Employee Education, Information and Communication Technology, Workplace Organization and Trade: A Comparative Analysis of Greek and Swiss Enterprises

This paper aims at investigating empirically at the firm level the effect of the use of modern information and communication technologies (ICT), and also of two other factors, the adoption of new forms of workplace organization and trade (export) activities, on the demand for employees with different levels of (vocational) education. The study is based on firm-level data collected through a common questionnaire from firms' samples of similar composition (concerning firm sizes and industries) in Greece and Switzerland; from these data econometric models of similar specification have been constructed for both countries. The results of multivariate analysis show that the intensive use of ICT correlates positively with the employment shares of high-educated personnel and negatively with the ones of the loweducated personnel. These findings are consistent with the hypothesis of skill-biased technical change. Further, the intensive use of employee voice-oriented organizational practices correlates positively with the employment shares of high-educated employees in both countries, and also negatively with the employment share of low-educated ones only for the Swiss firms. The results for the work design organizational practices are more ambiguous. Thus, there is only partial confirmation of the hypothesis of skilled-biased organizational change. Finally, we found some evidence in favour of the trade effect (export activities) only for the Swiss firms. Our results show both similarities and differences in the above aspects between Greece and Switzerland and indicate that national context characteristics affect the relationship of the demand for employees with different levels of (vocational) education with ICT use, adoption of new forms of workplace organization and trade

Approaching an investigation of multi-dimensional inequality through the lenses of variety in models of capitalism

After a synthetic presentation of the state of poverty and inequality in the world and the contradictions incurred by economic theory in this field after decades of globalization and in the midst of a persisting global crisis, in paragraphs 2. and 3. we outline the rational for our theoretical analysis, underlining two main aspects. First of all, in paragraph 2. we recall the reasons which makes inequality a multidimensional phenomenon, while in paragraph 3. we explore the reasons why the models of capitalism theory is relevant for studying multidimensional inequality. These paragraphs emphasise that inequality is a multidimensional and cumulative phenomenon and it should not be conceived only as the result of the processes of personal and functional distribution of income and wealth, which even by themselves are intrinsically multidimensional. The basic idea is that institutions, the cobweb of relations among them and their interaction with the economic structure define the model of capitalism which characterises a specific country and this, in turn, affects the level and the dynamics of inequality. This approach is consistent with the sociological approach by Rehbein and Souza (2014), based on the analytical framework developed by Pierre Bourdieu. In paragraph 4. we outline the rational for our empirical analysis, applying the notion of institutional complementarity and examining the relationship between institutional complementarity, models of capitalism and inequality. Besides, refining Amable’s analysis (2003), we provide empirical evidence on the relationship between inequality in income distribution and models of capitalism. Additionally, basing on cluster analysis, we identify six different models of capitalism in a sample of OECD countries, provide preliminary evidence on the different level of inequality which characterises each model and suggest that no evidence supports of the idea that a single model of capitalism is taking shape in this sphere in EU. In paragraph 5. we give some hints about issues in search for a new interpretation capable to fasten together the process of increasing inequality, the notion of symbolic violence and the models of capitalism theory. In the last paragraph we focus on conclusions useful for carrying on our research agenda

Complementarities between IT and Organizational Structure: The Role of Corporate Exploration and Exploitation

The decentralization of organizational decision authority has been shown to be complementary to Information Technology (IT) in prior research. We draw from the information processing view of organizations, the IT and de/centralization debate, and organizational learning theory to argue that IT payoffs can also be improved by greater centralization of decision authority, contingent on a firm’s corporate learning type. We argue that an exploratory learning type is best pursued with a decentralized organization design, while an exploitative learning type requires a centralized organization design. We hypothesize that under corporate exploration, IT payoffs are enhanced through greater decentralization, whereas under corporate exploitation, returns to IT are improved by greater centralization. Our study uses a novel multi‐source panel on the IT capital, the degree of de/centralization, and the performance of almost 260 German manufacturing firms. We estimate production functions to assess the contribution of combning IT with de/centralization to firmlevel productivity under different corporate learning types. Our results strongly support our hypotheses and hold up to a variety of robustness tests

Diferencia(s) : revista de teoría social contemporánea (Año 1 no. 1 nov 2015)

DIFERENCIA(S) es una Revista de Teoría Social Contemporánea que nace como iniciativa del Grupo de Estudios sobre Estructuralismo y posestructuralismo del Instituto de Investigaciones Gino Germani de la Facultad de Ciencias Sociales de la Universidad de Buenos Aires. Se propone como un foro abierto y plural dedicado a la publicación de trabajos de investigación situados en el espacio de la teoría social. Espacio entendido como el campo dinámico y multiforme que se crea cuando distintas formas de pensamiento se encuentran ante la pregunta por los conjuntos sociales, sus modos de producción, reproducción y transformación. Ello implica afirmar que no sólo la filosofía y las ciencias humanas son capaces de un saber sobre lo social. La arquitectura, las artes plásticas, la música, la literatura y el cine, pero también las ciencias exactas y naturales, tienen mucho que decirnos al respecto

Employment and wage effects of reorganisation of firms

Organizational change is characterized by different measures of business policy, work organization and personnel policy, e.g. delayering, teamwork, job-rotation, further training and education, incentive payment and flexible working time. These measures work both, alone and in combination, on employment and remuneration of employees of different skill levels. Relocation of responsibilities, team work or close customer contact call for communication skills, social competence, judgment, initiative, creativity and even the individual capacity to work in teams. If these skills are rather attributed to highly qualified workers, an enterprise may be strived to establish a higher qualification level after an organizational change. Against this background the hypothesis seems to be justified to assume, that organizational change causes adverse employment effects for low skilled workers. Based on linked employer-employee data of the Institute of Employment Research (IAB) Nuremberg, built with the IAB Establishment Panel and the employment statistics register, positive effects of organizational change on labour demand can be shown. No empirical evidence could be found for a skill bias caused by organizational change in this respect. The demand functions, deducted from the generalized 'Leontief'-cost function, have been estimated for four skill levels as seemingly unrelated regressions (SUR). Our results indicate a significant influence of these variables, which measure reorganizational change. Evidence for a skill bias of reorganizational measures could not be found. Moreover positive effects on wages and stabilizing effects on employment appeared more often among middle or highly educated employees. This result corroborates the hypothesis of a skill biased organizational change. Clearly destabilizing effects on employment for low skilled workers could not be found in this study, despite using alternative methodological approaches