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  1. Coevolution of job automation risk and workplace governance
    Autor*in: Belloc, Filippo; Burdín, Gabriel; Cattani, Luca; Ellis, William; Landini, Fabio
    Erschienen: October 2021
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    This paper analyzes the interplay between the allocation of authority within firms and workers' exposure to automation risk. We propose an evolutionary model to study the complementary fit of job design and workplace governance as resulting from the... mehr

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    This paper analyzes the interplay between the allocation of authority within firms and workers' exposure to automation risk. We propose an evolutionary model to study the complementary fit of job design and workplace governance as resulting from the adoption of worker voice institutions, in particular employee representation (ER). Two organisational conventions are likely to emerge in our framework: in one, workplace governance is based on ER and job designs have low automation risk; in the other, ER is absent and workers are involved in automation-prone production tasks. Using data from a large sample of European workers, we document that automation risk is negatively associated with the presence of ER, consistently with our theoretical framework. Our analysis helps to rationalize the historical experience of Nordic countries, where simultaneous experimentation with codetermination rights and job enrichment programs has taken place. Policy debates about the consequences of automation on labour organization should avoid technological determinism and devote more attention to socio-institutional factors shaping the future of work.

     
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    hdl: 10419/250449
    Schriftenreihe: Discussion paper series / IZA ; no. 14788
    Schlagworte: automation risk; job design; employee representation; evolutionary game
    Umfang: 1 Online-Ressource (circa 60 Seiten), Illustrationen
  2. Corporate hierarchies under employee representation
    Autor*in: Belloc, Filippo; Burdín, Gabriel; Landini, Fabio
    Erschienen: September 2020
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    This paper analyzes whether workplace employee representation (ER) affects the design of firm hierarchies. We rationalize the role of ER within a knowledge-based model of hierarchies, where the firm's choice of hierarchical layers depends on the... mehr

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    This paper analyzes whether workplace employee representation (ER) affects the design of firm hierarchies. We rationalize the role of ER within a knowledge-based model of hierarchies, where the firm's choice of hierarchical layers depends on the trade-off between communication and knowledge acquisition costs. Using a sample of more than 20000 private-sector workplaces in 32 countries, we document conditional correlations between ER and the depth of hierarchy that are consistent with our framework. The presence of ER is positively associated with the number of organizational layers, though the relationship is tempered by firm size. Additional instrumental variable estimates reinforce our main result. ER positively correlates with job training and skill development, suggesting that the effect of ER (if any) is to reduce knowledge costs. Moreover, ER is associated with enhanced internal communication via staff meetings. The analysis of managers' perceptions suggests the higher frequency of meetings in firms with ER does not lead to more delays in the implementation of organizational changes. Taken together, our findings suggest that ER increases the depth of firm hierarchy by facilitating the flow of information to top decision makers, possibly through skip-level reporting, and hence reducing communication costs.

     
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    hdl: 10419/227244
    Schriftenreihe: Discussion paper series / IZA ; no. 13717
    Umfang: 1 Online-Ressource (circa 43 Seiten), Illustrationen
  3. Robots and worker voice: an empirical exploration
    Autor*in: Belloc, Filippo; Burdín, Gabriel; Landini, Fabio
    Erschienen: October 2020
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    The interplay between labour institutions and the adoption of automation technologies remains poorly understood. Specifically, there is little evidence on how the nature of industrial relations shapes technological choices at the workplace level.... mehr

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    The interplay between labour institutions and the adoption of automation technologies remains poorly understood. Specifically, there is little evidence on how the nature of industrial relations shapes technological choices at the workplace level. Using a large sample of more than 20000 European establishments located in 28 countries, this paper documents conditional correlations between the presence of employee representation (ER) and the use of automation technologies. We find that ER is positively associated with robot usage. The presence of ER also correlates with the utilization of software-based artificial intelligence tools for data analytics. We extensively dig into the mechanisms through which ER may foster the use of robots by exploiting rich information on the de facto role played by ER bodies in relation to well-defined decision areas of management. Greater automation in establishments with ER does not seem to result from more adversarial employment relationships (as measured by past strike activity) or constraints on labour flexibility imposed by the interference of employee representatives with dismissal procedures. Interestingly, the positive effect of ER on robot usage is driven by workplaces operating in relatively centralized wage-setting environments, where one would expected a more limited influence of ER on wages. While our findings are exploratory and do not have a causal interpretation, they are suggestive that ER influences certain workplace practices, such as skill development, job redesign and working time management, that may be complementary to new automation technologies.

     
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    hdl: 10419/227326
    Schriftenreihe: Discussion paper series / IZA ; no. 13799
    Umfang: 1 Online-Ressource (circa 38 Seiten), Illustrationen
  4. Organizational drivers of innovation
    the role of workforce agility
    Autor*in: Franco, Chiara; Landini, Fabio
    Erschienen: [2020]
    Verlag:  [Università die Parma, Dipartimento di scienze economiche e aziendali], [Parma, Italia]

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    Schriftenreihe: [Economics Department Working Papers / $hUniversità di Parma, Dipartimento di scienze economiche e aziendali] ; [2020, EP 01]
    Umfang: 1 Online-Ressource (circa 31 Seiten), Illustrationen
  5. Coevolution of job automation risk and workplace governance
    Autor*in: Belloc, Filippo; Burdín, Gabriel; Cattani, Luca; Ellis, William; Landini, Fabio
    Erschienen: [2020]
    Verlag:  Università di Siena, [Siena]

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    Schriftenreihe: Quaderni del Dipartimento di economia politica e statistica ; n. 841 (settembre 2020)
    Schlagworte: Automation; Job Design; Employee Representation; Evolutionary Game
    Umfang: 1 Online-Ressource (circa 54 Seiten), Illustrationen
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    Falscher Umschlagtitel: Secular Stagnation and innovation dynamics
  6. Sluggish investment, crisis and firm heterogeneity
    Autor*in: Arrighetti, Alessandro; Landini, Fabio
    Erschienen: [2021]
    Verlag:  [Università die Parma, Dipartimento di scienze economiche e aziendali], Parma, Italia

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    Schriftenreihe: Working paper / $hUniversità di Parma, Dipartimento di scienze economiche e aziendali ; 2021, EP 01
    Schlagworte: Fixed investments; Capital formation; Corporate strategies; Resorce based view; Firms heterogeneity; Managerial discretion; Great Recession; Manufacturing; Italy
    Umfang: 1 Online-Ressource (circa 35 Seiten), Illustrationen
  7. Robots, digitalization, and worker voice
    Autor*in: Belloc, Filippo; Burdín, Gabriel; Landini, Fabio
    Erschienen: 2022
    Verlag:  Global Labor Organization (GLO), Essen

    The interplay between labor institutions and the firm-level adoption of new technologies such as robotics and other advanced digital tools remains poorly understood. Using a cross-sectional sample of more than 20000 European establishments, this... mehr

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    The interplay between labor institutions and the firm-level adoption of new technologies such as robotics and other advanced digital tools remains poorly understood. Using a cross-sectional sample of more than 20000 European establishments, this paper documents a positive association between shop-floor employee representation (ER) and the utilization of these advanced technologies. We extensively dig into the potential mechanisms driving this correlation by exploiting rich information on the de facto role played by ER bodies in relation to well-defined decision areas of management, such as work organization, dismissals, training and working time. In addition, we conduct a quantitative case study using a panel of Italian firms and exploiting size-contingent policy rules governing the operation of ER bodies in the context of a local-randomization regression discontinuity design. The analysis suggests a positive effect of ER on investments in advanced technologies around the firm size cutoff, although the results are sensitive to the type of technology and specification choices. We also document positive effects on training intensity and process innovation and no evidence of employment losses or changes in the composition of employment. Taken together, our findings cast doubts on the idea that ER discourages technology adoption. On the contrary, ER seems to influence work organization and certain workplace practices in ways that may enhance the complementary between labor and new advanced technologies.

     
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    hdl: 10419/249341
    Schriftenreihe: GLO discussion paper ; no. 1038
    Schlagworte: Automation; Robots; Digitalization; Unions; Employee Representation; Labor Market Institutions
    Umfang: 1 Online-Ressource (circa 72 Seiten), Illustrationen
  8. Corporate hierarchies and labor institutions
    Autor*in: Belloc, Filippo; Burdín, Gabriel; Landini, Fabio
    Erschienen: [2020]
    Verlag:  Università di Siena, [Siena]

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    Auflage/Ausgabe: This version: 27 April 2020
    Schriftenreihe: Quaderni del Dipartimento di economia politica e statistica ; n. 827 (aprile 2020)
    Umfang: 1 Online-Ressource (circa 59 Seiten), Illustrationen
  9. Does incentive pay substitute for monitoring?
    the role of managerial skills and span of control
    Autor*in: Belloc, Filippo; Dughera, Stefano; Landini, Fabio
    Erschienen: [2023]
    Verlag:  Università di Siena, [Siena]

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    Schriftenreihe: Quaderni del Dipartimento di economia politica e statistica ; n. 901 (giugno 2023)
    Schlagworte: Incentive pay; Managerial ability; Span of control
    Umfang: 1 Online-Ressource (circa 42 Seiten)
  10. Does temporary employment undermine the quality of permanent jobs?
    Autor*in: Pollio, Chiara; Landini, Fabio; Prodi, Elena; Arrighetti, Alessandro
    Erschienen: [2023]
    Verlag:  Global Labor Organization (GLO), Essen

    Standard screening and core-periphery theories claim that temporary employment does not undermine the quality of permanent jobs. In contrast, organizational approaches suggest that firms use temporary contracts to pursue low-road employment... mehr

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    Standard screening and core-periphery theories claim that temporary employment does not undermine the quality of permanent jobs. In contrast, organizational approaches suggest that firms use temporary contracts to pursue low-road employment strategies, which involve the creation of cheap and low quality jobs also for permanent employees. We test these predictions by matching administrative data at the occupation, worker and firm level from the Emilia Romagna region (Italy). Job quality is measured through non-wage occupation-specific factors capturing self-realisation, recognition and social support. Baseline and IV estimates show that a larger use of temporary employees is associated with permanent jobs of lower quality. Moreover, in firms using more temporary workers the jobs of permanent employees are more routinized and less complex. Also, in such firms, permanent workers hold occupations that receive less training and involve less teamwork. These results suggest that where temporary work is used, the low quality of permanent positions is driven by work arrangements that tend to economize on individual skills and competences, which is consistent with the low-road employment hypothesis. Related managerial and policy implications are discussed.

     
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    hdl: 10419/270902
    Schriftenreihe: GLO discussion paper ; no. 1273
    Schlagworte: job quality; temporary employment; skills; labour market institutions
    Umfang: 1 Online-Ressource (circa 39 Seiten), Illustrationen
  11. Contested transparency
    digital monitoring technologies and worker voice
    Autor*in: Burdín, Gabriel; Dughera, Stefano; Landini, Fabio; Belloc, Filippo
    Erschienen: [2023]
    Verlag:  Global Labor Organization (GLO), Essen

    Advances in artificial intelligence and data analytics have notably expanded employers' monitoring and surveillance capabilities, facilitating the accurate observability of work effort. There is an ongoing debate among academics and policymakers... mehr

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    Advances in artificial intelligence and data analytics have notably expanded employers' monitoring and surveillance capabilities, facilitating the accurate observability of work effort. There is an ongoing debate among academics and policymakers about the productivity and broader welfare implications of digital monitoring (DM) technologies. In this context, many countries confer information, consultation and codetermination rights to employee representation (ER) bodies on matters related to workplace organization and the introduction of new technologies, which could potentially discourage employers from making DM investments. Using a cross-sectional sample of more than 21000 European establishments, we find instead that establishments with ER are more likely to utilize DM technologies than establishments without ER. We also document a positive effect of ER on DM utilization in the context of a local-randomization regression discontinuity analysis that exploits size-contingent policy rules governing the operation of ER bodies in Europe. We rationalize this unexpected finding through the lens of a theoretical framework in which shared governance via ER create organizational safeguards that mitigate workers' negative responses to monitoring and undermines the disciplining effect of DM technologies.

     
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    hdl: 10419/278823
    Schriftenreihe: GLO discussion paper ; no. 1340
    Schlagworte: Digital-based monitoring; algorithmic management; HR analytics; transparency; control aversion; worker voice; employee representation
    Umfang: 1 Online-Ressource (circa 49 Seiten), Illustrationen
  12. Synergy, conflict and institutional complementarities
    Autor*in: Landini, Fabio; Pagano, Ugo
    Erschienen: [2013]
    Verlag:  Università di Siena, [Siena]

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    Sprache: Italienisch
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    Schriftenreihe: Quaderni del Dipartimento di economia politica e statistica ; n. 686 (settembre 2013)
    Umfang: 1 Online-Ressource (circa 37 Seiten), Illustrationen
  13. Contested transparency
    digital monitoring technologies and worker voice
    Autor*in: Belloc, Filippo; Burdín, Gabriel; Dughera, Stefano; Landini, Fabio
    Erschienen: August 2023
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Advances in artificial intelligence and data analytics have notably expanded employers' monitoring and surveillance capabilities, facilitating the accurate observability of work effort. There is an ongoing debate among academics and policymakers... mehr

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    Advances in artificial intelligence and data analytics have notably expanded employers' monitoring and surveillance capabilities, facilitating the accurate observability of work effort. There is an ongoing debate among academics and policymakers about the productivity and broader welfare implications of digital monitoring (DM) technologies. In this context, many countries confer information, consultation and codetermination rights to employee representation (ER) bodies on matters related to the workplace governance of these technologies. Using a cross-sectional sample of more than 21000 European establishments, we document a positive association between ER and the utilization of DM technologies. We also find a positive effect of ER on DM utilization in the context of a local-randomization regression discontinuity analysis that exploits size-contingent policy rules governing the operation of ER bodies in Europe. Finally, in an exploratory analysis, we find a positive association between DM and process innovations, particularly in establishments where ER bodies are present and a large fraction of workers perform jobs that require finding solutions to unfamiliar problems. We interpret these findings through the lens of a labor discipline model in which the presence of ER bodies affect employer's decision to invest in DM technologies.

     
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    hdl: 10419/279060
    Schriftenreihe: Discussion paper series / IZA ; no. 16362
    Schlagworte: digital-based monitoring; algorithmic management; HR analytics; transparency; innovation; worker voice; employee representation
    Umfang: 1 Online-Ressource (circa 46 Seiten), Illustrationen
  14. Third-party vs. second-party control
    disentangling the role of autonomy and reciprocity
    Autor*in: Burdín, Gabriel; Halliday, Simon D.; Landini, Fabio
    Erschienen: 2015
    Verlag:  IZA, Bonn

    This paper studies the role of autonomy and reciprocity in explaining control averse responses in principal-agents interactions. While most of the social psychology literature emphasizes the role of autonomy, recent economic research has provided an... mehr

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    This paper studies the role of autonomy and reciprocity in explaining control averse responses in principal-agents interactions. While most of the social psychology literature emphasizes the role of autonomy, recent economic research has provided an alternative explanation based on reciprocity. We propose a simple model and an experiment to test the relative strength of these two motives. We compare two treatments: one in which control is exerted directly by the principal (second-party control); and the other in which it is exerted by a third party enjoying no residual claimancy rights (third-party control). If control aversion is driven mainly by autonomy, then it should persist in the third-party treatment. Our results, however, suggest that this is not the case. Moreover, when a third party instead of the principal exerts control, control results in a greater expected profit for the principal. The implications of these results for organizational design are discussed.

     
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    hdl: 10419/114130
    Schriftenreihe: Discussion paper series / Forschungsinstitut zur Zukunft der Arbeit ; 9251
    Umfang: Online-Ressource (29 S.), graph. Darst.
  15. Interlocking complementarities between job design and labour contracts
    Autor*in: Cattani, Luca; Dughera, Stefano; Landini, Fabio
    Erschienen: [2021]
    Verlag:  Università degli studi di Torino, Department of Economics and Statistics “Cognetti de Martiis”, Torino (Italy)

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    Schriftenreihe: Working paper series / Dipartimento economia e statistica Cognetti de Martiis ; 21, 14
    Schlagworte: Non-standard employment; labour contract; job design; organizational equilibria
    Umfang: 1 Online-Ressource (circa 46 Seiten), Illustrationen
  16. Organized labour and R&D
    evidence from Italy
    Autor*in: Cetrulo, Armanda; Cirillo, Valeria; Landini, Fabio
    Erschienen: 2022
    Verlag:  Global Labor Organization (GLO), Essen

    This paper investigates the impact of firm-level collective bargaining on firms' investment in intangible assets and, specifically R&D. While standard hold-up theories predict a negative effect of organized labour on intangible investments, the... mehr

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    This paper investigates the impact of firm-level collective bargaining on firms' investment in intangible assets and, specifically R&D. While standard hold-up theories predict a negative effect of organized labour on intangible investments, the inclusion of pay-for-performance schemes in complementary negotiation can actually invert the prediction. Moreover, the industrial relation literature suggests that, in presence of asymmetric power relations, firm-level collective bargaining can allow workers to make their voice heard and induce management to invest in assets that drive competition away from wages, including R&D. We exploit a rich and representative survey on Italian non-agricultural companies conducted by the National Institute for the Analysis of Public Policies (INAPP) to test these predictions. Baseline estimates suggest that the presence of second-level collective bargaining is associated with higher investments in R&D and that power relation is the main mechanism driving this result. These findings are confirmed also in a robustness check where we exploit size contingent legislation governing the creation of employee representative bodies involved in firm-level bargaining in a regression discontinuity design (RDD) framework. The implications for the design of innovation policy are discussed.

     
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    hdl: 10419/266199
    Schriftenreihe: GLO discussion paper ; no. 1195
    Schlagworte: R&D; Intangibles; Unions; Collective Bargaining; Complementary Negotiation
    Umfang: 1 Online-Ressource (circa 47 Seiten), Illustrationen
  17. "Bad jobs" in "good industries"
    the precarious employment of migrant workers in the manufacturing sector of the Emilia-Romagna region
    Autor*in: Landini, Fabio; Rinaldi, Riccardo
    Erschienen: [2024]
    Verlag:  Global Labor Organization (GLO), Essen

    The article examines the drivers of migrant atypical employment in the manufacturing sector of the Emilia-Romagna region. By drawing on administrative data based on mandatory communications we document that, even in an industry characterized by high... mehr

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    The article examines the drivers of migrant atypical employment in the manufacturing sector of the Emilia-Romagna region. By drawing on administrative data based on mandatory communications we document that, even in an industry characterized by high quality of productions and occupations, migrants have a disproportionally higher likelihood to be hired through either fixed-term or agency contracts compared to natives. We interpret this evidence through a set of alternative theories, including human capital theory, dual labour market processes, the use of precarious contracts as screening devices and institutional segmentation theories. The empirical analysis reveals that while migrant employment through fixed-term contracts is consistent with screening purposes, the hiring of migrants with agency contracts is driven by processes of institutional segmentation, through which employers shift the costs of flexibility to the most vulnerable and less organized segments within the labour force, such as migrants. Managerial and policy implications are discussed.

     
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    hdl: 10419/286371
    Schriftenreihe: GLO discussion paper ; no. 1409
    Schlagworte: job quality; migrant workers; manufacturing; nonstandard employment
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  18. Institutional change and information production
    Autor*in: Landini, Fabio
    Erschienen: [2012]
    Verlag:  Università degli studi di Siena, [Siena]

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    Medientyp: Buch (Monographie)
    Format: Online
    Schriftenreihe: Quaderni del Dipartimento di economia politica e statistica ; n. 645 (luglio 2012)
    Umfang: 1 Online-Ressource (circa 32 Seiten)
  19. The evolution of control in the digital economy
    Autor*in: Landini, Fabio
    Erschienen: [2012]
    Verlag:  Università degli studi di Siena, [Siena]

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    Keine Speicherung
    Fernleihe:
    keine Fernleihe
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    Volltext (kostenfrei)
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Schriftenreihe: Quaderni del Dipartimento di economia politica e statistica ; n. 655 (ottobre 2012)
    Umfang: 1 Online-Ressource (circa 40 Seiten), Illustrationen