The authors' affiliations are, respectively, Center for Human Resources and Labor Studies, Carlson School of Management, University of Minnesota, and Department of Economics, University of Waterloo. E-mail: firstname.lastname@example.org.
Learning: What and How? An Empirical Study of Adjustments in Workplace Organization Structure
Version of Record online: 22 DEC 2010
Copyright © 2011 The Regents of the University of California
Industrial Relations: A Journal of Economy and Society
Volume 50, Issue 1, pages 76–108, January 2011
How to Cite
BEN-NER, A. and LLUIS, S. (2011), Learning: What and How? An Empirical Study of Adjustments in Workplace Organization Structure. Industrial Relations: A Journal of Economy and Society, 50: 76–108. doi: 10.1111/j.1468-232X.2010.00626.x
- Issue online: 22 DEC 2010
- Version of Record online: 22 DEC 2010
We seek to understand how firms learn about what adjustments they need to make in their organization structure at the workplace level. We define four organizational systems: traditional (the simplest system), high-performance (the most complex system), decision-making oriented, and financial-incentives oriented (intermediate complexity). We analyze (1) learning-by-doing on adoption of more or less complex systems, (2) the performance–experience learning curves associated with different systems, (3) the match between perceived organizational capabilities and the choice of systems, the influence of (4) other firms’ systems and performance on a firm’s adjustment decisions, and of (5) a firm’s location on its decisions.