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This paper evaluates the productivity impacts and the subsequent adjustment costs associated with hiring different knowledge workers. I focus on the difference between hiring former entrepreneurs, employees who change jobs, and unemployed individuals. I am the first to evaluate the direct impact that hiring former entrepreneurs has on firm productivity and the heterogenous adjustment costs associated with the different types of new hires. I find no difference between the first-year adjustment costs of entrepreneurs and those of regular-wage employees. Hiring former entrepreneurs is a way to increase productivity after the first year of employment only if the former entrepreneurs are from the highest end of the ability distribution. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the paper is to identify the changes in the area of work content in a selected municipal enterprise in the following years: 2009, 2018 and 2023. Design/methodology/approach: The study presents the results of the analysis of the work content of jobs of the municipal company according to ALM model and job evaluation. In the observations carried out on the general population there were also used following methods: interview, document analysis and group discussion. Similar approach is commonly used in the analysis of changes in work content under the influence of technology in sectoral and economic research. However, there is little research showing the application of such an approach in relation to individual enterprises, particularly all positions in the enterprise. Findings: Potential for automation of manual jobs have been limited to the greatest extent in core activities, which may suggest that it is in this area that technical progress in work processes, especially manual jobs, is implemented first and relatively most intensively. Additionally, technological progress in work processes implemented in core and auxiliary activities limits routine manual jobs, but is associated with an increase in routine cognitive jobs. Research limitations/implications: (if applicable) The research assumed that the change in the content of work occurred as a result of technical progress, which is justified especially in the case of analysis of all organizational positions in the company. However, further research should directly investigate the impact of technological progress on changing job content especially in the cross-section of individual organizational units in the management and auxiliary areas of the enterprise. Practical implications: Identification the different specificity of the impact of technical progress on the content of work in individual areas of the company's activity. Empirical confirmation of the sequence of automating work within individual areas of the company's activities. Originality/value: While researches on changes in work content in the context of technical progress across economies and sectors are relatively common, in relation to the general population of employees in an enterprise it is rather absent. [ABSTRACT FROM AUTHOR]

The paper investigates the short-run job mobility of educationally mismatched workers, examining the validity of the Sicherman-Galor hypothesis, which predicts that overeducation is a temporary condition from a worker's perspective associated with higher upward occupational and wage mobility. The study uses data from the Polish Labour Force Survey, investigating yearly changes in employment status, occupation, and wages. The results show that overeducated workers are more likely to remain employed compared to their properly matched colleagues. Both overeducated and undereducated workers tend to move towards jobs for which they are better matched. However, the rate of this adjustment is very low, contradicting the Sicherman-Galor hypothesis. On the other hand, overeducated workers, but mostly prime-aged ones, are found to experience faster wage growth compared to properly matched individuals, aligning with the Sicherman-Galor hypothesis. The higher wage growth of overeducated workers can be partially attributed to workers improving their match status over time. [ABSTRACT FROM AUTHOR]

South Asians constitute Britain's largest ethnic minorities, yet very little is known about their migration history in the prewar era. Recent literature has begun to challenge the widely held view that South Asian migration to Britain was a post-war phenomenon in response to Britain's need for labour as it emerged from two costly wars. The literature has demonstrated that the South Asian presence in Britain can be traced back to the seventeenth century. This paper adds to that literature by analysing the occupation distribution and mobility of South Asian-born migrants during the early twentieth century. Regression results from the 1901 and 1911 Censuses of England and Wales suggest that relative to other foreign-born and British-born, South Asian-born immigrants were primarily employed in white-collar jobs, a position they largely retained until at least 1911. These results suggest that the South Asian diaspora was economically well assimilated into the British economy. [ABSTRACT FROM AUTHOR]

Significant recent changes in labor affect organizations, managers, and employees; we do not yet fully understand the depth and scope of these changes. For example, although previous research on person–job and person–organization fit is helpful, it has struggled to provide clarity when the very nature of work and jobs is changing and new types of work are emerging. To contribute to the literature on person–job and person–organization fit, this paper proposes a conceptual model that explains the ways in which individual, job, and organizational factors interact with diverse work environments. Specifically, I show that a new work environment generates a new form of employee fit, which I call "person–skill fit." I argue that changes in the constructs that contribute to employee fit (e.g., competencies, trust, commitment, and values) may generate a fit gap that manifests in the form of a managerial gap. Firms should address this gap to improve their dynamic alignment with new forms of work. This framework offers potentially valuable new ways of assisting managers and organizations in their efforts to adjust to the changing nature of work and to transition from standard management practices to new management practices to achieve improved outcomes by utilizing the person–skill fit model. [ABSTRACT FROM AUTHOR]

An effective and just industrial transition is necessary both to mitigate climate change and protect jobs, and as a precursor to enable other sectors to decarbonise. Activity is at an early stage and examples of successful sector-wide interventions to decarbonise industry do not yet exist. Governments of industrialised countries are beginning to develop policy and provide funding to support deployment of carbon capture and low-carbon hydrogen infrastructures into high-emitting industrial clusters, but options for sites outside of clusters, denoted here as 'dispersed sites', are also required. This paper takes a mixed methods approach to provide the first analysis of the issues facing dispersed industrial sites on their route to decarbonisation and to suggest solutions to the challenges they face. Using the UK as a case study, it first characterises dispersed sites in terms of location, emissions released, sectors involved, and size of companies affected. It then shows how these features mean that simply expanding the geographical scope of the present UK decarbonisation strategy, which focuses on the provision of carbon capture and low-carbon hydrogen, would face a number of challenges and so will need to be broadened to include a wider range of abatement options and other considerations to meet the needs of dispersed sites. While the solutions for each place will be different, these are likely to include some combination of the expansion of shared infrastructure, the development of local zero-carbon hubs, research into a wider range of novel abatement technologies and facilitating local participation in energy planning. The paper concludes with a discussion of remaining knowledge gaps before outlining how its findings might apply to industrial decarbonisation strategies in other countries. [ABSTRACT FROM AUTHOR]

We consider the classical machine scheduling, where n jobs need to be scheduled on m machines, and where job j scheduled on machine i contributes p ij ∈ R to the load of machine i, with the goal of minimizing the makespan, i.e., the maximum load of any machine in the schedule. We study the inefficiency of schedules that are obtained when jobs arrive sequentially one by one, and the jobs choose the machine on which they will be scheduled, aiming at being scheduled on a machine with a small load. We measure the inefficiency of a schedule as the ratio of the makespan obtained in the worst-case equilibrium schedule, and of the optimum makespan. This ratio is known as the sequential price of anarchy (SPoA). We also introduce two alternative inefficiency measures, which allow for a favorable choice of the order in which the jobs make their decisions. As our first result, we disprove the conjecture of Hassin and Yovel (Oper Res Lett 43(5):530–533, 2015) claiming that the sequential price of anarchy for m = 2 machines is at most 3. We show that the sequential price of anarchy grows at least linearly with the number n of players, assuming arbitrary tie-breaking rules. That is, we show SPoA ∈ Ω (n) . At the end of the paper, we show that if an authority can change the order of the jobs adaptively to the decisions made by the jobs so far (but cannot influence the decisions of the jobs), then there exists an adaptive ordering in which the jobs end up in an optimum schedule. [ABSTRACT FROM AUTHOR]

Identifying sources of barriers to occupational mobility is central to evaluating the efficiency of the labor market. In this paper, we present an augmented Roy model in which workers self‐select into occupations, subject to labor market barriers that are specific to their socio‐linguistic group. Our findings provide evidence of differences in labor market outcomes across gender and linguistic groups in Canada. We argue that these differences could be attributed to barriers to labor mobility and that the reduction of these disparities would result in higher aggregate productivity in the country. In the augmented Roy model, the frictions result in inefficient allocation of labor across occupations. The study quantifies the change in aggregate productivity that would result from reducing the friction. The elimination of the frictions increased aggregate output on average by 6.2% and 4.4% in 1991 and 2011, respectively. This finding highlights the importance of reducing language barriers and gender inequality in the labor market. We provide policy recommendations for mitigating the disparities in socioeconomic outcomes between gender and linguistic groups. [ABSTRACT FROM AUTHOR]

In this paper, we develop a comprehensive model of earnings and labor market dynamics, where employment and job change are endogenous. The model is estimated by applying the method of indirect inference on Swedish register data, and then used to carry out some policy experiments. There are three key conclusions from these experiments. First, employment shocks early in life can, to a larger extent, be mitigated before retirement compared with employment shocks occurring later. Second, we find that idiosyncratic productivity shocks, unobserved heterogeneity, and education contribute substantially to life‐cycle earnings inequality. Finally, we find that transitory shocks to employment risk have negative effects on earnings and employment in the short run but may increase labor market fluidity in the medium run. [ABSTRACT FROM AUTHOR]

Copyright of GeoHumanities is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Labour market dynamics are complex, limiting the capacity for consensus on a singular phenomenon to account for patterns. In this paper, we present a range of broader empirical trends from the Irish labour market that suggests the possible impact of neoliberal-type policies in the Irish market has been counterbalanced by strong human capital and skills development, growth in higher level occupations and employment protection. Though precarious work is a feature of parts of the labour market, the theoretical assumptions underpinning precarious work we argue should not be extrapolated to explain changes in job stability in the labour market at large. [ABSTRACT FROM AUTHOR]

As China has become the largest user of industrial robots, the need to understand how workers perceive robot-human substitution and how their perceptions influence their job behaviors is becoming increasingly crucial. This paper examined whether workers' fear of being replaced by robots (FRR) is correlated with one aspect of job behavior: turnover intention, which refers to the extent to which an individual intends to change their job within a specific time period. Using a dataset covering 1512 manufacturing workers in Guangdong province of China, we found that workers who fear losing their jobs to robots report significantly higher turnover intention. We also found that the positive effect of FRR on turnover intention increased when robots were already utilised in the workplace. This effect was also found to be increase when workers perceived that their wages did not increase with the rise in productivity due to robotisation. Based on these findings, we provide practical recommendations to organizations on effectively addressing the turnover intention arising from the FRR. [ABSTRACT FROM AUTHOR]

This paper explores how skills for garment work are acquired in the rural hinterland of Tiruppur, one of India's largest garment manufacturing clusters. Drawing on a quantitative survey and qualitative interviews with garment workers in Tiruppur's hinterland, we document the informal pathways of skill acquisition for garment work and advocate a demand-driven approach to vocational training. Such an approach, first, unsettles linear policy assumptions about direct linkages between training, skills acquisition and access to decent and rewarding employment. We show how rather than being formally trained for employment, villagers gained skills from employment and upskilled themselves on the job. Such upskilling took the form of self-directed learning rather than formal training, and involved spatial and job mobility between companies and sectors. Second, a demand-driven perspective reveals how access to more advanced skills and more desirable jobs is shaped by the structural inequalities of gender, age and caste, which curtail the opportunities of women and the elderly in particular. Finally, policy and research would benefit from a demand-driven approach to training and recruitment that prioritises the skill development needs of local populations and that supports those whose participation in training and labour markets remains constrained by gender, age or caste. [ABSTRACT FROM AUTHOR]

Using the mobility restrictions implemented by Malaysia during the COVID-19 pandemic as a case study, this paper relies on detailed data on employment patterns and on the possibility to work from home and without physical proximity to estimate the extent and distribution of jobs most vulnerable to mobility restrictions. It finds that about 64.5 per cent of jobs in Malaysia cannot be pedormed from home, after adjusting for Internet access. while about 50.9 per cent of jobs require high levels of physical proximity. These are the jobs that are most vulnerable to strict mobility restrictions, such as those imposed during the pandemic. Workers most at risk are primarily those with relatively low education, low level of income and advanced or very young age. Jobs in less developed regions of Malaysia are also particularly vulnerable. Against this backdrop, the paper argues that Malaysia's experience during the COVID-19 pandemic provides some vital lessons in supporting those who are most vulnerable to job losses during mobility restrictions. These lessons include improving the targeting of cash transfers, scaling up wage subsidies in supporting worker retention and hiring and leveraging upskilling/reskilling initiatives with a focus on non-routine cognitive analytical and interpersonal skills. [ABSTRACT FROM AUTHOR]

In this academic essay, I invite the reader to think about our human relationships, our friendships: who are the supporters and allies in our lives? How are friendships born and why do they fade away? What do we need to strengthen our friendships and to become people who are seen as supporters by others? The way we make friends throughout our lives depends on our personality, our gender, our age, and our socio-cultural environment. Our network of relationships needs to include family, friends, home, and work. Our network of friends may also change from time to time, for example, when we move to a new place or change jobs. As the distances between connections increase, so do the number of people with whom we can no longer have deeper relationships. In this paper, we look at the basic dynamics of relationships and how friendship patterns change with age. The paper concludes with a brief theological reflection on friendship. [ABSTRACT FROM AUTHOR]

This paper presents a model considering intergenerational occupational mobility as the joint outcome of three main determinants: income incentives, equality of opportunity and changes in the composition of occupations. The model, rationalising the use of transition matrices to measure occupational mobility, allows for identifying asymmetric mobility patterns and constructing a specific mobility index for each determinant. The empirical application of our model to Italy suggests that intergenerational mobility increased from the cohort of children born in the period 1940-1951 to the one born in the period 1952-1965, then to remain at the same level for the cohort of children born in the period 1966-1977. This steady mobility, however, hides i) lower structural mobility, caused by a declining trend in the composition of occupations in favour of upper-middle classes; ii) less upward mobility for those whose fathers were in the lower class; and iii) higher downward mobility from upper-middle classes, both caused by a decrease in the income incentives. Equality of opportunity is low and constant for those born after 1951. [ABSTRACT FROM AUTHOR]

Research Summary: We investigate how worker mobility influences the adoption of a new technology using state‐level changes to the enforceability of noncompete agreements as an exogenous shock to worker mobility. Using data on over 153,000 establishments from 2010 and 2018, we find that changes that facilitate worker movements are associated with a significant decline in the likelihood of adoption of machine learning. Moreover, we find that the magnitude of decline depends upon the size of the establishment, the extent of predictive analytics adoption in its industry, and the number of large establishments in the same industry‐location. These results are consistent with the view that increases in outward worker mobility increase costs for adoption of a new technology that involves significant downstream investments in the early years of its diffusion. Managerial Summary: Successful business adoption of new technologies such as machine learning requires skilled workers with experience in implementing those technologies. In the early years of technology diffusion workers in early adopting businesses typically acquire these skills through on‐the‐job learning that is paid for by the adopter. So, if such early adopters face an increased risk of those skilled workers quitting, then their incentives to adopt the technology decrease. We examine this possibility using changes in noncompete enforceability as a proxy for changes in worker mobility and find that the likelihood of adopting machine learning decreases as the risk of worker mobility increases, particularly for larger establishments, establishments in industries where adoption may be more beneficial and in locations with many large competing establishments. [ABSTRACT FROM AUTHOR]

In the context of the current global climate and biodiversity crisis, urgent action is needed to improve participatory and co-productive governance in territories under sustainability directives, such as biosphere reserves. These territories comprise a global network with the potential to apply and replicate sustainability actions, improve livelihoods, and boost climate change resilience while reducing impacts on the environment and the biodiversity in all continents. In the biosphere reserves network's 50 years of existence, progress and setbacks have been reported in different regions around the world, and there is an urgent need to envision alternative futures. In this contribution, we describe the results and reflections of our 'Open Academy' that enhanced the participatory governance in La Campana--Peñuelas Biosphere Reserve in Central Chile. We crossed the traditional assessment with the principles of transdisciplinary and intergenerational knowledge co-creation. The results show that the traditional performance assessment shows a generally poor performance and reveals the weaknesses of the governance system of the reserve's management. The extraction of water by mining and agroindustry, uncontrolled urbanization, wildfires, weak social participation, and low integration of indigenous communities are crucial issues for the performance of biosphere reserves. On the other hand, these territories have the potential as models toward post-extractive economies. Enhancing participatory governance, biosphere reserves shall serve as a) agents for configuring the future as an eco-social pact with the territory; b) pilot test areas for alternative futures; and c) places to promote the social collective as a conscious agent of the future. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the article is to identify the causes of the phenomenon of job hopping among representatives of Generation Z. The author of the article examines the impact of the socio-demographic characteristics of respondents on the assessment of factors contributing to their decision to change frequently. Design/methodology/approach: The study was conducted in the second and third quarter of 2023 on a sample of 592 people from Generation Z. The CAWI method was used, which included a survey questionnaire made available to respondents via the Internet. The χ2 test of independence was performed and statistical evaluation was performed. Findings: For the needs of the research conducted, three research hypotheses were formulated and verified: 1. Socio-demographic factors of Generation Z representatives differentiate the perception of negative employment conditions that are intended to contribute to their change of job. 2. The differences in the perception of the negative characteristics of superiors that are the reason for changing jobs by representatives of Generation Z are closely related to their sociodemographic characteristics. 3. A significant number of socio-demographic factors differentiate the positive attitude of Generation Z employees towards the consequences of frequent job changes. Research limitations/implications: The conducted research allowed for a deeper understanding of the reasons for frequent job changes among Generation Z, but did not exhaust all aspects related to the topic. Therefore, it is recommended to expand the research area in this area. Practical implications: The study provides management staff dealing with human resources management with the opportunity to multi-facetly identify the reasons why young people often decide to resign from their current employment. In order to limit the tendency for this phenomenon to spread, managers should make efforts to provide employees with a stable working environment. Originality/value: In Poland, there is a lack of scientific literature on the issue of frequent job changes. However, it is quite often discussed in foreign literature, but not sufficiently researched. This article is part of the trend of scientific research on limiting the spreading phenomenon of job hopping in Poland. [ABSTRACT FROM AUTHOR]

A panel discussion illuminates several salient points about recent and potential production. The supply side of the economy has become "wilder," greatly complicating central bank policy. There does appear to be some potential for the recent improvement in US productivity to be enduring, reflecting factors such as increasing educational attainment and reduced occupational segregation, increasing job mobility, and the promise of new technology, though clearly there remain major measurement issues clouding the picture. [ABSTRACT FROM AUTHOR]

Purpose: This theoretical study aims to clarify the (a priori) ambiguous effect of homeownership on unemployment. In general, in fact, homeownership discourages job mobility, but homeowners are less likely to be unemployed than tenants, since homeownership would seem to be positively related to human capital. Design/methodology/approach: This study develops a modified version of the benchmark theoretic model of the labour market – the well-known "equilibrium unemployment theory" – where homeownership affects both the "Beveridge Curve" (BC, by means of job immobility) and the "Job Creation Condition" (JCC, by means of human capital). Findings: The general result is that an increase in homeownership increases unemployment. Therefore, policymakers could encourage job mobility, before facilitating homeownership. This policy implication, however, may not apply in the case of high inflation and/or low nominal interest rate, and when the job destruction rate depends on the homeownership rate. Research limitations/implications: The model studies the steady-state equilibrium of the labour market, so the policy implications only relate to the long-run. The model, therefore, does not consider the short-run effects of homeownership on unemployment (which may differ from the long-term results). Practical implications: The model suggests a public policy characterised by large investment in rail lines and subsidised commuter fares. By promoting a more efficient allocation of workers across regions (and, thus, job mobility), indeed, this policy can be a good way to increase employment, without harming homeownership. Social implications: The practical implication of this model is also a social implication, since it relates to homeownership and housing tenure. Originality/value: To the best of author's knowledge, this is the first model that introduces the key role of homeownership in the so-called "Equilibrium unemployment theory". Precisely, the model uses a modified version of both the BC (which includes the negative effect of homeownership on the overall job search intensity of unemployed workers) and the JCC (which includes the positive effect of homeownership on both the business start-up and the human capital of workers). By comparing these two opposite effects, this theoretical work makes clearer the net effect of homeownership on unemployment. [ABSTRACT FROM AUTHOR]

Since the dawn of programming, several developments in programming language design and programming methodology have been hailed as the end of the profession of programmer; they have all proven to be exaggerated rumors, to echo the words attributed to Mark Twain. In this short paper, we ponder the question of whether the emergence of large language models finally realizes these prophecies? Also, we discuss why even if this prophecy is finally realized, it does not change the job of the researcher in programming. [ABSTRACT FROM AUTHOR]

"Job mobility has become an enormous issue in the current modern world. All over the world, people sometimes move from one place to another in search of green pastures and life. Persons are sometimes forced by circumstances, as earlier stated, to move and work in countries far from places of their original nationalities. It is on such a note that, persons are compelled to abide by employment contracts that are governed by laws, not of their countries of origin. In the course of working, inevitably, employment disputes become unavoidable, and in this situation, where there is an issue to be dealt with by the courts of law in this area, a complex issue of which law should apply in determining the issue in question arises and becomes a task of the court to make a determination of the same. This article generally discusses individual employment contracts in conflict of laws perspectives under international and domestic labour relation laws, with a special focus on the Rome Conventions, its Regulations, and labour laws applicable in Mainland Tanzania. The article also addresses circumstances under which the Rome Convention, its existing Regulations as well as domestic labour relation laws pave the way in addressing the issue of individual employment contracts in the field of conflicts of laws in Mainland Tanzania. Specifically, this work addresses the concept of employee and employer view of the international and domestic labour relation laws as used also in conflict of laws. This is touched on in this research article because it is one of the complicated areas when it comes to the determination of employment contract disputes containing a foreign element, which has indeed caused a great debate in conflict of laws.". [ABSTRACT FROM AUTHOR]

The purpose of this paper is to compare the distribution of occupation and rates of occupational mobility in the ATO Longitudinal Information Files (ALife) and the Household, Income and Labour Dynamics in Australia (HILDA) datasets. As tax is not occupation dependent, occupation data from tax records may not be reliable. We find that occupational mobility in the ALife data is less than half that in the nationally representative HILDA data. In contrast, the distribution of occupation and its relationship with most key socio‐economic characteristics appear relatively similar across the two datasets. However, occupation evolves differently over time in the two datasets and there are some differences between the sexes. [ABSTRACT FROM AUTHOR]

Occupationally mobile families exist in multiple forms globally. While these families contribute significantly to the socioeconomic life of the locations that they traverse, sometimes their mobilities generate hostility in those locations. This hostility in the form of an anti-nomadic/sedentarist ideology creates corresponding difficulties for the schooling options and outcomes of the children of these mobile families. This paper explores the educational applications and implications of the anti-nomadic/sedentarist ideology as experienced by occupationally mobile families globally, and investigates also several successful schooling approaches for their children. The analysis identifies effective forms of schooling provision implemented in specific ways in these distinctive learning contexts. The author posits that 'innovative' in relation to the education of occupationally mobile communities is enacted in the historically constructed and materially grounded mobilities of each community, and 'works' and 'makes sense' only when conceptualised with references to those mobilities. [ABSTRACT FROM AUTHOR]

Existing theories offer conflicting perspectives regarding the relationship between career specialization and labor market outcomes. While some scholars argue it is better for workers to specialize and focus on one area, others argue it is advantageous for workers to diversify and compile experience across multiple work domains. We attempt to reconcile these competing perspectives by developing a theory highlighting the voluntary versus involuntary nature of worker–firm separations as a theoretical contingency that alters the relative advantages and disadvantages associated with specialized versus generalized careers. Our theory is rooted in the notion that the characteristics of involuntary worker–firm separations (i.e., job displacement) simultaneously amplify the disadvantages associated with specialized careers and the advantages associated with generalized careers, thereby giving displaced generalists a relative advantage over displaced specialists. We find support for our theory in the context of U.S. congressional staffing, using administrative employment records and a regression discontinuity identification strategy that exploits quasi-random staffer displacement resulting from narrowly decided congressional reelection bids. Our theoretical contingency is further supported in supplemental regressions where correlational evidence suggests that while specialists tend to be relatively penalized in the labor market after involuntary separations, specialists appear to be relatively privileged when separations are plausibly voluntary. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Journal of Economics is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper examines the impact of massive refugee inflows on the mobility patterns of host communities. We rely on panel data from before and after the Syrian war and exploit the geographical distribution of Syrians across Jordanian subdistricts. Using difference in differences, we find that native outflows of the camp-hosting areas increased by 27%. This increased residential mobility out of the camp-hosting areas seems to be triggered by an increase in rents and a crowding out of Jordanian students by Syrians in schools. Our results also show that the Syrian presence increased Jordanians' job location mobility into the camp areas. [ABSTRACT FROM AUTHOR]

Copyright of Relaciones de la Sociedad Argentina de Antropología is the property of Sociedad Argentina de Antropologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

All over the world, Business Processing Outsource (BPO) companies have been set up to provide services that would enable utmost efficiency to business-related work operations. BPOs have been fertile ground for dreams of mobility and freedom for their employees. Illustrative is the 2017 Philippine novel in English, The Quiet Ones by Glenn Diaz, which frames the lives of call center agents who steal from the multimillion-dollar American-based BPO company and remain remorseless even after they have been caught for the crime. The novel narrates how the contemporary lives of Filipinos are drastically shaped by their experience of working as call center agents, highlighting their various unethical 'traversals' behind the stationary façade of the industry in order to escape from their sense of disempowerment. This paper would like to show how the novel's depiction of the BPO industry's shrinking physical and imagined spaces, protocols in customer service, and its bureaucracy are symptomatic of the call center agents' obsession, psyche, and modes of surviving the system. To do that, careful attention was given to the portrayal of the experience of the physical, representational, and mobile practices in the BPO industry. While the BPO industry plays an essential role in the economic progress of the Philippines, it has also affected the material and mobile conditions of Filipino call center agents, as they follow a business model of efficacy aligned with the larger scheme of global capitalism. Such efficacy is underpinned by a kind of 'modern' ethics specific to the BPO call centers concretizing the betrayal of globalization's promise of proper mobility and freedom as embodied by the infrastructure of the call center offices shaping the superstructural official practice and 'call center culture.' [ABSTRACT FROM AUTHOR]

In this paper, we examine transborder commuters' experiences (i.e. individuals who commute between U.S. and Mexican border cities frequently) during the Covid-19 pandemic, with keen attention to the links between racial capitalism and temporality. We address two interrelated issues: first, we unpack how the United States framed the pandemic through the metaphor of war and the production of the categories of 'essential work(er)' and 'essential travel' to ensure racial capitalism's surplus labor and continuation. These categories function like a double-edged sword, tying racialized populations to racial capitalism's temporality to exploit them while excluding privileged others. We argue that Covid-19's temporality conflicts with racial capitalism's temporality. While the former relies on the deceleration of everyday life, the latter depends on constant acceleration driven by profit-seeking. Using queer and feminist theoretical lenses, we then demonstrate how U.S. Covid-19 border restrictions at land ports of entry exacerbated transborder commuters' cross-border travels and privileged some based on legal status. As a result, they used public Facebook groups to navigate and comprehend new commuting conditions, disidentifying with the United States' official pandemic framing and producing their own. This shared experience catalyzed 'digital transborder kinships' or temporally-bound socialities rooted in relational care, advocacy, and knowledge production. [ABSTRACT FROM AUTHOR]

The main objective of this paper is to investigate the extent to which inward foreign direct investment (FDI) in advanced business services (ABS) – a result of so-called offshoring of white collar jobs – contributes to the structural change of employment in regions of host economies. We use a fixed-effect regression model based on cross-regional panel data for Hungary and Poland for the period between 2005 and 2014. Our findings show that ABS FDI carries structural impacts: employment in foreign-owned firms increases the share of the tertiary sector in a region both directly and indirectly through inducing other tertiary activities as well. [ABSTRACT FROM AUTHOR]

In this paper, we formulate and estimate a flexible model of job mobility and wages with two‐sided heterogeneity. The analysis extends the finite mixture approach of Bonhomme, Lamadon, and Manresa (2019) and Abowd, McKinney, and Schmutte (2019) to develop a new Classification Expectation‐Maximization algorithm that ensures both worker and firm latent‐type identification using wage and mobility variations in the data. Workers receive job offers in worker‐type segmented labor markets. Offers are accepted according to a logit form that compares the value of the current job with that of the new job. In combination with flexibly estimated layoff and job finding rates, the analysis quantifies the four different sources of sorting: job preferences, segmentation, layoffs, and job finding. Job preferences are identified through job‐to‐job moves in a revealed preference argument. They are in the model structurally independent of the identified job wages, possibly as a reflection of the presence of amenities. We find evidence of a strong pecuniary motive in job preferences. While the correlation between preferences and current job wages is positive, the net present value of the future earnings stream given the current job correlates much more strongly with preferences for it. This is more so for short‐ than long‐tenure workers. In the analysis, we distinguish between type sorting and wage sorting. Type sorting is quantified by means of the mutual information index. Wage sorting is captured through correlation between identified wage types. While layoffs are less important than the other channels, we find all channels to contribute substantially to sorting. As workers age, job arrival processes are the key determinant of wage sorting, whereas the role of job preferences dictate type sorting. Over the life cycle, job preferences intensify, type sorting increases, and pecuniary considerations wane. [ABSTRACT FROM AUTHOR]

The urgent and interlocking social, economic and ecological crises faced by societies around the world require dialogue, empathy and above all, hope that transcends social divides. At a time of uncertainty and crisis, many societies are divided, with distrust and divides exacerbated by media representations pitting different groups against one another. Acknowledging intersectional interrelationships, this collaborative paper considers one type of social distinction – generation – and focuses on how trust can be rebuilt across generations. To do this, we collate key insights from eight projects that shared space within a conference session foregrounding creative, intergenerational responses to the climate and related crises. Prompted by a set of reflective questions, presenters commented on the methodological resources that were co-developed in intergenerational research and action spaces. Most of the work outlined was carried out in the UK, situated in challenges that are at once particular to local contexts, and systematic of a wider malaise that requires intergenerational collaboration. Reflecting across the projects, we suggest fostering ongoing, empathetic dialogues across generations is key to addressing these challenges of the future, securing communities that are grounded as collaborative and culturally responsive, and resilient societies able to adapt to and mitigate the impacts of change. [ABSTRACT FROM AUTHOR]

Economics job candidates face considerable professional and financial uncertainties when deciding between academic and nonacademic career paths. Using novel panel data, we provide a broad picture of PhD economists' early career mobility and earnings growth - both in and outside of academia. We find that academic jobs have fallen to just over half of US placements, with growing shares in tech, consulting, and government. We document considerable early career job mobility and higher earnings growth among job changers, private-sector economists, and men. We also find an earnings premium for graduates of top-ranked PhD programs that grows over early career years in academia while shrinking in the private sector. These different earnings dynamics mean the opportunity cost (in terms of potential earnings) of remaining in academia is generally less for graduates of top-ranked programs, although there is significant dispersion in mid-career earnings among these academics. [ABSTRACT FROM AUTHOR]

This paper studies the impact of different types of job-to-job transitions (from salaried employment to self-employment, from self-employment to salaried employment, and within salaried employment) on job satisfaction. Considering the three types of job transition, allows us to separate the pure mobility effect from the type of employment effect. We design an identification strategy based on the diff-in-diff approach. This is possible because our panel data allow us to compare the same individuals before and after job-to-job transitions occur. Our findings indicate that individuals who move from salaried employment to self-employment increase their overall job satisfaction more than workers who carry out other types of job transitions, while the impact of job changes on satisfaction in other job domains is mixed. We also find heterogeneous interactive effects of previous unemployment spells and self-perceived skill mismatch with job transitions depending on the type of transition. While skill mismatch is more important in the transition from salaried employment to self-employment, previous unemployment is more important for job changes within salaried employment. [ABSTRACT FROM AUTHOR]

One of the main inquiry topics within crime and conflict studies is how inequalities or poverty fosters or deters participation in organised violence. Since the late 1990s, the increase in violence in Latin America has boosted the use of Global North criminology and conflict studies to explain this phenomenon. Although helpful, the question about the link between inequality and violence remains elusive. Instead, this research uses occupational mobility and life course approaches to analyse the latest Mexican inmate survey data. With this data, we can understand the factors behind youth recruitment into violent criminal organisations during the current drug war. The main findings point to youth transitions from school and low-skilled manual employment towards criminal violent activities as an option out of work precariousness. This research proposes researching transitions to organised violence as an occupational choice in market economies and post-conflict settlements as a possible causal mechanism that explains inequalities and violence. [ABSTRACT FROM AUTHOR]

Background: Given nurses' increasing international mobility, Asian internationally educated nurses (IENs) represent a critical human resource highly sought after within the global healthcare workforce. Developed countries have grown excessively reliant on them, leading to heightened competition among these countries. Hence, this review aims to uncover factors underlying the retention of Asian IENs in host countries to facilitate the development of more effective staff retention strategies. Methods: A mixed-methods systematic review was conducted using the Joanna Briggs Institute methodology for mixed-method systematic review. A search was undertaken across the following electronic databases for studies published in English during 2013–2022: CINAHL, Embase, PubMed, Scopus, Web of Science and PsycINFO. Two of the researchers critically appraised included articles independently using the Joanna Briggs Critical Appraisal Tools and Mixed Methods Appraisal Tool (version 2018). A data-based convergent integrated approach was adopted for data synthesis. Results: Of the 27 included articles (19 qualitative and eight quantitative), five each were conducted in Asia (Japan, Taiwan, Singapore and Malaysia), Australia and Europe (Italy, Norway and the United Kingdom); four each in the United States and the Middle East (Saudi Arabia and Kuwait); two in Canada; and one each in New Zealand and South Africa. Five themes emerged from the data synthesis: (1) desire for better career prospects, (2) occupational downward mobility, (3) inequality in career advancement, (4) acculturation and (5) support system. Conclusion: This systematic review investigated the factors influencing AMN retention and identified several promising retention strategies: granting them permanent residency, ensuring transparency in credentialing assessment, providing equal opportunities for career advancement, instituting induction programmes for newly employed Asian IENs, enabling families to be with them and building workplace social support. Retention strategies that embrace the Asian IENs' perspectives and experiences are envisioned to ensure a sustainable nursing workforce. [ABSTRACT FROM AUTHOR]

Purpose: As aging populations lead to longer working lives and increasing automation threatens job security, maintaining lifelong employability is becoming a fundamental challenge for many individuals. The purpose of this study is to examine how lifelong employability can be maintained. Design/methodology/approach: Based on the theoretical perspectives of both movement capital and selection, optimization and compensation (SOC) theories, we used large-scale survey data (N = 2,256) from three European countries to investigate strategies for preserving employability among aging workers. Specifically, we explored the perceived risk of automation, lifelong learner characteristics and self-efficacy for occupational mobility as boundary conditions that may shape the negative relationship between age and employability. Findings: We found a negative relationship between age and employability, which was more pronounced when the perceived risk of automation was higher. Furthermore, lifelong learner characteristics and self-efficacy for occupational mobility mitigated the negative relationship, so that age was not related to employability if people possessed lifelong learner characteristics and were ready for a career change. Originality/value: Our study implies the importance of investing in enhancing lifelong learner characteristics and self-efficacy for occupational mobility for older employees. [ABSTRACT FROM AUTHOR]

This paper studies the extent to which the cyclicality of occupational mobility shapes that of aggregate unemployment and its duration distribution. We document the relation between workers' occupational mobility and unemployment duration over the long run and business cycle. To interpret this evidence, we develop a multisector business cycle model with heterogenous agents. The model is quantitatively consistent with several important features of the US labor market: procyclical gross and countercyclical net occupational mobility, the large volatility of unemployment and the cyclical properties of the unemployment duration distribution, among many others. Our analysis shows that occupational mobility due to workers' changing career prospects, and not occupation‐wide differences, interacts with aggregate conditions to drive the fluctuations of the unemployment duration distribution, and the aggregate unemployment rate. [ABSTRACT FROM AUTHOR]

Given its acceptance and value as an important facet of workplace behavior, research has primarily attempted to understand adaptive performance by way of examining its antecedents. Although useful, these findings provide little insight into the in-situ, intra-individual processes that occur during adaptive performance (i.e., How do people adapt to change? What determines the speed at which people adapt? How do failures to adapt occur?). The current paper develops and presents a process model of adaptation in order to provide a framework for organizing, understanding, and investigating the in-situ process involved when individuals adapt to changes in job demands. In particular, we suggest that in order to successfully adapt to a changing task environment, individuals must go through a series of processes in order to detect the nature of a change, diagnose its cause, develop or refine strategies, learn additional knowledge or skills, and enact appropriate performance behaviors. At the same time, dynamic emotional, cognitive, motivational, and situational factors serve as proximal inputs and outputs of these processes. In doing so, they shape the success and speed with which people adapt and suggest a broadened set of outcomes of adaptive performance. We describe how this model can be leveraged to stimulate dynamic adaptive performance research and to promote adaptive performance in applied settings. [ABSTRACT FROM AUTHOR]

Focusing on conventional taxis and e-hailing, this paper discusses the technology, job and mobility choices of a conventional occupational group – taxi drivers – faced with an algorithm-enabled mode of mobility. Based on six-month ethnographic fieldwork in Xi'an, China, it shows that taxi drivers generally prefer taxis to e-hailing. Because the e-hailing algorithm treats each driver independently, drivers' spatio-temporal skills become marginalised and taxi drivers are no longer able to maintain a regular spatio-temporal arrangement that facilitates their community nodes as they do in taxi-driving. Their preference for taxis is a response to the potential threat to their community and social values imposed by algorithm-enabled mobilities. The paper emphasises how workers' response to algorithmic digital automation are centred around and operationalised by spatio-temporal mobility. It also shows that the impacts of new mobilities are distributed unevenly across groups with different socio-economic backgrounds and life experiences, in this case vis-à-vis the privatisation and urbanisation of Chinese society. [ABSTRACT FROM AUTHOR]

This paper examines the links between women's un/safety and their night-time mobilities in Brussels, Belgium and Recife, Brazil. While the significance of women's intersectional identities to the construction of fear and safety in urban space has been well documented in feminist urban geography, we argue that the lens of South-North comparison highlights specific ways in which local urban spaces are implicated in women's experiences of un/safety. A comparative perspective draws out the spatial and temporal embeddedness of un/safety, while at the same time challenges the framing of particular cities and areas as either safe or unsafe (which is particularly damaging when it reproduces simple global North – global South binaries). The paper draws on mixed-method research combining a questionnaire-based survey and a series of interviews with women in Recife and Brussels. The four dimensions examined include transport modes; situated experiences of un/safety; the accumulation of unsafety feelings over the long term; and the work women perform in maintaining mobility. We find that while unsafety broadly limits women's access to cities at night, feeling unsafe plays out differently in specific and situated interactions, many of which are recognisable from both Brussels and Recife. Across the two research locations, women's mobility strategies at night are similar, in that they involve extensive planning, preparation, and drawing on financial and non-financial resources. We conclude with some reflections on the role of comparative research in the feminist geographies of gendered urban mobilities, particularly in relation to previously little-studied cities. [ABSTRACT FROM AUTHOR]

This paper explores how talent flow network and the firm life cycle affect the innovative performances of firms. We first established an interorganizational talent flow network with the occupational mobility data available from the public resumes on LinkedIn China. Thereafter, this information was combined with the financial data of China's listed companies to develop a unique dataset for the time period between 2000 and 2015. The empirical results indicate the following: (1) The breadth and depth of firms' embedding in the talent flow network positively impact their innovative performances; (2) Younger firms' innovations are mostly promoted by the breadth of network embedding, but this positive effect weakens as firms increase in age; (3) Mature firms' innovations are primarily driven by the depth of network embedding, and this positive effect strengthens as firms increase in age. This paper enriches and deepens the studies of talent flow networks, and it provides practical implications for innovation management based on talent flow for various types of firms at different development stages. [ABSTRACT FROM AUTHOR]

This paper investigates the changes in intergenerational occupational mobility in Italy during the Golden Age (1950-1970). These years saw significant economic and social changes, which affected occupational mobility. Specifically, the present work explores whether occupational mobility was only due to a general shift in the occupational structure, or it was the result of more equal opportunities for people from different socio-economic backgrounds. In this endeavour, I draw upon the Bank of Italy Survey on Household Income and Wealth (SHIW) to compare the occupations of 45,945 individuals born between 1923 and 1978 with those of their parents. This work is the first to find a significant increase in relative mobility in Italy for those who were born between the 1930s and the 1970s, lifting the veil on the geographical and gender dimension of intergenerational mobility. [ABSTRACT FROM AUTHOR]

Objective: Tropical medicine deals with endemic diseases, infections, and critical health issues in tropical countries. Research on tropical medicine is expected to have priority in those countries and therefore, it is necessary to monitor the relevant research. Therefore, this research aims to study the trends of research output on tropical medicine in Nigeria and map the country's collaboration in this field. Materials and Methods: Based on the publications indexed in the Web of Science Core Collection, a query was performed to find Nigeria's research output on tropical medicine during 1983-2018. In total, 2,617 records were obtained and then analyzed to find the research growth and collaboration patterns in this period. Results: Divided by document types, original articles are the most frequently published research output on tropical medicine. The trends of publication show high attention to tropical medicine between 2009 and 2013. Among different subcategories of tropical medicine, public environmental and occupational health is the most popular category for Nigerian authors (1,489 items). The analysis of collaboration patterns shows that articles with two authors have the highest number. The University of Ibadan is the most productive institute and most of the research has been financially supported by the Federal Government of Nigeria. The USA and the UK are the main international collaborators for Nigerian tropical medicine scientists. Conclusion: The findings of the present study revealed that public health, including environmental and occupational health, is the main category for Nigerian scientists who conducted the research on tropical medicine. This is in line with current health problems in African countries which are mostly related to public health issues. [ABSTRACT FROM AUTHOR]

This article explores how global shifts in capital, production, the labor market, and its segmentation relate to mobility strategies and community ties in a specific local context. Mobility strategies or the refusal to be mobile are, at times, used in order to maintain households in communities that have seen their labor market constrict. Decisions about mobility are not purely about economic rationality. In the mobility strategies employed by former pulp and paper workers from Miramichi, New Brunswick, Canada, resistance to mobility is due to community and familial ties to place. Such local commitments may take precedence over, but are clearly impacted by, the ever-shifting tides of global capital. [ABSTRACT FROM AUTHOR]

Heat is the leading cause of weather-related death in the United States. Wet bulb globe temperature (WBGT) is a heat stress index commonly used among active populations for activity modification, such as outdoor workers and athletes. Despite widespread use globally, WBGT forecasts have been uncommon in the United States until recent years. This research assesses the accuracy of WBGT forecasts developed by NOAA's Southeast Regional Climate Center (SERCC) and the Carolinas Integrated Sciences and Assessments (CISA). It also details efforts to refine the forecast by accounting for the impact of surface roughness on wind using satellite imagery. Comparisons are made between the SERCC/CISA WBGT forecast and a WBGT forecast modeled after NWS methods. Additionally, both of these forecasts are compared with in situ WBGT measurements (during the summers of 2019–21) and estimates from weather stations to assess forecast accuracy. The SERCC/CISA WBGT forecast was within 0.6°C of observations on average and showed less bias than the forecast based on NWS methods across North Carolina. Importantly, the SERCC/CISA WBGT forecast was more accurate for the most dangerous conditions (WBGT > 31°C), although this resulted in higher false alarms for these extreme conditions compared to the NWS method. In particular, this work improved the forecast for sites more sheltered from wind by better accounting for the influences of land cover on 2-m wind speed. Accurate forecasts are more challenging for sites with complex microclimates. Thus, appropriate caution is necessary when interpreting forecasts and onsite, real-time WBGT measurements remain critical. Significance Statement: This research assesses the accuracy of wet bulb globe temperature (WBGT) forecasts. WBGT is a heat stress index that accounts for impacts of air temperature, humidity, wind, and radiation. It is widely used in occupational, athletic, and military settings for heat stress assessment, yet WBGT forecasting in the United States is a relatively new development. These forecasts can be used by decision-makers to better plan activities. We found that WBGT forecasts by NOAA's Southeast Regional Climate Center and Carolinas Integrated Sciences and Assessments were within 0.6°C of observations overall in North Carolina and less biased than forecasts based on methods used by the U.S. National Weather Service, which had larger, colder biases that present potential safety issues in planning. [ABSTRACT FROM AUTHOR]