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Organisational leadership : how much does it matter?

Haile, Getinet Astatike - 2022

We study the influence of leadership on organisational performance and worker wellbeing using data from the 2004 and … organisational performance, and an increase in worker wellbeing. Specifically, the estimates reveal that an increase in leadership … quality by one standard deviation increases organisational performance and worker job satisfaction by 0.27 and 0.73 standard …

Persistent link: https://www.econbiz.de/10013369315

Managerial practices and students' performance

Di Liberto, Adriana; Schivardi, Fabiano; Sulis, Giovanni - 2014

We study the effects of managerial practices in schools on students' outcomes. We measure managerial practices using the World Management Survey, a methodology that enables us to construct robust measures of management quality comparable across countries. We find substantial heterogeneity in...

Persistent link: https://www.econbiz.de/10010408867

Managerial practices and student performance : evidence from changes in school principals

Di Liberto, Adriana; Giua, Ludovica; Schivardi, Fabiano; … - 2023

We study how managerial practices of school principals affect student performance and aspirations. We link …

Persistent link: https://www.econbiz.de/10014286980

Anticipation, free-rider problem, and adaptation to trade union : re-examining the curious case of dissatisfied union members

Powdthavee, Nattavudh - 2010

This paper documents evidence that rejects the paradox of dissatisfied union members. Using eleven waves of the BHPS, it studies the past, contemporaneous, and future effects of union membership on job satisfaction. By separating union "free-riders" from other nonmembers in the fixed effects...

Persistent link: https://www.econbiz.de/10003942206

Spillover effects of unionisation on non-members' well-being

Haile, Getinet Astatike; Bryson, Alex; White, Michael - 2014

The paper investigates whether unionisation has a spillover effect on wellbeing by comparing non-members in union and non-union workplaces. To this end, it adapts the social custom model of trade unions and goes on to conduct empirical analyses using linked employer-employee data and alternative...

Persistent link: https://www.econbiz.de/10010387703

Management-employee relations, firm size and job satisfaction

Tansel, Aysıt; Gazioğlu, Şaziye - 2013

This paper investigates the job satisfaction in relation to managerial attitudes towards employees and firm size using the linked employer-employee survey results in Britain. We first investigate the management-employee relationships and the firm size using maximum likelihood probit estimation....

Persistent link: https://www.econbiz.de/10009727603

Heterogeneity in union status and employee well-being

Haile, Getinet Astatike; Bryson, Alex; White, Michael J. - 2012

This paper examines if workplace and co-worker union status affect employee wellbeing. In contrast to the literature focusing on links between one's own membership status and wellbeing, we focus principally on non-union employees. We find that being in a union workplace and having union...

Persistent link: https://www.econbiz.de/10009680683

When does HRM 'work' in small British enterprises?

White, Michael; Bryson, Alex - 2016

Using nationally representative workplace data we find substantial use of high-performance work systems (HPWS) in …

Persistent link: https://www.econbiz.de/10011450735

HRM and small-firm employee motivation : before and after the recession

Bryson, Alex; White, Michael - 2017

) practices which have been linked to high performance in larger firms. We contribute to this literature by exploiting linked … characterizes 'high performance work systems' (HWPS) and 'strategic human resource management' (SHRM). Although the HPWS effect on …

Persistent link: https://www.econbiz.de/10011647504

The twin track model of employee voice : an Anglo-American perspective on union decline and the rise of alternative forms of voice

Bryson, Alex; Freeman, Richard B.; Gómez, Rafael; … - 2017

We present a simple framework for analyzing decline in union voice in the Anglo-American world and its replacement by non-union, often direct, forms of worker voice. We argue that it is a decline in the in-flow to unionisation among employers and workers, rather than an increase in the outflow...

Persistent link: https://www.econbiz.de/10011776030