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Journal articles on the topic 'Skilled worker'
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Ahmed, Shakil, Md Ikramul Hoque, Md Hamidul Islam, and Mehrab Hossain. "A Reality Check of Status Level of Worker against Skilled Worker Parameters for Bangladeshi Construction Industry." Journal of Civil Engineering and Construction 7, no. 3 (August 30, 2018): 132. http://dx.doi.org/10.32732/jcec.2018.7.3.132.
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Skilled worker is the main fuel to run the construction industry. To enhance construction management processes, worker is a vital factor. Lacking of skilled worker, have a huge negative impact on the construction cost, schedule and quality of construction work. Nine skilled worker parameter is setting out as Bangladesh perspective. The main objective of this study is to reality check of skilled worker parameter by evaluating the status level of worker against each parameter. The study was conducted by questionnaire survey. The questionnaire was designed by a comprehensive literature review and expert opinion. The data were collected through questionnaire survey among the construction workers in Bangladesh. The percentages of workers who satisfy the parameters of construction safety, materials, equipment and tools, labour law and BNBC are 19.35%, 6.45%, 9.68%, 4.87% and 2.30% respectively. The workers having the professional training, minimum education and minimum working experience are 6.45%, 46.06% and 62.50% respectively. And the physically fit worker is found 62.25% in this study. Increased numbers of skilled workers boost the construction process and productivity that creates a very positive impact in the construction industry and enriches the national economy of Bangladesh.
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Mann, Keith. "Whither the skilled worker?" Sociological Forum 8, no. 1 (March 1993): 143–50. http://dx.doi.org/10.1007/bf01112336.
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Puangyoykeaw, Kevalin. "Myanmar in Thailand: An Empirical Study of the Relationship among the Job Characteristics Model, Job Satisfaction, Organizational Commitment, and Turnover Intention in Low-skilled Workers." JOURNAL OF SOCIAL SCIENCE RESEARCH 6, no. 2 (December 30, 2014): 1017–28. http://dx.doi.org/10.24297/jssr.v6i2.3502.
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This paper presents new empirical findings in the academically sparse area of low-skilled worker management. Despite their important presence in the labour-intensive sector, a limited amount of research and study has been done regarding low-skilled worker attitude. This empirical paper studied 400 low-skilled Myanmar immigrant workers in the Thai seafood-processing industry to find out the level of their attitude toward job satisfaction, organizational commitment, turnover intention, and job characteristic factors. Descriptive analysis, t-test, ANOVA, correlation, and regression analysis are used in this study. The results reveal a mixture of evidence supportive to that of past literatures and a surprisingly contradictory result in the area of turnover intention. Through this new empirical finding, entrepreneurs and society gain a better understanding of low-skilled workers and understand how to manage and motivate this unique group of employees more effectively and efficiently in the future.Â
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Liu, Weiguang. "The Self-Fulfilling Discriminations and Mismatches for Old Workers and Poor Workers." Applied Economics and Finance 5, no. 1 (December 19, 2017): 58. http://dx.doi.org/10.11114/aef.v5i1.2606.
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There exists very general discriminations and mismatches for the old workers and poor workers. This paper built a model to explain the reason of that phenomenon based on asymmetry information. A skilled worker may be mismatched with unimportant jobs because of the social bias towards old workers and poor workers, in that situation, the expense workers spend to become skilled will not be covered, which will be a big disincentive for workers to be skilled. The disincentive will lead to less skilled workers, so the working performance of certain kinds of workers in the whole society will be worse, which will confirm the discrimination. In that process, the expense to be skilled is a key factor. And we also try to use that model to explain some phenomena, such as East Asian miracle and class solidification.
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Yuksekdag, Yusuf. "Individual Responsibilities in Partial Compliance: Skilled Health Worker Emigration from Under-Served Regions." Public Health Ethics 13, no. 1 (October 31, 2019): 89–98. http://dx.doi.org/10.1093/phe/phz016.
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Abstract One of the ways to address the effects of skilled worker emigration is to restrict the movement of skilled workers. However, even if skilled workers have responsibilities to assist their compatriots, what if other parties, such as affluent countries or source country governments, do not fulfil their fair share of responsibilities? This discussion raises an interesting problem about how to think of individual responsibilities under partial compliance where other agents (including affluent countries, developing states, or other individuals) do not fulfil their fair share of responsibilities. What is fair to expect from them? Taking health worker emigration as a case in point, I discuss whether the individual health workers’ fair share of responsibilities to address basic health care needs decreases or increases when the other parties do not fulfil their share. First, I review the responsibilities that different stakeholders may hold. Second, I argue that there are strong reasons against increasing or decreasing health workers’ fair share of responsibilities in a situation of partial compliance. I also argue that it is unfair for non-complier states to enforce health workers to fulfil their fair share or take up the slack.
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Said, Rusmawati, Kamarul Hidayah Abdul Hamid, and Nursyazwani Mazlan. "How Does Immigration Affect Wages and the Unemployment Rate in Malaysia? A Computable General Equilibrium (CGE) Approach." Asian Social Science 16, no. 11 (October 31, 2020): 100. http://dx.doi.org/10.5539/ass.v16n11p100.
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Malaysia had approximately 2 million migrants in 2018, and this number was increasing dramatically by 25 percent in 2019. Parallels with the aims of country policy to reduce migrant workers' dependency in 2020, managing the workers needs to be clarified. At the same time, the country still needs to keep them for specific sectors. These issues motivate us to analyze the migrant worker's requirements at different levels of skills and wages. Using Computable General Equilibrium (CGE) modeling, at four-level nested CES production function, this study found high skilled migrants will harm wages for the high skilled and skilled groups while the opposite effect was observed for the semiskilled and low-skilled groups. However, when the migrant stock increases slightly below 1 percent, it will reduce the wages for semiskilled workers due to substitution effects. This study also found that the influx of low-skilled migrant workers will reduce salaries for semiskilled and low-skilled workers. The analysis also indicates that a small rise in high skilled immigrant labour will reduce the unemployment rate; likewise, increasing more than 4 percent will increase the unemployment rate. The results provide the policymaker guidelines to employ foreign workers' best skills to control the inequality of wages among skilled and low-skilled workers.
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Narayanan, Abhinav, and Emon Nandi. "Do Skilled Workers Have Decent Jobs?" Indian Journal of Human Development 11, no. 1 (April 2017): 124–32. http://dx.doi.org/10.1177/0973703017715920.
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Skill is an important attribute that makes a worker employable in a decent job. In India, successive governments have recognized this fact and have, over the years, taken up a number of investments and initiatives with regards to skill development of the workforce. The National Skill Development Mission introduced in the 2015–2016 year’s budget is based on the underlying positive relationship between skill and employability. But do the skilled workers in India have decent jobs? This article shows that a majority of the skilled workers are employed as informal workers with no employment benefits. We discuss two important reasons that may have contributed to the ineffectiveness of skill development programmes in creating decent job opportunities for workers.
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Sumption, Madeleine. "Is Employer Sponsorship a Good Way to Manage Labour Migration? Implications for Post-Brexit Migration Policies." National Institute Economic Review 248 (May 2019): R28—R39. http://dx.doi.org/10.1177/002795011924800111.
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This paper examines the implications of labour migration models that rely on employer sponsorship. According to UK government proposals, long-term migration into high-skilled jobs after Brexit will require workers to be sponsored by employers, while workers in low-skilled and low-wage jobs will receive short-term work permits that do not require an employer sponsor. The paper argues that choosing employer sponsorship over worker-driven routes has three key effects: it gives the government greater ability to regulate which jobs migrants fill; it gives employers more power over their workforce; and it increases the administrative burden associated with hiring workers from overseas. This implies that in high-skilled jobs, employer sponsorship is likely to improve the skill composition of labour migrants but reduce the total number of skilled workers admitted; and that in low-skilled positions the government faces a trade-off between the ability to channel workers to specific jobs (including those where employers struggle to attract workers) and the risk of increasing underpayment or exploitation.
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Arnoldi, Emsie, Rachelle Bosua, and Vanessa Dirksen. "Mapping themes for the well-being of low-skilled gig workers: Implications for digital platform design." Transitions: Journal of Transient Migration 5, no. 1 (March 1, 2021): 55–75. http://dx.doi.org/10.1386/tjtm_00031_1.
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Platform-based work and corresponding business models are redefining the work landscape. The rapid growth in digital platforms has prospered since the start of the pandemic, enabling various service-based gig work tasks such as Amazon, Uber and Deliveroo. Currently, there is scant literature that examines the well-being of gig workers in the platform economy. In this article, we reflect on the well-being of one category of gig workers, low-skilled service-based gig workers. These workers are often migrants or transient workers who face barriers to enter the job market in a foreign country, need a job to generate an income for the family, often transition between jobs or wish to conduct flexible, temporary gigs afforded by many digital platforms. Informed by an overview of the literature and the International Labour Organization’s (ILO) definition of well-being, our study supports the notion that precarity leads to compromised worker well-being. As a consequence, we identify four themes for gig worker well-being that can be incorporated in the design of platforms to improve the well-being of low-skilled service-based workers: (1) regulatory aspects and contracts to protect the worker, (2) job-related appraisal and reward systems, (3) feeling connected in a work-related social network and (4) algorithmic control and organization of tasks and work. Our study opens discourse on digital platform worker well-being, suggesting improvements to digital platform design to support worker well-being for service-based gig workers and potentially all forms of gig work.
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Pramadini, Nurin, Inggar Septhia Irawaty, and Ashar Saputra. "EFFECT OF THE SKILLED WORKER CERTIFICATION ON THE SUSTAINABLE INFRASTRUCTURE DEVELOPMENT." Journal of the Civil Engineering Forum 3, no. 1 (August 29, 2017): 271. http://dx.doi.org/10.22146/jcef.26592.
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Infrastructure plays an important role in the occurring development process, in which the human resource is an important factor in it. This research was conducted in the work area of the Construction Training Agency Region II Surabaya Unit (Balai Pelatihan Konstruksi Wilayah II Surabaya). The data were collected by using questionnaire or questions list, which was given to the provider and the user of the skilled labor—consisted of 60 people of 30 certified skilled workers and 30 non-certified skilled workers. The data was processed by using SPSS. The result showed that the number of certified skilled workers that know the characteristic of sustainable infrastructure is higher when compared with the non-certified skilled workers. The average 95.4% of certified skilled workers know about the characteristic, while it’s 91.1% in the non-certified skilled workers. Certified workers that implement the characteristic of sustainable infrastructure is of 75.9% and 62.8% of noncertified workers do the aforementioned. According to the calculation, there is some influence between the knowledge of sustainable infrastructure characteristic and the project implementation, based on 57 from total 65 research variables.
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A, Ana, Danny Meirawan, Vina Dwiyanti, and Saripudin S. "Character of Industrial 4.0 Skilled Workers." International Journal of Engineering & Technology 7, no. 4.33 (December 9, 2018): 166. http://dx.doi.org/10.14419/ijet.v7i4.33.23524.
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Character of industrial 4.0 skilled worker is an important thing to prepare as soon to face industrial challenge in 4th revolution industry. Industrial 4.0 is an industry that combines automation technology with cyber technology. It will give more impact and change everything totally. Various forms of education must be introduced, but it still does not solve problems for older workers and do not want to change following the development of industrial progress. Because in industrial 4.0 of disruption era will be ordered robot as an effective and efficiency solution for industry and less cost also. So, as worker we must improve our skill to compete and win it. In this research contains three main topics are (a) knowing the industrial Era 4.0, (b) disruption in the industrial Era 4.0 (c) Skills to face industry 4.0. This research method use literature review as 1) searching and selection 2) describe, 3) analysis. The conclusions overall suggest that all workers must improve their skills to face industrial 4.0 era. In this research suggest 4 main skills are effective communication, learn and innovative, information-media-technology, skills full in life and career.
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Caselli, Francesco, and Antonio Ciccone. "The Human Capital Stock: A Generalized Approach: Comment." American Economic Review 109, no. 3 (March 1, 2019): 1155–74. http://dx.doi.org/10.1257/aer.20171787.
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Jones (2014 ) examines development accounting with imperfect substitutability between different types of skills in the production of output. He finds that human capital variation can account for the totality of the variation in income across countries. We show that this finding is entirely due to an assumption that the relative wage of skilled workers is solely determined by attributes of workers (once the supply of skilled workers is accounted for). If skill premia are predominantly determined by technology, institutions, and other features of the economic environment, human capital differences explain none of the variation in income per worker. (JEL E24, I26, J24, J31)
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Whittaker, J. Gregg. "Skills Gap – A Strategy for Increasing Knowledge Worker Supply & Demand." Journal of Business 1, no. 4 (September 29, 2016): 13. http://dx.doi.org/10.18533/job.v1i4.42.
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The U.S. Economy has been and continues to be burdened with a “Skills Gap” where the skills of the available workforce are mismatched with the skilled talent needs of employer. The skills gap is especially evident among knowledge workers. Millions of people in the US are looking for jobs while millions of skilled jobs remain open. The unemployed and the underemployed in general do not posess the professional skills necessary for the jobs that are available. The conundrum is this recognized shortage of skilled knowledge workers has not led to the expected increase in salaries traditional economic analysis would suggest. This paper explains the true economic analysis of the skills gap in terms of an economic “wedge” that supresses knowledge worker saleries in the face of worker shortages. The paper recognizes a systemic disharmony between the momentum of traditional higher education and the rapidly changing needs and demands for professional skill sets in the marketplace. Traditional academic institutions are not predisposed to creating job-ready professionals that meet market needs, and private sector businesses are not positioned to fill the professional education, training and development gaps that exist. Significant opportunities exist to reposition the players to cerate opportunities for both academic intuitions and private sector companies to address the skills gap problem efficiently and effectively.
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Eisenberg-Guyot, Jerzy, and Seth J. Prins. "Relational Social Class, Self-Rated Health, and Mortality in the United States." International Journal of Health Services 50, no. 1 (November 7, 2019): 7–20. http://dx.doi.org/10.1177/0020731419886194.
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Applying a relational class theory based on property ownership, authority, and credentials/skill, we analyzed the relationship between class, self-rated health (SRH), and mortality using the 1972–2016 General Social Survey. In a simple measure of class, we assigned respondents to worker, manager, petty bourgeois, or capitalist classes. In a complex measure, we subdivided workers (less-skilled/more-skilled), managers (low/high), and capitalists (small/large). Next, we estimated trends in class structure. Finally, after gender-stratification, we estimated the relationships between class, SRH, and mortality and, in sensitivity analyses, tested for class-by-race interaction. Class structure changed little over time, with workers constituting over half the population each decade. Concerning SRH, for the simple measure, managers, petty bourgeoisie, and capitalists reported better health than workers. For the complex measure, patterns were similar, although skilled workers reported better health than less-skilled workers, low managers, and petty bourgeoisie. Concerning mortality, for the simple measure, inequities were small among women; among men, only capitalists’ hazard was lower than workers’ hazard. For the complex measure, across genders, the hazards of less-skilled workers and petty bourgeoisie were highest, while skilled workers’ hazard resembled that of managers and capitalists. Finally, we found some evidence that the relationship between class and mortality varied by race, although the estimates were imprecise.
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Hummels, David, Rasmus Jørgensen, Jakob Munch, and Chong Xiang. "The Wage Effects of Offshoring: Evidence from Danish Matched Worker-Firm Data." American Economic Review 104, no. 6 (June 1, 2014): 1597–629. http://dx.doi.org/10.1257/aer.104.6.1597.
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We employ data that match the population of Danish workers to the universe of private-sector Danish firms, with product-level trade flows by origin- and destination-countries. We document new stylized facts about offshoring and instrument for offshoring and exporting. Within job spells, offshoring increases (decreases) the high-skilled ( low-skilled) wage; exporting increases the wages of all skill-types; the net wage-effect of trade varies substantially within the same skill-type; conditional on skill, the wage-effect of offshoring varies across task characteristics. We estimate the overall effects of offshoring on workers' present and future income streams by constructing pre- offshoring-shock worker-cohorts and tracking them over time. (JEL F14, F16, J24, J31, L24)
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Hongfei, Xu. "The impact of training on the improvement of skills of manufacturing skilled workers in the context of big data and legal consideration." E3S Web of Conferences 253 (2021): 02007. http://dx.doi.org/10.1051/e3sconf/202125302007.
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With the key words of skilled worker training, evaluation, innovation, mobility and motivation, three sets of relevant survey questionnaires were designed for skilled workers, managers and enterprises, and they were used in more than ten enterprises in Hubei. In the questionnaire data statistics, according to the principle of "single-question compliance", data that does not meet the requirements of the topic selection is eliminated. Based on high-quality development and manufacturing in Hubei Province, this article summarizes and puts forward the problems that exist in the training process and the improvement of skills of manufacturing skilled workers in Hubei Province under the background of big data through the analysis of effective data and field investigations. Thinking about the corresponding countermeasures from the legal level.
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Grady, John. "Training templates may prevent skilled worker shortfall." Industrial Biotechnology 2, no. 1 (March 2006): 21–23. http://dx.doi.org/10.1089/ind.2006.2.21.
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Yonemochi, Teruhisa. "Metal Mold Skilled Worker Supporting Japanese Industries." Journal of the Society of Mechanical Engineers 103, no. 985 (2000): 794–95. http://dx.doi.org/10.1299/jsmemag.103.985_794.
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Wang, Q., G. W. Owen, and A. R. Mileham. "Comparison between fixed- and walking-worker assembly lines." Proceedings of the Institution of Mechanical Engineers, Part B: Journal of Engineering Manufacture 219, no. 11 (November 1, 2005): 845–48. http://dx.doi.org/10.1243/095440505x32805.
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Linear walking-worker assembly lines are a novel form of flexible assembly system where fitters travel along the line carrying out each assembly task at each workstation. They attempt to combine the flexibility of the workbench system with the efficiency of the conventional fixed-worker assembly line. This concept has been implemented in a local manufacturing company where conventional assembly systems have been dominant for many years. This paper describes an investigation into this implemented walking-worker assembly line. The research work makes a comparison of the system's performance based on the same production line operated with fixed workers or with walking workers. The research approach was to develop simulation models for the alternative systems and to compare their simulation results. The results have shown that by using multiple-skilled walking workers this novel system has several advantages over the conventional fixed-worker assembly line under similar conditions.
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Ang, Mei Choo, Kok Weng Ng, Siti Azfanizam Ahmad, and Amelia Natasya Abdul Wahab. "Using TRIZ to Generate Ideas to Solve the Problem of the Shortage of ICT Workers." Applied Mechanics and Materials 564 (June 2014): 733–39. http://dx.doi.org/10.4028/www.scientific.net/amm.564.733.
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With the ever competitive global market swamped with more choices of high-tech gadgets from smartphones to head-mounted display eyewear like “Google Glass”, Information and Communication Technology (ICT) is one of the key factors to engineering and technological advancement and the bridge to the future. In view of such significant importance, the government of Malaysia has been embarking on national policies to prioritise the education and the programmes on ICT to train and produce highly skilled ICT workers to achieve the nation’s ambition to become a developed country. Despite the government efforts, studies have shown that Malaysia is still currently facing shortage of skilled ICT workers. In view of this shortage of skilled ICT worker problem, a systematic engineering problem solving theory known as TRIZ is applied to generate ideas and potential solutions to solve this problem in this research.
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Park, Young-bum. "Temporary Low-skilled Migrant Worker Program in Korea: Employment Permit Scheme." Arbor 192, no. 777 (February 28, 2016): a290. http://dx.doi.org/10.3989/arbor.2016.777n1006.
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Náplava, Radek. "Changing structure of Employment in Europe: Polarization Issue." Review of Economic Perspectives 19, no. 4 (December 1, 2019): 307–18. http://dx.doi.org/10.2478/revecp-2019-0016.
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Abstract In recent years, labor markets have experienced a polarization phenomenon, with the rise of low-skill and high-skill workers, and a decline in the number of middle-skill workers. The polarization of the labor market has been most often investigated in the US, UK, and some European countries. This paper shows the changes in the employment structure in all EU countries between 2008 and 2017. Attention is also paid to the Czech Republic and change during 1993 and 2017. The added value of the article lies in two factors. The first is the division of skills by industry in which the worker is located and not by occupational classification, the second is an explicit view of the Czech Republic. The results provide some evidence about the polarization of the labor market in twenty-one EU countries. Results imply polarization also in the Czech Republic during a longer period, because the number of high-skilled and low-skilled workers increased by 6.63 p. p. and by 1.16 p. p. respectively, at the expense of middle-skilled workers.
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Bougheas, Spiros, and Douglas R. Nelson. "Skilled Worker Migration and Trade: Inequality and Welfare." World Economy 35, no. 2 (February 2012): 197–215. http://dx.doi.org/10.1111/j.1467-9701.2011.01428.x.
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Postle, Karen. "Empowerment, Assessment, Care Management and the Skilled Worker." Practice 26, no. 5 (October 7, 2014): 327–31. http://dx.doi.org/10.1080/09503153.2014.963293.
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Cedillo, Leonor, Katherine Lippel, and Delphine Nakache. "Factors Influencing the Health and Safety of Temporary Foreign Workers in Skilled and Low-Skilled Occupations in Canada." NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 29, no. 3 (August 7, 2019): 422–58. http://dx.doi.org/10.1177/1048291119867757.
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This article reports on a study of occupational health and safety (OHS) challenges for temporary foreign workers (TFWs) in low- and high-skilled occupations, based on twenty-two cases drawn from a broader study in three Canadian provinces. Interviewees in construction, meat processing, hospitality, and fast food reported concerns regarding working conditions and OHS issues. They include precarious migration status affecting voice; contrasting access to social support; and mechanisms undermining regulatory effectiveness. Sources of vulnerability include closed work permits (making workers dependent on a single employer for job security and family reunification); ineffective means to ensure contractual compliance; and TFW invisibility attributable to their dispersal throughout the labor market. Violations include increased workload without an increase in pay and non-compliance with OHS and contractual rules without oversight. Positive and negative practices are discussed. Recommendations include improving migration security to preserve worker voice and facilitating communication between immigration and OHS authorities.
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Subedi, Rajendra Prasad, and Mark Warren Rosenberg. "“I am from nowhere”: identity and self-perceived health status of skilled immigrants employed in low-skilled service sector jobs." International Journal of Migration, Health and Social Care 13, no. 2 (June 12, 2017): 253–64. http://dx.doi.org/10.1108/ijmhsc-09-2015-0035.
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Purpose The foreign-born skilled immigrant population is growing rapidly in Canada but finding a job that utilizes immigrants’ skills, knowledge and experience is challenging for them. The purpose of this paper is to understand the self-perceived health and social status of skilled immigrants who were working in low-skilled jobs in the service sector in Ottawa, Canada. Design/methodology/approach In this qualitative study, semi-structured interviews with 19 high-skilled immigrants working as taxi drivers and convenience store workers in the city of Ottawa, Canada were analysed using a grounded theory approach. Findings Five major themes emerged from the data: high expectations but low achievements; credential devaluation, deskilling and wasted skills; discrimination and loss of identity; lifestyle change and poor health behaviour; and poor mental and physical health status. Social implications The study demonstrates the knowledge between what skilled immigrants expect when they arrive in Canada and the reality of finding meaningful employment in a country where international credentials are less likely to be recognized. The study therefore contributes to immigration policy reform which would reduce barriers to meaningful employment among immigrants reducing the impacts on health resulting from employment in low-skilled jobs. Originality/value This study provides unique insights into the experience and perceptions of skilled immigrants working in low-skilled jobs. It also sheds light on the “healthy worker effect” hypothesis which is a highly discussed and debated issue in the occupational health literature.
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Coker, Christine, Patricia Knight, Ben Posadas, Scott Langlois, and Randy Coker. "MISSISSIPPI STATE UNIVERSITY'S RESEARCH AND EDUCATION EFFORTS TO INCREASE NURSERY MECHANIZATION ACROSS THE GULF SOUTH." HortScience 41, no. 3 (June 2006): 514B—514. http://dx.doi.org/10.21273/hortsci.41.3.514b.
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The greenhouse and nursery industry is one of the fastest growing sectors of the region's agricultural economy; however, a major problem facing this industry is a shortage of workers, particularly skilled workers. A recent national survey of commercial nursery/landscape operations listed labor shortage as the number one limitation facing the industry at the end of 2001. The target population of this project is greenhouse and nursery workers in the Gulf South. The goal of this project is to develop and identify automated systems that can be adapted by the highly diverse greenhouse and nursery industry. Adoption of this technology will improve working conditions for greenhouse and nursery workers, increase worker retention, improve worker safety, increase worker productivity, improve skill levels, and create new jobs related to servicing the machinery and instrumentation. The Coastal Research and Extension Center, in cooperation with industry leaders representing the Gulf South, has identified several major areas of program focus. Together, we have developed a comprehensive set of production issues which will be addressed through the integration of applied mechanization technologies developed through this project.
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Mahata, Sushobhan, Rohan Kanti Khan, and Ranjanendra Narayan Nag. "Economic Recession, Informal Sector and Skilled–Unskilled Wage Disparity in a Developing Economy: A Trade-Theoretical Analysis." Foreign Trade Review 55, no. 2 (January 24, 2020): 168–88. http://dx.doi.org/10.1177/0015732519894132.
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The paper analyses some selective aspects of economic crises, namely skilled-sector recession, reversed international migration of labour and decline in foreign capital inflow on the informal sector employment and wage rate in developing economies and seeks to explain the non-monotonic effect on the informal sector both across nations and within nation across sectors. In so doing, we develop three-sector General Equilibrium models under two different scenarios which may apply to a large class of emerging market economies. In the first model, we have a traded informal export sector, and the role of the non-traded informal sector in the presence of credit market imperfection is analysed in the second model. Skilled-sector recession produces a favourable (unfavourable) effect on the workers employed in the traded informal sector (non-traded informal sector) due to an induced complementary relationship between the high-skilled export sector and the informal sector. A fall in emigration level of skilled or unskilled worker and a decline in foreign capital inflow hurt the workers in the informal traded sector, while the workers in the non-traded informal sector gain. The results of the paper reflect contradictions of an emerging economy, which is essentially hybrid economics in which capitalist nucleus has a conditional-conditioning relationship with an archaic structure. JEL Codes: F13, J31
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Wijayanti, Febry, and Irina Turgel. "Migration Flow and Social Protection Policy: Case Study Indonesia – Malaysia." Journal of Indonesian Applied Economics 9, no. 1 (February 28, 2021): 41–48. http://dx.doi.org/10.21776/ub.jiae.2021.009.01.5.
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Nowadays, the rest of the world concentrates on increasing global economies through the development of technology and productivity growth. This intent creates uneven economic opportunities, inequality, and social disparity between developed, developing, and undeveloped countries. On the other hand, the discrepancy between them contributes to increasing the migration flow, particularly in ASEAN. Moreover, the population movement between Indonesia-Malaysia majority is a low-skilled migrant and brings several problems for both countries. Thus, the scheme of social protection for a migrant becomes a crucial matter to implement. Hence, this paper aims to acknowledge the migration flow and assess Indonesia and Malaysia's social protection schemes. The result shows that distance is an essential variable of Indonesia's worker migrant than Malaysia's wage rate. Hence, the discourse for stopping worker migrants, particularly domestic workers, is not a great solution. Notably, the government should create a proper MoU with Malaysia to protect worker migrants, particularly domestic workers.
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Bernhardt, Dan, Eric Hughson, and Edward Kutsoati. "The Evolution of Managerial Expertise: How Corporate Culture Can Run Amok." American Economic Review 96, no. 1 (February 1, 2006): 195–221. http://dx.doi.org/10.1257/000282806776157669.
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This paper investigates how noisy evaluation of worker skills affects human capital investments and hiring. Individuals distort investments toward skills that most managers can evaluate. Dynamically, when workers become managers, managerial expertise can become increasingly skewed over time, raising investment distortions and reducing output. If firms select managerial expertise strategically, efficient investments can be retrieved when (a) identifying whether workers' skills matter more than distinguishing among skilled workers, and (b) initial investment distortions are small. Otherwise, such strategic design worsens long-run outcomes. Finally, we determine when short-run affirmative action policies are effective.
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Okumoto, Yasuhisa. "Optimization of a Working Route Using the Genetic Algorithm." Journal of Ship Production 16, no. 01 (February 1, 2000): 40–45. http://dx.doi.org/10.5957/jsp.2000.16.1.40.
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ABSTRACT Since the working situation of the Japanese shipbuilding industry is changing due to the decrease of skilled workers, the production management system should be improved as suitable for skill-independent production. Under such conditions, it is important to indicate working details to non-skilled workers, which contain so-called 4W1H - Who, When, Where, What, How - including the working procedure. In this report, a working route simulation to achieve a minimum working period is carried out using the genetic algorithm (GA) for assembly welding or block painting work on a ship hull as an example. This defines the job sequence of each worker in a block. A personal computer based program (C++) was developed and applied. The calculation result of the sample data showed a good result to get optimum working route to have minimum working period.
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Søreide, Gunn Elisabeth. "High-skilled newcomers’ identity: learners or experts?" Journal of Workplace Learning 28, no. 1 (February 8, 2016): 2–16. http://dx.doi.org/10.1108/jwl-12-2014-0088.
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Purpose – The purpose of this paper is to investigate the negotiation of learner and worker identities in a group of high-skilled newcomers who participate in an introductory and mentoring programme. Design/methodology/approach – The paper takes the interdependence of learning, work and identity and a constructivist approach to identity as a point of departure. The design is qualitative with semi-structured interviews as the main source of data. Findings – For the learning potential in introductory programmes to be fulfilled, all parties involved must recognise a need for learning. This is especially important in organisations that are knowledge intensive and that demand highly skilled and competent workers, as negotiations of learner identity might be more demanding for this group of employees. Research limitations/implications – The current paper is situated in a specific organisational and national context, and only pays attention to some of the negotiations between expert and learner identities that are relevant if induction programmes and initiatives should be experienced as positive. Connections between identity work, learning and job performance for this group of workers should consequently be empirically investigated by a variety of methods and within several organisational and national contexts. Practical implications – The paper shows that it is vital for organisers and leaders to be sensitive to the significance that the identity work has for learning, when they plan, execute and evaluate induction programmes and initiatives for high-skilled and competent workers. Originality/value – The facilitation of job transitions and induction for high-skilled and experienced workers is underresearched, and the paper shows how identity and learning is closely connected for this group of employees.
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Lian, Jie, ChenGuang Liu, WenJuan Li, and Yong Yin. "A multi-skilled worker assignment problem in seru production systems considering the worker heterogeneity." Computers & Industrial Engineering 118 (April 2018): 366–82. http://dx.doi.org/10.1016/j.cie.2018.02.035.
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Otis, Eileen, and Tongyu Wu. "The Deficient Worker: Skills, Identity, and Inequality in Service Employment." Sociological Perspectives 61, no. 5 (April 11, 2018): 787–807. http://dx.doi.org/10.1177/0731121418766899.
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Skill is central to inequality in the workplace, as a basis of material reward and status recognition. While much research treats skill as a set of abilities possessed—or not—by a worker, scholars have yet to grasp the organizational processes whereby jobs come to be taken as rudimentary and the worker performing them unskilled and therefore deficient. To illuminate these processes, we travel to Beijing, China, where workers are loquacious about inequalities confronted in relatively new forms of labor. By juxtaposing two service workplaces where similar sets of work tasks carry contradictory value, we discover the social relations that demote workers and their jobs based on identities, femininity in one workplace, rurality in another. We argue that formulating job tasks as skilled or unskilled is itself a kind of organizational work, which recruits the efforts of managers, colleagues, and customers. Unskilled workers do not appear in the workplace already deficient, but become so through organizational processes.
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Levy, Matthew, and Balázs Szentes. "An Alternative to Signaling: Directed Search and Substitution." American Economic Journal: Microeconomics 8, no. 4 (November 1, 2016): 1–15. http://dx.doi.org/10.1257/mic.20150116.
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This paper analyzes a labor market, where: workers can acquire an observable skill at no cost, firms differ in unobserved productivity, workers' skill and firms' productivity are substitutes, and firms' search is directed. The main result is that, if the entry cost of firms is small, no worker acquires the skill in the unique equilibrium. For intermediate entry costs, a positive measure of workers obtain the skill, and the number of skilled workers goes to one as entry costs become large. Welfare is highest when the entry cost is high. (JEL D21, D24, D82, D83, J24)
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Trerise, Barbara, and Louise Lemieux-Charles. "An Assessment of the Introduction of a Multi-Skilled Worker into an Acute Care Setting." Healthcare Management Forum 9, no. 3 (October 1996): 43–48. http://dx.doi.org/10.1016/s0840-4704(10)60862-9.
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The first reengineering project undertaken by the Sunnybrook Health Science Centre after adopting a philosophy of patient-focused care was the introduction of a new category of worker: the multi-skilled service assistant. This article describes the experiences of the first two cohorts of service assistants and assesses the changes made to the work itself and the integration of the new workers into the work environment. It concludes by sharing recommendations for introducing a new work role.
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Matsumori, Hiroki, Shin Wakitani, and Mingcong Deng. "Design and Application of a Data-Driven Expert Controller Based on the Operating Data of a Skilled Worker." Journal of Robotics and Mechatronics 28, no. 5 (October 20, 2016): 730–38. http://dx.doi.org/10.20965/jrm.2016.p0730.
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[abstFig src='/00280005/16.jpg' width='300' text='Schematic of data-driven expert controller' ] In recent years, due to the mass retirement of skilled workers, loss of expertise has emerged as a problem in Japan. Meanwhile, the performance of computer hardware has been drastically improving. Skill-based PID controllers utilizing a database have been proposed as a potential solution to this problem. However, these controllers may not respond to multiple demands of control performance from users because the controller was not considered in the evaluation from the users. As a solution to this problem, an expert controller based on a skilled worker’s operating information with control performance assessments has been proposed. According to the method, I/O data, PID parameters that are estimated using the operating data and evaluation values of the skill of the skilled worker are stored in the database. From this, information vectors with high scores are selected, and a local PID controller is designed in response to the user’s requirements. In the conventional research, the least squares method is applied for estimating the PID parameters from the operating data of the skilled worker, and there are no restrictions on their values. This risks a loss of physical meanings of PID parameters in the case that they have negative values. In this research, an expert controller using particle swarm optimization (PSO) is proposed. In this method, data obtained by human control of a control simulator constructed on a computer is used to estimate human’s skill as PID parameters. Moreover, providing restrictions for the estimation of PID parameters enables them to preserve their physical meanings. In this research, the effectiveness of the proposed expert controller is verified using a control simulator.
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Devadoss, Stephen, and Jeff Luckstead. "Contributions of Immigrant Farmworkers to California Vegetable Production." Journal of Agricultural and Applied Economics 40, no. 3 (December 2008): 879–94. http://dx.doi.org/10.1017/s107407080000239x.
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A major concern with immigrants coming into the United States is that they adversely affect domestic workers through job competition and wage depression. We study the displacement and wage reduction effects of immigrants in California vegetable production, which is labor intensive, and 95% of the farmworkers in California are immigrants. Our findings show that this concern is not valid in vegetable production because the addition of one new immigrant displaces only 0.0123 domestic workers, and wage reduction is inconsequential. But one immigrant worker increases the vegetable production by $23,457 and augments the productivity of skilled workers, material inputs, and capital by $11,729.
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Herliand, Tetiana. "PROFESSIONAL TRAINING OF FUTURE SKILLED WORKERS IN PROFESSIONAL (VOCATIONAL) EDUCATION SCHOOLS BASED ON MODULAR ÀND COMPETENCE APPROACH." Науковий вісник Інституту професійно-технічної освіти НАПН України Професійна педагогіка, no. 2(19) (November 25, 2019): 18–23. http://dx.doi.org/10.32835/2223-5752.2019.19.18-23.
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Relevance: in order to implement the effective personal self-realization of the future skilled worker, there is a need for the system of professional (vocational) education to follow the changes in the sphere of work, respond to the economic situation in the country, the structure of the market of professions, the demand for new competences. All this requires a significant increase in the degree of flexibility of this education system, creation of fundamentally new forms of its interaction with the labor market, employers and their active participation in its further and future development.
Purpose: to carry out theoretical and methodological substantiation of the system of professional training of future skilled workers in the professional (vocational) education schools on the basis of modular competence approach.
Methods: theoretical analysis, study of regulatory documents, analysis of curricula – to find out the state of development of the problem and determine the directions of research; comparison – to study different scientific perspectives on the problem; analysis and synthesis – to develop criteria and indicators of the readiness of future skilled workers to carry out professional activities on a modular basis; systematization and generalization – to formulate conclusions.
Results: the essential characteristics of module competence training are revealed, its peculiarities and main aspects are characterized, which create the proper conditions for the formation of key competences and suc- cessful training of future skilled workers, the development of their creative cognitive activity and independence in terms of modular mastery of professional activity.
Conclusions: in the implemented professional training of future skilled workers, based on modular com- petence, there is a complex development of skills and knowledge within the framework of formation of the specific competence of the individual, which ensures the fulfillment of the specific labor function and reflects the requirements of the modern labor market.
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SHINTOYO, NAOKI. "Worker-financed versus Firm-sponsored Training: How are Skilled Workers Supplied to the Economy?" Economica 77, no. 305 (January 2010): 110–27. http://dx.doi.org/10.1111/j.1468-0335.2008.00737.x.
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Rohrbach-Schmidt, Daniela. "Putting Tasks to the Test: The Case of Germany." Social Inclusion 7, no. 3 (September 5, 2019): 122–35. http://dx.doi.org/10.17645/si.v7i3.2025.
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The demand for skills has changed throughout recent decades, favouring high-skilled workers that perform abstract, problem-solving tasks. At the same time, research shows that occupation-specific skills are beneficial for labour market success. This article explores (1) how education, workplace characteristics and occupations shape job task requirements, (2) how within-occupation job task content relates to wages, and (3) whether these relationships vary across types of tasks due to their presumably varying degrees of occupational specificity. Using worker-level data from Germany from 2011–2012 the article shows that a large part of task content is determined by occupations, but that task requirements also differ systematically within occupations with workers’ educational levels and workplace characteristics. Moreover, differences in task usage within occupations are robust predictors of wage differences between workers. Finally, the results suggest that non-routine manual tasks have a higher occupational specificity than abstract and routine tasks, and that manually skilled workers can generate positive returns on their skills in their specific fields of activity.
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S. V., Mamatha. "Stickiness: An Unspoken Chapter in the Gig World." NHRD Network Journal 13, no. 2 (April 2020): 220–25. http://dx.doi.org/10.1177/2631454120925700.
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Gig economy is very attractive due to its alluring factors of flexibility, control work–life balance and entrepreneurial activities, but is it enough to bring them back to the same platform companies. Stickiness and gig economy are opposites as stickiness defies the core principle of gig economy, which is temporariness. But stickiness needs focus as more gig workers are dependent on it as a steady source of primary income. Companies also look at them for getting highly skilled workers at lower costs. This article delves into the factors which bring repeat business from the same gig worker to the platform company.
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Kurer, Thomas, and Aina Gallego. "Distributional consequences of technological change: Worker-level evidence." Research & Politics 6, no. 1 (January 2019): 205316801882214. http://dx.doi.org/10.1177/2053168018822142.
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This paper explores the employment trajectories of workers exposed to technological change. Based on individual-level panel data from the UK, we first confirm that the share of middle-skilled routine workers has declined, while non-routine jobs in both high- and low-skilled occupations have increased, consistent with country-level patterns of job polarization. Next, we zoom in on the actual transition patterns of threatened routine workers. Despite the aggregate decline in routine work, most affected workers manage to remain in the labor market during the time they are in the study: about 64% “survive” in routine work, 24% switch to other (better or worse paying) jobs, almost 10% exit routine work via retirement and only a small minority end up unemployed. Based on this finding, the final part of our analysis studies the economic implications of remaining in a digitalizing occupational environment. We rely on an original approach that specifically captures the impact of information and communication technology at the industry level on labor market outcomes and find evidence for a digital Matthew effect: while outcomes are, on average, positive, it is first and foremost non-routine workers in cognitively demanding jobs that benefit from the penetration of new technologies in the workplace. In the conclusions, we discuss if labor market polarization is a likely source of intensified political conflict.
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Srour, F. Jordan, Issam Srour, and M. Ghayth Lattouf. "A survey of absenteeism on construction sites." International Journal of Manpower 38, no. 4 (July 3, 2017): 533–47. http://dx.doi.org/10.1108/ijm-08-2015-0135.
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Purpose The construction industry is dynamic and often unregulated due to its complex, project-based nature. This makes the task of implementing human resource management (HRM) functions more difficult than in other economic sectors. This is particularly the case for developing countries which rely on a migrant, casual, and transient workforce. Despite offering flexibility, a transient workforce can lead to unpredictable rates of absenteeism and unsatisfactory productivity. This paper links HRM practices in the construction industry of the developing world to rates of absenteeism across three segments of the construction workforce – foremen, skilled workers, and unskilled workers. The paper aims to discuss these issues. Design/methodology/approach A survey targeting 60 construction sites in Beirut, Lebanon form the basis of the analysis. Within each site, measures of absenteeism for foremen, skilled, and unskilled workers were solicited along with other data on HRM onsite. Findings The results suggest a regression model for worker absenteeism based on tenure of work as well as the absenteeism of workers at the next hierarchical level onsite. Originality/value This study is among the first to show a link between the mechanisms by which construction workers are employed (contract-based foremen vs daily/weekly labourers – both skilled and unskilled) and the rate of absenteeism seen onsite. Given the role of absenteeism in construction productivity, having a good understanding of the underlying causes of absenteeism is critical to the design of mitigating policies.
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Hedlund, Aaron. "ESTATE TAXATION AND HUMAN CAPITAL WITH INFORMATION EXTERNALITIES." Macroeconomic Dynamics 24, no. 3 (July 12, 2018): 568–600. http://dx.doi.org/10.1017/s1365100518000366.
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This paper investigates the effects of estate taxation when firms cannot directly observe worker skill levels. Imperfect labor market signaling gives rise to an information externality that causes workers to free-ride off of others’ human capital acquisition. Inherited wealth exacerbates the information externality because risk averse workers with larger inheritances exert less effort to acquire skills. By reducing these inheritances, an estate tax induces greater skill acquisition effort and increases the number of skilled workers. In a quantitative model with employer learning and capital accumulation, the optimal estate tax is significantly above zero, increases wages and output, and benefits a large majority of households.
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Kim, Sungjin, Siyuan Song, Donghoon Lee, Daeyoung Kim, Sangsoo Lee, and Javier Irizarry. "A Conceptual Model of Multi-Spectra Perceptions for Enhancing the Safety Climate in Construction Workplaces." Buildings 11, no. 8 (August 11, 2021): 347. http://dx.doi.org/10.3390/buildings11080347.
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Construction safety climates can reflect organizational safety behavior and commitment, employees’ safety perceptions and attitudes, and the supervisory and support environments. Maintaining a healthy safety climate can help prevent workers from fatal accidents and illnesses. To enhance the safety climate and, consequently, improve safety performance at a construction site, it is very important to analyze the elements that affect the safety climate and are significant for different types of construction work organizations. Therefore, the main goal of this study was to develop a multi-spectra perception model to investigate which factors were considered critical from four key perspectives: managers, superintendents, skilled laborers, and general helpers. To achieve this goal, a survey questionnaire was conducted to collect empirical data from one commercial building construction project. Based on a stepwise regression analysis, it was revealed that the most significant factors enhancing the safety climate are: from the managers’ perspective, a combination of improvement in the support environment and reduction in work pressure; for superintendents and skilled laborers, increasing worker competence; and for general laborers, increasing worker involvement. This research contributes to a better understanding of the significant factors and provides a measure for each important role in enhancing the safety climate at a job site.
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Boucher, Anna. "Measuring migrant worker rights violations in practice: The example of temporary skilled visas in Australia." Journal of Industrial Relations 61, no. 2 (October 8, 2018): 277–301. http://dx.doi.org/10.1177/0022185618783001.
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Despite global attention to worker rights violations experienced by temporary migrants, we lack a clear evidence base to understand the extent and nature of these abuses. This article presents findings from a pilot of a Migrant Worker Rights Database. This pilot measures rights abuses of former Temporary Work (Skilled) visa (subclass 457) entrants to Australia from 1996 to 2016. This visa was the key formal temporary visa into Australia over this period. The pilot codes all available court cases that 457 visa holders brought before the national workplace relations tribunal, the Australian Fair Work Commission and relevant state and federal courts and tribunals, to capture legally recognised rights abuses that migrant workers experienced on the ground. It also codes coverage in three daily newspapers of these rights violations. This combined evidence base generates a series of rights violations, or ‘events’, that are then analysed to present patterns of rights abuses of migrant workers on the 457 visa. Key findings are that ethnic background and occupational status of migrants appear to inform the level of reported rights abuses. Further, legal representation of migrant workers assists in successful outcomes, particularly through the Fair Work Ombudsman – a government body empowered with enforcing compliance with workplace laws (197).
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Schmidt, Diane E., and Gilbert Duenas. "Incentives to Encourage Worker-Friendly Organizations." Public Personnel Management 31, no. 3 (September 2002): 293–308. http://dx.doi.org/10.1177/009102600203100303.
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To maintain organizational competitiveness, employee benefits programs must not only provide traditional benefits, but also provide unconventional benefits. Because the labor market has seen an increasing influx of employees with dependent care responsibilities and has become increasingly competitive for highly skilled workers, innovative employers have used dependent care and flexibility work options to attract employees. In this research and practice synthesis, we examine the variety of options available to employers for creating family and worker friendly organizations. In general, we found that many options are available to employers for addressing the dependent care and family pressures that most influence the productivity of their employees. By providing assistance in securing dependent care, creating flexible working conditions, and/or providing on-site care facilities, employers with or without government collaboration, can and have improved the productive capacity of their employees.
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Acar, Taylan. "Variation in worker responses to subcontracted employment: A qualitative case study." Economic and Industrial Democracy 39, no. 2 (January 5, 2016): 332–56. http://dx.doi.org/10.1177/0143831x15624244.
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This article shows that professional skill level of employees is a key factor in the formation of employee responses to subcontracted forms of employment. In addition, the proportion of employees hired through temporary staffing arrangements compared to the core workers determines the employees’ capacity for collective action. This article uses observational and interview data from a public university hospital, where both skilled health care professionals and janitorial workers are hired through temporary staffing arrangements. The findings reveal that skilled health care professionals develop more individualistic responses to cope with the subcontracting practices, and the co-employment of subcontracted and permanent workers undermines solidarity among them. Lacking the professional skills and positioned at the bottom of the hospital hierarchy, janitorial workers opt for collective action against the hospital administration. Finally, the analysis of counter-responses of the hospital administration points to the dynamic nature of workplace relations, and the capacity of employers to reshape the responses of workers.
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Piasna, Agnieszka. "Standards of Good Work in the Organisation of Working Time: Fragmentation and the Intensification of Work Across Sectors and OccupationsDate submitted: September 9, 2018Revised version accepted after double-blind review: August 13, 2019." management revue 31, no. 2 (2020): 259–84. http://dx.doi.org/10.5771/0935-9915-2020-2-259.
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This article addresses the issue of good work in terms of working time organisation by exploring the link between diverse working time practices and work intensity. Existing studies have demonstrated that non-standard working hours expose workers to the pressures of work intensification, which can be defined as the compression of work activities into a unit of time. This article expands existing knowledge by investigating how the outcomes of non-standard working hours differ by sector and occupation, as well as by incorporating detailed and comprehensive measures of working time organisation in the empirical analysis. Based on EWCS data from 2010 and 2015 for 28 EU countries, the empirical analysis uses multilevel regression models with workers nested within countries. The results show that non-standard working hours and employer-driven scheduling are, on average, linked to more intense work than regular daytime hours scheduled from Monday to Friday or under worker-led flexibility arrangements. Consistent with expectations, the study points to significant differences in this relationship between sectors and occupations. Among others, in low-skilled and routine occupations, and service sectors such as transport, commerce, hospitality and health, short hours of work and employer-led flexibility are associated with relatively more intense work. Even where workers have some control over their schedules, jobs in these areas are not linked to lower levels of work intensity. The findings also support the expectation of overwork in high-skilled jobs, where long hours of work and high levels of worker-led flexibility are linked to relatively more intense work.