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Abstract for:

Does High Involvement Management Lead to Higher Pay?

Alex  Bryson,  Petri  Böckerman,  Pekka  Ilmakunnas,  February 2011
Paper No' CEPDP1046: | Full paper (pdf)
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Keywords: wages; high involvement management; high performance work system; incentive pay; training; team working; information sharing; propensity score matching

JEL Classification: J24; J31; J33; M12; M50; M52; M53; M54

Is hard copy/paper copy available? YES - Paper Copy Still In Print.
This Paper is published under the following series: CEP Discussion Papers
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Abstract:

Using nationally representative survey data for Finnish employees linked to register data on their wages and work histories we find wage effects of high involvement management (HIM) practices are generally positive and significant. However, employees with better wage and work histories are more likely to enter HIM jobs. The wage premium falls substantially having accounted for employees’ work histories suggesting that existing studies’ estimates are upwardly biased due to positive selection into HIM. Results do not differ significantly when using propensity score matching as opposed to standard regression techniques. The premium rises with the number of HIM practices and differs markedly across different types of HIM practice.