The employment relationship :causes and consequences of modern personnel administration
- 作者: Bridges, William P.
- 其他作者: Villemez, Wayne J.
- 出版: New York : Plenum Press ©1994.
- 稽核項: 1 online resource (xi, 243 pages) :illustrations.
- 叢書名: Plenum studies in work and industry , The language of science
- 標題: Personnel management. , Bureaucracy , Illinois Chicago Metropolitan Area. , Personnel management Illinois -- Chicago Metropolitan Area -- Case studies. , Bureaucracy. , Electronic books. , Illinois , BUSINESS & ECONOMICS Workplace Culture. , Line and staff organization Illinois -- Chicago Metropolitan Area -- Case studies. , Workplace Culture. , Bureaucracy Illinois -- Chicago Metropolitan Area -- Case studies. , BUSINESS & ECONOMICS Human Resources & Personnel Management. , Case studies. , Line and staff organization. , Line and staff organization , Human Resources & Personnel Management. , Personnel management , BUSINESS & ECONOMICS
- ISBN: 0585342911 , 9780585342917
- ISBN: 0306447444 , 9780306447440
- 試查全文@TNUA:
- 附註: Includes bibliographical references (pages 223-230) and index. 1. Introduction -- 2. Assembling data on employment relations -- 3. The elements of bureaucratic personnel management -- 4. The scope of bureaucratic measurement -- 5. Higher-level effects on bureaucratic control and due process in organizations: the influence of state, industry, organization, and job -- 6. Bureaucratic structure and attachment to firms: linkages to potential mobility in the market -- 7. Employment relations and earnings -- 8. Conclusion.
- 摘要: This innovative text systematically examines the intricate social arrangements between employers and their employees in a variety of organizational settings. Detailing the results of two surveys taken from employees and their employers, the authors critically probe how mutual rights and obligations are founded.
- 電子資源: https://dbs.tnua.edu.tw/login?url=https://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&AN=39706
- 系統號: 005293923
- 資料類型: 電子書
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- 引用網址: 複製連結
In 1979, serious research was just beginning on the connections between stratification outcomes and organizations. Data suitable for investigating these connections were scarce, and the general wisdom was that they would remain scarce--since organizational case studies were seen as the only means of gathering linked individual and organizational data. The case study approach does allow one to link the two types of data, but gathering such data on more than a few organizations is prohibitively expensive and difficult, and having only a few organizations limits g- eralizability. To help solve this problem, we developed the idea of a survey of a random sample of several thousand employed individuals, followed by a second survey of their several thousand employing or- nizations. This method, we reasoned, would provide us with a gen- alizable, simple random sample of individuals, coupled with a weighted random sample of organizations (weighted, of course, by size of orga- zation). An added benefit would be that these valuable data could be gathered by a survey organization for the price of two simple surveys. It was not an easy idea to sell. We developed it into a proposal to the National Science Foundation (NSF), and though the reviewers were o- erwise sympathetic, they were almost unanimous in their contention that such a survey would not work because "obviously" the great maj- ity of respondents would refuse to reveal exactly who their employers were.
來源: Google Book
來源: Google Book
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