英國(guó)薪酬水平和福利補(bǔ)貼規(guī)定的決定因素-外文翻譯

1、外文翻譯原文：原文：TheDeterminantsofPayLevelsFringeBenefitProvisioninBritainJohnFthNeilMillwardTheabilityoftradeunionstoraisepaylevelsiswellestablishedbutthecontractionoftheunionsectinBritaincallsthisintoquestion.Analysisofthe199

2、8WkplaceEmployeeRelationsSurveyshowsthatthereisstillaunionpremiumfsomeemployeescoveredbycollectivebargainingthatthiseffectspillsovertootheremployeesinthesamewkplaces.Employerwkplaceacteristicsgenerallyhaveagreaterimpacto

3、npaythanunionbargaining.Circumstanceswheretheunioneffectsarestrongestareidentified.Somesimilareffectsareshownftheprovisionoffringebenefits.WithinthelasttwentyyearstheBritishlabourmarkethaschangedfromonewherepaysettingwas

4、largelyajointaffairbetweenemployerstradeunionstoonewhereemployersmostlyactontheirownaccd.Intheerawhencollectivebargainingwasthenmmanyotheremploymentconditionsbesidespaywerejointlyregulated:hoursovertimeholidayssofth.With

5、thecontinuousdeclineincollectivebargainingoverpaysincethe1970sthesearealsonowmecommonlyamatterfmanagementdecision.Thismajshiftintheinstitutionalstructuresthroughwhichpayotheremploymentconditionsaredeterminedraisesanumber

6、ofquestionsthatresearchcanusefullyaddress.Inthepastmuchwkfocuseduponthesizeofthe‘unionwagepremium’butincurrentcircumstancesitseemsmerelevanttolookmebroadlyatthestructuresprocessesbywhichemployerssetthepayotherconditionso

7、ftheiremployees.Itmaybethattradeunionsstillhaveanimptantroleftheminityofemployeesthattheyrepresent.perhapsotherfmsofemployee‘voice’havebecomesalientwhatcanbesaidabouthowotheremploymenttermsaresettledin1998thepayofaroundt

8、wofifths(42percent)ofallemployeesinestablishmentswith10mewkerswasdeterminedbydifferenttypesofemployerdifferenttypesofemployee‘voice’haveanimptantbearingonhourlypaylevelsfcomparableemployees.Someoftherelationshipsareconsi

9、stentwithotherempiricalresearchsomeareatoddswithpreviousfindingssomearequitenovel.Inpartthenoveltyofsomeofourresultsstemsfromthesizerichnessofourdatasourceparticularlyitscombinationofemployeremployeedata.Wefindthatjobact

10、eristicshaveanimptantbearingonpaylevels.Employerspayhigherwagessalariesfpermanentjobsthantheydofsimilartemparyjobs.Theydonotfullycompensateemployeeswhowkovertimeonavoluntarybasissincethesehavealowerhourlyrateofpaythanemp

11、loyeeswhodonotwkovertimehours.Employeeswhowkcompulsyovertimedonotonaveragegetpaidatahigherhourlyratethanemployeeswkingonlystardhours.Thesedifferencesinhourlypaymayreflectdeliberatechoicesbyemployerstheymaybetheunintended

12、consequencesofemployers’decisionsaboutthedivisionoflabouroftheionselfionofemployeesintothedifferenttypesofjobs.Howeverinacapitalisteconomyitisprimarilyemployersmanagerswhodesignthedivisionoflabourwithinenterprisesindivid

13、ualwkplacessoarelargelyresponsiblefthedesignofjobs.Itislargelytheywhodecidewhetherjobsshouldbepermanenttemparyfullparttimeincludepayfovertimewkingsoon.Henceweregardassociationsbetweenthesejobacteristicslevelsofpayaslarge

14、lytheconsequencesofemployers’behaviour.Anothersetofjobacteristicsassociatedwithhigherhourlypayisthedegreetowhichtheemployeereceivesotherrewardsinducementstoloyaltyefft.Employeesprovidedwithfringebenefitssuchaspensionsenh

15、ancedsickpayjobsecurityguaranteesperfmancerelatedpaygenerallyalsohavehigherhourlyearningsfromtheirjob.Thisaddssuppttomanystudieswhichhaveshownhowemployerssupplementpaywithotherrewardsinanattempttoincreasewkerproductivity

16、.Oneparticularjobacteristicstsoutashavinganespeciallylargeeffectuponpaylevelstheextenttowhichthejobisganisedtobewithinagroupofjobsthataregenerallydonebymengenerallydonebywomen.Ofcourseithasbeenunlawfulfsometimefemployers