| 000 -LEADER |
|---|
| fixed length control field |
02144nam a2200277Ia 4500 |
| 003 - CONTROL NUMBER IDENTIFIER |
|---|
| control field |
DE-boiza |
| 005 - DATE AND TIME OF LATEST TRANSACTION |
|---|
| control field |
20230728121945.0 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
|---|
| fixed length control field |
190909 |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER |
|---|
| International Standard Book Number |
9780198294221 |
| 040 ## - CATALOGING SOURCE |
|---|
| Transcribing agency |
IZA |
| 100 ## - MAIN ENTRY--PERSONAL NAME |
|---|
| Personal name |
Marsden, David |
| 9 (RLIN) |
232 |
| 245 #2 - TITLE STATEMENT |
|---|
| Title |
A Theory of Employment Systems: Micro-Foundations of Societal Diversity |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. |
|---|
| Place of publication, distribution, etc. |
New York |
|
|---|
| Date of publication, distribution, etc. |
1999 |
| Name of publisher, distributor, etc. |
Oxford University Press |
| 300 ## - PHYSICAL DESCRIPTION |
|---|
| Extent |
298 pages |
| 340 ## - PHYSICAL MEDIUM |
|---|
| Location within medium |
M1 29 |
| 520 ## - SUMMARY, ETC. |
|---|
| Summary, etc. |
A theory of Employment Systems’ explains why there are such great international differences in the way employment relations are organized within the firm. It takes account of the growing evidence of international diversity. It sets out from the theory of the firm first developed by Coase and Simon, and explains why firms and workers should use the employment relationship as the basis for their economic cooperation. The originality of the employment relationship lies in its flexibility. It gives managers the authority to organize work, but it also establishes limits on employees’ obligations. Neither Coase nor Simon dealt with these limits, yet without them, no one would be prepared to work as an ‘employee’, and so there would be no employment relationship, and firms would not exist as employing organizations.<br/><br/>The book argues that these limits are provided by four basic types of employment rule. Which one predominates in a given environment is the source of societal diversity in employment relations. The theory is extended to show why such diversity extends deep into key areas of human resource management, such as performance management, incentive pay, and skill development. It also explains why the open‐ended employment relationship continues to dominate work despite the growth of market‐mediated work relations. The book covers evidence from the US, Japan, France, Germany, and Britain.(Publisher) |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
enterprise |
| 9 (RLIN) |
233 |
|
|---|
| Topical term or geographic name entry element |
personnel management |
| 9 (RLIN) |
234 |
|
|---|
| Topical term or geographic name entry element |
work organization |
| 9 (RLIN) |
235 |
| 653 ## - INDEX TERM--UNCONTROLLED |
|---|
| Uncontrolled term |
Business |
|
|---|
| Uncontrolled term |
Economics |
|
|---|
| Uncontrolled term |
Labor |
| 856 ## - ELECTRONIC LOCATION AND ACCESS |
|---|
| Materials specified |
Details (Publisher) |
| Uniform Resource Identifier |
<a href="https://academic.oup.com/book/8261">https://academic.oup.com/book/8261</a> |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
|---|
| Koha item type |
Monography |
| Source of classification or shelving scheme |
|
