Advances in the Economic Analysis of Participatory and by Jed DeVaro PDF

By Jed DeVaro

ISBN-10: 085724759X

ISBN-13: 9780857247599

This twelfth version of Advances within the monetary research of Participatory and Labor-Managed agencies encompasses a stimulating choice of unique papers spanning a wide selection of themes. half 1 of the amount includes 3 papers as regards to task layout and organizational functionality, protecting the determinants of multiskilling from a theoretical standpoint and in addition the empirical impression of multiskilling and groups on monetary functionality. half 2 of the amount issues repayment, employee attitudes, and productiveness. Papers during this part conceal the impression of ideas and prices on employer-provided medical insurance, majority possession and govt repayment, employee attitudes in the direction of varied different types of worker possession and variable pay, and an research of performance-related pay, unions, and productiveness in Italy. half three includes 3 reports of employee cooperatives and nonprofit corporations in Italy, Spain, and Uruguay. the amount concludes with a debate on unfastened alternate and the ecological results of other socio-economic platforms.

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Extra info for Advances in the Economic Analysis of Participatory and Labor-Managed Firms, Volume 12

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The Economic Journal, 60, 489–505. Prendergast, C. J. (1995). A theory of responsibility in organizations. Journal of Labor Economics, 13, 387–400. Rajan, R. , & Zingales, L. (2001). The firm as a dedicated hierarchy: A theory of the origins and growth of firms. The Quarterly Journal of Economics, 116, 805–851. Segal, I. (2003). Collusion, exclusion, and inclusion in random-order bargaining. The Review of Economic Studies, 70(2), 439–460. Stole, L. , & Zwiebel, J. (1996a). Intra-firm bargaining under non-binding contracts.

Assumption 1 does not ensure that either the S-organization or the Morganization is an efficient form of skill investment. Therefore, it is quite possible that an efficient form is one in which both workers invest in both types of skills, but differentiate their investments in the two types of skills. We need more restrictive conditions to derive the result that either the S-organization or the M-organization is efficient. 9. ½YðS [ fig; XÞ À YðS; Xފ jNj! SN\fig where N is the set of all agents including the owner and the workers, S is an arbitrary subset, and Y(S, X) is the expected output by the subgroup S given the investment profile X.

Owan, H. (1999). Internal organization, bargaining and human capital. Dissertation, Stanford University. Rosen, S. (1982). Authority, control, and the distribution of earnings. Bell Journal of Economics, 13, 311–323. Roy, A. D. (1950). The distribution of earnings and of individual output. The Economic Journal, 60, 489–505. Prendergast, C. J. (1995). A theory of responsibility in organizations. Journal of Labor Economics, 13, 387–400. Rajan, R. , & Zingales, L. (2001). The firm as a dedicated hierarchy: A theory of the origins and growth of firms.

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Advances in the Economic Analysis of Participatory and Labor-Managed Firms, Volume 12 by Jed DeVaro


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