The Wage Effects of High Performance Work Organization in Manufacturing
Bibliographic Data
| ID | 3249200 |
|---|---|
| Authors | Paul Osterman (0000-0002-1210-7820, Massachusetts Institute of Technology, corresponding author) |
| Year | 2006 |
| Volume | 59 |
| Issue | 2 |
| Pages | 187-204 |
| Publication date | 2006-01-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Industrial and Labor Relations Review (JOURNAL) |
| Journal identifiers | ISSN: 0019-7939 • E-ISSN: 2162-271X |
| Publisher | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/001979390605900201 |
| OpenAlex | W2121202736 |
| Language | EN |
| Citations received | 26 |
| References cited | 47 |
An unresolved question about now-widespread innovative work systems such as teams and quality programs is whether they influence wage determination. This study examines that possible association in manufacturing. The author uses data from the 1997 National Establishment Survey that allow examination of how new work systems affected not only employees who were directly involved in them but other workers as well. The key finding is that for core blue-collar manufacturing employees, higher wages were associated with High Performance Work Organization (HPWO) systems. While higher skill levels and computer-based technologies were associated with higher wages, the key mechanism appears to have been productivity gains, independent of skill and technology, that were shared via various across-the-board wage payment systems. HPWO systems appear to have increased managers' wages as well, although through different channels. The author finds no evidence that HPWO-related wage gains led to greater wage inequality among the directly involved employees
Business · Core (optical fiber) · Economic growth · Economics · Efficiency wage · Inequality · Key (lock) · Labour economics · Payment · Productivity · Quality (philosophy) · Telecommunications · Wage · Work (physics) · Computer Science · Employment and Welfare Studies · Engineering · Finance · Labor market dynamics and wage inequality · Labor Movements and Unions
Work Flexibility and Its Individual Consequences
The Hidden Costs of High-Performance Work Practices
Strategic Human Resources Management
Research and theory on high‐performance work systems
Beyond individual performance
Forecasting unemployment and employment
What Do Unions Do to Work Design? Computer Use, Union Presence, and Tayloristic Jobs in Britain
Job Turf or Variety
Returns to Educational Attainment in Urban Ghana
Cantilevering the Malaise
Declining Inequality and Persistent Inequality Structures
High‐Performance Management Practices and Employee Outcomes in Denmark
Teamwork and Intra-Firm Wage Dispersion Among Blue-Collar Workers
High performance work organizations and job rewards in manufacturing and service economies
Rising wage theft in tea industry
Positive employee attitudes
Workplace Design, Complementarities among Work Practices, and the Formation of Key Competencies
Earnings Effects of Direct Worker Voice in Production
HRM and Small-Firm Employee Motivation
Unions, Work Practices, and Wages under Different Institutional Environments
High-Performance Work Practices and Core Employee Wages
How Do Employer Practices Affect Economic Mobility
Who Gains From Organizational Flexibility? Flexible Organizational Practices and Wage Inequality
The Determinants and Effects of Training at Work
Between-Firm Inequality and Informal Social Relations
Earnings inequality within organizations
Internal labor markets and manpower analysis
The new American workplace
Manufacturing Advantage
Unemployment and the structure of labor markets
Manufacturing Consent
Workers, Wages, and Technology
Skill-Biased Organizational Change? Evidence from A Panel of British and French Establishments
What Works at Work
Information Technology, Workplace Organization, and the Demand for Skilled Labor
The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance.
Patterns of Industrial Bureaucracy
How to Compete
Bad Jobs in America
Does Firm Size Matter Anymore? The New Economy and Firm Size Wage Effects
Work Reorganization in an Era of Restructuring
What Makes Teams Take? Employee Reactions to Work Reforms
"Flexible" Workplace Practices
Explaining Wage Inequality in Telecommunications Services
Human Resource Management and Organizational Performance
Do "High-Performance" Work Practices Improve Establishment-Level Outcomes
Human Resource Bundles and Manufacturing Performance
Beyond the Incidence of Employer-Provided Training
Opening the Box
Upstairs, Downstairs
How Common is Workplace Transformation and Who Adopts it
It's Not Just the ATMs
| Unique citing works | 26 |
|---|---|
| Citations per year | 1,3 |
| Citation span | 2006 - 2026 (21) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 24 |