IRLE

“The Major Interdisciplinary Journal in the Field of Employment and Labor Relations”

-Daniel J.B. Mitchell

Current Cover


Current Issue

current cover
July 2014

Volume 53, Issue 3
Pages 365–542

The Journal is available in the Library and online in the Wiley Online Library (subscription required):
http://onlinelibrary.wiley.com/journal/10.1111/%28ISSN%291468-232X

Temporary Agency Work and Firm Competitiveness: Evidence from German Manufacturing Firms (pages 365–393)
Sebastian Nielen and Alexander Schiersch

Abstract
This paper addresses the relationship between the utilization of temporary agency workers by firms and their competitiveness measured by unit labor costs, using a rich, newly built, dataset of German manufacturing enterprises. We conduct the analysis by applying different panel data models while taking the inherent selection problem into account. Making use of dynamic panel data models allows us to control for firm-specific fixed effects as well as for potential endogeneity of explanatory variables. The results indicate an inverse U-shaped relationship between the extent that temporary agency workers are used and the competitiveness of firms.

The Impact of Collective Bargaining Legislation on Strike Activity and Wage Settlements (pages 394–429)
Michele Campolieti, Robert Hebdon and Benjamin Dachis

Abstract
We examine the effects of collective bargaining legislation, such as (among others) bans on replacement workers and reinstatement rights, on private sector strike activity and wage settlements using Canadian data from 1978 to 2008. Our estimates indicate that this legislation does not have a statistically significant effect on the incidence of strikes. However, we do find that some of the policy variables have a statistically significant effect on strike duration and wage settlements.

The Heterogeneous Effects of Workforce Diversity on Productivity, Wages, and Profits (pages 430–477)
Andrea Garnero, Stephan Kampelmann and Francois Rycx

Abstract
We estimate the impact of workforce diversity on productivity, wages, and productivity-wage gaps (i.e., profits) using detailed Belgian linked employer-employee panel data. Findings show that educational (age) diversity is beneficial (harmful) for firm productivity and wages. While gender diversity is found to generate significant gains in high-tech/knowledge-intensive sectors, the opposite result is obtained in more traditional industries. Estimates neither vary substantially with firm size nor point to sizeable productivity-wage gaps except for age diversity.

The Impact of Living-Wage Ordinances on Urban Crime (pages 478–500)
Jose Fernandez, Thomas Holman and John V. Pepper

Abstract
We examine the impact of living wages on crime. Past research has found that living wages appear to increase unemployment while providing greater returns to market work. The impact on crime, therefore, is unclear. Using data on annual crime rates for large cities in the United States, we find that living-wage ordinances are associated with notable reductions in property-related crime and no discernable impact on nonproperty crimes.

The Relationships of Informal High Performance Work Practices to Job Satisfaction and Workplace Profitability (pages 501–534)
Yoshio Yanadori and Danielle D. van Jaarsveld

Abstract
Recent empirical evidence reveals considerable divergence between management reports and employee reports regarding organizational high performance work practices (HPWPs). This divergence implies that employees may not participate in some HPWPs that are formally present in their organizations, but also, that employees may participate in HPWPs that are not formally present in their organizations. In this study, we examine the implication of the latter case (i.e., employee participation in “informal” HPWPs) for employee-level and organization-level outcomes. Our analyses, using data from the Statistics Canada Workplace and Employee Survey, suggest that employee participation in informal HPWPs is associated with enhanced job satisfaction and workplace profitability in a similar way as employee participation in formal HPWPs is associated with these outcomes.