Jens Mohrenweiser
Biographic Data
| ID | 5818675 |
|---|---|
| NAME | Jens Mohrenweiser |
| GIVEN NAMES | Jens |
| FAMILY NAME | Mohrenweiser |
| SIGNATURE | MOHRENWEISER J |
| AFFILIATIONS | Bournemouth University |
| ORCID | 0000-0002-5347-6825 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 1 |
| AUTHOR COUNT | 4 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Organizational Fairness Perceptions, Employee Representation, and Firm Performance
From a theoretical perspective, employees' fairness perceptions play a vital role in explaining the effect of employee representation on individual and firm‐level outcomes. However, the fairness argument has not been scrutinized in empirical studies yet. Using German longitudinal linked employer‐employee data, we show that particularly central collective bargaining agreements have a positive impact on employees' fairness perceptions, while firm‐l…
Variable Payment Schemes and Productivity
There appears to be a widely held belief that individual‐based performance pay has a stronger influence on firm performance than collective performance pay. This also applies to an index of best management practices that has been used by Bloom and Van Reenen in a series of influential publications (e.g., Bloom and Van Reenen 2007, Bloom et al. 2019). The index assigns the highest weight to individual‐based performance pay, a medium weight to grou…
Wage Structures, Fairness Perceptions, and Job Satisfaction
The paper investigates the impact of firms’ wage structures and workers’ wage fairness perceptions on workers’ well-being. For this purpose, worker and establishment surveys are linked with administrative social security data. Four variables are generated, using approximately half a million worker-year observations, that describe firms’ wage structures and workers’ positions within the wage structures: own absolute wages, internal reference wages…
Public service-oriented work motives across Europe
This article disentangles the country-specific institutional system at the macro level from individual-level attraction and socialization in measuring public service-oriented work motives across European countries through public–private sector comparisons. We argue that country-specific institutions shape the level of public service-oriented work motives of each country and thereby generate level differences across countries. In contrast, public–…
Public service-oriented work motives across Europe
This article disentangles the country-specific institutional system at the macro level from individual-level attraction and socialization in measuring public service-oriented work motives across European countries through public–private sector comparisons. We argue that country-specific institutions shape the level of public service-oriented work motives of each country and thereby generate level differences across countries. In contrast, public–…
Public service-oriented work motives across Europe
This article disentangles the country-specific institutional system at the macro level from individual-level attraction and socialization in measuring public service-oriented work motives across European countries through public–private sector comparisons. We argue that country-specific institutions shape the level of public service-oriented work motives of each country and thereby generate level differences across countries. In contrast, public–…
Wage Structures, Fairness Perceptions, and Job Satisfaction
The paper investigates the impact of firms’ wage structures and workers’ wage fairness perceptions on workers’ well-being. For this purpose, worker and establishment surveys are linked with administrative social security data. Four variables are generated, using approximately half a million worker-year observations, that describe firms’ wage structures and workers’ positions within the wage structures: own absolute wages, internal reference wages…
Variable Payment Schemes and Productivity
There appears to be a widely held belief that individual‐based performance pay has a stronger influence on firm performance than collective performance pay. This also applies to an index of best management practices that has been used by Bloom and Van Reenen in a series of influential publications (e.g., Bloom and Van Reenen 2007, Bloom et al. 2019). The index assigns the highest weight to individual‐based performance pay, a medium weight to grou…
Organizational Fairness Perceptions, Employee Representation, and Firm Performance
From a theoretical perspective, employees' fairness perceptions play a vital role in explaining the effect of employee representation on individual and firm‐level outcomes. However, the fairness argument has not been scrutinized in empirical studies yet. Using German longitudinal linked employer‐employee data, we show that particularly central collective bargaining agreements have a positive impact on employees' fairness perceptions, while firm‐l…
Economics (3 works) · Business (2 works) · Employment and Welfare Studies (2 works) · Experimental Behavioral Economics Studies (2 works) · Productivity (2 works) · Psychology (2 works) · Social Psychology (2 works) · Argument (complex analysis) (1 works) · Collective bargaining (1 works) · Demographic economics (1 works)