Gewinn- und Kapitalbeteiligung von Beschäftigten
Die finanzielle Beteiligung von Beschäftigten am Erfolg und am Kapital "ihres" Unternehmens hat positive Auswirkungen auf die Unternehmensproduktivität und die Motivation der Beschäftigten. Durch flexiblere Lohnstrukturen können Beteiligungssysteme auch zu mehr Beschäftigung führen.
Dieses Themendossier bietet Informationen zur Verbreitung von Beteiligungssystemen sowie zu den Produktivitäts- und Beschäftigungseffekten von Mitarbeitenden-Beteiligungen. Darüber hinaus werden die Positionen der Akteure wiedergegeben.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Sharing Is Caring: Employee Stock Ownership Plans and Employee Well-Being in U.S. Manufacturing (2024)
Zitatform
Adrianto, Adrianto, Avner Ben-Ner, Jason Sockin & Ainhoa Urtasun (2024): Sharing Is Caring: Employee Stock Ownership Plans and Employee Well-Being in U.S. Manufacturing. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17233), Bonn, 58 S.
Abstract
"Do employees fare better in firms they partly own? Examining workers’ reviews of their employers on Glassdoor, we compare employee satisfaction between firms in which workers own company shares through an employee stock ownership plan (ESOP) and conventional firms in which they do not. Focusing on workers in U.S. manufacturing, we find employees report greater satisfaction in employee-owned firms overall and with specific aspects of jobs such as firm culture. This satisfaction premium is greater when the ESOP is the product of collective bargaining or employees own a larger stake of firm equity. Employee well-being can thus differ by ownership arrangement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does employee ownership improve labour investment efficiency? Evidence from European firms (2024)
Adwan, Sami;Zitatform
Adwan, Sami (2024): Does employee ownership improve labour investment efficiency? Evidence from European firms. In: Economics Letters, Jg. 238. DOI:10.1016/j.econlet.2024.111717
Abstract
"This paper studies the impact of non-executive employee ownership on labor investment efficiency for a sample of European firms. It empirically documents a negative association between employee ownership and labor investment inefficiency, which serves an inverse measure of labor investment efficiency. This negative association is notably more pronounced for firms reporting higher discretionary accruals in their financial statements (i.e. firms with higher information asymmetry) and for those with a lower percentage of independent directors (i. e. firms with greater agency problems). As such, this paper offers evidence that employee shareholding enhances employment decisions through two channels: reduced information asymmetry and improved management monitoring." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Decline in Rent Sharing (2024)
Bukowski, Pawel; Bell, Brian; Machin, Stephen;Zitatform
Bukowski, Pawel, Stephen Machin & Brian Bell (2024): The Decline in Rent Sharing. In: Journal of labor economics, Jg. 42, H. 3, S. 683-716. DOI:10.1086/724570
Abstract
"The evolution of rent sharing is studied. Based upon a panel of the top 300 publicly quoted British companies over thirty-five years and using excess stock market returns to patenting activity as an instrument for economic rents, the paper reports evidence of a significant fall over time in the pass-through from rents to wages. It confirms that wages do respond to firm-level shocks to economic rents, but by significantly less after 2000 than they did during the 1980s and 1990s. The evidence of decline is a robust finding, corroborated with alternative instruments and industry-level analysis for the US and EU." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bonuses, Profit-sharing and Job Satisfaction: the More, the Better? (2024)
Clemens, Marco;Zitatform
Clemens, Marco (2024): Bonuses, Profit-sharing and Job Satisfaction: the More, the Better? (IAAEU discussion paper series in economics / Institut für Arbeitsrecht und Arbeitsbeziehungen in der Europäischen Union 2024,06), Trier, 51 S.
Abstract
"Managers frequently offer unconditional bonuses and profit-sharing payments to their employees. The isolated effects of the former payment type on job satisfaction, in particular, have received little empirical attention. This study uses German panel data and shows that, even when total income is held constant, workers report significantly higher levels of job satisfaction when wages contain such bonuses, mostly regardless of their relative size. Conversely, profit-sharing payments show a positive association only if they are sufficiently large. However, when endogeneity issues are taken into account, the latter correlation becomes weaker or vanishes. The findings have significant implications for managers when designing salary packages since they imply that monetary gifts in the form of unconditional bonus payments can be a beneficial alternative to incentives in enhancing employee's job satisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Annual economic survey of employee share ownership in European countries 2023 (2024)
Mathieu, Marc;Zitatform
Mathieu, Marc (2024): Annual economic survey of employee share ownership in European countries 2023. (Annual economic survey of employee share ownership in European countries), 260 S.
Abstract
"Recent data on employee share ownership in Europe confirms the major trends noted over the last ten years. employee share ownership in large european companies is deteriorating.The main factor in this deterioration has now been clearly identified. On the other hand, the dynamics of employee share ownership in Europe are shifting towards SMEs. In just a view years, the UK has established itself as Europe's number one country for employee ownership in small and medium-sized companies." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Non-standard Employment and Rent-sharing (2023)
Zitatform
Fukao, Kyoji, Cristiano Perugini & Fabrizio Pompei (2023): Non-standard Employment and Rent-sharing. In: Economica, Jg. 90, H. 357, S. 178-211. DOI:10.1111/ecca.12444
Abstract
"In this paper, we analyse how non-standard (or non-regular) employment affects the capacity of regular workers to appropriate rents. In this context, we first extend the theoretical framework of Estevão and Tevlin to account for the heterogeneity of labour (regular and non-regular workers). The predictions of the model are then tested with detailed industry-level data over four decades (1970–2012) for Japan, where, similar to the majority of advanced OECD countries, the role of standard employment has declined significantly. After controlling for worker characteristics (gender, age, education) and using an array of econometric approaches, our results indicate that in contexts characterized by a higher share of non-regular employment, rent-sharing by regular workers is lower. This might have contributed to the long-run wage stagnation observed in Japan in recent decades." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Defining employee ownership: four meanings and two models (2023)
Zitatform
Mackin, Christopher (2023): Defining employee ownership: four meanings and two models. In: Journal of participation and employee ownership, Jg. 7, H. 1, S. 1-25. DOI:10.1108/JPEO-10-2022-0019
Abstract
"Purpose: The field of broad-based employee ownership within corporations is a specific application of the foundational topic of property ownership. It is situated at the intersection of a broad range of scholarly disciplines including economics, law, finance and management. Each discipline contributes vocabulary and distinctions describing this field. That broad spectrum of disciplinary inquiry is a strength but it also lends a “ships passing in the night” quality to discussions of employee ownership. This paper attempts to unravel the narrative diversity surrounding this topic. Four meanings of ownership are introduced. Those meanings are in turn embedded within two abstract models of the corporation; the corporation as property and the corporation as social institution. Design/methodology/approach There is no experimental design The paper presents a conceptual overview and introduces a taxonomy of four meanings and two models of ownership. Findings Four meanings of ownership are introduced. The meanings are ownership as compensation, investment, retirement and membership. Those meanings are in turn embedded within two abstract models of the corporation; the corporation as property and the corporation as social institution. Research limitations/implications No hypotheses are advanced. This is not a research paper. A conceptual overview that makes use of taxonomy of meanings and models is introduced to help clarify confusions abundant in the field of employee ownership. Readers may differ with the categories of meanings and models introduced in this conceptual overview. Practical implications The ambition of the paper is to describe the various meanings and models of employee ownership presently in use in both academic and applied settings. It is not necessary or desirable to assert the primacy of a single meaning or model in order to achieve progress. The analysis provided here surfaces a range of assumptions about ownership that have heretofore been implicit in both scholarship and in practice. Making those assumptions explicit should prove useful to both scholars and practitioners of employee ownership. Social implications The concept of employee ownership enjoys a relatively broad appeal with the public. Among the academic disciplines that have trained their lights upon it, a more mixed reception prevails. Much of the academic and policy controversy derives from confusion about the nature and structure of employee ownership. This paper attempts to address that confusion by presenting a taxonomy of meanings and models that may prove useful for future research. Originality/value This study is one of the first efforts to comprehinsively map the various meanings and models of broad-based employee ownership." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Ownership and Gender on Firms' Performance: Evidence from Portugal (2023)
Vieira, Elisabete S.; Neves, Maria E.; Nogueira, João;Zitatform
Vieira, Elisabete S., Maria E. Neves & João Nogueira (2023): The Role of Ownership and Gender on Firms' Performance: Evidence from Portugal. In: Management revue, Jg. 34, H. 4, S. 394-414. DOI:10.5771/0935-9915-2023-4-394
Abstract
"This work aims to examine the relationship between corporate governance (CG) and corporate performance, considering the effect of the COVID-19 pandemic. We consider a sample of Portuguese-listed firms for the period between 2010 and 2020 using a panel data methodology. The main results show that higher levels of managerial ownership and gender diversity may drive higher firm performance. However, no evidence was found that a representation of three or more female directors leads to an increase in performance. Moreover, the results suggest that there is a negative relationship between leverage and performance when we consider a market-based performance measure. Finally, the study found evidence that the COVID-19 pandemic had a negative impact on corporate performance. This study sheds light on the role of ownership and gender on firms' performance. The results of this research can have some implications for academia and policymakers' decisions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Beschäftigten in hessischen Betrieben – Personalbedarfe, Personalbewegungen und Anreize zur Mitarbeitendenbindung: IAB-Betriebspanel Report Hessen 2021 (2022)
Behr, Dominik; Larsen, Christa; Lauxen, Oliver;Zitatform
Behr, Dominik, Oliver Lauxen & Christa Larsen (2022): Die Beschäftigten in hessischen Betrieben – Personalbedarfe, Personalbewegungen und Anreize zur Mitarbeitendenbindung. IAB-Betriebspanel Report Hessen 2021. (IAB-Betriebspanel Hessen), Frankfurt am Main, 21 S.
Abstract
"Der Krieg in der Ukraine wird Auswirkungen auf die hessische Wirtschaft und die Fachkräftesicherung haben. Welcher Art diese genau sein werden, lässt sich derzeit noch nicht abschätzen. Um künftige Gestaltungsanforderungen zu bewältigen, ist es wichtig zu wissen, wie die hessischen Betriebe im zweiten Jahr der Corona-Pandemie dastehen und wie sie sich in Sachen Fachkräftesicherung aufgestellt haben. Deshalb soll in diesem Bericht die Lage der Betriebe im Jahr 2021 genauer beschrieben werden. Das Jahr 2021 war ebenso wie das Vorjahr geprägt von den Auswirkungen der Corona-Pandemie auf die hessische Wirtschaft. Die „zweite Welle“ der Pandemie brachte einen harten Lockdown im Januar 2021 mit sich, dessen einschneidende Maßnahmen wie Kontaktbeschränkungen und Betriebsschließungen erst bis Mitte des Jahres schrittweise wieder gelockert wurden. Zum Ende des Jahres geriet Hessen wie alle anderen Bundesländer nach der „dritten Welle“ bereits in eine „vierte Welle“, und insbesondere Handel und kontaktintensive Dienstleistungen waren wieder stark betroffen (Gartner & Weber 2022a). Dennoch war das Jahr 2021 mit Erfolgen der Impfkampagne und geringeren Hospitalisierungsraten auch von einer zunehmenden Normalisierung von Wirtschaft und Arbeitsmarkt geprägt. Auch deshalb werden in den hessischen Betrieben wieder jene Herausforderungen und Probleme relevanter, die mit Beginn der Corona-Pandemie etwas in den Hintergrund gerückt waren (Schmehl et al. 2021). Zwar hat die Pandemie zu einer kurzfristigen Entspannung der zum Teil angespannten Fachkräftesituation in Hessen beigetragen, die Auswirkungen des gesellschaftlichen Megatrends der demografischen Entwicklung hat die Pandemie jedoch nicht nachhaltig ausgebremst. Insbesondere der Renteneintritt der geburtenstarken Jahrgänge („Babyboomer“) - bei gleichzeitigem Rückgang an Schulabsolventinnen und -absolventen sowie dem damit einhergehenden Mangel an Auszubildenden - wird in den nächsten zehn Jahren maßgeblich für ansteigende Arbeitskräftelücken in Hessen verantwortlich sein (Demireva et al. 2021). Es zeigt sich zudem, dass die Fachkräftelücken insbesondere für Personal mit akademischem Abschluss und Berufsausbildung bedeutsam sein werden, während für Beschäftigte ohne Berufsausbildung eher Angebotsüberhänge prognostiziert werden (Demireva et al. 2021). Die vier Reports zum IAB-Betriebspanel 2021 stehen unter dem Rahmenthema „Fachkräftesicherung in der Corona-Pandemie und darüber hinaus“. Untersucht wird, inwieweit die hessischen Betriebe die Zeit der Pandemie genutzt haben, um innerbetriebliche Veränderungen anzustoßen, die der Deckung des aktuellen und zukünftigen Personalbedarfs dienen. Insbesondere die Auswertung von Daten im Zeitverlauf veranschaulicht veränderte betriebliche Aktivitäten. Dieses Wissen ist relevant, um angesichts der aktuellen Lage strategisch handeln zu können. Der vorliegende erste Report widmet sich der Frage, inwieweit sich Personalbewegungen und innerbetriebliche Aktivitäten zur Mitarbeitendenbindung, orientiert an den Personalbedarfen, auf die Beschäftigtenstruktur ausgewirkt haben. Im zweiten Report werden aktuelle Entwicklungen in der betrieblichen Ausbildung in den Blick genommen. Der dritte Report erfasst den Stand der Digitalisierung von Arbeit und betrieblicher Weiterbildung. Im vierten Report wird analysiert, inwiefern die Corona-Pandemie zu Innovationen in Bezug auf Organisationsstrukturen, Produkte und Dienstleistungen geführt hat. Die Auswertungen basieren auf den Angaben von 1.165 Betrieben in Hessen; Stand der Erhebungen war der Zeitraum von Juli bis November 2021." (Textauszug, IAB-Doku)
Weiterführende Informationen
Infografiken 2021 -
Literaturhinweis
Rent Sharing within Firms (2022)
Cho, David; Krueger, Alan B.;Zitatform
Cho, David & Alan B. Krueger (2022): Rent Sharing within Firms. In: Journal of labor economics, Jg. 40, H. S1, S. S17-S38. DOI:10.1086/718713
Abstract
"This study investigates the extent to which economic rents are shared among different types of workers within firms. We utilize administrative payroll records in order to estimate the elasticity of employee compensation with respect to the price of crude oil at petroleum extraction companies. We find that the elasticity of rent sharing is heterogeneous within firms and significantly higher for workers at the top of the earnings distribution. These results can be rationalized by a bargaining model in which insiders within a firm possess greater power to negotiate over wages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do Employee Share Owners Face Too Much Financial Risk? (2022)
Zitatform
Kruse, Douglas, Joseph Blasi, Dan Weltmann, Saehee Kang, Jung Ook Kim & William Castellano (2022): Do Employee Share Owners Face Too Much Financial Risk? In: ILR review, Jg. 75, H. 3, S. 716-740. DOI:10.1177/00197939211007394
Abstract
"A major theoretical objection against employee share ownership is that workers are exposed to excessive financial risk. Theory posits that 10 to 15% of a typical worker?s wealth portfolio can be prudently invested in employer stock. The authors analyze employee share ownership in US family portfolios using the 2004 to 2016 Survey of Consumer Finances. Overall, 15.3% of families with private-sector employees held employer stock in 2016, and one in six of these families exceeded the 15% threshold. Employee share ownership appears to generally add to, rather than substitute for, both pension and overall wealth. Employee share owners express higher risk tolerance and financial knowledge and greater understanding of the value of diversification. While financial risk does not appear to be a substantial problem for most employee share owners, a small minority may face excessive risk, and the authors suggest approaches to reduce such risk." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does employee ownership improve performance?: employee ownership generally increases firm performance and worker outcomes (2022)
Zitatform
Kruse, Douglas (2022): Does employee ownership improve performance? Employee ownership generally increases firm performance and worker outcomes. (IZA world of labor 311), Bonn, 14 S. DOI:10.15185/izawol.311.v2
Abstract
"Eine stärkere Anteilsbeteiligung der Beschäftigten an den neuen Technologien, die tendenziell menschliche Arbeit ersetzen, wird als Antwort auf den Wandel der Arbeitswelt oft eingefordert. Tatsächlich hat dieses Instrument großes Potenzial: Mitarbeiterbeteiligung kann Ungleichheit durch Einkommenszuwächse entgegenwirken und die makroökonomische Stabilität durch verringerte Arbeitslosigkeit in Rezessionsphasen stärken. Bedenken mit Blick auf Trittbrettfahrer-Verhalten und einseitig verteilte finanzielle Risiken lassen sich durch Arbeitsnormen, Lohnsteigerung und Jobsicherheit entkräften. Diese Vorteile rechtfertigen politische Fördermaßnahmen für Beteiligungsprogramme." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
deutsche Kurzfassung -
Literaturhinweis
A Pay Change and Its Long-Term Consequences (2022)
Krüger, Miriam; Friebel, Guido;Zitatform
Krüger, Miriam & Guido Friebel (2022): A Pay Change and Its Long-Term Consequences. In: Journal of labor economics, Jg. 40, H. 3, S. 543-572. DOI:10.1086/717728
Abstract
"In a professional services firm, top management unexpectedly adjusted the pay of consultants in some divisions to the pay in other divisions. In this quasi experiment, fixed wages increased and bonuses decreased, reducing pay for the high performers and increasing it for the low performers. Individual outputs and efforts decreased by 30%, and attrition and absenteeism increased. The effects were driven by those who were rationally expecting to lose from the pay change. Observing a period of more than 3 years, we show long-term negative reciprocity of those affected but no negative selection effects of new hires." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Performance-related pay and productivity: Do performance-related pay and financial participation schemes have an effect on firms' performance? (2022)
Zitatform
Lucifora, Claudio & Federica Origo (2022): Performance-related pay and productivity. Do performance-related pay and financial participation schemes have an effect on firms' performance? (IZA world of labor 152), Bonn, 11 S. DOI:10.15185/izawol.152.v2
Abstract
"Richtig gestaltet können leistungsbezogene Vergütungssysteme die Unternehmensproduktivität und Wettbewerbsfähigkeit wirksam steigern. Auf den individuellen Erfolg bezogene Modelle sind mit einem stärkeren Produktivitätsanstieg verbunden, während Gruppenanreize und Gewinnbeteiligung geringere Effekte haben. Allerdings sollten negative Auswirkungen auf die Arbeitsintensität und die physische wie psychische Belastung der Arbeitnehmer nicht außer Acht gelassen werden, zumal neue Formen mobilen Arbeitens den Stellenwert leistungsbezogener Entlohnung eher noch vergrößern werden." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Deutsche Kurzfassung -
Literaturhinweis
The Division of Unexpected Revenue Shocks (2021)
Zitatform
Bastos, Paulo, Natália P. Monteiro & Odd Rune Straume (2021): The Division of Unexpected Revenue Shocks. (NIPE working paper / Universidade do Minho 2021,13), Braga, 53 S.
Abstract
"We estimate the effects of unexpected revenue shocks on worker compensation. We propose a new methodology to identify the unexpected component of demand shocks at the firm-level, which uses gaps between observed and recently forecasted GDP growth in export destinations (weighted by the initial share of destinations in firms' total sales). Using employer-employee panel data, we find that unexpected demand shocks are partly transmitted to workers in the form of higher average wages, with most of the rises occurring close to the top of the within-firm wage distribution. We find little evidence of adjustments in the skill composition of the workforce. The unequal average distribution of rents is mainly driven by wage effects in firms managed by high-skilled managers, and by changes in overtime and other pay. This suggests that different types of managers implement different pay systems in the firm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Three dimensions of employees acquiring shares in their firms: personal characteristics, motives and type of ownership (2021)
Zitatform
Faigen, Benjamin, Niels Mygind, Throstur Olaf Sigurjonsson & Audur Arna Arnardottir (2021): Three dimensions of employees acquiring shares in their firms. Personal characteristics, motives and type of ownership. In: Economic and Industrial Democracy, Jg. 42, H. 3, S. 737-765. DOI:10.1177/0143831X18805847
Abstract
"This study is based on a survey and interviews in six Icelandic firms in which share purchases by employees have transpired. The focus is on employees' characteristics and motives in becoming shareowners as well as the reasons for non-participation. The article's contribution is to add to the theory and empirical evidence regarding the individual-level antecedents to employee ownership across both majority and minority variants. The results reveal that income, tenure and age influence ownership status. There is some support for expectations that employees place greater emphasis on stakeholder goals and collective goals in majority employee-owned firms and on financial goals in minority employee-owned firms. Employees were hindered from becoming owners due to a lack of funds or internal exclusionary barriers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Mitarbeiterbeteiligung für das 21. Jahrhundert (2021)
Naumer, Hans-Jörg;Zitatform
Naumer, Hans-Jörg (2021): Die Mitarbeiterbeteiligung für das 21. Jahrhundert. In: Wirtschaftswissenschaftliches Studium, Jg. 50, H. 1, S. 34-39. DOI:10.15358/0340-1650-2021-1-34
Abstract
"Nach einer Weile des Dornröschen-Schlafes scheint die Mitarbeiterbeteiligung wieder zurück zu sein auf der politischen Agenda. Motivation und Bindung von Mitarbeiter/innen, Förderung der Start-up-Kultur, Stärkung der Altersvorsorge und des Vermögensaufbaus sowie die Verringerung der Ungleichheit sind die Treiber. Dieser Beitrag gibt einen Einblick in den Stand der Diskussion und einen Ausblick, wie sich die Mitarbeiterbeteiligung als Grundstein in eine holistische Förderung der Vermögensbildung einfügen könnte." (Autorenreferat, IAB-Doku, © Verlag Franz Vahlen )
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Literaturhinweis
Income Distribution, Productivity Growth and Workers's Bargaining Power in an Agent-Based Macroeconomic Model (2021)
Rolim, Lilian N.; Baltar, Carolina Troncoso; Lima, Gilberto Tadeu;Zitatform
Rolim, Lilian N., Carolina Troncoso Baltar & Gilberto Tadeu Lima (2021): Income Distribution, Productivity Growth and Workers's Bargaining Power in an Agent-Based Macroeconomic Model. (Working Papers, Department of Economics 2021,27), 36 S.
Abstract
"We investigate the effect of labor productivity growth and workers's bargaining power on income distribution in a novel agent-based macroeconomic model mostly inspired by the post-Keynesian literature. Its main novelties are a wage bargaining process and a mark-up adjustment rule featuring a broader set of dimensions and coupled channels of interaction. The former allows nominal wages to be endogenously determined by interactions involving firms and workers, which are mediated by workers's bargaining power. The latter assumes that firms also consider their position relative to workers (through their unit costs) to set their mark-up rates, thus linking the evolution of nominal wages in the bargaining process and labor productivity growth to the functional income distribution. This has implications for the personal income distribution through a three-class structure for households. The model reproduces numerous stylized facts, including those concerning the income distribution dynamics. By capturing the inherent social conflict over the distribution of income, our results show the importance of the coevolutionary interaction between workers's bargaining power and productivity growth to the dynamics of income inequality and to its relationship with output. This leads to a policy dilemma between promoting productivity growth and improving income equality which can, nonetheless, be attenuated by combining policies and institutions that sustain workers's strength with policies that stimulate technological innovation and productivity growth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The relationship between profit-sharing schemes and R&D activities: evidence from German firm-level data (2021)
Zitatform
d'Andria, Diego & Silke Übelmesser (2021): The relationship between profit-sharing schemes and R&D activities: evidence from German firm-level data. In: Industry and Innovation, Jg. 28, H. 8, S. 990-1016., 2021-05-03. DOI:10.1080/13662716.2021.1929866
Abstract
"We study the determinants of the use of profit sharing schemes (PSS) by private companies, exploiting a firm-level dataset for Germany. First, our results from static regression models replicate studies for the U.S. which report a positive correlation between R&D activity and PSS use. Similarly to those studies, we find that a firm's turnover is strongly associated with PSS use, whereas this does not hold for the age of a firm. Firms with a unionized or more qualified workforce are also associated with PSS use. By exploiting the panel structure of our data, we also provide a novel set of tests by means of dynamic models estimation. The analysis sheds light on the relation between R&D activity, past innovation and PSS use." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is profit sharing productive? A meta-regression analysis (2020)
Zitatform
Doucouliagos, Hristos, Patrice Laroche, Douglas L. Kruse & T. D. Stanley (2020): Is profit sharing productive? A meta-regression analysis. In: BJIR, Jg. 58, H. 2, S. 364-395. DOI:10.1111/bjir.12483
Abstract
"In this article, we re-examine the relationship between group-based profit sharing and productivity. Our meta-regression analysis of 355 estimates from 56 studies controls for publication selection and misspecification biases and investigates the impact of firm-level unionisation. Profit sharing is positively related to productivity on average, with a stronger relationship where there is higher unionisation. The positive effect of profit sharing on productivity is larger in cooperative firms and in transition economies. Separate meta-analysis of interactions suggests that profit sharing works better in combination with capital investment and employee participation in decisions." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))