Documents Haile, Getinet Astatike 8 results

"The paper examines the nature of workplace job satisfaction in Britain using an ‘overall' and domain-specific job satisfaction outcomes from linked employer–employee data. A measure of aggregate job satisfaction alone might mask domain-specific differences in satisfaction, something the combined approach in this paper addresses. As well as controlling for a rich set of correlates on employees and their workplaces, the paper deploys alternative empirical models that account for employee- and workplace-level unobserved heterogeneity. The paper reports interesting results on the link between job satisfaction and observed as well as unobserved characteristics of employees and their workplaces."

"The paper re-examines the question of why unions might have declined despite the 'influx' of women, their risk-averse constituents, into British workplaces. It argues that given unions' role in minimising risk, membership should have been boosted. The paper reviews different strands of the literature and conducts empirical analyses using panel data from WERS. The results obtained suggest that men have been deserting unions and that there is an inverse link between membership and the share of women in workplaces. The paper ponders if better management of gender relations may improve unions' fate."

"The paper investigates whether unionisation has a spillover effect on wellbeing by comparing non-members in union and non-union workplaces. To this end, it adapts the social custom model of trade unions and goes on to conduct empirical analyses using linked employer-employee data and alternative empirical strategies. The findings in the paper reveal that unionisation does have a spillover effect lowering non-members' job satisfaction. Sub-group analysis based on workplace-level collective bargaining status uncovers that the adverse effect found is specific to establishments that set pay through collective bargaining."

"The paper examines if workplace gender diversity offers some explanation for the decline of unions in Britain. Using the WERS2004 linked employer-employee data and alternative econometric estimators it reports an inverse relationship between workplace union density and gender diversity. Gender and ownership status based sub-group analyses suggest the inverse relationship to be stronger for male union members and those in the private sector. Gender group size based analysis reveals a positive link between workplace union density and gender diversity in workplaces with a female majority. The findings in this paper may mean that unions (and their main constituents, men) may need to embrace the changing workplace demography genuinely to improve their fate."

"The paper examines whether workplace gender dynamics contributed to the decline of unions. To this end, it reviews relevant literature and proposes three hypotheses, which it then tests using alternative empirical analyses and data from Workplace Employment Relations Survey (WERS) and British Social Attitudes Survey (BSAS). The results from employee-level analysis reveal that, compared with women, (i) men were significantly less likely to have never been union members and (ii) they were also significantly more likely to have been union members in the past. In addition, workplace-level analysis using WERS reveals that there is an inverse link between union membership and the share of women in workplaces, which is also found to have a non-linear form. The paper ponders if unions may need to encompass broader agenda than those informed by the median voter to improve their fate."

"The paper examines if the ‘Investors in People' (IiP) organisational accreditation scheme promoted worker training and organisational performance in Britain using a panel of organisations. DID matching estimators relating to both employee- and employer-assessed training outcomes revealed that IiP status promoted workforce training, but only for private sector organisations. Conversely, losing the status was not found to have a significant training link. On organisational performance, the estimates revealed that gaining (losing) the status had a significant positive (negative) link with managers' perceptions of organisational performance in both sectors. Public sector organisations are reported to have a relative strength in workforce training, which appears to explain the lack of significant training link. The sector may thus require a different scheme to promote workforce training further."