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This article discusses the presence, role, and economic impact of Employers' Associations (EAs) in Europe. The author highlights the lack of empirical studies on EAs and the recent availability of new databases and micro-econometric methods for research. The article presents five selected papers that provide insights into the activities and influence of EAs in different European countries. The papers cover topics such as the mission drift of EAs, determinants of membership, representativeness of EAs, and the impact of EAs on negotiated minimum wages. The article concludes by acknowledging the importance of data quality and the need for further research on EAs. [Extracted from the article]

This paper investigates the effect of state‐society relations (SSR) in the industrial sector on the sustainable economic growth of post‐Revolution Tunisia. The empirical part of the paper depends mainly on qualitative data collected from fieldwork interviews with the most important actors and publications of civil society organizations. The paper suggests the presence of state capture as the defining characteristic of SSR in post‐Revolution Tunisia. The combination of having powerful tycoons, weaker state, and ineffectively organized social actors produced conditions that harmed sustainability. These settings allowed tycoons to violate environmental regulations and prevented Green innovation through the adoption of Green technologies. Yet, factors such as low value‐added creation, increased labor‐intensity, and low environmental awareness or prioritization all interact with state capture to lower sustainability. In those sectors where tycoons are active and dominant, competing social actors are incapable of effectively exploiting the presence of a freer political system, ultimately failing to successfully organize resisting coalitions, as evident in the textile sector. While higher resistance is witnessed where tycoons are not dominant as was the case in the phosphate sector, tycoons could still use the situation to their advantage. [ABSTRACT FROM AUTHOR]

This polemical essay argues that Victorian novelist Elizabeth Gaskell, and her novels North and South, and Mary Barton, portray her as an overlooked, early political economist. The objective of the paper is three‐fold: (1) to dismantle taken‐for‐granted truth claims that Alan Fox is the preeminent thinker on pluralistic forms of employee engagement (2) encourage further development and enlargement of the field and what constitutes its history, and (3) to argue for the recognition of Elizabeth Gaskell as an early political economist. Guiding this exploration is the question: How do we also make sense of Fox's privileged situatedness in scholarship and the absence of potential early theorists like Gaskell? The paper adopts a feminist reading and polemical writing to engage in feminist critical historiography. The author draws on audience theory to help readers reorient themselves to Gaskell and to help see her as an overlooked political economist. Feminism is conceptually presented as ontology, epistemology, method, and style of writing. Despite the ongoing credit Alan Fox receives as first theorizing the frames of reference and pluralistic forms of engagement starting in the 1960s, Elizabeth Gaskell was contemplating and critiquing the employment relationship starting in the 1850s. She not only provided a rich historical understanding of the inequalities of class and wealth, but her ideas and insights remain unacknowledged in industrial relations scholarship. The paper offers a unique feminist perspective on Elizabeth Gaskell and makes the case that she is neglected early political economist. Further, the paper makes a link between the world of Victorian era fiction as historical understanding of early capitalist society and demonstrates how ideas are taken up by the field in unconscious and unjust ways. [ABSTRACT FROM AUTHOR]

This paper uses a heterogeneous‐agent overlapping‐generations model to examine the fiscal and distributional consequences of introducing a means test in US Social Security. I find that a means test, that is, conditioning benefit payments on a household's earnings or assets, leads to a higher implicit tax on old‐age resources, but has desirable distributional effects. A 75% cut in the benefits to households with earnings of more than 200% of the median leads to a 2.3% reduction in the overall size of Social Security, but has almost no effect on average dollar benefits. In contrast, a fiscally comparable payroll tax cut leads to an across‐the‐board decline of 2% in the average dollar benefits, despite an increase in capital and labor. A fiscally comparable delay in the benefit eligibility age increases benefits for all, but negatively affects capital and labor. Finally, an asset‐based means test causes a decline of 1% in the average dollar benefits, but has a large negative effect on capital and the accidental bequests left behind by deceased households. [ABSTRACT FROM AUTHOR]

Background Aim Methods and Procedures Outcomes and Results Conclusions and Implications WHAT THIS PAPER ADDS What is already known on this subject What this study adds to existing knowledge What are the clinical implications of this work? Pragmatic communication difficulties encompass many distinct behaviours, including the use of vague and/or insufficient language, a common characteristic following traumatic brain injury (TBI) that negatively impacts psychosocial outcomes. Existing assessments evaluate pragmatic communication broadly, often with only one or two items capturing each behaviour, thus limiting sensitivity and precision to variations within each behaviour. Given that greater nuance is needed to detect subtle pragmatic communication differences and investigate underlying cognitive mechanisms, a more refined measure is critical to improve psychosocial outcomes. The Vague scale was developed to address those needs.To provide preliminary evidence supporting the novel Vague language use (Vague) scale's reliability, validity and clinical utility.The Vague scale rates each discourse sample utterance for vague language use on a 3‐point scale; the measure's Vague score represents the mean of utterance‐level ratings. Using the Vague scale, two raters naïve to diagnosis evaluated Cinderella narratives of 46 adults with severe TBI and 46 controls with no brain injury, providing reliability, construct validity and classification accuracy evidence. Vague scores were also compared to other clinical measures to gather criterion‐related validity evidence.Interrater agreement across all transcripts was moderate. Construct validity was supported by expected group differences and criterion validation, including significant relationships with increased violations of Grice's maxim of quantity and measures of lexical variation; significant relationships with psychosocial outcomes, supporting clinical utility; and nonsignificant relationships with measures of syntax and overall pragmatic communication. Classification accuracy expectedly did not support using Vague scores in isolation for diagnosis, due to unacceptable sensitivity (0.696).Evidence supported the Vague scores’ psychometric properties. Thus, the Vague scale shows promise as a measure of one distinct pragmatic communication behaviour: vague language use. Future research should apply the Vague scale to determine its sensitivity in individuals with subtle social communication challenges (e.g., mild TBI), explore its utility with more naturalistic discourse samples as part of a pragmatic communication battery, longitudinally examine changes in Vague scores, and investigate cognitive mechanisms underlying this specific pragmatic communication behaviour. Use of vague language is common following traumatic brain injury (TBI) and may contribute to negative psychosocial outcomes related to employment and relationships. However, existing measures of vague language lack sensitivity and precision, limiting their utility for identifying subtle performance variations or determining the cognitive mechanisms underlying this specific pragmatic communication behaviour. The current study gathered promising reliability, validity and clinical utility evidence to support using the novel Vague language use (Vague) scale, which was developed to address these limitations. Based on complex (Cinderella) stories of adults with and without TBI, Vague scores demonstrated moderate interrater agreement and promising construct validity based on expected group differences and criterion validation, including moderate associations with related constructs and weak associations with unrelated constructs. Because pragmatic communication profiles post‐TBI can vary, classification accuracy expectedly indicated that Vague scores should not be used alone to identify communication differences post‐TBI. Vague scores show promise for documenting clients’ use of vague language and planning intervention to address associated discourse‐level challenges. Future research should investigate applying the Vague scale to naturalistic discourse samples (1) as part of a battery that sensitively and precisely identifies pragmatic communication differences and (2) as a tool for investigating cognitive mechanisms underlying vague language use, with the goal of improving interventions that support pragmatic communication and enhance psychosocial outcomes. [ABSTRACT FROM AUTHOR]

Many studies suggest that employees of social enterprises experience greater job satisfaction than employees of for‐profit organizations, although their pay and employment contracts are usually less favorable. Based on linked employer–employee data from a French survey on employment characteristics and industrial relations and using a decomposition method developed by Gelbach (2016), this paper aims to explain this somewhat paradoxical result. Focusing on work organization variables, we show that the specific work organization of social enterprises explains a large part of the observed job satisfaction differential both in general and more specifically, in terms of satisfaction with access to training and working conditions. By detailing the components of work organization, the higher job satisfaction reported by employees in social enterprises stems from their greater autonomy and better access to information. In contrast to earlier studies, however, our results show that these work organization variables do not have more value for social enterprise employees than for for‐profit organization employees in the case of overall job satisfaction. This result casts doubt on the widespread hypothesis that social enterprise employees attach more weight to the nonmonetary advantages of their work than their counterparts in for‐profit organizations. [ABSTRACT FROM AUTHOR]

Flourishing is the highest good of all persons, but hard to achieve in complex societal systems. This challenge is borne out through the lens of the global nursing shortages with its focus on the supply of nurses to meet health system demands. However, nurses and midwives spend a significant part of their lives at work and so the need to pay attention to the conditions that facilitate flourishing at work is important. Drawing on ancient and contemporary philosophies, as well as critical, creative and embodied ways of knowing, enabling a flourishing practice ecosystem will be explored in this paper. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to develop a model to explain why and how some expatriate managers engage in misbehavior in host countries, a notoriously elusive phenomenon in the academe. Integrating social cognitive and fraud triangle theories, we conceptualize this phenomenon as an externally driven, cognitive decision‐making process. Specifically, we theorize that discrepancies between both home and host country environments and expatriate managerial and parent‐company performance expectations and on the ground realities that expatriates face trigger expatriate managerial cognitive self‐regulatory dynamics. Consequently, extrinsic reputation and intrinsic self‐esteem threats provide motivation for managers to learn vicariously from the host social environment about the effectiveness of misbehavior for achieving their goals. Expatriate self‐efficacy and the propensity to morally disengage moderate this process. Parent company controls also impact the influence of vicarious learning on expatriate managers' development of motivation, justification, and opportunities for misbehavior. Our model contributes to the misbehavior and expatriate literatures and extends social cognitive and fraud triangle theories. [ABSTRACT FROM AUTHOR]

This paper investigates the effects of market power on income disparities when firm‐specific parameters are considered to test how they shape the gap between capital and labor earnings through their pricing decisions. The dataset consists of 2895 UK manufacturing and services firms over 2010–2019. The results provide the following insights: (a) There is a strong positive association between market power and income disparities across the market, (b) liquidity constraints exert a positive effect on the asset‐based disparities ratio, but a negative effect on the profit‐based ratio. The robustness of the results is also checked when market‐specific characteristics are included in the process. [ABSTRACT FROM AUTHOR]

This paper critically examines the notion of working time flexibility of platform takeaway riders and its impact on them in China. Drawing on 25 interviews with platform and takeaway delivery company managers and takeaway riders as well as secondary data, the study finds that the management model adopted by the platform companies and their agency companies often encourages riders to extend their working hours by being designed into the rider's earning system, status level and various incentive schemes. Driven by profits, takeaway delivery platform companies pursue speed and impose harsh punishments for poor customer reviews. Severe competition and the platforms' aggressive pricing and commissioning practices mean that takeaway riders' remuneration is tightly squeezed, with no subsidies or overtime payment, and with rules for bonuses that make it increasingly difficult to earn. Working excessively long and intense hours is the only way that riders can increase their income, which suggests that rider-oriented working time flexibility is virtually non-existent. We propose the notion of fragmented employment relationships and fragmented working time to conceptualise working time flexibility in the takeaway delivery context in China. We accentuate the need to examine the quality of working time flexibility when examining this practice. We call for state interventions to provide a greater level of social protection than the takeaway riders are currently experiencing to advance the decent work agenda as part of the Sustainable Development Goals. [ABSTRACT FROM AUTHOR]

This paper examines the credit risk implications of a firm's reliance on skilled labor and provides an empirical analysis of the effect of skilled labor on loan contracting outcomes. Using a sample of listed US firms from 1998 to 2017, we predict and find that banks charge higher interest rates to firms relying on high‐skill workers than low‐skill workers. This effect is stronger for firms with higher asset‐based operating leverage, higher probabilities of employee turnover and severer conflicts of interest between equity holders and debt holders. In addition, consistent with the idea that banks consider the specific costs and benefits associated with skilled labor, we show that a firm's reliance on skilled labor is positively (negatively) associated with the relative usage of capital (performance) covenants. Our results hold when applying different matching methods, fixed‐effect models or exogenous shocks from two quasi‐natural experiments. Overall, our study demonstrates the impact of skilled labor, an important labor‐force heterogeneity, on debt contract design and contributes to the understanding of the interaction between labor and capital, that is, the two primary inputs of a firm. [ABSTRACT FROM AUTHOR]

Aim: To explore the effects of demographic characteristics, mental workload, and Adversity quotient (AQ) on the job engagement of nurses in East China. Design: A quantitative and cross‐sectional study. Method: The survey collected questionnaire data on mental workload, adversity quotient, and job engagement from 473 nurses selected working in 12 Grade‐A tertiary hospitals based on informed consent in East China between July 2020 and March 2021. Results: The total score of mental workload was 78.24 ± 11.65, the adversity quotient score was 128.26 ± 15.84, job engagement score was 42.32 ± 7.79. Job engagement has a remarkable positive correlation with adversity quotient (r = 0.613, p<0.001), and a negative correlation with mental workload (r = −0.499, p<0.001). Mental workload has an apparent negative correlation with adversity quotient (r = −0.291, p<0.001). Labor‐management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self‐assessment, control, and endurance could predict 70.9% of job engagement of nurses. Conclusions: The mental workload of nurses was higher, the AQ was at a medium level, and the job engagement of nurses was also slightly higher. Labor‐management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self‐assessment, control, and endurance had predictive effects on nurses' job engagement. It is necessary to take a variety of measures according to the social‐demographic characteristics, improve the adversity quotient, and evaluate the mental workload correctly, to improve the job engagement of nurses. Impact: The epidemic situation and other emergencies make the work pressure of nurses in Grade‐A tertiary hospitals increase suddenly. It should pay attention to the influence of different demographic factors, and pay attention to the correct guidance of work demand‐mental workload, as well as the cultivation, and improvement of job resource‐AQ, which can improve the job engagement of nurses to some extent. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]