Bowdoinham Maine Shoreland Zoning Map

Promoting the innovative potential of employees is a main challenge for HR professionals. Previous studies already stressed the role of job design for employee innovativeness. Building on the work of Karasek & Theorell (1990), we focus on the relation between job design, work engagement and innovative work behaviour (IWB). The results show that job control is positively related to both IWB and work engagement, job demands are negatively related to work engagement, yet their relation to IWB is more ambiguous. Significant interaction effects between job demands and job control variables in both the relation with work engagement and IWB are found, yet their nature differs significantly. We find that active jobs (high control and high demands) are related to lower levels of IWB in comparison to low-strain jobs (high control, low demands), which has major managerial consequences.nrpages: 20status: publishe

Job design and innovative work behavior enabling innovation through active or low-strain jobs?

Promoting the innovative potential of employees is a main challenge for HR professionals. Previous studies already stressed the role of job design for employee innovativeness. Building on the work of Karasek & Theorell (1990), we focus on the relation between job design, work engagement and innovative work behaviour (IWB). The results show that job control is positively related to both IWB and work engagement, job demands are negatively related to work engagement, yet their relation to IWB is more ambiguous. Significant interaction effects between job demands and job control variables in both the relation with work engagement and IWB are found, yet their nature differs significantly. We find that active jobs (high control and high demands) are related to lower levels of IWB in comparison to low-strain jobs (high control, low demands), which has major managerial consequences

Job design and innovative work behavior enabling innovation through active or low-strain jobs?

Promoting the innovative potential of employees is a main challenge for HR professionals. Previous studies already stressed the role of job design for employee innovativeness. Building on the work of Karasek & Theorell (1990), we focus on the relation between job design, work engagement and innovative work behaviour (IWB). The results show that job control is positively related to both IWB and work engagement, job demands are negatively related to work engagement, yet their relation to IWB is more ambiguous. Significant interaction effects between job demands and job control variables in both the relation with work engagement and IWB are found, yet their nature differs significantly. We find that active jobs (high control and high demands) are related to lower levels of IWB in comparison to low-strain jobs (high control, low demands), which has major managerial consequences

Minimum wages in 2019 : annual review

Aquesta publicació s'elabora a partir de les contribucions de cadascú dels membres nacionals que integren la Network of Eufound Correspondent. Pel cas d'Espanya la contribució ha estat realitzada per l'Oscar MolinaIn most EU Member States, reviews of the statutory minimum wage rates spark a great deal of public interest. Such reviews affect the wider workforce, beyond those workers on the statutory minimum wage. Pay rates in collective agreements may be adapted in response to an increase in the minimum wage, affecting lower-paid workers more generally; social benefits may also be affected, making the impact of such revisions even more widespread. This report covers developments in statutory minimum wages in 2018-2019 in the EU and Norway. It looks at the level of minimum wages, how they were set and how they have developed over time in nominal and real terms. It also covers major debates in relation to setting minimum wage levels. While the report focuses on the net remuneration of those receiving the minimum wage, it also documents minimum rates from selected collective agreements in countries without statutory minimum wages as well as minimum wage coverage rates of workers by gender

Minimum wages in 2021 : annual review

Aquesta publicació s'elabora a partir de les contribucions de cadascú dels membres nacionals que integren la Network of Eufound Correspondent. Pel cas d'Espanya la contribució ha estat realitzada per l'Oscar MolinaThis report summarises how minimum wage rates for 2021 were set during 2020 - the year marked by the COVID-19 pandemic. It reviews the difficulties faced by national decision-makers and how they reacted to the challenges of the economic and social fall-out of the pandemic when making decisions regarding the minimum wage. It maps the extent to which minimum wages were referred to in COVID-19-related support measures. It discusses advances made on the EU initiative on adequate minimum wages and maps the reactions of the EU-level social partners and national decision-makers. The report is accompanied by two complementary working papers: one providing an analysis of developments for low-paid employees and minimum wage workers over the past decade; the other summarising the most recent research on minimum wages in EU countries, Norway and the UK

Minimum wages in 2023 : annual review

Aquesta publicació s'elabora a partir de les contribucions de cadascú dels membres nacionals que integren la Network of Eurofound Correspondents. Pel cas d'Espanya la contribució ha estat realitzada per l'Oscar Molina (veure annex Network of Eurofound Correspondents)The 2023 annual review of minimum wages was prepared in the context of unprecedented inflation across Europe. While this led to hefty increases in nominal wage rates in many countries, it was in many cases not enough to maintain workers' purchasing power. Based on developments over the last decade, this report shows that, overall, minimum wage earners in nearly all countries saw their purchasing power rising, the gap between their wages and average wages narrowing, and to some degree growth exceeding labour productivity development

Minimum wages and negotiated pay increases: effects on the wage distribution and employment in Belgium

Moderate minimum wages increases are known to be neutral to employment and beneficial for lower tail wage inequality. Spillover-effects are commonly found, but fade out in the upper tail of the wage distribution. This paper investigates the Belgian case, in which minimum wages are indexed and sector specific wage scales institutionalize wage inequality over the full distribution. We find that the national minimum wage has a reducing effect on lower tail wage inequality that is suppressed by sectoral minimum wages. Sectoral minimum wages, however, have a compressing effect on both sides of the wage distribution, in part through the reduction of turnover and exclusion of entrants. While observed wage inequality is stable in the period 1996-2006, controlling for minimum wages reveals a latent growth in upper tail wage inequality.status: publishe

Bargaining in favour of low wage earners: different perspectives

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Redenen voor anciënniteitsbarema's

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