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Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association 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.)

We show large flows of workers into the real estate agent (REA) occupation during the early 2000s from virtually all parts of the skill, wage, and education spectrums. We find those entering REA in Metropolitan Statistical Areas (MSAs) with house price bubbles end up in occupations paying significantly less in the long-run as compared to similar REA entrants in non-bubble areas. Even in 2017, when house prices and employment return to their pre-crisis levels, REA entrants in Bubble MSAs are in occupations earning about 6% less. These results point to lasting effects of labor allocation decisions in response to distorted price signals. [ABSTRACT FROM AUTHOR]

Supporting neurodivergent‐inclusive workplaces is an increasingly important consideration in Human Resource Management (HRM). While a strengths‐based approach to neurodivergence has been advocated, empirical evidence regarding the effectiveness of HRM practices that support high‐quality employment outcomes for neurodivergent people is lacking. Drawing on a nationally representative sample of over 25,000 people in the United Kingdom, we examine the influence of neurodivergence on multiple employment outcomes, including employment status, underemployment, employment precarity, job tenure, and hourly wages. We theorize and empirically examine how flexible‐ and homeworking practices moderate the effects of neurodivergence on employment outcomes. Our findings show that neurodivergent people are twice as likely to be in precarious employment and more than 10 times as likely to be in temporary employment compared to neurotypical people. Neurodivergent individuals are also significantly more likely to experience underemployment and have lower employment tenure; however, controlling for other factors, we find no significant differences in hourly wages. We find that flexible working practices can substantially improve employment outcomes for neurodivergent people, raising significant questions regarding the role of HRM in enabling more neurodiverse workplaces. We critically reflect on the implications of our findings for policy, practice, and future research. [ABSTRACT FROM AUTHOR]

As temporary employment has become a pervasive feature of modern labor markets, reasons for wage growth have become less well understood. To determine whether these two phenomena are related, the authors investigate whether the dualized structure of labor markets affects macroeconomic developments. Specifically, they incorporate involuntary temporary workers into the standard wage Phillips curve to examine wage growth in 30 European countries for the period 2004–2017. Relying on individual-level data to adjust for a changing employment composition, their findings show, for the first time, that the incidence of involuntary temporary workers has strong negative effects on permanent workers' wage growth, thereby dampening aggregate wage growth. This effect, which the authors name the competition effect, is particularly pronounced in countries where wage bargaining institutions are weak. The findings shed further light on the reasons for the secular slowdown of wage growth after the global financial crisis. [ABSTRACT FROM AUTHOR]

This article examines the labor market returns to earning industry-certified credentials in the manufacturing sector. Specifically, the authors are interested in estimating the impact of a manufacturing credential on earnings and probability of employment, both overall and within the pre- and post-credential industry of employment. They link students who earned manufacturing credentials to their educational enrollment and completion records, and then further link them to IRS tax records for earnings and employment and to the American Community Survey and decennial census for demographic information. Earnings trajectories are presented for workers with credentials by demographic group, including age, race/ethnicity, gender, and educational attainment. To obtain more causal estimates of the labor market impacts of credentials, the authors implement a coarsened exact matching strategy to compare outcomes between otherwise similar people with and without credentials. Findings show that the attainment of a manufacturing industry credential is associated with increasingly higher earnings and a higher likelihood of labor market participation. [ABSTRACT FROM AUTHOR]

Immigrants and their native-born children often face considerable wage penalties relative to natives, but less is known about whether this inequality arises through differences in educational qualifications, segregation across occupations and establishments, or unequal pay for the same work. Using linked employer–employee data from Norway, the authors ask whether immigrant–native wage disparities 1) reflect differences in detailed educational qualifications, labor market segregation, or within-job pay differences; 2) differ by immigrant generation; and 3) vary across different segments of the labor market. They find that immigrant–native wage disparities primarily reflect sorting into lower-paying jobs, and that wage disadvantages are considerably reduced across immigrant generations. When doing the same work for the same employer, immigrant-background workers, especially children of immigrants, earn similar wages to natives. Sorting into jobs seems more meritocratic for university graduates, for professionals, and in the public sector, but within-job pay differences are strikingly similar across market segments. [ABSTRACT FROM AUTHOR]

This article examines the wage earnings of refugee immigrants in Sweden. Using administrative employer–employee data from 1990 onward, approximately 100,000 refugee immigrants who arrived between 1980 and 1996 and were granted asylum are compared to a matched sample of native-born workers. Employing recentered influence function (RIF) quantile regressions to wage earnings for the period 2011–2015, the occupational-task-based Oaxaca–Blinder decomposition approach shows that refugees perform better than natives at the median wage, controlling for individual and firm characteristics. This overperformance is attributable to female refugee immigrants. Given their characteristics, refugee immigrant females perform better than native females across all occupational tasks studied, including non-routine cognitive tasks. A notable similarity of the wage premium exists among various refugee groups, suggesting that cultural differences and the length of time spent in the host country do not have a major impact. [ABSTRACT FROM AUTHOR]

Many business transactions and employment contracts are wrongfully exploitative despite being consensual and beneficial to both parties, compared with a nontransaction baseline. This form of exploitation can present governments with a dilemma. Legally permitting exploitation may send the message that the public condones it. In some economic conditions, coercively enforced antiexploitation law may harm the people it is intended to help. Under these conditions, a way out of the dilemma is to enact laws with provisions that lack coercive enforcement. Noncoercive law would convey the state's condemnation of wrongful exploitation without risking the harmful effects of coercively enforced law. It would also give firms and their agents a way of explaining nonexploitative pricing decisions to investors, and it may help give precise content to the moral duty to set prices and wages fairly. Governments should thus consider noncoercive law a viable component of their responses to exploitation. [ABSTRACT FROM AUTHOR]

We investigate the impact of "routinization" on the labor outcomes of displaced workers. We use a rich Brazilian panel dataset and an occupation-task mapping to examine the effect of job displacement in different groups, classified according to their tasks. Our main result is that following a layoff, workers previously employed in routine-intensive occupations suffer a more significant decline in wages and more extended periods of unemployment. As expected, job displacement has a negative and lasting impact on wages. Still, workers in routine-intensive occupations are more impacted than those in non-routine occupations in terms of wages (an increase of one point in the routine-intensity index results in a further decline of 2% in workers' relative wages) and employment. Furthermore, our results indicate that workers in routine-intensive occupations are more likely to change occupations after the shock, and those who do not switch occupational fields suffer a more significant decline in wages. Lastly, even though the loss of employer-specific wage premiums explains 13% of displaced workers' drop in wages, it does not explain routine-intensive workers' more substantial losses. [ABSTRACT FROM AUTHOR]

In this paper, we investigate the relationship between local wages and the internal structure of the regional knowledge base. The purpose is to assess if the workers' compensations are related to the peculiarities of the knowledge base of the regions in which they supply their labor services. The test of this hypothesis is based on the assessment of the impact of related vis-à-vis unrelated knowledge variety on cross-regional wage differentials. The empirical analysis is carried out by exploiting patent data and a unique employer–employee administrative dataset. First, using OECD-PATREG data on patent filing, we build information entropy indexes proxying the variety of NUTS 3 regions' knowledge bases, and the decomposition in the related and unrelated component. Second, we assess the impact of these indexes on wages based on administrative data from the Italian National Institute of Social Security. Our results suggest that workers employed in regions with a heterogenous knowledge structure earn positive wage premia, while related variety has a negative effect on compensation levels. [ABSTRACT FROM AUTHOR]

To operationalize the extent to which firms place a strategic emphasis on human capital and human resource management (HRM), we draw on the strategy field's dominant logic theory and on the emerging literature on executive compensation for the heads of major firm functions, such as HRM. Specifically, we investigate whether the pay of human resource executives (HREs) relative to other members of top management teams (TMTs) is related to firm performance. After controlling for the endogeneity of HRE status as one of the highest paid executives on the TMT, we find in a comprehensive sample of the largest US firms that HRE relative pay is positively related to firm financial performance, specifically Tobin's Q. We also find that the relationship of HRE relative pay with Tobin's Q is stronger in relatively smaller and younger firms in our sample. The findings suggest that a strategic emphasis on human capital and HRM leads to higher firm value. [ABSTRACT FROM AUTHOR]

This article examines how collective bargaining through unions and workplace codetermination through works councils relate to labor market imperfections and how labor market imperfections relate to employer wage premia. Based on representative German plant data for the years 1999–2016, the authors document that 70% of employers pay wages below the marginal revenue product of labor and 30% pay wages above that level. Findings further show that the prevalence of wage markdowns is significantly smaller when organized labor is present, and that the ratio of wages to the marginal revenue product of labor is significantly larger. Finally, the authors document a close link between labor market imperfections and mean employer wage premia, that is, wage differences between employers corrected for worker sorting. [ABSTRACT FROM AUTHOR]

In low- and middle-income economies, consumption preferences are hierarchical and the production structure is dualistic. Wage demand correspondingly articulates with the domestic industrial sector in a limited fashion. Where capital accumulation is directed at this modern/industrial sector, downward redistributions are less expansionary than commonly outlined, even if capacity utilization is an adjusting variable influencing investment decisions. Insofar as economic development is underpinned by structural transformation, policies aligned with downward redistributions have important sectoral ramifications neglected in one-sector frameworks. This paper explores these and related propositions formally, drawing from the analysis of a two-sector growth and distribution model. [ABSTRACT FROM AUTHOR]

High-pay, high-status jobs are competitive and male-dominated and typically demand long work hours. The authors study the role of competition in producing the latter two outcomes using two field experiments. In the first, they find that paying tournament prizes for performance induces both men and women to work longer, but that men respond more than women to the high-prize tournament. In the second, men are more likely than women to choose tournament-based compensation over a wage rate for larger prizes. These results demonstrate that high-stakes workplace competition can fuel gender inequality both directly, because men are more likely to enter and win tournaments, and indirectly, by raising work hours, which hurts women who face greater time demands in household production. [ABSTRACT FROM AUTHOR]

In response to a financial crisis, many organizations adjust their pay systems to reduce labor costs. In this research, we focus on the use of delayed pay (the postponement of employees' contractual compensation) and examine its effect on employee voluntary turnover outcomes. In a field study (Study 1) with data collected from the executive managers of 129 Chinese hotels experiencing a financial crisis caused by coronavirus disease 2019 (COVID‐19), we find a positive relationship between delayed pay and the voluntary turnover rate at the organizational level. In addition, this relationship becomes weaker when delayed pay consists of a larger proportion of pay‐for‐performance (PFP). We then conduct an experiment (Study 2) to extend our theoretical framework to the individual level, establish causality, and examine the underlying mechanism. The results show that the perceived negative instrumentality of stay (i.e., expected economic losses associated with staying in an organization) explains why individuals intend to leave organizations adopting delayed base pay but not delayed PFP. We further replicate these findings in a critical incident technique study (Study 3). We also discuss the theoretical and practical implications of these findings. [ABSTRACT FROM AUTHOR]

In this work, we study a variant of the team orienteering problem motivated by a real-world situation faced by a Mexican telecommunications company. The problem consists of the daily assignment and scheduling of service orders to crews, aiming to balance their wages, and considering the compatibility between service orders and crews. We present a mixed-integer linear formulation with two different metrics to achieve balanced scores and two valid inequalities leveraging the structure of the problem. Afterward, we propose a practical adaptive multi-start heuristic that integrates the learning mechanism of a reactive Greedy Randomized Adaptive Search Procedure. We test the performance of the models and the proposed algorithm on a benchmark of instances adapted from the literature and in a case study based on real data. The results confirm the effectiveness of the proposed algorithm to support the decision-making process. [ABSTRACT FROM AUTHOR]

Previous research has shown that parents respond to differences in their children's potential by providing them with different levels of support, and that such support allocation decisions are shaped by socioeconomic status (SES). We extend this observation to the assumption, raised in research on parental compensation and social mobility, that not only the allocation, but also the form of support provided is socially stratified. Specifically, we investigate whether socioeconomically advantaged parents use mechanisms that do not rely directly on cognitive enhancement. Drawing on data from three consecutive waves of the German TwinLife study (N  = 960), we use twin fixed-effects models to examine how parents respond to their children having different grades. We investigate parental support strategies, including help with schoolwork and school-related communication, encouragement and explicitly formulated expectations, and extracurricular cognitive stimulation. Our findings suggest that high-SES parents tend to compensate for their children's poor performance by helping them with schoolwork, fostering communication, and formulating academic expectations and encouragement. However, no significant differences in support allocation between high- and low-SES parents were found. Moreover, we found no evidence that parents in either high- or low-SES families respond to differences in their children's school performance by providing them with extracurricular cognitive stimulation. [ABSTRACT FROM AUTHOR]

Focusing on Sino-Indian trade, this paper uses detailed district-level data, exploits India's drastic increase in imports from China since 2001, and uses the instrumental variables approach to examine the impact of trade shock on the local labour market outcomes. Through a matching procedure, the geographical coverage of the paper is significantly improved compared with prior studies. The range of labour market outcome variables examined is also much broader, including wage, residual wage fluctuation, employment, unemployment and underemployment as shares of the working-age population. The paper finds that the import competition from China had a negative impact on the districts' average wages but a positive impact on districts' shares of employment. Moreover, the paper allows heterogeneous effects across consumption, age, gender, occupation and industrial groups. The results confirm that the effect of import shock is not uniformly distributed within the districts. Rather, it varies with respect to specific socio-economic characteristics. The wage effect, for example, is positive for those from the lower consumption basket. [ABSTRACT FROM AUTHOR]

This paper takes a historical perspective and assesses the evolution of the institutional features in setting the minimum wage in Greece between 1975 and 2023. It also evaluates developments regarding the minimum wage level, its bite and alignment with productivity. The paper reviews the limited available empirical literature on the association of the minimum wage with labour market outcomes (average wages, employment, inequality). It presents new estimates of the elasticity of average wages to the minimum wage. One of the paper's key points is that the minimum wage setting mechanism has changed over time as the economic environment has changed. Reviewing the evolution of the minimum wage over time to evaluate whether the minimum wage follows productivity developments and whether the minimum wage bites leads to the second and third takeaways of the paper. The minimum wage follows productivity developments over the longer term but not always in the short term. The bite of the minimum wage is high and appears to be higher when government intervention in setting the minimum wage is stronger. As for the impact of the minimum wage on average wages, the new estimates of the elasticity of the average to the minimum wage the paper provides, use more precisely measured wage rates, which show a high elasticity of average to minimum wages. Finally, the review of the existing literature on the employment effects of the minimum wage shows that, as in other countries, the results are mixed with modest negative or no effects. [ABSTRACT FROM AUTHOR]

There are considerable differences in minimum wage growth between EU member states with national minimum wages. Potential sources for these differences are discrepancies in economic fundamentals and institutional differences in how minimum wages are adjusted. Using a novel dataset based on macroeconomic data, institutional information on minimum wage setting and data on economic policy orientation and elections, the article tests whether growth differences in the minimum wage of 21 EU member states during the time period 2000 to 2020 can be explained by a catch-up dynamic in new EU member states, by different growth models of EU member states or by differences in the actors that are responsible for the adjustment of minimum wages. The results show that across the entire sample and irrespective of actors, minimum wage growth follows consumer price inflation and wage growth most closely. Higher than average minimum wage growth rates in EU member states stem from overshooting inflation during the period of EU accession, reducing wage inequality and increasing the Kaitz index. Actors also mattered for minimum wage growth. Adjustments by social partner consensus led to higher minimum wage growth than the benchmark of indexed minimum wages, introducing a distributive element to minimum wage adjustments. [ABSTRACT FROM AUTHOR]

We design and field an innovative survey of unemployment insurance (UI) recipients that yields new insights about wage stickiness on the layoff margin. A majority of UI recipients would accept pay cuts of 5–10 percent to save their jobs, and one-third would accept a 25 percent cut. Yet worker-employer discussions about cuts in pay, benefits, or hours in lieu of layoffs are exceedingly rare. Roughly one-quarter of the layoffs in our sample violate the theoretical condition for bilaterally efficient separations. We draw on our findings and other evidence to assess theories of wage stickiness and its role in layoffs. (JEL C83, E24, J31, J63, J65) [ABSTRACT FROM AUTHOR]

This article presents a historical analysis of the Sentosa nurses, a group of nurses recruited from the Philippines in 2005 and 2006 to work in a health-care facility on Long Island, New York. The international nurse recruitment company that hired them underpaid them, assigned them to work in unsafe conditions with low nurse-to-patient ratios, and breached other parts of their contracts with the nurses. When the nurses decided to resign and break from their contracts early, the recruitment company retaliated, initiating civil, administrative, and criminal charges against the nurses. The Sentosa nurses' story reflects that by the end of the first decade of the 2000s, the international nurse recruitment industry grew not only in size, but also in power, leaving internationally-educated nurses vulnerable to exploitation. More recent reports from 2019 of the labor trafficking of internationally-educated nurses are not new. Instead, a historical perspective reveals an ongoing pattern of deceptive practices and informs recommendations for stricter policies that ban recruiters from using liquidated damages provisions or breach-of-contract fees to trap nurses in exploitative work environments. [ABSTRACT FROM AUTHOR]

Without perspectives of low-wage workers in studies of worker health and well-being, researchers cannot comprehensively assess occupational health and health equity impacts of workplace exposures and interventions. Researchers and practitioners have noted particular challenges in engaging low-wage workers in worksite-based health survey research, yet little scholarship has described strategies for improving their engagement and response rates. To fill this gap, we present case examples from 5 occupational studies conducted between 2020 and 2024 in industries including health care, food service, and fulfillment centers. For each case, we describe how we identified barriers to worker engagement in surveys, explain specific strategies we used to address those barriers, and assess the effectiveness of these actions. Then, summarizing across case examples, we offer practical recommendations to researchers surveying low-wage populations, highlighting that high-touch recruitment, building trust with workers and managers, and obtaining manager support to take surveys during work time (for worksite-based studies) are critical for obtaining reliable, representative data. Our work contributes to broader discussions on improving survey response rates in vulnerable worker populations and aims to support future researchers undertaking similar efforts. (Am J Public Health. 2025;115(2):201–208. https://doi.org/10.2105/AJPH.2024.307875) [ABSTRACT FROM AUTHOR]

We fully solve a sorting problem with heterogeneous firms and multiple heterogeneous workers whose skills are imperfect substitutes. We show that optimal sorting, which we call mixed and countermonotonic, is comprised of two regions. In the first region, mediocre firms sort with mediocre workers and coworkers such that the output losses are equal across all these teams (mixing). In the second region, a high-skill worker sorts with low-skill coworkers and a high-productivity firm (countermonotonicity). We characterize the equilibrium wages and firm values. Quantitatively, our model can generate the dispersion of earnings within and across US firms. [ABSTRACT FROM AUTHOR]

The Bologna reform, the largest European education reform, was implemented in Russia in 2011. The reform shortened the duration of some undergraduate programmes by 1 year and compressed their curricula. Using a difference‐in‐differences design, I find that the reform had no short‐ or medium‐term adverse effects on employment. However, I find that null average effects on wages mask considerable heterogeneity. I find that female students with high relative returns worked less during their studies, invested in their human capital, and secured stable wages. In contrast, male students with low relative returns underinvested in human capital and experienced a decline in wages. [ABSTRACT FROM AUTHOR]

Despite its long-standing history as the most popular and mainstream combat sport, boxing has been confronted with increased competition from mixed martial arts (MMA) in recent decades. The dominant organization in the MMA market, the Ultimate Fighting Championship (UFC), has grown to become a multibillion dollar organization. In this article, we directly compare consumer interest and fighter compensation between boxing and the UFC to consider the economic potential for these combat sports into the future. Overall, our conclusions indicate that boxing has continued to be more lucrative as a whole, with the key factor being the presence of superstar athletes. [ABSTRACT FROM AUTHOR]

Using a unique pan-European dataset, we rely on two alternative measures of over-education and control stepwise for four groups of covariates in order to interpret the over-education wage penalty in light of theoretical models. Firstly, it appears that a significant fraction (i.e. between 1/5 and 1/3) of PhD holders in Europe are genuinely over-educated. Secondly, these genuinely over-educated PhD holders are found to face a substantial wage penalty (ranging from 15 to almost 30%) with respect to their well-matched counterparts. Finally, unconditional quantile regressions highlight that the over-education wage penalty among PhD holders increases greatly along the wage distribution. [ABSTRACT FROM AUTHOR]

Portugal displays a persistent gender wage gap which increased during the 2010–2013 economic crisis. This paper aims at examining the developments in the gender wage gap for the private sector from 2009 to 2019 using a decomposition across the wage distribution. We conclude that the gap has decreased at the lower and middle quantiles but remains quite wide at the top. The largest part of the gap stems from the structure effect, which suggests persistent discrimination. [ABSTRACT FROM AUTHOR]

Considering the trade-off between reporting accuracy and production efficiency, in this paper, I study the impacts of clawback provisions where, within the clawbacks, if the long-term reported earnings do not meet the predetermined earnings threshold, the manager cannot earn his/her long-term compensation. He/she will only receive the fixed compensation and needs to return the portion of his/her period-one performance-based compensation over the recouped compensation threshold when the first-period reported earnings are higher than the recouped compensation threshold. Within a principal-agent model, this paper shows that first, depending on the level of realized earnings in period one, mandatory adoption of such clawbacks motivates a risk-averse manager to use an enriched reporting strategy menu. Second, adopting the clawbacks will induce the manager to engage in lower or higher short-term effort but lower long-term effort relative to the case without clawbacks. However, a higher recouped compensation threshold will motivate the risk-averse manager to a higher short-term effort. Then, to recalibrate the manager's effort incentives to be the same as in the case of no clawbacks but restrain his/her misreporting incentives, this study shows that a firm should grant a risk-averse manager a lower short-term fixed pay level but a higher long-term pay level relative to the case without clawbacks. Besides, the performance pay rates for the two periods must be sufficiently different in order to control the manager's misreporting incentives. Finally, this paper discusses the empirical implications of the results and provides the policy implications regarding the efficiency of meeting or beating earnings thresholds when managerial contracts contain clawback provisions. [ABSTRACT FROM AUTHOR]

Background: In today's fast-paced work environment, work engagement is crucial for both organizational success and individual well-being. Objective: Our aim is this study was to analyze the associated factors of work engagement, work overload, work satisfaction, and emotional exhaustion and describe their effect on nurses and physicians in the Central Catalonia Health Region during 2023. Methods: A multicenter cross-sectional study was conducted using an online questionnaire at the Territorial Management of Central Catalonia (Spain). The questionnaire was accessible from 28 November 2022 to 12 March 2023. The analysis was performed using the SPSS software. CHERRIES (Checklist for Reporting Results of Internet E-Surveys) guidelines were followed for communicating research results. Results: A total of 321 professionals answered the questionnaire, 60.7% of whom were nursing professionals and 39.3% of whom were medical professionals. Work overload, work satisfaction, and emotional exhaustion were associated with work engagement. Being a physician, permanent contracts, irregular work shifts, overtime, and salary were related to work overload and emotional exhaustion. Being a woman, salary, academic level, and irregular work shifts were related to work satisfaction. There was a gender inequality in work engagement among nursing professionals to the detriment of men. In terms of class inequality, there was a difference between occupational groups with respect to work overload and emotional exhaustion among women. Conclusions: Organizational practices need to be improved to promote greater engagement and work satisfaction, as well as to reduce emotional overload and exhaustion. This may include regulating unpaid overtime and promoting more stable working hours. [ABSTRACT FROM AUTHOR]

Copyright of Umsatzsteuer-Rundschau is the property of De Gruyter 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.)

Background: Virtual care (VC) for dementia in primary care settings is an important aspect of healthcare delivery in Canada. However, the evidence informing optimal and sustainable provision of VC for persons living with dementia (PLWD) and their care partners is scarce. The objectives of this study were to (1) describe the frequency of VC use, (2) identify characteristics of PLWD, care partners, and family physicians (FPs) that are associated with the use of VC, and (3) explore FPs' perceptions of barriers and facilitators to provide VC for PLWD and their care partners. Methods: The Alzheimer Society of Canada and College of Family Physicians of Canada conducted three nationwide cross-sectional surveys between October 2020 and April 2021: (1) One with PLWD, (2) one with care partners of PLWD, and (3) one with FPs. Virtual care was defined as two-way synchronous communication by telephone and/or a web camera. The prevalence of VC use among FPs, PLWD, and care partners was described. Logistic regression models were used to determine characteristics of participants (sociodemographic, urbanicity, frequency and availability of support for connecting with FPs, and FPs' practice characteristics) associated with any VC use (phone and/or video). Inductive thematic analysis of open-ended questions explored FPs' perceptions. Results: 131 PLWD, 341 care partners, and 125 FPs participated. 61.2% of PLWD, 59.5% of care partners, and 77.4% of FPs reported using VC. The models for PLWD (included age and ethnicity) and care partners (included gender/sex, urbanicity, and receiving support from a family member/friend to connect with FP) were inconclusive. FPs with > 20 years in practice were less likely to provide VC (OR = 0.23, 95%CI: 0.08–0.62, p < 0.01). FPs perceived that preferences regarding virtual vs. in-person care, office/family support, technology and family presence, and remuneration for FPs influenced VC use. Conclusions: Virtual primary dementia care uptake in Canada is substantial and mainly performed via telephone. According to FPs, physician-patient-caregiver partnerships and infrastructure for VC play key roles in using VC. Virtual care could facilitate access to primary care and minimize potential disruptions to in-person care for PLWD. Outcomes of virtual primary care for dementia need further investigation. [ABSTRACT FROM AUTHOR]

Most job search intensity models assume uniform search effort across all potential wage offers. I depart from this conventional assumption by proposing that agents allocate wage-specific search intensity, strategically avoiding effort on low-paying, unacceptable jobs or high-paying, improbable ones. This alternative model generates wage distributions at acceptance that differ markedly from the truncated distributions typical of models with constant arrival rates for wage offers. I leverage these distinct empirical predictions to develop two new nonparametric tests, applied to NLSY97 data, both of which reject the hypothesis of constant search intensity across wages. Furthermore, I estimate the structural parameters identifiable in each model, revealing that wage-specific search leads to greater total search effort, faster transitions into the upper tail of the wage distribution, and ultimately higher accepted wages—more than a 25% increase following unemployment. For low wages, the classic random search model delivers a fair replication of the actual data, but for higher wages targeted search is better. Wage-specific search suggests that job seekers not only need to search more, but also search better. This insight has important implications for employment policy, particularly in promoting job search literacy among the unemployed. [ABSTRACT FROM AUTHOR]

This study examines the comparison of job satisfaction between government and private sector employees. Labor is a legal category that defines an employee's employment. Employee satisfaction is defined as the evaluation of their performance and work environment. It includes not only employee satisfaction with salary and benefits but also satisfaction with job content, excellent leadership, relationships with coworkers, and so on. The article describes the labor market model, the private sector model, and the public sector model. Upon comparing the private sector and public sector models in the labor market, we discovered that each sector possesses unique characteristics. This study focuses on the differential impact of each type of fit on outcomes, dividing personality fit with a profession into two levels: education fit and competency fit. Correlation analysis, t-test, and multi-regression analysis were carried out to test a number of hypotheses. Using a survey, an analysis of the influence of the public and private sectors and a comparative analysis were conducted. We examined nine job satisfaction factors and found that public sector workers were more satisfied than their private sector counterparts. Education and technology boost careers, while supportive social policies enhance job satisfaction in the private sector. [ABSTRACT FROM AUTHOR]

Copyright of Wirtschafts- und Sozialwissenschaftliches Institut Mitteilungen is the property of Nomos Verlagsgesellschaft mbH & Co. KG 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.)

We exploit two longitudinal cohort studies for birth cohorts of 1970 and 1990 to assess the change in the UK college wage premium (CWP) for those aged 25–26 years. After controlling for a rich set of covariates, we find evidence of a decline in the average CWP from 18 per cent to 8 per cent. The extent of the fall is common to men and women; hence, it is not driven by changes in sex composition over this time period. Our results contrast with previous findings of relative stability in the CWP over time. In a complementary analysis, we exploit Labour Force Survey (LFS) data from 1995 to 2019 to explore the timing of the fall in the CWP and to assess whether the decline is specific to particular birth cohorts or age ranges of workers. [ABSTRACT FROM AUTHOR]

Aim: To identify and synthesise the qualitative evidence that is available regarding reducing the turnover of hospital nurses from their own perspectives. Design: A qualitative systematic review using the meta‐aggregation design. Data Sources: Qualitative studies either in English or in Chinese, dating from 2018 to 2023, were obtained from eight databases, including CINAHL, PubMed, Web of Science, Embase, Ovid, and Chinese National Knowledge Infrastructure (CNKI), Wanfang Database and the China Biomedical Database. Methods: Studies were screened using pre‐determined inclusion and exclusion criteria. Quality assessment was done using the Joanna Briggs Institute Critical Appraisal Checklist for Qualitative Research. The study was reported according to the Enhancing Transparency in Reporting the Synthesis of Qualitative Research (ENTREQ) guidelines. Results: Sixteen papers were included that explored nurses' perspectives on enhancing their retention or reducing staff turnover. We developed three synthesised findings and 12 categories from 64 identified findings, including (1) individual adjustment strategy: professional pride, self‐growth and psychological adjustment; (2) social support strategy: constructive workplace relationships, balancing work life and recognition of nursing and (3) organisational change strategy: embracing management and leadership, promote nursing professionalisation, workload management and support, flexible work patterns and opportunities, supporting personal career development and competitive salary. Conclusion: This review provides an in‐depth and meaningful understanding of nurses' own perceptions and suggestions for enhancing nursing turnover, which will call for a wide range of measures targeting the individual, social and organisational levels. Implications for Nursing Management: This study contributes important knowledge to help improve hospital nurse's turnover, which can provide evidence to support nurse managers, other stakeholders and policymakers in correspondingly developing effective measures to address nurse turnover. Patient or Public Contribution: There was no direct contribution from patient or caregiver to this study because the data of this study originated from published papers. [ABSTRACT FROM AUTHOR]

Firms posting job openings in an online labor market were randomly assigned minimum hourly wages. When facing a minimum wage, fewer firms hired, but those they did hire paid higher wages. Hoursworked fell substantially. Treated firms shifted to hiring more productive workers. Using the platform's imposition of a market-wide minimum wage after the experiment, I find that many of the experimental results also hold in equilibrium, including the substitution towards more productive workers. However, there was also a large reduction in the number of jobs posted for which the minimum wage would likely bind. (JEL J22, J23, J31, J38) [ABSTRACT FROM AUTHOR]

This article provides long-term evidence on how wage differentials between permanent and temporary workers are shaped by institutions that play a key role in labour market dualism, i.e. industrial relations, employment protection legislation and unemployment benefits. A two-step multilevel approach with fixed effects is employed using EU-SILC data for 25 European countries spanning up to 17 years (waves 2004–2020, N  = 397) to estimate the moderating effects of several institutions and their interactions on the wage gap by contract type and across the whole wage distribution. The results show that more insider-oriented institutions tend to widen wage differentials and that the impact of institutional reforms on the wage gap varies greatly with the given institutional context. Overall, policy trends towards flexibilization risk widening insider–outsider divides due to accumulating labour market risks for temporary workers, thus increasing labour market segmentation by contract type. [ABSTRACT FROM AUTHOR]

We measure desired labour supply at the extensive (employment) margin in two representative surveys of the U.S. and German populations. We elicit reservation raises : the percent wage change that renders a given individual indifferent between employment and nonemployment. It is equal to her reservation wage divided by her actual, or potential, wage. The reservation raise distribution is the nonparametric aggregate labour supply curve. Locally, the curve exhibits large short-run elasticities above 3, consistent with business cycle evidence. For larger upward shifts, arc elasticities shrink towards 0.5, consistent with quasi-experimental evidence from tax holidays. Existing models fail to match this nonconstant, asymmetric curve. [ABSTRACT FROM AUTHOR]

This paper investigates how labour-market tightness affects market outcomes if firms use informal, self-enforcing, agreements to motivate workers. We characterise profit-maximising equilibria and show that an increase in the supply of homogeneous workers can increase wages. Moreover, even though all workers are identical in terms of skills or productivity, profit-maximising discrimination equilibria exist. There, a group of majority workers is paid higher wages than a group of minority workers, who may even be completely excluded. Minimum wages can reduce such discrimination and increase employment. We discuss how these results relate to empirical evidence on downward wage rigidity, immigration, the gender pay gap and credentialism. [ABSTRACT FROM AUTHOR]

Background: Physical and psychosocial contexts of employment and the quality of the work environments impact both physical and mental health, particularly among individuals with disabilities. Objective: Given the relationship between health and employment and the need to understand the relationship between quality of work and COVID-19 acquisition risk, this project focused on studying the impacts of job quality following the emergence of the COVID-19 virus. Method: GLM logistic regression to explore odds ratios of employment quality factors on our dependent variable, contracting COVID-19. Results: The overall model was significant, indicating selection of predictor and control variables have an impact on COVID-19 risk (χ2(11) = 59.53, p <.001, N = 2325). Age and race were significant individual predictors. Finally, among the employment quality variables, only one comparison was significant. Individuals with some but not all markers of employment quality, compared to individuals who were unemployed, were 1.3 times more likely to contract COVID-19 (OR = 1.3, p = 0.03). Conclusion: Employment, in light of COVID-19, is full of complexity and nuances. Even more so is the relationship between COVID-19, health, and employment for PWDs. The significant findings from the current study have important implications for the incorporation of employment, and specifically quality employment, as a predictor of physical health among PWDs. [ABSTRACT FROM AUTHOR]

Currently, it has been stated that psychiatric and psychological problems are equally paramount aspects of the clinical modulation and manifestation of both the central nervous and digestive systems, which could be used to restore balance. The present narrative review aims to provide an elaborate description of the bio-psycho-social facets of refractory functional gastrointestinal disorders, psychiatrists' role, specific psychiatric approach, and the latest psychiatric and psychological perspectives on practical therapeutic management. In this respect, "psyche," "psychiatry," "psychology," "psychiatrist," "psychotropic," and "refractory functional gastrointestinal disorders" (as the keywords) were searched in relevant English publications from January 1, 1950, to March 1, 2024, in the PubMed, Web of Science, Scopus, EMBASE, Cochrane Library, and Google Scholar databases. Eventually, the narrative technique was adopted to reach a compelling story with a high level of cohesion through material synthesis. The current literature recognizes the brain-gut axis modulation as a therapeutic target for refractory functional gastrointestinal disorders and the bio-psycho-social model as an integrated framework to explain disease pathogenesis. The results also reveal some evidence to affirm the benefits of psychotropic medications and psychological therapies in refractory functional gastrointestinal disorders, even when psychiatric symptoms were absent. It seems that psychiatrists are required to pay higher levels of attention to both the assessment and treatment of patients with refractory functional gastrointestinal disorders, accompanied by educating and training practitioners who take care of these patients. [ABSTRACT FROM AUTHOR]

With rapid technological transformations to the labor market, many working adults return to college after graduation to obtain additional training or credentials. Using a comparative individual fixed-effects strategy and an administrative panel data set of enrollment and employment in Virginia, we estimate the labor market returns to credential "stacking"—earning two or more community college certificates or degrees—among working adults. We find stacking increases employment by four percentage points and quarterly wages by $375 (4 percent). Returns are larger for individuals studying in Health and who return to college after first completing a short-term certificate. [ABSTRACT FROM AUTHOR]

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We investigate the role of local amenities in shaping compensating wage differentials in labor market populated by high-skilled workers. Using 10 years of longitudinal data on workers productivity along with information on firms and location amenities, we evaluate whether workers are willing to pay to join a better firm and if firms with undesirable attributes must provide higher wages to attract workers. By accounting for unobserved workers heterogeneity, we show that superstars receive positive wage differentials for lower location amenities as well as riskier employments. [ABSTRACT FROM AUTHOR]

There is a documented wealth gap between cisgender and transgender and gender diverse (TGD) individuals. One potential contributing factor to the wealth gap is college major selection. Certain college majors (e.g. business and STEM majors) demand higher starting salaries and offer the opportunity for higher lifetime earnings. We hypothesized that TGD students may be more likely to select majors (e.g. arts and humanities) with lower starting salaries, which could impact their financial well-being. This project analyzed data from the 2017 and 2020 Study on Collegiate Financial Wellness (SCFW) (n = 1547). This study compared the percentage of TGD students who are in each major to the percentage of presumably cisgender students. The results of this exploratory study suggest support for the hypothesis. TGD college students are more likely to select art and humanities majors, and less likely to select business, science-related, and technology majors. These results should serve as a call for more research in this area and for more progress in developing inclusive college majors and careers for TGD students and professionals. [ABSTRACT FROM AUTHOR]

This paper analyzes the possibility of creating worker cooperatives in which members are paid not through wages but through dividends calculated on the organization's residual income, as stipulated by the economic theory of the labor-managed firm. It is shown how dividends paid to members can be linked to the value of their financial participation in the capital of the cooperative. In the presence of a financial market, cooperative shares would be issued and allocated to both members and non-member outside investors, thus addressing the problem of the under-capitalization of worker cooperatives. It is hypothesized that the strong financial incentives of this type of capital structure, together with involvement in the democratic governance of the cooperative, peer pressure, and other horizontal monitoring mechanisms, would support members' intrinsic motivation to work and help overcome the problem of free-riding in the labor process. Flexible economic and financial structure in the absence of fixed wages would promote job stability, as already observed in existing worker cooperatives. [ABSTRACT FROM AUTHOR]

Supplemental Digital Content is Available in the Text. Background: With the expansion of professional autonomy and prescriptive authority of advanced practice registered nurses (APRNs), interactions with industry are under greater scrutiny. As of July 1, 2021, pharmaceutical and medical device companies must publicly report all payments to APRNs through the Centers for Medicare and Medicaid Services' Open Payments website. Purpose: To gauge APRNs' familiarity with, and perceptions of the Open Payments database and discuss whether and how APRNs should respond. Methodology: Virtual workshops consisting of a didactic presentation and interactive exercises with APRNs recruited through professional networks, associations, and conferences. Transcripts were analyzed using a qualitative interpretive approach, grounded in an everyday ethics theoretical framework. Results: Thirty-six APRN clinicians, students, and faculty participated in nine workshops. Seeing sponsored meals reported in Open Payments as "payments" prompted participants to see familiar interactions in a new way. Participants valued the enhanced transparency as a way to identify risks of bias but were concerned that reporting might undermine public trust in APRNs. Emphasizing awareness as a precursor to action, participants desired greater preparation for ensuring independence in practice. Conclusions: The importance of tackling the ethical issues associated with industry interactions is heightened within the context of an existing climate of distrust within health care. However, many participants were concerned about the effects of transparency on public trust rather than how APRNs individually or collectively can be more trustworthy. Implications: Open Payments can serve as a useful tool to catalyze broader conversations about ethics, integrity in decision making, and health policy advocacy. [ABSTRACT FROM AUTHOR]

A minimum wage increase could lead to adverse employment effects for certain subgroups of minimum wage workers, while leaving others unaffected. This heterogeneity could be overlooked in studies that examine the overall population of minimum wage workers. In this paper, we test for heterogeneous effects of a minimum wage increase on the hours worked of minimum wage employees in Ireland. For all minimum wage workers, we find that a 10% increase in the minimum wage leads to a one‐hour reduction in weekly hours worked, equating to an hours elasticity of approximately −0.3. However, for industry workers and those in the accommodation & food sector, the impact is larger, with elasticity −0.8. We also find a negative impact on the hours worked among men on minimum wage, with no significant effect for women. This is due to the disproportionate number of men working in sectors that show the greatest impact on hours. In line with suggestions from the recent literature, we attempt to identify directly those in receipt of minimum wage using hourly wage data, while also studying the dynamic impact on hours worked over multiple time periods using a fully flexible difference‐in‐differences estimator. [ABSTRACT FROM AUTHOR]