Journal Article Perceived Job Quality: Autonomy and Security within a Multi-Level Framework Get access Ingrid Esser, Esser 1Swedish Institute for Social Research (SOFI), Stockholm University, 106 91 Stockholm, Sweden; 2Norwegian School of Economics Business Administration (NHH), Department Strategy Management, Breiviksveien 40, 5045 Bergen, Norway. Search other works by this author on: Oxford Academic Google Scholar Karen M. Olsen * *Corresponding author. Email: karen.olsen@nhh.no European...

The aim of this comparative study is to investigate the degree continuity in distinctiveness private-sector Nordic HRM terms calculative and collaborative relation prototypical liberal market economy – UK coordinated Germany. Our analysis employs firm-level data from Cranet survey for period 1995–2021. In line with institutional theory its concept 'bounded change' our findings indicate that, notwithstanding structural change developments, countries continue be characterized by a relatively...

Research on the consequences for employees of opportunities to participate in decision-making (defined here as having autonomy and being able consult organizational decisions work teams) has produced inconsistent results. Some writers argue that worker participation is a good thing workers, since they are make develop skills. Others, especially those critical management tradition, regard workers' another form exploitation results increased intensity, more ambiguity greater stress. In this...

This article examines cross-national differences and trends in perceived job quality, defined terms of five dimensions — extrinsic rewards, intrinsic work intensity, working conditions interpersonal relationships as well overall satisfaction. We analyse country 1989, 1997 2005, using data for four countries from the International Social Survey Programme. Job security, ability to independently quality tend be greater Norway West Germany than USA Great Britain; American workers most satisfied...

Purpose The study examines the extent to which job demands and resources are related stress engagement among young employees exposed remote work. draws on demands–resources (JD-R) model, adapted working from home during pandemic. Design/methodology/approach uses data a survey (35 years younger) in large, telecommunications company Norway ( N = 303), conducted May 2021. Linear regression analysis was employed. Findings results show that difficulty of work tasks is positively while time spent...

This article examines organizations’ use of non-standard work arrangements - fixed-term employees hired directly by the organization, workers from temporary help agencies (THA), and contractors in United States Norway. Our analysis is based on information obtained surveys 802 establishments US 2130 We find that Norwegian make greater than establishments; we argue this due part to overall restrictive labour market regulations hiring firing regular workers, demand for resulting generous access...

Abstract Recent research suggests that nonstandard employment relations may be a source of innovation for the firm. In this article, we analyze firms' strategic correlates and perceived benefits from using two types in‐termediaries—consulting firms temporary help agencies—in their core activities. Organizations with an strategy are more likely to use consulting in activities, while organizations compete on basis low cost apt agencies. Moreover, managers say than agencies provide them special...

In this paper we review some of the most essential literature on concept and measurement quality work. We show that different academic fields have conceptualized work in distinct ways however there has been a convergence positions. Although is lack coherent measures or indicators, utility multi-dimensional approach, including both monetary non-monetary indicators often recommended. propose six dimensions to be included work: job security, pay fringe benefits, intrinsic rewards, intensity,...

Purpose This paper aims to analyze how formal, horizontal knowledge communities contribute application. In large, complex organizations employees face multiple roles that compete for their time and may be conflicting. The seeks the interplay between communities, line organization, employees; specifically, examine quality of management attitudes managers, employees' motivation participating in facilitate Design/methodology/approach authors conducted a survey an organization with several...

It is well documented that women are generally absent from work more often than men. Using data two large samples of Norwegian public sector employees, the authors use fixed effects methods to compare men and who have identical job titles in same workplace. Even under presumably very similar employment working conditions, 1.3 1.7 times as many absences The also provide strong indications gender difference not due women's greater problems combining paid with care for children. Because larger...

Olsen KM, Dahl S‐Å. Working time: implications for sickness absence and the work–family balance Int J Soc Welfare 2010: 19: 45–53 © 2008 The Author(s), Journal compilation Blackwell Publishing Ltd International of Social Welfare. article analyses impact working time on two outcomes: balance. is distinguished along dimensions: irregular versus regular hours control no over time. There are three main findings. First, with increased absence, men. Second, hours, particularly flexibility, caused...

Purpose The purpose of this paper is to examine the association between networking ability, autonomy and work performance. Design/methodology/approach data, collected from a sample 510 employees in professional service firm, were analysed using regression analysis. Findings First, ability are positively associated with in-role extra-role Second, greater job autonomy, stronger effect on Originality/value This adds growing body literature demand for social interpersonal skills organisations....

Journal Article Within-Job Wage Discrimination and the Gender Gap: The Case of Norway Get access Trond Petersen, Petersen Search for other works by this author on: Oxford Academic Google Scholar Vemund Snartland, Snartland Lars-Erik Becken, Becken Karen Modesta Olsen European Sociological Review, Volume 13, Issue 2, September 1997, Pages 199–213, https://doi.org/10.1093/oxfordjournals.esr.a018212 Published: 01 1997 history Received: October 1995

The literature on the Danish and Norwegian labor market systems emphasizes commonalities of two systems. We challenge this perception by investigating how employers in multinational companies Denmark Norway communicate with employees staffing changes. argue that development ‘flexicurity’ grants considerably greater latitude engaging changes than its Nordic counterpart, Norway. Institutional theory leads us to suppose large firms located setting will be less likely engage employer–employee...

Employees of professional service firms (PSFs) have attachments to multiple groups, which may be either compatible or conflicting: their employer, clients and profession. We analyse the antecedents commitment these three foci based on a survey 510 employees in large PSF Norway. The main findings are as follows: (1) low quality internal work relations is negatively associated with employer draws towards external – profession; (2) role conflict stronger client organisation (3) autonomy...

To mitigate ongoing insect biodiversity declines, there is a need for efficient yet accurate monitoring methods. The use of traditional catch-based survey methods constrained both by costs and expertise manual taxonomic identification. Emerging methods, such as eDNA robotic sorting, have the potential to reduce workload but still require resource-intensive sample collection in field. Recently, remote sensing photonic sensors shown promise recording large numbers observations. However,...

Purpose – The purpose of this paper is to examine how occupations and the institutional setting shape power balance (individual bargaining power) between employees employers. It builds on theoretical approaches knowledge work theory. Design/methodology/approach uses European Social Survey data in 2010/2011 compare employers three countries: Denmark, Sweden, Norway. Multinomial logit regression was employed. Findings results show that occupation Employees highly skilled perceive greater...

Utilizing register panel data (1992—2003), in this article we study long-term sickness absence among immigrants and ethnic Norwegians ( n = 200,022). The contain detailed information on socio-economic background, labour market participation social insurance benefits for all individuals aged between 16 67 years residing Norway. We present four main findings: (1) There is no difference from the other Nordic countries, Western Eastern Europe after controlling demographic, factors; (2) rates are...

Abstract Retaining the most valuable employees is a core priority of professional service firms (PSFs). Our study addresses turnover (quit) among in PSF that hires lawyers, auditors, and management consultants. We examine extent to which decision quit varies by professions, skills, job satisfaction Norway. The analyses are based on survey conducted 2013 (N = 455) combined with information those who after 28 months. find sub-group non-certified auditors more often than all other groups. In...

Journal Article Unions' Dilemma When Firms Use Employment Intermediaries Get access Karen M. Olsen Samfunns-og næringlivsforskning AS (SNF), Breiviksveien 40, N-5045 Bergen, Norway. Tel.: +47 55 95 97 55; Fax: 94 39; Email: karenm.olsen@snf.no Search for other works by this author on: Oxford Academic Google Scholar European Sociological Review, Volume 21, Issue 3, July 2005, Pages 289–300, https://doi.org/10.1093/esr/jci018 Published: 19 May 2004 history Received: 01 March

This paper examines the diversity and complexities of nonstandard work. Two types workers are studied: employed by temporary help agencies (THAs) contract company workers, both which involved in a triadic employment relationship. The analyses based on interviews with managers three service-sector companies Norway. discusses dilemmas client-organizations face when agency temporaries integrated do work similar to what is done regular firm. Managers require loyalty from under certain...