工作中的发言权

American Economic Journal: Applied Economics · 2025 · [{"name": "Jarkko Harju", "affiliation": ["Tampere University"]}, {"name": "Simon Jäger", "affiliation": ["Princeton University"]}, {"name": "Benjamin Schoefer", "affiliation": ["Berkeley College", "University of California, Berkeley"]}]

中文摘要

我们估计工人发声对生产率、工作质量与离职的影响。我们研究了芬兰于1991年引入的一项工人代表权：赋予员工人数不少于150人的企业中的工人在董事会或咨询委员会中拥有代表席位的权利，旨在促进劳动力与管理层之间的沟通。与信息共享理论一致，我们的双重差分（DID）设计表明，工人发声提高了劳动生产率。与退出-发声理论相反，我们未发现其对自愿离职存在影响。然而，处理组企业在我们的经济衰退样本期内减少了非自愿离职。2008年引入的车间代表制度——这是我们主要企业样本中早已存在的另一种工人发声制度——所产生的影响则更为有限。（JEL: E32, J24, J53, J63, M54）

Abstract

We estimate the effects of worker voice on productivity, job quality, and separations. We study the 1991 introduction of a right to worker representation on boards or advisory councils in Finnish firms with at least 150 employees, designed to facilitate workforce-management communication. Consistent with information-sharing theories, our difference-in-differences design reveals that worker voice raised labor productivity. In contrast to exit-voice theory, we find no effects on voluntary job separations. However, treated firms reduce involuntary separations (during our recessionary sample period). A 2008 introduction of shop-floor representation, another worker voice institution preexisting in our main firm sample, had more limited effects. (JEL E32, J24, J53, J63, M54)