ror.org/04gwtvf26
Abstracts
Abstract
The aim of this study is to examine the empirical question of how the provision of work-life benefits is associated with wages, promotions, and job satisfaction. This is an important question for industrial relations scholars and one that, as yet, has no definitive answer.
In order to answer this question, we employ both economic theory and methods. Specifically, the economic theories being tested are the compensating wage differentials theory and the efficiency wage theory. To test the efficacy of each theory, we use econometric techniques using longitudinal data from the most recent Workplace and Employee Survey of Canada. We use regression to unpack the effects of work-life benefits on various employment outcomes and employ instrumental variables to mitigate against reverse causality.
We find broad support for the efficiency wage theory. Alternatively stated, we find that increases in benefits are not associated with decreases in wages and other employment outcomes. If bundled correctly, work-life benefits are positively associated with increased wages, a greater number of promotions, enhanced employee morale in the form of job satisfaction, and improved employee retention.
These results suggest that the provision of work-life benefits is not a zero-sum game for employers and employees. On the contrary, it appears that both parties to the employment relationship can benefit from work-life benefits.
Keywords:
- job satisfaction,
- promotion,
- wages,
- work-life benefits
Résumé
Le but de cette étude est de vérifier la question empirique de savoir si la fourniture d’avantages liés au travail et à la vie personnelle est associée de manière négative ou positive aux salaires, aux promotions et à la satisfaction au travail. Il s’agit d’une question importante pour les spécialistes des relations industrielles mais qui, pour l’instant, n’a pas reçu de réponse définitive.
Afin de tenter d’y voir plus clair, nous utilisons tant les théories économiques que les méthodes empiriques. Plus précisément, les théories économiques testées sont la théorie des écarts salariaux compensateurs (compensating wage differentials theory en anglais) et la théorie des salaires d’efficacité (efficiency wage theory). Pour tester la validité de chaque théorie, nous avons recours à une économétrie avancée fondée sur des données longitudinales tirées de la plus récente Enquête sur les lieux de travail et les employés du Canada. Nous estimons une série de régressions visant à décrire les effets des avantages liés au travail et à la vie personnelle sur divers résultats en matière d’emploi et nous utilisons des variables instrumentales afin d’atténuer les effets de la causalité inverse.
Nous avons trouvé un large soutien pour la théorie du salaire d’efficacité. Autrement dit, nous avons constaté que les augmentations d’avantages ne sont pas associées à des baisses de salaire et à d’autres résultats en matière d’emploi. S’ils sont correctement groupés, les avantages liés au travail et à la vie personnelle sont associés positivement à une augmentation des salaires, à un plus grand nombre de promotions, à l’amélioration du moral des employés sous forme de satisfaction au travail et à une meilleure rétention des employés.
Ces résultats suggèrent que l’octroi d’avantages travail-vie personnelle n’est pas un jeu à somme nulle pour les employeurs et les employés. Au contraire, il semble que les deux parties à la relation de travail puissent bénéficier des avantages de la conciliation travail-famille.
Mots-clés:
- satisfaction au travail,
- promotion,
- salaire,
- conciliation travail-famille,
- Canada
Resumen
El objetivo de este estudio es examinar la cuestión empírica de cómo la provisión de beneficios asociados a la conciliación trabajo-familia está asociada con los salarios, las promociones y la satisfacción laboral. Se trata de una cuestión importante para los estudios de relaciones industriales que, hasta el momento, no tiene una respuesta definitiva.
Para responder a esta pregunta, utilizamos la teoría económica y sus respectivos métodos. Específicamente, las teorías económicas que se busca confirmar son la teoría de los diferenciales salariales compensatorios y la teoría del salario eficiente. Para confirmar la eficacia de cada teoría, utilizamos técnicas econométricas que utilizan datos longitudinales más recientes de la Encuesta sobre los lugares de trabajo y los empleados en Canadá. Utilizamos la regresión para desentrañar los efectos de los beneficios vinculados a la conciliación trabajo-familia en varios resultados del empleo y nos servimos de variables instrumentales para atenuar la causalidad inversa.
Encontramos amplio apoyo a la teoría del salario de eficiencia. De manera alternativa, encontramos que los aumentos de los beneficios no están asociados con las disminuciones de los salarios y de otros resultados del empleo. Si se agrupan correctamente, los beneficios vinculados a la conciliación trabajo-familia están asociados positivamente con el aumento de los salarios, un mayor número de promociones, un mejoramiento de la moral de los empleados bajo la forma de satisfacción laboral y una mejor retención de los empleados.
Estos resultados sugieren que la provisión de beneficios vinculados al equilibrio trabajo-vida personal no es juego a suma nula para los empleadores y empleados. Por el contrario, los resultados sugieren que ambas partes de la relación laboral pueden beneficiar de las ventajas laborales vinculadas a la conciliación trabajo-familia.
Palabras claves:
- satisfacción laboral,
- promoción,
- salarios,
- conciliación trabajo-familia
Appendices
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