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.

Scholars have examined how occupational mandates – shared understandings of an occupation’s purpose – are established and how these mandates, to be fulfilled, translate into occupational jurisdictions. To date, however, we lack a clear understanding of how occupational members uphold their mandates when they are impossible to fulfill. I define an impossible occupational mandate as a purpose pursued by a given occupation, but almost impossible to attain. I draw from observations, interviews and archives related to the work of reentry counselors, whose occupational mandate is to ensure former prisoners (i.e., their clients) secure stable employment. My findings suggest that counselors faced multiple challenges in fulfilling their mandate. Faced with an impossible mandate, counselors revised their mandate in different ways, emphasizing their roles as experts in shaping success (advisors), assisting clients with their specific needs (aides), or advancing clients’ cause through their work (advocates). In doing so, they deflected their attention away from their initial mandate and onto their revised mandates. Counselors also shared their mandate with others in their proximate environments. To different degrees, counselors from each group projected partnerships with outsiders to their occupation: they imagined clients, employers, other human and correctional service professionals as possible partners who could share the responsibility for fulfilling their mandate. In doing so, they diffracted the mandate towards people outside of their occupation. Findings suggest that how counselors revised their mandate shaped who they projected as key partners, and how they reported feeling about failed mandate partnerships. Additionally, while all counselors performed the mandate despite the strain it could induce, and used different strategies to cope, the advocates expressed the strongest feelings of emotional strain of all groups. I discuss the connections between deflection and diffraction — namely, the two main strategies people used to uphold impossible mandates — and the conditions under which these strategies can limit professionals’ strain and help them uphold their mandates. Findings add to our understanding of an understudied yet key part of today’s occupational landscape — professionals who hold impossible mandates – and extend the study of occupations and meaningful work. I also discuss implications for labor market inequality, social justice, prisoner reentry programs, and practice. / 2024-05-16T00:00:00Z

Artificial intelligence is often believed to have a detrimental effect on employment. However, when reviewing employment forecasts from The U.S. Bureau of Labor Statistics, no information could be found indicating whether they considered the potential impact of artificial intelligence on employment. This thesis aims to examine the relationship between the 2022 employment forecasts and the artificial intelligence exposure measure for occupations developed by Felten, Raj and Seamans (2021) in “Occupational, industry, and geographic exposure to artificial intelligence: A novel dataset and its potential uses” to determine if there is a significant correlation between the two. Using a dataset of 669 observations resulting from matching occupations using their standard occupational classification codes (SOC), a strong correlation was observed. Yet, it remains unclear whether this is due to deliberately accounting for artificial intelligence or any other factors. Nor can it be asserted that this correlation accurately depicts the continuously evolving job market.

The difficulty of getting a job varies due to individual attributes. This study was designed to examine the establishment in the labor market for academics. Focus was the inequalities in the Swedish labor market based on the variables gender and ethnic background as supposed negative outcome and social networks as a supposed positive outcome on the establishment. The intention was set to explain this based on previous research results and sociological theories about both gender and ethnic hierarchies and the theoretical, enabling power of social networks.  This research was carried out using secondary data, a quantitative material collected in Sweden as part of an International Social Survey Program, about social networks in the year 2017. A linear multiple regression analysis was carried out in the statistical program SPSS to predict the covariation between multiple predictors and the outcome: the establishment in the labor market. With a deductive approach three alternative hypotheses were constructed with the aim of testing the data for their supposed validity.  The results show us that men are better established in the labor market than women, respondents with two Swedish parents are better established than those with two foreign-born parents. This supports earlier research results regarding both the supposed male and, in this context, the Swedish hegemony. The social network's supposed positive effect however could not be confirmed. The three indicators selected to operationalize a theoretically beneficial social network showed scattered results and a lack of significance. The positive effect that social networks was believed to offer the academics in the labor market could not be led to evidence.

This research highlights the different coping strategies used by African immigrant parents to surmount social exclusion and marginalization from a professional's point of view. On this note, the authors' objective of this study is to identify the different coping strategies used by African immigrant parents in the face of exclusion and marginalization in Sweden. The study also has an objective to examine the measures taken by professionals in helping immigrant parents to cope with social exclusion and marginalization in Sweden. Following this trend, the study is conducted using a qualitative research approach. An interview guide was drafted, and four professionals who deal with African immigrant parents were interviewed. The authors used social exclusion theory to explain the phenomenon in the study. Finally, the findings from the study reveal that most African immigrant parents face the same problem of the language barrier, which makes them prone to social exclusion. The four professionals interviewed, however, believe that these African immigrant parents have developed coping strategies innately, from good counsel, by creating networks and carving a niche in the labor market whether skilled or not. This makes them better integrated into the Swedish system.

The current situation in the youth segment of the labour market is characterized by high unemployment and instability. The mechanisms regulating the relations between the labour market and the educational services market do not ensure that the educational process of young people meets the needs and requirements of employers. In this regard, a necessary condition today is the improvement of mechanisms with greater adaptive capacity that would effectively solve the problem of youth employment. Thus, the purpose of this study is to analyze the adaptation of graduates in the labor market through the study of practical mechanisms used in the UrFU to improve the adaptive capacity of young professionals and to assess the views of graduates on their application in the University and the development of practical measures that increase its effectiveness. To this end, using the method of questionnaire analyzed empirical material obtained in the study of the opinion of students aged 20 to 22 years, on the basis of UrFU in Yekaterinburg. The relevance of the study is due to the existence of the problem of adaptation of young people in the labor market, which requires improvement, and is enhanced by the fact that it has a practical orientation. The materials of the work can be used in subsequent research of the youth segment of the labor market, as well as in the preparation of textbooks and reading training courses in universities on the basics of employment technologies and effective behavior of young people in the labor market. The results of the study showed: 1. UrFU pays special attention to the promotion of employment and adaptation to the labor market of graduates, using mechanisms that are more General (universal) in nature, but do not contain targeted (individual) assistance to graduates. 2. As a mechanism to improve the adaptation to the labor market of UrFU graduates, the authors proposed a program for the development and implementation of guidelines "technology of effective employment" for students and graduates seeking their place in the labor market. / Современная ситуация на молодежном сегменте рынка труда характеризуется высоким уровнем безработицы и нестабильности. Механизмы, регулирующие отношения между рынком труда и рынком образовательных услуг, не обеспечивают соответствие образовательного процесса молодежи запросам и требованиям работодателей. В связи с этим, необходимым условием сегодня является совершенствование механизмов с большими адаптационными возможностями, которые бы эффективно решали проблему занятости молодежи. Таким образом, цель настоящего исследования – анализ адаптации выпускников вуза на рынке труда через изучение используемых в УрФУ практических механизмов для повышения адаптационных возможностей молодых специалистов и проведение оценки мнений выпускников по их применению в вузе и разработка практических мероприятий, повышающих ее эффективность. С этой целью с помощью метода анкетного опроса проанализирован эмпирический материал, полученный в ходе изучения мнения студенческой молодежи в возрасте от 20 до 22 лет, на базе УрФУ в г. Екатеринбурге. Актуальность исследования обусловлена существованием проблемы адаптации молодежи на рынке труда, требующей совершенствования, и усиливается тем, что она имеет практическую направленность. Материалы работы могут быть использованы в последующих научных исследованиях молодежного сегмента рынка труда, а также при подготовке учебных пособий и чтении учебных курсов в вузах по основам технологий трудоустройства и эффективному поведению молодежи на рынке труда. Результаты исследования показали: 1. УрФУ уделяет особое внимание вопросам содействия трудоустройству и адаптации на рынке труда выпускников, используя механизмы, имеющие более общий (универсальный) характер, но не содержащие адресной (индивидуальной) помощи выпускникам. 2. В качестве механизма, содействующего повышению адаптации к рынку труда выпускников УрФУ, авторами предложена программа разработки и внедрения методических рекомендаций «Технологии эффективного трудоустройства» для студентов и выпускников, ищущих свое место на рынке труда.

[pt] Este artigo estuda o impacto de um dos maiores programas de aprendizagem do mundo, o programa Jovem Aprendiz no Brasil, nas decisões de contratação das empresas. O programa teve como objetivo expandir as oportunida desde emprego para jovens, combinando incentivos fiscais e cotas de contratação para que as empresas contratem aprendizes. No entanto, esses incentivos não impedem que as empresas substituam contratos de não aprendizes por contratos de aprendizes. Para avaliar esses efeitos, utilizamos uma abordagem de diferenças em diferenças escalonadas, que aproveita um limite exógeno para a entrada no programa. Nossos resultados indicam que as empresas aumentam a contratação de aprendizes após ultrapassar o limite. No entanto, esse aumento é acompanhado por uma redução na entrada de trabalhadores entrantes que não são aprendizes, o que é consistente com a hipótese de substituição. / [en] This paper studies the impact of one of the largest apprenticeship programs in the world, the Jovem Aprendiz program in Brazil, on firms hiring decisions. The program aimed to expand job opportunities among young individuals by combining tax incentives and hiring quotas for firms to hire apprentices. However, these incentives do not prevent firms from substituting non-apprentice contracts for apprentice contracts. To assess these effects, we use a staggered differences-in-differences approach that leverages an exogenous threshold for entry into the program. Our results indicate that firms increase the hiring of apprentices after surpassing the threshold. However, this rise is accompanied by a decline in the entry of non-apprentices first-time workers, consistent with the substitution hypothesis.

Many children in developing countries forgo education due to the direct or opportunity costs of attending school. To help defray the direct costs of secondary schooling, the Ghanaian government launched its free secondary school initiative in 2017, which sought to make tuition and all educational-related expenses free for every Ghanaian child who passed the Basic Education Certificate Examination (BECE). The first objective of this study is to examine to what extent the association between household income and school enrollment decreased in strength over time due to Ghana’s 2017 policy reform using the Ghana socio-economic panel survey (GSPS) and difference-in-differences estimation technique. Our results show that household assets (a proxy for income) had a significant and positive association with school enrollment before the policy change; however, household assets have no significant association with enrollment after the policy change, thus suggesting that family resources do not matter for child enrollment after the policy change. Our results also imply that the 2017 policy reform effectively reduced the hurdles facing lower-income families in paying for secondary school education. The second objective of this study is to examine the effects of this government policy on household labor market outcomes in Ghana. Using the Ghana Socio-Economic Panel Survey (GSPS) and the difference-in-differences estimation technique, we found an increase in labor supply and wages for households with SHS kids before the policy change; however, after policy reform, both labor supply and wages of SHS households decreased suggesting that the free SHS policy did eliminates the direct cost of schooling. These results also indicate that the free SHS policy has significant implications for human capital development and household welfare and health since the policy eliminates the direct cost of schooling. The third chapter examines the impact of environmental tax revenues on domestic healthcare expenditures using panel data of 96 developing and developed countries from 2000 to 2018 and the fixed effect estimation technique. We find a positive and statistically significant association between total environmental tax revenue and government health expenditures; however, this finding is primarily driven by low-income countries. In addition, we find a positive effect of all kinds of environmental tax revenues on government health expenditures; however, the largest and strongest effect arises with pollution tax and transport tax respectively. Our empirical results confirm the validity of the double dividend hypothesis, thus suggesting that environmental tax revenues have significant implications for public health expenditures.

This thesis investigates the labor market integration of highly educated non-EU immigrants in Sweden, with an emphasis on the successes and shortcomings of the Jobbsprånget program. The research intends to offer insight on the processes and dynamics that lead to effective integration by drawing on the theories of human capital, social networks, and social capital. Participants in the Jobbsprånget program are given the chance to complete internships and enhance their skills. The program is intended to make it easier for non-EU immigrants to integrate into the Swedish job market. The objective of this investigation is to evaluate the efficacy of the program in promoting the integration of participants into the labor market through an analysis of its outcomes and effects. A theoretical foundation for examining the labor market integration process is provided by the ideas of human capital, social networks, and social capital. While social network theory stresses the impact of social relationships in gaining access to job prospects, human capital theory emphasizes the significance of knowledge and skills in finding employment. The social capital Theory goes into further detail on the value of friendships and trust in boosting job chances. This research explores the experiences and perspectives of Jobbsprånget program participants using a qualitative method, including semi-structured interviews, thematic, and data analysis with 8 highly educated non-EU participants. The study investigates the creation of social capital, the growth of social networks, and the acquisition of human capital via internships. The results of this research help us to understand the variables why highly educated immigrants from outside the EU find it difficult to successfully integrate into Swedish labor market. The study offers useful insights for policymakers, employers, and other stakeholders interested in supporting inclusive and successful integration initiatives by highlighting the successes and difficulties of the Jobbsprånget program and relying on pertinent theories.The ultimate goal of this thesis is to support efforts that are now being made to improve the labor market integration of highly educated non-EU immigrants in Sweden, which will increase social cohesion, promote economic growth, and allow for the full development of immigrant talent and expertise.

Today's labor market is characterized by flexibility, companies address this by employing temporary employee consultants. As a result, precarious employment has increased. Previous research indicates job satisfaction to be lower among consultants, since temporary employee consultants tend to be viewed as uncertain. Previous research also indicates the importance for consultants to feel organizational affiliation with the client company they work on. The purpose of this study is to gain a deeper understanding of how financial consultants perceive their work situation and which factors they consider important to achieve job satisfaction. In addition, our study intends to study differences between being a temporary employee consultant and other employees at client companies. Empirical data has been collected through semi-structured interviews with financial consultants. The results have been analysed based on figuration theory and two-factor theory. The results of the study highlights the consultants perceivement of job security, working conditions and development opportunities as inadequate. Further, the results show the consultants face several challenges in their work situations. This can be understood as a result of the unequal power relationship that exists between the consultant and the managers and staff of the client company. These power relations can thus contribute to the creation of prejudices about financial consultants and affect the financial consultants' experience of exclusion at client companies. The results also highlight the consultants' perception of their work situation as based on the type of assignment and client company at which the consultant works. / Dagens arbetsmarknad präglas av flexibilitet, vilket företagen hanterar genom att anställa arbetstagare som arbetar på tidsbegränsade uppdrag. Som ett resultat av flexibiliteten anställs allt fler konsulter som arbetar på tidsbegränsade uppdrag. Tidigare forskning belyser att arbetstillfredsställelsen tenderar att vara lägre hos konsulter, eftersom tidsbegränsade uppdrag upplevs som osäkra av konsulterna. Tidigare forskning fastställer även att konsulter upplever det viktigt att känna organisationstillhörighet till det kundföretag de arbetar på. Syftet med denna studie är att få en fördjupad förståelse för hur ekonomikonsulter uppfattar sin arbetssituation och vilka faktorer de anser vara viktiga för att uppnå arbetstillfredsställelse. Dessutom har vår studie för avsikt att studera eventuella skillnader mellan att vara konsult med ett tidsbegränsat uppdrag och övriga anställda av kundföretaget. Empiri har samlats in genom semistrukturerade intervjuer med ekonomikonsulter. Resultatet har analyserats utifrån figurationsteorin och tvåfaktorteorin. Studiens resultat belyser att konsulterna upplever faktorerna anställningstrygghet, arbetsvillkor och utvecklingsmöjligheter som bristfälliga. Resultatet visar även att konsulter möter flera utmaningar i sina arbetssituationer. Detta kan förstås som ett resultat av det ojämna maktförhållande som finns mellan konsulten och cheferna samt personalen på kundföretaget. Dessa maktförhållanden kan således bidra till att fördomar skapas om ekonomikonsulterna och påverkar ekonomikonsulternas upplevelse av exkludering på kundföretagen. Resultatet belyser även att konsulternas uppfattning om sin arbetssituation baseras på vilken typ av uppdrag och kundföretag som konsulten arbetar på.