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Profit sharing and the quality of relations with the boss

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Profit sharing and the quality of relations with the boss. / Green, Colin P.; Heywood, John.
In: Labour Economics, Vol. 17, No. 5, 10.2010, p. 859-867.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

Green, CP & Heywood, J 2010, 'Profit sharing and the quality of relations with the boss', Labour Economics, vol. 17, no. 5, pp. 859-867. https://doi.org/10.1016/j.labeco.2010.04.004

APA

Green, C. P., & Heywood, J. (2010). Profit sharing and the quality of relations with the boss. Labour Economics, 17(5), 859-867. https://doi.org/10.1016/j.labeco.2010.04.004

Vancouver

Green CP, Heywood J. Profit sharing and the quality of relations with the boss. Labour Economics. 2010 Oct;17(5):859-867. doi: 10.1016/j.labeco.2010.04.004

Author

Green, Colin P. ; Heywood, John. / Profit sharing and the quality of relations with the boss. In: Labour Economics. 2010 ; Vol. 17, No. 5. pp. 859-867.

Bibtex

@article{3762e16c50574a8e9d3d27fb92608329,
title = "Profit sharing and the quality of relations with the boss",
abstract = "Profit sharing generates conflicting changes in the relationship between supervisors and workers. It may increase cooperation and helping effort. At the same time it can increase direct monitoring and pressure by the supervisor, and mutual monitoring and peer pressure from other workers that is transmitted through the supervisor. Using UK data on satisfaction with the boss, we show in both cross-section and panel estimates that workers under profit sharing tend to have lower satisfaction with their supervisor. This result persists even as profit sharing has no or a positive influence on other dimensions of job satisfaction. Additional estimates show that lower satisfaction with the supervisor is largely generated by women, who may be less able to respond to peer pressure, and by non-union workers, who may have more to lose by failing to respond to peer pressure.",
keywords = "Mutual monitoring, Job satisfaction, Supervision, Profit shares",
author = "Green, {Colin P.} and John Heywood",
year = "2010",
month = oct,
doi = "10.1016/j.labeco.2010.04.004",
language = "English",
volume = "17",
pages = "859--867",
journal = "Labour Economics",
issn = "0927-5371",
publisher = "Elsevier",
number = "5",

}

RIS

TY - JOUR

T1 - Profit sharing and the quality of relations with the boss

AU - Green, Colin P.

AU - Heywood, John

PY - 2010/10

Y1 - 2010/10

N2 - Profit sharing generates conflicting changes in the relationship between supervisors and workers. It may increase cooperation and helping effort. At the same time it can increase direct monitoring and pressure by the supervisor, and mutual monitoring and peer pressure from other workers that is transmitted through the supervisor. Using UK data on satisfaction with the boss, we show in both cross-section and panel estimates that workers under profit sharing tend to have lower satisfaction with their supervisor. This result persists even as profit sharing has no or a positive influence on other dimensions of job satisfaction. Additional estimates show that lower satisfaction with the supervisor is largely generated by women, who may be less able to respond to peer pressure, and by non-union workers, who may have more to lose by failing to respond to peer pressure.

AB - Profit sharing generates conflicting changes in the relationship between supervisors and workers. It may increase cooperation and helping effort. At the same time it can increase direct monitoring and pressure by the supervisor, and mutual monitoring and peer pressure from other workers that is transmitted through the supervisor. Using UK data on satisfaction with the boss, we show in both cross-section and panel estimates that workers under profit sharing tend to have lower satisfaction with their supervisor. This result persists even as profit sharing has no or a positive influence on other dimensions of job satisfaction. Additional estimates show that lower satisfaction with the supervisor is largely generated by women, who may be less able to respond to peer pressure, and by non-union workers, who may have more to lose by failing to respond to peer pressure.

KW - Mutual monitoring

KW - Job satisfaction

KW - Supervision

KW - Profit shares

U2 - 10.1016/j.labeco.2010.04.004

DO - 10.1016/j.labeco.2010.04.004

M3 - Journal article

VL - 17

SP - 859

EP - 867

JO - Labour Economics

JF - Labour Economics

SN - 0927-5371

IS - 5

ER -