Does worker wellbeing affect workplace performance?

This paper uses linked employer-employee data to investigate the relationship between employees’ subjective well-being and workplace performance in Britain. The analyses show a clear, positive and statistically-significant relationship between the average level of job satisfaction at the workplace and workplace performance. This finding is present in both cross-sectional and panel analyses and is robust to various estimation methods and model specifications. In contrast, we find no association between levels of job-related affect and workplace performance

Is Pupil Attainment Higher in Well-managed Schools?

Linking the Workplace Employment Relations Surveys 2004 and 2011 to administrative data on pupil attainment in England we examine whether secondary and primary schools who deploy more intensive human resource management (HRM) practices have higher pupil attainment. We find intensive use of HRM practices is positively and significantly correlated with higher labour productivity and quality of provision, and with better financial performance, most notably in primary schools, but it is not associated with higher pupil attainment as indicated by assessment scores at Key Stage 2, Key Stage 4 and value-added measures based on assessments at these points

The impacts of pre-apprenticeship training for young people

Apprenticeships are the key means by which the UK government aims to build skills and tackle the problem of youth unemployment. However, not all young people are able to secure an apprenticeship. Traineeships, a voluntary six-month programme of work placements and work preparation training, were introduced in England in 2013 to help equip young people with the skills and experience required to secure an apprenticeship or employment. The analysis in this paper uses linked administrative data on the population of trainees and a comparison sample of non-trainees to evaluate the impact of the programme on employment and apprenticeships. It uses a local instrumental variable approach, which allows selection into a traineeship to be influenced by unobserved preferences and for impacts to vary according to these preferences. The heterogeneous impacts can be aggregated to form an estimate of the average impact of treatment for all participants. The results show no overall impact on employment for younger trainees (16-18 year-olds) but an across-the-board positive impact on the probability of becoming an apprentice. For older trainees (19-23 year-olds), no significant impact on either employment or apprenticeships is evident among participants as a whole but the results suggest that, for those more resistant to participating, traineeships may actually reduce the probability of becoming an apprentice. These results confirm the effectiveness of traineeships as a means of facilitating apprenticeships among younger people. As such, they support the policy target of achieving 3 million apprenticeships by 2020

The perils of pre-filling: lessons from the UK’s Annual Survey of Hours and Earning microdata

The role of the National Statistical Institution (NSI) is changing, with many now making microdata available to researchers through secure research environments. This provides NSIs with an opportunity to benefit from the methodological input from researchers who challenge the data in new ways. This article uses the United Kingdom’s Annual Survey of Hours and Earnings (ASHE) to illustrate the point. We study whether the use of prefilled forms in ASHE may create inaccurate values in one of the key fields, workplace location, despite there being no direct evidence of it in the data supplied to researchers. We link surveys to examine the hypothesis that employees working for multi-site employers making an ASHE survey submission are more likely to have their work location incorrectly recorded as the respondent fails to correct the work location variable that has been pre-filled. In the short-term, suggestions are made to improve the quality of ASHE microdata, while longer-term, we suggest that the burden of collecting additional data could be offset through greater use of electronic data capture. More generally, in a time when statistical budgets are under pressure, this study encourages NSIs to make greater use of the microdata research community to help inform statistical developments

Developing new approaches to measuring NHS outputs and productivity

The Centre for Health Economics and National Institute of Economic and Social Research have recently completed a project funded by the Department of Health to improve measurement of the productivity of the NHS. The researchers have suggested better ways of measuring both outputs and inputs to improve estimates of productivity growth. Past estimates of NHS output growth have not taken account of changes in quality. The CHE/NIESR team conclude that the routine collection of health outcome data on patients is vital to measure NHS quality. They also propose making better use of existing data to quality adjust output indices to capture improvements in hospital survival rates and reductions in waiting times. With these limited adjustments the team estimate that annual NHS output growth averaged 3.79% between 1998/99 and 2003/04.The research team has also developed improved ways of measuring NHS inputs, particularly by drawing on better information about how many people are employed in the NHS and by recognising that staff are becoming increasingly better qualified. There have been substantial increases in staffing levels, pharmaceutical use and investment in equipment and buildings since 1998/99. The net effect of this growth in both outputs and inputs is that, according to the research team’s estimates, NHS productivity declined by about 1.59% a year since 1998/99. This is not out of line with estimates of growth rates in other UK and US service sectors, including insurance and business services. Nor is it surprising that recent years have seen negative growth in the NHS. There are at least two reasons. First, there has been an unprecedented increase in NHS expenditure. The NHS has had to employ more staff to meet the requirements of the European Working Time Directive and hospital consultants and general practitioners, in particular, have benefited from new pay awards.Second, the NHS collects very little information about what actually happens to patients as a result of their contact with the health service. Until there is routine collection of health outcomes data, measurement of the quality of NHS output will remain partial and productivity growth is likely to be underestimated.