Thesis (Ph.D.) -- McMaster University, 1998. / Includes bibliographical references. Also available via World Wide Web.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 1999. / Field project. Includes bibliographical references.

Thesis (Ph.D)--City and Regional Planning, Georgia Institute of Technology, 2009. / Committee Chair: Nancey Green Leigh; Committee Member: Bill Drummond; Committee Member: Michael Elliott; Committee Member: Thomas Boston; Committee Member: William Schaffer. Part of the SMARTech Electronic Thesis and Dissertation Collection.

Thesis (Ph. D.)--Rutgers University, 2008. / "Graduate Program in Planning and Public Policy." Includes bibliographical references (p. 137-143).

No description available.

<p>This thesis comprises three essays. The first two essays examine what inferences can be drawn about the structure of wages from the experiences of displaced workers using the Ontario Ministry of Labour Plant Closure Survey. The third essay examines the effect of unemployment benefits on household consumption during spells of unemployment, with a particular emphasis on durables purchases. It employs data from a second and new data source, the Canadian Out of Employment Panel.</p> <p>The first essay revisits the issue of what can be learned about wage tenure profiles from displaced worker data. The positive relationship between wages and tenure in cross section data is consistent with the accumulation of firm specific capital. Alternatively, it may be explained by unobserved heterogeniety across workers, or by endogenous mobility. Displaced worker data is quite helpful in correcting for the first possible bias, and less so for the second. The relationship between various estimation strategies in the literature is illustrated. Estimates that control for individual heterogeniety and endogenous mobility driven by systematic differences in the pay policies of firms are presented. In this data, 10 years of tenure appears to raise wages by about 7%.</p> <p>The second essay examines intra-industry wage differentials. Even after conditioning on a rich set of worker and job characteristics, firm of employment is a significant determinant of wages. Estimates that employ the longitudinal nature of data demonstrate that sorting of workers across firms by unobserved ability can explain about half of the observed differentials. Firm wage differentials are observed within narrow industries, consistent across broad occupational groups, and robust to conditioning on differences in the mix of skills or job characteristics. Further "high wage" firms exhibit high average tenures suggesting that positive wage premia are associated with reduced mobility. These observations imply that compensating wage differentials are also a poor candidate explanation for the observed differentials. The results are more consistent with models based on rents or some firm monopsony power. The results also raise questions about the interpretation of wage regressions which ignore firm heterogeneity, and about the sources of wages losses among displaced workers.</p> <p> The final essay examines how households smooth consumption over the income losses due to an unemployment spell. A model of "internal capital markets" is proposed, which suggests that households adjust the timing of the replacement of small durables to income flows. The plausibility of this model is investigated empirically, using a series of program changes in the Canadian unemployment insurance scheme for exogenous variation in transitory income. The data are consistent with the predictions of the "internal capital markets model" while rejecting both a standard life cycle model and a "rule of thumb" model of household expenditure patterns.</p> / Thesis / Doctor of Philosophy (PhD)

Thesis (Ph. D.)--University of California, San Diego, 2001. / Vita. Includes bibliographical references.

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 2003. / "December 1, 2003"--T.p. Includes bibliographical references.

Manufacturing employment in Georgia has declined as thousands of jobs have been lost to foreign suppliers and improvements in productivity. Changes in the state s industrial structure have created mismatches between worker capabilities and the skills required to work in a new field. The transition from a manufacturing to a services economy has strained the ability of many in the state s workforce to acquire to the new job skills demanded by employers. In order to regain employment and maintain former wage levels, structurally unemployed workers need new skills to work new jobs. Unemployed workers sometimes turn to workforce development system (WDS) programs to upgrade skills and provide access to better employment. The purpose of WDS job training services is to facilitate the transition from job loss to stable re-employment. Which job training strategies work or do not work and or for which demographic groups was the focus of this research. The fundamental question posed by this research was, "Can job training help alleviate the adverse wage impacts and time spent in prolonged job search resulting from structural unemployment in Georgia, and if so, which programs work better?" Answering this question requires that structurally unemployed workers in Georgia be assessed with respect to industry, demographics, geography, and Georgia Department of Labor training program exposure as explanatory factors for post-training wage and job search time differentials, both direct indicators of program efficacy to workers. Multivariate regression techniques were used to estimate the impacts of GDOL job training services on workers exiting the state's structurally declining industries and reentering new employment. Among the findings of this research were that: job training was often associated with lower worker wages once re-employed and longer times spent in job search; compared to short-term unemployed workers from declining industries, the long-term unemployed experienced significantly larger adverse wage effects and longer job search times; job training services were found to be most beneficial to workers leaving less-skilled industries and less beneficial to unemployed leaving higher-skilled industries such as manufacturing; and informational job training services were determined to be more cost-effective than occupational skills training.

Thesis (Ph. D.)--University of Michigan, 1992. / Includes bibliographical references.