Documents promotion 44 results

"This review article discusses various types of incentives for promoting occupational safety and health (OSH) in light of economic theory and evidence from research. Governments can subsidize employers' investments in OSH with subsidies and tax structures. These incentives are successful only if the demand for OSH responds to the change in the price of OSH investments and if the suppliers of OSH are able to increase their production smoothly, failing which the subsidy will only lead to higher prices for OSH goods. Both public and private insurance companies can differentiate insurance premiums according to past claims. There is evidence that this can effectively lower the frequency of claims, but not the severity of cases. Policy implications of these and other findings are discussed."

"This paper investigates why seniority rules have been widely applied to both layoffs and promotion decisions in the USA. While it is shown that seniority rules can be economically efficient under certain circumstances (i.e. seniority rules can have substantive grounds), historical and empirical evidence indicates that (i) they are more popular than economic explanations would allow; (ii) they are not common outside the USA; and (iii) historically, they have often emerged from workers' demands for fair and objective personnel decisions. Based on these findings, this paper offers a normative explanation for seniority rules: they have procedural merits in that they can reduce potential conflicts and facilitate coordination among workers (and employers), especially when selection procedures and results might be viewed by workers as ‘lacking objectivity' or as ‘unfair'. Thus, seniority can be introduced ‘by default' as a focal point for coordination, even if it is not justifiable on substantive grounds. In this sense, seniority rules can emerge on procedural grounds. The historical process of adopting seniority is associated with the selection of an equilibrium in the situation of multiple equilibria, which is usually influenced by a variety of factors, such as historical, political, institutional, cultural ones."

"Our report describes a variety of different schemes from Europe and elsewhere in the world. The 20 cases cover not only OSH management, but also areas such as product design, purchasing practices and the use of contractors. We hope that the report will be useful to those seeking to set up such schemes or develop existing schemes further. We also hope that it will promote awareness of existing schemes and encourage organisations to participate in them."

"While prior research has suggested that network-based hiring in the form of referrals can lead to better career outcomes, few studies have tested whether such career advantages differ across demographic groups. Using archival data from a single organization for nearly 16,000 employees over an 11-year period, the authors examine the effect of hiring by referrals on the number of promotions employees receive and the differences in this effect across demographic groups. Drawing on theories of referral-based hiring, inequality, and career mobility, they argue that referral-based hiring provides unique promotion advantages for minorities compared to those hired without a referral. Consistent with this argument, they find that referrals are positively associated with promotions for one minority group, blacks, even after controlling for individual and regional labor market differences. The authors explore the possible mechanism for this finding, with initial evidence pointing to referrals providing a signal of quality for black employees. These results suggest refinement to prior research that attests that referral-based hiring disadvantages racial minorities."