In my first chapter, I provide a solution for how to model bargaining when there is on-the-job search and worker turnover depends on the wage. Bargaining is a standard feature in models without on-the-jobs search, but, due to endogeneity of the match surplus, a solution does not exist when worker turnover depends on the wage. My solution is based on wages being infrequently renegotiated. With renegotiation, the equilibrium wage distribution and the bargaining outcomes are both unique and the model nests earlier models in the literature as limit cases when wages are either continuously or never renegotiated. Furthermore, the rate of renegotiation has important implications for the nature of the equilibrium. A higher rate of renegotiation lowers the response of the match duration to a wage increase, which decreases a firm's willingness to accept a higher wage. This results in a lower share of the match surplus going to the worker. Moreover, a high rate of renegotiation also lowers the positive wage spillovers from a minimum wage increase, since these spillovers rely on firms' incentives to use higher wages to reduce turnover. In the standard job ladder model, search is modelled via an employment-specific Poisson rate. The size of the Poisson rate governs the size of the search friction. The Poisson rate can represent the frequency of applications by workers or the rate at which firms post suitable vacancies. In the second chapter, which is co-authored with Jake Bradley, we set up a model which has both of these aspects. Firms infrequently post vacancies and workers occasionally apply for these vacancies. The model nests the standard job ladder model and a version of the stock-flow model as special cases while remaining analytically tractable and easy to estimate empirically from standard panel data sets. The structurally estimated parameters are consistent with recent survey evidence of worker behavior. The model fits moments of the data that are inconsistent with the standard job ladder model and in the process reconciles the level of frictional wage dispersion in the data with replacement ratios used in the macro labor literature. In my third chapter, which is co-authored with Coen Teulings, we develop a simple method to measure the position in the job ladder in models with on-the-job search. The methodology uses two implications from models with on-the-job search: workers gradually select into better paying jobs until they get laid off at which time they start again to climb the job ladder. The measure relies on two sources of variation: (i) time-variation in job-finding rates and (ii) individual variation in the time since the last lay-off. We use the method to quantify the returns to on-the-job search and to establish the shape of the wage offer distribution by means of simple OLS regressions with wages as dependent variables. Moreover, we derive a simple prediction on the distribution of job durations. Applying the method to the NLSY 79, we find strong support for this class of models. We estimate the standard deviation of the wage offer distribution to be 12%. OJS accounts for 30% of the experience profile and 9% of the total wage dispersion.

Current research on network use in the labor market focuses primarily on network morphology. In this dissertation, I use hierarchical regression to examine the influence of macro-level context on network use in job search.This study relies on a unique data set that combines individual job history data for years 1985 through 2001 collected by the Survey of Social Dynamics and Migration in Russia (SSMDR) in 40 regions in 2001-2002 and corresponding regional macro-economic data published by Goskomstat, the State Statistical Committee of the Russian Federation.The first question of this study focuses on what accounts for the temporal and regional variation in personal network use in the Russian labor market. I find that, for the post-Soviet period, increase in network use in job search can be attributed to the growth of the private sector: Russian employers are becoming "social capitalists" who take advantage of the resources personal connections can offer. I also find that the chances of finding a new job through personal ties are higher in the regions with larger small business sectors and in the regions with lower economic performance.Next I examine how regional economic performance and unemployment affect workers' chances of getting new jobs in the private sector and in smaller size organizations by means of personal networks. The analysis shows that social networks do lead to employment in the private sector and that this relationship is positively affected by regional economic performance, but not by unemployment rate. I also find here that social ties are likely to lead to new jobs in small organizations, but that this relationship does not vary by region.Finally, I investigate how regional economic performance and unemployment rates affect wages for jobs found through personal networks in the private sector and in small organizations. I find that while the private sector rewards network use, small organizations do not. The relationship between network use and wages does not vary by region. That is, regional economic performance does not have an effect on this relationship.

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Master of Science / Department of Computing and Information Sciences / Daniel A. Andresen / “Dreams Job” is an online Job Search Portal, a web application through which job seekers can register and apply for jobs. Through this portal employers can also post their jobs and review applications. The traditional recruitment systems are time taking and costly. A job seeker must find jobs through advertisements, college fairs, job fairs etc., and the employers must put in much effort to find the right candidate for a vacant position. This application addresses such shortcomings and is a convenient platform for both job seekers to find and apply for jobs and for employers to post jobs and review applications with much ease. Candidates can search for jobs in any field through advanced search capabilities. They can upload their resumes to this application which is stored for future use also. Employers can download these resumes and post/delete job positions. The admin controls this portal and makes the decision about companies and jobs that can access/appear in this portal. Candidates and Employers can use this portal without any geographical barrier, from any part of the world. This application is also developed by using some cutting-edge technologies that are in great demand in the IT industry today. Some of them are NodeJS, AngularJS, Sequelize ORM, etc.

No description available.

This study examines the effect of a short term (30 min) self-efficacy intervention on job search behavior and job search related state-anxiety then proposes a sequential mediation model. Using a sample (N = 272) college students recruited from Amazon’s Mechanical Turk (N = 160) and a small liberal arts college in California (N = 112), participants completed a job search skills quiz and were randomly assigned to a positive feedback condition. They then immediately filled out self-report measures for self-efficacy (Career Decision Making Self-Efficacy), state anxiety (State-Trait Anxiety Inventory Form Y), and job search behavior (Proactive Career Behavior Measure). The results suggest that a positive effect of the intervention on job search behaviors is mediated by a reduction in anxiety and increase in career decision making self-efficacy. These findings are discussed in terms of their implications for college career counselors will be discussed.

Unemployment and precarity have become key features of 21st century work. Employability is presented as a solution to these issues. Individuals are exhorted to manage their employability, in order to be able to exercise choice in the labour market. While employability is individuals' responsibility, governments, employers and educational bodies simply provide opportunities for its development. Higher education is a key site for this process, as employability rhetoric increasingly informs policy and practice. It is founded on rhetoric that emphasises flexibility, skills and marketability, shaping students in certain ways with the risk of being deemed unemployable as the consequence of disengagement. At the same time, there has been a rise in employer presence on university campuses. Recruitment is no longer its key feature. Traditional 'milkround' recruitment has been replaced by year round marketing campaigns. As a result, students are continually exposed to a selection of employers promoting a specific image of work and work orientations. The theoretical framework of this study is informed by works of Antonio Gramsci and Mikhail Bakhtin. Gramsci's notion of 'common sense?' is central to analysing the rhetoric on work and employability present on campus. I also give voice to students by recounting how they as 'dialogical selves' engage with such 'common sense'. These issues are explored through an analysis of data gathered during seventeen months of fieldwork. This includes longitudinal interviews with students, participant observation, documents, interviews with careers advisors and non-participant observation of career consultations. From this, I argue that there was a strongly normative image of work constructed around an orientation I term 'consumption of work'. This image was closely associated with consumption opportunities, marketed to students through corporate presence on campus. 'Consumption of work' was central to shaping students' work orientations and only few of them resisted the 'common sense'. Those who made 'alternative' choices articulated doubt about these, with the challenge to employability as a key reason for it. Employability was presented to students as a lifelong project of the self, where constant acquisition, development and selling of skills were necessary to maintain a position in the labour market. Many students embraced the rhetoric of skill 'possession', but were 'playing the game' when 'demonstrating' skills. Conforming to what the employers were willing them to 'demonstrate' and understanding how to do this became the primary condition for achieving employability.

Föreliggande studie syftade till att undersöka att undersöka potentiella samband mellan socioekonomisk bakgrund och motivation att söka framtida arbete hos studenter. Studien genomfördes med hjälp av en enkät som analyserades kvantitativt, där 90 studenter fick ta ställning till olika scenarion gällande arbeten med variation avseende löne- och kvalifikationsnivå. Data samlades in under fyra föreläsningstillfällen vid Högskolan i Gävle genom en pappersenkät. Resultatet visar att det inte förelåg några signifikanta skillnader vad gäller studenters motivation att söka arbeten och i relation till respondenternas socioekonomiska bakgrund. En tänkbar slutsats är att gruppen studenter är relativt homogena vad avser socioekonomisk bakgrund och därför observerades inga signifikanta resultat. / The present study aimed to investigate whether there was any connection between socioeconomic background and motivation to seek future work of students. The study was conducted using a questionnaire that was analyzed quantitatively, where 90 students had to consider different scenarios regarding work with the variation in wage and level of qualification. Data were collected during four occasions lecture at the University of Gävle through a paper questionnaire. The results show that there were no significant differences in students 'motivation to seek work and in relation to the respondents socioeconomic background. One possible conclusion is that the group of students is relatively homogenous with regard to socioeconomic backgrounds and therefore measured no significant results.

<p>This dissertation consists of three separate essays on job search and labor market dynamics. In the first essay, “The Impact of Labor Market Conditions on Job Creation: Evidence from Firm Level Data”, I study how much changes in labor market conditions reduce employment fluctuations over the business cycle. Changes in labor market conditions make hiring more expensive during expansions and cheaper during recessions, creating counter-cyclical incentives for job creation. I estimate firm level elasticities of labor demand with respect to changes in labor market conditions, considering two margins: changes in labor market tightness and changes in wages. Using employer-employee matched data from Brazil, I find that all firms are more sensitive to changes in wages rather than labor market tightness, and there is substantial heterogeneity in labor demand elasticity across regions. Based on these results, I demonstrate that changes in labor market conditions reduce the variance of employment growth over the business cycle by 20% in a median region, and this effect is equally driven by changes along each margin. Moreover, I show that the magnitude of the effect of labor market conditions on employment growth can be significantly affected by economic policy. In particular, I document that the rapid growth of the national minimum wages in Brazil in 1997-2010 amplified the impact of the change in labor market conditions during local expansions and diminished this impact during local recessions.</p><p>In the second essay, “A Framework for Estimating Persistence of Local Labor</p><p>Demand Shocks”, I propose a decomposition which allows me to study the persistence of local labor demand shocks. Persistence of labor demand shocks varies across industries, and the incidence of shocks in a region depends on the regional industrial composition. As a result, less diverse regions are more likely to experience deeper shocks, but not necessarily more long lasting shocks. Building on this idea, I propose a decomposition of local labor demand shocks into idiosyncratic location shocks and nationwide industry shocks and estimate the variance and the persistence of these shocks using the Quarterly Census of Employment and Wages (QCEW) in 1990-2013.</p><p>In the third essay, “Conditional Choice Probability Estimation of Continuous- Time Job Search Models”, co-authored with Peter Arcidiacono and Arnaud Maurel, we propose a novel, computationally feasible method of estimating non-stationary job search models. Non-stationary job search models arise in many applications, where policy change can be anticipated by the workers. The most prominent example of such policy is the expiration of unemployment benefits. However, estimating these models still poses a considerable computational challenge, because of the need to solve a differential equation numerically at each step of the optimization routine. We overcome this challenge by adopting conditional choice probability methods, widely used in dynamic discrete choice literature, to job search models and show how the hazard rate out of unemployment and the distribution of the accepted wages, which can be estimated in many datasets, can be used to infer the value of unemployment. We demonstrate how to apply our method by analyzing the effect of the unemployment benefit expiration on duration of unemployment using the data from the Survey of Income and Program Participation (SIPP) in 1996-2007.</p> / Dissertation

This thesis describes the current situation on the Swedish labour market as many skilledmigrants have problems to find a relevant job. It explains the barriers for employment, aswell as the support mechanisms used to help the integration on the labour market. Particularfocus lies on the job search motivation, and how do the difficulties to find a job in arelevant professional field affect the job search motivation, and what are the reasons forthese effects. Thematic analysis is used to find recurring themes in the data collected from 5 semistructured interviews, 2 questionnaires and 1 additional interview from an employeeworking with the skilled migrants. Empirical findings show, that the respondents feel that local companies prefer localemployees, and that the migrants ascribe their difficulties to find a relevant job position todiscrimination, as it is common that they get rejected without being able to meet thecompany’s representatives in person. Countless rejected applications are causing feelings offrustration, hopelessness and the migrants’ doubt their ability to find a relevant job, whichleads to decreased job search motivation and underemployment. Furthermore, therespondents are rather motivated by extrinsic motivational factors than intrinsic motivators.However, the findings show that they believe that the job search becomes easier withaccumulated experience and that the difficulties with finding the right job makes therespondents more committed to the attained job. Finally, the authors formulate suggestionsfor further research. KEYWORDS: labour market integration, skilled migrants, job search motivation