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- handle: 10670/1.ecqcxy
- halshs: halshs-01383778
- doi: 10.1016/j.labeco.2016.09.002
- PUBMEDCENTRAL: PMC5512719
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info:eu-repo/semantics/altIdentifier/doi/10.1016/j.labeco.2016.09.002
Mots-clés
Job satisfaction Wages Compensation methods Working conditions J - Labor and Demographic Economics/J.J2 - Demand and Supply of Labor/J.J2.J28 - Safety • Job Satisfaction • Related Public Policy J - Labor and Demographic Economics/J.J3 - Wages, Compensation, and Labor Costs/J.J3.J33 - Compensation Packages • Payment Methods J - Labor and Demographic Economics/J.J5 - Labor–Management Relations, Trade Unions, and Collective Bargaining/J.J5.J54 - Producer Cooperatives • Labor Managed Firms • Employee Ownership J - Labor and Demographic Economics/J.J6 - Mobility, Unemployment, Vacancies, and Immigrant Workers/J.J6.J63 - Turnover • Vacancies • Layoffs J - Labor and Demographic Economics/J.J8 - Labor Standards: National and International/J.J8.J81 - Working Conditions M - Business Administration and Business Economics • Marketing • Accounting • Personnel Economics/M.M5 - Personnel Economics/M.M5.M52 - Compensation and Compensation Methods and Their EffectsSujets proches
Earnings Wage rates Wage-fund Departmental salaries Remuneration Pay Salaries Compensation Working class--WagesCiter ce document
Alex Bryson et al., « Share capitalism and worker wellbeing », HAL-SHS : économie et finance, ID : 10.1016/j.labeco.2016.09.002
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Résumé
We show that worker wellbeing is determined not only by the amount of compensation workers receive but also by how compensation is determined. While previous theoretical and empirical work has often been preoccupied with individual performance-related pay, we find that the receipt of a range of group-performance schemes (profit shares, group bonuses and share ownership) is associated with higher job satisfaction. This holds conditional on wage levels, so that pay methods are associated with greater job satisfaction in addition to that coming from higher wages. We use a variety of methods to control for unobserved individual and job-specific characteristics. We suggest that half of the share-capitalism effect is accounted for by employees reciprocating for the “gift”; we also show that share capitalism helps dampen the negative wellbeing effects of what we typically think of as “bad” aspects of job quality.