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Theory and practice of shopfloor decision making in manufacturing.

机译：制造车间决策的理论与实践。

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摘要

Today, manufacturing firms are much more likely to delegate substantive decision making power to their shopfloor workers, to give these workers training and access to profit sharing, then they were even ten years ago. This dissertation attempts to understand why this change has occurred by using theoretical models and empirical analysis of manufacturing firms in Australia, the US and the UK. Understanding this change is important for two reasons. First, manufacturing is still one of the largest employers in these countries, and these changes are having a substantive effect on the income, quality of work life and mobility of these workers. Second, all three of these countries have government policies that either provide incentives for firms to give their employees training or incentives for firms to give their employees profit sharing. Chapter 2 develops a theoretical model that enables an improved understanding of why manufacturing firms delegate decision making power to production line workers and provide those workers with training. Hypotheses generated by the theoretical model are tested on a data set based on an economy wide survey of Australian manufacturing firms (AWIRS 1995). Chapter 3 develops an empirical model for analyzing the complementarity between the use of self-managed work teams and formal training programs. This model is estimated on a data set based on a large economy wide survey of US manufacturing firms (NES 1994). Chapter 4 develops a theoretical model that enables an improved understanding of why manufacturing firms delegate decision making power to production line workers and give those workers profit sharing. The chapter further develops an empirical model for analyzing the complementarity between two simultaneous choices, allowing the complementarity to be affected by measured and unmeasured characteristics. Hypotheses generated by the theoretical model are tested on a data set based on a large survey of British production line workers (WERS 1998).
机译：如今，制造公司更有可能将实质性的决策权委派给他们的车间工人，让他们接受培训，并获得利润分享，甚至在十年前。本文试图通过对澳大利亚，美国和英国制造企业的理论模型和实证分析来理解为什么发生这种变化。了解此更改很重要，原因有两个。首先，制造业仍然是这些国家最大的雇主之一，这些变化对这些工人的收入，工作生活质量和流动性产生了实质性影响。其次，这三个国家都具有政府政策，这些政策要么激励企业给予雇员培训，要么激励企业给予雇员利润分享。第2章开发了一种理论模型，可以使人们更好地理解制造企业为何将决策权委托给生产线工人并为他们提供培训。理论模型产生的假设在一个数据集上进行了检验，该数据集基于对澳大利亚制造业公司的经济范围调查（AWIRS 1995）。第三章建立了一个经验模型来分析自我管理工作团队的使用与正式培训计划之间的互补性。该模型是根据对美国制造业公司进行的一次大规模经济调查得出的数据集估算得出的（NES 1994）。第4章开发了一种理论模型，可以使人们更好地理解制造企业为何将决策权委托给生产线工人，并让他们分享利润。本章进一步开发了一个经验模型，用于分析两个同时选择之间的互补性，从而使互补性受已测量和未测量特征的影响。理论模型产生的假设在一个基于对英国生产线工人的大规模调查的数据集上进行了检验（WERS 1998）。

著录项

  • 作者

    Adams, Christopher Paul.;

  • 作者单位

    The University of Wisconsin - Madison.;

  • 授予单位 The University of Wisconsin - Madison.;
  • 学科 Economics Labor.; Sociology Industrial and Labor Relations.
  • 学位 Ph.D.
  • 年度 2001
  • 页码 123 p.
  • 总页数 123
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 劳动经济;社会学;
  • 关键词

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