This dissertation studies the role of occupation-specific human capital in explaining the long-run decline in labor market dynamics observed in the United States for the past four decades. Chapter 1 presents empirical facts on labor market outcomes by required occupation-specific training. This is to provide evidence that (i) required length of occupation-specific training is a proxy for the specificity of human capital to perform the occupation and that (ii) increasing occupation specificity has led to the decline in labor market dynamics. First, I find from the Dictionary of Occupational Titles and O*NET that for the past four decades, within occupations, there has been an increase the amount of time needed to become trained in the occupation. I then find from the Survey of Income and Program Participation that the average wage loss experienced by occupation switchers after unemployment increases when their occupation held before unemployment has faced over time an increase in occupation-specific training. I take this as evidence that the observed increase in occupation-specific training over time has made human capital less transferable across occupations. I then proceed to use the Monthly Current Population Survey, combined with the required length of occupation-specific training by occupation from the Dictionary of Occupational Titles and O*NET, to do a shift-share decomposition of the decline in labor market outcomes. The decline in the aggregate job separation rate and the increase in unemployment duration is accounted for mostly by the increase in specific training within occupations. Motivated by my empirical analysis, in Chapter 2, I then build a search-and-matching model to learn how the increase in specificity within occupations explains the decline in the aggregate job separation rate. The main ingredients are endogenous job separations and occupation-specific human capital that workers acquire during employment and lose when they switch occupations. My model has two occupation specificity parameters: (i) the average duration of occupation-specific training and (ii) the output gap by which nontrained workers are less productive because they have not yet acquired the occupation-specific capital. To ask my model how much of a decline it predicts in the aggregate job separation rate when occupations become more specific, the occupation specificity parameters in the model are increased to match the increase in occupation specificity in the data. The increase in the average duration of occupation-specific training matches the required length of occupation-specific training from the Dictionary of Occupational Titles and O*NET. The increase in the output gap is informed by the estimated increase in the wage penalty faced by occupation switchers (relative to non-occupation switchers) when their previously held occupation requires more occupation-specific training, obtained from the Survey of Income and Program Participation. The model predicts 60% of the decline in the aggregate job separation rate. Chapter 3 relaxes the assumption that occupation switching is exogenous in Chapter 2, endogenizing occupation switching in addition to job separations. The model predicts a greater increase in the average unemployment duration in line with the data. In the model, the longer unemployment spells are due to the unemployed trained workers, whose human capital has become more specific to their previous occupation, choosing not to switch occupations. If they switch occupations, they could quickly end their unemployment spell. This would however come at the cost of larger wage cuts because their human capital has become less transferable to a different occupation. Occupation switchers would also have to earn these lower wages for a longer period of time until they become trained in their new occupation. Hence, despite a low probability of getting reemployed in the same occupation as before, previously trained workers increasingly choose not to switch occupations, which increases the average unemployment duration.

Immigrants in Sweden are often problematized in political and media debates especially in relation to lack of integration into the labor market. This study is based on secondary data analysis on the challenges that highly educated non-EU immigrants face in the process of integration into the Swedish labor market. Previous knowledge on the topic was found at the Malmö and Lund University Libraries and their databases. The aim of this study is to identify the challenges for non-EU immigrants to integrate into Swedish labor market, and to find out if the jobs they get is compatible to their academic qualifications obtained from their home countries. Also, it is to identify measures taken by the government to facilitate immigrants’ access to the labor market. The theories I used in this study are integration, human capital, and discrimination. The findings revealed that, poor knowledge of the Swedish language, lack of social network, discrimination and lack of recognition of immigrant’s educational qualifications were the main obstacles faced by highly educated immigrants from integrating into the labor market. Also, the findings reveal that the job positions of the highly educated immigrants in the Swedish labor market were lower than the educational qualifications they have from their countries of origin. In addition, the government had identified some of these challenges and have discussed plans for possible policy development to tackle these challenges.

Cette thèse étudie les déterminants de la localisation des emplois, des travailleurs et des entreprises en France. Le chapitre 1 évalue l’effet des Zones Franches Urbaines sur leurs habitants. Il montre d’une part que cette politique a réduit de manière significative le chômage des résidents, du fait notamment de la présence d’une clause d’embauche locale et, d’autre part, qu’elle a occasionné à long terme des effets de recomposition sociale des quartiers ciblés, dont elle a accru la part de travailleurs qualifiés. Le chapitre 2 mesure l’impact sur le management des entreprises du temps de trajet entre les filiales et leur siège social. Il montre que les filiales que le TGV a permis de relier plus rapidement à leur siège social ont réduit la proportion de managers dans leur main d’œuvre et se sont concentrées sur leurs activités de production. Le chapitre 3 décrit la baisse du salaire relatif des travailleurs qualifiés et l’augmentation parallèle de l’offre relative de travail qualifié qui s’est produite en France pour les hommes de 15 à 65 ans entre 1967 et 2009. Il montre que l’augmentation du niveau d’éducation a masqué une réorientation de la demande de travail vers les plus qualifiés d’une ampleur égale au moins à la moitié ce qui a été observé aux États-Unis. Une analyse complémentaire est ensuite conduite au niveau des marchés locaux du travail, afin de décrire les dynamiques spatiales de l’offre de travail et des inégalités de salaires par niveau d’éducation en France sur la période 1982-2011. Elle montre que les travailleurs les plus diplômés se sont concentrés géographiquement et que la demande de travailleurs qualifiés a évolué différemment suivant les territoires. Le chapitre 4 s’appuie sur les dynamiques spatiales des salaires et de l’offre et la demande de travail pour tester l’hypothèse selon laquelle le progrès technique et l’informatisation biaiserait la demande de travail vers les qualifiés. Plus précisément, il montre que les emplois routiniers ont plus décru dans les marchés du travail où leur part était initialement élevée, mais que les emplois abstraits n’y ont pas augmenté comme c’est le cas aux États-Unis. Il montre ensuite que l’effet des nouvelles technologies sur les emplois routiniers et abstraits varie avec le type de fonction occupée : support ou de production. / This thesis investigates the determinants of jobs’, workers’ and firms’ location decisions in France. The first chapter evaluates the impact of French enterprise zones on their residents. It shows that this program reduced significantly the unemployment rate of residents due, in part, to the fact that firms’ payroll exemptions were made conditional on local hiring. It also shows that social composition effects occurred in the long run, and that the program increased the share of high-skilled workers in enterprise zones. The second chapter documents the impact of rail travel time on the management of French multi-plant businesses. It shows that affiliates which benefited from new High Speed Rail lines to relate faster to their headquarters reorganized and decreased the share of managers in the workforce, while refocusing on their production activity. The third chapter documents a strong decrease in the high-skilled/low-skilled relative wage that occurred concomitantly with a strong increase in the relative labor supply for male aged 15-65 in France in the last 40 years. It shows that the increase in educational attainment has hidden the effects of a skill-biased demand shift, which are found to be of at least half of those found in the U.S. An additional analysis is conducted at the level of local labor markets. It investigates the spatial trends of education supply and wage inequalities by education levels and shows that a spatial concentration of educated workers and a skill-biased spatial shift in demand occurred in France between 1982 and 2011. The fourth chapter uses the spatial dynamics of wage, labor supply and labor demand to test the “computerization” hypothesis for France on the period 1990-2011. It shows that jobs with codifiable or routine tasks declined more on the labor markets where their share in employment was initially higher, but that abstract jobs did not increase in the same places, like in the US. It then shows that skill-biased technical change affects the spatial distribution of routine and abstract jobs according to the function performed: support or production.

The topic of the dissertation is the research of the assumptions for employment of people who spent part or all of their childhood and adolescence in children's homes. The thesis is divided into theoretical and empirical parts. The theoretical part is devoted to the analysis of competences that are currently important prerequisites for employment in the labour market, integration of young people from institutional education into professional life, the problems of institutional education and the developmental period of adolescence, in which young people from institutions usually enter the labour market. The methods used in this section include theoretical analysis and interpretation of key concepts and findings presented in the literature, implemented research and other sources in order to provide a basis for the focus and design of the research and relevant data for the discussion of its results. In the empirical part, a mixed- methods research design is presented. The main aim is to find out whether subjective ratings of selected general skills and soft competences important for employment differ between young people from children's homes and young people growing up in families. The investigation is based on a methodological triangulation of qualitative and quantitative research techniques and is...

This thesis deals with the problem of unemployment in the district Znojmo. Contains factors that affect unemployment job seekers in the labor market. The work includes the situation of unemployment in the district Znojmo, but mainly focuses on the current situation of unemployment and the possibility of its elimination. Formulates proposals for solutions and actions that should lead to a reduction in the unemployment rate in the district Znojmo.

京都大学 / 0048 / 新制・課程博士 / 博士(経済学) / 甲第18753号 / 経博第504号 / 新制||経||272(附属図書館) / 31704 / 京都大学大学院経済学研究科経済学専攻 / (主査)教授 柴田 章久, 教授 佐々木 啓明, 教授 神事 直人 / 学位規則第4条第1項該当 / Doctor of Economics / Kyoto University / DGAM

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Corporate social responsibility has become a popular topic used throughout society. However, the topic of the employee perspective in CSR is rarely studied and even less studied is the impact CSR has on the IT industry. An industry currently facing a challenge where the demand for labor is higher than the supply due to its rapid growth. With characteristics of high, intense work that easily results in burn-out, the importance of CSR in this industry is crucial for survival. Additionally, through the use of CSR IT companies have the opportunity to stand out from their competitors and gain competitive advantages, such as attracting high-quality employees in the labor market. Therefore, the thesis will research to what extent IT companies in Sweden use the employee perspective in CSR in their operations, and the influence competition has on this decision to implement CSR. This resulted in the following research question:  How does corporate social responsibility initiatives towards employees affect the IT companies’ position and competitive advantages on the labor market?  To answer this research question, a qualitative study was conducted with employees from various medium to large-sized IT companies in Sweden. They were interviewed regarding their view of the company’s CSR for employees as well as their competitors, and how it affected them. The goal of the study was to understand if there is a correlation between competition in the labor market and the IT companies’ CSR for employees and its impact on the employees. To achieve this, stakeholder theory was used to analyze and draw comparisons to the results from the study. The main findings show that a correlation is present and that employees wish for further developed CSR practices for employees which are uniquely adapted to the company. It was also shown that CSR for employees could lead to competitive advantages in the labor market depending on the company’s execution of CSR for employees. Where competitive advantages can be financial gain while competitive disadvantages can be employee attrition. The results of the thesis are presented through a conceptual model that shows how employees’ perception of the IT company’s CSR is linked to the company’s position in the labor market. The implications of this thesis are many as it supports and extends previous research in the area of CSR and stakeholder theory. Furthermore, it can assist companies and managers to further develop their strategies with well-implemented and communicated CSR activities for employees. Additionally, the study opens the possibility for further research into specific areas in the IT industry and their relation to the employee perspective in CSR, as well as investigate what the size of the company has on its CSR practices for employees.