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Book part
Publication date: 13 September 1999

Erling Barth and Harald Dalc-OIsen

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The Creation and Analysis of Employer-Employee Matched Data
Type: Book
ISBN: 978-0-44450-256-8

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Book part
Publication date: 11 July 2019

Alex Bryson and Harald Dale-Olsen

Higher replacement rates often imply higher levels of absenteeism, yet even in generous welfare economies, employers provide sick pay in addition to the public sick pay…

Abstract

Higher replacement rates often imply higher levels of absenteeism, yet even in generous welfare economies, employers provide sick pay in addition to the public sick pay. Using comparative population-representative workplace data for Britain and Norway, we show that close to 50% of private sector employers in both countries provide sick pay in excess of statutory sick pay. However, the level of statutory sick pay is also much higher in Norway than in Britain. In both countries, private sick pay as well as other benefits provided by employers are chosen by employers in a way that maximizes profits having accounted for different dimensions of labor costs. Several health-related privately provided benefits are often bundled. In both countries easy-to-train workers, high turnover and risky work are linked to less extensive employer provision of extended sick leave and sick pay in excess of statutory sick pay. In contrast, the presence of a trade union agreement is strongly correlated with both the provision of private sick pay and extended sick leave in Britain but not in Norway. We show that the sickness absence rate is much higher in Norway than in Britain. However, the higher level of absenteeism in Norway compared to Britain relates to the threshold for statutory sick pay in the Norwegian public sick pay legislation. When we take this difference into account, no significant difference remains.

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Health and Labor Markets
Type: Book
ISBN: 978-1-78973-861-2

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Book part
Publication date: 16 February 2012

Harald Dale-Olsen, Pål Schøne and Mette Verner

In this chapter, we have analysed the relationship between the proportion of women on board of directors and firm performance in Norway and Denmark. These countries are…

Abstract

In this chapter, we have analysed the relationship between the proportion of women on board of directors and firm performance in Norway and Denmark. These countries are, in an international context, considered similar in many respects. However, during 2002–2007, the two countries experienced quite different developments regarding the gender diversity on companies' boards, caused by the Norwegian board reform affecting public limited firms. These changes increase the relevancy for analysing and comparing the relationship between gender diversity and firm performance in the two countries. The results for Denmark reveal no significant relationships between the proportion of women on boards and firm performance. As there was no quota policy in place in Denmark in this period, the proportion of women on boards has been quite constant. Therefore, it is hardly surprising that we observe no significant relationships. The results for Norway reveal first a positive relationship between the proportion of women on boards of directors and firm performance. This relationship does hold after controlling for a wide set of firm characteristics. Can this be explained by the quota? No, our robustness analyses suggest not. The results indicate that the short-term relationship between gender diversity and firm performance is negligible. Neither for public limited firms nor for limited firms, can firm performance during this period really be attributed to women on boards. Thus, from a gender equalisation point of view, it appears that one has achieved increased gender diversity on Norwegian boards, without affecting firm performance.

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Firms, Boards and Gender Quotas: Comparative Perspectives
Type: Book
ISBN: 978-1-78052-672-0

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Article
Publication date: 8 June 2012

Harald Dale‐Olsen

Performance pay is growing in importance. Even in a centralised economy such as the Norwegian economy, the prevalence of performance pay has increased significantly from…

Abstract

Purpose

Performance pay is growing in importance. Even in a centralised economy such as the Norwegian economy, the prevalence of performance pay has increased significantly from 1997 to 2003, and internationally changes in payment methods also occur increasingly. The purpose of this paper is to analyse how performance pay and team organisation and the interaction between these affect publicly‐financed sickness absences of workers.

Design/methodology/approach

Standard panel and cross‐section non‐linear and linear regression techniques are applied to Norwegian panel register and questionnaire data on private sector workers and workplaces during 1996‐2005.

Findings

Team organisation and performance pay are found to be negatively related to sickness absence incidence rates and sick days, partly due to strong negative relationships in workplaces providing jointly performance pay and team organisation. The negative effect of performance pay on sickness absence survives even when fixed job effects are taken into account. The negative effects were stronger for weak incentives than stronger, and they are primarily related to group‐based incentive schemes.

Practical implications

Introducing weak group‐based incentive schemes might be one way to successfully tackle absenteeism for firms.

Originality/value

The paper's findings contribute to the growing literature on how performance pay and team organisation affect absenteeism.

Details

International Journal of Manpower, vol. 33 no. 3
Type: Research Article
ISSN: 0143-7720

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Book part
Publication date: 11 July 2019

Abstract

Details

Health and Labor Markets
Type: Book
ISBN: 978-1-78973-861-2

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Book part
Publication date: 16 February 2012

Abstract

Details

Firms, Boards and Gender Quotas: Comparative Perspectives
Type: Book
ISBN: 978-1-78052-672-0

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Book part
Publication date: 16 February 2012

Fredrik Engelstad and Mari Teigen

The relationship between gender, family and employment is often depicted as the outcome of rational allocation between time in paid work and time spent on family-related…

Abstract

The relationship between gender, family and employment is often depicted as the outcome of rational allocation between time in paid work and time spent on family-related tasks, such as household chores and care for children and other dependent persons (Becker, 1991). This balancing process may be framed in purely economic terms as a question of which spouse should be most active in the labour market when the goal is that of maximizing the total family income. It may also be conceived as deliberations over gender role norms (e.g. Petersen, 2002). If spouses have similar earning capacity, or if they accord relatively little importance to variation in pecuniary income, they may instead decide the employment pattern on the basis of norms of fairness or gender equality. In both cases the couple making the decision is portrayed as context-free actors maximizing a simple set of values: family income or gender equity.

Details

Firms, Boards and Gender Quotas: Comparative Perspectives
Type: Book
ISBN: 978-1-78052-672-0

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Article
Publication date: 8 June 2012

Guido Citoni, Benoît Mahy and François Rycx

The purpose of this paper is to introduce this special issue on work organization, performance and health.

Abstract

Purpose

The purpose of this paper is to introduce this special issue on work organization, performance and health.

Design/methodology/approach

The authors provide a general review of the literature and describe the main findings of the papers appearing in this special issue.

Findings

This issue provides new evidence regarding the impact of work organization (essentially defined in terms of payment methods, teamwork, workforce age structure and labour contracts) on performance (measured through employment, productivity and sickness absenteeism indicators). It also sheds more light on the determinants of workers’ health by gender, with particular attention to working conditions and mobbing.

Originality/value

The papers collected in this special issue provide some fine examples of recent work at the crossroads of health and personnel economics.

Details

International Journal of Manpower, vol. 33 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

To view the access options for this content please click here

Abstract

Details

The Creation and Analysis of Employer-Employee Matched Data
Type: Book
ISBN: 978-0-44450-256-8

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Book part
Publication date: 16 February 2012

Mari Teigen

The spread of corporate board quota legislation is studied in light of diffusion theory. Mechanisms of diffusion, path dependency and critical junctures can contribute to…

Abstract

The spread of corporate board quota legislation is studied in light of diffusion theory. Mechanisms of diffusion, path dependency and critical junctures can contribute to explaining the spread of policy reforms, such as the corporate board quota legislation. The empirical section describes the Norwegian reform process and maps out the ongoing European and global reform processes and debates. Seven countries, in addition to Norway, have in recent years initiated legal reforms and adopted corporate board quota rules: Spain, Iceland, France, the Netherlands, Belgium, Italy and Malaysia. However, the debates over the introduction of parallel legislation extend further, and are a burning issue in several other Western European countries, as well as globally. The discussion addresses why this policy spreads, and tries to understand the complexities of factors that have led to the diffusion of public debate and legal reform of corporate board quota.

Details

Firms, Boards and Gender Quotas: Comparative Perspectives
Type: Book
ISBN: 978-1-78052-672-0

Keywords

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