semi-structured interviews, and grounded analysis.

Librarians or archivists were involved officially in 3 of the 11 projects (27.3 percent). Perhaps more importantly, information professionals played vital unofficial roles in these projects, namely as consultants and liaisons and also as technical support. Information and library science (ILS) expertise helped DID3 researchers with issues such as visualization, rights management, and user testing. DID3 participants also suggested ways in which librarians and archivists might further support DH projects, concentrating on three key areas: curation, outreach, and ILS education. Finally, six directions for future research are suggested.

Much untapped potential exists for librarians and archivists to collaborate with DH scholars; a gap exists between researcher awareness and information professionals’ capacity.

Integrative leadership theories are thriving in the literature, yet very few studies have explored individual characteristics of integrative leadership and conditions that may promote individuals’ integrative leadership orientation. In particular, little is known about the factors that may promote undergraduate college students’ development of an orientation toward integrative leadership, although many colleges and universities are charged with developing future leaders to tackle grand societal challenges. The purpose of this study was to examine higher education institutions’ contributions to college students’ civic engagement and multicultural competence as well as the relationships between these contributions and students’ development of an integrative leadership orientation. Using a multi-institutional survey of college seniors (n = 5,922), the results of this study suggest institutional efforts to develop students’ multicultural competence and civic engagement are positively associated with undergraduate students’ development of an integrative leadership orientation.

The purpose of this paper is to dissect key issues and debates in digital humanities, an emerging field of theory and practice. Digital humanities stands greatly to impact the Information and Library Science (ILS) professions (and vice versa) as well as the traditional humanities disciplines.

This paper explores the contours of digital humanities as a field, touching upon fundamental issues related to the field’s coalescence and thus to its structure and epistemology. It looks at the ways in which digital humanities brings new approaches and sheds new light on manifold humanities foci.

Digital humanities work represents a vital new current of interdisciplinary, collaborative intellectual activity both in- and outside the academy; it merits particular attention from ILS.

This paper helps potential stakeholders understand the intellectual and practical framework of the digital humanities and “its relationship” to their own intellectual and professional work.

This paper critically synthesizes previous scholarly work in digital humanities. It has particular value for those in ILS, a community that has proven especially receptive to the field, as well as to scholars working in many humanities disciplines. Digital humanities has already made an important impact on both LIS and the humanities; its impact is sure to grow.