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Registro Completo |
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Biblioteca(s): |
Embrapa Unidades Centrais. |
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Data corrente: |
11/03/1997 |
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Data da última atualização: |
12/12/2007 |
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Autoria: |
LIMA, S. M. V. |
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Afiliação: |
EMBRAPA-DOD. |
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Título: |
Oganizations and layoffs: a public sector case in Brazil. |
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Ano de publicação: |
1992 |
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Fonte/Imprenta: |
1992 . |
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Páginas: |
259 p. |
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Idioma: |
Inglês |
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Notas: |
Tese (Doutorado)- University of Wisconsin-Madison, Madison. |
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Conteúdo: |
Despite the importance of layoffs in affecting individuals' socio-economic life chances, few sociological studies have been concerned with how this phenomenon is determined within the workplace. This study attempts to identify determinants of individual chances of layoff. Two diverse processes of layoff are investigated: one is"involuntary layoff", in which the employee offers to leave the organization; the second is"voluntary layoff", in which the employer decides whom is to be laid off. The probability of layoff is conceptualized as a function of both organizational properties and employee characteristics, and the two layoff processes are modeled as separate but related phenomena. The analysis is guided by hypotheses drawn from the economic and sociologicalliterature on quitting and layoff, and organizational literature on power, institutions and transaction costs. The data are from Brazilian public sector organization which was required by the government to lay off personnel in 1990. The results show that, first, voluntary layoff is a function of the higher utility of leaving compared to staying, given the job opportunities in the labor market. The results are similar to those found in studies of job quitting, but also show how organizational properties are important determinants of the decision to stay or leave. Second,concerning involuntary layoff, the main findings are: a)individual characteristics are a more relevant group of determinants of involuntary layoff thanorganizational properties; b)among the... MenosDespite the importance of layoffs in affecting individuals' socio-economic life chances, few sociological studies have been concerned with how this phenomenon is determined within the workplace. This study attempts to identify determinants of individual chances of layoff. Two diverse processes of layoff are investigated: one is"involuntary layoff", in which the employee offers to leave the organization; the second is"voluntary layoff", in which the employer decides whom is to be laid off. The probability of layoff is conceptualized as a function of both organizational properties and employee characteristics, and the two layoff processes are modeled as separate but related phenomena. The analysis is guided by hypotheses drawn from the economic and sociologicalliterature on quitting and layoff, and organizational literature on power, institutions and transaction costs. The data are from Brazilian public sector organization which was required by the government to lay off personnel in 1990. The results show that, first, voluntary layoff is a function of the higher utility of leaving compared to staying, given the job opportunities in the labor market. The results are similar to those found in studies of job quitting, but also show how organizational properties are important determinants of the decision to stay or leave. Second,concerning involuntary layoff, the main findings are: a)individual characteristics are a more relevant group of determinants of involuntary layoff thanorg... Mostrar Tudo |
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Palavras-Chave: |
Demissão; Demissão Involuntária; Demissão Voluntária; Involuntary demission; Organização; Organizational theory; Teoria Organizacional; Voluntary demission. |
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Thesagro: |
Sociologia. |
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Thesaurus Nal: |
sociology. |
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Categoria do assunto: |
-- |
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Marc: |
LEADER 02248nam a2200253 a 4500
001 1094868
005 2007-12-12
008 1992 bl uuuu m 00u1 u #d
100 1 $aLIMA, S. M. V.
245 $aOganizations and layoffs$ba public sector case in Brazil.
260 $a1992 .$c1992
300 $a259 p.
500 $aTese (Doutorado)- University of Wisconsin-Madison, Madison.
520 $aDespite the importance of layoffs in affecting individuals' socio-economic life chances, few sociological studies have been concerned with how this phenomenon is determined within the workplace. This study attempts to identify determinants of individual chances of layoff. Two diverse processes of layoff are investigated: one is"involuntary layoff", in which the employee offers to leave the organization; the second is"voluntary layoff", in which the employer decides whom is to be laid off. The probability of layoff is conceptualized as a function of both organizational properties and employee characteristics, and the two layoff processes are modeled as separate but related phenomena. The analysis is guided by hypotheses drawn from the economic and sociologicalliterature on quitting and layoff, and organizational literature on power, institutions and transaction costs. The data are from Brazilian public sector organization which was required by the government to lay off personnel in 1990. The results show that, first, voluntary layoff is a function of the higher utility of leaving compared to staying, given the job opportunities in the labor market. The results are similar to those found in studies of job quitting, but also show how organizational properties are important determinants of the decision to stay or leave. Second,concerning involuntary layoff, the main findings are: a)individual characteristics are a more relevant group of determinants of involuntary layoff thanorganizational properties; b)among the...
650 $asociology
650 $aSociologia
653 $aDemissão
653 $aDemissão Involuntária
653 $aDemissão Voluntária
653 $aInvoluntary demission
653 $aOrganização
653 $aOrganizational theory
653 $aTeoria Organizacional
653 $aVoluntary demission
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Embrapa Unidades Centrais (AI-SEDE) |
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