Oyster production in Virginia has declined dramatically in the past ten years, causing Virginia oyster processors to rely increasingly on oyster supplies from other regions. In response to the industry problems, the Virginia Marine Resources Commission (VMRC) developed and began implementing an Oyster Fishery Management Plan (OFMP) in 1985. Primarily, the plan seeks to increase Virginia oyster production from both public and leased grounds. A large increase in production could significantly affect the oyster market. There is thus a need to understand the Virginia oyster market, which derives raw material supplies primarily from public and leased-grounds production and from other states. Although the level of competition among the three sources is uncertain, it is thought to be substantial and quite important for the success of the OFMP. This study assesses the level of competition and associated sector interaction. A simultaneous equation system is specified and estimated by Full-Information-Maximum-Likelihood procedure. Estimates and a market simulation model are used to assess the impact of the OFMP on market behavior. Analyses indicate that the market for the public ground fishery consists of an elastic demand and an inelastic supply, but the market for private oyster cultivation consists of an inelastic demand and an elastic supply. The market interaction between the eastern oyster and Pacific oyster is weak. Oysters from leased grounds compete with supplies from other regions and with Pacific oysters. Market simulations indicate that the OFMP will increase total revenue for both public and private producers, suggesting that (1) the seasonal closure on commercial oyster fishery may be extended as stock size recovers, (2) increasing private production may reduce oyster supplies from other states, and (3) from the market interaction point of view, the Pacific oyster may be an alternative for private oyster planters.

There are many existing studies characterizing the informal sector in Latin America, but the literature fails to fully examine the interactions between gender and disadvantaging factors on the probability of informal employment and its returns to wage. This analysis uses survey data from Argentina (2001) and Uruguay (2006) to examine the heterogeneous effects of number of children under 5, education, minority status, and migrant status on male and female informal employment and income. Being female interacts with number of children under 5 to create no effect on probability of informal employment, in contrast to a significant negative effect for men. Education has a greater negative effect on probability of informal work for females, while minority status and migrant status have a greater positive effect on the probability of being employed informally for females. Additionally, working informally is associated with a negative effect on wage for both females and males, but this effect is less for females. Number of children under 5 also negatively affects female wages, while there is no such effect for men.

I use 2000-2017 American Community Survey data to study the impact of source county conflict on the earnings of US immigrants from Syria and Lebanon. My data initially presented large wealth disparities between men and women, from both countries. Thus, they were analyzed separately. I conducted a standard Ordinary Least Squares regression using Earnings as my DV and Conflict as my IV and control for personal characteristics as well as time spent working. Overall, my findings proved to be far more nuanced than expected. A negative statistically significant relationship between conflict and earnings was presented for Lebanese men, while a small but positive significant relationship was presented for Syrian men. The results for conflict for women were insignificant for both countries.

Using data from the American National Election Studies from 1968 to 2016, I explore the historical relationship between voter income, other demographic factors, and political polarization. I find that while having a higher income and a better education generally correlates with increased Republican political preference, though the relationship between higher income and increased Republican preference does not hold in lower income groups. Race is by far the most significant indicator of political preference, with whites and blacks on opposite ends of the political spectrum, and Hispanics as well as other races somewhere in between the two. In addition, I analyze the data from 20th century elections separately from 21st century elections and discover key differences in how each factor influences political preference.

Labor unions are an integral part of the economy of the United States. At the grass roots, union influence and/or effectiveness depends on the local union organization, its management, and its relationship to and involvement in community affairs. This influence and involvement is focused on the local union leadership in the person of the business agent. A substantial body of literature exists on leadership in general as well as specific information about leadership in labor unions, and includes contributions from the fields of Sociology and Psychology as well as Economics. This research paper is a study of local union business agents in the Portland, Oregon area comparing them to and categorizing them in accordance with the criteria set up by others as well as suggesting new divisions that were found useful in the course of this research. Data for this research were obtained from personal interviews with the agents of thirty union locals ranging in size from the largest local in the area to one of the smallest, and by studying the yearly financial reports on file in the local office of the Labor-Management Services Administration of the United States Department of Labor. This research tabulates the thirty business agents as to age, sex, family background, education, length of union membership, and reasons for seeking office. Gross salaries paid to the local business agents are also tabulated along with a discussion of how these salaries are set. Total membership figures are given so that a per capita expense figure can be estimated for an individual member's contribution to the support of his business agent. From the results of this survey one may conclude that effective leadership was in evidence in at least some of the locals studied, leadership that provided not only econonric services but inspiration toward intellectual growth and toward increasing effective union action in helping solve some of the complex social and economic problems of the area. One may also conclude that local union organizations in the area are managed by cornpetent, honest, industrious men and women who recognize that what benefits the working men and women of the area, benefits the entire community.

In 2015, turnover in the lodging accommodations and food services industry was 72.1%, accounting for 6.5 million incidents of voluntary quits. The purpose of this correlational study was to examine the relationship between antecedent independent variables and employee turnover in bed and breakfasts (B&Bs) and inns. The independent variables were ethical leadership, organizational support, coworker support, work-family conflict, employee empowerment, employee voice, and work schedule. Organizational support theory provided the theoretical framework for the study. Survey data were collected from 105 B&B and inn managers in California, Arizona, Oregon, and Washington. Data analysis included descriptive statistics, a correlation matrix, chi-square tests, and logistic regression. Correlational analysis and chi-square tests indicated significant positive relationships between organizational support and retention, between coworker support and retention, between reduced work-family conflict and retention, between empowerment and retention, and between work hours and retention. The logistic regression was statistically significant, Ï?2(7, N = 583) = 32.507, p < .001, and the independent variables of organizational support, coworker support, work-family conflict, and work schedule significantly predicted employee turnover. The study has implications for social change: when turnover will drop, B&B managers and employees achieve an improved standard of living gained through stability in the workplace, unemployment will drop, and the U.S. economy will see growth.

This dissertation contributes to the current understanding of labor markets, focusing on the use of micro level data and computational modeling to study the interaction of unemployment with various aspects of the macroeconomy. I address the fact that frictions in the labor market carry over into other dimensions of firms' and workers' decisions, such as a firm's incentive to utilize its current labor force, workers' participation in the labor market, and the decision to acquire or discharge debt. In Chapter 1, I study involuntary part-time employment over the business cycle. I document that the population at work part-time for economic reasons ($PTE$) is countercyclical, volatile, and transitory. Workers in $PTE$ are nearly three times more likely than the unemployed to return to full-time work in a given month, and seven times more likely than full-time workers to become unemployed. Using household survey data, I demonstrate that cyclical fluctuations in $PTE$ come from changes in the transition rates between full-time and part-time employment rather than between part-time and unemployment. Moreover, these movements are primarily due to within-job changes in hours. Accordingly, I model part-time work focusing on a firm's decision to hire, fire, or partially utilize its labor force. Firms in the model are heterogeneous in size and productivity, and are subject to search frictions. The model produces firm-level utilization of part-time employment which is consistent with observed worker flows, and varies across the size and age distributions of firms. Over the business cycle, the model matches the observed relative volatility of unemployment and $PTE$. Part-time labor utilization by firms increases the volatility of vacancies and unemployment in the model relative to the case with only an extensive margin. Chapter 2 studies the interaction of a participation margin in a labor market search model. Introducing a participation margin of whether or not to actively search for a job requires the use of large idiosyncratic shocks to workers' participation incentives in order to match monthly labor flows in the data. If we measure the participation transitions of workers outside of employment where search decisions are observable and apply this same transition process to employed workers, any search model will overstate the transition of workers out of employment to nonparticipation. Allowing the participation transition of workers to depend on their employment state fixes these flows, but this transition process is unobservable for employed workers. Taking advantage of the longer panel of the 1996 Survey of Income and Program Participants, I estimate the markov process for participation transitions of employed workers using their observed search behavior before and after an employment spell. The difference in the transition process measured for employed and nonemployed workers is consistent with an interpretation of attachment to the labor force. I build a directed search model with a labor force participation margin subject to employment-dependent shocks and show that it can match the labor market flows in US data. Chapter 3, which is jointly authored with Chander S. Kochar, investigates the effects of student loans on labor market outcomes. The student loan market is the second largest source of household debt in the United States, with $1.2 trillion in outstanding debt. Unlike other sources of unsecured credit, student loans cannot be discharged in bankruptcy. Using data on college graduates from the 1993/03 Baccalaureate and Beyond Longitudinal Study, we first identify that student loan debt has a significant negative effect on students' earnings after graduation. We show that the inability to discharge debt in bankruptcy is critical to produce this result within a simple search theoretic framework. We propose a richer model with student loan debt and a delinquency/default decision to study the effects of recent changes to student loan policies on the labor market and delinquency outcomes of college graduates.

As of 2012, approximately 10% of the population in Colombia has been displaced by violence. The main motivation of this paper is to estimate the effect of interregional migration on employment outcomes in the country between 1993 and 2005. Using violence as an instrument for migration, I analyzed the differential effects of migration on specific employment outcomes across gender and skill levels. I find that a one percentage point increase in net migration only increases the unemployment rates of female migrants by 0.656 percentage point. I also find that net migration rates do not affect the employment conditions of low-skilled natives, even in industries with high composition of migrant workers.

The existing literature finds negative associations between mental illness and labor market outcomes. Using data from the 2007 to 2011 National Health Interview Survey, this study examines the consequences of emotional (depression, anxiety, or other emotional problems) and psychological (ADD, bipolar disorder, schizophrenia, or other mental problems) problems on four aspects of labor market decisions: the probability of participating in the labor force, the likelihood of working full time, the average number of hours worked per week and annual earnings. In addition to analyzing the effects of either having or not having a mental illness, I also test if there is a relationship between the duration of having a mental illness and labor market behaviors. I find evidence to show that having an emotional or psychological problem has an adverse impacts on all four aspects of labor market outcomes. Additionally, the results suggest that unconditional on having a mental illness, duration has statistically significant effects on labor market behaviors, while conditional on having a mental illness, statistical significance is not as prevalent.

This dissertation investigates two related aspects of firms’ choice of HRM practices. The first is why some firms expend a great deal of resources on HRM practices for each employee while others spend very little; the second is the extent to which firms’ bundles of HRM practices sort into general discrete employment systems. In order to empirically address these issues, this dissertation uses an economics-based theoretical approach. The key theoretical link to economics is to treat HRM as a separate factor input in the production process, which allows me to derive an HRM input demand function. This function expresses the firm’s per employee expenditures on HRM and their choice of HRM system as a function of prices and internal and external firm characteristics. Ordinary least squares, two-stage least squares and linear quantile analysis are used to empirically estimate the HRM demand function using a unique dataset of several hundred firms collected by the Bureau of National Affairs (BNA). The regression equation is found to be statistically significant, implying firms do have an identifiable demand for HRM practices. Second, there are nine independent variables which are found to be stable determinants of the demand for per employee expenditures on HRM practices. Regarding the existence of discrete employment systems, cluster analysis is used to determine if the sets of HRM practices adopted by these firms sort into identifiable types of HRM systems. The results show that there is a discrete set of four HRM systems; however, the HRM demand function does not predict which system a firm will choose.