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  1. The role of the workplace in ethnic wage differentials
    Autor*in: Forth, John; Theodoropoulos, Nikolaos; Bryson, Alex
    Erschienen: August 2021
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Using matched employer-employee data for Britain, we examine ethnic wage differentials among full-time employees. We find substantial ethnic segregation across workplaces: around three-fifths of workplaces in Britain employ no ethnic minority... mehr

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    Using matched employer-employee data for Britain, we examine ethnic wage differentials among full-time employees. We find substantial ethnic segregation across workplaces: around three-fifths of workplaces in Britain employ no ethnic minority workers. However, this workplace segregation does not contribute to the aggregate wage gap between ethnic minorities and white employees. Instead, most of the ethnic wage gap exists between observationally equivalent co-workers. Lower pay satisfaction and higher levels of skill mismatch among ethnic minority workers are consistent with discrimination in wage-setting on the part of employers. The use of job evaluation schemes within the workplace is shown to be associated with a smaller ethnic wage gap.

     
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    hdl: 10419/245748
    Schriftenreihe: Discussion paper series / IZA ; no. 14697
    Schlagworte: ethnic wage gap; workplace segregation; skill mismatch; pay satisfaction; job evaluation
    Umfang: 1 Online-Ressource (circa 50 Seiten), Illustrationen
  2. The role of the workplace in ethnic wage differentials
    Autor*in: Forth, John; Theodoropoulos, Nikolaos; Bryson, Alex
    Erschienen: 2021
    Verlag:  Global Labor Organization (GLO), Essen

    Using matched employer-employee data for Britain, we examine ethnic wage differentials among full-time employees. We find substantial ethnic segregation across workplaces: around three-fifths of workplaces in Britain employ no ethnic minority... mehr

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    Using matched employer-employee data for Britain, we examine ethnic wage differentials among full-time employees. We find substantial ethnic segregation across workplaces: around three-fifths of workplaces in Britain employ no ethnic minority workers. However, this workplace segregation does not contribute to the aggregate wage gap between ethnic minorities and white employees. Instead, most of the ethnic wage gap exists between observationally equivalent co-workers. Lower pay satisfaction and higher levels of skill mismatch among ethnic minority workers are consistent with discrimination in wage-setting on the part of employers. The use of job evaluation schemes within the workplace is shown to be associated with a smaller ethnic wage gap.

     
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    hdl: 10419/238740
    Schriftenreihe: GLO discussion paper ; no. 920
    Schlagworte: ethnic wage gap; workplace segregation; skill mismatch; pay satisfaction; job evaluation
    Umfang: 1 Online-Ressource (circa 50 Seiten), Illustrationen
  3. Are women doing it for themselves?
    gender segregation and the gender wage gap
    Autor*in: Theodoropoulos, Nikolaos; Forth, John; Bryson, Alex
    Erschienen: September 2019
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Using matched employer-employee data from the 2004 and 2011 Workplace Employment Relations Surveys (WERS) for Britain we find a raw gender wage gap (GWG) in hourly wages of around 0.18-0.21 log points. The regression-adjusted gap is around half that.... mehr

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    Using matched employer-employee data from the 2004 and 2011 Workplace Employment Relations Surveys (WERS) for Britain we find a raw gender wage gap (GWG) in hourly wages of around 0.18-0.21 log points. The regression-adjusted gap is around half that. However, the GWG declines substantially with the increasing share of female managers in the workplace. The gap closes because women's wages rise with the share female managers in the workplace while men's wages fall. Panel and instrumental variables estimates suggest the share of female managers in the workplace has a causal impact in reducing the GWG. The role of female managers in closing the GWG is more pronounced when employees are paid for performance, consistent with the proposition that women are more likely to be paid equitably when managers have discretion in the way they reward performance and those managers are women. These findings suggest a stronger presence of women in managerial positions can help tackle the GWG.

     
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    hdl: 10419/207482
    Schriftenreihe: Discussion paper series / IZA ; no. 12657
    Umfang: 1 Online-Ressource (circa 46 Seiten), Illustrationen
  4. Does employing older workers affect workplace performance?
    Autor*in: Bryson, Alex; Forth, John; Gray, Helen; Stokes, Lucy
    Erschienen: September 2019
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Focusing on private sector workplaces in Britain, we investigate whether the employment of older workers has implications for workplace performance. We find no significant association between changes in the proportion of older workers employed and... mehr

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    Focusing on private sector workplaces in Britain, we investigate whether the employment of older workers has implications for workplace performance. We find no significant association between changes in the proportion of older workers employed and changes in workplace performance. We find some evidence that workplace labour productivity falls where the proportion of 'middle-aged' workers falls, either due to a rise in the proportion of older or younger workers, but this association does not carry through to financial performance. Overall, the findings suggest that any reluctance on the part of employers to employ greater numbers of older workers may be misplaced.

     
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    hdl: 10419/207423
    Schriftenreihe: Discussion paper series / IZA ; no. 12598
    Umfang: 1 Online-Ressource (circa 38 Seiten), Illustrationen
  5. Human resource management
    diffusion and productivity imbalances
    Autor*in: Forth, John; Askenazy, Philippe; Bryson, Alex
    Erschienen: 11 October 2019
    Verlag:  Department for Business, Energy and Industrial Strategy, London

    BEIS commissioned a piece of research to explore regional differences in the use of human resource management (HRM) amongst business within the UK. The research compares the use of this practice between the UK and France, and any potential... mehr

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    BEIS commissioned a piece of research to explore regional differences in the use of human resource management (HRM) amongst business within the UK. The research compares the use of this practice between the UK and France, and any potential corresponding links to productivity. The findings from this research builds BEIS' understanding of the potential causes of regional productivity imbalances across the UK and the associated management factors underpinning this.

     
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    Schriftenreihe: BEIS research paper ; number 2019, 010
    Umfang: 1 Online-Ressource (circa 73 Seiten), Illustrationen
  6. Worker representation
    Autor*in: Bryson, Alex; Forth, John
    Erschienen: January 2022
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    We define worker representation, identify the factors that determine demand for it among workers and employers, discuss difficulties in supplying worker representation, and reflect on the implications of worker representation for worker welfare and... mehr

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    We define worker representation, identify the factors that determine demand for it among workers and employers, discuss difficulties in supplying worker representation, and reflect on the implications of worker representation for worker welfare and the behavior and performance of employers.

     
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    hdl: 10419/250669
    Schriftenreihe: Discussion paper series / IZA ; no. 15008
    Schlagworte: worker representation; unions; collective bargaining; voice
    Umfang: 1 Online-Ressource (circa 18 Seiten)
  7. Accounting for firms in ethnicity wage gaps throughout the earnings distribution
    Autor*in: Phan, Van; Singleton, Carl; Bryson, Alex; Forth, John; Ritchie, Felix; Stokes, Lucy; Whittard, Damian
    Erschienen: May 2022
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Ethnicity wage gaps in Great Britain are large and have persisted over time. Previous studies of these gaps have been almost exclusively confined to analyses of household data, so they could not account for the role played by individual employers,... mehr

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    Ethnicity wage gaps in Great Britain are large and have persisted over time. Previous studies of these gaps have been almost exclusively confined to analyses of household data, so they could not account for the role played by individual employers, despite growing evidence of their wage-setting power. We study ethnicity wage gaps using high quality employer-employee payroll data on jobs, hours, and earnings, linked with the personal and family characteristics of workers from the national census for England and Wales. We show that firm-specific wage effects account for sizeable parts of the estimated differences between the wages of white and ethnic minority workers at the mean and other points in the wage distribution, which would otherwise mostly have been attributed to differences in individual worker attributes, such as education levels, occupations, and locations. Nevertheless, there are substantial gaps between the wage structures of white and ethnic minority employees which cannot be accounted for by who people work for or other attributes, especially among higher earners.

     
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    hdl: 10419/263500
    Schriftenreihe: Discussion paper series / IZA ; no. 15284
    Schlagworte: employer-employee data; unconditional quantile regression; decomposition methods; UK labour market
    Umfang: 1 Online-Ressource (circa 55 Seiten), Illustrationen
  8. Productivity dynamics
    the role of competition in a service industry
    Autor*in: Breda, Thomas; Bryson, Alex; Forth, John
    Erschienen: November 2019
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Using panel data for nearly all service providers in a single industry sector, we examine productivity responses to changes in competition in the United States. The sector offers workplace employee representation through trade union branches which... mehr

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    Using panel data for nearly all service providers in a single industry sector, we examine productivity responses to changes in competition in the United States. The sector offers workplace employee representation through trade union branches which compete with one another for union members whose subscriptions they depend on to cover costs. As such, they have an interest in maximising productivity. Ours is the first study to measure service industry productivity using both price and quantity metrics. Consistent with manufacturing studies, we find market entrants have lower prices and higher Total Factor Productivity (TFP) than incumbents. Increased competition from new entrants leads incumbents to reduce the price of union membership; exit rates then rise among incumbents with the lowest prices who are constrained in adjusting their prices downwards. Those with higher TFP have higher survival probabilities. However, increased competition does not induce incumbents to raise their TFP. These findings are consistent with a market in which incumbents learn about market conditions but face high switching costs limiting their ability to invest in the new techniques that underpin the higher TFP of new entrants.

     
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    hdl: 10419/215205
    Schriftenreihe: Discussion paper series / IZA ; no. 12809
    Umfang: 1 Online-Ressource (circa 44 Seiten), Illustrationen
  9. The micro-foundations of employment systems
    an empirical case study of Britain and France
    Autor*in: Amossé, Thomas; Bryson, Alex; Forth, John; Petit, Héloïse
    Erschienen: September 2023
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Building on existing studies of national employment systems, we take a multi-dimensional approach to comparative employment relations where the national level remains meaningful but which emphasises within-country dynamics and heterogeneity.... mehr

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    Building on existing studies of national employment systems, we take a multi-dimensional approach to comparative employment relations where the national level remains meaningful but which emphasises within-country dynamics and heterogeneity. Analysing nationally representative workplace surveys for France and Great Britain we contrast the British model characterised by variability and heterogeneity with a French model characterised by stability and uniformity. We discuss ways in which these systems are shaped by differences in employer and employee networks, the financial and organisational links between firms, and other macro-institutions.

     
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    hdl: 10419/279122
    Schriftenreihe: Discussion paper series / IZA ; no. 16424
    Schlagworte: employment relations; survey; national models; employment regimes
    Umfang: 1 Online-Ressource (circa 39 Seiten), Illustrationen
  10. The impact of management practices on SME performance
    Autor*in: Bryson, Alex; Forth, John
    Erschienen: March 2018
    Verlag:  National Institute of Economic and Social Research, London

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    Schriftenreihe: NIESR discussion paper ; no. 488 (5 March 2018)
    Schlagworte: SMEs; small and medium-sized enterprises; employment growth; high-growth firms; productivity; workplace closure; management practices; HRM; recession
    Umfang: 1 Online-Ressource (circa 29 Seiten)
  11. State substitution for the trade union good
    the case of paid holiday entitlements
    Autor*in: Forth, John; Bryson, Alex
    Erschienen: June 2018
    Verlag:  IZA, Bonn, Germany

    The literature on the union wage premium is among the most extensive in labour economics but unions' effects on other aspects of the wage-effort bargain have received much less attention. We contribute to the literature through a study of the union... mehr

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    The literature on the union wage premium is among the most extensive in labour economics but unions' effects on other aspects of the wage-effort bargain have received much less attention. We contribute to the literature through a study of the union premium in paid holiday entitlements, using large-scale survey data for the UK. We find that the union premium on paid holidays is substantially larger than the union premium on wages. However, the premium fell with the introduction of a statutory minimum entitlement to paid leave. This is indicative of the difficulties that unions have faced in protecting the most vulnerable employees, and symptomatic of their decreasing regulatory role in the UK labour market.

     
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    hdl: 10419/185075
    Schriftenreihe: Discussion paper series / IZA ; no. 11615
    Umfang: 1 Online-Ressource (circa 34 Seiten), Illustrationen
  12. The impact of management practices on SME performance
    Autor*in: Forth, John; Bryson, Alex
    Erschienen: March 2018
    Verlag:  IZA, Bonn, Germany

    We examine the impact of management practices on firm performance among SMEs in Britain over the period 2011-2014, using a unique dataset which links survey data on management practices with firm performance data from the UK's official business... mehr

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    We examine the impact of management practices on firm performance among SMEs in Britain over the period 2011-2014, using a unique dataset which links survey data on management practices with firm performance data from the UK's official business register. We find that SMEs are less likely to use formal management practices than larger firms, but that such practices have demonstrable benefits for those who use them, helping firms to grow and increasing their productivity. The returns are most apparent for those SMEs that invest in human resource management practices, such as training and performance-related pay, and those that set formal performance targets.

     
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    hdl: 10419/180417
    Schriftenreihe: Discussion paper / IZA ; no. 11399
    Umfang: 1 Online-Ressource (circa 38 Seiten)
  13. Competition and the retreat from collective bargaining
    Autor*in: Brown, William Arthur; Bryson, Alex; Forth, John
    Erschienen: 2008
    Verlag:  Univ. of Cambridge, Dep. of Applied Economics, Faculty of Economics, Cambridge

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    Schriftenreihe: Cambridge working papers in economics ; 0831
    Umfang: Online-Ressource (PDF-Datei: 26 S.), graph. Darst.
  14. What do we know about China's CEO's?
    evidence from across the whole economy
    Autor*in: Bryson, Alex; Forth, John; Zhou, Minghai
    Erschienen: 2012
    Verlag:  Centre for Economic Performance, London

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    Schriftenreihe: CEP occasional paper ; 31
    Umfang: Online-Ressource (PDF-Datei: 24)
  15. CEO incentive contracts in China
    why does city location matter?
    Autor*in: Bryson, Alex; Forth, John; Zhou, Minghai
    Erschienen: 2012
    Verlag:  National Inst. of Economic and Social Research, London

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    Schriftenreihe: NIESR discussion paper / National Institute of Economic and Social Research ; 402
    Umfang: Online-Ressource (PDF-Datei: 35 S.), graph. Darst.
  16. Are there day of the week productivity effects?
    Autor*in: Bryson, Alex; Forth, John
    Erschienen: 2007
    Verlag:  LSE, Centre for Economic Performance, London

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    Schriftenreihe: Manpower human resources lab papers ; 0004
    Umfang: Online-Ressource (PDF-Datei: 44 S.), graph. Darst.
  17. CEO incentive contracts in China
    why does city location matter?
    Autor*in: Bryson, Alex; Forth, John; Zhou, Minghai
    Erschienen: 2013
    Verlag:  Centre for Economic Performance, London

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    Schriftenreihe: CEP discussion paper / Centre for Economic Performance ; 1192
    Umfang: Online-Ressource (26 S.), graph. Darst.
  18. The performance pay premium
    how big is it and does it affect wage dispersion?
    Autor*in: Bryson, Alex; Forth, John; Stokes, Lucy
    Erschienen: 2014
    Verlag:  IZA, Bonn

    Using nationally representative linked employer-employee data we find one-quarter of employees in Britain are paid for performance. The log hourly wage gap between performance pay and fixed pay employees is .36 points. This falls to .15 log points... mehr

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    Using nationally representative linked employer-employee data we find one-quarter of employees in Britain are paid for performance. The log hourly wage gap between performance pay and fixed pay employees is .36 points. This falls to .15 log points after controlling for observable demographic, job and workplace characteristics. It falls still further to .10 log points when comparing "like" employees in the same workplace, indicating that performance pay contracts are used in higher paying workplaces. The premium rises markedly as one moves up the wage distribution: it is seven times higher at the 90th percentile than it is at the 10th percentile in the wage distribution (.42 log points compared to .06 log points).

     
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    Schriftenreihe: Discussion paper series / Forschungsinstitut zur Zukunft der Arbeit ; 8360
    Umfang: Online-Ressource (51 S.), graph. Darst.
  19. Unions and workplace performance in Britain and France
    Autor*in: Bryson, Alex; Forth, John; Laroche, Patrice
    Erschienen: 2009
    Verlag:  National Inst. of Economic and Social Research, London

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    Schriftenreihe: NIESR discussion paper / National Institute of Economic and Social Research ; 327
    Schlagworte: Gewerkschaftsbewegung; Gewerkschaftsmitgliedschaft; Großbritannien; Frankreich
    Umfang: Online-Ressource (24 S.)
  20. Trade union membership and influence 1999 - 2009
    Autor*in: Bryson, Alex; Forth, John
    Erschienen: 2010
    Verlag:  National Inst. of Economic and Social Research, London

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    Schriftenreihe: NIESR discussion paper / National Institute of Economic and Social Research ; 362
    Schlagworte: Gewerkschaftsmitgliedschaft; Lohnniveau; Urlaub; Arbeitsbedingungen; Großbritannien
    Umfang: Online-Ressource (21 S.), graph. Darst.
  21. Trade union membership and influence 1999 - 2009
    Autor*in: Bryson, Alex; Forth, John
    Erschienen: 2010
    Verlag:  Centre for Economic Performance, London

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    Schriftenreihe: CEP discussion paper / Centre for Economic Performance ; 1003
    Schlagworte: Gewerkschaftsmitgliedschaft; Arbeiterbewegung; Politische Willensbildung; Macht; Großbritannien
    Umfang: Online-Ressource (PDF-Datei: 21 S.), graph. Darst.
  22. Who posts performance bonds and why?
    Autor*in: Bryson, Alex; Forth, John; Zhou, Minghai
    Erschienen: 2012
    Verlag:  Centre for Economic Performance, London

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    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    Format: Online
    Schriftenreihe: CEP discussion paper / Centre for Economic Performance ; 1135
    Umfang: Online-Ressource (PDF-Datei: 20 S., 468,11 KB)
  23. The CEO labour market in China’s public listed companies
    Autor*in: Bryson, Alex; Forth, John; Zhou, Minghai
    Erschienen: 2012
    Verlag:  Centre for Economic Performance, London

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    Schriftenreihe: CEP discussion paper / Centre for Economic Performance ; 1148
    Umfang: Online-Ressource (PDF-Datei: 30 S., 1,06 MB), graph. Darst.
  24. CEO bonding
    who posts performance bonds and why?
    Autor*in: Bryson, Alex; Forth, John; Zhou, Minghai
    Erschienen: 2012
    Verlag:  National Inst. of Economic and Social Research, London

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    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    Schriftenreihe: NIESR discussion paper / National Institute of Economic and Social Research ; 389
    Umfang: Online-Ressource (PDF-Datei: 31 S.)
  25. The CEO labour market in China's public listed companies
    Autor*in: Bryson, Alex; Forth, John; Zhou, Minghai
    Erschienen: 2012
    Verlag:  National Inst. of Economic and Social Research, London

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    keine Fernleihe
    Export in Literaturverwaltung   RIS-Format
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    Sprache: Englisch
    Medientyp: Buch (Monographie)
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    Schriftenreihe: NIESR discussion paper / National Institute of Economic and Social Research ; 391
    Umfang: Online-Ressource (PDF-Datei: 43 S.), graph. Darst.