Статьи
Всего статей в данном разделе : 136
Опубликовано на портале: 22-05-2004
Lisa E. Cohen, Joseph P. Broschak, Heather A. Haveman
American Sociological Review.
1998.
Vol. 63.
No. 5.
P. 711-727.
We study how organizational sex composition influences the intraorganizational mobility of male and female managers. We test hypotheses linking organizational sex composition to hiring and promotion using longitudinal data on all managers in the California savings and loan industry. We find that the impact of sex composition depends on hierarchical level: Not only does it matter what relative proportions of men and women are working in organizations, but it also matters at what levels in the managerial hierarchies they are working. Our findings demonstrate a catch-22 situation: Women are more likely to be hired and promoted into a particular job level when a higher proportion of women are already there. The question remains, how can women gain entry into these positions? We also find that women are more likely to be hired and promoted when there is a substantial minority of women above the focal job level, but not when women constitute the majority in those higher-level positions: Hence women in high ranks can sometimes be a force for demographic change. Finally, we find evidence that women are more likely to be hired and promoted when higher proportions of women hold positions below the focal job level, indicating that gains made by women are not entirely dissipated by endogenous organizational processes.
Опубликовано на портале: 18-12-2007
Ronald Philip Dore
Corporate Governance: An International Review.
2005.
Vol. 13.
No. 3.
P. 437-446.
There are good reasons for national differences in corporate governance, differences in the distributional outcomes desired and differences in motivational resources; material sticks and carrots are not the only ways of keeping top managers efficient, honest and dynamic. Yet, too often discussions of corporate governance assume the Anglo-Saxon model to be normal and others“deviant”– a notion to be challenged, but nevertheless the dominant assumption among the“reformers” of corporate governance in Japan and Germany. Most of the reforms in those two countries over the past decade have purported to be about making top managers more honest and efficient. In fact their purport has more often been to change distributional outcomes, favouring shareholders at the expense of employees.
Опубликовано на портале: 24-11-2008
Gregory Jackson
Industrielle Beziehungen.
2005.
Vol. 23.
No. 3.
P. 1-28.
Why do employees have rights to representation within corporate boards in some countries,
but not in others? Board-level codetermination is widely considered a distinctive
feature of coordinated or nonliberal models of capitalism. Existing literature stresses
three sets of explanations for codetermination rooted in corporate governance, union
strength and political systems. The paper compares data from 22 OECD countries using
the QCA method (Qualitative Comparative Analysis) and fuzzy sets approach to explore
necessary and sufficient conditions for board-level codetermination. The results
show two central pathways toward codetermination both rooted primarily in union coordination
and consensual political systems, but with divergent implications for corporate governance
systems in Scandinavia and Germany.
Опубликовано на портале: 24-03-2008
Richard Whitley
Accounting, Organizations and Society.
1999.
Vol. 24.
No. 5-6.
P. 507-524 .
It is becoming increasingly recognized that management accounting and management
control procedures and systems vary significantly between organizations, sectors
and societies. Four characteristics of control systems, in particular, differ considerably
between institutional contexts. These are: the extent to which control is exercised
overwhelmingly through formal rules and procedures, the degree of control exercised
over how unit activities are carried out, the influence and involvement of unit members
in exercising control, and the scope of the information used by the control system
in evaluating performance and deciding rewards and sanctions. These four characteristics
can be combined to constitute four distinct types of control system: bureaucratic,
output, delegated and patriarchal. The relative use of these kinds of control systems-and
their effectiveness-reflect major variations in the kinds of organizations and firms
that coordinate economic activities through administrative procedures, and their
related institutional contexts. The key features of firms here are the diversity
of activities coordinated, their rate of change, shareholder lock-in and the degree
of owner management. These in turn reflect the nature of the financial system and
state structures and policies. Additionally, the ways that skill development is organised
in a society and skills are controlled in labour markets affect control techniques
and practices, as do the nature of authority and trust relations. Thus, Taylorian
control systems are unlikely to be widely used in countries where skill training
is highly organised and controlled jointly by employers and unions-as for example
in many Central and Northern European states, just as delegated ones are improbable
in societies where systemic trust is low and authority patterns are patriarchal.
Опубликовано на портале: 02-12-2008
Ulrike Mühlberger
Organization Studies.
2007.
Vol. 28.
No. 5.
P. 709-727.
The focus of this paper is outsourcing activities, where the contracting worker is
formally self-employed but the conditions of work are similar to those of employees.
It is argued that the outsourced workers are dependent on or integrated into the
firm for which they work. We investigate the mechanisms by which firms mix governance
structures and give evidence of how these 'hierarchical' forms of outsourcing create
dependency. The key argument of this paper is that firms have established governance
structures based on markets, hierarchies and self-enforcing relational contracts
so that they are able to keep a substantial amount of control despite sourcing out
of labour. Furthermore, we argue that such hierarchical forms of outsourcing produce
dependency. Using empirical evidence of the Austrian insurance industry, it is demonstrated
that dependency is created, firstly, by the contractual restriction of alternative
uses of resources, secondly, by support measures that bind the worker closely to
the outsourcing firm, thirdly, by relationship-specific investments made by the worker
and, fourthly, by authority elements.
How Do Financial Markets Affect Industrial Relations: an Institutional Complementarity Approach [статья]
Опубликовано на портале: 07-02-2008
Bruno Amable, Ernst Ekkehard, Stefano Palombarini
Socio-Economic Review.
2005.
Vol. 3.
No. 2.
P. 311-330.
This article presents a simple formal model of institutional complementarity (IC)
applied to industrial relations, and develops two important aspects of IC. We first
develop a formal definition for the static and dynamic aspects of IC and then relate
these to the interaction between financial relations and the outcome of a wage bargaining
between firms and trade unions. Trade unions and firms have the choice between a
cooperative negotiation targeting at the long-term success of the firm and a conflictual
relation targeting at maximizing the current share. One important determinant in
this game will be the time horizon financial investors have as they influence the
realization of future gains of cooperation between workers and firms. When financial
investors are patient, a pareto-superior cooperative equilibrium can be attained.
On the other hand, whenever one of the two bargaining parties gets too weak, the
viability even of the long-term equilibrium is threatened.
Опубликовано на портале: 22-07-2003
Arne L. Kalleberg, Mark E. Van Buren
American Sociological Review.
1996.
Vol. 61.
No. 1.
P. 47-66.
Опубликовано на портале: 24-11-2008
Mari Sako, Gregory Jackson
Industrial & Labor Relations Review.
2006.
Vol. 59.
No. 3.
P. 347-366.
This comparison of labor-management relations at Deutsche Telekom (DT) and NTT Group (formerly Nippon Telephone and Telegraph) demonstrates the value of considering both institutions and strategic decision-making to understand the interaction between companies and unions. As corporations diversify, multi-divisional or holding company structures emerge, but the degree of diversity introduced in employment relations within the corporate group depends on the interaction between corporate strategy and the strategy of organized labor. The authors' field research, based on interviews with managers and labor leaders, shows that despite a broadly similar corporate strategy of diversification by DT and NTT after the liberalization of telecommunication markets, employment relations became more decentralized-both for unions and for works councils-within the DT group than within the NTT group. This difference in outcomes is explained by the relative power and strategic choices of labor and management, rather than by constraints and opportunities specific to the existing national institutions.
Опубликовано на портале: 07-02-2008
Martin Höpner
Socio-Economic Review.
2005.
Vol. 3.
No. 2.
P. 331-358.
The concept of institutional complementarity is central to the recent debate on the
internal logics of production regimes, redirecting our attention from the effects
of single institutions to interaction effects. The article provides definitions of
complementarity, coherence and compatibility and discusses the ways in which different
authors describe interaction effects between corporate governance and industrial
relations. It turns out that some of the interaction effects are actually direct
causal links rather than effects deriving from complementarity. It is argued that
complementarity may be caused by both structural similarity and incoherence, and
that the concept provides only weak predictions with respect to institutional change.
The article is followed by comments from Bruno Amable, Robert Boyer, Colin Crouch,
Peter A. Hall, Gregory Jackson, Wolfgang Streeck, and an epilogue by Martin Höpner.
Опубликовано на портале: 05-08-2003
Всеволод Владимирович Алексеев
Экономическая социология.
2002.
Т. 3.
№ 3.
С. 79-101.
В статье рассматриваются социальные условия, способствующие формированию и проявлению агрессивных управленческих практик в современном российском бизнесе. Анализ основан на исследованиях в сфере малого и среднего предпринимательства, проводившихся отечественными социологами в 1990-е гг., а также на эмпирическом исследовании двух московских фирм весной 2001 г.
Опубликовано на портале: 27-06-2006
Социологические исследования.
1990.
№ 2.
С. 81-99.
«Круглый стол» исследователей и активистов профсоюзного движения был посвящен следующим вопросам. Каковы причины появления и сущность неформальных профессиональных объединений? Какие цели и задачи они перед собой ставят? Наконец, в каком отношении к официальным профсоюзам - конфронтации или дополнения - они находятся? В дискуссии принимали участие представители Соцпрофа Л.М.Воловик и С.В.Храмов, А.Н.Комозин (Высшая комсомольская школа), А.К.Назимова (Институт мирового рабочего движения АН СССР), А.В. Липский (Институт социологии АН СССР); М.А. Пресман - журналист. Вел обсуждение научный консультант журнала А.И.Кравченко.
Опубликовано на портале: 27-04-2005
Петр Вячеславович Бизюков
Социологические исследования.
2001.
№ 5.
С. 30-40.
Главным событием в жизни профсоюзов 90–х годов, бесспорно, является их раскол. Появление в конце 1990 года Независимого профсоюза горняков организационно и институционально оформило возникшее в 1989 году разделение профсоюзов. Автор прослеживает динамику развития профсоюзного движения в России в конце ХХ века. Автор считает, что альтернативные профсоюзы – это реакция на расширение профсоюзного поля, которое традиционными профсоюзами игнорируется. Пассивный характер реакции традиционных профсоюзов обусловил тип освоения нового пространства трудовых отношений, а именно раскол.
Опубликовано на портале: 21-02-2004
П. Фербразер
Рубеж (альманах социальных исследований).
1992.
№ 2.
С. 138-150.
Целью данной статьи является обзор профсоюзного движения
Великобритании 80-х годов и анализ перспектив его развития в следующем десятилетии.
В 80-е годы для профсоюзов были характерны
бюрократизация, корпоративность и экономизм. Тогда же были заложены и основы независимого
и автономного тред-юнионизма. Задачи
статьи: рассмотреть формы тред-юнионизма в либерально-демократическом государстве,
установить господствующие тенденции в их развитии, определить и оценить модели обновления
профсоюзов.
Опубликовано на портале: 24-06-2005
Галина Алексеевна Монусова, Наталья Альбертовна Гуськова
Социологические исследования.
1996.
№ 2.
С. 13-19.
Различие экономических статусов ощущается сегодня не только на макро-, но и на микроуровне
— внутри отдельных предприятий. Нестабильность в положении предприятия, поиск
краткосрочных заказов ради выживания, вымывание квалифицированной части рабочих усиливают
дифференциацию в положении различных групп работников внутри предприятия. Этой проблеме
и посвящена данная статья, основанная на результатах анализа заводской документации
о размере и динамике заработной платы, профессиональной и квалификационной структуре
персонала, движение кадров за период с 1988 по 1995 гг., а также на основе анализа
интервью с представителями различных социально-профессиональных групп.
Опубликовано на портале: 09-08-2004
Владимир Самуилович Магун, Владимир Ефимович Гимпельсон
Социологические исследования.
1990.
№ 1.
С. 4-19.
В статье анализируется ситуация, сложившаяся на российских предприятиях после вступления
в силу Закона о государственном предприятии (объединении) 1988 г.
Авторы отмечают, что в этом же году возникли производственные отношения, не предусмотренные
данным правовым актом, но оказавшиеся гораздо более радикальными в освобождении предприятий
от пут административной системы.
В статье приводятся результаты социологического исследования, проведенного авторами
в 1988-89 гг. среди занятых на Московских государственных предприятиях, работающих
в условиях хозрасчета и работающих на кооперативном заводе.
В ходе исследования респондентам были предложены для сравнения различные программы,
способствующие повышению производительности труда:
одна техническая альтернатива (внедрение новой техники и технологии)
три мотивационные (эффективное материальное стимулирование, укрепление дисциплины
и вера, высшая идея, энтузиазм).
Программа технического обновления оказалась более популярной среди респондентов,
чем мотивационные предложения.
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