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Developing Harmonised Measures of the Dynamics of Organisations and Work

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  • Nathalie Greenan

    (TEPP - Travail, Emploi et Politiques Publiques - UPEM - Université Paris-Est Marne-la-Vallée - CNRS - Centre National de la Recherche Scientifique, CEE - Centre d'études de l'emploi - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé)

  • Edward Lorenz

    (GREDEG - Groupe de Recherche en Droit, Economie et Gestion - UNS - Université Nice Sophia Antipolis (1965 - 2019) - CNRS - Centre National de la Recherche Scientifique)

Abstract

This chapter draws on the results of a 3-year EU funded project designed to development guidelines for collecting harmonized data on organisational change and its economic and social impacts. Following a general introduction focusing on the importance of organisational practices and process of organisational change for successful product and service innovation, the chapter is divided into three main sections. The first section presents an overview and assessment of existing survey instruments as a basis for proposing a general survey framework for measuring process of organisational change and innovation. The section discusses the advantages of a linked employer/employee survey design

Suggested Citation

  • Nathalie Greenan & Edward Lorenz, 2013. "Developing Harmonised Measures of the Dynamics of Organisations and Work," Post-Print halshs-00931551, HAL.
    • Handle: RePEc:hal:journl:halshs-00931551
    Note: View the original document on HAL open archive server: https://shs.hal.science/halshs-00931551
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    References listed on IDEAS

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    1. Jensen, Morten Berg & Johnson, Bjorn & Lorenz, Edward & Lundvall, Bengt Ake, 2007. "Forms of knowledge and modes of innovation," Research Policy, Elsevier, vol. 36(5), pages 680-693, June.
    2. Edward Lorenz & Nathalie Greenan, 2010. "Innovative Workplaces: Making better use of skills within organizations," Post-Print halshs-00726824, HAL.
    3. Roberto Leombruni, 2003. "Firm Data Analysis in Linked Employer-Employees Datasets," LABORatorio R. Revelli Working Papers Series 27, LABORatorio R. Revelli, Centre for Employment Studies.
    4. Bodas Freitas, Isabel Maria, 2008. "Sources of differences in the pattern of adoption of organizational and managerial innovations from early to late 1990s, in the UK," Research Policy, Elsevier, vol. 37(1), pages 131-148, February.
    5. Keld Laursen & Volker Mahnke, 2001. "Knowledge Strategies, Firm Types, and Complementarity in Human-Resource Practices," Journal of Management & Governance, Springer;Accademia Italiana di Economia Aziendale (AIDEA), vol. 5(1), pages 1-27, March.
    6. Ichniowski, Casey & Shaw, Kathryn & Prennushi, Giovanna, 1997. "The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines," American Economic Review, American Economic Association, vol. 87(3), pages 291-313, June.
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    Cited by:

    1. Edward Lorenz, 2015. "Work Organisation, Forms of Employee Learning and Labour Market Structure: Accounting for International Differences in Workplace Innovation," Journal of the Knowledge Economy, Springer;Portland International Center for Management of Engineering and Technology (PICMET), vol. 6(2), pages 437-466, June.

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