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A study on the trade-off between supervision and wages an empirical test of efficiency wage theory /Oh, Min-Hong, January 2005 (has links)
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.
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Essays in labour and behavioural economicsIrons, Benjamin Mark January 2005 (has links)
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.
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Factors influencing employability of technical education graduates in MalawiThindwa, Fanny January 2016 (has links)
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
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Regional differences in skill mismatch : workers, firms and industriesVanin, Pietropaolo January 2018 (has links)
The thesis focuses on the demand side of the labour market in conjecturing that 'the degree of attractiveness' of industry and firms to high-skilled workers could be an important determinant of regional labour market mismatch. Using data from the unexplored Employers Skills Survey, a dichotomous mismatch index based on skill-shortage vacancies is modelled as a function of firm and industry-level characteristics. Oacaxa-Blinder (OB) type decompositions are implemented to investigate the extent to which the predictors affect mismatch differently in England and Scotland. Two exploratory extensions are considered: (i) the inclusion of the Pareto shape parameter of an industry's firm size distribution, as an index of industry-level (average) productivity; (ii) a control for whether a firm is part of a multi-site organisation, believed as indicative of a firm export-status. UK level mismatch appears to be negatively correlated with both firm size and skill intensity. This is consistent with both a wide body of empirical evidence and an emerging two-sided heterogeneity theoretical literature showing that more productive firms are larger and tend to attract better workers. We also find a negative relationship between both the Pareto shape parameter and the multi-plant control, and firmlevel mismatch. At a regional level the key determinants seem to lose predictive power in Scotland where only the multi-site control retains statistical significance. To our knowledge, no study for the UK has to date ever: (i) used the same mismatch measure; (ii) adopted firm and industry-level characteristics as predictors of skill mismatch; (iii) decomposed skill mismatch using OB procedures. From a policy perspective, our findings suggest that addressing skill mismatch requires complementing policies targeting skill acquisition with interventions aimed at enhancing firms' and clusters' attractiveness to high skill workers. Migration, international trade openness and skill mismatch are in fact intrinsically intertwined and central to Scotland's post-Brexit future.
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On the role of outside option in wage bargaining.January 2011 (has links)
Chen, Fengjiao. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 34-35). / Abstracts in English and Chinese. / Chapter 1 --- Introduction --- p.1 / Chapter 2 --- Literature Review --- p.5 / Chapter 2.1 --- Wage Bargaining and Strike --- p.6 / Chapter 2.2 --- Outside Option --- p.7 / Chapter 3 --- The Model Setting --- p.9 / Chapter 4 --- Equilibrium Analysis --- p.12 / Chapter 4.1 --- Equilibrium when b < We --- p.12 / Chapter 4.2 --- Equilibrium when b = We --- p.13 / Chapter 4.3 --- Equilibrium when b > We --- p.15 / Chapter 4.4 --- Opting Out is an Equilibrium --- p.26 / Chapter 4.5 --- Implications on Preemption and Renegotiation --- p.27 / Chapter 5 --- Discussion --- p.28 / Chapter 5.1 --- Without Outside Option (HHFG Model) --- p.28 / Chapter 5.2 --- Committed to Strike (Shaked 1994) --- p.29 / Chapter 5.3 --- The Influence of discount factor 5 --- p.30 / Chapter 5.4 --- Equilibrium Refinement by Good Faith Bargaining Rule --- p.31 / Chapter 6 --- Conclusion --- p.32
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Essays on Agricultural and Labor Markets in IndiaShamdasani, Yogita January 2017 (has links)
This dissertation consists of three empirical essays on agricultural and labor markets in rural India.
Chapter 1 estimates the role of improvements in transport infrastructure on households' production decisions in agriculture. The Central Government of India launched a large-scale rural road-building program in 2000, targeting villages that lacked any single all-weather connectivity. Strict guidelines governed eligibility and timing of program road provision. I exploit the precise timing of road construction as a source of exogenous variation in connectivity using a household-level panel in a difference-in-differences framework. I find that households who gain access to improved rural road infrastructure diversify their crop portfolio, increase take up of complementary productive inputs and intensify labor hiring. Households subsequently enter into the sales of farm output, indicating a transition from subsistence to market-oriented farming. Evidence from a field survey suggests that these effects operate through an increase in mobility of agricultural workers across connected village labor markets. These findings emphasize the substantial barrier to productive investments in agriculture generated by poor rural road connectivity that hampers the integration of labor markets across space.
Chapter 2 (with Emily Breza and Supreet Kaur) investigates whether worker utility is affected by co-worker wages, which has potentially broad labor market implications. In a month-long experiment with Indian manufacturing workers, we randomize whether co-workers within production units receive the same flat daily wage or different wages (according to baseline productivity rank). We find that for a given absolute wage, pay inequality reduces output and attendance by 0.24 standard deviations and 12%, respectively. These effects strengthen in later weeks. Pay disparity also lowers co-workers' ability to cooperate in their self-interest. However, when workers can clearly observe productivity differences, pay inequality has no discernible effect on output, attendance, or group cohesion.
Chapter 3 uses experimental evidence to understand the impacts of providing workers with meaningful short-term employment during the lean season in agriculture. I randomize job offers among Indian agricultural workers who express interest in a month-long employment opportunity in low-skill manufacturing, and I follow these workers several weeks after the employment opportunity concludes. I find reductions in labor supply and gains in consumption among workers who received job offers. These effects are concentrated among landless workers, suggesting that employment provision during the lean months alleviated a binding constraint for this subgroup.
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Internal labour markets and human resource management in an international investment banking institution : deal makers in the global economyRoyal, Carol, School of Industrial Relations & Organisational Behaviour, UNSW January 2000 (has links)
This thesis investigates the continuing significance of the internal labour market construct for shaping human resource management practices in an international investment banking organisation. By adopting a historical perspective this study departs from existing literature and presents new explanations for understanding internal labour market theory in the investment banking industry. It also adds to existing scholarship on labour markets by considering more human resources indicators than have been previously used to differentiate labour market types. A range of approaches have been adopted. The BZW/ ABN AMRO case study has been investigated using both qualitative and quantitative methods and longitudinal and cross-sectional data. The theoretical framework elaborated has two dimensions. The first involves a model which highlights the importance of the organisational historical context for analysing the origins and functions of internal labour markets. It draws attention to certain recurring interrelated features that ultimately result in the adoption of internalised market arrangements. This aspect of the model also highlights the importance of emerging patterns in internal labour market structures that become evident over time. The second part of the framework involves a typology that establishes the existence of three different labour market types. The study revealed that a historical perspective is extremely valuable for understanding the origins and functions of internal labour markets, and for identifying two internal labour market types, the firm and occupational internal labour market types and also the occupational labour market type or external labour market. It was concluded that despite the claim made by various scholars that internal labour market arrangements are in decline, the dramatic changes experienced by the investment banking industry have proven that these arrangements are very resilient.
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Equilibrium business cycles and the labor marketPierrard, Olivier 29 June 2004 (has links)
Since the end of World War Two, the US unemployment rate has remained constant while the EU unemployment rate started to increase at the beginning of the 1970s. This increase in aggregate unemployment hides dramatic differences across skill groups: the increase has remained fairly small for high-skilled workers, while it is usually considerable for the least skilled workers. What caused these developments still remains a debated issue. A possible explanation is the size of the labor market institutions, much more developed on this side of the Atlantic.
To study this question, we construct an intertemporal general equilibrium model. We start from the standard Real Business Cycle (RBC) model and we extend it by adding labor market frictions and institutions (minimum wage, employment protection and unemployment benefits). We also further develop the model along the skill dimension, by assuming that the population is composed of low- and high-skilled workers.
The main conclusion is that rigid institutions, and especially rigid wages, may well play an important role, direct or indirect through the interactions with exogenous shocks, to explain the relative rise in the European unemployment rate, and especially the low-skilled unemployment rate. We also show that reductions in employer's contributions, targeted at the minimum wage, lead to a fall in the destruction of the less productive jobs and therefore strongly stimulate low-skilled employment, while increasing the welfare of all individuals.
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Open borders, transport links and local labor marketsÅslund, Olof, Engdahl, Mattias January 2013 (has links)
We study the labor market impact of opening borders to low-wage countries. The analysis exploits time and regional variation provided by the 2004 EU enlargement in combination with transport links to Sweden from the new member states. The results suggest an adverse impact on earnings of present workers in the order of 1 percent in areas close to pre-existing ferry lines. The effects are present in most segments of the labor market but tend to be greater in groups with weaker positions. The impact is also clearer in industries which have received more workers from the new member states, and for which across-the-border work is likely to be more common. There is no robust evidence on an impact on employment or wages. At least part of the effects is likely due to channels other than the ones typically considered in the literature.
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Labor Market Outcomes and Welfare Participation of Teen Mothers: Evidence from GeorgiaAmendah, Djesika Djatugbe 25 August 2007 (has links)
This dissertation explores the effect of teen childbearing on the adult mother’s employment, earnings and welfare participation. This study contributes to the literature on the consequence of teen childbearing by relying on original datasets and using an array of samples and econometric methods to test the robustness of the results. We use state administrative data from several sources including the Georgia subset of the Vital Statistics for the years 1994-2002, the Wage and Employer files for the years 1990-2003, and the Welfare dataset for the years 1990-2005. We select three samples. The first sample is constructed with sisters raised in families on welfare, where one sister is a teen mother and the other a non-teen mother. The second sample is composed of young mothers who were pregnant as teens and whose first pregnancy ended with either a birth (teen mothers) or a fetal death (non-teen mothers). A third sample is selected by the propensity score matching technique on a subset of the second sample. For the labor market outcomes, this study suggests that teen childbearing has a negative effect on the employment and earnings of Blacks in the miscarriage sample and in the propensity score sample. However, White teen mothers are more likely to be employed and to earn more than the White non-teen mothers in the miscarriage sample. In contrast, the sisters’ sample does not show any statistical significant effect of teen childbearing on employment or earnings. These mixed results are probably due to the different distribution of the mothers’ race and socioeconomic status before pregnancy. Concerning welfare receipt, very few mothers in the sisters’ sample and no mothers in the propensity score sample receive welfare during the years of study. For the miscarriage sample, White teen mothers are less likely than the White non-teen mothers to receive welfare at any time. Blacks become less likely to receive welfare as their child’s age increases. The effect on Blacks might be due to the welfare reform that tightened the rules for welfare eligibility. This research suggests that as far as employment and earnings are concerned, policy dollars aimed at preventing teenage childbearing would be more efficiently used for the Blacks and low-income populations. However, the small magnitude of the teen coefficients in the employment and earnings analyses suggests that teen pregnancy prevention only will not have a very dramatic influence on the adult mothers’ standards of living. Therefore, policy dollars should also be directed to issues correlated with teen childbearing such as poverty or low education attainment. As for welfare participation, teen mothers are no more likely to rely on public assistance than non-teen mothers so their welfare dependence should not be a concern.
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