WorldCat Identities

Kleiner, Morris M.

Overview
Works: 63 works in 243 publications in 2 languages and 3,923 library holdings
Genres: Case studies 
Roles: Editor, Creator
Classifications: HD3630.U7, 061.3
Publication Timeline
Key
Publications about  Morris M Kleiner Publications about Morris M Kleiner
Publications by  Morris M Kleiner Publications by Morris M Kleiner
Most widely held works by Morris M Kleiner
Licensing occupations ensuring quality or restricting competition? by Morris M Kleiner ( )
9 editions published between 2005 and 2006 in English and held by 1,320 WorldCat member libraries worldwide
Annotation
Employee representation : alternatives and future directions ( Book )
6 editions published between 1983 and 1993 in English and held by 430 WorldCat member libraries worldwide
Human resources and the performance of the firm ( Book )
6 editions published in 1987 in English and held by 370 WorldCat member libraries worldwide
An appraisal of new sources of employment and unemployment statistics by Morris M Kleiner ( Book )
3 editions published in 1979 in English and held by 176 WorldCat member libraries worldwide
Stages of occupational regulation : analysis of case studies by Morris M Kleiner ( )
2 editions published in 2013 in English and held by 164 WorldCat member libraries worldwide
Labor market institutions and the future role of unions by Mario Frank Bognanno ( Book )
9 editions published in 1992 in English and held by 158 WorldCat member libraries worldwide
Labor markets and human resource management by Morris M Kleiner ( Book )
6 editions published in 1988 in English and Undetermined and held by 132 WorldCat member libraries worldwide
The last American shoe manufacturers : changing the method of pay to survive foreign competition by Richard B Freeman ( Book )
14 editions published between 1998 and 1999 in English and held by 91 WorldCat member libraries worldwide
Abstract: During the last 150 years, shoe manufacturing in the U.S. has gone from one of the largest employers in manufacturing to one of the smallest, yet some firms have survived and remained profitable. This study examines the role of changing methods of compensation in shoe manufacturing, in a sector that faces severe import competition. During the 1970s - 1990s, most firms in the industry shifted from piece rate to time rate modes of compensation as a strategy for survival. Using longitudinal establishment data files, we find wide variation in labor input usage and in labor's share of sales among establishments in the sector, with establishments having high labor shares of cost disproportionately likely to close down over time; and a widening range of labor input usage in production associated with the widening U.S. wage structure. Using data for a simple manufacturer, methods of pay was part of a move toward continuous flow methods of production, with job rotation and rapid changes in work tasks to introduce new styles. The switch reduced productivity, but brought offsetting cost savings in the form of lower workers' compensation insurance costs, smaller inventories, lower monitoring costs, and lower hourly wages, and made it easier for the firm to introduce new shoe styles. On net, the shirt to time rates lowered labor's share of cost at the company and increased the economic surplus available to the firm
Industrial relations : institutions and organizational performance ( Book )
5 editions published in 1994 in English and held by 86 WorldCat member libraries worldwide
Does regulation improve outputs and increase prices? : the case of dentistry by Morris M Kleiner ( Book )
9 editions published in 1997 in English and held by 81 WorldCat member libraries worldwide
Do unions make enterprises insolvent? by Richard B Freeman ( Book )
11 editions published between 1994 and 1999 in English and held by 80 WorldCat member libraries worldwide
Abstract: This study investigates the impact of unionization and firm, business line, or establishment survival. A consistent empirical finding is that unions raise wages above those found in nonunion firms, and that in a competitive product market one would expect to find that unionized firms would go out of business more than nonunion firms. However, if unions engage in economic rent-sharing, then during periods of economic hardship unionized firms may be able to remain solvent by giving back some of these rents. In order to answer this question we analyze three data sets: a data set on the union status of solvent and insolvent enterprises and business lines from the Compustat files, a data set on the union status of workers who have lost their jobs due to permanent plant closures or business failures obtained by matching files from Current Population Survey, and a data set from the Federal Mediation and Conciliation Service on the outcomes of elections won by unions and on the outcomes of labor- management dispute cases. Overall, our results are consistent with the hypothesis that unions behave in an economically rational manner, pushing wages to the point where union firms may expand less rapidly than nonunion firms, but not to the point where the firm, plant, or business line closes down
Do industrial relations affect plant performance? : the case of commercial aircraft manufacturing by Morris M Kleiner ( Book )
12 editions published in 1999 in English and held by 77 WorldCat member libraries worldwide
Abstract: This study analyzes the impact of major industrial relations variables on productivity within a plant that assembles large commercial aircraft. The analysis combines the deep firm- specific knowledge of management and labor typical of the best of traditional industrial relations with formal statistical tests. We use a before and after research design over an 18-year period with monthly data, as well as information from the participants in the industrial relations events. Our approach is unusual in showing that by focusing only on managerial factors or the learning curve, and omitting factors such as union leadership and related labor relations events, estimates may mis-specify impacts on firm performance. Strikes, slowdowns, and tough union leaders influenced the productivity of this plant by both large percentages and absolute dollar amounts during the period they were occurring. In contrast with much of the firm performance literature, we find small initial productivity impacts of movements from traditional adversarial management, which is the norm in this industry, to total quality management (TQM) and back again. How and why TQM is adopted may be just as important as whether it is adopted. Finally, simulations from a counterfactual case show that major industrial relations events like strikes, slowdowns, and the TQM program did not have long term productivity effects, and that the firm we studied returned to pre-event levels of production within one to four months
Do industrial relations institutions impact economic outcomes? : international and U.S. state-level evidence by Morris M Kleiner ( Book )
12 editions published in 2002 in English and held by 74 WorldCat member libraries worldwide
Abstract: The impact of government social and labor market institutions on economic outcomes have generated a great deal of attention by economists and policymakers in the U.S. and in other nations. The theoretical model suggests that there are trade offs of higher levels of economic outcomes with more equity-producing labor market institutions. This study examines the impact of national levels of unionization, strike levels, public policies toward labor, and the structure of collective bargaining within a nation on a country's foreign direct investment (FDI). As an additional test of the relationship of labor market institutions and state labor market policies and economic outcomes, we examine the empirical relationship with the economic growth of U.S. states. Examining 20 OECD nations from 1985 through 1995 and all U.S. states from 1990 to 1999, our statistical analysis shows that higher levels of industrial relations institutions are usually associated with lower levels of FDI and slower economic growth for U.S. states. However, within the context of the model the results do not necessarily suggest that a nation or state would be better off trading social equity through fewer restrictive industrial relations institutions for higher levels of economic growth
The anatomy of employee involvement and its effects on firms and workers by Richard B Freeman ( Book )
12 editions published in 2000 in English and held by 72 WorldCat member libraries worldwide
Abstract: A great many American firms have organized workplace decision-making in new ways to get employees more involved in their jobs -- using policies like self-directed work teams, total equality management, quality circles, profit-sharing, and diverse other programs. This paper uses a firm-based data set and employee-based information to illuminate several aspects about the locus and economic impacts of employee involvement (EI). Having information from employees as well as from firms allows us to ask not only what EI does for firms, the principal question in the literature on the subject, but also what EI does for workers; and to examine EI from the bottom up' perspective of participants rather than managers. We find that EI practices are linked in an hierarchical structure that provides a natural scaling of EI activities and the intensity of the EI effort. Firms that have EI are also more likely to have profit-sharing and other forms of shared compensation. However, EI has a weak and poorly specified effect on output per worker, but it has a strong and positive impact on employee well-being
Analyzing the extent and influence of occupational licensing on the labor market by Morris M Kleiner ( )
14 editions published between 2009 and 2011 in English and German and held by 63 WorldCat member libraries worldwide
This study examines the extent and influence of occupational licensing in the U.S. using a specially designed national labor force survey. Specifically, we provide new ways of measuring occupational licensing and consider what types of regulatory requirements and what level of government oversight contribute to wage gains and variability. Estimates from the survey indicated that 35 percent of employees were either licensed or certified by the government, and that 29 percent were fully licensed. Another 3 percent stated that all who worked in their job would eventually be required to be certified or licensed, bringing the total that are or eventually must be licensed or certified by government to 38 percent. We find that licensing is associated with about 14 percent higher wages, but the effect of governmental certification on pay is much smaller. Licensing by multiple political jurisdictions is associated with the highest wage gains relative to only local licensing. Specific requirements by the government for a worker to enter an occupation, such as education level and long internships, are positively associated with wages. We find little association between licensing and the variance of wages, in contrast to unions. Overall, our results show that occupational licensing is an important labor market phenomenon that can be measured in labor force surveys
International differences in lean production, productivity and empoyee attitudes by Susan Helper ( )
7 editions published in 2007 in English and held by 51 WorldCat member libraries worldwide
The study examines US-European productivity and worker attitude differences, focusing on changes in incentive structures. We analyze productivity and worker attitudes in five plants in the UK and US belonging to the same multinational producer of automotive sensors and actuators. We examine the firm's efforts to make complementary changes in product strategy and human-resource policies. In particular, we look at the impact of a Value-Added Gainsharing plan (VAG) that was introduced at different times among the four plants. Our analysis draws on multiple plant visits, surveys of almost all of the workforce, and confidential financial data. Our study offers a rare look inside a low-wage, non-union firm. We find that the VAG had an impact on productivity and profitability. We find that the UK plant's productivity and worker satisfaction was well below that of the US plants. However, neither our analysis nor interviews with managers suggest that differences in national institutions play a key role in explaining these results
Do tougher licensing provisions limit occupational entry? : the case of dentistry by Morris M Kleiner ( Book )
6 editions published in 1992 in English and held by 51 WorldCat member libraries worldwide
The effect of licensing as a mechanism to control entry into occupations has been a neglected area of both regulation and labor market research. This study examines the role of occupational licensing for entry into dentistry, an occupation with standards that vary by state. Our research first closely replicates Freeman's previous work on labor market cobwebs by employing national data to examine purely market phenomena in the determination of training for the dental profession. We subsequently approximate the government barrier to practice in the profession by adding a weighted average state examination pass rate to the previous model. Next, we employ pooled cross-section time series analysis to explore market determinants of professional entry with state level data. Finally, these results are supplemented by measures of statutory and pass rate entry restrictiveness. Our most consistent evidence suggests that a higher state licensing failure rate deters entry into dental practice
Adoption and termination of employee involvement programs by Wei Chi ( )
8 editions published in 2007 in English and held by 45 WorldCat member libraries worldwide
"This study uses a 10-year longitudinal database on U.S. manufacturing establishments to analyze the dynamics of the adoption and termination of employee involvement programs (EI). We show that firms' use of EI has not grown continuously, but rather introduce and terminate EI policies in ways that imply that the policies are complementary with each other and with other advanced human resource practices, seemingly moving toward an equilibrium distribution of EI policies. Using a Markov model, we estimate the long-run distribution of the number of EI programs in firms and find that adjustment to the steady-state distribution takes about 20 years"--NBER website
The prevalence and effects of occupational licensing by Morris M Kleiner ( )
11 editions published in 2008 in English and German and held by 44 WorldCat member libraries worldwide
This study provides the first nation-wide analysis of the labor market implications of occupational licensing for the U.S. labor market, using data from a specially designed Gallup survey. We find that in 2006, 29 percent of the workforce was required to hold an occupational license from a government agency, which is a higher percentage than that found in studies that rely on state-level occupational licensing data. Workers who have higher levels of education are more likely to work in jobs that require a license. Union workers and government employees are more likely to have a license requirement than are nonunion or private sector employees. Our multivariate estimates suggest that licensing has about the same quantitative impact on wages as do unions -- that is about 15 percent, but unlike unions which reduce variance in wages, licensing does not significantly reduce wage dispersion for individuals in licensed jobs
Employer behavior in the face of union organizing drives by Richard B Freeman ( Book )
7 editions published between 1988 and 1990 in English and held by 44 WorldCat member libraries worldwide
The direct role of employers in union organizing has long been a neglected part of the union organizing literature. In this study we examine the determinants and consequences of employer behavior when faced with an organizing drive. Our principal substantive findings are: - that there is a substitution between high wages/benefits/good work conditions/supervisory practices and "tough" management opposition to unionism. - that a high innate propensity for a union victory deters management opposition, while some indicators of a low propensity also reduce opposition. - that "positive industrial relations" raise the chances the firm will defeat the union in an election, as does bringing in consultants and having supervisors campaign intensely against the union. - that the careers of managers whose wages/supervisory practices/ benefits lead to union organizing drives, much less to union victories, suffer as a result. In general we interpret our results as consistent with the notion that firms behave in a profit maximizing manner in opposing an organizing drive and with the basic proposition that management opposition, reflected in diverse forms of behavior, is a key component in the on-going decline in private sector unionism in the United States
 
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Alternative Names
Kleiner, Morris
Languages
English (166)
German (2)
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