Self-Managed Working Time and Employee Effort: Microeconometric Evidence
نویسندگان
چکیده
Based on German individual-level panel data, this paper empirically examines the impact of self-managed working time (SMWT) on employee effort. Theoretically, workers may respond positively or negatively to having control over their own working hours, depending on whether SMWT increases work morale, induces reciprocal work intensification, or encourages employee shirking. We find that SMWT employees exert higher effort levels than employees with fixed working hours, but after accounting for observed and unobserved characteristics and for endogeneity, there remains only a modest positive effect. This effect is mainly driven by employees who have a strong work ethic, suggesting that intrinsic motivation is complementary to SMWT. Moreover, reciprocal work intensification does not seem to be an important channel of providing extra effort. Finally, we find no SMWT effect among women with children in need of parental care indicating that these workers primarily choose SMWT to accommodate family obligations. JEL Classification: J24; J81; M50
منابع مشابه
How Values Backfire: Leadership, Attribution, and Disenchantment in a Value-Driven Organization
Working papers are in draft form. This working paper is distributed for purposes of comment and discussion only. It may not be reproduced without permission of the copyright holder. Copies of working papers are available from the author. Existing theory maintains that charismatic leaders promote employee effort and organizational performance by emphasizing communal values. Previous and new evid...
متن کاملEmployee Engagement within the NHS: A Cross-Sectional Study
Background Employee engagement is the emotional commitment of the employee towards the organisation. We aimed to analyse baseline work engagement using Utrecht Work Engagement Scale (UWES) at a teaching hospital. Methods We have conducted a cross-sectional study within the National Health Service (NHS) Teaching Hospital in the UK. All participants were working age population from both genders...
متن کاملSelf-serving Biases: Evidence from a Simulated Labour Relationship
A self-serving bias occurs when people subconsciously alter their perceptions about what is fair or right in a manner that serves their own interests. Perceptions of what is “a fair day’s work for a fair wage” may well vary according to one’s role in the employment relationship. While it is clear that employee satisfaction affects job performance, and that wage affects employee satisfaction, it...
متن کاملDoes Exporting Lead to Better Performance ?
Exporting involves sunk costs, so some firms export whilst others do not. This proposition derives from a number of models of firm behaviour and has been exposed to microeconometric analysis. Evidence from the latter suggests that exporting firms are generally more productive than non-exporters; they self-select in that they are more productive before they enter export markets; but entry does n...
متن کامل