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Paul Osterman - One of the best experts on this subject based on the ideXlab platform.
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the wage effects of high performance Work Organization in manufacturing
Industrial and Labor Relations Review, 2006Co-Authors: Paul OstermanAbstract:An unresolved question about now-widespread innovative Work systems such as teams and quality programs is whether they influence wage determination. This study examines that possible association in manufacturing. The author uses data from the 1997 National Establishment Survey that allow examination of how new Work systems affected not only employees who were directly involved in them but other Workers as well. The key finding is that for core blue-collar manufacturing employees, higher wages were associated with High Performance Work Organization (HPWO) systems. While higher skill levels and computer-based technologies were associated with higher wages, the key mechanism appears to have been productivity gains, independent of skill and technology, that were shared via various across-the-board wage payment systems. HPWO systems appear to have increased managers' wages as well, although through different channels. The author finds no evidence that HPWO-related wage gains led to greater wage inequality among the directly involved employees.
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the wage effects of high performance Work Organization in manufacturing
Industrial and Labor Relations Review, 2006Co-Authors: Paul OstermanAbstract:An unresolved question about now-widespread innovative Work systems such as teams and quality programs is whether they influence wage determination. This study examines that possible association in manufacturing. The author uses data from the 1997 National Establishment Survey that allow examination of how new Work systems affected not only employees who were directly involved in them but other Workers as well. The key finding is that for core blue-collar manufacturing employees, higher wages were associated with High Performance Work Organization (HPWO) systems. While higher skill levels and computer-based technologies were associated with higher wages, the key mechanism appears to have been productivity gains, independent of skill and technology, that were shared via various across-the-board wage payment systems. HPWO systems appear to have increased managers' wages as well, although through different channels. The author finds no evidence that HPWO-related wage gains led to greater wage inequality amon...
Pascale Carayon - One of the best experts on this subject based on the ideXlab platform.
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Work Organization and ergonomics
Applied Ergonomics, 2000Co-Authors: Pascale Carayon, Michael J SmithAbstract:Abstract This paper examines the impact of sociotechnical and business trends on Work Organization and ergonomics. This analysis is performed with the use of Balance Theory (Smith and Carayon-Sainfort, Int. J. Ind. Ergon. 1989, 4, 67–79. The impact on Work Organization and the Work system of the following sociotechnical and business trends is discussed: re-structuring and re-organizing of companies, new forms of Work Organization, Workforce diversity, and information and communication technology. An expansion of Balance Theory, from the design of Work systems to the design of Organizations, is discussed. Finally, the issue of change is examined. Several elements and methods are discussed for the design of change processes.
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Work Organization job stress and Work related musculoskeletal disorders
Human Factors, 1999Co-Authors: Pascale Carayon, Michael J Smith, Marla C HaimsAbstract:Recent studies indicate potential links among Work Organization, job stress, and Work-related musculoskeletal disorders (WRMDs). In this paper we propose several pathways for a theoretical relationship between job stress and WRMDs. These pathways highlight the physiological, psychological, and behavioral reactions to stress that can affect WRMDs directly and indirectly. One model stipulates that psychosocial Work factors (e.g., Work pressure, lack of control), which can cause stress, might also influence or be related to ergonomic factors such as force, repetition, and posture that have been identified as risk factors for WRMDs. In order to fully understand the etiology of WRMDs, it is important to examine both physical ergonomic and psychosocial Work factors simultaneously. Smith and Carayon-Sainfort (1989) have proposed a model of the Work system for stress management that provides a useful frameWork for conceptualizing the Work-related factors that contribute to WRMDs. Practical applications of this research include practitioners taking into account psychosocial Work factors and job stress in their efforts to reduce and control WRMDs.
Jennifer Karlin - One of the best experts on this subject based on the ideXlab platform.
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PERSPECTIVES ON TECHNOLOGY AND Work Organization
Annual Review of Sociology, 1999Co-Authors: Jeffrey K. Liker, Carol J. Haddad, Jennifer KarlinAbstract:▪ Abstract This chapter summarizes and synthesizes some major perspectives on the relationship between technology and the nature of Work. Given the complexity of technology and its impacts, the chapter elucidates different perspectives on this topic rather than summaries of detailed findings in a particular area of technology. The central thesis of the chapter is a follows: Technology's impact on Work is contingent on a broad set of factors, including the reasons for its introduction, management philosophy, the labor-management contract, the degree of a shared agreement about technology and Work Organization, and the process of technology development and implementation. How this is viewed varies with different theoretical paradigms. Looking through a variety of paradigms provides a richer view of the phenomenon, though integrating these perspectives remains problematic. Historically, technology was treated as a deterministic causal force with predictable impacts. More recently there is a recognition of th...
Yves Roquelaure - One of the best experts on this subject based on the ideXlab platform.
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Forms of Work Organization and associations with shoulder disorders: Results from a French Working population
Applied Ergonomics, 2017Co-Authors: Julie Bodin, Ronan Garlantézec, Nathalie Costet, Alexis Descatha, Natacha Fouquet, Sandrine Caroly, Yves RoquelaureAbstract:The aim of this study was to identify forms of Work Organization in a French region and to study associations with the occurrence of symptomatic and clinically diagnosed shoulder disorders in Workers. Workers were randomly included in this cross-sectional study from 2002 to 2005. Sixteen Organizational variables were assessed by a self-administered questionnaire: i.e. shift Work, job rotation, repetitiveness of tasks, paced Work/automatic rate, Work pace dependent on quantified targets, permanent controls or surveillance, colleagues' Work and customer demand, and eight variables measuring decision latitude. Five forms of Work Organization were identified using hierarchical cluster analysis (HCA) of variables and HCA of Workers: low decision latitude with pace constraints, medium decision latitude with pace constraints, low decision latitude with low pace constraints, high decision latitude with pace constraints and high decision latitude with low pace constraints. There were significant associations between forms of Work Organization and symptomatic and clinically-diagnosed shoulder disorders.
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Work Organization characteristics and MSD: the French Pays de la Loire study
2015Co-Authors: Julie Bodin, Ronan Garlantézec, Alexis Descatha, Sandrine Caroly, Yves RoquelaureAbstract:Introduction: To identify different types of Work Organization among Workers of the Pays-de-la-Loire region (France) and to compare their impact on the prevalence of MSD. Methods: A total of 3710 Workers of a French region were randomly included in 2002-2005. Occupational data were assessed by a self-administered questionnaire. Sixteen Organizational variables were studied: shiftWork (rotating or non-rotating), job rotation, eight variables measuring the decision latitude, repetitiveness of tasks, five variables measuring the Work pace dependent on: automatic rate, quantified targets, permanent controls or surveillance, colleagues' Work and demand of customers. Workers without missing values were studied (n=3304). Two methods were used to classify Workers according to the Work Organization: 1) multiple correspondence factor analysis (MCA) and hierarchical cluster analysis (HCA) and 2) clustering of variables and HCA. Results: The first method identified five classes, characterized by an overrepresentation of: - First class (25% of Workers): job rotation, decision latitude and Work pace dependent on demand of customers - Second class (22%): decision latitude, Work pace dependent on: quantified targets, permanent controls or surveillance, colleagues' Work and demand of customers. - Third class (24%): non rotating shiftWork and decision latitude - Fourth class (15%): non rotating shiftWork and repetitiveness of tasks - Fifth class (14%): shiftWork (rotating or non-rotating), job rotation, repetitiveness of tasks, Work pace dependent on: automatic rate, quantified targets, permanent controls or surveillance and colleagues' Work. The prevalence of MSD in the different classes was 10%, 11%, 11%, 14% and 18%, respectively (p
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Risk factors for carpal tunnel syndrome related to the Work Organization: a prospective surveillance study in a large Working population.
Applied Ergonomics, 2015Co-Authors: Audrey Petit, Julie Bodin, Alexis Descatha, Pascal Rigouin, René Brunet, Marcel Goldberg, Yves RoquelaureAbstract:The study aimed to determine the risk factors for incident carpal tunnel syndrome (CTS) in a large Working population, with a special focus on factors related to Work Organization. In 2002-2005, 3710 Workers were assessed and, in 2007-2010, 1611 were re-examined. At baseline all completed a self-administered questionnaire about personal/medical factors and Work exposure. CTS symptoms and physical examination signs were assessed by a standardized medical examination at baseline and follow-up. The risk of "symptomatic CTS" was higher for women (OR = 2.9 [1.7-5.2]) and increased linearly with age (OR = 1.04 [1.00-1.07] for 1-year increment). Two Work Organizational factors remained in the multivariate risk model after adjustment for the personal/medical and biomechanical factors: payment on a pieceWork basis (OR = 2.0, 95% CI 1.1-3.5) and Work pace dependent on automatic rate (OR = 1.9, 95% CI 0.9-4.1). Several factors related to Work Organization were associated with incident CTS after adjustment for potential confounders.
Michael J Smith - One of the best experts on this subject based on the ideXlab platform.
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Work Organization and ergonomics
Applied Ergonomics, 2000Co-Authors: Pascale Carayon, Michael J SmithAbstract:Abstract This paper examines the impact of sociotechnical and business trends on Work Organization and ergonomics. This analysis is performed with the use of Balance Theory (Smith and Carayon-Sainfort, Int. J. Ind. Ergon. 1989, 4, 67–79. The impact on Work Organization and the Work system of the following sociotechnical and business trends is discussed: re-structuring and re-organizing of companies, new forms of Work Organization, Workforce diversity, and information and communication technology. An expansion of Balance Theory, from the design of Work systems to the design of Organizations, is discussed. Finally, the issue of change is examined. Several elements and methods are discussed for the design of change processes.
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Work Organization job stress and Work related musculoskeletal disorders
Human Factors, 1999Co-Authors: Pascale Carayon, Michael J Smith, Marla C HaimsAbstract:Recent studies indicate potential links among Work Organization, job stress, and Work-related musculoskeletal disorders (WRMDs). In this paper we propose several pathways for a theoretical relationship between job stress and WRMDs. These pathways highlight the physiological, psychological, and behavioral reactions to stress that can affect WRMDs directly and indirectly. One model stipulates that psychosocial Work factors (e.g., Work pressure, lack of control), which can cause stress, might also influence or be related to ergonomic factors such as force, repetition, and posture that have been identified as risk factors for WRMDs. In order to fully understand the etiology of WRMDs, it is important to examine both physical ergonomic and psychosocial Work factors simultaneously. Smith and Carayon-Sainfort (1989) have proposed a model of the Work system for stress management that provides a useful frameWork for conceptualizing the Work-related factors that contribute to WRMDs. Practical applications of this research include practitioners taking into account psychosocial Work factors and job stress in their efforts to reduce and control WRMDs.
