Employee voice and human resource management: an empirical analysis using British data

The definition of formal employee voice employed in this paper is a variant of the definition developed by Hirschman (1970) in his seminal monograph and later elaborated and appropriated to unions in the labour market by Freeman and Medoff (1984). What we refer to as formal voice is any institutionalised form of two-way communication between management and employees. This is not the same as information sharing or other types of one-way consultation. Meaningful two-way dialogue, as that found typically in union collective bargained voice, is what formal employee voice refers to. As we endeavour to show in this paper, these forms of two-way communication typically extend beyond union voice to non-union forms of representation and direct forms of two-way dialogue, such as problem-solving groups and the statutory systems of works council voice developed as part of deeper European Union (EU) integration. Broader definitions of voice can also be invoked for the labour market as a whole or even for society more generally. In this context see recent work by Adrian Wilkinson and his colleagues (Dundon et al., 2004) and also John Budd’s Employment with a Human Face (2004). Some may take our definition of voice above and simply state that a formal voice system is 'the way workers communicate with management'. For us that would not be a poor workable definition. But how does that play out when we talk about Human Resource Management (HRM) techniques and their role in either abetting or inhibiting voice at work? HRM is not a voice system. Instead we assert that it has a different purpose altogether but may employ voice alongside in order to achieve the end goal of improving worker performance. This assertion flies against most received wisdom and evidence from the US, where union voice (the only real form permitted by the Wagner Act) often sits uncomfortably with HR. In England, up to now, the only thorough evidence by Wood and Machin (2005) suggested no correlation between voice (union) and HRM adoption. In this paper, however, we offer a new explanation for these findings above and in the process contribute some important new findings of our own. The principal source of formal employee voice has typically been provided by trade unions. However, in Britain, where our empirical analysis resides, unions have not been the sole, or even main, conduit for worker-management voice relations for more than three decades. Since the 1960s, firms in Britain have been combining traditional collective bargaining over wages and working conditions with independent non-union channels of two-way communication. Practically, this means things like having a non-union employee-employer committee to handle health-safety issues, promotion criteria or disability concerns. In my own university, a traditional collective bargaining process has neatly resided alongside a plethora of non-union administration and staff committees that discuss nearly every aspect of day-to-day work life and even strategic university planning goals. How these varying types and intensity of voice systems at work can (and do) sit alongside certain managerial innovations for the improvement of employee productivity, is the subject matter of our paper

Monotonically convergent optimal control theory of quantum systems under a nonlinear interaction with the control field

We consider the optimal control of quantum systems interacting non-linearly with an electromagnetic field. We propose new monotonically convergent algorithms to solve the optimal equations. The monotonic behavior of the algorithm is ensured by a non-standard choice of the cost which is not quadratic in the field. These algorithms can be constructed for pure and mixed-state quantum systems. The efficiency of the method is shown numerically on molecular orientation with a non-linearity of order 3 in the field. Discretizing the amplitude and the phase of the Fourier transform of the optimal field, we show that the optimal solution can be well-approximated by pulses that could be implemented experimentally.Comment: 24 pages, 11 figure

Protein annotation and modelling servers at University College London

The UCL Bioinformatics Group web portal offers several high quality protein structure prediction and function annotation algorithms including PSIPRED, pGenTHREADER, pDomTHREADER, MEMSAT, MetSite, DISOPRED2, DomPred and FFPred for the prediction of secondary structure, protein fold, protein structural domain, transmembrane helix topology, metal binding sites, regions of protein disorder, protein domain boundaries and protein function, respectively. We also now offer a fully automated 3D modelling pipeline: BioSerf, which performed well in CASP8 and uses a fragment-assembly approach which placed it in the top five servers in the de novo modelling category. The servers are available via the group web site at http://bioinf.cs.ucl.ac.uk/

The Kepler Pixel Response Function

Kepler seeks to detect sequences of transits of Earth-size exoplanets orbiting Solar-like stars. Such transit signals are on the order of 100 ppm. The high photometric precision demanded by Kepler requires detailed knowledge of how the Kepler pixels respond to starlight during a nominal observation. This information is provided by the Kepler pixel response function (PRF), defined as the composite of Kepler's optical point spread function, integrated spacecraft pointing jitter during a nominal cadence and other systematic effects. To provide sub-pixel resolution, the PRF is represented as a piecewise-continuous polynomial on a sub-pixel mesh. This continuous representation allows the prediction of a star's flux value on any pixel given the star's pixel position. The advantages and difficulties of this polynomial representation are discussed, including characterization of spatial variation in the PRF and the smoothing of discontinuities between sub-pixel polynomial patches. On-orbit super-resolution measurements of the PRF across the Kepler field of view are described. Two uses of the PRF are presented: the selection of pixels for each star that maximizes the photometric signal to noise ratio for that star, and PRF-fitted centroids which provide robust and accurate stellar positions on the CCD, primarily used for attitude and plate scale tracking. Good knowledge of the PRF has been a critical component for the successful collection of high-precision photometry by Kepler.Comment: 10 pages, 5 figures, accepted by ApJ Letters. Version accepted for publication

Dynamical masses, absolute radii and 3D orbits of the triply eclipsing star HD 181068 from Kepler photometry

HD 181068 is the brighter of the two known triply eclipsing hierarchical triple stars in the Kepler field. It has been continuously observed for more than 2 yr with the Kepler space telescope. Of the nine quarters of the data, three have been obtained in short-cadence mode, that is one point per 58.9 s. Here we analyse this unique data set to determine absolute physical parameters (most importantly the masses and radii) and full orbital configuration using a sophisticated novel approach. We measure eclipse timing variations (ETVs), which are then combined with the single-lined radial velocity measurements to yield masses in a manner equivalent to double-lined spectroscopic binaries. We have also developed a new light-curve synthesis code that is used to model the triple, mutual eclipses and the effects of the changing tidal field on the stellar surface and the relativistic Doppler beaming. By combining the stellar masses from the ETV study with the simultaneous light-curve analysis we determine the absolute radii of the three stars. Our results indicate that the close and the wide subsystems revolve in almost exactly coplanar and prograde orbits. The newly determined parameters draw a consistent picture of the system with such details that have been beyond reach before

Does better education mitigate risky health behavior? A mendelian randomization study

Education and risky health behaviors are strongly negatively correlated. Education may affect health behaviors by enabling healthier choices through higher disposable income, increasing information about the harmful effects of risky health behaviors, or altering time preferences. Alternatively, the observed negative correlation may stem from reverse causality or unobserved confounders. Based on the data from the Cardiovascular Risk in Young Finns Study linked to register-based information on educational attainment and family background, this paper identifies the causal effect of education on risky health behaviors. To examine causal effects, we used a genetic score as an instrument for years of education. We found that individuals with higher education allocated more attention to healthy habits. In terms of health behaviors, highly educated people were less likely to smoke. Some model specifications also indicated that the highly educated consumed more fruit and vegetables, but the results were imprecise in this regard. No causal effect was found between education and abusive drinking. In brief, inferences based on genetic instruments showed that higher education leads to better choices in some but not all dimensions of health behaviors

The Micro-Foundations of Employment Systems: An Empirical Case Study of Britain and France

Building on existing studies of national employment systems, we undertake a comparative analysis of the micro-foundations of employment relations in Britain and France. Our analysis utilises harmonised, linked employer-employee survey data for the two countries and takes a multi-dimensional approach in which the national level remains meaningful but within-country variance is also emphasised. Our analysis contrasts the British model characterised by variability and heterogeneity with a French model characterised by stability and uniformity. We discuss ways in which these systems are shaped by differences in employer and employee networks, the financial and organisational links between firms, and macro-institutions

Leeway for the loyal: a model of employee discretion

This article examines the factors underlying task discretion from an economist's perspective. It argues that the key axis for understanding discretion is the trade-off between the positive effects of discretion on potential output per employee and the negative effects of greater leeway on work effort. In empirical analysis using matched employer-employee data, it is shown that discretion is strongly affected by the level of employee commitment. In addition, discretion is generally greater in high-skilled jobs, although not without exceptions, and lower where employees are under-skilled. Homeworking and flexitime policies raise employee discretion. The impact of teamworking is mixed. In about half of cases team members do not jointly decide about work matters, and the net effect of teams on task discretion in these cases is negative. In other cases, where team members do decide matters jointly, the impact is found to be neutral according to employees' perceptions, or positive according to managers' perceptions. There are also significant and substantial unobserved establishment-level factors which affect task discretion

Initial Characteristics of Kepler Short Cadence Data

The Kepler Mission offers two options for observations -- either Long Cadence (LC) used for the bulk of core mission science, or Short Cadence (SC) which is used for applications such as asteroseismology of solar-like stars and transit timing measurements of exoplanets where the 1-minute sampling is critical. We discuss the characteristics of SC data obtained in the 33.5-day long Quarter 1 (Q1) observations with Kepler which completed on 15 June 2009. The truly excellent time series precisions are nearly Poisson limited at 11th magnitude providing per-point measurement errors of 200 parts-per-million per minute. For extremely saturated stars near 7th magnitude precisions of 40 ppm are reached, while for background limited measurements at 17th magnitude precisions of 7 mmag are maintained. We note the presence of two additive artifacts, one that generates regularly spaced peaks in frequency, and one that involves additive offsets in the time domain inversely proportional to stellar brightness. The difference between LC and SC sampling is illustrated for transit observations of TrES-2.Comment: 5 pages, 4 figures, ApJ Letters in pres