In 2007, the Swedish payroll tax was reduced for youths in an attempt to suppress the perceived high unemployment among Swedish youths. The reform was rolled back later in 2016. For this period there is a rich supply of publicly available aggregated (macro) data. This thesis aims to examine: first, if the aggregated data is suitable for policy evaluation of the reform, and second, the effects of the reform introduction and repeal. This has been done by using both a conventional fixed effects model and a more unorthodox synthetic control method. Neither of the two methods could show any unbiased and consistent significant result of the treatment effects of the reform. Instead, the results of this thesis suggest that the publicly available aggregated data doesn’t contain enough information to evaluate such reforms.

There is a significant gap in employment rates between people born in and outside of Sweden. Previous literature and theory present evidence of discrimination being a part of the gap. This paper studies the differences in employment between foreign-born and natives in Sweden. The terror attack in Stockholm in 2017 is used as an exogenous variation in attitudes towards foreign-born individuals to measure the discrimination. By collecting individual and aggregated data from Swedish statistics, the study examines how the negative attitudes following the terror attack affect ethnical differences in employment. Data is also collected from retriever to analyze the media coverage around the time of the incident to pinpoint a source of the attack and compare with the development of the employment after the attack. Using the difference-in-differences approch, result was found suggesting that the expected negative attitudes did not affect foreign-born individuals' employment probabilities. However, there were some negative effects shortly after the attack, but they were very small. Results are in line with the large spike in media coverage around the time of the incident which quickly decreases in the months after. A possible explanation of the results is that most of the employers don't let prejudice decide when making hiring decisions. Because the negative effects are very small nd only in the short run, this paper concludes that the expected attitude shift following the terror attack did not affect immigrants' employment probabilities.

This dissertation reveals the origins of one of early US history’s most frequently evoked concepts: the northern “free state.” Beginning in the colonial era and ending with the Civil War, “Slavery Is Slavery: Early American Mythmaking and the Invention of the Free State” follows two threads simultaneously: first, the changing meaning of the term “free state,” and, second, the politics of enslavement and freedom in New Jersey, Delaware, and Maryland, the three states whose relationship to slavery seemed most unsure at the Founding. Relying on the methods of conceptual history, this dissertation reveals that for the first several decades of US history, “free state” signified a self-governing, republican entity, and the phrase only came to be associated with slavery after around the year 1820. Even then, the exact geography it represented remained contested, especially in the lower Mid-Atlantic. The confluence of a developing free labor economy and growing northern antislavery sentiment combined to create the conditions for the “free state” to take on a new meaning—the one historians have inherited and continue to employ today.

Se analizan los efectos de los determinantes de la remuneración laboral en el Perú durante los años 2014 al 2017. Para ello, se enfoca esta relación desde la perspectiva del capital humano. De acuerdo a estudios previos, la educación presenta efectos heterogéneos que dependen tanto de las características del individuo, así como su contexto; dicha relación suele ser modelada con una ecuación tipo Mincer (1974), la misma que será empleada para efectos de la presente investigación, aplicada al caso peruano. Los datos son obtenidos de la Encuesta Nacional de Hogares (ENAHO) y se recurre a un modelo de regresión de Efectos Fijos. Se encontró que, en el Perú, la educación puede tener un efecto heterogéneo sobre la remuneración laboral dependiendo en que sector económico se desempeñe el individuo (ceteris paribus): para un individuo que pasa de no tener nivel educativo a tener educación técnica completa se espera que este efecto sea de, aproximadamente, 97% si labora en el sector agropecuario-pesquero; alrededor de 177% si se desempeña en el sector manufacturas y 116% en el sector servicios. Este resultado apoya la idea de que el sector económico en el que desempeña el individuo es una fuente de heterogeneidad para los efectos de la educación sobre la remuneración laboral. / The effects of the determinants of salary in Peru are analyzed for the period 2014 – 2017. In this sense, this relationship is approached from the perspective of human capital. According to previous studies, education presents heterogeneous effects that depend both on the characteristics of the individual as well as their context. This relationship is usually modeled with an equation developed by Mincer (1974), the same one that will be used for the purposes of this investigation applied to the Peruvian case. The data employed in the econometric analysis was obtained from the National Household Survey (Encuesta Nacional de Hogares in spanish) and a regression model of Fixed Effects is used. It was found that, in Peru, education can have a heterogeneous effect on labor remuneration depending on which economic sector the individual performs (ceteris paribus): for an individual who goes from not having an educational level to having a complete technical education, the expected effect should be approximately 97% if he or she works in the agricultural-fishing sector, around 177% if he or she works in the manufacturing sector and around 116% if he or she works in the service sector. This result supports the idea that the economic sector in which the individual works is a source of heterogeneity for the effects of education on labor remuneration. / Trabajo de investigación

Organizational leaders face obstacles stemming from the lack of employee retention. An ineffective retention strategy can result in the loss of employees and the loss of institutional knowledge. Lack of appropriate retention strategies can negatively impact the reputation of the organization and ultimately affect the financial standing of an organization. Grounded by Herzberg's 2-factor theory, the purpose of this multiple case study was to explore strategies small retail business managers in Trinidad used to retain employees. I collected data through face-to-face semistructured interviews with 5 small business managers and a review of company documents. Data were analyzed using methodological triangulation, thematic analysis, and Hutchinson, Johnston, and Breckon's analytic techniques to identify patterns and themes. Member checking was completed to ensure accuracy and credibility. Five themes emerged from the data: frequent communication improved employee retention, employee engagement motivated employees, compensation considered effective retention strategy, employee recognition enhanced job satisfaction, and advancement decreased job dissatisfaction. The findings from this study may contribute to positive social change by increasing awareness of effective retention strategies. Potential insight into effective retention strategies can benefit leaders and provide stability for employees. Improvement in retention strategies can lead to stabilized employment for employees and their families thus keeping the replacement costs at a minimum and increasing organizational performance.

Leaders of U.S. companies are unprepared to address a shortage of qualified leaders caused by changing workforce demographics. Despite organizational leaders realizing the importance of talent management to company strategy, there still exists a gap in knowledge regarding its application in practice. The purpose of this case study was to explore what succession planning organizational leaders use to adequately replace departing leaders with qualified new leaders. The findings demonstrated support for Shields' practical ideal type conceptual framework adapted to succession planning, which holds that succession planning requires various elements working together to achieve succession goals. Data were obtained through semistructured interviews of 5 organizational leaders who are responsible for succession planning at a global electronics company. Upon analysis of the semistructured interview data using triangulation with company succession planning matrix documents, 4 primary themes emerged: employee development activities that support effective succession planning; practices and processes critical for effective succession planning; the relationship between succession planning, talent management strategy, and organizational strategy; and barriers and challenges to effective succession planning. Recommendations from the study include developing effective ways to replace departing leaders by succession planning and considering investing in resources that focus on succession planning. The findings may lead to social change by providing employees with goals of achieving higher positions within their organizations, which may motivate employees to excel in their workplaces and contribute to their communities.

Disengaged employees and leaders lacking the skills to engage their employees account for an estimated $300 billion annual loss through lowered productivity. This study focused on a leader's understanding of employee engagement as a means of increasing productivity. Utilizing the theory of leadership styles and expectancy theory for the conceptual framework, this descriptive study explored strategies small business leaders have used to develop effective leadership styles to improve workplace engagement. Interviews with a purposive sample of 20 highest-ranking executives at small businesses with between 50 and 250 employees in the Mid-Atlantic region of the United States were analyzed using the modified van Kaam method to identify themes. The analysis of leaders' actions regarding strategies for overcoming barriers to employee engagement indicated a strategic need for meetings, open and candid communication, and more dedicated time to employees to avoid disengagement. The exploration of these strategies provides insight that organizational leaders could use to implement effective practices. The results of this study could contribute to social change by facilitating proactive recognition by organizational leaders of strategies for overcoming barriers preventing the adoption of a more effective leadership style. These contributions could assist leaders in reducing bureaucratization and shifting attitudes from impersonal judgment and extreme separation to engaging employees. These shifts could result in improving the employees' outlook on their future at their respective organizations, which may, in turn, positively impact their relationships with their families and communities.

abstract: Environmental regulations such as carbon taxation and air quality standards can lead to notable improvements in health outcomes and ambient air quality. However, these types of policies may have significant impacts on the labor market, in particular for workers in energy-intensive industries, especially if these workers have acquired specific human capital in those industries. This dissertation focuses on the general equilibrium consequences of environmental regulation on the labor market. Specifically, I examine costly reallocation of workers between sectors, the welfare effects of involuntary unemployment, and the heterogeneous effects of this policy on different types of workers. To this end, I develop a two-sector search model with sectoral human capital accumulation to explore the effects on the labor market of implementing a per unit of energy use carbon tax in the US. I separate the economy into a high-intensive sector (’dirty’) and a low-intensive sector (’clean’). I calibrate the model using 2014 U.S. data. I find that a carbon tax increases total unemployment by 0.06 percentage points, decreases the dirty employment rate by 2.1 percent, and increases the clean employment rate by 1.04 percent. Firms in the dirty sector adjust by decreasing the demand for high-skilled workers and increasing the number of vacancies in the low-skilled market / Dissertation/Thesis / Doctoral Dissertation Economics 2019

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