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New Work Practices (new + work_practice)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting100%

Selected Abstracts

Contested Resources: Unions, Employers, and the Adoption of New Work Practices in US and UK Telecommunications

BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2007
Matias Ramirez
The pattern of adoption of high-performance work practices has been explained in terms of strategic contingency and in terms of union presence. We compare the post-deregulation/privatization changes in work practice at AT&T, Bell Atlantic and British Telecom. On the basis of these cases, we argue that the choice of new work practices should be understood as a consequence not only of the company's resources or changes in its environment, nor of a simple union presence, but also as a consequence of the practices' effects on union power, the nature of the union's engagement, and the union's strategic choices. [source]

Innovative Work Practices, Information Technologies, and Working Conditions: Evidence for France

INDUSTRIAL RELATIONS, Issue 4 2010
PHILIPPE ASKENAZY
We investigate the impact of new work practices and information and communication technologies (ICT) on working conditions in France. We use a unique French dataset providing information on individual workers for the year 1998. New work practices include the use of quality norms, job rotation, collective discussions on work organization, and work time flexibility. Working conditions are captured by occupational injuries as well as indicators of mental strain. We find that individuals working under the new practices face greater mental strain than individuals who do not. They also face a higher probability of work injuries, at least for benign ones. In contrast, our results suggest that ICT contribute to make the workplace more cooperative and to reduce occupational risks and injuries. [source]

Contested Resources: Unions, Employers, and the Adoption of New Work Practices in US and UK Telecommunications

BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2007
Matias Ramirez
The pattern of adoption of high-performance work practices has been explained in terms of strategic contingency and in terms of union presence. We compare the post-deregulation/privatization changes in work practice at AT&T, Bell Atlantic and British Telecom. On the basis of these cases, we argue that the choice of new work practices should be understood as a consequence not only of the company's resources or changes in its environment, nor of a simple union presence, but also as a consequence of the practices' effects on union power, the nature of the union's engagement, and the union's strategic choices. [source]

High Involvement Work Systems and Job Insecurity in the International Iron and Steel Industry

CANADIAN JOURNAL OF ADMINISTRATIVE SCIENCES, Issue 1 2001
Nicolas Bacon
The different factors behind globalization and the emergence of high involvement work practices do not necessarily carry similar implications for labour. The purpose of this paper is to examine the effects of high involvement work systems upon workers in the steel industry. The authors present results from a series of cross-national sun>eys conducted in 1998 with 39 national trade unions from over 30 countries measuring issues such as job security, ownership changes, numerical flexibility, and union density. The findings are consistent with U.S. data reported by Osterman (1998) indicating that new work practices provide no defense against an environment of heightened Insecurity. Résumé Les différents facteurs qui encouragent la mondialisa-tion et le dévoloppement de nouvelles pratiques de travail, dites "high involvement" (travail en équipes, rotation des fonctions, plus grande autonomie des employés) n'entraînent pas nécessairement des consequences semblables pour la main d'oeuvre. Nous examinons dans cette étude les effets de ces pratiques "high involvement" sur les travailleurs métallurgiques. Les auteurs publient les résultas de sondages interna-tionaux effectués en 1998 auprès de 39 syndicats dans plus de 30 pays, permettant de mesurer la sécurité d'em-ploi, les changements de propriétaire, la flexibilité numérique et la concentration syndicate. Leurs résultats s'accordent avec des donnés provenant des E-U tels que dans Osterman (1988), et démontrent que ces nouvelles de travail ne sont pas une défense contre un environe-ment plus hostile que jamais. [source]