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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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    Sprache: Englisch
    Medientyp: Buch (Monographie)
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    Weitere Identifier:
    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. Complex job design and layers of hierarchy
    Autor*in: Russo, Giovanni; Houten, Gijs van
    Erschienen: June 2021
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    The main function of hierarchies is to coordinate activities within an organisation, but a hierarchical structure also provides work incentives, by offering the prospect of hierarchical mobility. An alternative way for organisations to motivate... mehr

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    The main function of hierarchies is to coordinate activities within an organisation, but a hierarchical structure also provides work incentives, by offering the prospect of hierarchical mobility. An alternative way for organisations to motivate workers is through job design. In organisations offering rewarding jobs, the incentivising role of hierarchies may become obsolete, and the number of hierarchical levels can be reduced. Two job design features are particularly relevant: autonomy and problem solving. We investigate the relationship between the number of hierarchical layers and job design features empirically using the European Company Survey (ECS 2019). We find that the extent of the adoption of both complex job design and autonomous teamwork are negatively associated with the number of hierarchical layers. However, the association between complex job design and the number of hierarchical layers is weakened, and in some cases disappears, in larger organisations where hierarchies have a more important coordination role and it is weakened when the knowledge acquisition costs are high. The use of autonomous teams is robustly negatively associated with the number of hierarchical layers.

     
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    hdl: 10419/236486
    Schriftenreihe: Discussion paper series / IZA ; no. 14455
    Schlagworte: job design; hierarchies; job complexity
    Umfang: 1 Online-Ressource (circa 31 Seiten), Illustrationen
  3. Job design, learning & intrinsic motivation
    Autor*in: Gibbs, Michael
    Erschienen: April 2021
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    According to psychologists and neuroscientists, a key source of intrinsic motivation is learning. An economic model of this is presented. Learning may make work less onerous, or the employee may value it in and of itself. Multitasking generates... mehr

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    According to psychologists and neuroscientists, a key source of intrinsic motivation is learning. An economic model of this is presented. Learning may make work less onerous, or the employee may value it in and of itself. Multitasking generates learning: performing one task increases productivity on related tasks. Intrinsic motivation generates a new multitask incentive problem if the rate of learning varies across tasks. With no incentive pay, employee autonomy complements learning because expected output increases as the employee uses his or her knowledge to enhance learning. The second part of the paper adds a simple incentive. Incentive pay does not "crowd out" intrinsic motivation, but it does rebalance effort away from learning and towards output. Learning has complex interactions with performance measurement. A higher rate of learning tends to reduce performance measure distortion, especially for a very distorted measure. It also tends to reduce the potential for manipulation, as does multitasking. However, if job design is strongly imbalanced towards a few key tasks, or learning varies significantly across tasks, a higher rate of learning may increase the employee's ability to manipulate the measure. In that case the firm might prefer an incentive with no autonomy, or autonomy with no incentive.

     
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    hdl: 10419/236316
    Schriftenreihe: Discussion paper series / IZA ; no. 14285
    Schlagworte: intrinsic motivation; learning; job design; incentives; performance measurement
    Umfang: 1 Online-Ressource (circa 33 Seiten), Illustrationen
  4. 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
  5. How is new technology changing job design?
    machines' ability to perform cognitive, physical, and social tasks is advancing, dramatically changing jobs and labor markets
    Autor*in: Gibbs, Michael; Bazylik, Sergei
    Erschienen: August 2022
    Verlag:  Forschungsinstitut zur Zukunft der Arbeit GmbH (IZA), Bonn

    The IT revolution has had dramatic effects on jobs and the labor market. Many routine manual and cognitive tasks have been automated, replacing workers. By contrast, new technologies complement and create new non-routine cognitive and social tasks,... mehr

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    The IT revolution has had dramatic effects on jobs and the labor market. Many routine manual and cognitive tasks have been automated, replacing workers. By contrast, new technologies complement and create new non-routine cognitive and social tasks, making work in such tasks more productive, and creating new jobs. This has polarized labor markets: while low-skill jobs stagnated, there are fewer and lower-paid jobs for middle-skill workers, and higher pay for high-skill workers, increasing wage inequality. Advances in AI may accelerate computers' ability to perform cognitive tasks, heightening concerns about future automation of even high-skill jobs.

     
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    hdl: 10419/274615
    Schriftenreihe: IZA world of labor ; 2022, 344v2
    Schlagworte: job design; technology; artificial intelligence; cognitive tasks; labor market polarization
    Umfang: 1 Online-Ressource (circa 11 Seiten), Illustrationen
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    Previous version March 2017
  6. Incentivizing research with (un)conditional teaching duties
    punishment or rent extraction?
    Autor*in: Schmitz, Patrick W.
    Erschienen: 06 February 2023
    Verlag:  Centre for Economic Policy Research, London

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    Schriftenreihe: Array ; DP17885
    Schlagworte: Moral hazard; limited liability; hidden action; incentive contractsADE-206; job design
    Umfang: 1 Online-Ressource (circa 17 Seiten)
  7. Medical brain drain
    assessing the role of job attributes and individual traits
    Autor*in: Bertoni, Marco; Chattopadhyay, Debdeep; Gu, Yuanyuan
    Erschienen: June 2023
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    We study physicians' migration intentions by undertaking a Discrete Choice Experiment with senior Italian medical students. Using the mixed logit models, we estimate how much income students are willing to forego for various job characteristics,... mehr

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    We study physicians' migration intentions by undertaking a Discrete Choice Experiment with senior Italian medical students. Using the mixed logit models, we estimate how much income students are willing to forego for various job characteristics, including the job location. We find that future doctors are willing to sacrifice €13,500/year on average to remain in their home country. Those with higher willingness to take risks, competitiveness, cognitive skills and altruism levels are more likely to migrate abroad, with implications for the quality of future doctors remaining in their home country. Furthermore, the valuations of several job characteristics differ substantially for jobs located in the home country or abroad, informing the design of job contracts that shall help retain young doctors.

     
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    hdl: 10419/278941
    Schriftenreihe: Discussion paper series / IZA ; no. 16243
    Schlagworte: brain drain; medical workforce; job design; personality traits; discrete choice experiments
    Umfang: 1 Online-Ressource (circa 60 Seiten), Illustrationen