Peter Cappelli
Dados Biográficos
| ID | 250893 |
|---|---|
| NOME | Peter Cappelli |
| PRENOMES | Peter |
| SOBRENOME | Cappelli |
| ASSINATURA | CAPPELLI P |
| AFILIAÇÕES | University of Pennsylvania |
| ORCID | 0000-0002-9627-4027 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 35 |
| TOTAL DE CITAÇÕES | 110 |
| TOTAL COMO AUTOR | 35 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1984 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2024 |
| ÍNDICE H | 6 |
Management Divided
The return on a college degree
I consider the evidence about the return to the cost of a college degree based on research from the US. Many countries, including the UK, are increasing the share of college costs paid for by individuals based at least in part on the notion that college graduates gain a great deal of income from their degree. The US is arguably the country where this notion is most accepted and is also where students and their families pay the most for college. W…
Social Exchange and the Effects of Employee Stock Options
The authors assert that broad-based stock options create a social exchange relationship between the employer and employees, leading to higher individual job performance in the next period. They compare this social exchange hypothesis to the more typical incentive-based explanation for stock options, which is that holding options generates financial incentives for better individual job performance in the current period. Findings show that signific…
Artificial Intelligence in Human Resources Management
There is a substantial gap between the promise and reality of artificial intelligence in human resource (HR) management. This article identifies four challenges in using data science techniques for HR tasks: complexity of HR phenomena, constraints imposed by small data sets, accountability questions associated with fairness and other ethical and legal constraints, and possible adverse employee reactions to management decisions via data-based algo…
Skill Gaps, Skill Shortages, and Skill Mismatches
Concerns over the supply of skills in the U.S. labor force, especially education-related skills, have exploded in recent years with a series of reports not only from employer-associated organizations but also from independent and even government sources making similar claims. These complaints about skills are driving much of the debate around labor force and education policy, yet they have not been examined carefully. In this article, the author …
Talent Management
The challenges associated with managing talent in modern labor markets are a constant source of discussion among academics and practitioners, but the literature on the subject is sparse and has grown somewhat haphazardly. We provide an overview of the literature on talent management—a body of work that spans multiple disciplines—as well as a clear statement as to what defines talent management. The new themes in contemporary talent management foc…
Classifying Work in the New Economy
Alternatives to the archetypal model of full-time regular employment are now both prevalent and wide-ranging. Over a fifth of U.S. workers, and even more globally, now perform economic work under arrangements that differ from full-time regular employment. Yet most of our management and social science notions about economic work are based on the full-time employment model. We know relatively little about the operation and consequences of alternati…
Labor Markets, External
A Study of the Extent and Potential Causes of Alternative Employment Arrangements
The notion of regular, full-time employment as one of the defining features of the U.S. economy has been called into question in recent years by the apparent growth of alternative or "nonstandard" work arrangements-part-time hours, temporary help, independent contracting, and other configurations. Identifying the extent of these arrangements, whether they are increasing and where they occur, is the first step to understanding their implications f…
Stock Option Exercise and Gift Exchange Relationships
This paper examines whether employees respond to grants of stock options by increasing their subsequent performance. To identify a causal effect, we exploit the fact that one particular firm granted different employees different numbers of options, for reasons unrelated to performance. Using a difference-in-differences approach, we find a positive effect of options on subsequent performance ratings, particularly for employees whose initial perfor…
Are Franchises Bad Employers
Franchise jobs are often viewed as epitomizing a "low-road" employee-management approach characterized by high turnover and several practices that are deemed unsophisticated, such as low investment in training, deskilling of work, and little encouragement of employee involvement. Research on franchise operations suggests, however, that the basic operating principles and practices of franchises tend to be more sophisticated than those of equivalen…
Tracing the Path of Research in Organizations and Work
The new Oxford Handbook of Work and Organization reminds us of the importance that organizations have on work and workplace outcomes. Its exhaustive coverage of research on these topics also makes clear that research relating organizations and work are in short supply and suggests some promising areas for future studies
What Will the Future of Employment Policy Look Like
Farewell to Commitment? Changing Employment Relations and Labor Markets in the United States
Do "High-Performance" Work Practices Improve Establishment-Level Outcomes
Studies of how different work practices affect organizational performance have suffered from methodological problems. Especially intractable has been the difficulty of establishing whether observed links are causal or merely reflect pre-existing differences among firms. This analysis uses a national probability sample of establishments, measures of work practices and performance that are comparable across organizations, and, most important, a uni…
Employment Practices and Business Strategy
This book presents research that explains the persistence of good jobs and bad jobs in the economy
Employer Participation in School-to-Work Programs
This article assesses the extent to which employers participate in school-to-work partnerships and work-based learning, using data from the National Employer Survey (NES). It opens with a brief discussion of the history of the school-to-work movement and the development of the School-to-Work Opportunities Act, which seeks to improve the preparation of college- and non-college-bound students for the workforce. The authors then present a review of …
Employee Involvement and Organizational Citizenship
Using data from surveys of employees and their supervisors in eight companies in 1992, the authors examine how each of two forms of employee involvement affected an important dimension of individual performance, organizational citizenship behavior (OCB), defined as individual discretionary behavior that promotes the organization and is not explicitly rewarded. Involvement in work organization increased OCB both indirectly, by changing the job cha…
Employee Involvement and Organizational Citizenship
Using data from surveys of employees and their supervisors in eight companies in 1992, the authors examine how each of two forms of employee involvement affected an important dimension of individual performance, organizational citizenship behavior (OCB), defined as individual discretionary behavior that promotes the organization and is not explicitly rewarded. Involvement in work organization increased OCB both indirectly, by changing the job cha…
Change at Work
Change at Work
This book illuminates what is really happening in the American workplace. The contributors explain how the widespread restructuring of American firms--usually resulting in a reduction of the workforce to cut costs--has had a profound impact on the lives of workers. The book explains how the new relationship requires high skill levels, but does not provide training for them. Workers themselves now must take charge of their personal development ins…
The Operation of Internal Labor Markets
An Introduction to ILMs and Forest-Co: The Operation of Internal Labor Markets: Staffing Practices and Vacancy Chains. Forest-Co: Frame for an Internal Labor Market. Vacancy Chains as Bundles of Staffing Actions. Minimal Vacancy Chains. Mediumlength Vacancy Chains. Long Vacancy Chains. Staffing Action Perspectives on ILMs: Staffing Practices as ILM Processes: Internal Labor Markets as Contexts for Staffing. Staffing as an Administered Process. Or…
Are Skill Requirements Rising? Evidence from Production and Clerical Jobs
This paper examines changes in skill requirements for production jobs in 93 manufacturing establishments between 1978 and 1986 and clerical jobs in 211 firms between 1978 and 1988. The unique data set allows an analysis not only of changes in the distribution of employment across jobs-the usual approach-but also of changes in skill requirements within job titles. The results suggest that significant upskilling is occurring within most production …
Industrial Training and Technological Innovation
A Test of an Efficiency Model of Grievance Activity
The authors develop a model in which the extent of use of a grievance system is determined by wage premiums and alternative job opportunities. Specifically, they hypothesize that when workers enjoy comparatively high wages or are faced with poor alternative job opportunities, they are less likely to use withdrawal mechanisms that might lead to dismissal (such as shirking or absenteeism) and more likely to use grievance procedures to address workp…
Do "High-Performance" Work Practices Improve Establishment-Level Outcomes
Studies of how different work practices affect organizational performance have suffered from methodological problems. Especially intractable has been the difficulty of establishing whether observed links are causal or merely reflect pre-existing differences among firms. This analysis uses a national probability sample of establishments, measures of work practices and performance that are comparable across organizations, and, most important, a uni…
Skill Gaps, Skill Shortages, and Skill Mismatches
Concerns over the supply of skills in the U.S. labor force, especially education-related skills, have exploded in recent years with a series of reports not only from employer-associated organizations but also from independent and even government sources making similar claims. These complaints about skills are driving much of the debate around labor force and education policy, yet they have not been examined carefully. In this article, the author …
Are Skill Requirements Rising? Evidence from Production and Clerical Jobs
This paper examines changes in skill requirements for production jobs in 93 manufacturing establishments between 1978 and 1986 and clerical jobs in 211 firms between 1978 and 1988. The unique data set allows an analysis not only of changes in the distribution of employment across jobs-the usual approach-but also of changes in skill requirements within job titles. The results suggest that significant upskilling is occurring within most production …
Plant-Level Concession Bargaining
The author investigates the reasons for the diversity in concession bargaining experience among plants in the meatpacking and tire industries. In 1981 negotiations, about one-third of the plants in each industry engaged in concession bargaining and the others did not. The author hypothesizes that this pattern resulted from interplant differences in the likelihood of layoffs or shutdowns, measured by factors such as plant age and size, relative wa…
A Study of the Extent and Potential Causes of Alternative Employment Arrangements
The notion of regular, full-time employment as one of the defining features of the U.S. economy has been called into question in recent years by the apparent growth of alternative or "nonstandard" work arrangements-part-time hours, temporary help, independent contracting, and other configurations. Identifying the extent of these arrangements, whether they are increasing and where they occur, is the first step to understanding their implications f…
Assessing Worker Attitudes under a Two-Tier Wage Plan
This study examines data from a 1985 survey of employee attitudes at an airline that had introduced a merging (or temporary) two-tier pay plan the year before. The authors find, contrary to popular wisdom, that lower-wage ‘B’ tier workers felt significantly more satisfied with their pay, work, and supervision, more optimistic about future pay, more confident of their job security, and more committed to the company and union than ‘A’ tier workers.…
A Test of an Efficiency Model of Grievance Activity
The authors develop a model in which the extent of use of a grievance system is determined by wage premiums and alternative job opportunities. Specifically, they hypothesize that when workers enjoy comparatively high wages or are faced with poor alternative job opportunities, they are less likely to use withdrawal mechanisms that might lead to dismissal (such as shirking or absenteeism) and more likely to use grievance procedures to address workp…
Farewell to Commitment? Changing Employment Relations and Labor Markets in the United States
Are Franchises Bad Employers
Franchise jobs are often viewed as epitomizing a "low-road" employee-management approach characterized by high turnover and several practices that are deemed unsophisticated, such as low investment in training, deskilling of work, and little encouragement of employee involvement. Research on franchise operations suggests, however, that the basic operating principles and practices of franchises tend to be more sophisticated than those of equivalen…
Is Pattern Bargaining Dead? A Discussion
In her article, Is Pattern Bargaining Dead?, Kathryn J. Ready suggests that pattern bargaining actually strengthened during the period 1977-83, a period commonly thought to mark a sharp decline in union bargaining power and settlements. Ready's conclusion that hourly wages were more similar across a sample of union firms in 1983 than in 1977 is used to suggest that perhaps unions are still able to enforce pattern bargaining and therefore that the…
Employer Participation in School-to-Work Programs
This article assesses the extent to which employers participate in school-to-work partnerships and work-based learning, using data from the National Employer Survey (NES). It opens with a brief discussion of the history of the school-to-work movement and the development of the School-to-Work Opportunities Act, which seeks to improve the preparation of college- and non-college-bound students for the workforce. The authors then present a review of …
New Technology and Industrial Relations
Union Bargaining Decisions and Contract Ratifications
The authors of this study investigate the determinants of union contract ratification votes by analyzing plant-level data relevant to the 1982 and 1984 auto industry agreements with the UAW. The results strongly suggest that the more vulnerable workers are to layoff, the more likely they are to vote for ratification of proposed agreements. The results also show, however, that workers tend to vote against ratification in plants in which, other thi…
Fairness, Collective Bargaining, and Incomes Policy
Fair Wages and the Industrial Civil Service
Plant-Level Concession Bargaining
The author investigates the reasons for the diversity in concession bargaining experience among plants in the meatpacking and tire industries. In 1981 negotiations, about one-third of the plants in each industry engaged in concession bargaining and the others did not. The author hypothesizes that this pattern resulted from interplant differences in the likelihood of layoffs or shutdowns, measured by factors such as plant age and size, relative wa…
Advances in Industrial and Labor Relations
Union Bargaining Decisions and Contract Ratifications
The authors of this study investigate the determinants of union contract ratification votes by analyzing plant-level data relevant to the 1982 and 1984 auto industry agreements with the UAW. The results strongly suggest that the more vulnerable workers are to layoff, the more likely they are to vote for ratification of proposed agreements. The results also show, however, that workers tend to vote against ratification in plants in which, other thi…
New Technology and Industrial Relations
Is Pattern Bargaining Dead? A Discussion
In her article, Is Pattern Bargaining Dead?, Kathryn J. Ready suggests that pattern bargaining actually strengthened during the period 1977-83, a period commonly thought to mark a sharp decline in union bargaining power and settlements. Ready's conclusion that hourly wages were more similar across a sample of union firms in 1983 than in 1977 is used to suggest that perhaps unions are still able to enforce pattern bargaining and therefore that the…
Empty Promises
Assessing Worker Attitudes under a Two-Tier Wage Plan
This study examines data from a 1985 survey of employee attitudes at an airline that had introduced a merging (or temporary) two-tier pay plan the year before. The authors find, contrary to popular wisdom, that lower-wage ‘B’ tier workers felt significantly more satisfied with their pay, work, and supervision, more optimistic about future pay, more confident of their job security, and more committed to the company and union than ‘A’ tier workers.…
A Test of an Efficiency Model of Grievance Activity
The authors develop a model in which the extent of use of a grievance system is determined by wage premiums and alternative job opportunities. Specifically, they hypothesize that when workers enjoy comparatively high wages or are faced with poor alternative job opportunities, they are less likely to use withdrawal mechanisms that might lead to dismissal (such as shirking or absenteeism) and more likely to use grievance procedures to address workp…
Management Control and Union Power
Industrial Training and Technological Innovation
Are Skill Requirements Rising? Evidence from Production and Clerical Jobs
This paper examines changes in skill requirements for production jobs in 93 manufacturing establishments between 1978 and 1986 and clerical jobs in 211 firms between 1978 and 1988. The unique data set allows an analysis not only of changes in the distribution of employment across jobs-the usual approach-but also of changes in skill requirements within job titles. The results suggest that significant upskilling is occurring within most production …
Change at Work
This book illuminates what is really happening in the American workplace. The contributors explain how the widespread restructuring of American firms--usually resulting in a reduction of the workforce to cut costs--has had a profound impact on the lives of workers. The book explains how the new relationship requires high skill levels, but does not provide training for them. Workers themselves now must take charge of their personal development ins…
The Operation of Internal Labor Markets
An Introduction to ILMs and Forest-Co: The Operation of Internal Labor Markets: Staffing Practices and Vacancy Chains. Forest-Co: Frame for an Internal Labor Market. Vacancy Chains as Bundles of Staffing Actions. Minimal Vacancy Chains. Mediumlength Vacancy Chains. Long Vacancy Chains. Staffing Action Perspectives on ILMs: Staffing Practices as ILM Processes: Internal Labor Markets as Contexts for Staffing. Staffing as an Administered Process. Or…
Employer Participation in School-to-Work Programs
This article assesses the extent to which employers participate in school-to-work partnerships and work-based learning, using data from the National Employer Survey (NES). It opens with a brief discussion of the history of the school-to-work movement and the development of the School-to-Work Opportunities Act, which seeks to improve the preparation of college- and non-college-bound students for the workforce. The authors then present a review of …
Employee Involvement and Organizational Citizenship
Using data from surveys of employees and their supervisors in eight companies in 1992, the authors examine how each of two forms of employee involvement affected an important dimension of individual performance, organizational citizenship behavior (OCB), defined as individual discretionary behavior that promotes the organization and is not explicitly rewarded. Involvement in work organization increased OCB both indirectly, by changing the job cha…
Employee Involvement and Organizational Citizenship
Using data from surveys of employees and their supervisors in eight companies in 1992, the authors examine how each of two forms of employee involvement affected an important dimension of individual performance, organizational citizenship behavior (OCB), defined as individual discretionary behavior that promotes the organization and is not explicitly rewarded. Involvement in work organization increased OCB both indirectly, by changing the job cha…
Change at Work
Employment Practices and Business Strategy
This book presents research that explains the persistence of good jobs and bad jobs in the economy
Farewell to Commitment? Changing Employment Relations and Labor Markets in the United States
Do "High-Performance" Work Practices Improve Establishment-Level Outcomes
Studies of how different work practices affect organizational performance have suffered from methodological problems. Especially intractable has been the difficulty of establishing whether observed links are causal or merely reflect pre-existing differences among firms. This analysis uses a national probability sample of establishments, measures of work practices and performance that are comparable across organizations, and, most important, a uni…
What Will the Future of Employment Policy Look Like
Tracing the Path of Research in Organizations and Work
The new Oxford Handbook of Work and Organization reminds us of the importance that organizations have on work and workplace outcomes. Its exhaustive coverage of research on these topics also makes clear that research relating organizations and work are in short supply and suggests some promising areas for future studies
Are Franchises Bad Employers
Franchise jobs are often viewed as epitomizing a "low-road" employee-management approach characterized by high turnover and several practices that are deemed unsophisticated, such as low investment in training, deskilling of work, and little encouragement of employee involvement. Research on franchise operations suggests, however, that the basic operating principles and practices of franchises tend to be more sophisticated than those of equivalen…
Economics (30 obras) · Labour economics (20 obras) · Political science (20 obras) · Business (19 obras) · Labor Movements and Unions (18 obras) · Engineering (15 obras) · Law (10 obras) · Computer Science (9 obras) · Psychology (9 obras) · Work (physics) (9 obras)