The Development of the Neoclassical Tradition in Labor Economics

Boyer, George R.; Smith, Robert S.

doi:10.2307/2696007

Cited by 34 publications

(35 citation statements)

References 11 publications

(11 reference statements)

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“…First, labor economists (e.g., Becker, 1964;Boyer & Smith, 2001) have extensively documented the economic value of human capital investments (i.e., employee skills, values, attitudes, and experiences) for organizations. Employees who already possess attributes that are consistent with TQM philosophy should be advantageous to firms since these human capital features should manifest themselves through decreased training and motivational costs.…”

Section: Literature Review and Theoretical Frameworkmentioning

confidence: 99%

The role of individual differences in employee adoption of TQM orientation

Coyle‐Shapiro

Morrow

2003

Journal of Vocational Behavior

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While Total Quality Management (TQM) has emphasized organizational-level factors in achieving successful implementation, human capital theory and person-environmental fit models suggest individual difference factors may also be useful. Accordingly, the ability of organizational commitment, trust in colleagues, and higher order need strength to explain variation in TQM adoption, after inclusion of organizational level factors, is assessed using longitudinal data from a manufacturing setting. These three individual differences collectively explain 7% to19% of incremental variation in TQM adoption and are found to be relatively better predictors of TQM adoption than organizational level factors. The findings support increased consideration of individual differences in order to implement TQM and other forms of organizational change more effectively. Individual Differences and TQM Adoption 3The Role of Individual Differences in Employee Adoption of TQM OrientationIn spite of the phenomenal adoption of total quality management (TQM) in the last two decades among U.S and UK organizations (Mohrman, Tenkasi, Lawler & Ledford, 1995;Wilkinson, Snape & Allen, 1993), the evidence of its impact on organizational performance is mixed (Choi & Behling, 1997;Fisher, 1992;Gilbert, 1992;Mohrman et al., 1995;Powell, 1995;Westphal, Gulati, & Shortell, 1997). When TQM initiatives do not succeed, "missing" elements (e.g., the initiative failed to include employee empowerment) or implementation problems (e.g., there was a lack of technical training in TQM techniques, lack of top management support) are cited to explain the failure (Reger, Gustafson, DeMarie, & Mullane, 1994). Detert, Schroeder, and Mauriel (2000) assert that the inability to change organizational culture may account for the success or failure of innovations like TQM. Perhaps the most common explanation for TQM failure has been that changes in human resource practices have not accompanied changes in technical systems (Snell & Dean, 1992).A specific human resource factor that may account for the success or failure of TQM programs, seldom considered, is the nature of the individual employees who participate. Kerfoot and Knights (1995) state "the quality literature fails to consider the way that programmes and their content may be differentially defined or interpreted by employees" (p. 229). The implication, therefore, is that individual variability in terms of how TQM is interpreted or the willingness to adopt the principles of TQM is viewed as TQM has not emphasized individual differences because it has traditionally been defined as a system level intervention or management philosophy (Sitkin, Sutcliffe, & Schroeder, 1994). Deming's (1986) work, for example, emphasizes that most variation in work performance is due to common causes, which affect all workers. Consideration of individuals or individual performance has been seen as a distraction from the organization's effort to improve systematically (Lam & Schaubroeck, 1999). However, the neglect of individual diff...

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Section: Literature Review and Theoretical Frameworkmentioning

confidence: 99%

The role of individual differences in employee adoption of TQM orientation

Coyle‐Shapiro

Morrow

2003

Journal of Vocational Behavior

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“…The above statement was also said by Fuess who states that long hour working culture determines whether to forego labor time and enjoy leisure or the other way round [13,14]. He further postulates that in spite of the Labour Law, it is not unusual for Japanese employees to work 60 h a week.…”

Section: Nomentioning

confidence: 93%

Factors Affecting Labour and Leisure Time Decision: Evidence fr om Small and Medium Enterprises in Masvingo Urban

Mapira¹,

G²,

Mc³

2017

J Bus Fin Aff

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“…Boyer a Smith [2001] připodobňují neoklasickou ekonomii trhu práce k "suché kostře," tj. rámci moderní analýzy, zatímco praktická neoinstitucionální empirie -ten "zelený strom života" -ukazuje další cestu vědeckého zkoumání.…”

Section: Neoklasika Versus Neoinstitucionalismus Nebo Syntéza Obou? Punclassified

Forming the Modern Labour Market Economics: On the Role of Institutionalist Theories

Brožová¹

2016

AOP

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Forming the Modern Labour Market Economics: On the Role of Institutionalist TheoriesThe growing role of institutions and their influence on the labour market outcomes, i.e., wage rates and labour allocation, has been among the most significant characteristic features of labour markets in recent decades. The labour market economics built its paradigm on the principles of marginalism, which brought suitable instruments for the analysis of market agents' individual decisions capable of achieving effective solutions. Smith's "invisible hand" has gradually been limited by institutional interventions -by governments, corporations and trade unions with government legislation, corporate personnel policies and collective bargaining. The expanding regulatory interventions in the labour market and the effort to explain the reality leads inevitably to the fact that the modern labour market economics incorporates more and more institutional theories. The contribution outlines the gradual invasion of neoinstitutional topics and theories into the neoclassical labour market paradigm and it analyses the differences between the neoclassical and institutional interpretation of labour market functioning. It presents the recent discussion on the consequences for the labour market economic theory and formulates a conclusion about the modified labour market economic paradigm.Keywords: modern labour economics, neoclassical theory, neoinstitutional theory, dual market theory, theory of efficiency wages, labour market institutions Jel Clasification: B10, J31, J41 ÚvodNejvýznamnějšími charakteristickými rysy trhů práce v posledních desetiletích jsou růst významu institucí, veřejných politik a vládních regulací a jejich vlivu na výstupy trhu práce, tedy na mzdové sazby a na alokaci práce. Ekonomie trhů práce vystavěla své paradigma na principech marginalismu, který přinesl vhodné nástroje pro analýzu rozhodování jednotlivých subjektů na konkurenčních trzích schopných dosahovat efektivních

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The Development of the Neoclassical Tradition in Labor Economics

Cited by 34 publications

References 11 publications

The role of individual differences in employee adoption of TQM orientation

The role of individual differences in employee adoption of TQM orientation

Factors Affecting Labour and Leisure Time Decision: Evidence fr om Small and Medium Enterprises in Masvingo Urban

Forming the Modern Labour Market Economics: On the Role of Institutionalist Theories

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