A5041994707- Employment and Welfare Studies
- Labor market dynamics and wage inequality
- Retirement, Disability, and Employment
- School Choice and Performance
- Education Systems and Policy
- Financial Literacy, Pension, Retirement Analysis
- Job Satisfaction and Organizational Behavior
- Global Health Care Issues
- Psychological Well-being and Life Satisfaction
- Early Childhood Education and Development
- Healthcare Policy and Management
- Labor Movements and Unions
- demographic modeling and climate adaptation
- Teacher Education and Leadership Studies
- Gender, Labor, and Family Dynamics
- Housing, Finance, and Neoliberalism
- Youth Substance Use and School Attendance
- Higher Education Research Studies
- Educational Assessment and Improvement
- Parental Involvement in Education
- Firm Innovation and Growth
- Migration, Aging, and Tourism Studies
- Regional Development and Policy
- Migration, Ethnicity, and Economy
- Corporate Finance and Governance
National Institute of Economic and Social Research
2014-2023
University College London
2020
Institute for Employment Studies
2020
City, University of London
2020
University of London
2020
Economic and Social Research Council
2016
University of Wollongong
1984
This article uses linked employer–employee data to investigate the relationship between employees’ subjective well-being and workplace performance in Britain. The analyses show a clear, positive statistically significant average level of job satisfaction at performance. is present both cross-sectional panel robust various estimation methods model specifications. In contrast, we find no association levels job-related affect Ours first study its kind for Britain use nationally representative...
This paper uses linked employer-employee data to investigate the relationship between employees' subjective well-being and workplace performance in Britain. The analyses show a clear, positive statistically-significant average level of job satisfaction at performance. finding is present both cross-sectional panel robust various estimation methods model specifications. In contrast, we find no association levels job-related affect
Theory suggests that performance pay (PP) can align employees' interests with those of the employer and attract high‐ability workers incentivise effort but it may be less effective in public sector. However, empirical evidence on its incidence effects is largely confined to private We find half 20 percentage point gap PP Britain between sectors accounted for by differences occupational composition. The falls 8 points when ‘matching’ employees both their demographic job characteristics....
This paper considers methods to measure output and productivity in the delivery of health services, with an application NHS hospital sector. It first develops a theoretical framework for measuring quality adjusted outputs then how this might be implemented given available data. Measures input use are discussed growth estimates presented period 1998/9-2003/4. The concludes that data unlikely fully capture improvements.
Using a panel of workplaces in Britain, we investigate the implications for businesses employing older workers. Workplace labor productivity falls where proportion or younger workers rises. These raw associations are attenuated somewhat after controlling aspects human capital. In contrast, there is no significant association between age shares and workplace financial performance, suggesting that any reluctance by employers to employ greater numbers may be misplaced.
The setting and use of targets in the public sector has generated a growing amount interest UK. This occurred at time when more analysts policymakers are grasping nettle measuring performance sector. We outline typology indicators set desiderata. compare outcome management system — star ratings for acute hospital trusts England with productivity measure analogous to those used analysis private find that two almost entirely unrelated. Although this may be case proper reasons, it does raise...
Estimates of the performance pay (PP) premium using household survey data are upwardly biased due to use PP contracts in higher paying workplaces. Using nationally representative linked employer‐employee we estimate at mean and across wage distribution, after accounting for workplace heterogeneity. We then present effects on distribution. Failure account high workplaces overstates by one‐third. The rises as one moves up but effect is more modest having accounted
Abstract Using data for British workplaces, we compare the associations between human resource management (HRM) practices and schools' performance, comparing those effects to of HRM among private sector workplaces. We do so using measures workplace performance that are common across all find intensive use is correlated with substantial improvement in both schools other Results robust panel estimates correlation changes HRM.
Purpose – The purpose of this paper is to investigate changes in the economic importance performance-related-pay (PRP) Britain through 2000s using firm-level data. Design/methodology/approach authors utilise nationally representative, monthly data on total wage bill and employment around 8,500 firms. Using these data, decompose share economy-wide accounted for by bonuses into shares PRP non-PRP sectors, ratio base pay between two gearing bonus payments within sector. Findings growth...
Ethnicity wage gaps in Great Britain are large and have persisted over time. Previous studies of these been almost exclusively confined to analyses household data, so they could not account for the role played by individual employers, despite growing evidence their wage-setting power. We study ethnicity using high quality employer-employee payroll data on jobs, hours, earnings, linked with personal family characteristics workers from national census England Wales. show that firm-specific...
This paper considers methods to measure output and productivity in the delivery of health services, with an application NHS hospital sector. It first develops a theoretical framework for measuring quality adjusted outputs then how this might be implemented given available data. Measures input use are discussed growth estimates presented period 1998/9-2003/4. The concludes that data unlikely fully capture improvements.
There is a body of evidence that shows early education improves cognitive and social development for children while they are still attending, but the longer-term impacts depend on quality education. Much this in England relates to period when attendance rates at were around 60 per cent. Since then, has expanded through guarantee free provision three- four-year-olds, such now almost universal. This paper uses data from Millennium Cohort Study consider whether, an era near universal provision,...
Abstract Using the Annual Survey of Hours and Earnings, we explore whether fortunes employees paid for performance differ from those fixed pay workers during recession. Only in bottom quintile wage distribution were more likely to experience greater falls real wages than employees. Accounting unobserved worker characteristics suggests that this was not due wage‐setting mechanism itself, but other factors are be at play. While across most earnings there little evidence flexibility among...
Evidence on schools' performance is confined to comparisons across schools, usually based value-added measures. We adopt an alternative approach comparing schools observationally equivalent workplaces in the rest of British economy using measures workplace that are common all workplaces. focus role played by management practices explaining differences versus other workplaces, and sector. find intensive use HRM correlated with substantial improvement performance, both among However, types...
Using nationally representative linked employer-employee data for Britain we find school staff are more satisfied with their jobs than employees in other workplaces, but the difference disappears when controlling perceived non-pecuniary job quality. School committed to organization non-school employees, a that remains large and statistically significant having conditioned on quality features of employees' working environment. panel workplaces observed 2004 2011 increases organizational...