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Despite continued research on workers' quit behavior, questions remain on how race influences voluntary departure. To make progress on this topic, in this study I treat race as a structural position with respect to resources in order to develop a theoretical frame on why members of racial groups leave jobs. I argue that Black workers are more apt than White workers to voluntarily depart for reasons related to a lack of resources, such as a lack of health or transportation, whereas White workers are more likely than Black workers to depart for reasons that require resources, such as to start a new business or to take a new job. Using a nationally representative cohort sample spanning a period of two decades, I find support for my theory. The results indicate that Black workers are more likely than White workers to voluntarily depart their jobs due to resource constraints, and White workers are more likely than Black workers to voluntarily depart their jobs for reasons that require resources. This study suggests ways to reconceptualize the constraints and opportunities underlying voluntary departure and why such departure varies across racial groups. [ABSTRACT FROM AUTHOR]

We measure the impact of two main signals of tertiary-level human capital accumulation, college quality and certification, on hiring in India. Using a correspondence experiment, we send 16,944 resumes to 1412 job postings for recent engineering graduates at small and medium firms. In precisely estimated results, we find that these employers do not respond to signals of tertiary education quality. Specifically, there is no impact on callbacks of having graduated from a mid-tier college ranked in the top 300 relative to an unranked college outside of the top 1000, despite significant government investment in college rankings. There is also no impact of scoring in the highest as opposed to the lowest quartile of a post-tertiary certification test that has been taken by millions of graduating students. There is evidence that women modestly benefit in the first stage of hiring in this market, with this effect concentrated in some regions.

Why do firms take positions on divisive social issues? In this article, I draw on theories of stigma by association to explain why firms' mere proximity to controversial political actors may lead stakeholders to presume that firms silent on social issues are misaligned with the stakeholders' sociopolitical preferences. Firms, in turn, countervail these presumptions of misalignment by eschewing silence and claiming sociopolitical positions. Substantiating this theory in the context of employee recruitment following the 2017 Unite the Right White supremacist rally in Charlottesville, Virginia, I show that Charlottesville's employers combated presumptions that they shared demonstrators' anti-diversity positions by making countervailing pro-diversity claims in their online job postings. In supplementary analysis, I show that the rally was associated with a newfound wage premium in job postings by Charlottesville's employers but that this premium was lower when employers made pro-diversity claims. This study advances understanding of strategic sociopolitical positioning whereby firms make calculated appeals to stakeholders. It contrasts with related research showing that firms use social claims to combat negative evaluations resulting from their own actions or to differentiate from competitors. In doing so, it suggests opportunities for further research investigating, for example, additional motivations for firms' sociopolitical positioning, how positioning might evolve in the context of growing political polarization, and how positioning might relate to workplace inequality and diversity. [ABSTRACT FROM AUTHOR]

How have inequalities in job stability evolved in the twenty-first century between demographic groups? I compute expected job tenures, akin to life expectancy in demographic research, for the population as a whole and by subgroups defined by selected ascribed characteristics (sex, race, and ethnicity) over biennial periods from 1996 to 2020. Racialized inequalities at hiring were the most persistent and large: white workers maintained an expected job tenure advantage at hiring relative to black workers in all periods. Inequalities in expected job tenure by sex were minimal at the time of hiring, but a male advantage emerges at the one-year mark in most periods. Hispanic workers maintained large advantages in expected job tenure relative to non-Hispanic workers in some periods and small disadvantages in others. [ABSTRACT FROM AUTHOR]

This article compares the labor market outcomes of migrants in Russia to the non-migrant population. It considers human capital theory and integration theory while measuring differences between migrants and non-migrants in employment, work contracts, and wages. We rely on a rich source of longitudinal micro-data, the Russian Longitudinal Monitoring Survey. Results show that migrants have high levels of employment but that certain groups are disproportionally likely to fall into unofficial employment when compared to non-migrants. Results further show that certain migrants report higher earnings than both non-migrants and internal migrants; suggesting that migrant workers seek a premium to come to Russia. [ABSTRACT FROM AUTHOR]

Using longitudinal data from the German Socio-Economic Panel (GSOEP), this paper investigates how pro-active time-use (e.g., in sports/arts/socializing) relates to subjective well-being of the unemployed and their probability of finding a new job. Allowing for a variety of socio-demographic and -economic observed characteristics, we find that pro-activity is negatively associated with the well-being loss upon unemployment. That is, the negative unemployment shock on their well-being is mitigated through various stress-reducing activities including, in particular, art participation, socializing, going on trips and visiting a church. We also find that the probability of returning to the labor market later is positively associated with pro-activity during the unemployment period. The results are robust to various checks including estimators, measures and individual personality characteristics which can correlate with time-use activities. [ABSTRACT FROM AUTHOR]

AbstractIn this article, I investigate the relationship between regional export-dependence and the outcomes of popular votes that are relevant to the interests of business actors, as they relate to the issue of international competitiveness. I establish a theoretical framework inspired by literatures on trade exposure and growth models. I show that in an export-led country such as Switzerland, voters from export-dependent regions, presumably particularly sensitive to the question of competitiveness, tend to vote in a way that matches the expressed preferences of organized business. I also explore how vote-level factors and region-level factors condition the main relationship of interest, and find that it is particularly strong in the context of votes on tax policy, as well as in regions where unemployment is consistently low. This article contributes to several literatures. It contributes to ongoing debates in the trade exposure literature between the proponents of the compensation hypothesis and those of an alternative hypothesis centered around competitiveness. It makes a key contribution to the growth model (GM) literature by highlighting the importance of the regional dimension of GMs for the politics of export-led growth. Furthermore, these contributions are also relevant to the economic voting literature and the field of international political economy (IPE) in general. [ABSTRACT FROM AUTHOR]

In early 2020, single-person households constituted 17% of the labor force in the United States. How did these single-person households fare in terms of their weekly hours worked following the outbreak of the coronavirus disease 2019 pandemic? To answer the question, this paper used panel data from the Basic Monthly Current Population Survey and worked with a balanced panel of 2,659 single-person households that were consecutively surveyed in February, March, and April of 2020; that is, a period including the outbreak, as well as the first peak of the pandemic. In terms of the change in total hours worked per week, the paper recorded decreases across most demographic groups. Particularly, the paper documented that single-person households in any of the groups of Black, Hispanic, high school graduates, those aged less than 25, those aged between 31 and 35, and those between 46 and 50 were among the most severely negatively affected groups. Moreover, whether fixed or random effects models were used, the study concluded with a positive effect for teleworkability (the capability to work remotely) as well as with a positive effect for essential jobs on total weekly hours worked. Finally, the author included the need for safeguarding teleworkability in a broader policy discussion, as well as the need for developing coping mechanisms against disruptions of weekly hours worked especially under extreme hardships and crises. [ABSTRACT FROM AUTHOR]

This article examines the role of employee mobility network in influencing a firm's merger and acquisition behavior. Specifically, we draw upon the social network perspective and theorize that a firm's employee mobility network centrality positively influences the number of announced merger and acquisition deals in a hi-tech industry. However, the firm's prior acquisition experience and absorptive capacity negatively moderate the relationship between the employee mobility network centrality and the number of announced merger and acquisition deals. Our findings based on a sample of US semiconductor firms in the period 1992–2010 provide robust support to our theorization. [ABSTRACT FROM AUTHOR]

How have inequalities in job stability evolved in the twenty-first century between demographic groups? I compute expected job tenures, akin to life expectancy in demographic research, for the population as a whole and by subgroups defined by selected ascribed characteristics (sex, race, and ethnicity) over biennial periods from 1996 to 2020. Racialized inequalities at hiring were the most persistent and large: white workers maintained an expected job tenure advantage at hiring relative to black workers in all periods. Inequalities in expected job tenure by sex were minimal at the time of hiring, but a male advantage emerges at the one-year mark in most periods. Hispanic workers maintained large advantages in expected job tenure relative to non-Hispanic workers in some periods and small disadvantages in others.

This paper uses the Mincerian approach in an experimental way to examine the impact of education on household incomes (not labor earnings) of all workers (not just employees) across 162 countries. Our results are broadly similar to the conventionally estimated rates of return to education after allowing for the fact that earnings are only a part of total household incomes. We then apply the results to the case of Arab countries and find that our experimental approach can promisingly be used for the study of the impact of education not just on individual earnings of employees but also on total household incomes of all workers and more broadly on the economy and the labor market. [ABSTRACT FROM AUTHOR]

How do gig workers respond to the various financial, physical, and legal risks their work entails? Answers to this question have remained unclear, largely because previous studies have overlooked structurally induced variations in the experience of platform work. In this article, we develop a theory of differential embeddedness to explain why workers' orientations toward the risks of gig work vary. We argue further that because platforms define themselves merely as mediators of exchanges between workers and customers, they systematically expose workers to various forms of customer malfeasance, ranging from fraud and tip baiting to harassment and assault. We develop this perspective using interviews with 70 workers in the ride-hail, grocery shopping, and food delivery sectors. The structure of labor platforms indirectly invites workers to exhibit distinct normative orientations toward the risks that gig work entails while also multiplying the sources of these risks. [ABSTRACT FROM AUTHOR]

Since the 1980s, policy makers have favored Defined Contribution (DC) pension systems as the alternative to address the unsustainability of Defined Benefit systems. While DC schemes offer benefits and economic advantages, they also present challenges and limitations. We evaluate the mandatory DC pension system for workers in the private formal sector in Mexico, introduced in 1997. We intend to determine for which workers the design of the system is effective and for which workers it is not. The Mexican labor market has high levels of informality and workers constantly flow in and out of the formal sector. Our findings support the view that workers' personal characteristics place them in the structure of the labor market that in turn determines pension benefits. We analyze involvement with the formal sector and the pension system and identify 3 groups of pension participants that reflect the structure of the local labor market: occasional workers, frequent interruptions, and workers with high participation rates. We conclude that frictions in the labor market prevail over the good intentions of the pension design, like reducing informality and encouraging saving for retirement. Our results show that the system properly serves only 36% of affiliated workers. We explain why very few workers report behaviors consistent with high participation, and why most affiliates have insufficient participation to receive pension benefits. We shed light on the relationship between the structure of the labor market and the design of the pension system and their impact on workers' future pension benefits. [ABSTRACT FROM AUTHOR]

A growing body of literature investigates the labor market implications of scaling up “green” policies. Since most of this literature is focused on developed economies, little is known about the labor market consequences for developing countries. This paper contributes to filling this gap by providing new stylized facts on the prevalence of green occupations and sectors across countries at varying levels of economic development. Green occupations are defined using the Occupational Information Network, and green sectors are those with relatively lower greenhouse gas emissions per worker. The paper offers an initial assessment of how the implementation of green policies—aimed at expanding green sectors and strengthening the relative demand for green skills—may affect workers in developing economies. It finds that the share of green jobs is strongly correlated with the level of gross domestic product per capita across countries. When controlling for unobserved heterogeneity, a 1 percent increase in gross domestic product per capita is associated with 0.4 and 4.1 percentage point increases in the shares of new and emerging, and enhanced skills green jobs, respectively. The paper then focuses on Latin America and finds that only 9 percent of workers have a green job with respect to both occupation and sector. The findings show that within countries, workers with low levels of income and education are more likely to be employed in non-green sectors and occupations, and to lack the skills for a greener economy. This evidence suggests that complementary policies are needed to mitigate the potential role of green policies in widening income inequality between and within countries. [ABSTRACT FROM AUTHOR]

This study employs the 2012 to 2016 commuting flows of Florida to reexamine excess commuting (EC) through multiscale complex network analysis. The results reveal significant discrepancies in urban connectivity, hierarchy, and labor market geography between the actual (ACN) and optimal commuting networks (OCN). Compared to ACN, OCN illustrates an overly simplified and isolated polycentric commuting system. This is evident through reduced overall network connectivity, a restructured centrality distribution pattern, and fragmented community divisions. Consequently, these results underscore the importance of delving into the economic implications of commuting within the conventional EC framework. [ABSTRACT FROM AUTHOR]

Strong claims have been made about the incompatibility between large-scale migration and advanced welfare states. The free movement of workers within the European Union (EU) offers an interesting case for the study of the fiscal effects of unrestricted labor migration in different types of welfare states This article therefore investigates the alleged tension between advanced welfare states and liberal migration policies by analyzing how the fiscal effects of EU migrants vary across European welfare state regimes. In contrast to arguments commonly made in public debates, we argue and explain why theoretical reasoning should lead us to expect limited differences in fiscal effects of EU migrants in different welfare states. The empirical analysis, covering twenty-nine countries during 2004–15, shows that the net fiscal impact of EU migrants in the different welfare state regimes of West European countries is positive, and we find no major differences in the fiscal impacts of EU migrants across Western regimes. These results from the EU case cast doubts on the claim that advanced welfare states are incompatible with large-scale immigration because of adverse fiscal effects, and on the idea that broad institutional characteristics of welfare states have substantial consequences for the fiscal impact of migration. [ABSTRACT FROM AUTHOR]

Job profiles in German adult education are manifold, and the requirements for engaging in professional activity are only minimally regulated by the state. It is primarily the providers in adult education who decide on access to the professional field and influence the historical development of job profiles. The article presents findings from a historical longitudinal analysis of job advertisements and other historical documents, focusing on the historical genesis of job profiles in adult education in the Federal Republic of Germany. The analysis draws on theoretical concepts from "Economics of Convention" (EC) research on occupational categories, intermediaries, and labor markets. The results demonstrate that the conception, dissemination, and long-term establishment of a specific job profile for adult education were only made possible through the interaction of different actors, each taking on different intermediary functions. [ABSTRACT FROM AUTHOR]

Copyright of Çankırı Karatekin University Journal of the Faculty of Economics & Administrative Sciences is the property of Cankiri Karatekin University, Faculty of Economics & Administrative Sciences 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 estimate labor market monopsony power among manufacturing firms in four Sub‐Saharan African countries using a parametric production function approach on panel dataset. Pooled estimate suggests that wages are approximately 38 percent of the marginal revenue product of labor, implying a labor supply elasticity of 0.62. Nonparametric robustness checks indicate these results are robust to concerns over parametric model misspecification. Departure from competitive labor market leads to approximately 50.80 percent higher employer rent, 75.61 percent lower employee rent, and 15.95 percent deadweight loss. Overall, our results are suggestive of monopsonistic labor markets. [ABSTRACT FROM AUTHOR]

This paper empirically explores occupational change in Europe after the 2008-crisis (the Great Recession). During this period, which has remained relatively unexplored by the literature so far, many European economies have implemented profound institutional changes in their labour markets and transformed their growth models. Using individual-level data of 18 economies, I build three indicators of job quality -the average educational attainment, the median earnings and an index of job instability based on the contractual characteristics of the job- and analyse relative employment growth of jobs. The findings suggest that there is not just one pattern of occupational change in Europe, in opposition to the mainstream view of pervasive polarisation. On the contrary, I detect a variety of occupational change profiles, which even differ within the same country depending on the indicator employed. [ABSTRACT FROM AUTHOR]

Workers have often advocated for regulation to protect themselves from labor market threats. Artificial intelligence (AI) is expected to transform many jobs in the coming years, especially those of white collar professionals. Yet we know little about the attitudes these and other workers hold or may develop toward the regulation of such technology. We argue that both self-interested and sociotropic concerns likely shape AI regulatory attitudes, and examine these arguments using a survey experiment exposing individuals to information about how technology will affect the work of people engaged in either routine, repetitive tasks or white collar, cognitive tasks. We anticipate that compared to a placebo group, individuals exposed to news about the impact of technology on jobs will favor regulation, and even more strongly when it is their own job type highlighted in the treatment. We find only modest responsiveness to the treatments on average, but observe that individuals with more knowledge of technology are strongly responsive to the AI treatments in the hypothesized manner. [ABSTRACT FROM AUTHOR]

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.)

This article utilizes a new nationally representative survey, executed in January 2020, that measures non-standard work. The author estimates the incidence of contract company employment and freelancing and describes who goes into non-standard employment. He then studies earnings and access to employer-provided training among contract company employees—the largest and most mis-measured group of non-standard workers. Training is important because it affects wage growth and career trajectories and also gives insight into the evolving character of employment relationships. Findings indicate that contract company employees face an earnings penalty but that considerable heterogeneity occurs within this category. The analysis of multiple forms of formal training finds that contract company employees receive less training than do standard employees even after multiple controls. Informal training is more textured due to the nature of social interactions inherent in its availability. Throughout the analysis, racial and ethnic disparities are apparent. [ABSTRACT FROM AUTHOR]

The authors explore how career paths are shaped by the involvement of search firms in hiring. Drawing on theories of market intermediation, they argue that search firms constrain horizontal moves across functions and industries by favoring workers from within the same function and industry as the role being filled. Using survey data on 1,342 job moves undertaken by 816 MBA alumni, the authors find that individuals who move jobs through a search firm experience lower horizontal mobility than those who move through other means. Findings also suggest that these results are not driven by firms' decisions to use a search firm to fill the job. Supplementary analyses show no evidence that the job matches that are formed using search firms result in a better fit between workers and employers. Overall, the findings point to the significant institutional role search firms play in managerial careers. [ABSTRACT FROM AUTHOR]

This paper presents a significant revision of the evolution of labor incomes in Spain, challenging previous assumptions about the effect of Francoist institutions in the postwar era. Administrative data reveal weaker wage declines in the 1940s and consistent growth throughout the 1950s, driven by the growing importance of allowances and family bonuses. This more positive evolution primarily benefited workers in regulated industries (such as manufacturing and private services), while agrarian laborers and civil servants experienced subpar earnings growth. Consequently, for the first group, effective compensation increasingly trended above legal compensation, as evidenced by the results of the 1957 wage survey. These findings suggest that labor markets under Francoism had a more flexible compensation structure than previously believed. [ABSTRACT FROM AUTHOR]

Utilizing the geographical polarization of American politics, we examine how state politics shape the implementation of downsizing. Combining power resources theory and the political-embeddedness approach in organizational studies, we propose that labor power resources at the state level, namely Democratic control of state government and state-level union membership, limit firms' ability to implement drastic job cuts within the state. Based on data on the 697 largest, publicly traded US firms between 1981 and 2005, combined with their establishment-level employment data from EEO-1 reports, our analysis shows that post-downsizing reductions in employment were less severe in states with a worker-friendly political environment. But the limited effectiveness of labor's power resources in right-to-work states and the American South suggests that there is considerable regional variation. Our findings provide strong evidence of the political embeddedness of firms, by demonstrating the growing salience of political considerations in corporate decision-making. [ABSTRACT FROM AUTHOR]

The practice of recruiting job candidates sourced through social contacts (i.e., referrals) is pervasive in the labor market. One reason employers prefer to recruit through referrals is that these candidates often present resumes that are perceived to be a better fit for the role. Whereas existing research attributes this pattern to how individuals who make referrals (i.e., referrers) select individuals to refer, we propose a new mechanism: differences in self-presentation. We argue that referral ties increase the candidates' propensity to engage in self-presentation work, motivating and assisting candidates in presenting their backgrounds to convey fit. We examine this claim by utilizing unique data from an applicant-tracking system containing job applications for positions at U.S.-based high-tech firms between 2008 and 2012. A candidate fixed-effects specification reveals that when a candidate applies to a firm via a referral, he or she tends to showcase a rendition of his or her career history that better matches the target job than when the candidate pursues positions without such ties. Several mechanism checks, combined with supplementary survey evidence, further indicate that the presence of referral ties to the target firm is associated with greater motivation to engage in self-presentation work as well as the provision of different forms of assistance in that work. Supplemental Material: The e-companion is available at https://doi.org/10.1287/orsc.2022.16674. [ABSTRACT FROM AUTHOR]

This paper examines the connection between expanding public-sector employment and its impact on private-sector job growth. Our focus is on understanding whether public hiring "crowds in" or "crowds out" private jobs, and further, if crowding out occurs, whether it leads to "partial crowding out" (reducing unemployment), "full crowding out" (no change in unemployment), or "more than full crowding out" (increased unemployment). This paper uses data from 2006 to 2022 from five Western Balkan (WB) countries: Albania, Bosnia & Herzegovina (BiH), Montenegro, North Macedonia, and Serbia. The findings show a strong negative link between public and private sector job growth. Similar to the unemployment model, the results suggest "full crowding out," meaning each new job in the public sector leads to roughly one fewer job in the private sector. This implies that adding public jobs does not create new jobs overall, but simply shifts them from one sector to another. Also, traditional gender roles shape labor markets in the WB, leading to lower labor force participation rates for women compared to men and influencing the dynamics between public and private employment sectors. [ABSTRACT FROM AUTHOR]

Interactions between redistributive policies can confront low‐income households with complicated choices. We study one such interaction, namely the relationship between Medicaid eligibility thresholds and the minimum wage. A minimum wage increase reduces the number of hours a low‐skilled individual can work while retaining Medicaid eligibility. We show that the empirical and welfare implications of this interaction can depend crucially on the relevance of labor market frictions. Absent frictions, affected workers may maintain Medicaid eligibility through small reductions in hours of work. With frictions, affected workers may lose Medicaid eligibility unless they leave their initial job. Empirically, we find that workers facing this scenario became less likely to participate in Medicaid, less likely to work, and more likely to spend time looking for new jobs, including search while employed. The observed outcomes suggest that low‐skilled workers face substantial labor market frictions. Because adjustment is costly, tinkering with safety net program parameters that determine the location of program eligibility notches can be harmful to beneficiaries. [ABSTRACT FROM AUTHOR]

We analyze the viability of teleworking in the tourism sector in Argentina by using the COVID-19 shock on employment as a case study. We pay special attention to the tourism sector and its sub-sectors because they comprise activities with low teleworking potential and high informality rates, which could further condition the effective implementation of new work arrangements, such as remote work. By using estimates of teleworking potential at the sectoral level, we study its relationship with the evolution of employment during the quarantines implemented in the face of the COVID-19 pandemic in Argentina. We find a positive effect of teleworking potential on employment in the tourism subsectors, such as food and accommodation and travel agencies activities, but more pronounced in the other services subsectors (sports, cultural, and entertainment service activities). This suggests that, despite having a low telework potential, certain tourism activities could be performed remotely. Surprisingly, we find that teleworking potential had a positive effect on employment in some tourism subsectors only for informal workers. [ABSTRACT FROM AUTHOR]

The adjusted headcount ratio from the multidimensional poverty measures has been used in cross-sectional research on the labour market to study the cumulative aspects of multiple job deprivations. This article takes advantage of the decomposition property of this method to develop a dynamic model for examining and understanding the transitions between precarious employment dimensions and index changes from a longitudinal perspective using panel data from Chile. Evidence produced by this method shows multidimensional precarious employment traps in women, while men suffer greater deprivations in the social protection dimension despite economic growth and the overall decrease in the multidimensional deprivation index. Both results would not be evident if only a cross-sectional analysis were used. [ABSTRACT FROM AUTHOR]

Based on the results of a review of a number of selected Russian studies of commuting labor migration (CLM), the article systematizes and critically evaluates approaches to studying this phenomenon in Russia. The consideration of approaches is accompanied by an analysis of statistical sources based on the relevance criteria identified by the author: depth and detail of data, spatial coverage, regularity of collection, accessibility, spatial resolution. It is shown that in Russian practice, there are four main areas of research on CLM, each based on the corresponding data sources. The first approach uses official statistics (census data, labor force sample surveys) covering demographic and macroeconomic employment indicators. The second uses departmental statistics, usually affecting individual characteristics of the sphere of labor (tax revenues, registration of migrants, etc.), through which researchers approach the interpretation of CLM. The third approach is based on selective sociological research (sociological surveys and in-depth interviews). Studies based on sociological surveys focus on the motives and factors of citizens' mobility, while differing in the locality of the research object and limited sample size. The fourth approach uses big data: information from mobile positioning data, banking transactions, and GIS applications. These sources better neutralize the traditional weakness of Russian statistics of CLM mobility, allowing research to be carried out with an array of continuous and detailed alternative statistics. In addition, the study considers, in particular, approaches to synthesizing heterogeneous sources by creating balance models with various embedded socioeconomic factors. [ABSTRACT FROM AUTHOR]

The purpose of this article is a comparative analysis of regional and temporal labor market differentiation. In the study, the following voivodeships were taken as comparative objects. In accordance, following the administrative division, the voivodeships were adopted, while the research period was taken as the years 2011–2021. To study the differentiation of the voivodeship labor markets, the classical method of share shifts and the analysis of share shifts were used. The number of employed people and the registered unemployed by gender were chosen as the measures of differentiation on which the study was based. The results of the analyses made it possible to examine changes in the structure and assess the development of regional labor markets over time. [ABSTRACT FROM AUTHOR]

This study employs an Input-Output simulation model to assess the potential employment effects resulting from investments in 40 sector-specific decarbonization transformations across Latin America and the Caribbean. Using a Multi-region Input-Output framework (Eora26), our findings indicate that investments in energy production and buildings sectors offer promising job creation opportunities, averaging 5.5 total jobs per $1 million invested. Similarly, in the waste, industry and agriculture, forestry, and land use sectors demonstrate significant potential, yielding approximately 5 total jobs per $1 million. The analysis models investments as demand vectors, producing results for 17 countries in the region. These estimates endogenize the diverse economic structure and state of development of these countries. We argue that country-level analysis is needed to identify climate strategies that maximize job creation while achieving net-zero emissions. [ABSTRACT FROM AUTHOR]

Despite recognizing potential ramifications for employees who protest in the workplace, researchers rarely explore the career consequences that stem from such instances of workplace protest participation. We integrated research on employee activism, workplace deviance, and careers to theorize that workplace protest represents a perceived deviation from workplace norms that can influence an individual's organizational and labor market mobility outcomes. We investigated this premise with the 2016 National Football League "take a knee" protests as a strategic research setting. The results indicate that protesting is associated with an increase in organizational exit although this effect is moderated by the degree to which the organization is sensitive to the underlying social movement (with an organization's movement sensitivity operationalized with a four-part index composed of the team's managers, personnel decision makers, owners, and customers). Protesting also is associated with labor market sorting across organizations as players who protest are more likely to make subsequent transitions to more movement-sensitive teams compared with players who do not protest. Overall, our findings offer contributions for research on employee activism, workplace deviance, and careers. [ABSTRACT FROM AUTHOR]

We examine the staggered adoption of additional educational requirements ("150‐hour rule") for Certified Public Accountants ("CPAs") to understand the effects of occupational licensing on minority participation in professional labor markets. The 150‐hour rule increased the educational requirement for CPAs from 120 to 150 credit hours, effectively adding a fifth year of study. We find a 13% greater entry decline following the requirement's enactment for minority than nonminority CPA candidates. Our analyses of parental income and financial aid availability point to a socioeconomic status channel explaining the differential entry declines. Studying exam passing patterns, professional misconduct, and job postings we find a deterioration, or at best, no change in CPA quality following enactment. [ABSTRACT FROM AUTHOR]

The authors develop a model of cumulative disadvantage relating three axes of disadvantage for hourly workers in the US retail and food service sectors: schedule instability, turnover, and earnings. In this model, exposure to unstable work schedules disrupts workers' family and economic lives, straining the employment relation and increasing the likelihood of turnover, which can then lead to earnings losses. Drawing on new panel data from 1,827 hourly workers in retail and food service collected as part of the Shift Project, the authors demonstrate that exposure to schedule instability is a strong, robust predictor of turnover for workers with relatively unstable schedules (about one-third of the sample). Slightly less than half of this relationship is mediated by job satisfaction and another quarter by work–family conflict. Job turnover is generally associated with earnings losses due to unemployment, but workers leaving jobs with moderately unstable schedules experience earnings growth upon re-employment. [ABSTRACT FROM AUTHOR]

This study computes a flexicurity index for the EU28 countries for 2001-2019 following the European Commission’s four components of flexicurity model. The index allows the ex-post assessment of flexicurity efforts and efficiency. Following the computation of the index, we compare its values against the theoretical flexicurity typologies and against other empirical flexicurity groupings to assess their (dis)similarities. Even though Northern and Western countries generally have higher flexicurity scores than Southern and Eastern states, the study shows some countries deviate from their theoretical performance. Thus, some of the Continental and Mediterranean countries have flexicurity values like those of the Nordic group. Moreover, the flexicurity regimes are not static as the theoretical typology suggests: while Denmark and France are always in the top performers’ group, other countries change their performance throughout the 2001-2019 period. The flexicurity index correlates highly with empirical country groupings in the literature. The highest correlation is with country groupings using the European Commission’s four components of flexicurity model, followed by the Golden Danish Triangle, and lastly, the Wilthagen and Tros’ flexicurity matrix. In the end, we compare EU countries’ performance in the flexicurity index scores with their performance in selected employment and unemployment rates, labor productivity, and poverty rates. Results suggest that higher flexicurity performance correlates generally with better labor market and social outcomes, the highest correlations being in the case of labor productivity rates.

The authors use the occurrence of a large and geographically varying inflow of more than 2.5 million Syrian migrants to Turkey between 2012 and 2015 to study the effect of migration on local economies. They do not find adverse employment or wage effects for native-born Turkish workers overall or for those without a high school degree. These results are robust to a range of strategies to construct reliable control groups. To explain the findings, the authors document the importance of three migration-induced demand channels: the complementarity between native and migrant labor, housing demand, and increased entrepreneurial activities. [ABSTRACT FROM AUTHOR]