Patterns of organizational ownership and employee well‐being in Britain

This paper seeks to contribute the current debate about corporate governance and work relations in two ways: it extends analysis include employees’ subjective well-being considers a wider range of ownership models using Hansmann's typology as guide. It argues that key input into is provided by scope undertake intrinsically well extrinsically rewarding. Rosen's theory compensating wage differences used lens examine problems contracting over intrinsic extrinsic benefits jobs former are largely intangible, whereas latter more easily codified enforced. asymmetry gives rise moral hazard problems, which make dependent on trust. Ownership help resolve this because they provide clear signals an employer's value priorities, its likely adherence them after hiring. The study uses data from British Workplace Employment Relations Survey. results suggest do indeed facilitate different trade-offs between rewards may be beneficial many workers, warranting attention alternative forms promote greater employee well-being.