scholarly journals Restructuring of Finnish Trade Unions – the Growing Importance of Women

2021 ◽  
Author(s):  
Tapio Bergholm ◽  
Markku Sippola
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Rapid Growth ◽  
Trade Unions ◽  
Identity Work ◽  
Industrial Workers ◽  
Highly Educated ◽  
Social Custom ◽  
Male Occupations ◽  
Instrumental Reasons

The membership profile of Finnish trade unions has changed from male-dominated industrial workers to female-dominated service and public sector workers who are more highly educated. The Finnish labour market is strongly divided into female and male occupations and sectors, and these intersectional differences play an important part in the differentiation of developmental paths. The erosion of membership is mainly due to the rapid growth of the independent unemployment fund (YTK) competing with unemployment funds associated with trade unions. YTK has been much more successful in recruiting private sector male workers than women. Men’s decisions not to join the union are related to the shift in the motivation to unionise from social custom to instrumental reasons. Along with the gender majority shift, union identification has changed, and unions need to carry out ‘identity work’ to attain members. The shift in gender proportions has also had consequences for the collective bargaining system.

scholarly journals The Human Sustainability of ICT and Management Changes: Evidence for the French Public and Private Sectors

2018 ◽  
Vol 10 (10) ◽  
pp. 3570 ◽  
Author(s):  
Maëlezig Bigi ◽  
Nathalie Greenan ◽  
Sylvie Hamon-Cholet ◽  
Joseph Lanfranchi
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Work Experience ◽  
Trade Unions ◽  
Three Dimensions ◽  
Work Intensity ◽  
Public And Private ◽  
Employee Survey ◽  
Work Intensification ◽  
Management Changes

We investigate the human sustainability of Information and Communication Technology (ICT) and management changes using a French linked employer-employee survey on organizational changes and computerization. We approach the human sustainability of changes through the evolutions of work intensity, skills utilization, and the subjective relationship to work. We compare in the private sector and the state civil service the impacts of ICT and management changes on the evolution of these three dimensions of work experience. We find that intense ICT and management changes are associated, in the public sector, with work intensification and knowledge increase. In the private sector, ICT and management changes increase the use of skills, but at a rate decreasing with their intensity and without favoring the accumulation of new knowledge. However, their impacts on the subjective relationship to work are much stronger, with public sector employees expressing discouragement, as well as the feeling of an increased effort-reward imbalance when private sector employees become more committed. We find that this divergence is neither explained by the self-selection of employees in the two sectors nor by implementation of performance pay. We identify two partial explanations: one is related to employee turnover in the private sector, the other to the role of trade unions. These results suggest that the human sustainability of ICT and management changes depends on their intensity and on how their implementation takes into account the institutional context of the organization.

Rent-based income redistribution in developed market economies

2021 ◽  
Vol 16 (1) ◽  
pp. 39-53
Author(s):  
Alexei Izyumov ◽  
◽  
John Vahaly ◽  
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Trade Unions ◽  
Trade Openness ◽  
Foreign Born ◽  
Pay Gap ◽  
Eu Countries ◽  
The United Kingdom ◽  
Gap Data ◽  
Government Workers

Public-sector workers in many countries earn more, on average, than their private-sector peers with similar characteristics. In terms of economic theory, these rewards represent economic rents most of which paid by a nation’s taxpayers. In contrast to economic rents accruing to recipients at the top of income distribution, most of these payments flow from one group of workers to another. For this reason, we call these payments “horizontal” economic rents. The level of horizontal rents is analyzed in this paper for 28 OECD countries, mostly representing Europe, based on public-private sector pay gap data from a number of studies. We found that measured as a ratio of public-sector overpayments to GDP, the highest horizontal rents are paid to government workers in Mediterranean EU countries. These rents are relatively low in larger EU countries, such as Germany and the United Kingdom and negative in Scandinavian countries, possibly reflecting the recognition of the non-monetary benefits of public employment, such as job security. Analyzing the determinants of horizontal rents, we found that their levels are lower in countries with stronger trade unions, as measured by trade-unions density and higher in countries with larger foreign-born populations. Macroeconomic variables, including GDP per capita, trade openness, labor force participation and government indebtedness were found to not measurably influence the level of horizontal rents. Further research is seen to be connected with a wider range of the countries under analysis, including the developing countries, and the other groups of employees with the horizontal economic rent, as well as the possible ways to decrease or to invalidate it as regards the practices analysis of the countries with the negligible or negative rent such as Denmark, Norway, Sweden, Portugal, and Iceland.

scholarly journals The Human Sustainability of ICT and Management Changes: Evidence for the French Public and Private Sectors

2018 ◽  
Author(s):  
Maëlezig Bigi ◽  
Nathalie Greenan ◽  
Sylvie Hamon-Cholet ◽  
Joseph Lanfranchi
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Work Experience ◽  
Trade Unions ◽  
Three Dimensions ◽  
Work Intensity ◽  
Public And Private ◽  
Employee Survey ◽  
New Knowledge ◽  
Management Changes

We investigate the human sustainability of ICT and management changes using a French linked employer-employee survey on organizational changes and computerization (COI). We approach the human sustainability of changes through the evolutions of work intensity, skill utilization and the subjective relationship to work. We compare in the private sector and the State civil service the impacts of ICT and management changes on the evolution of these three dimensions of work experience. We find that when ICT and management changes are intense, they are positively associated in the public sector with work intensification and new knowledge. In the private sector ICT and management changes increase the use of skills, but at a rate decreasing with their intensity and without favoring the accumulation of new knowledge. However, their impacts on the subjective relationship to work are much stronger, with public sector employees expressing discouragement as well as the feeling of an increased effort-reward imbalance when private sector employees become more committed. We tested that the self-selection of employees, the specific sources and paths of changes and the implementation of performance pay did not explain this divergence. We identify two partial explanations: one is related with employee turnover in the private sector, the other one with the role of trade unions. These results suggest that the human sustainability of ICT and management changes depends on their intensity and on how their implementation takes into account the institutional context of the organization.

Does the Russian Government Pay a "Fair" Wage: Review of Studies

2015 ◽  
pp. 62-85 ◽  
Author(s):  
T. Zhuravleva
Keyword(s):  
Labor Market ◽  
Public Sector ◽  
Private Sector ◽  
Wage Differentials ◽  
Omitted Variables ◽  
Russian Government ◽  
Correct Evaluation ◽  
Self Selection ◽  
Data Limitations ◽  
Fair Wage

This paper surveys the literature on public-private sector wage differentials for Russian labor market. We give an overview of the main results and problems of the existing research. The authors unanimously confirm that in Russia private sector workers receive higher wages relative to their public sector counterparts. According to different estimates the "premium" varies between 7 and 40%. A correct evaluation of this "premium" is subject to debate and is a particular case of a more general econometric problem of wage differentials estimation. The main difficulties are related to data limitations, self-selection and omitted variables. Reasons for the existence of a stable private sector "premium" in Russia are not fully investigated.

Corporate Social Reporting Practices In India

2018 ◽  
Vol 8 (1) ◽  
Author(s):  
Dr Vipin Bihari Srivastava ◽  
Dr Manoj Kumar Mishra ◽  
Dr Wogari Negari
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Social Information ◽  
Social Reporting ◽  
Annual Reports ◽  
Public And Private ◽  
Reporting Practices ◽  
Corporate Social Reporting ◽  
Public And Private Sector ◽  
Corporate Social

"This paper aims to examine the extent of corporate social reporting practices in the annual reports of companies in India and to ascertain the differences if any, between public sector and private sector companies and to investigate what were the determinants of corporate social reporting . The study intends to answer the research questions which include: a) what variables could represent a Conceptual Model of Corporate Social Reporting consists of dependent variables and Independent variables? b) What are the factors of Corporate Social Reporting (COSOR) and how valid and reliable are these factors? c) What is the degree of COSOR by factors in public and private sector companies? d) What are the determinants of COSOR? What is the level of their influence on COSOR? A sample of 120 listed companies of National Stock Exchange of India was chosen and they were stratified in to public and private sector companies. A Corporate social reporting Index was constructed for data collection through content analysis from the annual reports. The results of the study revealed that social accounting information were disclosed in company’s annual reports, chairman’s speech, directors’ reports, notes to accounts, schedule to accounts and auditor’s report. The degree of corporate social reporting varies between public sector and private sector companies. The public sector companies have disclosed more corporate social reporting information than the private sector companies. The study found that higher the level of capital employed, earnings before depreciation and taxes, total assets and total sales higher was the level of corporate social reporting. However, the degree of influence of determinants on corporate social reporting was different among public and private sector companies. Most of the companies have disclosed corporate social information on voluntary basis. To improve the understandably, uniformity, and comparability of corporate social information, this study suggests making it mandatory. A standard format for disclosure of corporate social information shall be prescribed by the Ministry of Corporate Affairs by amending the Indian Companies Act. The concept of social accounting is relatively new in India. This study suggests to include it in the commerce curriculum and also in the curriculum of CA/CWA/CS. Corporate Social Reporting is such a vast area of research that no single study can cover different dimensions related to it. Though some studies including the present study have been conducted on Corporate Social Reporting Practices in India, but still there is much potential of research in this area. Future research in this area will hopefully bring more brightening result measuring and analysing social costs and benefits data by manager as well as by other concerned. Since the subject is in the primary stage, an in-depth research is needed to be done in different sectors such as banking information technology, manufacturing etc. The results are specifically applicable to sample companies and generalisations can be made with caution. The results of the study are based on the data collected from published annual reports of sample companies using content analysis method. Corporate social reporting in company websites, brochures etc are not covered. Social cost and benefit analysis is not covered in this study.

Financial Performance of ECIL, Hyderabad – An Analysis

2013 ◽  
Vol 3 (2) ◽  
Author(s):  
N. Jyothi ◽  
Dr. T. Satyanarayana Chary
Keyword(s):  
Public Sector ◽  
Performance Analysis ◽  
Private Sector ◽  
Financial Performance ◽  
Business Environment ◽  
Present Position ◽  
Short Term ◽  
Comprehensive Manner

Financial performance of individual organizations differ very significantly, however, the performance is distinguishable between public sector companies and private sector companies as their nature and size of investment and business environment is different . The ECIL is a very vast growing company which requires additional funds on a regular basis, whether internal or external. Particularly, the company needs both long term and short-term finances in view of its present position and enormous scope for improvement in the services provided. The present paper is a modest attempt to discuss the financial performance analysis of ECIL, Hyderabad in terms operating profits, capital employed ratios and turnover in a comprehensive manner over a period of 10 years.

Transitions from career employment among public- and private-sector workers

2019 ◽  
Vol 18 (04) ◽  
pp. 529-548 ◽  
Author(s):  
Joseph F. Quinn ◽  
Kevin E. Cahill ◽  
Michael D. Giandrea
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Pension Plans ◽  
Full Time ◽  
Defined Benefit ◽  
Defined Contribution ◽  
Private And Public ◽  
Public And Private Sector ◽  
Career Employment ◽  
Public Sector Workers

AbstractDo the retirement patterns of public-sector workers differ from those in the private sector? The latter typically face a retirement landscape with exposure to market uncertainties through defined-contribution pension plans and private saving. Public-sector workers, in contrast, are often covered by defined-benefit pension plans that encourage retirement at relatively young ages and offer financial security at older ages. We examine how private- and public-sector workers transition from full-time career employment, with a focus on the importance of gradual retirement. To our surprise, we find that the prevalence of continued work after career employment, predominantly on bridge jobs with new employers, is very similar in the two sectors, a result with important implications in a rapidly aging society.

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