2,012 research outputs found
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The rise in pay for performance among higher managerial and professional occupations in Britain: eroding or enhancing the service relationship?
Higher managerial and professional occupations are now the most incentivised occupational class in Britain. It is not yet known whether the rise in pay for performance (PFP) signifies an erosion or enhancement in the âservice relationshipâ that purportedly characterises these occupations. Taking an occupational class perspective, this paper investigates the implications of the rise in PFP for the employment relationship and conditions of work across the occupational structure using two nationally-representative datasets. In fixed-effects estimates, PFP is found to heavily substitute base earnings in non-service class occupations, but not in service class occupations. PFP jobs generally have no worse conditions relative to non-PFP jobs within occupational classes. The article concludes the rise in PFP should be conceptualised more as a form of ârent sharingâ for service class occupations, enhancing the service relationship, and as a form of ârisk sharingâ for non-service class occupations
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Is the grass greener on the other side? A longitudinal study of the impact of employer change and occupational change on job satisfaction
Research shows that individuals experience a honeymoon-hangover pattern when they change employers. This study provides further insight into this pattern by comparing the experience of those who change employers within and across occupations. Drawing on the longitudinal data from the British House Panel Survey 1991â2008, we find that the honeymoon effect was primarily driven by the experience of those who change employers across occupations. Patterns of post-transition adaptation also differ between the two categories of job changers. While there is evidence of adaptation of job satisfaction to employer change within occupation, those who change employers across occupations experience a steady decline of intrinsic job satisfaction which continues for at least six years after the transition
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Mapping good work: the quality of working life across the occupational structure
This illuminating study of working life uses decades of large-scale survey to review notions of good work and job satisfaction in the UK. Exploring data on hundreds of occupations, it charts disparities in fulfilment potential across professions, and sets out fresh ideas for improving satisfaction at work nationally
A study of new labour market entrantsâ job satisfaction trajectories during a series of consecutive job changes
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Differentiation in pay for performance within organizations: an occupational perspective
Purpose: This article addresses the question of why organizations do not uniformly apply pay for performance (PFP) throughout the organization, focusing on the wider occupational structure in which they and the jobs they create are embedded. We propose a model of âoccupational differentiationâ whereby the probability of a job within a given organization having PFP increases with levels of monitoring difficulty and requisite human asset specificity characterizing the occupation to which a job belongs, being highest in occupations characterized by high levels of both (generally managerial and professional occupations).
Design/methodology/approach: Using the Workplace Employment Relations Survey (a nationally-representative matched employer-employee dataset for Britain), this paper investigates this question for all 350 occupations delineated by the UKâs Office for National Statistics using regression methods that adjust for other confounding factors such as demographic factors and workplace fixed-effects.
Findings: We find organizations âoccupationally differentiateâ the use of PFP in ways consistent with the model i.e., PFP is most likely to be found in occupations characterized by both high monitoring difficulty and high requisite human asset specificity (mainly managerial and professional occupations) and least likely in occupations scoring low in both. The finding holds across PFP types (individual, group, organizational), whether organizations are large or small, and hold across most industrial sectors.
Research limitations/implications: The main implication of this study is that organizations appear to be taking into consideration whether the wider profession to which a job belongs when implementing PFP, irrespective of their own HRM strategies and organizational context. There are a few limitations to this study, with the main one being that empirical support is only found in the private sector. The public sector appears to be beyond the reach of the model, where PFP is generally rarer. A second limitation is that the dataset is from 2011 and only covers a single country.
Practical implications: Given organizations appear to be implementing PFP based on occupation, this may lead to equity concerns as different groups are being treated differently within organizations based upon their occupational group.
Social implications: Since PFP jobs tend to pay more than non-PFP jobs and PFP prevalence has been growing, by being more likely to implement it for generally high-paid groups (generally higher managerial and professional occupations), PFP may contribute to wider pay differentials within and between organizations.
Originality/value: By introducing the occupational-level of analysis and the differential nature of tasks across occupational groups, the model offers a new midrange, sociological perspective to understanding intra-organizational dynamics in PFP-use, and potentially HR practices more broadly
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When is the grass greener on the other side? A longitudinal study of the joint effect of occupational mobility and personality on the honeymoon-hangover experience during job change
Previous research shows that job satisfaction often increases sharply upon initial entry into the new job and gradually falls back to the baseline level over time. In this study we propose that this âhoneymoon-hangoverâ pattern is affected by both the direction of occupational mobility and the individualâs personality in terms of extraversion and neuroticism. Drawing on the British Household Panel Survey which followed 10,000 individuals annually for eighteen years, this study shows that only those who move up the occupational class ladder experience significant âhoneymoonâ effects, while those who move downwards experience dissatisfaction that lasts for several years after the transition. While the positive effect of upward mobility is not amplified by extraversion, the negative effect of downward mobility is exacerbated by neuroticism. This study highlights the importance of taking into account both situational and dispositional factors for understanding the long-term impact of career change on subjective well-being
Detection of influenza viruses by coupling multiplex reverse-transcription loop-mediated isothermal amplification with cascade invasive reaction using nanoparticles as a sensor
Risk of cardiovascular disease in Chinese patients with rheumatoid arthritis: a cross sectional study based on hospital medical records in 10 years
Objective: Though the risk of cardiovascular disease (CVD) in rheumatoid arthritis (RA) has been established in Western population, little is known about the risk in Chinese people with RA. Our objective was to estimate the risk of CVD in Chinese people with RA using hospital medical records data.
Methods
The inpatients medical record database 2005â2015 of Sichuan provincial peopleâs hospital was examined. All individuals with a primary diagnosis of RA were included as cases, and those of osteoarthritis (OA) were included as controls, which consisted of the unmatched dataset. Then, RA cases and OA controls were matched by sex and age at 1:1 ratio, forming the matched dataset. The morbidity of CVD (including ischemia heart disease (IHD), congestive heart failure (CHF), et al), stroke and arthrosclerosis were extracted from the database, so as the demographic data and comorbidities related to CVD. Multiple logistic regression analysis was used to estimate the risk of CVD in RA adjusted for demographics and comorbidities using the unmatched dataset. Sensitivity analysis was conducted 1) considering interaction terms between RA and comorbidities, and 2) using multivariable conditional logistic regression for the matched dataset.
Results: The unmatched data set comprised of 1824RA cases and 1995 OA controls and the matched dataset comprised of 1022 pairs of sex and age matched RA and OA patients. RA exhibited increased odds of prevalent CVD compared with OA, and the adjusted ORs (95%CIs) for CVD, stroke, IHD, CHF, and atherosclerosis were1.86(1.42â2.43), 1.11(0.71â1.74), 1.47(0.97â2.24), 2.09(1.03â4.22), and 2.49 (1.97â3.13), respectively, and was 2.26 (1.29â3.96) for IHD further adjusted for interaction term. The matched dataset analysis found similar results.
Conclusions: Chinese people with RA were approximated 2 times more 1 likely to have CVD, IHD, CHF and atherosclerosis compared with those with OA. The findings justified the need of further longitudinal study to establish the causalârelationship between RA and CVD and to estimate the precise risk in this population
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