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Does high involvement management improve worker wellbeing?

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

MPRA Paper from University Library of Munich, Germany

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.

Keywords: health; subjective wellbeing; sickness absence; job satisfaction; high involvement management; high performance work system (search for similar items in EconPapers)
JEL-codes: M53 J81 J28 M54 M52 I10 (search for similar items in EconPapers)
Date: 2011-10-03
New Economics Papers: this item is included in nep-bec, nep-hap, nep-hrm, nep-lab and nep-lma
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Related works:
Journal Article: Does high involvement management improve worker wellbeing? (2012) Downloads
Working Paper: Does High Involvement Management Improve Worker Wellbeing? (2012) Downloads
Working Paper: Does High Involvement Management Improve Worker Wellbeing? (2011) Downloads
Working Paper: Does High Involvement Management Improve Worker Wellbeing? (2011) Downloads
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