We construct a measure of corporate purpose within a sample of U.S. companies based on approximately 500,000 survey responses of worker perceptions about their employers. We find that this measure of ...purpose is not related to financial performance. However, high-purpose firms come in two forms: firms characterized by high camaraderie between workers and firms characterized by high clarity from management. We document that firms exhibiting both high purpose and clarity have systematically higher future accounting and stock market performance, even after controlling for current performance, and that this relation is driven by the perceptions of middle management and professional staff rather than senior executives or hourly or commissioned workers. Taken together, these results suggest that firms with midlevel employees with strong beliefs in the purpose of their organization and the clarity in the path toward that purpose experience better performance.
The online appendices are available at
https://doi.org/10.1287/orsc.2018.1230
.
This paper examines the effects of employer social responsibility on the wages workers demand through randomized field experiments in two online labor marketplaces. Workers were recruited for ...short-term jobs and I manipulated whether or not they received information about the employer’s social responsibility. I then observed the payment workers were willing to accept for the job. In the first experiment, information about the employer’s social responsibility marginally reduced prospective workers’ wage requirements on average and had a significant effect on the highest performers, who were willing to give up the wage differential they would otherwise demand. In the second, prospective workers submitted 44% lower wage bids for the same job after learning about the employer’s social responsibility. This paper provides causal empirical evidence of a revealed preference for social responsibility in the workplace, and of a greater preference among the highest performers. More broadly, it provides evidence that workers value purpose and meaningfulness at work, and it demonstrates that workers are willing to give up pecuniary benefits for nonpecuniary benefits. It furthermore highlights heterogeneity in worker preferences for nonpecuniary benefits by worker performance type.
The Constitution of Ukraine enshrines and guarantees the right to work as an opportunity to earn a living by work that a person freely chooses or agrees to. One of the guarantees of the inviolability ...of the right to work is the impossibility of unreasonable and arbitrary termination of the employment contract on the initiative of the owner or authorized body. Such a guarantee follows from the provisions of Art. 40 of the Labor Code of Ukraine, which outlines an exhaustive list of grounds for termination of the employment contract with the employee. Guaranteeing the right to work for certain categories of workers is no exception. Such a guarantee is expressed in the provisions of Art. 41 of the Labor Code of Ukraine, which provides an exhaustive list of additional grounds for termination of the employment contract at the initiative of the owner or authorized body with a certain category of employees under certain conditions. A separate category of employees, whose employment contract may under certain conditions be terminated at the initiative of the owner or authorized body, include employees who perform an educational function. In particular, paragraph 3 of Part 1 of Art. 41 of the Labor Code of Ukraine provides such an additional ground for termination of the employment contract, as the commission of an employee who performs educational functions, an immoral misdemeanor, incompatible with the continuation of this work. However, the legislator, enshrining this additional basis for equalization of the employment contract, does not specify the legal content of immoral misconduct, incompatible with the continuation of work, which creates difficulties in its substantive understanding and therefore significantly weakens the protection of labor rights of workers. Based on a comprehensive analysis of domestic legislation and a wide range of theoretical and legal approaches to understanding immoral misconduct, incompatible with the continuation of work, it is clarified the legal content of the concept and formulated its definition. Emphasis is placed on the inexpediency of outlining at the legislative level an exhaustive list of acts that should be regarded as immoral, given their evaluative nature. Particular attention was paid to the provisions of the draft Labor Code of Ukraine and a comparative analysis of the normative content of paragraph 5 of Part 2 of Art. 92 of the draft LC of Ukraine under paragraph 3 of Part 1 of Art. 41 of the Labor Code of Ukraine. The peculiarities of the legal regulation of the termination of the employment contract under paragraph 3 of Part 1 of 41 Article of the Labor Code of Ukraine are highlighted and generalized, which are as follows: a) immoral misconduct is an evaluative concept that is not specified at the legislative level, and therefore, the establishment of its existence is carried out in each case, taking into account all the circumstances of the case; b) dismissal for committing an immoral misdemeanor is possible if such misdemeanor is incompatible with the continuation of work; c) the subject of dismissal may be an employee who performs the labor function of education; d) termination of the employment contract on the specified grounds is not a measure of disciplinary action and can be carried out only if there are specific facts that confirm the immoral behavior of the employee.
Employees may wish to practice digital nomadism and thus work in different locations according to their migrations. While information and communication technologies make it possible today to work ...outside the company, it should not be forgotten that employees are under the legal subordination of their employer. They cannot therefore leave without a framework having been previously established with the employer, under penalty of being sanctioned by the latter. This framework is all the more important as frequent migrations of employees expose them to particular risks on their working conditions that must not be overlooked.
The employer may give the employee a business-related termination of employment contract if the need to perform a particular job ceases for economic, technical or organizational reasons. The employer ...must take into account the criteria prescribed by law then, he can specify additional criteria which will be taken into account when selecting worker which becomes redundant due to the termination of a particular job. A worker, whose employment contract has been terminated, is entitled to a notice period and severance pay. The paper contains extensive jurisprudence of procedure and conditions for giving a business-related termination of an employment contract. The court cannot valuate a validity of economic, technical or organizational changes’ implementation because it falls within autonomous authority of the employer, but the court is empowered to determine whether the reasons for business-related dismissal of a worker were justified and whether the employer terminated the employee’s employment contract in the manner prescribed by law.
PDF
