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For a long time, migration has been subject to intensive economic research. Nevertheless, empirical evidence regarding the determinants of migration still appears to be incomplete. In this paper, we analyze the effects of socio-economic and institutional determinants, especially labor-market institutions, on migrants' choices. Based on a large data set constructed from micro-data for France, Germany, the UK and the US, we study their decisions to migrate to one of the four countries using a Multinomial Choice framework. Our estimates confirm a number of conventional results such as positive effects of wages and immigrant networks and negative effects of unemployment rates. In addition, we find that employment protection, union coverage and unemployment benefits have positive effects on migration. Also good education and health systems tend to attract migrants, while generous pension systems may deter them. Based on separate estimations for high- and low-skilled migrants, there is evidence that the effects of labor-market institutions differ across skill groups.

This study extends (Baumol, 1967) two-sector (manufacturing and services) unbalanced growth model to analyze a situation in which, first, services are used for both final consumption and intermediate inputs in manufacturing production, and second, the productivity of the manufacturing and services sectors endogenously evolves. Using this model, we investigate how the employment share of services and economic growth rate evolve through time. Our results are summarized as follows. First, if the human capital accumulation function exhibits constant returns to scale with respect to per capita consumption of services, then we obtain a U-shaped relationship between the employment share of services and the economic growth rate. Second, if the human capital accumulation function exhibits decreasing returns to scale with respect to per capita consumption of services, we obtain an S-shaped relationship between the employment share of services and the economic growth rate: the economic growth rate decreases at first, begins to increase after some time, decreases again, and finally, approaches zero.

textabstractWe analyze the redistributional (dis)advantages of a minimum wage over income taxation in competitive labor markets, without imposing assumptions on the (in)efficiency of labor rationing. Compared to a distributionally equivalent tax change, a minimum-wage increase raises involuntary unemployment, but also raises skill formation as some individuals avoid unemployment. A minimum wage is an appropriate instrument for redistribution if and only if the public revenue gains from additional skill formation outweigh both the public revenue losses from additional unemployment and the utility losses of inefficient labor rationing. We show that this critically depends on how labor rationing is distributed among workers. A necessary condition for the desirability of a minimum-wage increase is that the public revenue gains from higher skill formation outweigh the revenue losses from higher unemployment. We write this condition in terms of measurable sufficient statistics. Our empirical analysis suggests that a minimum-wage increase is undesirable in nearly all OECD countries. A reduction in the minimum wage, along with tax adjustments that keep net incomes constant, would yield a Pareto improvement.

We estimate the minimum wage's effects on low-skilled workers' employment and income trajectories. Our approach exploits two dimensions of the data we analyze. First, we compare workers in states that were bound by recent increases in the federal minimum wage to workers in states that were not. Second, we use 12 months of baseline data to divide low-skilled workers into a "target" group, whose baseline wage rates were directly affected, and a "within-state control" group with slightly higher baseline wage rates. Over three subsequent years, we find that binding minimum wage increases had significant, negative effects on the employment and income growth of targeted workers. Lost income reflects contributions from employment declines, increased probabilities of working without pay (i.e., an "internship" effect), and lost wage growth associated with reductions in experience accumulation. Methodologically, we show that our approach identifies targeted workers more precisely than the demographic and industrial proxies used regularly in the literature. Additionally, because we identify targeted workers on a population-wide basis, our approach is relatively well suited for extrapolating to estimates of the minimum wage's effects on aggregate employment. Over the late 2000s, the average effective minimum wage rose by 30 percent across the United States. We estimate that these minimum wage increases reduced the national employment-to-population ratio by 0.7 percentage point.

Along with China becoming an upper-middle-income country from a lower-middle-income one after 2009, the happiness inequality in China has been enlarged. Based on the Chinese General Social Survey (CGSS) database (2003-2012), this paper investigates the determinants of the happiness inequality in China and explores what factors contribute to its enlargement after 2009. We find that a rise of income inequality as well as the population share of middle age cohorts can widen China’s happiness inequality, while an increase in income or education level has a reducing impact. Owning a house and being in employment also have happiness inequality reducing impacts. A decomposition analysis shows that the deterioration of China’s happiness inequality is mainly caused by coefficient effects, i.e., the relationships between happiness inequality and its influencing factors have changed, which reflects the dramatic change in the Chinese economy and society. Among the coefficient effects, regional heterogeneity plays an important role. Policies enhancing economic performance and education as well as reducing income inequality and regional inequality can help to reduce happiness inequality and improve social harmony in China.

Which and how many attributes are relevant for the sorting of agents in a matching market? This paper addresses these questions by constructing indices of mutual attractiveness that aggregate information about agents' attributes. The first k indices for agents on each side of the market provide the best approximation of the matching surplus by a k-dimensional model. The methodology is applied on a unique Dutch households survey containing information about education, height, BMI, health, attitude toward risk and personality traits of spouses., 72 pages, 5 tables

This paper presents the problem of workers lay off and loss along with their exit from the organization its key competencies - skills and knowledge. Importance of management of key competencies was described. The paper also presents outplacement as a way to maintain core competencies even during reducing the human resources within the enterprises. Andrzej Klimczuk

M. Klimczuk-Kochańska, A. Klimczuk, Outplacement - odpowiedzialne zwolnienia pracownicze w kontekście rozwoju regionalnego (Outplacement - Responsible Redundancies in the Context of Regional Development), [in:] R. Geisler (ed.), Odpowiedzialność - przestrzeń lokalnego społeczeństwa obywatelskiego, biznesu i polityki, Instytut Socjologii, Uniwersytet Opolski, Opole 2013, p. 111-135.**Trwający na początku XXI wieku globalny kryzys gospodarczy wymusza podejmowanie przez przedsiębiorstwa działań restrukturyzacyjnych. Zmiany te często wiążą się z redukcją zatrudnienia i kształtowaniem nowych relacji z pracownikami. Outplacement stanowi wciąż mało popularną i słabo rozpoznawalną w Polsce koncepcję odpowiedzialnego zarządzania zwolnieniami pracowników, która pozwala na złagodzenie negatywnych skutków utraty pracy i na skrócenie okresu bezrobocia. Celem opracowania jest przybliżenie istoty i potencjału stosowania outplacementu w Polsce. Podjęta krytyczna analiza literatury przedmiotu obejmuje wskazanie działań na rzecz antycypacji procesów restrukturyzacji i funkcji zwolnień monitorowanych w ochronie kompetencji kluczowych przedsiębiorstw. Określeni zostali główni interesariusze outplacementu w skali regionalnej oraz możliwości organizacji outplacementu przez partnerstwa i pakty lokalne, czyli z udziałem podmiotów sektora komercyjnego, publicznego i pozarządowego. Podsumowanie zawiera wnioski, co do możliwych działań praktycznych.**The ongoing at the beginning of the XXI century global economic crisis forces companies to take over restructuring actions. These changes are often associated with the reduction of employment and shaping of the new contract agreements with employees. Outplacement continues to be weakly popular and poorly recognized in Poland. It is the concept of responsible management of redundancies, which allows to mitigate the negative effects of losing a job and reduce the period of unemployment. The aim of this paper is to describe the essence and potential of outplacement usage in Poland. Undertaken critical analysis of the literature indicate measures for anticipate restructuring and outplacement functions in the protection of key enterprises competencies. Outplacement key stakeholders at the regional level were specified. Possibilities of outplacement organization including the local partnerships and pacts were explored. In other words, the cooperation of the commercial, public and non-governmental sector entities. Summary include proposals for further practical actions.

Does household leverage matter for worker job search, matching in the labor market, and wages? Theoretically, household leverage can have opposing effects on the labor market through debt-overhang and liquidity constraint channels. To test which channel dominates empirically, we exploit the introduction of a loan-to-value ratio restriction in Norway that exogenously reduces household leverage. Focusing on a sample of displaced workers who bought a house before losing their jobs due to mass layoffs, we find that a reduction in leverage raises the subsequent wages of these workers. Lower leverage enables workers to search longer, find jobs in higher-paying firms, and switch into new occupations and industries. The positive effect on wages is persistent and more pronounced for young and highly-educated workers who are more likely to benefit from the effects of a reduction in leverage on job search. Our results indicate that in addition to reducing financial stability risks, policies limiting household leverage can improve workers’ labor market outcomes.

This paper investigates the role of risk-aversion in the allocation of workers between formal and informal jobs in Ghana. In the model I propose risk-averse workers can opt between the free-entry informal sector and queuing for formal occupations. Conditional on identifying the riskier option, the model yields testable implications on the relationship between risk-preferences and workers’ allocation. My testing strategy proceeds in two steps. First, I estimate expected income uncertainty through panel data and find it significantly higher in the informal sector. Second, using novel experimental data to elicit individual attitudes to risk, I estimate the direct effect of risk-aversion on occupational choices and find that, in line with the first result, more risk-averse workers are more likely to queue for formal jobs and less likely to be in the informal sector. The results bear important implications for the optimal design of employment policies and social security.

Using quantile regression methods, this paper analyses the gender wage gap across the wage distribution and over time (1990–2014), while controlling for changing sample selection into full-time employment. Our findings show that the selection-corrected gender wage gap is much larger than the one observed in the data, which is mainly due to large positive selection of women into full-time employment. However, we show that selection-corrected wages of male and female workers at the lower half of the distribution have moderately converged over time. The reason for this development have been changes in the composition of the male full-time employment force over time, which in spite of the rather constant male full-time employment rate, have given place to a small but rising selection bias in male observed wages. In the upper half of the wage distribution, however, neither the observed nor the selection-corrected gender wage gap has narrowed over time., CEPA Discussion Papers, 15

We analyse the relationship between the application of specific measures for older employees (SMOE) and job duration of workers aged 40 and above. Using longitudinal employer-employee data for German establishments, we account for worker and establishment heterogeneity and correct for stock-sampling. We find a positive relation of mixed-aged team work to job duration and a negative relation of specific part-time addressed at older workers. Job duration does not appear to be related to other SMOE, such as training and specific equipment of workplaces. Our findings suggest that only certain specific measures for older employees alter employee retention.

We investigate the extent to which the gap in employment rates between genders is shaped by the intergenerational transfer of gender norms. We employ rich longitudinal registry data covering the entire Norwegian population between the years 1970 and 2009 and show that a parsimonious set of family and municipality characteristics, measured in childhood, can explain a substantial part of the gender gap in full-time employment. The characteristics primarily operate through their impact on female (not male) employment. Children raised in “high gender gap” conditions (low-educated parents, non-working mother and raised in a municipality at the highest decile for Christian Democrat voter support and lowest decile in maternal employment rates) demonstrate an employment gender gap almost four times larger than those raised in “low gap” conditions. Our key childhood characteristics are also related to other career indicators (education, earnings, age at first marriage, age at first childbirth, being the primary breadwinner) in a way that is consistent with the transfer of gender norms. Thus, the gender employment gap appears to be shaped by intergenerational transfers of norms even in one of the most gender equal societies in the world.

Affirmative action to promote women's employment is a intensely debated policy. Do affirmative action policies attract women and does it come at a cost of deterring high qualified men? In three field experiments in Colombia we compare characteristics of job-seekers who are told of the affirmative action selection criterion before they apply with those who are only told after applying. We find that the gains in attracting female applicants far outweigh the losses in male applicants. Affirmative action is more effective in areas with larger female discrimination and deters male job-seekers from areas with low discrimination.

In contrast to employee qualifications, there is no clear evidence that entrepreneurs' qualifications positively affect their income. In this study we propose that entrepreneurs can benefit from using their qualification as a signal during the process of recruiting employees. This is assumed to follow a process of matching equals among equals. We confirm a matching of qualification levels for highly skilled employees in Denmark, and an indication of this in Germany. Partial support for matching among medium-skilled employees was only found in Germany, with no consistent evidence of matching for low-skilled employees in neither country. This suggests that as skill levels of employees decrease, their probabilities of working for different founders converge. Founders' qualifications are the most reliable predictor of recruitment choices over time. Our findings are robust to numerous control variables as well as across industries and firm age.

This paper studies optimal taxation schemes for education in a search- matching model where the labor market is divided between a high-skill and a low-skill sector. Two public policy targets - maximizing the total employment level and optimizing the social surplus - are studied according to three different public taxation strategies. We calibrate our model using evidence from thirteen European countries, and compare our results with the target from the Europe 2020 Agenda for achievement in higher education. We show that, with current labor market char- acteristics, the target set by governments seems compatible with the social surplus maximization objective for some countries, while being too high for other countries. For all countries, maximizing employment would imply higher educational spending than that required for the social surplus to reach its maximum. info:eu-repo/semantics/publishedVersion

"In this paper, I examine how family related employment interruptions for women in the FRG (Federal Republic of Germany) and the GDR (German Democratic Republic) looked like in the period prior to German reunification. Furthermore, I investigate how career interruptions developed after the German reunification in the old and new states and whether a convergence of re-entry behaviour can be observed. Following research questions are addressed: Which factors are more important: attitudes towards the employment of mothers, which were transferred through socialisation in childhood and adolescence, or institutional arrangements shaped by parental leave regulations? Based on data from the IAB ALWA study ('Working and Learning in a Changing World'), the results show that even twenty years after the German reunification, significant differences between women in East and West Germany are found to exist with respect to family related employment interruptions. These interruptions are subject to strong institutional control. Women who were raised in the GDR and moved to one of the old federal states after the reunification do not behave differently than West German women. This result suggests that institutional arrangements including for example also childcare availability are more important for re-entry behaviour than socialisation. However, the results must be interpreted carefully: it could be that the willingness to move of East German women is also influenced by socialisation." (Author's abstract, IAB-Doku) ((en))

We analyze changes in the skill content of occupations in US four-digit manufacturing industries between 1999 and 2010. Following a >task-based> approach, we elaborate a measure of non-routine skill intensity that captures the effects of industry exposure to both technology and international trade. The article adds to previous literature by focusing on both the determinants of demand for non-routine skills and their effects on industry productivity and wages. The key finding is that import competition from low-wage countries has been a strong driver of demand for non-routine skills during the 2000s. Both technology and trade with low-wage countries are associated with mild cross-industry convergence in skill intensity, while trade with high- and medium-wage countries are at the root of persistent heterogeneity across occupational groups. We also find that higher non-routine skill intensity has had, at best, a modest effect on productivity and wages, except in high-skill occupations., D.C. acknowledges the financial support of the Spanish Ministerio de Economia y Competitividad (RYC-2011-07888).

Fitting duration models on an inflow sample of jobs in Germany starting in 2002 to 2010, the author investigates the impact of employers’ use of temporary agency work on regular workers’ job stability. In line with dual labor market theory, the author finds that nontemporary jobs are significantly more stable when employers use temporary agency workers. The rise in job stability stems mainly from reduced transitions into nonemployment, suggesting that nontemporary workers are safeguarded against involuntary job losses. The findings are robust to controlling for unobserved permanent employer characteristics and changes in the observational window that comprises the labor market disruption of the Great Recession.

Observationally equivalent workers are paid higher wages in larger firms. This fact is often named as the “firm-size wage gap” and is regarded as a key empirical puzzle. Using micro-level data from Turkey, we document a new stylized fact : the firm-size wage gap is more pronounced for informal (unregistered) jobs than for formal (registered) jobs. To explain this fact, we develop a two-stage wage-posting game with market imperfections and segmented markets, the solution to which produces wages as a function of firm size in a well-defined subgame-perfect equilibrium. The model proposes two explanations. First, taxes on formal employment generate a wedge between formal and informal size wage gaps. Thus, government policy can potentially affect the magnitude of the firm-size wage gaps. The second explanation features a market-based framework with strategic interactions. Relative to small firms, large firms typically post higher wages for both formal and informal jobs they open. A high-wage formal job attracts a larger pool of applicants than a high-wage informal job. The larger pool of applicants for the formal job, in turn, allows the firm to somewhat lower the initial wage offer, while this second-round effect is negligible for informal jobs. As a result, size differentials are lower in formal jobs than informal jobs. We argue that the observed patterns in the use of social connections in job search and heterogeneity in job preferences can be used to justify the validity of this second mechanism.

This paper investigates factors preventing inter-industry labor reallocation by estimating the determinants of inter-industry worker flow and earnings change after a job change. We find that the difference in required tasks is an important reason for earnings reduction after an inter-industry job change, and thus, workers may hesitate to move to industries requiring a different set of tasks for fear of losing the wage premium acquired by task-specific human capital. In addition, more workers switch to industries with which their previous industry had larger transactions, although it affects earnings changes only marginally. On the other hand, industry performance does not affect labor inflow or wage changes significantly for inter-industry job changes. Young men, less educated women, and those quitting previous jobs for family or health reasons are more likely to move to industries requiring a different set of tasks, and young individuals who lost their jobs involuntarily are less likely to do so. Individuals more likely to move are not necessarily those whose earnings loss associated with the move is small: earning losses associated with task distance are relatively small among younger and less educated workers and are uncorrelated with the reasons for quitting the previous job.

(english) In January 2010, Haiti has been hit by the worst earthquake in its dramatic history. It was followed by an unprecedented international mobilization. Since then, a succession of natural disasters has struck the country (floods, epidemics, etc.). At the commemoration of the fourth anniversary of the seism, we examine the place and the role played by the Youth in this context of exception. This paper focuses on the insertion of the Youth on the labour market. Labour markets are the transmission belt between the macroeconomic dynamics and household living conditions, as the job earnings constitute the main households resources in developing countries, especially the poor. The thorough analysis of their situation is guided by a key thread: have they been spared, compared to their elders, whether through family solidarity or through international assistance; or conversely, have the Youth been sacrificed as the generational "weak link". Our analysis is based on the first socioeconomic survey post-earthquake. Conducted at the national level the last quarter of 2012 by the National Statistics Office of Haiti with the scientific support of the authors, the results are available for the first time. To study the dynamics, they are compared with those from a comparable survey conducted in 2007 by the same partners. Our results show that young people, and those from disadvantaged social origin in the first place, were the main victims of the downward adjustment caused by the earthquake. The sharp deterioration of their labour market conditions is not only iniquitous but it also compromises the development of Haiti in the medium term. _________________________________ (français) En janvier 2010, Haïti était touché par le plus terrible tremblement de terre de son histoire tourmentée, suivi d’une mobilisation internationale sans précédent. Depuis lors, une succession de catastrophes naturelles se sont abattues sur le pays (inondations, épidémies, etc.). A l'heure de la commémoration du 4ème anniversaire du séisme, nous nous interrogerons sur la place et le rôle joués par les jeunes dans ce contexte d'exception. L'accent porte sur l'insertion de ces derniers sur le marché du travail, étant entendu que l'emploi est de loin la principale source de revenu des populations, permettant en particulier la survie des plus pauvres. La description fouillée de leur situation sera guidée par un fil rouge : les jeunes ont-ils été épargnés, relativement à leurs aînés, que ce soit grâce aux solidarités familiales ou via l'aide internationale, ou au contraire, ont-ils été sacrifiés en tant que "maillon faible" générationnel. Pour étayer nos analyses, nous mobiliserons la première enquête socio-économique post-séisme à couverture nationale, réalisée fin 2012 par l'Institut Haïtien de Statistique avec l'appui scientifique des auteurs, et dont les résultats sont encore inédits. Pour étudier la dynamique, ces derniers seront confrontés à ceux issus d'une enquête similaire conduite en 2007 par les mêmes partenaires. Nos résultats montrent que les jeunes, et ceux d'origine modeste au premier chef, ont été les principales victimes de l'ajustement à la baisse provoqué par le séisme. La dégradation brutale du sort qui leur est fait est non seulement inique mais elle comprend le développement d’Haïti à moyen terme.

published

This paper provides new interpretations of the effects of rising economic turbulence—an increase in the rate of skill depreciation upon job loss—and its interaction with labor market institutions. We have three main results, based on a life‐cycle model with labor market frictions and labor force participation decisions. First, rising economic turbulence during the 1970s and 1980s accounts for the decline in employment among older workers in the United States. Second, the interaction between turbulence and institutions explains most of the reduction in labor force participation among older workers in Europe over this period, but ultimately explains little of the rise in unemployment. Third, only a small share of the increase in unemployment can be attributed to the early retirement policies that were implemented in Europe from the 1970s up until the early 1990s. Our analysis indicates that incorporating an operative labor supply choice can pose serious challenges to theories aiming to explain the European unemployment problem. Job search job loss turbulence European unemployment labor force participation E24 J21 J64

This paper exploits a national university reform, introduced in Italy with an exogenous timing and an unintended delay of treatment scheme, to identify the impact on higher education participation of shortening the degree duration of the first-tier university studies. Using a degree-specific universal database, we estimate that enrolment increased on average between 10.3 and 10.9 percentage points in the first year of the reform, and between 27.3 to 29.3 p.p. in the subsequent steady state. Such increase did not occur at the expense of deteriorating retention and on-time graduation rates. These results are of high policy relevance in two ways: first, because they indicate that the steady state cost-elasticity of participation to higher education is higher than what previously indicated by short-run estimates; second, because the enrolment gains are not suggested to be achieved at the expense of enlarging participation to insufficiently-skilled students.

This study assesses the impact of changes in the parental leave income replacement rate on job continuity of new mothers' after childbearing. The Japanese government increased the parental leave income replacement rate from 0% to 25% in 1995 and from 25% to 40% in 2001, creating two natural experiments. I identify the causal effects of these reforms by comparing the changes in the regular employment of mothers who gave birth after the reforms and those who gave birth before the reforms. My results suggest that the two reforms had no significant effects on the job continuity of mothers who qualified for the reforms.

In this research study there were applied Regression models to examine the socio-economic factors that could influence the working time on the labor market. As a result of the regression models applied, the most significant factors to consider here are the sex of the employed people, age, education level, residence areas where they live, the activity and the occupational status on the labour market. For computing the regression models it was used the glm function from the nlme package in R. This research will contribute to know the determinants of working time in Romania. The data from a Romanian labor force survey 2013 is used for this study.

Using the Longitudinal Employer Household Dynamics (LEHD) data from the United States Census Bureau, I compute firm-level measures of labor market (monopsony) power. To generate these measures, I extend the empirical strategy of Manning (2003) and estimate the labor supply elasticity facing each private non-farm firm in the U.S. While a link between monopsony power and earnings has traditionally been assumed, I provide the first direct evidence of the positive relationship between a firm's labor supply elasticity and the earnings of its workers. I also contrast the dynamic model strategy with the more traditional use of concentration ratios to measure a firm's labor market power. In addition, I provide several alternative measures of labor market power which account for potential threats to identification such as endogenous mobility. Finally, I construct a counterfactual earnings distribution which allows the effects of firm market power to vary across the earnings distribution. I estimate the average labor supply elasticity to the firm to be 1.08, however my findings suggest that there is significant variability in the distribution of firm market power across U.S. firms, and that dynamic monopsony models are superior to the use of concentration ratios in evaluating a firm's labor market power. I find that a one-unit increase in the labor supply elasticity to the firm is associated with earnings gains of between 5 and 16%. While nontrivial, these estimates imply that firms do not fully exercise their labor market power over their workers. Furthermore, I find that the negative earnings impact of a firm's market power is strongest in the lower half of the earnings distribution, and that a one standard deviation increase in the labor supply elasticity to the firm reduces the variance of the earnings distribution by 9%.

Using comprehensive data for German establishments (1999-2008), we estimate plant-level production functions to analyze if 'cultural diversity' affects total factor productivity. We distinguish diversity in the establishment's workforce and in the aggregate regional labor force where the plant is located. We find that a larger share of foreign workers –either in the establishment or in the region –does not affect productivity. However, there are strong spillovers associated with the degree of cultural heterogeneity. The aggregate level is, quantitatively, at least as important as the workforce composition inside the establishment. Diversity thus seems to induce externalities beyond the boundaries of a single firm; it improves local business environments.

The term labor market duality can be used to describe different forms of labor market segmentation. Nevertheless, this term is most often used to describe the segregation between permanent employees and workers employed on a temporary basis. There is a consensus in the literature that labor market duality most often occurs after governments engage in asymmetric reforms of the labor market legislation, which significantly liberalize the use of temporary contracts, while retaining a high level of employment protection for permanent workers. This paper analyzes whether in Croatia as a country with relatively rigid labor market legislation there are signs of labor market duality. The analysis is motivated by the recent data on employment flows showing that companies have intensified temporary hiring in recent years, which might be considered as a sign of increasing labor market duality. However, this paper discusses labor market developments in the context of persistent recession, taking into account that such changes in the employment flows could be a cyclical phenomenon reflecting high risk aversion of companies.

In this research study there were applied Multinomial Logistic Regression models to examine the socio-economic factors that were responsible conducting individuals to be part of the employment or not. As a result of the multinomial regression model, the most significant factor to consider here is that each one tells the effect of the predictors of risk on the probability of success in that category, in comparison to the reference category. For computing the multinomial logistic regression model it was used the multinom function from the nnet package in R. This research will contribute to know the determinants of labor force potential in Romania. The data from a Romanian labor force survey 2013 is used for this study.

The African continent has grown by more than 4 per cent yearly on average during the past decade. However, the link between this remarkable growth rate and poverty reduction is neither obvious nor simple. This paper focuses on the elasticity of poverty with respect to GDP growth at the sectoral level and takes into account the fact that economic growth may affect poverty directly as well as indirectly through sectoral labor share intensity. It develops a methodology that sheds light on the contribution of sectoral growth to poverty reduction country-by-country in Africa, guiding policy recommendations. As the composition of growth matters at least as much as its overall intensity, it is key to identify the sectors that have the strongest impact on poverty reduction and unleash their potential; if growth happens to concentrate in sectors with scarce pro-poor potential, like commodity-driven growth, redistributive strategies are necessary to compensate the weak effect on poverty.

Americans work more than Europeans. Using micro data from the U.S. and 17 European countries, we study the contributions from demographic subgroups to these aggregate level differences. We document that women are typically the largest contributors to the discrepancy in work hours. We also document a negative empirical correlation between hours worked and different measures of taxation, driven by men, and a positive correlation between hours worked and divorce rates, driven by women. Motivated by these observations, we develop a life-cycle model with heterogeneous agents, marriage and divorce and use it to study the impact of two mechanisms on labor supply: (i) differences in marriage stability and (ii) differences in tax systems. We calibrate the model to U.S. data and study how labor supply in the U.S. changes as we introduce European tax systems, and as we replace the U.S. divorce and marriage rates with their European equivalents. We find that the divorce and tax mechanisms combined explain 58% of the variation in labor supply between the U.S. and the European countries in our sample.

The share of non-standard jobs in total employment has increased in Germany over recent decades. Research tends to attribute this in particular to labour market re-forms and socio-economic change. However, it becomes clear upon closer inspection that macro trends alone cannot provide satisfactory explanations. A striking yet rarely acknowledged aspect of the development in Germany is a large occupational heterogeneity, which is true for both current working conditions and trajectories of change. A process of asymmetric change has been witnessed in recent years, increasing the gap between occupational groups. Given this process, it seems increasingly questionable to aggregate data at the national level. Therefore, this paper analyses the role of different types of non-standard employment across occupations in Germany, explaining variation between occupations with reference to institutional conditions, industrial relations and patterns of labour supply and demand, in particular skill requirements.

Measures of individual happiness, or well-being, can guide labor market policies. Individual unemployment, as well as the rate of unemployment in society, have a negative effect on happiness. In contrast, employment protection and un-employment benefits or a basic income can contribute to happiness—though when such policies prolong unintended unemployment, the net effect on national happiness is negative. Active labor market policies that create more job opportunities increase happiness, which in turn increases productivity. Measures of individual happiness should therefore guide labor market policy more explicitly, also with substantial robotization in production.

This paper presents the way in which is analyzed the impact of demand for labor, at the female and male population unemployed, in Romania, at NUTS II (8 regions), before the economic crisis and after installation. It uses econometric model with panel data, with the dependent variable, ILO unemployment rate for women and men, for the four age categories and, as independent variables, the rate of job vacancies across six major groups’ occupations: The data used are quarterly, obtained from the household labor force survey (LFS) and survey vacancies made/published by the National Statistic Institute.

The prospect of a trade-off between employment growth and productivity growth may create uncertainty among policy makers who strive to create jobs, and at the same time, seek to improve productivity. This article re-visits the issue. It shows that employment growth may be negatively correlated with productivity growth at the industry level. But this is not a trade-off. It is an outcome of market forces in reallocating production resources to rebalance changes in demand and supply conditions of different industries within an economy. At the aggregate level, employment growth may also be negatively correlated with labour productivity growth through its negative influence on capital intensity and labour quality. But, after controlling for those input factors, this article finds that employment growth does not negatively affect multifactor productivity growth.

Zur Mitte des Jahres 2015 hat sich die Dynamik am sächsischen und am ostdeutschen Arbeitsmarkt abgeschwächt. Sowohl die Beschäftigung als auch die Arbeitslosenquote stagnierten saisonbereinigt auf ihren Frühjahrsniveaus. Auch für die kommenden Monate deuten die Frühindikatoren auf eine eher gedämpfte Dynamik am sächsischen und ostdeutschen Arbeitsmarkt hin.

Based on a micro-level approach and using data from the European Working Conditions Survey, covering 27 countries, we analyse the determinants of job quality. With cluster analysis applied to 11 dimensional indices, we form three homogeneous country groups and identify, by estimating twice-censored Tobit models, the main determinant factors affecting the individual level of job quality in each group. We verify the relevance of variables related to worker characteristics, firm characteristics, and the country in which the individual works. Among worker characteristics, education and employment status are the factors with the highest impact on job quality, while the economic sector is the most important firm characteristic. The results suggest the existence of important differences among groups regarding the magnitude of the impact of some factors. The highest dissimilarities are found between the group with better jobs (Nordic countries plus Belgium) and the group with lower quality jobs (Central and Eastern European countries plus Portugal and Greece). Variables related to age, education, dimension of the firm, and economic sector are those in which more heterogeneity is found among the groups.

Der Gesundheitssektor war in den zurückliegenden Jahren durch eine merkliche Beschäftigungszunahme gekennzeichnet. Diese hohe Dynamik wird unter anderem auf die Alterung der Bevölkerung zurückgeführt, da mit zunehmendem Alter die Risiken einer Verschlechterung des Gesundheitszustandes wachsen und damit verbunden die Inanspruchnahme medizinischer, pflegerischer und therapeutischer Leistungen steigt. In diesem Beitrag wird für fünf ausgewählte Europäische Staaten (Dänemark, Deutschland, Italien, Polen und die Slowakei) abgeschätzt, wie sich die künftige Bevölkerungsveränderung auf die Inanspruchnahme von Gesundheitsleistungen und die Nachfrage nach Gesundheitspersonal im kurativen Gesundheitswesen auswirken. Diese demografisch bedingte Änderung der Nachfrage wird der mit einem sektoralen Makromodell vorausgeschätzten Beschäftigungsentwicklung gegenübergestellt. Basis bilden die demografischen und sozio-ökonomischen Szenarien des EU-Forschungsprojektes NEUJOBS sowie die Ergebnisse des NEMESIS Modells. Es zeigt sich, dass in einigen Ländern die Veränderung der Einwohnerzahl einen stärkeren Einfluss auf die Nachfrage nach Gesundheitspersonal hat als die Alterung der Bevölkerung. Ein Vergleich mit der modellierten Beschäftigungsentwicklung deutet in den untersuchten Ländern außer in Polen eher auf eine Verstärkung der Ungleichgewichte durch einen Mangel an Arbeitskräften auf dem Gesundheitsarbeitsmarkt hin. Besonders in Italien werden sich die Ungleichgewichte verstärken. In recent years, the health sector has seen a marked increase in employment. This strong momentum is attributed in part to the ageing population, since as age increases, so does the risk of deteriorating health- and thus the associated demand for medical, nursing, and therapeutic services also rises. In this article, we selected five European countries (Denmark, Germany, Italy, Poland, and Slovakia) and assessed the impact of the future population change on the utilization of health-related services and the demand for health workers in curative health care. We then compared this demographically induced change in demand to a sectorial macro model of anticipated employment development. The bases for this analysis are the demographic and socioeconomic scenarios of the EU research project NEUJOBS, as well as the results of the NEMESIS model. It turns out that in some countries, changes in the total population have a greater influence on the demand for health workers than does the ageing of the population. A comparison with the modeled development of employment indicates a strengthening of the imbalances caused by a shortage of manpower in the health labor market in all countries studied except Poland. In Italy in particular, the imbalances will increase.

Since 2008, once with the arrival of the global economic crisis, the labour market in the Central and Eastern European countries has necessitated a new reorientation of policies. Market dynamics had known a significantly backward and social protection has been an essential element for all the governments of the CEE countries. Most of the CEE countries have proposed to achieve the targets included in the Europe 2020 Strategy, but there are huge differences between the current employment rate stage and targets. Objectives appear to be feasible for the Czech Republic, Estonia, Latvia, Lithuania and Slovenia, but very little achievable for Bulgaria, Hungary, Romania and Slovakia.

The abstract will not exceed 100 words. It will mention the aim of the paper, research goals and expected results. The management of human resources is a component of the general management of an entity and has become, in the last decades, an area in continuous expansion in what concerns theoretical, methodological and applicative research, this being one of the direct consequences of evolution in the management practice and thought. The scientific approach in this paper is based on the conviction that success, performance and competitiveness of a football club and of other entities depend largely on the quality of the employees. Employees are a key to the success of any business, they are the difference between the use of human resources and the provision of competitive services. This is why I would like to emphasize in this paper, by using case studies based on scientific rigour, the potential of human resources management in football, a field known more for its effects and less for the scientific aspect of the issues involved.

Relying on census data collected in 2002 and historical weather data for Uganda, this paper estimates the impact of weather-induced internal migration on the probability for non-migrants living in the destination regions to be employed. Consistent with the prediction of a simple theoretical model, the results reveal a larger negative impact than the one documented for developed countries. They further show that this negative impact is significantly stronger in Ugandan regions with lower road density and therefore less conducive to capital mobility: a 10 percentage points increase in the net in-migration rate in these areas decreases the probability of being employed of non-migrants by more than 10 percentage points.

The aim of this article is to identify whether Romania is facing the brain waste in the medical sector. Romania is producing the highest number of medical graduates compared to the main destination countries for Romanian physicians.However, it faces critical shortages in terms of health professionals. What happens with these medical graduates? Two options are possible: either they exit the medical system or they emigrate. Medical doctors accepting locum doctors positions in United Kingdom or general practitioner positions in the rural areas in France although they have a specialty in the origin country are examples of brain waste. In most of the cases, these positions are refused by natives. If the brain drain has negative consequences on the origin country, brain waste affects both the country and the individual.

Scientific networking is the most accessible way a country can turn the brain drain into brain gain. Diaspora’s members offer valuable information, advice or financial support from the destination country, without being necessary to return. This article aims to investigate Romania’s potential of turning brain drain into brain networking, using evidence from the medical sector. The main factors influencing the collaboration with the country of origin are investigated. The conclusions suggest that Romania could benefit from the diaspora option, through an active implication at institutional level and the implementation of a strategy in this area.

If the entire class of young NEETs would be integrated into work, Romania's GDP would increase by 2%. Faulty implementation of SOP HRD 2007-2013 failed to combat the economic crisis. Thus, at the end of 2013 Romania had over 400,000 young people NEET. In addition to short-term effect of inactivation of the potential workforce, due to aging demographics, the effects of the lack of activity of this category will create a series of negative problems in the social contributions sector. Romania is offered another chance by the Youth Guarantee Scheme and by the Human Capital Operational Programme 2014-2020, but the country must prove having learned from previous experience. The 2007-2013 period shown that good planning in terms of indicators far not guarantee success. Effective implementation of projects and supporting project beneficiaries will sustainable reduce the number of NEETs.

In a context of economic globalization and increased competition, European countries are increasingly concerned about the consequences of non-enrollment, temporarily or permanently, in the labor market of a growing number of young people, and about the difficulties that university graduates face in finding suitable jobs. In many countries, the transition from school to work represents a central point in the lives of individuals and a key policy topic. In Romania, as in most of Europe, increasing the education period has become a long-term phenomenon. In recent decades, rising unemployment and increasing global competition have emphasized the need to improve the general level of education of the labor force. This paper presents a brief comparative analysis of the youth labor market in Romania and the EU-28 countries and of the dynamics of labour market mobility by analyzing the speed of the transition of young people from school to work.

Ez a tanulmány a Nyugdíj és Időskor Kerekasztal (NYIKA) keretében végzett közös kutatásunk eredményeinek összefoglalása, Augusztinovics Mária legutolsó munkáinak egyike. A NYIKA 2007 és 2009 közötti időszakban azt vizsgálta, hogy milyen változatokat tart lehetségesnek a működő nyugdíjrendszer elkerülhetetlen reformjának megvalósítására. Ezek között mi egy olyan rendszer kidolgozását javasoltuk, amelyben a társadalombiztosítási nyugdíj egy része alapnyugdíj, míg a másik rész egy szigorúan járulékfüggő nyugdíj lenne. Az alapnyugdíj bevezetése mindenekelőtt a végletes időskori szegénység elkerülését szolgálná, de egyúttal lehetővé tenné a munkát terhelő járulékok jelentős mértékű csökkentését is. A járulékfüggő nyugdíjat pontrendszerben terveztük, aminek célja a járulékok és a nyugdíjak közötti közvetlen kapcsolat megteremtése, valamint az automatikus indexálás megvalósítása. Emellett fontosnak tekintettük azt is, hogy egy ilyen rendszerben a biztosítottak minden életszakaszban felmérhetik, hogy mekkora az általuk már megszolgált várható nyugdíj mértéke. A számítási eredmények mutatják, hogy ez a rendszer megvalósítható és fenntartható lenne.* Journal of Economics Literature (JEL) kód: H55, J21, J26., The paper summarizes joint work in the framework of the Pension and Old Age Round-Table, one the most recent works done by Mária Augusztinovics. Between 2007 and 2009, the round-table investigated various potential variants for the inevitable reform of the current pension system. Of these, the authors proposed finalizing a public pension system in which part would be basic (flat) benefit and part strictly contributive. First, introduction of a basic pension would serve to ease old-age poverty while opening room for a significant reduction in earnings-based pension contributions. The contributive part would be based on a points system, creating a direct link between contributions and benefits and achieving automatic indexation. Furthermore, such a system would facilitate calculating expected benefits at each stage in life. Calculations show such a system is feasible and sustainable.

In this paper we want to raise awareness of how important is for an economy the existence of creative jobs. In the last years the employment rate has grown in the sector of creative jobs. This research came out due the need of creative jobs contribution to the development of an economy, in particular Romanian economy. In this paper we want to stress on the importance of creative industry and also to propose some solutions for increasing employment in this sectors , being well-known that creative industry is attractive to smart and talented people. Nevertheless, it is important to point out the development of IT as part of creative industry. Not at last, we will take in consideration the role that small and medium enterprises have, the impact of fiscal facilities in the economy and the need for appropriate financial instruments to support this kind of business.

Unemployment among youth in the EU had a strong increase from the outbreak of the financial crisis in 2008, and reached unprecedented levels. Nevertheless, for over a decade the youths’ unemployment rate remained approximately double against the global unemployment rate in time for the whole economy. In this context, the concept of NEET has been introduced to characterize the size and structure of a vulnerable group of young people i.e. those young people who are not engaged in any form of employment, education or training. The year 2014 registered a slight decrease of both unemployment rate and of the NEET rate among youths. According to the Eurostat statistics, in 2014, within the EU the average unemployment rate for youths with ages between 15 and 24 years diminished by 1.4 pp., and for the age group aged between 25 to 29 years, by 1 pp. Also the NEET rate for various young population segments registered in most member countries a decreasing trend. In Romania, the NEET population rate (youths between 15 and 29 years of age) under the impact of the economic financial crisis increased from 13.2% in the year 2008 to 19.6% in the year 2014. This paper intends to be a brief analysis of the youths’ condition in the EU countries’ labour markets from the beginning of the financial crisis by focusing mainly on describing the characteristics of youths that don’t have a job, and are not included in the educational or vocational training system (NEET). There are large differences between the youths and the employment in the member-states, and these differences were exacerbated by the recession.