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Internal organization, bargaining an...

Owan, Hideo.

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Internal organization, bargaining and human capital.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Internal organization, bargaining and human capital./
作者:	Owan, Hideo.
面頁冊數:	108 p.
附註:	Adviser: Edward P. Lazear.
Contained By:	Dissertation Abstracts International60-08A.
標題:	Economics, Commerce-Business. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9943708
ISBN:	0599453761

Internal organization, bargaining and human capital.
Owan, Hideo.

Internal organization, bargaining and human capital. - 108 p.

Adviser: Edward P. Lazear.

Thesis (Ph.D.)--Stanford University, 1999.

This dissertation is concerned with the interaction between internal organization and accumulation of human capital in environments where employment contracts are incomplete. It studies the question of how organizational forms and human resource practices affect workers' incentives to acquire skills and firms' other decision variables. Since wages are determined by <italic> ex post</italic> bargaining when contracts are incomplete, investment in firm-specific human capital is typically subject to the hold-up problem. However, a firm's share of the rent created by investment and the size of distortion due to the hold-up problem depend on the firm's organizational design. Understanding this mechanism is vital to optimally design one firm's work organization and human resource management policy. This thesis analyzes the impacts of specialization and multiskilling, and different promotion policies. One of the findings is that multiskilling practices and late promotion policy encourage workers' investment in firm-specific human capital. In the course of analyzing these issues, this work has demonstrated how the theory of internal organization can be enriched by adopting the incomplete contracting perspective. Another value of this thesis is its rich implications for the U.S.-Japan comparison of employment systems.

ISBN: 0599453761Subjects--Topical Terms:

626649
Economics, Commerce-Business.

Internal organization, bargaining and human capital.
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502 $a Thesis (Ph.D.)--Stanford University, 1999.
520 $a This dissertation is concerned with the interaction between internal organization and accumulation of human capital in environments where employment contracts are incomplete. It studies the question of how organizational forms and human resource practices affect workers' incentives to acquire skills and firms' other decision variables. Since wages are determined by <italic> ex post</italic> bargaining when contracts are incomplete, investment in firm-specific human capital is typically subject to the hold-up problem. However, a firm's share of the rent created by investment and the size of distortion due to the hold-up problem depend on the firm's organizational design. Understanding this mechanism is vital to optimally design one firm's work organization and human resource management policy. This thesis analyzes the impacts of specialization and multiskilling, and different promotion policies. One of the findings is that multiskilling practices and late promotion policy encourage workers' investment in firm-specific human capital. In the course of analyzing these issues, this work has demonstrated how the theory of internal organization can be enriched by adopting the incomplete contracting perspective. Another value of this thesis is its rich implications for the U.S.-Japan comparison of employment systems.
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