Does High Involvement Management Improve Worker Wellbeing?

Alex Bryson (), Petri Böckerman () and Pekka Ilmakunnas ()

NIESR Discussion Papers from National Institute of Economic and Social Research

Abstract: Employees exposed to high involvement management (HIM) practices have higher subjective wellbeing, fewer accidents but more short absence spells than “like” employees not exposed to HIM. These results are robust to extensive work, wage and sickness absence history controls. We present a model which highlights the possibility of higher short-term absence in the presence of HIM because it is more demanding than standard production and because multi-skilled HIM workers cover for one another’s short absences thus reducing the cost of replacement labour faced by the employer. We find direct empirical support for the assumptions in the model. Consistent with the model, because long-term absences entail replacement labour costs for HIM and non-HIM employers alike, long-term absences are independent of exposure to HIM.

New Economics Papers: this item is included in nep-bec, nep-hap, nep-hrm, nep-lab and nep-lma
Date: 2011-10
References: Add references at CitEc
Citations Track citations by RSS feed

Downloads: (external link)
http://www.niesr.ac.uk/pdf/dp380.pdf (application/pdf)

Related works:
Journal Article: Does high involvement management improve worker wellbeing? (2012)
Working Paper: Does High Involvement Management Improve Worker Wellbeing? (2011)
Working Paper: Does high involvement management improve worker wellbeing? (2011)
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: http://EconPapers.repec.org/RePEc:nsr:niesrd:380

Access Statistics for this paper

More papers in NIESR Discussion Papers from National Institute of Economic and Social Research
Address: 2 Dean Trench Street Smith Square London SW1P 3HE
Series data maintained by Communications Manager ().