The Effect of Job Complexity on Job Satisfaction: Evidence From Turnover and Absenteeism

Usinga detailed sample of semi-skilled production workers we find that holding a wide range of personal and job-related characteristics constant, workers assigned to more complex jobs seem to be more likely to quit than are workers assigned to simpler jobs. Job complexity has no discernible effect on absenteeism. Matching better educated workers to more complex jobs affects neither absenteeism nor quit propensity. Thus it appears that experimental evidence suggesting that job enlargement increases worker satisfaction is likely to stem from the experimental design: asking for volunteers to be assigned more complex jobs, and improving the quality of supervision for workers assigned to more complex jobs.

Tricks and trucks: Ten years of organizational renewal at DAF?

Organizational Change;Lean Production;DAF;production

Personnel Economics

In this review of the personnel economics literature, we introduce key topics of personnel economics, focus on some relatively new findings that have emerged since prior reviews of some or all of the personnel economics literature, and suggest open questions in personnel economics where future research can make valuable contributions to the literature. We explore five aspects of the employment relationship - incentives, matching firms with workers, compensation, skill development, and the organization of work - reviewing the main theories, empirical tests of those theories, and the open questions in each area.

Human Resource Management and Productivity

In this chapter we examine the relationship between Human Resource Management (HRM) and productivity. HRM includes incentive pay (individual and group) as well as many nonpay aspects of the employment relationship such as matching (hiring and firing) and work organization (e.g. teams, autonomy). We place HRM more generally within the literature on management practices and productivity. We start with some facts on levels and trends of both HRM and productivity and the main economic theories of HRM. We look at some of the determinants of HRM - risk, competition, ownership and regulation. The largest section analyses the impact of HRM on productivity emphasizing issues of methodology, data and results (from micro-econometric studies). We conclude briefly with suggestions of avenues for future frontier work.human resource management, productivity, personnel economics

Human robot collaboration in the MTA SZTAKI learning factory facility at Gyor

In recent years, interest has grown in environments where humans and robots collaborate, complementing the strengths and advantages of humans and machines. Design, construction and adjustment of such environments, as well as the training of operating personnel, requires thorough understanding of the nature of human robot collaboration which previous automation expertise does not necessarily provide. The learning factory currently being constructed by MTA SZTAKI in Gyor aims to provide hands-on experience in the design and operation of facilities supporting human robot collaboration, mainly in assembly tasks. The work-in progress paper presents design principles, functionalities and structure of the facility, and outlines deployment plans in education, training, research and development in the academic and industrial sectors. (C) 2018 The Authors. Published by Elsevier B.V