We analyze a 2002 survey of Southern California residents to evaluate the relative importance of factors that affect workers’ propensity to telecommute and telecommuting frequency. The survey collected a wealth of individual demographic information as well as job type, industry, and employer characteristics from about 5,000 residents. In agreement with previous studies, we find that the propens...

PURPOSE The purpose of this paper is to contribute toward a deeper understanding of the new roles, responsibilities, and job characteristics of employees in Lean healthcare organizations. DESIGN/METHODOLOGY/APPROACH The paper is based on three cases studies of healthcare organizations that are regarded as successful examples of Lean applications in the healthcare context. Data were collected ...

purpose of studying job satisfaction among a representative cross section of workers in the United States. One specific goal of these studies was to relate job satisfaction to nleasurable company and community characteristics and to characteristics of the individual worker. Since the success of the cntire study hinged on the nature and quality of the instrument to be usccl to measurc job satisf...

In the mid 1990's, there was a shift in policy emphasis in the UK from policies that tried to influence the behaviour of GPs through financial incentives (e.g. the 1990 GP Contract), to policies that tried to improve the professional working lives of GPs to improve recruitment, retention and morale (e.g. changes to out of hours arrangements). This highlights the role non-pecuniary job character...

We use a newly developed panel data set for Venezuela in the period between 1994 and 2002 to analyze three basic questions. The first relates to the influence of personal characteristics and previous labor market experience in the choice of different search methods. The second question addresses the effectiveness of different search methods in moving out of unemployment, controlling for persona...

We examine job durations of German workers using linked employer–employee data. Our results indicate that exit rates are strongly influenced by firm characteristics. The effects of some of these characteristics, however, are limited to particular job positions or skill groups. There is clear evidence for a sorting process whereby workers with long expected job durations are matched to firms off...

Job values and job characteristics are widely assumed to interact with each other, in that jobholders’ preferences are thought to moderate associations of job content with well-being. However an examination of previous research revealed considerable between-feature inconsistency in findings about moderation, and a new contingency variable was introduced to account for that inconsistency. This c...