Дисертації з теми "Internal Labor Markets"
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1
Bond, Timothy N. "Essays on internal labor markets and education." Thesis, Boston University, 2013. https://hdl.handle.net/2144/12716.
Анотація:
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.
3
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.
4
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.
Анотація:
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.
5
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.
6
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.
Анотація:
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.
7
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.
Анотація:
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.
Анотація:
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.
Анотація:
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.
Анотація:
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.
11
Nowak, Margaret Jennifer. "The role of information in internal labour markets." Thesis, Nowak, Margaret Jennifer (1989) The role of information in internal labour markets. PhD thesis, Murdoch University, 1989. https://researchrepository.murdoch.edu.au/id/eprint/52656/.
Анотація:
Labour allocation which is internal to organisations is an important component of the adjustment to changing product and factor market This aspect conditions. of labour allocation has not been subject to the same degree of scrutiny as market place allocation and the resulting labour* mobility between organisations or between employment states. Yet internal labour allocation is important for individual careers and earnings growth. Furthermore, its existence has implications for analyses of market adjustment which consider only stocks and flows as measured in the labour market.
Labour allocation takes place under conditions of uncertainty. This uncertainty arises in part from the need for costly information to enable market participants to locate the available market offers and to determine the quality of the offers located. The information required to reduce this uncertainty is both costly to produce and imperfectly available.
The research hypothesis developed in this study is that the internal labour market will, in certain conditions, have a cost advantage relative to the external market in the production of information about the quality attributes of labour. Given the distribution of jobs and of labour quality, there are efficiency gains to be captured in such circumstances by organisations which utilize this information to re-allocate internal stocks of labour to job vacancies. These efficiency gains from internal information production must be considered along with skills formation, as a source of the efficiency of the internal market organisation for some jobs and job ladders. It is argued that some of the information which is produced internally will relate to dimensions of labour quality which cannot be acquired on-the-job or through alternative forms of human capital investment.
The production of information within organisations is difficult to observe and measure and the costs of information production often cannot be distinguished. On the other hand, labour re-allocation can be observed. The research hypothesis is extended to develop predictions about the hierarchical job and wage structure of organisations and about the movement of labour within that hierarchy in accordance with the information produced. Given that labour is re-allocated within the job hierarchy in accordance with the information on its quality, there will be a measurable impact on the career profiles and earnings growth of employees. In addition, the administrative structure and processes of organisations will be responsive to information production requirements.
A set of propositions is developed to differentiate the structure of earnings variance which can result from skills investments which are internal to organisations (human capital investments) from those which would result from an information role for the internal market. A case study was used to determine the extent to which these propositions can be used to distinguish the human capital development and the information function of the internal labour market.
The case study firm provided detailed career histories and current information for its management level personnel. These data were used to explore earnings variance through a series of earnings functions related to the hypothesis. A comparison was made of different job ladders identified within the firm. Information gathered through interviews, published data and organisation charts were used to determine the structural relations and administrative processes within the firm.
In this exploratory study, the patterns of earnings variance both for cross-sectional and longitudinal data were consistent with the propositions advanced. The structural and operational features of the organisation, the differentiation between occupational job ladders, and the structure of these job ladders were also in accordance with the overall hypothesis.
12
Ohta, Souichi. "Essays on the Japanese internal labour market." Thesis, London School of Economics and Political Science (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.339176.
13
Rocha, Leonardo Bichara. "Internal migration and labour market outcomes in Brazil." Thesis, University of Essex, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.402819.
14
Wolfs, Guido Lodewijk Marie. "Firm internal labour markets in the Netherlands a contract-theoretical approach /." Maastricht : Maastricht : Universitaire Pers Maastricht ; University Library, Maastricht University [Host], 1992. http://arno.unimaas.nl/show.cgi?fid=8261.
15
Poggi, Cecilia. "Internal migration and labour markets in Thailand : insights from policy evaluations." Thesis, University of Sussex, 2018. http://sro.sussex.ac.uk/id/eprint/75441/.
16
Naamane, Farouk. "Le professionnalisme de la main-d’oeuvre et la performance économique de l’entreprise : analyse économétrique des données d’une enseigne française de grande distribution." Thesis, Université de Lille (2018-2021), 2021. https://pepite-depot.univ-lille.fr/ToutIDP/EDSESAM/2021/2021LILUA025.pdf.
Анотація:
Après une phase de forte croissance, suivie d’une phase d’élargissement des bases d’une croissance extensive, l’hypermarché français traverse une crise profonde et est entré dans une phase d’érosion de ses parts de marché à partir de la fin des années 1990. De nombreux facteurs peuvent expliquer ce déclin, mais la concurrence intense par les prix des formats concurrents en demeure la principale cause.Contrairement au modèle traditionnel dominant d’hypermarché fondé sur la concurrence par les prix et l’offre d’un minimum de services du fait d’un libre-service généralisé et systématique, un nouveau modèle qualitatif d'hypermarché semble émerger dans le secteur de la grande distribution alimentaire afin de regagner le terrain perdu. S’il maintient l’appel de la clientèle à l’aide de prix bas via les rayons/secteurs de libre-service, considéré comme une contrainte incontournable, il repose aussi à présent sur la différenciation par la qualité de service à travers les rayons/secteurs de vente assistée. Le succès de ce modèle nécessite par conséquent une augmentation du niveau de professionnalisme de la main-d’œuvre.Si les hypothèses centrales des théories du capital humain et des marchés internes du travail suggèrent que le professionnalisme des salariés a un effet positif sur la performance économique de l’entreprise, ce lien direct dans le cas des hypermarchés fait toutefois rarement l’objet d’une vérification empirique. Pour mettre en évidence empiriquement ce lien, nous avons analysé économétriquement, en utilisant une fonction de production Cobb-Douglas, le rapport existant entre la performance commerciale et le degré de professionnalisme de la main-d’œuvre dans les différents secteurs commerciaux (1043) des 119 hypermarchés d’une enseigne française de la grande distribution alimentaire.Les résultats de l’analyse empirique sont riches et originaux et intéresseront tant les spécialistes de l’économie de la distribution que les gestionnaires. Les données montrent principalement le lien incontestablement positif entre le professionnalisme et la performance économique des différents secteurs commerciaux, et cela, paradoxalement, qu’il s’agisse des ceux en libre service ou en vente assistée. Ils soutiennent ainsi l’hypothèse selon laquelle la hausse de la qualité de service peut être une stratégie payante pour les hypermarchés. Ils montrent également l’existence d’un modèle alternatif de GRH où les employés du secteur de la grande distribution accumulent plus de capital humain et sont plus qualifiés. Ces résultats sont importants, ils doivent conduire à inciter les acteurs du secteur à investir dans la professionnalisation de leur main-d’œuvre et confirment l’intérêt d’offrir aux salariés, dans le cadre d’un marché interne actif, des perspectives de progression de leur situation et de leur rémunération. Ils sont un argument, pour les dirigeants de ces groupes, en faveur d’une stratégie de « montée en gamme par la qualité » comme voie de sortie de la crise actuelle du modèle classique de l’hypermarché. Enfin, cette thèse fournit aux chercheurs une approche méthodologique pertinente et met en évidence de nombreuses contributions aux champs théoriques et empiriques, ainsi que des recommandations managériales pour les firmes de distributionAfter a phase of strong growth, followed by a phase of broadening the basis for extensive growth, the French hypermarket is going through a deep crisis and has entered a phase of erosion of its market share since the end of the 1990s. Many factors can explain this decline, but intense price competition from competing formats remains the main cause.Contrary to the traditional dominant hypermarket model based on price competition and the offer of a minimum of services due to a generalized and systematic self-service, a new qualitative hypermarket model seems to be emerging in the food retail sector in order to regain lost ground. If it maintains the appeal of the customers with low prices via the self-service floors/sectors, considered as an unavoidable constraint, it is now also based on the differentiation by the quality of service through the assisted sales floors/sectors. The success of this model therefore requires an increase in the level of professionalism of the workers.While the central hypotheses of human capital and internal labor market theories suggest that employee professionalism has a positive effect on the firm economic performance, this direct link in the case of hypermarkets is rarely verified empirically. In order to empirically demonstrate this link, we have analyzed econometrically, using a Cobb-Douglas production function, the relationship between business performance and the degree of professionalism of the workers in the different sectors (1043) of 119 hypermarkets of a French retailer firm.The results of the empirical analysis are rich and original and will be of interest to distribution economics specialists as well as to managers. The data mainly show the undeniably positive link between the professionalism and the economic performance in the different commercial sectors, and this, paradoxically, whether it is self-service or assisted sales. They thus support the hypothesis that increasing service quality can be a profitable strategy for hypermarkets. They also show the existence of an alternative model of HRM where hypermarket employees accumulate more human capital and are more qualified. These results are important. They should lead to an incentive for retail players to invest in the professionalization of their workforce and confirm the interest in offering employees, within the framework of an active internal market, prospects for career development and their remuneration. They are also an argument, for the leaders of these groups, in favor of a strategy of "upmarket through quality" as a way out of the current crisis of the classic hypermarket model. Finally, this thesis provides researchers a relevant methodological approach and highlights numerous contributions to theoretical and empirical fields, as well as managerial recommendations for retail firms
17
Mikkonen, Maria. "Internal migration and labour market outcomes among refugees in Sweden." Licentiate thesis, Växjö University, School of Management and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-1220.
18
Chen, Yu. "Internal migrants and labour market discrimination in Shanghai's manufacturing sector." Thesis, University of Glasgow, 2008. http://theses.gla.ac.uk/192/.
Анотація:
China has witnessed the largest migration wave in human history since the initiation of economic reforms in 1978. Millions of migrants seek job opportunities and higher incomes in cities where economy booms. Without local permanent residential status (local hukou), migrants are subject to social and economic constraints. This thesis examines the extent to which migrants are disadvantaged and discriminated in Shanghai’s manufacturing sector. The thesis further explains the underlying reasons for such discrimination. Fieldwork in Shanghai comprised a random survey in 21 manufacturing companies, interviews with personnel managers and migrant workers. This allows for a full analysis of labour market outcomes for migrants from rural areas (rural migrants), migrants from towns and cities (urban migrants), and local workers. The results show that residential status has significant effects on occupations and wages, after controlling for other factors such as education and work experience. Both rural and urban migrants are disadvantaged in the urban labour market compared with local workers. But rural migrants suffer much more discrimination than urban migrants. The persistent link between local hukou status and jobs, access to social benefits and services results in continuing discrimination against migrants. Migrants’ positions are further depressed by the huge labour supply, migrants’ lower job expectations, their toleration of discrimination and companies’ violation of labour law. Hence, the thesis argues that the urban labour market in Shanghai’s manufacturing sector has remained divided between migrants and local workers, because barriers still exist preventing migrants from competing fully with local residents. Lastly, some policy recommendations are made to reduce labour market discrimination for both efficiency and equity.
19
Prakash, Anila. "Three Essays on Labor Market Outcomes." Diss., The University of Arizona, 2015. http://hdl.handle.net/10150/560807.
Анотація:
The three chapters in this dissertation look at different aspects of the labor market and its players. The first chapter estimates the impact of using the internet for job search on job match quality. Using both the semi-parametric Meyer (1990) model and the non-parametric Hausman Woutersen (2014) hazard model, the paper finds that exit rate from employment is at least 28% lower when internet is used as a job search tool. The second chapter looks at the effect of past unemployment on future wages. It is believed that employers may use past unemployment as a signal of low productivity. In this situation workers with a history of unemployment may receive lower wages. The paper uses the Machado Mata (2005) quantile decomposition technique to decompose the wage difference into differences due to characteristics and differences due to rewards. Results indicate that workers with an unemployment spell of more than three months receive at least 12% lower wages and that more than 40% of this wage difference can be attributed to the lower rewards received by the previously unemployed.. The last chapter focuses on human capital formation and looks at some of the reasons behind the low levels of schooling India. Using the Indian Household Development Survey (2005), the paper finds that income continues to be an important factor behind the low level of primary school enrollment. On average, poor students have at least 3% lower enrollment rates, when compared to similar skilled non-poor students.
20
Yu, Li. "Labour market outcomes, migration intentions of rural-urban migrants and return migration in China." Thesis, Lethbridge, Alta. : University of Lethbridge, Dept. of Geography, c2013, 2013. http://hdl.handle.net/10133/3340.
Анотація:
It has been widely documented that migrant labourers have made great contributions to the urban economy of China; as well, the explosive growth of rural-urban migrants has generated several "migration problems," such as growing social inequality in urban China. It is widely reported that a large number of migrants have returned to their places of origin, after several years of "urban life," and this trend has been accelerated after the global economic crisis after 2008. Consequently, the large number of return migrants have created many problems in the cities, such as labour shortage in the manufacturing industry, and also posed a huge challenge to the rural areas in the resettlement of these returnees. In sum, to understand both the migrants in destination cities and return migrants in their places of origin is of great importance for both urban and rural development in China.
The research so far, on the understanding of migrants' behaviour and labour market outcomes in a multi-phased migration process, seems highly controversial and therefore, insufficient. This study, based on migrant survey data collected in Fujian Province, and return migrant interview data collected in Sichuan and Jiangxi Provinces, explores migrant labour market outcomes in the cities, as well as their geographical differentiation; migrant return intentions, and their gender differentiations; return behaviour and the resettlement situations of actual returnees. The results show that the multi-phased migration process of rural migrants in China is synthetically shaped by macro, meso, and micro factors, and by the interactions between these factors. To be more specific, findings of this study indicate that migrant labour markets in urban China are largely geographically differentiated according to several regional characteristics. The study also finds that a large proportion of rural-urban migrants intends to return to their places of origin. As well, their return intentions are significantly gender-differentiated. Finally, the resettlement situations of return migrants are closely connected to their migration experience.ix, 160 leaves : ill. ; 29 cm
21
Brashers, Preston M. "The Responsiveness of Migration to Labor Market Conditions." UKnowledge, 2014. http://uknowledge.uky.edu/economics_etds/14.
Анотація:
This dissertation explores how migration responds to economic conditions, particularly differences in responsiveness for various segments of the population. After a brief introduction and motivation of my work in Chapter One, Chapter Two estimates the responsiveness of households’ interstate migration to origin state labor market conditions and surrounding state labor market conditions. Each percentage point increase in origin state unemployment insurance claims leads to a 3.2 percent increase in household’s propensity to migrate interstate and each percentage point increase in the unemployment insurance claims rate of surrounding states reduces interstate migration propensity by 5.2 percent. I then examine how this responsiveness varies by demographics and how it has changed over time. I determine that the responsiveness of migration to labor market conditions is weaker for several groups at high poverty risk, including less educated, non-employed and rural households and households with children present. I also show that between the early 1980s and mid 1990s labor market conditions became a smaller factor in household migration decisions, but since then labor market conditions have gained in importance. While Chapter Two examines short-run migration responsiveness, Chapter Three explores the size of the long-run outflow (or inflow) of skilled labor occurring in local areas in response to economic conditions, amenities and other area characteristics. I estimate the extent of this brain gain and brain drain within localities in the United States between the early 1990s and late 2000s, describing both absolute changes (percentage growth in the stock of educated individuals) and relative changes (growth in the share of educated individuals). For each of three measures of brain gain estimated, I show substantially more positive flows of educated individuals towards local areas with strong initial economic conditions. I also show that non-metropolitan areas are more likely to experience all three measures of brain drain. I present evidence that nonmetropolitan areas’ inability to attract and retain educated individuals stems primarily from labor market disparities including the urban-rural wage differential.
22
af, Burén Pontus. "Does internal migration influence earnings following youth unemployment? : Evidence from the Swedish Labor Market." Thesis, Umeå universitet, Nationalekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123522.
Анотація:
The rise of youth unemployment in Sweden has highlighted the need for more research investigating the effects of unemployment on future earnings. Earlier research suggests that youth unemployment will leave labor market scares on a person’s future income. Therefore, in this thesis I investigate the question if migration can increase an individual’s future earnings and hence work as a cure for scared individuals. My theoretical argument is that migration is an investment in human capital which will lead to higher future income and may heal scars. To test my argument, I use Swedish panel data from the ASTRID database, examining unemployed individuals born 1979-1983 after finishing their education in Sweden. A nearest-neighbor propensity score matching method is applied to estimate the casual effects. However, the results show only few significant results over time and age cohorts in the data. Therefore, my conclusion is that migration barley increases income of young unemployed individuals.
23
Charalambakis, John E. "The functioning of segmented labour markets : the case of Greece." Thesis, University of East London, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.386291.
24
Macias, Miguel S. "The returns to human capital migration within the Department of Defense civilian internal labor market." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Sep%5FMacias.pdf.
25
Zhao, Mengyao [Verfasser]. "The impact of internal migration on labor market outcomes of college graduates in China / Mengyao Zhao." Bielefeld : Universitätsbibliothek Bielefeld, 2020. http://d-nb.info/1224313143/34.
26
Ho, Chun-man David, and 何駿敏. "A comparative study of the internal and external labour market in the firefighting industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B46756243.
27
Smith, Teresa L. "The role of ability to pay and internal labor market processes in wage and gender-related wage differentials." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54432.
Анотація:
This research attempts to identify factors that influence wage and gender-related wage differentials across organizations. Specifically, the purpose was to investigate the role of ability to pay, willingness to pay, and organizational characteristics in wage determination and the development of gender-related wage differentials at the organizational level.
The sample chosen for the study included 160 doctoral-granting, public universities across the United States. Average wages at three levels of full, associate and assistant professor ranks were examined. Results of the study indicate that ability to pay and willingness have a significant positive impact on wages across organizations. The organizational characteristics of size, geographic location and unionization also have a significant impact on wage determination.
Results also indicate that even after accounting for the influence of ability and willingness to pay and organizational characteristics on wages, the percentage of women in the organization still has a significant negative effect on wages at all ranks, and on the wages of both men and women. Findings further suggest that there is a significant differential between the average wages of men and women both within and across the universities that is not accounted for by the structural characteristics of the organization.Ph. D.
28
Du, Shengchen. "Social capital, institutional constraints, and labor market outcomes :evidence from university graduates in China." HKBU Institutional Repository, 2019. https://repository.hkbu.edu.hk/etd_oa/653.
Анотація:
The effect of social capital on labor market outcomes is a key concern in sociological studies. Even though there are extensive studies on this topic, with the worldwide expansion of higher education, insufficient scholarly efforts have so far been devoted to understanding access to social capital in the educational setting and labor market impact of social capital for well-educated individuals. Moreover, studies on social capital and migration tend to focus on the role played by social capital on migration decisions and outcomes, contingency impact of social capital on migrants' labor market outcomes are not well understood. To fill the knowledge gap, this research is to examine undergraduates' social capital accumulation and mobilization on campus, and the associated outcomes for their job seeking, with the particular focus on 1) the impact of macro institutions on migrant students' social capital accumulation and mobilization; 2) contingency impact of social capital on labor market outcomes. Combining primary data from in-depth interviews in Tianjin and secondary data collected in Nanjing, China, I examine the different processes of social capital accumulation and mobilization between local and migrant students on campus, and associated labor market outcomes between local and returned migrant students. Findings of this study suggest that university provides an important context for undergraduates to establish social ties and accumulate social capital. By attending higher education institutions, especially elite ones, students gain opportunities to build exclusive social connections on campus. However, opportunities to accumulate social capital on campus are highly structured between local and migrant students because of the household registration system. Moreover, data from in-depth interviews have demonstrated that migrant students suffer disadvantaged capacities to mobilize social capital compared to their local counterparts. The household registration system deprives migrant populations of access to some local employment opportunities, such as government and government-affiliated organizations, migrant students suffer from weaker job information and influence when mobilizing their social capital. Further, by analyzing survey data from Nanjing, it has verified the institutional contingency impact of social capital upon the household registration system between local and returned migrant students. Both total and university-based social capital increases local students' chance to get a desirable job but does not do so for returned migrant students. The central argument of the study is that institutional constraints, such as the household registration system, could lead to different capacities for the accessibility and mobilization of social capital among local students, migrant students, and returned migrant students, finally leading to differential labor market outcomes in Chinese cities.
29
Elliott, Robert J. R. "Industrial specialisation and adjustment in the EU : structural and labour market dimensions." Thesis, University of Nottingham, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.297750.
30
Tan, Tih Koon. "ESSAYS ON CORPORATE GOVERNANCE." Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3006.
Анотація:
This dissertation is composed by two essays that explore corporate governance issues in S&P firms. The first essay examines changes in corporate governance after a firm gets added to the S&P 500 index? Using firms added from 1994 to 2007, this paper examines how governance mechanisms change for these firms. Specifically, I look at both the overall governance and details on how each mechanism changes. I find that governance improves after being added to the index. Controlling for firm size, leverage, prior firm performance, and growth opportunities, the market reacts positively to governance improvements as a whole. In addition, changes in governance are positively associated with changes in operating performance. In the second essay, the departure of a CEO often raises questions about who will replace him/her. This study examines the homogeneity/heterogeneity nature of the internal labor market using a novel measure, a heterogeneity index, which captures the concentration of executive compensation levels. I find that a more homogeneous internal labor market is associated with (1) a greater likelihood of an internal replacement, (2) a higher probability of a CEO turnover, and (3) a bigger tournament prize. In addition, the negative performance-turnover relationship is strengthened by a more homogeneous internal labor market. The heterogeneity index seems to proxy for internal labor market competition.Ph.D.
Department of Finance
Business Administration
Business Administration PhD
31
Bernard, Richard. "An examination of a non-managerial internal labour market in a corporate head office : a case study." Thesis, McGill University, 1989. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61942.
32
Bakhtiarnejad, Esfandiar. "Gender-caused effects in automated information technology labor market: how the internet is being used to search for employment?" Diss., Georgia Institute of Technology, 2012. http://hdl.handle.net/1853/47713.
33
Queiroz, Silvana Nunes de 1973. "Migrações, retorno e seletividade no mercado de trabalho cearense." [s.n.], 2013. http://repositorio.unicamp.br/jspui/handle/REPOSIP/280933.
Анотація:
Orientador: Rosana BaeningerTese (doutorado) - Universidade Estadual de Campinas, Instituto de Filosofia e Ciências Humanas
Made available in DSpace on 2018-08-23T17:48:50Z (GMT). No. of bitstreams: 1 Queiroz_SilvanaNunesde_D.pdf: 3097122 bytes, checksum: 4016627463dc0deb365901f796bafc02 (MD5) Previous issue date: 2013
Resumo: O objetivo principal desta tese é estudar os fluxos migratórios do e para o estado do Ceará, destacando, para o período recente, o movimento migratório de retorno. Ademais, busca-se identificar a seletividade dos migrantes interestaduais de retorno inseridos no mercado de trabalho cearense. A hipótese central é que o natural do Ceará que retornou traz consigo experiências pregressas no mercado de trabalho em outros estados que o distinguem positivamente daqueles que nunca emigraram do Ceará. Por outro lado, mesmo contando com a rede de solidariedade no local de nascimento (Ceará) e dotado das características citadas anteriormente, esses atributos não são equiparáveis aos presentes nos não nascidos no estado e ingressados no mercado de trabalho local. Assim, o migrante de retorno é negativamente selecionado quando comparado ao migrante não natural. O estudo contempla quatro capítulos: o primeiro reconstrói as raízes das migrações interestaduais cearenses a partir da contextualização do processo de formação histórica e econômica do estado; o segundo analisa, no tempo e espaço, a evolução dos fluxos migratórios interestaduais de última etapa do e para o Ceará durante o período de 1960 a 2010, tendo como pano de fundo as etapas do desenvolvimento socioeconômico estadual, nordestino e nacional; o terceiro analisa a origem, volume e tendências da migração interestadual de retorno, a partir do movimento em uma única etapa e em mais de uma etapa, no intervalo de 1975 a 2010; e o quarto e último identifica e compara o perfil do retornado inserido no mercado de trabalho estadual e verifica se essa categoria de migrante constitui um grupo positivamente selecionado em relação ao não migrante e ao migrante não natural. Os resultados apontaram que em três dos quatro quinquênios estudados (1975/1980, 1986/1991, 1995/2000 e 2005/2010), o Ceará se destacou no conjunto do país ao receber os maiores percentuais de retornados. Quanto à seletividade, através da aplicação do modelo econométrico da equação minceriana de rendimentos, os dados mostraram que o migrante de retorno aufere, em média, maiores proventos comparativamente aos não migrantes, mas valores, em média, inferiores aos migrantes não naturais, sugerindo seleção positiva para o retornado, vis-à-vis àqueles que nunca emigraram do estado, e negativa em relação aos não nascidos no Ceará. Ademais, a chegada de trabalhadores experientes (retornados e não naturais) resulta num ganho para o Ceará, através da transferência de conhecimento e aumento da renda estadual
Abstract: The main objective of this thesis is to study the migratory fluxes to the State of Ceará, highlighting, to the recent period, the returning migratory movement. Moreover, it is sought to identify the selectivity of the returning interstate migrants inserted in the Ceará's labor market and the central hypothesis is that the Ceará-born person who has returned brings with him experiences acquired from the labor market in other States, a fact that implies in a positive differential when compared to the population who never emigrated from Ceará. On the other hand, even with the network of solidarity in the birthplace (Ceará) and endowed with the characteristics that were mentioned above, these attributes are not comparable to those present in the unborn in the state and entered in the local labor market. Thus, the returning migrant is negatively selected compared to the unnatural migrant. The study contemplates four chapters: the first rebuilds the roots of the Ceara's interstate migration from the contextualization of the historical and economical formation process of the State.; the second analyses, in time and space, the evolution of the last stage of interstate migratory fluxes from and to Ceará during the period from 1960 to 2010, having as its background the State, the north-eastern, and the national socio-economical development; the third analyses the origin, volume and tendencies of return interstate migration, from the movement in a single stage and in more than one stage, in the interval from 1975 to 2010; and the fourth and last one identifies and compares the profile of the returning person inserted in the State's labor market and verifies if that category of migrant is constituted of a positively selected group in relation to the non-migrant and the natural migrant. The results pointed that, in three out of four of the studied quinquennium (1975/1980, 1986/1991, 1995/2000 e 2005/2010), Ceará was stood out in the group of the country as receiving a higher percentage of returns. Regarding the selectivity, through the application of an econometric model of the mincerian earnings equation, the data showed that the returning migrant obtains, averagely, more earnings if compared to the non-migrants, but values, averagely, lower than the non-local migrants, suggesting a positive relation to the returning one, face to face to those who have never emigrated from the State, and negative in relation to those not born in Ceará. Furthermore, the arrival of experienced workers (returning ones and non-locals) results in a gain to Ceará, through knowledge transference and increase of the State's incoming
Doutorado
Demografia
Doutora em Demografia
34
Dufur, Mikaela Jean. "Riding the coaching carousel : the effects of sex, race, and institutional environment on the occupational internal labor market mobility of collegiate managerial personnel /." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1488199501404408.
35
Santos, Lígia Cristina da Silva dos. "A perceção dos gerentes, como cliente interno, sobre o processo de recrutamento e seleção numa empresa do setor da restauração." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2017. http://hdl.handle.net/10400.26/17771.
Анотація:
Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do
grau de
Mestre em Gestão Estratégica de Recursos HumanosO objetivo deste estudo foi analisar a perceção dos Gerentes, como cliente interno, sobre o processo de recrutamento e seleção numa empresa do setor da restauração. Pretende-se em concreto conhecer a perceção sobre o conhecimento, a participação e a satisfação que estes profissionais têm em relação ao processo de recrutamento e seleção prestado pelo Departamento de Recrutamento e Seleção da empresa. Os resultados obtidos neste estudo indicam que os Gerentes dos restaurantes apresentam níveis diferenciados em relação ao conhecimento, à participação e à satisfação. As perceções mais baixas verificam-se na participação no processo de recrutamento e seleção, no que concerne à satisfação estes profissionais têm níveis médios nesta categoria e no que respeita ao conhecimento, verificaram-se os níveis mais altos. Os resultados sugerem que em relação ao conhecimento, a empresa deve melhorar quanto ao fornecimento de informação que concede aos Gerentes dos restaurantes sobre os candidatos selecionados, na categoria participação, a empresa deve envolver os Gerentes no processo de seleção desde o início e em todas as etapas, e na categoria satisfação, deve melhorar na seleção dos candidatos, para que estes se adaptem às suas novas funções e deverá facilitar a carga burocrática do processo.
The objective of this study was analyze the perception of the managers, as internal customer, about the process of recruiting and selecting a company in the catering sector. It is intended in particular to know the perception about the knowledge, participation and satisfaction that these professionals have in relation to the recruitment and selection process provided by the Department of Human Resource Management. The results obtained in this study indicate that the restaurant managers present differentiated levels in the three analyzed aspects, knowledge, participation and satisfaction about the personnel selection process. The lowest perceptions occurring in the participation, as far as satisfaction is concerned, these professionals have average levels in this category and in terms of knowledge, the highest levels were found. The results suggest that in the knowledge the company should improve in relation to the information provided to the restaurant managers on the selected candidates, in the participation, the company should involve the managers in the selection process from the beginning and in all. The stages in the satisfaction should improve the selection of candidates so that they adapt to their new roles and should facilitate the bureaucratic burden of the process.
36
Reid, Iain. "The persistence of the internal labour market in changing circumstances : the british film production industry during and after the closed shop." Thesis, London School of Economics and Political Science (University of London), 2008. http://etheses.lse.ac.uk/2035/.
Анотація:
Internal labour market theory states that the administrative rules and customs that restrict access and regulate the deployment of labour in craft markets will eventually be converted by trade unions into formal collective agreements, preferably enforced by closed shops. However there have been few opportunities to examine what happens when that process is reversed and the protection of those two institutions are removed. The demise of the closed shop in Britain is generally attributed to Mrs Thatcher's Conservative governments whose successive Employment Acts were intended to remove obstacles to the free functioning of the labour market. However, this research will argue, using the example of the British film production industry, that regardless of the political action it is unlikely that the pre-entry closed shop would have survived the technical and social changes of the 1980s. It also shows that many of the constraining practices and principles associated with the industry's internal labour market persist. By tracing the origins of organised labour in the early British film production industry, this research considers whether that closed shop, created by unusual wartime circumstances, merely endorsed the informal rules and customs that characterised an established closed craft community. It will demonstrate that continuity has been possible because internal labour market practices ensure that on-the-job training is only available to those likely to perpetuate the established working practices and demarcation. Furthermore, management are complicit because the efficiencies in screening and training means that a compatible trained workforce is always available. For contrast, it will be shown that in television and video production, seemingly similar sectors, an unrestricted, competitive labour market has been created by the demise of the closed shop, the workers' inability to create a substitute informal network, the unbridled influence of capital and government efforts to assist access to employment.
37
Lehrer, Kim Jamie. "Economic behaviour during conflict : education and labour market participation in Internally Displaced People's camps in Northern Uganda." Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/26274.
Анотація:
This dissertation investigates men and women's labour force participation and children's education outcomes using original data collected in Ugandan Internally Displaced People's (IDP) camps in 2005 and 2007. The random nature of the conflict and mass displacement in the region is exploited to identify their impacts on behaviour. Furthermore, a randomized trial of two alternative food for education programs implemented in the IDP camps is evaluated. The impacts of the programs on primary school participation, cognitive development, and learning achievement are investigated.
The first chapter introduces the dissertation and explores the research setting by detailing the randomized school feeding experiment and the data collection process. It considers the context in which the data was collected, focusing on the conflict in the region at the time.
The second chapter uses this unique data set and the exogenous nature of the conflict and resulting displacement in Northern Uganda to examine their impacts on labour market participation. I find that the longer the existence of the camp to which people moved, the less men work. In contrast, women's labour market decisions are not influenced by the age of the Internally Displaced People's camp in which they live. I argue that these responses result from the development of gender-specific social norms regarding idleness and not from a lack of opportunities. A decline in the percentage of men working in a camp leads to a reduction in the probability that a given man works.
The third and fourth chapters provide solid empirical evidence of the educational impacts of two food for education programs. Joint with my co-authors, I compare education outcomes between three randomly assigned groups: Beneficiaries of an in-school meals program, beneficiaries of a take-home rations program providing equivalent food transfers conditional on school attendance, and a control group. The findings suggest that, in general, both programs performed equally well in improving school participation. While access to both programs improved cognition, the impacts on learning achievement are not as strong.
38
Eberth, Barbara. "The evolution of earnings distributions and gender pay differences in the internal labour market of a large financial sector firm in the UK." Thesis, University of Aberdeen, 2005. http://digitool.abdn.ac.uk/R?func=search-advanced-go&find_code1=WSN&request1=AAIU206431.
Анотація:
Personnel economics has developed as a distinctive discipline within economics. The growth in this area of economics has been predominately theoretical in nature due to the lack of available data. Nevertheless, over the last 10 years several economists have gained access to personnel records of firms to test the predictions of the theoretical works in personnel economics. This thesis follows in the spirit of the available empirical work using personnel records of a large financial sector firm operating in the UK over the period 1989 to 2001, empirically investigating the evolution of earnings distributions and gender pay differences in the internal labour market of this firm. The thesis initially replicates findings on the structure of earnings between incumbents and outsiders (entrants) as outlined in Baker, Gibbs and Holmstrom (1994b). The key questions are whether movements of wages over time are consistent with the theoretical notion of an internal labour market and whether incumbents do better than outsiders. Secondly, the thesis explores more closely the evolution of earnings distribution of a particular cohort in a quantile regression framework. Finally, a central proposition in the personnel economics literature is re-examined as outlined in Medoff and Abraham (1980, 1981) on estimating the returns to tenure with standard earnings functions. The thesis offers a reinterpretation of the Medoff and Abraham results using a new methodology as outlined in DiNardo et al. (1996) constructing counterfactual density estimates of earnings distributions. The empirical results bear evidence of a clear and unambiguous negative bias in the returns to tenure making a contribution to recently discussed ideas about the interpretation of observed wage functions as wage offer functions supporting the Stevens (2003) conjecture that the returns to tenure are negatively biased.
39
Choe, Chung. "The Outcomes of Policies Designed to Eliminate Discrimination." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/195490.
Анотація:
My dissertation offers three empirical studies of the outcomes following public policy changes designed to reduce the impact of discrimination. The first two chapters focus on the migration of black South Africans soon after the notorious apartheid policies of the South African government were eliminated in the early 1990s. The last chapter of my thesis touches another anti-discrimination policy, the American with Disabilities Act of 1990.Chapter 1 investigates the impact of internal migration on the human capital redistribution within South Africa. As apartheid was being dismantled, new opportunities for movement opened up to black workers, leading to a surge in internal migration. The empirical analysis shows that individuals prefer localities with higher expected log wages regardless of their educations and skills. Second, over the study period, brain drain arose among blacks within South Africa: the share of people with high school education rose in areas that had originally had more people with high school educations.Chapter 2 studies the impact of family migration on women's employment status in South Africa as apartheid was being dismantled. Black women in migrating households with both spouses were more likely to be unemployed than in nonmigrant households. Moreover, the initial negative relationship between migration and employment in a new area for white spouses of migrants was eliminated within 2 years, while black spouses of migrants experienced higher levels of unemployment relative to nonmigrants over a more extended period.Chapter 3 examines the changes in the Oaxaca decomposition measures of labor market discrimination for individuals with disabilities before and after the passage of the ADA. The results indicate that the employment and wage gaps between the disabled and the non-disabled have risen sharply over time, both before and after the passage of the ADA. Most of the rise prior to the ADA was attributable to a rise in differences that cannot be explained with measurable factors. Nearly all of the rises in the gaps after the introduction of the ADA, however, are attributable to factors that can be measured. The unexplained differential has held relatively constant during that period.
40
Lanyon, Andrea J. "Job tournaments, gender and organisational career outcomes for women : a case study of the dynamics of the internal labour market of an Australian bank between 1950 and 1993 /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19675.pdf.
41
Mavuso, Mda Adele Madikoma. "Staff Turnover in the Information and Communication Technology (ICT) Sector in South Africa." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1263583671.
42
Keizer, Arjan B. "The changing logic of Japanese employment practices: A firm-level analysis of four industries." Thesis, Erasmus University, 2005. http://hdl.handle.net/10454/3727.
Анотація:
YesIn previous decades, the perception of Japan¿s employment practices has been strongly intertwined with its economic fortunes. From the 1970s, Japan¿s employment practices came to be seen as one of the cornerstones of its economic success. However, this perception changed, albeit with a substantial delay, when the economy proved incapable of returning to its former path of growth after the `bubble¿ burst at the end of the 1980s. Like so many of its economic institutions, the employment practices became the subject of substantial criticism in a debate on the revitalisation of Japan¿s economy. This study takes its position within this debate by discussing the likelihood, character, and economic consequences of change. Environmental changes, like the ageing of the population and the substantial decrease in economic growth, require Japanese firms to adapt their human resource management. However, the embeddedness of national practices limits the scope of firms to make these adjustments; and change is determined by the dialectics between their strategies and existing practices. The firm, as an institution, thus experiences the impact of both the embedded employment practices and the economic impact of environmental changes. Accordingly, it is at the centre of this study. Theories of the firm are used to discuss the contribution of employment practices on efficiency, capabilities, and competitive strength. Case-studies from four different industries ¿ automobile, electronics, construction, and retailing ¿ describe the adaptations made by individual firms. Subsequently, these findings constitute the basis for a discussion of industry-specific employment practices and provide an answer to whether developments such as the rise in performance-based pay and labour mobility have altered the logic of Japanese employment practices.
43
Andersson, Lina (current name Aldén Lina). "Essays on economic outcomes of immigrants and homosexuals." Doctoral thesis, Växjö universitet, Ekonomihögskolan, EHV, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-6010.
Анотація:
This thesis consists of five essays on the economic outcomes of immigrants and homosexuals on the labour and housing market. Essay I evaluates the effect of an in-work benefit on the labour supply of single immigrant women by means of simulation. Although, on average, there is no significant effect, we find that the in-work benefit increases the working hours of single women with low incomes and slightly decreases the working hours of those with high incomes. The increase in working hours is primarily a result of increased participation. As expected, the positive effect is largest for the immigrant groups with the lowest participation rates and lowest labour incomes. Essay II studies intergenerational transmissions in self-employment. The results show that immigrants transfer general human capital over three generations in the sense that individuals whose fathers and grandfathers are self-employed have a higher self-employment propensity. For natives, only the father’s self-employment affects the son’s probability of becoming self-employed. Furthermore, the results show that natives transfer specific human capital from father to son, which increases the probability of sons becoming self-employed in the industry in which their fathers are self-employed. Essay III explores the effect of self-employment experience on subsequent earnings and the employment of male and female immigrant wage earners. We find that, relative to continued wage employment, self-employment is associated with lower earnings and difficulties in returning to paid employment for both immigrant men and women. The effect is less severe for natives. Among immigrant groups, the results give little support that self-employment experience improves earnings and employment prospects compared to experience from wage employment. Essay IV applies a field experiment to investigate how increasing the information about applicants affects discrimination against male Arab/Muslim applicants on the rental housing market. The Arab/Muslim applicants received fewer responses from the landlords than did the Swedish applicants. All of the applicants gained by providing more information about themselves, but the magnitude of discrimination against the Arab/Muslim applicants remained unchanged, indicating that increasing the amount of applicant information will not reduce discrimination. Essay V studies possible discrimination against lesbians in the rental housing market using a field experiment. We let two fictitious couples, one heterosexual and one homosexual, apply for vacant apartments on the Internet. We then explored if there were differences in callbacks, invitations to further contact and/or showings. The results show no indication of differential treatment of lesbians by landlords.
44
Claisse, Christophe. "Les pulsations de la mobilité en entreprise : entre reconfiguration d’un marché interne et constitution d’un régime d’épreuve à la mobilité professionnelle." Thesis, Paris, Institut d'études politiques, 2017. http://www.theses.fr/2017IEPP0001/document.
Анотація:
La thèse porte sur l’étude d’un dispositif d’accompagnement à la mobilité professionnelle au sein d’une ancienne administration d’État devenue société anonyme. Réalisée dans les centres financiers de la Banque Postale, l’enquête ethnographique combine entretiens et observations pour analyser conjointement la mobilité en cours de carrière comme l’agencement subjectif des séquences d’une vie, et la mobilité comme modalité de gestion du personnel d’une entreprise en transformation. Dans un contexte où l’individualisation des politiques de l’emploi se joint à celle des dispositifs de gestion des ressources humaines (Gazier, 2010), la thèse propose une analyse de la mobilité en contexte organisé, qui met en évidence le caractère normatif d’une injonction à la réalisation de soi par le travail. Elle met en avant le caractère multidimensionnel des transactions qui se jouent dans une épreuve de mobilité (sur le plan biographique, sur celui des usages – et détournements – des dispositifs de gestion, sur le rôle joué par les managers ou encore le cadre collectif négocié par les organisations syndicales). Ainsi, la thèse dissout les catégories dichotomiques utilisées pour décrire les parcours professionnels (mobilité subie ou choisie) en montrant que des mobilités dites subies peuvent être l’expression de véritables choix de carrière au service d’un projet de vie et que des mobilités dites choisies peuvent s’avérer foncièrement contraignantes. Au final, la thèse montre que le rapport entretenu par les individus avec leur carrière et l’usage qu’ils font de la mobilité comme outil au service de celle-ci, s’avère bien plus déterminantThe focus of the thesis is the study of a support mechanism for employee mobility in a former state owned public administration that became a limited company. Carried out in the financial centres of La Banque Postale, the ethnographic inquiry combines qualitative interviews with workplace observations in order to analyse both career mobility as a subjective combination of life sequences, and professional mobility as a way of managing people in a firm in a state of transformation. In a context where both employment policies and human resources management systems tend towards individualized actions (Gazier, 2010), the thesis offers an analysis of professional mobility within an organized and structured context that highlights the normative nature of an injunction to self-realization through work. It emphasizes the multidimensional nature of bargainings involved in the course of mobility (on a biographical level, on the use - and misuse - of management tools, on the role played by managers or the collective framework negotiated by Trade Unions). Thus, the thesis dissolves the dichotomous categories used to describe professional careers (imposed or chosen mobility) by showing that so-called imposed mobility can be the expression of true career choices to serve a life project and that so-called chosen mobility may be fundamentally constraining. Finally, the thesis shows that the relationship maintained by individuals with their career and the use they make of professional mobility as a tool in order to achieve it, is far more decisive
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Bengtsson, Sofi. "Personlig integritet i arbetslivet : Arbetsgivarens möjlighet till kontroll av arbetstagarens Internet- och e-postanvändning." Thesis, Växjö University, School of Management and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2007.
Анотація:
Sammanfattning
Skyddet för arbetstagarens personliga integritet är ett aktuellt ämne där teknikutvecklingen
ger arbetsgivaren ökade möjligheter att kontrollera arbetstagaren. Därmed äventyras skyddet
för arbetstagarens personliga integritet. Det finns i dagsläget inte någon direkt
specialanpassad lagstiftning till skydd för den personliga integriteten i arbetslivet och svensk
lagstiftning saknar en enhetlig definition på begreppet personlig integritet. Det är oklart vilka
möjligheter arbetsgivaren har att vidta kontrollåtgärder av arbetstagarens Internet- och epostanvändning
samt vilket skydd arbetstagaren har för sin personliga integritet.
Syftet med uppsatsen är att reda ut vilket rättsligt skydd arbetstagaren på den svenska
arbetsmarknaden har för sin personliga integritet, vilka möjligheter arbetsgivaren har att vidta
kontrollåtgärder av arbetstagarens Internet- och e-postanvändning, samt vad begreppet god
sed på arbetsmarknaden i detta fall innebär. För att uppnå syftet används en rättsdogmatisk
metod, som innebär att aktuella rättskällor det vill säga lagtext, förarbeten, praxis från
Arbetsdomstolen och doktrin kommer att studeras.
Arbetsgivaren ges möjlighet att vidta integritetskänsliga åtgärder såsom kontroll av
arbetstagarens Internet- och e-postanvändning med stöd av den allmänna arbetsledningsrätten,
avtal, kollektivavtal eller lagstiftning. Dock begränsas möjligheterna till att åtgärden inte får
stå i strid med god sed på arbetsmarknaden. För att avgöra vad nämnda begränsning innebär
gör Arbetsdomstolen en intresseavvägning. Arbetstagarens intresse av skydd för sin
personliga integritet jämförs med arbetsgivarens intresse av kontroll av arbetstagarens
Internet- och e-postanvändning. Dessutom måste det finnas en rimlig proportion mellan mål
och medel för kontrollåtgärden, alltså måste intrånget i arbetstagarens privatliv som åtgärden
vållar stå i rimlig proportion till arbetsgivarens syfte med kontrollen.
Avslutningsvis kan sägas att vilka kontrollåtgärder arbetsgivaren får vidta och vilket skydd
arbetstagaren har för sin personliga integritet är en fråga som får avgöras efter bedömning av
det enskilda fallet.
Abstract
The protection for the employee’s personal integrity is a current subject where the technology
development gives the employer increased possibilities to check upon the employee. Thereby
the protection for the employee’s personal integrity is jeopardized. At present there is no
special legislation of protection for the personal working life integrity and the Swedish
legislation lacks a uniform definition of the concept personal integrity. It is unclear which
possibilities the employer has to take control measures of the employee’s Internet- and e-mail
use and which protection the employee has for its personal integrity.
The purpose with the essay is to find out which legal protections the employee on the Swedish
labour market has for its personal integrity, which possibilities the employer has to take
control measures of the employee’s Internet- and e-mail use, and what the concept of good
labour market practice means.
In order to achieve the purpose a law dogmatic method is used, which means that current
sources of law i.e. law text, preparation of law text, good practice from labour court and
doctrine will be studied.
The employer is given the possibility to take integrity sensitive actions, like control of the
employee’s Internet- and e-mail use by virtue of the right to direct work, agreement,
collective agreement or legislation. However, the possibilities are limited as the action must
not go against good labour market practice. In order to decide what stands against good labour
market practice the labour court does a weighing of interest. The employee’s interests of
protection for its personal integrity are compared with the employer’s interests of control of
the employee’s Internet- and e-mail use. Moreover, there must be a reasonable proportion
between the objective and means for the control measure, therefore the trespass in the
employee’s private life that the measure causes must stand in reasonable proportion to the
employer’s aim with the control.
In conclusion can be said that which control measures the employer can take and which
protection the employee has for its personal integrity is a question that must be decided after
assessment of every individual case.
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Єсіна, О. Г., та O. Yesina. "Вплив цифрової економіки на ринок праці". Thesis, Одеський національний економічний університет, 2021. http://dspace.oneu.edu.ua/jspui/handle/123456789/13964.
Анотація:
Узагальнено термін цифрова економіка. Проаналізовано ступінь впливу сучасних трендів на появу та трансформацію робочих місць. Підкреслено, що активний розвиток інформаційних технологій в суспільстві призвели до формування нової соціально-трудової структури. Визначено нові вимоги ринку праці.The term “digital economy” has been generalized. The degree of influence of modern trends on the emergence and transformation of jobs has been analyzed. It is emphasized that the active development of information technologies in society has led to the formation of a new social and labor structure. New requirements on the labor market have been identified.
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Srikanth, Hamsa. "Love at First Byte: An Economic Analysis of the Internet Dating Apocalypse." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2135.
Анотація:
We’re often warned that the internet will hasten the dating apocalypse. The internet (it is posited) is depriving us of the elusive in-person magic, and modern courtship is now little more than love at first byte.
There remains uncertainty, however, about what the independent impact of the internet on the dating market has been. Similar to the internet, the telephone also changed the way we communicate, but its effect on the dating market was mostly complementary to the 'traditional' ways of meeting – i.e. calling your school crush at home. So the question remains: Is the effect of the internet on the dating market complementary (adding your school crush on Facebook) or substitutionary (matching with a stranger on Tinder)? Is the internet any better than the telephone?
If all that was known about a random couple is that they met after 2015, I find that there is a 1 in 3 chance that the couple met as strangers online. Lesbian couples who met after 2015 have a 1 in 2 chance of meeting online, whereas gay male couples have a 63% probability of meeting online as strangers. This increased likelihood of same-sex couples meeting online (as opposed to heterosexual couples) confirms the thin-market hypothesis.
The key value proposition of the internet is that it reduces search frictions in the dating market – effectively making it easier for individuals to seek out their optimal matching. I find that the internet is primarily displacing only ‘social circles’ as a dating venue – the probability of meeting partners in public or at institutions (like college) is unchanged. In other words – individuals are essentially replacing their friends with Wi-Fi when it comes to mate search.
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Herault, Arnaud. "Intégration et ségrégation des immigrés sur le marché du travail." Thesis, Angers, 2020. http://www.theses.fr/2020ANGE0004.
Анотація:
Les questionnements liés à l’intégration des immigrés dans les pays d’accueil se positionnent dans un contexte international caractérisé par une augmentation des flux de population au cours de ces dernières décennies. Les mécanismes identifiés déterminants l’intégration des immigrés sur le marché du travail dépendent à la fois des caractéristiques individuelles, sociales mais également économiques. A partir de ce constat, nous analysons dans cette thèse le rôle des relations sociales comme déterminant influençant à la fois l’intégration des immigrés sur le marché du travail ainsi que l’inadéquation professionnelle des immigrés. Concernant le rôle des réseaux sociaux comme moyen de recherche d’emploi, nous analysons, à partir de données françaises, la relation entre l’effet réseau et le cycle économique. Nos résultats montrent que l’effet réseau est contracyclique. La mobilisation des intermédiaires pour trouver un emploi est plus forte en période de récession économique qu’en période de croissance économique. Nous prolongeons notre analyse en étudiant la relation entre l’inadéquation professionnelle et l’effet réseau. Au-delà des caractéristiques individuelles pouvant contribuer à expliquer la probabilité d’être en situation de sur/sous-éducation, nous faisons l’hypothèse que trouver un emploi grâce à un intermédiaire influence l’appariement éducationnel entre les immigrés et les emplois occupés. Nous observons un effet ambigu entre le rôle des intermédiaires et l’inadéquation professionnelle selon l’origine des immigrésThe questions related to the integration of immigrants in host countries are positioned in an international context characterized by an increase in population flows in recent decades. The mechanisms determining the integration of immigrants into the labor market depend on individual, social and economic characteristics. Based on this observation, we analyze in this thesis the role of social relations as a determinant influencing both the integration of immigrants on the labor market and the occupational mismatch of immigrants. Concerning the role of social networks as a means of job search, we analyze, using French data, the relationship between network effect and economic cycle. Our results show that the network effect is countercyclical. The use of referrals to find a job is stronger during recessions than during expansion periods. We extend our analysis by studying the relationship between occupational mismatch and the network effect. Beyond individual characteristics that may contribute to explain the probability of being over/undereducated, we hypothesize that finding a job through a referral influences the educational match between immigrants and the jobs held. We observe an ambiguous effect between the role of referrals and occupational mismatch according to the origin of immigrants
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Gueye, Cina. "Activités invisibles et compétitions dans la ville africaine contemporaine : migration chinoise et reconfiguration économique à Dakar." Thesis, Lyon, 2016. http://www.theses.fr/2016LYSE2032.
Анотація:
Notre thèse s’intéresse particulièrement aux répercussions des modes d’inscription économiques des entrepreneurs chinois sur la recomposition des équilibres internes du marché du travail invisible à Dakar, incarné par des acteurs économiques accumulant les écarts aux normes majoritaires dans un environnement urbain marqué par la lutte des différents acteurs en présence pour l’appropriation des territoires et des ressources offertes par la ville. Notre ambition est de rendre compte des régimes de concurrence, de coopération, des luttes pour l’espace et les ressources offertes par la ville, des logiques de distanciation entre acteurs évoluant sur des segments concurrents. Dans cette perspective, nous avons opté pour une approche multi-site impliquant divers acteurs de la compétition urbaine : commerçants de rue sénégalais, cordonniers, pour apprécier les différentes postures d’acteurs de l’économie invisible face à la recomposition de l’équilibre interne de leurs segments d’activités. L’accent mis sur la reconfiguration du marché du travail invisible induit par cette coprésence dans cette recherche de type ethnographique interroge les rapports de domination, de résistance, mais aussi d’adaptation qui rythment le jeu des acteurs dans l’espace urbain où se construisent de nouveaux dispositifs commerciaux entre tensions et compromisOur thesis is particularly interested in the impact of economic modes inscriptions of Chinese entrepreneurs on the of internal balances recomposition of the invisible job market, incarnated by economic actors accumulating the differences to the majority standards in an urban environment characterized by the struggle of the different actors involved in the appropriation of land and resources offered by the city.Our goal is to realize competition regimes, cooperation, fights for space and resources offered by the city, distancing logic between actors working on competing segments. In this perspective, we opted for a multi-site approach involving various urban competition actors: Senegalese street traders, shoemakers, to appreciate the different postures of the actor’s invisible economy facing to the recomposition of the internal balance of their business segments.The emphasis on the reconfiguration of the invisible job market induced by the co-presence in this type of ethnographical research examines the domination reports, resistors, but also adaptations that punctuate the actors in the urban area where is building new trade arrangements between tension and compromise
50
Montagnon, Florent. "Construire le stable et l’instable : la gestion du personnel d’exécution des transports publics urbains lyonnais (1894-1948)." Thesis, Lyon 2, 2009. http://www.theses.fr/2009LYO20054.
Анотація:
Le réseau des transports urbains lyonnais est exploité par la Compagnie des omnibus et tramways de Lyon (OTL), société anonyme fondée en 1879. Comme toutes les entreprises de service public, l’OTL octroie à certains de ses salariés, les « titulaires », des garanties d’emploi et des avantages sociaux en avance sur la législation. Grâce à des normes dans l’organisation du travail, la plupart des titulaires ont un emploi du temps et des affectations préétablis. Toutes ces dispositions sont définies dans des contrats collectifs de travail résultant de négociations avec le puissant syndicat cégétiste, au cours desquelles interviennent fréquemment les collectivités locales, ville de Lyon et département du Rhône.Mais l’OTL doit adapter ses effectifs aux variations de la charge de travail et cherche à réduire les dépenses de personnel. Elle définit dès le début du XXe siècle des formes de flexibilité qui s’articulent autour des rythmes, des temps et des postes de travail. Jusqu'en 1949, tous les salariés sont embauchés avec des contrats où se combinent durées déterminées ou indéterminées de l’emploi avec le travail à temps partiel ou à temps plein, avant d'obtenir éventuellement une place plus stable : les « auxiliaires » travaillent uniquement le dimanche, ou bien les jours de semaine mais uniquement selon les besoins du service et peuvent être licenciés sans indemnité. La flexibilité affecte aussi les titulaires, essentiellement au début de leur carrière.Des tendances fortes se dégagent. Premièrement, la conceptualisation et la sophistication des formes de flexibilité sont concomitantes de la construction du statut des titulaires. Deuxièmement, les normes temporelles du travail sont de plus en plus complexes. Troisièmement, la main-d’œuvre se partage entre des titulaires qui restent trente ans dans l’entreprise et de très nombreux auxiliaires ou titulaires présents quelques semaines seulement, démissionnaires à cause des salaires médiocres et des conditions de travail mauvaisesThe public transportation system of Lyons – France’s second most populous city, is operated by the Compagnie des omnibus et tramways de Lyon (OTL). This private corporation was founded in 1879. In common with all French public service companies, OTL pre-empted employment legislation by providing employment guarantees and social benefits for certain grades employees, the “incumbents”. Thanks to working rules, most of incumbents, employees with set schedule and assignement, were able to forecast forthcoming hours or working places. All these measures were defined in the collective agreements which OTL entered into with the strong union and the local authorities – the city of Lyons and the département du Rhône.But OTL also had to adapt its workforce to the numbers of passengers conveyed and kilometers covered against a background of wild workload fluctuations and sought to reduce costs. So as early as the dawn of the 20th century the OTL company defined flexible working practices built around working paces, times and occupations. Until 1949, all staff was hired with employment contracts that combined open or fixed-term contracts with part-time or full-time work, before they possibly were offered a more stable post: the “casuals” were hired to work only on Sundays or weekdays on an as needs basis and could be fired without compensation. Internal flexibility also affected the “incumbents”, primarily at the start of their careers.Three strong trends emerge from analyzing the history of OTL personnel management. First, the conceptualization and sophistication of flexible practices were concomitant with the advent of guarantees achieved by the incumbents. Second, the temporal working rules became more and more complex. Third, the workforce was divided between incumbents who stayed in the firm thirty years and lots of casuals or incumbents who resigned because of low wages and flexibility, who worked a few weeks