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This paper provides empirical evidence on the innovation performance in the European countries in the years of recovery from the global economic and financial crisis by using the CDM model of simultaneous equations. The model directly links R&D engagement and intensity to innovation outcomes measured either as process or as product innovation, and then estimates the effectiveness of the innovative efforts leading to productivity gains. The difference between the drivers of innovation systems and its influence over the productivity growth is analyzed between two different institutional settings in Europe. For that purpose a company-level dataset is used from the 2012 round of the Comunity Innovation Survey. Тhe results indicated that the recent financial crisis had negative influence on the companies' willingness to innovate. The effect of the crisis led to further divergence in the innovation systems of these two institutional settings. Identifying the characteristics of the innovation systems and drivers of innovation during the turmoil shows that policy instruments on EU level should be oriented towards creation of competitive business environment, encouragement to adopt the best management techniques and organizational structures and improvement of well-functioning capital, product and labor markets. [ABSTRACT FROM AUTHOR]

Public teachers in Japan are subjected to a compulsory rotation system where the prefectural board of education governs their entire career paths. Past research has written of the macro- and micro-level impacts of rotation systems, including Japanese teacher rotation, but this paper, based on years of working in and observing Japanese schools, is the first study in English to offer a detailed examination of how the system functions, revealing how informal and formal organizational structure work in concert to facilitate teacher rotation in Japan. [ABSTRACT FROM AUTHOR]

This paper investigates the relationship between the level of pre-entry experience of managers and founders, and the survival of their new firms. Using a comprehensive dataset covering the entire Danish labor market from 1980 to 2000, we are able to trace prior activities of all employees working in all Danish start-ups with at least one employee. We examine whether spin-offs from surviving parents, spin-offs from exiting parents or other start-ups are more likely to survive. Moreover, we investigate whether firms managed and founded by teams with higher levels of industry-specific experience have a higher chance of surviving. We find that spin-offs from a surviving parent and to a lesser degree industry-specific experience positively affects the likelihood of survival. We also find that spin-offs from a parent that exits are less likely to survive than either spin-offs from surviving parents or other start-ups. [ABSTRACT FROM AUTHOR]

The aim of this paper is to examine various theses of loss of autonomy in the medical profession by means of an empirical investigation of changes in physicians' economic opportunities and technical autonomy in Germany since the mid-1970s. The paper shows that transitions in the organisational structure of the health care system, government policies aimed mainly at the economisation of health care, and the changing situation of the profession in the labour market, have together been responsible for the changes investigated. It is argued that technical autonomy has been retained in out-patient care, while in hospitals there has been some loss of technical autonomy. Moreover, the economic situation of physicians has in general deteriorated as a result of central state intervention. [ABSTRACT FROM AUTHOR]

Does the public hold government to a higher standard than private for-profit and nonprofit organizations? Building upon behavioral public administration work on blame attribution, we also examine the role of functional responsibility and causal responsibility. We conduct a timely experiment to examine who the public blames for the death of nursing home residents due to a coronavirus outbreak. We vary two conditions: the presence of a staffing shortage and the sector of the nursing home. Regardless of sector, we find the public attributes greater blame to the management, the superintendent and board, and less blame to staff in the case of a staffing shortage. We find no evidence of anti-public sector bias for levels of blame. Findings illustrate how messaging about a shortage, a functional responsibility of management, shifts blame up the organizational hierarchy. Findings highlight the need for organizational capacity to cope with crises and accountability to ensure social equity. [ABSTRACT FROM AUTHOR]

In the last two decades, research in human resource management has increasingly focused on the strategic linkage between the activities of the human resource function and the business goals of enterprises. Most of the theoretical and empirical work in this area has focused on the US context. This paper extends this research to a non-US business environment. Specifically, we examine data from 303 state-owned, domestic private and foreign-owned Polish firms to test how strategic and environmental variables are related to the adoption of human resource innovations. This analysis suggests that business strategies, local labour markets and the presence of foreign competition are related to the complexity and extensiveness of firm-level human resource practices. [ABSTRACT FROM AUTHOR]

The article examines the origins, consequences and configurations of internal labor markets (ILM). Several factors that prompt organizations to utilize internal labor markets are discussed, including external economic conditions, unionization, and organizational characteristics. The implications of internal labor markets for human resource management are detailed, and the results of several influential empirical studies are analyzed. Various organizational approaches to internal labor market practices are presented.

Health workforce cohort studies are uncommon in low-and middle-income countries (LMICs), especially those in sub-Saharan Africa. Describe the methodology and lessons learned from establishing and maintaining the WiSDOM (Wits longitudinal Study to Determine the Operation of the labour Market among its health professional graduates) health professional cohort study in South Africa. WiSDOM is a prospective longitudinal cohort study that commenced in 2017. The cohort focuses on the eight professional groups of clinical associates, dentists, doctors, nurses, occupational therapists, oral hygienists, pharmacists and physiotherapists. Annual, electronic follow-up surveys have been conducted in 2018, 2019 and 2020 with informed consent. Key steps in establishing the WiSDOM cohort include consultation, communication and marketing, stakeholder feedback, resources and infrastructure. Retention strategies consist of an electronic database, detailed cohort contact information, cohort engagement, communication and feedback, short survey tools, and appropriate incentives. We obtained an overall response rate of 89.5% at baseline in 2017, 79.6% in 2018, 68.3% in 2019 and 72.8% in 2020. The largest decline in response rates is for medical doctors: 66.0% response rate in 2018, 53.2% in 2019 and 58.2% in 2020. However, for each of the three follow-up surveys, we have obtained response rates in excess of 80% for clinical associates, dentists, nurses, oral hygienists, pharmacists and physiotherapists. Since baseline, the outright refusals have remained very low at 4.7%. The multiple logistic regression analysis showed that self-identified race was the only significant socio-demographic difference between medical doctor respondents and non-respondents. Black African doctors and Indian doctors were 2.0 and 2.6 times more likely respectively to respond than White doctors (p < 0.05). Other LMICs can learn from WiSDOM's lessons of establishing and maintaining a health professional cohort that aims to generate new knowledge for health system transformation. [ABSTRACT FROM AUTHOR]

This article examines economic theories of the low-wage labor market to increase understanding of economic inequality and poverty in the United States, particularly related to the labor market. On the one hand, neoclassical, labor monopsony, and Harris-Todaro models explain how minimum wage policies are related to supply and demand of labor, human capital, employment, and unemployment. On the other hand, the efficiency wage model, the dual labor market theory, and technology development and globalization account for the causes of the wage differentials. This article includes a conceptual map that illustrates the interrelationships between these economic theories of low-wage work. [ABSTRACT FROM AUTHOR]

This study aims to shed light on the contribution of quality management (QM) to labour flexibility by analysing the influence that QM has on internal and external labour flexibility. The study presents pioneer research in the empirical analysis of how QM impacts on labour flexibility. The hypotheses put forward are tested in an empirical study carried out on a sample of Spanish service companies. Structural equation modelling was used to analyse the data. The results indicate that QM is shown to have a positive effect on internal flexibility, as it promotes training or job enrichment. However, QM fosters job security with a negative effect on external flexibility. [ABSTRACT FROM PUBLISHER]

This broad analysis of the employment of blacks in metropolitan areas examines the role of residential segregation in comparison with four other key structural explanations for racial metropolitan inequality: industrial composition, minority concentration, immigration, and the racial disparity in skills. The goal of the analysis was to determine whether the spatial configuration of blacks relative to whites in a metropolitan area influences the employment rates of black men and black women in the context of the structural conditions of the local labor market. The study expanded the analysis of space and work beyond an emphasis on the physical distance between black communities and jobs to a broader conceptualization of residential segregation as a structural feature of the entire metropolitan labor market that is representative of its social organization with regard to race. Using a longitudinal data set of the structural characteristics of the 95 largest U.S. cities from the 1980, 1990, and 2000 decennial censuses, the study used a cross-sectional analysis of the cities in 2000 and a fixed-effects analysis to assess the impact of five dimensions of residential segregation and the four other structural factors on the employment of blacks across different labor markets and across time within each labor market. The results revealed that when the other structural characteristics are controlled, the employment rates of blacks are lower in more segregated cities and decrease as cities become more segregated over time. The clustering and evenness dimensions of residential segregation were the most determinative of black employment. [ABSTRACT FROM AUTHOR]

To examine various human resource management (HRM) configurations and their explanatory variables, we generated several hypotheses and tested them with data collected from Korean venture firms. For these purposes, we first suggested two ideal types of HRM configuration: a control-based human resource system (CBHRS) and a high-performing human resource system (HPHRS). Depending on contextual variables, firms are expected to make a choice between the two or among their variants. To generate hypotheses, we employed three theoretical perspectives: resource availability, institutional force, and strategic choice. To test the hypotheses, we collected data from 464 venture firms in Korea. From the data, we derived five different HRM configurations: Cost-minimizing type; Paternalistic type; Inducement type; Investment type; and Transitional type. Both the Cost-minimizing type and the Paternalistic type are classified as part of the CBHRS, the Inducement type and the Investment type are considered to be part of the HPHRS, and the Transitional type is taken to be mixed. We found that all three theoretical perspectives partly explained the selection of HRM configurations. Some related issues are raised and discussed in the final section. [ABSTRACT FROM AUTHOR]

The aim was to investigate organizational impact on working conditions and to explore the associations between sector, different types of organizational change, and working conditions. A strategic selection was made of representative staff members from 72 work sites. Data pertaining to organizational factors were collected from managers, and to working conditions from employees. Multilevel analyses were performed, with 10 aspects of self-reported and expert assessed psychosocial and ergonomic/physical working conditions as the dependent variables, and patterns of organizational change and sector as the explanatory variables. The results showed that the variance in working conditions was significantly attributed to organizational level (16 - 65% of the variance), and that both the pattern of change and the sector were important. Organizations that had not undergone change provided the best work conditions. The "standardizing" and "market-adjusting" patterns of change had deleterious effects, while the "lean" and "centralizing" patterns led to dual outcomes. Organizational change was perceived as having more negative consequences in the public sector than in the private sector. The results indicate that organizational change contributes to increased differentiation of working conditions, as different types of changes congregate in specific areas of the labour market and affect groups of employees differently. [ABSTRACT FROM AUTHOR]

This examination of policies relating to the internal cultivation of human resources and high-performance work systems among a sample of Singapore-based organizations shows that the HRM practices under consideration reflect three distinct dimensions: internal staffing, employee development, and employment stability. Of the three dimensions, only employee development was significantly and positively related to high-performance work systems. Contrary to the arguments in the literature relating to internal labour markets, mutual commitment HRM, and high-performance work systems, policies involving internal staffing and employment stability were not found to be necessary components of the internally oriented HRM package. [ABSTRACT FROM AUTHOR]