Abstract
High-performance work practices are frequently considered to have positive
effects on corporate performance, but what do they do for employees? After
showing that organizational innovation is indeed positively associated with firm
performance, we investigate whether high-involvement work practices are associ-
ated with higher wages, changes in wage inequality and workforce composition,
using data from a survey directed at Danish private sector firms matched with
linked employer-employee data. We also examine whether the relationship be-
tween high-involvement work practices and employee outcomes is affected by the
industrial relations context.
effects on corporate performance, but what do they do for employees? After
showing that organizational innovation is indeed positively associated with firm
performance, we investigate whether high-involvement work practices are associ-
ated with higher wages, changes in wage inequality and workforce composition,
using data from a survey directed at Danish private sector firms matched with
linked employer-employee data. We also examine whether the relationship be-
tween high-involvement work practices and employee outcomes is affected by the
industrial relations context.
| Original language | English |
|---|---|
| Place of publication | Aarhus |
| Publisher | Department of Economics, University of Aarhus |
| Number of pages | 34 |
| ISBN (Print) | 9788778825209 |
| ISBN (Electronic) | 9788778825216 |
| Publication status | Published - 2011 |
Keywords
- Workplace practices, wage inequality, workforce composition, hierarchy