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Cavin, Edward S., and Paul Osterman. "Internal Labor Markets." Journal of Policy Analysis and Management 4, no. 3 (1985): 466. http://dx.doi.org/10.2307/3324232.
Thesis (Ph.D.)--Boston University
PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. This dissertation covers two distinct but related topics in Labor Economics: promotion within firms and inequality in education.
The first chapter develops a new model that explains why many firms do not favor their own employees for advancement. In equilibrium, some, but not all firms commit to promote internally. These "promotion" firms attract higher quality employees to entry-level jobs, which in turn makes the firm more likely to get skilled workers in upper level jobs. Non-promotion firms benefit by paying lower wages. This divergence in strategies reflects the scarcity of high-quality workers. The model generates several testable predictions regarding the differences in wages and the return to tenure between promotion and non-promotion firms. I confirm these predictions empirically using a matched employer-employee data set from the UK.
Chapter two analyzes how the way we measure achievement affects estimates of the black-white test gap among young children. Although both economists and psychometricians typically treat test scores as interval scales, they are reported using ordinal scales. We use the Early Childhood Longitudinal Study and the Children of the National Longitudinal Survey to examine the effect of order-preserving scale transformations on the evolution of the black-white reading test score gap from kindergarten entry through third grade. Plausible transformations reverse the growth of the gap in the CNLSY and greatly reduce it in the ECLS-K during the early school years. All growth from entry through first grade and a nontrivial proportion from first to third grade probably reflects scaling decisions.
To address the measurement problems demonstrated in chapter two, in chapter three we relate test scores to adult outcomes. Using data from the CNLSY, we perform order-preserving scale transformations on reading and math test scores to maximize their ability to predict completed education. We find that the black-white achievement gap grows during the early years of education when measured in terms of test scores' economic value. Classical measurement error is insufficient to explain the growth in the gap.
2
Dohmen, Thomas Johannes. "Internal labor markets theory and evidence at the firm level /." Maastricht : Maastricht : Universitaire Pers Maastricht ; University Library, Maastricht University [Host], 2003. http://arno.unimaas.nl/show.cgi?fid=6283.
Hernandez, Fabrizio. "Essays on the economics of corporate control : applications to internal labor markets and corporate finance." Thesis, University of Oxford, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.390291.
Royal, Carol School of Industrial Relations & Organisational Behaviour UNSW. "Internal labour markets and human resource management in an international investment banking institution : deal makers in the global economy." Awarded by:University of New South Wales. School of Industrial Relations and Organisational Behaviour, 2000. http://handle.unsw.edu.au/1959.4/23047.
This thesis investigates the continuing significance of the internal labour market construct for shaping human resource management practices in an international investment banking organisation. By adopting a historical perspective this study departs from existing literature and presents new explanations for understanding internal labour market theory in the investment banking industry. It also adds to existing scholarship on labour markets by considering more human resources indicators than have been previously used to differentiate labour market types. A range of approaches have been adopted. The BZW/ ABN AMRO case study has been investigated using both qualitative and quantitative methods and longitudinal and cross-sectional data. The theoretical framework elaborated has two dimensions. The first involves a model which highlights the importance of the organisational historical context for analysing the origins and functions of internal labour markets. It draws attention to certain recurring interrelated features that ultimately result in the adoption of internalised market arrangements. This aspect of the model also highlights the importance of emerging patterns in internal labour market structures that become evident over time. The second part of the framework involves a typology that establishes the existence of three different labour market types. The study revealed that a historical perspective is extremely valuable for understanding the origins and functions of internal labour markets, and for identifying two internal labour market types, the firm and occupational internal labour market types and also the occupational labour market type or external labour market. It was concluded that despite the claim made by various scholars that internal labour market arrangements are in decline, the dramatic changes experienced by the investment banking industry have proven that these arrangements are very resilient.
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Spyropoulos, Dimitrios. "Analysis of career progression and job performance in internal labor markets : the case of federal civil service employees /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Mar%5FSpyropoulos.pdf.
Macpherson, Robert Allan. "Immigrant integration and the global recession : a case study using Swedish register data." Thesis, University of St Andrews, 2015. http://hdl.handle.net/10023/7598.
In many immigrant-receiving countries, the increased rate and diversification of immigration has placed immigrant integration high on academic and political agendas. Immigrant integration must also be understood within increasingly complex contexts due to the global recession and new geographies of immigrant settlement. The aim of this thesis is to deepen understanding of immigrant integration processes during the recession by using Sweden as an empirical lens. Using Swedish register data, this thesis examines the registered population during the recent economic boom and bust to explore how the recession may have resulted in differential labour market and migration outcomes between immigrants and natives. The first empirical chapter highlights how long-term processes have produced a spatial, immigrant division of labour that results in differential risks of unemployment during the recession. The second empirical chapter examines internal migration to show that although cyclical patterns of the economy offer some explanation of the differences in experiences between immigrant and natives, long-term, deeper processes are more important in understanding geographies of immigrant integration. The final empirical chapter examines a recent immigrant cohort to show that labour market entry is by no means uniform across time, space and immigrant origin. Conceptually, the thesis shows that existing theories of immigrant integration processes during recessions are underdeveloped and that processes taking place across other temporal and spatial scales offer deeper explanation for the differential outcomes between immigrants and natives. The thesis also reveals what is knowable from register data and how such data allows future research to present a more holistic picture of how various forms of immigrant integration play out across time (economic cycles, lifecourse, generations) and across space (urban, rural areas, old and new immigrant destinations). This methodological contribution is significant given that social scientists are currently evaluating the relative merits of population censuses versus administrative register data.
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Simpson, Ralph. "The development of internal labour markets." Thesis, Queensland University of Technology, 1993. https://eprints.qut.edu.au/226982/1/T%28BS%29%2083_Simpson_1993.pdf.
This thesis will address the question of which discipline
provides the most sophisticated explanation for the origin
of internal labour markets. There has been a growing
academic interest in explaining the origins and dynamics of
organizational structure. A review of the subject matter
used by the disciplines of Economics, Sociology and
Psychology in seeking to explain the presence of internal
labour markets provides an insight into some of the features
of this broader debate.
It will be argued that there are significant differences in
the ways in which each of these disciplines accounts for
internal labour markets. There is however general agreement
on the essential features of the internal labour market.
The internal labour market is a structured labour market
based within the firm, its form varying from organization to
organization. A number of common structural attributes can
however be identified. There are few ports of entry usually
at the lowest organizational level and well defined
promotion and career ladders. Apart from the positions that
correspond to the ports of entry the remaining jobs are
filled by internal promotion. The emphasis on internal promotion effectively shields employees from the competitive
influence of the external market. Remuneration is normally
attached to positions rather than to individuals and it is
governed by administrative rules and procedures (Doeringer
and Piore 1971, 2-4). This characterisation represents an
internal labour market in its pure form.
Doeringer and Piore (1971) in their seminal work in this
area described the internal labour market as an
administrative unit within which the pricing and allocation
of labour is governed by a set of administrative rules and
procedures (1971, 2). In contrast, the external labour
market is controlled principally by economic variables of
supply and demand. In principle, an organization may obtain
all of its labour inputs from the external market. In
practice the labour hiring methods of most organizations
include a reliance on both internal labour markets and
occupational markets. The factors which influence the
choice of the appropriate mix are clearly of particular
analytical interest.
An interest in internal labour markets was initially
confined to the American labour economists schooled in the
institutional economic tradition which is represented in
Chapter 1. This chapter reviews the original work by
Doeringer and Piore as it is the seminal study upon which many of the other theorists have based their work. It also
provides explanations for the phenomenon based upon ideas
from a number of disciplinary areas. The work of Doeringer
and Piore was important in the development of transaction
cost economic theory developed by Williamson (1975). It
also stimulated an institutional economic interest in
principal agent relationships which has developed an
institutional and relational theory of internal labour
markets (Alchian and Demsetz 1972). These principal agent
contributions are limited by a lack of explanatory power and
as a consequence are omitted from this study.
From an economic perspective this thesis is concerned with
the most developed theory of internal labour markets in the
economic literature which is the transaction cost approach.
Chapter 2 will explain the terminology of transaction cost
economics as presented by Williamson (1975). The emphasis
on transaction cost theory is due to the interest that
transaction cost economists have shown towards the rationale
of internal labour market development. Neo-classical
economics is omitted from this study as it has no tradition
or interest in non market transaction activities. In
contrast, the tools of transaction cost economics lend
themselves to the analysis of human behaviour from an
economic perspective. Chapter 3 discusses why transaction economists consider that
other forms of governance, such as various types of
contracting, are unsuitable for the types of transactions
that are carried on in internal labour markets. Chapter 4
then examines the way in which internal labour markets
address the shortcomings that transaction cost economists
have identified with other contracting methods. Chapter 5
examines the available evidence that supports the
transaction cost economists case. Chapter 6 covers the
criticisms, empirical and case evidence that casts doubt on
the transaction cost approach to the development of internal
labour markets.
Chapter 7 explores the psychological perspective on the
internal labour market debate, and presents some areas that
might prove helpful in looking at the models put forward by
the other disciplines. Chapter 8 reviews the only
comprehensive sociological account of why these markets
develop as presented by Edwards (1979). The debate in
recent times has become polarized and restricted to
differences concerning questions of power and efficiency.
Chapter 9 consists of a discussion of the way in which a
more integrated theory for internal labour market
development might be approached. Commonalities and
differences between the explanations will be reviewed. The
possibility of a synthesis to give a broader based account may hold a more powerful assessment of the central question
as to why internal labour markets are a feature of so many
organizations. Finally, Chapter 10 contains some concluding
comments.
8
Casanova, N. "A MULTIDISCIPLINARY APPROACH TO WORKFORCE DYNAMICS.THE A2A CASE STUDY." Doctoral thesis, Università degli Studi di Milano, 2013. http://hdl.handle.net/2434/219119.
The research discusses from a multidisciplinary perspective the policies of human resource management adopted by the a2a Group, a former public company. In particular, using Kaplan-Meier survival estimates and Cox PH models, several analysis on the human resource planning will be discussed from different points of view. Firstly, the promotion system in place inside each formal organization now part of the a2a Group will be considered. Afterwards, patterns of career advancement affected by the nature of activities will be analyzed. Lastly the promotion system will be studied starting from the different pay grade systems in place inside the Group. All the analyses will also adopt an historical perspective, and in particular the sample will be divided in the years before and after the privatization process that interested the company. Finally, the impact of other relevant covariates such as the job category, the level of education, gender, and tenure will be considered.
9
Scroggs, Jane A. "The internal labor market of professional football." Thesis, Virginia Tech, 1987. http://hdl.handle.net/10919/44069.
Scholars in many fields have long studied the patterns of employment and promotions in industries and occupations. However, the area of sport has been largely omitted from studies of this type.
This study explored the possibility of an internal labor market for head coaches of the National Football League (NFL). Subjects were those people who were the head coaches of NFL teams for the years 1970 to 1975 and 1980 to 1985. Following theoretical guidelines, the subjects were tested for evidence of industrial, occupational, and/or pure internal labor markets. Statistical treatment of the data utilized chi square tests.
The results of this study provided evidence of industrial and occupational internal labor markets, but there was no support for a pure internal labor market. The tests showed an intertwining of the industrial and occupational internal labor markets over the course of the subjects' careers. There also were significant findings in the areas of mentor and position played by the subjects. This study can serve as a foundation for further studies. Master of Science
10
Sutherland, Robert John Davidson. "Internal and external labour markets : a synthetic approach." Thesis, Leeds Beckett University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324517.
The elevenp apersa ssociatedw ith this submissionre flect a researchp rogrammeth at has as its centralc onceptualf rameworka synthesiso f the traditionally competing perspectiveosf the 'externalla bour market'andt he 'internall abourm arketýT he Holt and David 'stock! and 'flow' model of the former is integrated with Doeringer and Piore'sm odelo f labour allocationa nd utilisation within the organisationto createa 'syntheticp aradigmt!h at offers, it is argued,a moreh olistic insighti nto the operation of labour markets.O ne especialc onsequenceo f the use of this paradigm is the opening up of the 'black box! that is the f= in much of the traditional labour economics literature. Not only are policies of company recruitment and selection transformedto becomee ssential,in tegral elementsw ithin the researchp rogramme, the externall abourm arketc onsequenceosf thesep oliciesa re seent o havei mportant implications for the identification and analysis of 'problems' of the external labour market. For purposes of the introductory, synthesising chapter, the eleven papers are subdivided into three themes. After an essential, preliminary quasi-ideological discussion of the role of perspectives in the literature pertaining to labour markets, the subsequent, predominantly empirical papers focus upon two aspects of the interrelationships between internal and external labour markets viz. engagements i. e. flows, principally from the external labour market, into organisations; and separations ie. flows from organisations, principally but not exclusively to, the external labour market. The synthesising chapter demonstrates - and the accompanying papers evidence - both the viability and the efficacy of the 'synthetic paradigm! and illustrates the additional insights into the problems and policies of employment and Iabour markets which accrue from its application.
Scully, Maureen. The imperfect legitimation of inequality in internal labor markets. Cambridge, Mass: Alfred P. Sloan School of Management, Massachusetts Institute of Technology, 1993.
Pinfield, Lawrence T. "The Operation of Internal Labor Markets." In The Operation of Internal Labor Markets, 3–28. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_1.
Pinfield, Lawrence T. "The Operation of Internal Labor Markets." In The Operation of Internal Labor Markets, 313–42. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_12.
Pinfield, Lawrence T. "Staffing Practices as Internal Labor Market Processes." In The Operation of Internal Labor Markets, 173–201. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_7.
Pinfield, Lawrence T. "Criteria Used to Evaluate Different Candidates." In The Operation of Internal Labor Markets, 251–78. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_10.
Pinfield, Lawrence T. "Postselection Considerations of Staffing." In The Operation of Internal Labor Markets, 279–303. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_11.
Pinfield, Lawrence T. "ForestCo." In The Operation of Internal Labor Markets, 29–57. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_2.
Pinfield, Lawrence T. "Vacancy Chains as Bundles of Staffing Actions." In The Operation of Internal Labor Markets, 61–77. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_3.
Pinfield, Lawrence T. "Minimal Vacancy Chains." In The Operation of Internal Labor Markets, 79–103. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_4.
Pinfield, Lawrence T. "Medium-Length Vacancy Chains." In The Operation of Internal Labor Markets, 105–38. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-1019-6_5.
Тези доповідей конференцій з теми "Internal Labor Markets":
1
Orlov, P. A. "THE IMPACT OF INTERNAL MIGRATION OF LABOR RESOURCES ON THE RUSSIAN LABOR MARKET." In Modern Technologies in Science and Education MTSE-2020. Ryazan State Radio Engineering University, 2020. http://dx.doi.org/10.21667/978-5-6044782-5-7-37-41.
Slaughter, Sandra, and Soon Ang. "Internal labor market strategies and turnover of information technology professionals." In the 2002 ACM SIGCPR conference. New York, New York, USA: ACM Press, 2002. http://dx.doi.org/10.1145/512360.512392.
Çelebi Boz, Füsun, and Atakan Durmaz. "Immigration in Central Asia and its Effects on the Labor Market." In International Conference on Eurasian Economies. Eurasian Economists Association, 2012. http://dx.doi.org/10.36880/c03.00526.
Many Central Asian countries declaring their independence after the splitting of the Soviet Union, cannot meet the economical and social needs of their citizens by falling much behind of the era in terms of industry despite the natural wealth they have. In addition to all these, the problems in the ruling class and the chaos environment have resulted in the immigration of many people to alternative living spaces. These immigrations have affected labor market both positively and negatively besides the social life. The labor demand increased by the entrance of the immigrants into the market has affected the employee wages and also this situation has affected the life standards of the citizens. In this study, the immigration that took place in the countries established after the splitting of the Soviet Union, forming one of the two poles of the world before the cold war, and the effects of this immigration on the labor market have been analyzed considering previous studies on the subject. The studies carried out on this subject have yielded various results according to the area in which it’s carried out, the time interval it includes, and the period’s structure. For this reason, the points of views on the subject are compared by making a long literature review.
4
Skirmantienė, Jolanta, and Kristina Vaičiutė. "COMPETENCE EVALUATION OF TRANSPORT MANAGEMENT SPECIALISTS: RESEARCH ON GRADUATES’ ATTITUDES REGISTERED AT LABOUR EXCHANGE." In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.55.
Constantly changing labour market poses new challenges for transport management specialists. Employers require specialists characterised not only by their professional knowledge, but also capable of adapting to changing circumstances, making individual decisions, creating value added. Successful integration into labour market not only depends on external factors, such as state policies, but also on internal factors as social, personal and information competence. The conducted research enabled to assess attitudes of transport management graduates towards knowledge and competencies acquired during study process, preparedness for labour market. Research participants’ attitudes enabled to distinguish the most important skills and general competencies. Research have shown that graduates most often face the shortage of practical training, financial knowledge and poor ability to develop business plans.
5
Salhani, Alaa, Victoria Khnouf, Rania Al-Zrair, and Serene Dalati. "The internal university factors in determining the graduates’ performance in the labour market: evidence from Syrian universities." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.043.
Purpose – this study aims to investigate internal university factors that affect graduates’ performance in the Syrian labour market. Research methodology – the applied methodology employes two questionnaire surveys distributed to a sample of graduates and sample of Work Organizations (WO) for the period from 2012 to 2017. The research uses descriptive and analytical methodologies by applying binary logistic regression, linear regression, T-test and measuring some descriptive statistical indicators. Findings – the research findings indicate that WO collaboration is the main determinant of performance that is measured by two variables, the first one is being selected in a relevant job, and the second one is a performance at work. Moreover, GPA, attendance, and study’s language are determinants in different levels but less than WO collaboration to the graduates’ performance. Research limitations – further research could expand the sample and consider other factors like teaching staff and quality standards in order to get more comprehensive results. Practical implications – universities and business sector can benefit from this research by enhancing WO collaboration as well as curriculums that need to be updated and suited with the need of business. Universities should also consider English as the core language of courses. Originality/Value – this is the first research in Syria that investigate the internal university factors, taking into consideration two different views of points, the graduates and business sector as well as using many different statistical methods
6
Vinichenko, Victoria А., and Yulija А. Masalova. "The demand for the quality of human resources in the context of changing generational groups." In Sustainable and Innovative Development in the Global Digital Age. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.juft9241.
The purpose of the study: to substantiate the factors and constraints that determine the request for human resource characteristics by employers. Data analyses, generalization, synthesis, method of age shifting were used as methods of research. A number of prerequisites that change the duration of the period of labor activity are analyzed: reform of the education system and the pension system of the Russian Federation; socio-economic transformations; sanctions restrictions; specificity of generations, etc. The considered prerequisites determine the presence of factors influencing the peculiarities of the processes in human resource management of the organization. It is hypothesized that internal factors are controllable and have a greater influence on the choice of human resource policy in the context of digital transformation. The professional and qualification structure of generational groups is presented in the nexus of generational shifts in the labor market. The results of the study suggest that sanctions will have a negative impact on the employment conditions of workers. There are gaps between the professional training of specialists and the demands of employers, who create alternative forms of training to meet their needs. The novelty of the study lies in the analysis of the current situation in the Russian labor market and the conclusions about the need to provide new formats of interaction between universities and business.
7
Koychuev, Turar, and Merim Koichueva. "Only the Correct Policy will Return Trust." In International Conference on Eurasian Economies. Eurasian Economists Association, 2013. http://dx.doi.org/10.36880/c04.00593.
The given paper analyzes and assesses the socio-economic development of the Kyrgyz Republic in period of 22 years. The objects of attention were the problems of market economy, social problems such as poverty, unemployment, internal and external labor migration, issues of active economic policy and its unconditional implementation. The results, obtained from the critical analysis, allow giving recommendations to include in the policy renovation and development components and achieve stable and sustainable growth in economy to ensure an increase in its scale and efficiency.
8
Cardenas, Ronald A., Kevin S. Bello, Alexander R. Valle, Elizabeth R. Villota, and Alberto M. Coronado. "Panorama of the Market Demand for Mechanical Engineers in South American Countries." In ASME 2015 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/imece2015-51557.
Many educational institutions employ surveys in order to identify what majors to offer or what competencies to emphasize in their curricula. Different from a survey, we present an analysis of the labor market needs based on data collected from job ads available in the Internet. Tools of natural language processing (NLP) and statistical techniques have been employed to handle the job ads. For Peru, Chile and Colombia, a detailed panorama of the market demand has been depicted: mechanical engineering appears among the top most demanded engineering majors and maintenance is its most frequent technical requirement; management (project, quality and operations) related requirements also rank high, together with a working knowledge of English. By using diverse visualization techniques we can also show the “social network” of a major, where friendship is defined by the amount of job ads shared by any two majors.
9
Hao, Xiaotian, Junqi Jin, Jianye Hao, Jin Li, Weixun Wang, Yi Ma, Zhenzhe Zheng, Han Li, Jian Xu, and Kun Gai. "Learning to Accelerate Heuristic Searching for Large-Scale Maximum Weighted b-Matching Problems in Online Advertising." In Twenty-Ninth International Joint Conference on Artificial Intelligence and Seventeenth Pacific Rim International Conference on Artificial Intelligence {IJCAI-PRICAI-20}. California: International Joint Conferences on Artificial Intelligence Organization, 2020. http://dx.doi.org/10.24963/ijcai.2020/475.
Bipartite b-matching is fundamental in algorithm design, and has been widely applied into diverse applications, such as economic markets, labor markets, etc. These practical problems usually exhibit two distinct features: large-scale and dynamic, which requires the matching algorithm to be repeatedly executed at regular intervals. However, existing exact and approximate algorithms usually fail in such settings due to either requiring intolerable running time or too much computation resource. To address this issue, based on a key observation that the matching instances vary not too much, we propose NeuSearcher which leverage the knowledge learned from previously instances to solve new problem instances. Specifically, we design a multichannel graph neural network to predict the threshold of the matched edges, by which the search region could be significantly reduced. We further propose a parallel heuristic search algorithm to iteratively improve the solution quality until convergence. Experiments on both open and industrial datasets demonstrate that NeuSearcher can speed up 2 to 3 times while achieving exactly the same matching solution compared with the state-of-the-art approximation approaches.
10
Voo, Nyuk Mee, Ying Chiang Low, Yee Mei Lim, Hui Yin Tan, and Wah Pheng Lee. "Malaysia Agricultural Food Supply Chain Information Toolbox, Agrolink." In International Conference on Digital Transformation and Applications (ICDXA 2021). Tunku Abdul Rahman University College, 2021. http://dx.doi.org/10.56453/icdxa.2021.1004.
Malaysia agriculture sector has been heavily impacted by the pandemic and thus disrupted the agricultural food supply chain since early 2020. The problems of lack of labor, less production, movement restriction, market close, all has led to dramatically drop of income or even zero-income specially impacted the smallholders. Agriculture supply chain needed to be strengthened through a tighten collaboration between the sector’s supply chain stakeholders. Technology always the solutions for most of the problems, data can be collected through technology solutions such as Internet of Things, market insight can be achieved by artificial intelligent analysis and prediction, and such. The paper focuses on introducing the supply chain connectivity through an information sharing platform, Agrolink. It is an aggregator of the information resources that link all the elements of the agricultural food supply chain in Malaysia, which accessible by farmers, producers, service providers of the supply chain (including processing, logistics, finance, retail, etc.), agriculture food associations, government agencies, and educational research institutions. The paper discusses the methodologies adopted to build the information toolbox. Keywords: Information toolbox, Food supply chain, Agricultural ecosystem
Звіти організацій з теми "Internal Labor Markets":
1
Rosen, Sherwin. Transactions Costs and Internal Labor Markets. Cambridge, MA: National Bureau of Economic Research, October 1987. http://dx.doi.org/10.3386/w2407.
Bianchi, Nicola, Giulia Bovini, Jin Li, Matteo Paradisi, and Michael Powell. Career Spillovers in Internal Labor Markets. Cambridge, MA: National Bureau of Economic Research, March 2021. http://dx.doi.org/10.3386/w28605.
Bose, Gautam, and Kevin Lang. A Theory of Monitoring and Internal Labor Markets. Cambridge, MA: National Bureau of Economic Research, November 2011. http://dx.doi.org/10.3386/w17623.
Lazear, Edward, and Paul Oyer. Internal and External Labor Markets: A Personnel Economics Approach. Cambridge, MA: National Bureau of Economic Research, December 2003. http://dx.doi.org/10.3386/w10192.
Gibbons, Robert, and Michael Waldman. A Theory of Wage and Promotion Dynamics in Internal Labor Markets. Cambridge, MA: National Bureau of Economic Research, March 1998. http://dx.doi.org/10.3386/w6454.
Abowd, John, and Francis Kramarz. Internal and External Labor Markets: An Analysis of Matched Longitudinal Employer-Employee Data. Cambridge, MA: National Bureau of Economic Research, July 1997. http://dx.doi.org/10.3386/w6109.
Boustan, Leah Platt, Price Fishback, and Shawn Kantor. The Effect of Internal Migration on Local Labor Markets: American Cities During the Great Depression. Cambridge, MA: National Bureau of Economic Research, July 2007. http://dx.doi.org/10.3386/w13276.
Giroud, Xavier, and Holger Mueller. Redistribution of Local Labor Market Shocks through Firms’ Internal Networks. Cambridge, MA: National Bureau of Economic Research, July 2016. http://dx.doi.org/10.3386/w22396.
Borjas, George. Native Internal Migration and the Labor Market Impact of Immigration. Cambridge, MA: National Bureau of Economic Research, September 2005. http://dx.doi.org/10.3386/w11610.
Roland-Holst, David, Kamalbek Karymshakov, Burulcha Sulaimanova, and Kadyrbek Sultakeev. ICT, Online Search Behavior, and Remittances: Evidence from the Kyrgyz Republic. Asian Development Bank Institute, December 2022. http://dx.doi.org/10.56506/fepw3647.
Infrastructure has always been a fundamental driver of long-term economic growth, but in recent decades information and communication technology (ICT) has supported and accelerated the growth of the global economy in ways beyond the imagining of our ancestors. We examine the role of ICT infrastructure in facilitating labor markets' access and remittance flows for workers from the Kyrgyz Republic. Using a combination of traditional high frequency macroeconomic data and real time internet search information from Google Trends, we take a novel approach to explaining the inflow of remittances to a developing country. In the first attempt to model remittance behavior with GTI data in this context, we use a gravity model. We also attempt to account for both origin and destination labor market conditions, using Kyrgyz language search words to identify both push and pull factors affecting migrant decisions.
