Thesis (doctoral)--Freie Universität Berlin, 1998.

Thesis (Ph. D.)--Columbia University, 2002. / Includes bibliographical references (leaves 129-133).

Thesis (Ph. D.)--University of Hawaii, 1990. / Includes bibliographical references (leaves 126-135).

Thesis (Ph. D.)--University of Chicago, Dept. of Economics, June 2002. / Includes bibliographical references. Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2005. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (July 18, 2006) Vita. Includes bibliographical references.

This thesis takes the form of three essays about the labour market implications of job quality. In the first essay, I demonstrate, by analysing a two-type, two-period example, that high introductory wage offers can signal the quality of experience jobs. In this game, one type of firm - the “good” type - offers higher expected quality jobs. If this type is less likely to exit from the industry than the “bad’ type, it can increase expenditure on introductory wages without being mimicked, distinguishing it from its inferior. The game has many equilibria with these separating wages. In each, the introductory compensating differentials have the opposite sign to the usual case: higher expected quality jobs pay more, rather than less. In the second essay, I present Canadian evidence that tests and supports the theory of compensating differentials for a variety of job characteristics. The data used are from the National Survey of Class Structure and Labour Process in Canada (NSCS). These self-report data are preferable to the more conventional occupational-trait data; they provide information on individual jobs rather than averages across broad occupational categories and industries. In the third essay, I focus on the mismatch between the educational requirements of jobs and the educational attainments of workers. Using NSCS data, I find that the returns to over- and undereducation for males are sensitive to the level of required education. There is evidence of positive returns to overeducation for jobs that require a university bachelor’s degree; but, in general, the returns are insignificant. Undereducated workers are penalised in jobs with low educational requirements. For females, I find that the returns to over- and undereducation are insignificant for all levels of required education. / Arts, Faculty of / Vancouver School of Economics / Graduate

Thesis (Ph. D.)--University of California, San Diego, 2009. / Title from first page of PDF file (viewed October 22, 2009). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references (p. 161-170).

The entire literature on adverse selection in the labour market spawned by Greenwald (1986, Review of Economic Studies, 63(3)) has been built, somewhat unwittingly, on the assumption that firms forget the type of a worker after the worker quits. In many contexts, this assumption is implausible. The first three chapters of this thesis therefore explore an alternative approach to modelling labour markets with asymmetric information by assuming firms will never forget a worker's type. The first chapter turns the standard Greenwald result on its head by showing that if the worker knows her own type and productivity is unchanging, the possibility of competitive wage offers from fully-informed previous employers means that adverse selection will never persist. Job changing frictions can cause a semi-separating equilibrium where the more productive workers have their type revealed whilst the least productive workers receive a pooling payoff. But even where asymmetric information persists there is no adverse selection because job changing frictions shield potential employers from the winner's curse. The second chapter investigates the robustness of the non-persistence of adverse selection result where previous employers are asymmetrically informed. The result is found to be robust where firms bid for the worker under a closed but not an open auction. The third chapter finds that, if workers are not sure of their exact value to their employer, there will be an adversely selected stream of job changers in equilibrium, even as the probability of a worker quitting for exogenous reasons approaches zero. Less able workers are quickly revealed as such, whilst more able workers have their type revealed gradually. The fourth substantive chapter of this thesis investigates the widely observed paradox that, despite what traditional economics would lead us to believe, there can be such a thing as too much choice. The model provides a formal theoretical explanation for this phenomenon using the regret theory of Loomes and Sugden (1982, Economic Journal, 92(368)). When options are few it is shown that enlarging the choice set improves welfare, but when options are many, a "less is more" phenomenon emerges. In some cases, excess search options can decrease search.

Thesis presented in partial fulfilment for the degree of Master of Management (in the field of Public Sector Monitoring and Evaluation) to the Faculty of Commerce, Law, and Management, University of the Witwatersrand March 2016 / Employment is a critical factor in development, general, and specifically social development. All else constant, education is an important precursor to employment. Besides university or academic learning that feeds into the white collar or office jobs; technical, entrepreneurial, and vocational training and education although feeding mostly into the pink collar or artisan jobs is an important aspect of education and, therefore, employability. Further, entrepreneurial and related training and education has the potential to create employment. However, little has been written on factors that positively influence employability of technical education graduates. Obviously, one would like to know if there is match between industrial needs and the specialisation of the graduates. The purpose of this research was to evaluate factors influencing employability of technical education graduates in Malawi. The study attempted four research questions, three targeting employees (who are technical education graduates) and these had hypothesis. The fourth research question targeted employers and had a proposition on needs of companies. We reviewed literature to understand the research problem, develop theoretical framework and conceptualise our research. Two theories, theory of demand and supply of labour, and capability approach were employed. Of the three strategies; qualitative, quantitative and mixed, a quantitative strategy using a cross sectional design from a sample of 81 technical education graduates and 30 companies was employed. The results show no significant relationship between employability and the explanatory variables of age, gender, education attainment and skills. A significant relationship (p=0.018) was found between first job of graduates in relation to the field of study, meaning with the right education and the right job match, graduates were more employable. In addition, descriptive statistics indicate a strong relationship for all variables as per the research questions. Technical skills and education attainment seem to affect the duration taken to gain employment. The majority of the graduates were employed in professions that matched their training. Companies have preferences in recruiting graduates. The findings further show that, curriculum, funding and multiple qualifications need harmonisation for effective TVET provision. / MT2016

Yuen Chi-lok. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (leaves 63-70). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgement --- p.iii / Table of Contents --- p.iv / List of Tables --- p.v / Chapter Chapter 1 --- The Dynamics of the Labor Market across Public and Private Sectors in a Theoretical Model / Chapter 1.1 --- Introduction --- p.1 / Chapter 1.2 --- Empirical Studies --- p.4 / Chapter 1.3 --- The Model --- p.7 / Chapter 1.3.1 --- Preferences of Working Agents --- p.7 / Chapter 1.3.2 --- Production Technology --- p.8 / Chapter 1.4 --- "Optimization, Equilibrium and Some Comparative Static Results" --- p.10 / Chapter 1.4.1 --- Optimization Problems --- p.10 / Chapter 1.4.2 --- Market Equilibrium --- p.15 / Chapter 1.4.3 --- Comparative Static Results --- p.16 / Chapter 1.5 --- Extensions --- p.22 / Chapter 1.5.1 --- Wage Structure in Public Sector and its Effects --- p.22 / Chapter 1.5.2 --- How the Wage Level of the Public Sector Affects the Private Labor Market --- p.24 / Chapter 1.6 --- Conclusion --- p.29 / Chapter Chapter 2 --- Pillars for the Growing Dragon: Social Security in China --- p.31 / Chapter 2.1 --- Introduction --- p.31 / Chapter 2.2 --- The Evolution of the Chinese Social Security System --- p.33 / Chapter 2.2.1 --- The Establishment of the Social Security System since1949 --- p.33 / Chapter 2.2.2 --- The Reform in 1980s --- p.35 / Chapter 2.3 --- The Existing Chinese Social Security System --- p.39 / Chapter 2.3.1 --- Pension Reform --- p.42 / Chapter 2.3.2 --- Unemployment Insurance Reform --- p.45 / Chapter 2.3.3 --- Medical Insurance Reform --- p.50 / Chapter 2.4 --- Sustainability Problem in the Chinese Social Security System --- p.53 / Chapter 2.5 --- Conclusion --- p.60 / References --- p.63 / Appendix --- p.71