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1 – 10 of over 3000Priyaranjan Jha and Rana Hasan
The purpose of this paper is to understand labor market regulations and their consequences for the allocation of resources.
Abstract
Purpose
The purpose of this paper is to understand labor market regulations and their consequences for the allocation of resources.
Design/methodology/approach
This paper constructs a theoretical model to study labor market regulations in developing countries and how it affects the allocation of resources between the less productive informal activities and more productive formal activities. It also provides empirical support for some theoretical results using cross-country data.
Findings
When workers are risk-averse and the market for insurance against labor income risk is missing, regulations that provide insurance to workers (such as severance payments) reduce misallocation. However, regulations that simply create barriers to the dismissal of workers increase misallocation and end up reducing the welfare of workers. This study also provides some empirical evidence broadly consistent with the theoretical results using cross-country data. While dismissal regulations increase the share of informal employment, severance payments to workers do not.
Research limitations/implications
The empirical exercise is constrained by the lack of availability of good data on the informal sector.
Originality/value
The analysis of the alternative labor market regulations analyzed in this paper in the presence of risk-averse workers is an original contribution to the literature.
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The endless manifestation of employee misbehaviours can be classified according to Robinson and Bennett’s (1995) employee deviance typology. Using this typology, the purpose of…
Abstract
Purpose
The endless manifestation of employee misbehaviours can be classified according to Robinson and Bennett’s (1995) employee deviance typology. Using this typology, the purpose of this paper is to examine the level of “judicial” tolerance for offences committed by employees across Australian workplaces that culminated in an arbitration hearing before the country’s federal industrial tribunal.
Design/methodology/approach
A content analysis was performed on 565 misbehaviour related, unfair dismissal arbitration decisions made by Australia’s federal industrial tribunal between July 2000 and July 2010. Using the count data that resulted, a logistic regression model was developed to determine which unfair dismissal claim characteristics influenced whether or not a dismissal was deemed to be an appropriate course of disciplinary action.
Findings
The results suggest that an arbitrator’s gender, experience and background have influence on his or her decision. Significance tests also verified that personal aggression, production deviance, political deviance and property deviance were all considered unacceptable in Australian workplaces. Importantly, the results enable the ordering of the range of tolerance. From this ordering, a picture emerged as to what factor may be framing the extremities of the arbitrators’ tolerance for the misbehaviours: the target (or victim) of the behaviour.
Research limitations/implications
Unfair dismissal claims that are settled through private conciliation, as they occur off the public record, could not be included in the analysis.
Practical implications
Society’s implicit stakeholder interest in what constitutes appropriate workplace behaviour is further testament to the HRM obligation to facilitate sustainable workforces. Management should consider whether dismissing a misbehaving employee is a reactionary approach to broader organisational issues associated with employee well-being and cultural norms. In order to contribute to sustainable workforces, HRM policies and actions should focus on limiting triggers that drive misbehaviour, particularly behaviours that result in harm to individuals as a matter of priority, followed closely by triggers to behaviours that result in harm to organisational profitability.
Originality/value
This paper presents new insights about the degrees to which various forms of employee misbehaviour are accepted in the workplace.
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While there has been intense debate in the empirical literature over the evolution of the college wage premium in the United States, its evolution in Europe has received little…
Abstract
While there has been intense debate in the empirical literature over the evolution of the college wage premium in the United States, its evolution in Europe has received little attention. This paper investigates the causes of the evolution of the college wage premium in 12 European countries from 1994 to 2009, assessing the relevance of the supply factor as a determinant of the college wage premium. I use cross-country variation in relative supply, demand, and labour market institutions to examine their effects on the trend in wage inequality. I address possible concerns of endogeneity of the relative supply using an IV strategy exploiting the differential legislations of university autonomy and their variations over time. Results show that the strong increase in the relative supply that European countries have experienced has decreased the college wage premium. The most relevant institution is the minimun wage, which significantly decreases college wage premium.
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Considers the potential of the Transfer of Undertakings (Protection of Employment) Regulations 1981 to apply to the contracting‐out of services and discusses the impact of recent…
Abstract
Considers the potential of the Transfer of Undertakings (Protection of Employment) Regulations 1981 to apply to the contracting‐out of services and discusses the impact of recent case law from the European and British courts. Looks at which rights and obligations transfer if the Regulations do apply, and discusses the duty to inform and consult with trade unions and/or elected worker representatives, as well as considering the special unfair dismissal rules which apply if a dismissal is transfer connected.
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Tom Vander Steene, Luc Sels, Geert Van Hootegem, Hans De Witte and Anneleen Forrier
In this paper we evaluate the impact of the institutional context on the politics of flexibility. We examine whether differences in institutional embedding lead to differences in…
Abstract
In this paper we evaluate the impact of the institutional context on the politics of flexibility. We examine whether differences in institutional embedding lead to differences in the way in which companies seek to achieve flexibility. Belgium and The Netherlands were selected for comparison on the reasons for their different flexibility mix. The conclusions are based on both a macro‐economic analysis of national statistics and a micro‐economic analysis of organisations in both countries. The main conclusion is that the institutional frameworks of Belgium and The Netherlands have been built up along different lines. Dutch legislation encourages contractual flexibility. The Belgian institutional context focuses more on temporal flexibility. A competition for the greatest flexibility has little point given these observations. It is not a question of more or less, but of different flexibility. A wider significance of the comparison is that it clearly demonstrates that evaluations fail if the different components of the institutional framework and flexibility are not studied in their close mutual interrelationship.
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John Donaldson, President, R. Boyfield and R. Davies
May 23, 1973 Industrial Relations — Unfair dismissal — Complaint — References on originating application form to statutes other than Redundancy Payments Act, 1965 deleted …
Abstract
May 23, 1973 Industrial Relations — Unfair dismissal — Complaint — References on originating application form to statutes other than Redundancy Payments Act, 1965 deleted — Application for redundancy payment dismissed — Tribunal's refusal to consider unfair dismissal — Whether amendment to allege unfair dismissal proper.
The purpose of this paper is to study the implementation of a new open-ended contract termination in 2008 in France, called the rupture conventionnelle (RC), which is a mutually…
Abstract
Purpose
The purpose of this paper is to study the implementation of a new open-ended contract termination in 2008 in France, called the rupture conventionnelle (RC), which is a mutually agreed contract termination. More precisely, this paper analyses first the impact of the RC on the employers’ termination decisions (termination or not?). Then it seeks to provide empirical evidence of a substitution between the RC and other contract terminations (if there is termination, what types?).
Design/methodology/approach
The approach is first empirical. The author uses two matched firms’ data sets: one relating to the movement of employees and other from accounting data from 2006 to 2009. Using a propensity score matching method, the author creates two similar (from observable characteristics) firms’ groups – those that used RC in 2009 and those not. The author compares the evolution of the employment decisions between the two groups between 2008 and 2009 in order to identify the specific effect of the RC in the user firms.
Findings
The results indicate that the introduction of the RC tends to increase workforce exits and does lead to much more job destruction in the user firms, i.e. job destruction would have been weaker in the user firms if the RC had not been implemented. Substitutions with dismissals for personal reasons and for economic reasons also may have appeared, albeit weakly.
Originality/value
The RC seems an important measure to make the labour market more flexible, especially in France where EPL is often criticize for its rigidities. But few studies analyse the consequences of this new institutional rule on firms’ behaviour and with firms’ data set. Then this paper provides first some understanding and assessment of the economic effects of the RC.
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Government and employers’ sources frequently emphasize that companies located in western Germany have traditionally been circumscribed in their pursuit of flexibility in staffing…
Abstract
Government and employers’ sources frequently emphasize that companies located in western Germany have traditionally been circumscribed in their pursuit of flexibility in staffing, working time arrangements and pay, due to the particular configuration of the German industrial relations system and labour market regulations. Examines to what extent recent deregulation and decentralization measures have actually enhanced the environment for greater labour flexibility. Then considers whether this has led to higher degrees of labour flexibility at the company level. The analysis of a number of key flexibility indicators reveals that, despite some significant broadening of the scope for greater labour flexibility since the late 1980s, companies seem, in general, not to have greatly altered their flexibility mix. In the light of the relatively high degree of functional flexibility in German firms, the pay‐offs from enhancing other forms of flexibility may be considered to be low.
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This paper aims to provide an examination of the position employees find themselves during corporate insolvencies. The paper examines employees' rights under insolvency procedures…
Abstract
Purpose
This paper aims to provide an examination of the position employees find themselves during corporate insolvencies. The paper examines employees' rights under insolvency procedures such as administration, company voluntary arrangements (CVA), administrative receivership, pre-packs and liquidation, to establish whether the rescue goal can be affected by employees' claims. Priorities in liquidation are also widely examined to establish the status of employees under this procedure and their entitlements.
Design/methodology/approach
Legal analysis.
Findings
The law offers more protection to employees than unsecured creditors. In comparison to unsecured creditors and even floating charge security holders, employment claims stand in a highly enviable position during insolvency.
Originality/value
The paper offers a wholesale assessment of the rights of employees during insolvency. There is a lacuna in research literature that addresses the issue of employment rights during insolvency.
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Zayyad Abdul-Baki and Ahmed Diab
The purpose of this study is to examine both the responses of auditees to corporate governance audit (CGA) regulation and the practices of CGA auditors.
Abstract
Purpose
The purpose of this study is to examine both the responses of auditees to corporate governance audit (CGA) regulation and the practices of CGA auditors.
Design/methodology/approach
The study used a mixed method. Content analysis of 200 annual and CGA reports was carried out for 13 years, from 2008 to 2021, split into voluntary disclosure and mandatory disclosure periods. Quantitative analysis was also conducted using Kruskal–Wallis and Dunn's tests. Data gathered were interpreted through the lens of isomorphism and Oliver's (1991) strategic responses to institutional processes.
Findings
The study revealed that in the voluntary disclosure period, auditees responded mainly with acquiescence, motivated by mimetic isomorphic pressure. In the mandatory disclosure period, auditee responses ranged from acquiescence to dismissal of corporate governance regulation (i.e. coercive isomorphic pressure). Auditor reporting of CGA findings was found to be heterogeneous, suggesting that normative and mimetic isomorphism did not homogenize auditor practices.
Practical implications
The absence of uniform auditee responses to CGA regulation during the mandatory disclosure period suggests that the purpose of mandating the regulation has not yet been achieved and may signal inadequate coercive isomorphic pressure from the Financial Reporting Council of Nigeria (FRCN). Similarly, heterogeneous reporting of CGA findings by corporate governance auditors inhibits the comparability of audit findings, limiting their value for information users.
Originality/value
This study examines corporate governance auditor practices and auditee responses to corporate governance audit regulation.
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