| Working Paper |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| 'The Value of Rude Health': Employees' Well Being, Absence and Workplace Performance |
0 |
0 |
0 |
103 |
0 |
2 |
5 |
417 |
| Appraisal process, merit pay and performance: evidence from a longitudinal survey of school teachers in England and Wales |
0 |
2 |
2 |
2 |
1 |
5 |
5 |
5 |
| Aspects of company organization and industrial democracy: a discussion paper |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
8 |
| Career structures and training in internal labour markets in Britain - and comparisons with West Germany |
0 |
0 |
0 |
4 |
0 |
0 |
0 |
41 |
| Collective Agreements, Wages and Restructuring in Transition |
0 |
0 |
0 |
59 |
0 |
0 |
0 |
207 |
| Collective agreements, wages and restructuring in transition |
0 |
0 |
0 |
2 |
0 |
0 |
0 |
33 |
| Collective bargaining and positive adjustment policies |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
11 |
| Does Performance Pay De-Motivate, and Does It Matter? |
0 |
0 |
1 |
215 |
0 |
0 |
3 |
848 |
| Does performance pay de-motivate, and does it matter? |
0 |
0 |
0 |
11 |
0 |
0 |
0 |
66 |
| Employee voice in management and employee well-being |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
5 |
| Employee voice in management and employee well-being: the effects of institutionnal frameworks in France and Great Britain |
0 |
0 |
0 |
0 |
1 |
1 |
1 |
7 |
| In brief: Pay Inequalities and Economic Performance |
0 |
0 |
0 |
2 |
1 |
2 |
3 |
13 |
| In brief: Performance Pay for Teachers: Is it Working? |
0 |
0 |
0 |
2 |
0 |
0 |
1 |
10 |
| In brief: pay inequalities and economic performance |
0 |
0 |
0 |
3 |
1 |
1 |
1 |
18 |
| In brief: performance pay for teachers: is it working? |
0 |
0 |
0 |
7 |
0 |
0 |
0 |
21 |
| Incentive Pay Systems and the Management of Human Resources in France and Great Britain |
0 |
0 |
0 |
544 |
1 |
1 |
4 |
3,482 |
| Incentive pay systems and the management of human resources in France and Great Britain |
0 |
0 |
0 |
7 |
0 |
0 |
1 |
48 |
| Individual Employee Voice: Renegotiation and Performance Management in Public Services |
0 |
0 |
1 |
178 |
1 |
2 |
3 |
1,187 |
| Individual Voice in Employment Relationships: A Comparison Under Different Collective Voice Regimes |
0 |
1 |
1 |
108 |
0 |
1 |
2 |
446 |
| Individual Voice in Employment Relationships: A Comparison Under Different Forms of Workplace Representation |
0 |
0 |
1 |
35 |
0 |
0 |
1 |
153 |
| Individual employee voice: renegotiation and performance management in public services |
0 |
0 |
0 |
5 |
0 |
0 |
1 |
39 |
| Individual employee voice: renegotiation and performance management in public services |
0 |
0 |
0 |
5 |
1 |
1 |
1 |
31 |
| Individual voice in employment relationships: a comparison under different forms of workplace representation |
0 |
0 |
0 |
3 |
0 |
1 |
1 |
35 |
| Individualisation and Growing Diversity of Employment Relationships |
0 |
0 |
2 |
81 |
0 |
0 |
2 |
223 |
| Individualisation and growing diversity of employment relationships |
0 |
0 |
0 |
0 |
0 |
2 |
2 |
2 |
| Industrial democracy and industrial control in West Germany, France and Great Britain |
0 |
0 |
0 |
3 |
0 |
0 |
1 |
19 |
| Institutions and the Management of Human Resources: Incentive Pay Systems in France and Great Britain |
0 |
0 |
0 |
91 |
0 |
0 |
0 |
472 |
| Institutions and the management of human resources: incentive pay systems in France and Great Britain |
0 |
0 |
0 |
5 |
0 |
0 |
0 |
47 |
| Institutions as constraints and resources: explaining cross-national divergence in performance management |
0 |
1 |
1 |
9 |
0 |
4 |
5 |
30 |
| International division of labour programme; structural adjustment in the United Kingdom manufacturing industry |
0 |
0 |
0 |
1 |
0 |
1 |
1 |
5 |
| Introduction and overview |
0 |
0 |
0 |
0 |
1 |
1 |
1 |
24 |
| LSE Department of Management response to DBEIS Green Paper, Corporate Governance Reform, November 2017 |
0 |
0 |
0 |
10 |
0 |
0 |
0 |
19 |
| Labour Law and Social Insurance in the New Economy: A Debate on the Supiot Report |
0 |
0 |
0 |
49 |
0 |
4 |
9 |
237 |
| Labour market segmentation in Britain: the decline of occupational labour markets and the spread of ‘entry tournaments' |
0 |
1 |
2 |
82 |
1 |
2 |
12 |
308 |
| Lower coverage but stronger unions? Institutional changes and union wage premia in Central Europe |
0 |
0 |
0 |
3 |
0 |
0 |
0 |
33 |
| Management Practices and Unemployment |
0 |
0 |
0 |
20 |
1 |
1 |
1 |
106 |
| Management Practices and Unemployment |
0 |
0 |
0 |
30 |
0 |
0 |
0 |
174 |
| Matchmaking: the Influence of Monitoring Environments on the Effectiveness of Performance Pay Systems |
0 |
0 |
0 |
19 |
2 |
2 |
2 |
97 |
| Matchmaking: the influence of monitoring environments on the effectiveness of performance pay systems |
0 |
0 |
0 |
1 |
1 |
1 |
1 |
36 |
| Motivation and Performance Related Pay in the Public Sector: A Case Study of the Inland Revenue |
0 |
0 |
0 |
173 |
1 |
1 |
1 |
1,042 |
| Motivation and performance related pay in the public sector: a case study of the Inland Revenue |
0 |
0 |
0 |
15 |
1 |
1 |
3 |
81 |
| Occupational and internal labour markets in Britain and France |
0 |
0 |
0 |
26 |
1 |
2 |
3 |
112 |
| Participation in Organisations: Economic Approaches |
0 |
0 |
0 |
46 |
1 |
2 |
3 |
163 |
| Participation in organisations: economic approaches |
0 |
0 |
0 |
2 |
0 |
0 |
0 |
24 |
| Patterns of organizational ownership and employee well-being in Britain |
0 |
0 |
0 |
11 |
0 |
0 |
1 |
8 |
| Pay for Performance Where Output is Hard to Measure: the Case of Performance Pay for School Teachers |
0 |
0 |
2 |
297 |
1 |
3 |
8 |
1,346 |
| Pay for performance where output is hard to measure: the case of performance pay for school teachers |
0 |
0 |
0 |
17 |
0 |
0 |
1 |
101 |
| Pay for performance where output is hard to measure: the case of performance pay for school teachers |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
10 |
| Performance Pay for Teachers: Linking Individual and Organisational Level Targets |
0 |
0 |
0 |
178 |
0 |
0 |
0 |
847 |
| Performance pay for teachers: linking individual and organisational level targets |
0 |
0 |
0 |
3 |
0 |
0 |
1 |
27 |
| Performing for pay? The effects of 'merit pay' on motivation in a public service |
0 |
1 |
4 |
19 |
0 |
1 |
11 |
50 |
| Problématique du salaire: tension entre science normale, jeux d'acteurs et interprétation objectivée |
0 |
0 |
0 |
20 |
0 |
0 |
0 |
291 |
| Regulation vs de-regulation: which route for Europe's labour market |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
11 |
| Renegotiating Performance: the Role of Performance Pay in Renegotiating the Effort Bargain |
0 |
0 |
1 |
142 |
0 |
0 |
1 |
531 |
| Renegotiating performance: the role of performance pay in renegotiating the effort bargain |
0 |
0 |
1 |
4 |
0 |
0 |
2 |
35 |
| Shop stewards, vertrauensleute, et délégués du personnel / Shop stewards in Great Britain, West Germany and France |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
30 |
| Teachers Before the Threshold |
0 |
0 |
0 |
9 |
0 |
0 |
0 |
104 |
| Teachers and Performance Pay in 2014: First Results of a Survey |
0 |
0 |
0 |
20 |
0 |
0 |
1 |
53 |
| Teachers and performance pay in 2014: first results of a survey |
0 |
0 |
0 |
15 |
0 |
1 |
1 |
34 |
| Teachers before the 'threshold' |
0 |
0 |
0 |
1 |
0 |
0 |
1 |
25 |
| The 'network economy' and models of the employment contract: psychological, economic and legal |
0 |
0 |
0 |
5 |
0 |
0 |
0 |
32 |
| The End of National Models in Employment Relations? |
0 |
0 |
0 |
32 |
0 |
0 |
2 |
158 |
| The Future of the German Industrial Relations Model |
0 |
0 |
1 |
32 |
0 |
0 |
1 |
74 |
| The Growth of Extended 'Entry Tournaments' and the Decline of Institutionalised Occupational Labour Markets in Britain |
0 |
0 |
0 |
9 |
0 |
0 |
2 |
72 |
| The Impact of Industrial Relations Practices on Employment and Unemployment |
0 |
0 |
0 |
14 |
1 |
1 |
4 |
114 |
| The Impact of Industrial Relations Practices on Employment and Unemployment |
0 |
0 |
0 |
352 |
0 |
0 |
2 |
3,857 |
| The Network Economy and Models of the Employment Contract: Psychological, Economic and Legal |
0 |
1 |
2 |
159 |
0 |
1 |
2 |
545 |
| The Paradox of Performance Related Pay Systems: 'Why Do We Keep Adopting Them in the Face of Evidence that they Fail to Motivate?' |
0 |
1 |
3 |
264 |
3 |
6 |
17 |
815 |
| The end of national models in employment relations? |
0 |
0 |
0 |
4 |
1 |
1 |
1 |
31 |
| The future of the German industrial relations model |
0 |
0 |
0 |
3 |
0 |
0 |
1 |
29 |
| The future of the German industrial relations model |
0 |
0 |
0 |
17 |
0 |
0 |
0 |
46 |
| The future of trade unionism in industrialised market economies: synthesis report |
0 |
0 |
0 |
3 |
1 |
1 |
1 |
20 |
| The growth of extended 'entry tournaments' and the decline of institutionalised occupational labour markets in Britain |
0 |
0 |
0 |
5 |
0 |
0 |
0 |
25 |
| The network economy and models of the employment contract |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
| The paradox of performance related pay systems: ‘why do we keep adopting them in the face of evidence that they fail to motivate?’ |
0 |
0 |
0 |
28 |
0 |
0 |
2 |
79 |
| The role of performance-related pay in renegotiating the "effort bargain": the case of the British public service |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
13 |
| The value of rude health: employees' well being, absence and workplace performance |
0 |
0 |
0 |
8 |
0 |
0 |
1 |
30 |
| Towards a macro-social approach to the theory of the formation of wage and salary structure |
0 |
0 |
0 |
2 |
0 |
1 |
1 |
31 |
| Unions and Procedural Justice: An Alternative to the Common Rule |
0 |
0 |
0 |
54 |
0 |
0 |
1 |
341 |
| Unions and procedural justice: an alternative to the 'common rule' |
0 |
0 |
0 |
4 |
0 |
0 |
0 |
28 |
| Unions, Performance-Related Pay and Procedural Justice: the Case of Classroom Teachers |
0 |
0 |
1 |
221 |
0 |
1 |
2 |
986 |
| Unions, performance-related pay and procedural justice: the case of classroom teachers |
0 |
0 |
0 |
3 |
0 |
0 |
0 |
25 |
| Value for money |
0 |
0 |
1 |
11 |
1 |
1 |
2 |
37 |
| Variability of Wages across Sectors:How much, why and with what Consequences ? |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
13 |
| Wage Structures, Employment Adjustments and Globalisation. Evidence from Linked and Firm-Level Panel Data Sets: Foreword |
0 |
0 |
0 |
0 |
1 |
1 |
2 |
20 |
| Wage Structures, Employment Adjustments and Globalisation. Evidence from Linkied and Firm-Level Panel Data Sets: Variability of Wages across Sectors:How much, why and with what Consequences ? |
0 |
0 |
0 |
0 |
1 |
1 |
4 |
54 |
| Wage structures, employment adjustments and globalisation: evidence from linked and firm-level panel data sets |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
71 |
| What A Performance: Performance Related Pay In The Public Services |
0 |
0 |
0 |
38 |
1 |
4 |
10 |
182 |
| What a performance: performance related pay in the public services |
0 |
0 |
0 |
12 |
0 |
1 |
6 |
65 |
| Why Does Performance Pay De-Motivate: Financial Incentives versus Perfrormance Appraisal |
0 |
0 |
0 |
130 |
0 |
2 |
5 |
490 |
| Why does performance pay de-motivate: financial incentives versus performance appraisal |
0 |
0 |
0 |
12 |
0 |
1 |
3 |
74 |
| Youth employment and pay structure in post-war Japanese industry |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
9 |
| Total Working Papers |
0 |
8 |
27 |
4,123 |
28 |
69 |
181 |
22,255 |
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