Labor: Personnel Economics eJournal最新文献_第3页

Medical Occupation Preference under the Influence of the COVID-19 Epidemic 新冠肺炎疫情影响下的医疗职业偏好

Labor: Personnel Economics eJournal Pub Date : 2020-10-25 DOI: 10.2139/ssrn.3718612

E. Cartwright, Lian Xue, Lijia Wei

{"title":"Medical Occupation Preference under the Influence of the COVID-19 Epidemic","authors":"E. Cartwright, Lian Xue, Lijia Wei","doi":"10.2139/ssrn.3718612","DOIUrl":"https://doi.org/10.2139/ssrn.3718612","url":null,"abstract":"Background: The study examined the influence of COVID-19 on job satisfaction and occupation preference among medical workers. The outbreak of COVID-19 started from Wuhan served as an exogenous shock on many people's lives, especially those with a career in the medical industry. Method: We conducted a large scale online survey experiment in China and UK (for robustness check) regarding the influence of the COVID-19 epidemic on medical occupation preference. The experiment in China has a two by two factorial design varying engagement and severity of influence during the epidemic, including the comparison between (1) medical and nonmedical workers;(2) Wuhan and non-Wuhan residents.The survey was conducted during March 2020, a time when the epidemic in Wuhan has passed its peak, which allow us to get more respondents from medical workers.Findings: We find that people who are medical workers are less willing to accept their children and partners engaging in medical occupations (reverse occupation inheritance);such a tendency is stronger among individuals in Wuhan than in other places in China. Willingness for children/partners to choose medical occupations is significantly influenced by individuals’ direct/indirect experiences during the epidemic, risk-taking preferences, prosocial preferences and information (news) shocks. Moreover, medical workers in Wuhan also exhibit significantly lower pro-social and higher risk averse, as well as significantly differences in future life and economic expectations from other groups.Interpretation: Our results indicate serious burnout among medical workers who conducted intensive workload under the severe influence of COVID-19 epidemic. The conclusion is based mainly on ex post comparisons and descriptive analysis, nonetheless it showed systematic differences that cannot be explain by other controlling factors expect the epidemic. We hope our results can provide important implications for policy makers in relevant policy makings and resource allocations during and after the epidemic.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"139 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121309327","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Market Loves a Layoff 市场喜欢裁员

Labor: Personnel Economics eJournal Pub Date : 2020-10-16 DOI: 10.2139/ssrn.3713347

Christopher Mace

引用次数: 1

Look the Part? The Role of Profile Pictures in Online Labor Markets 看角色?个人资料照片在在线劳动力市场中的作用

Labor: Personnel Economics eJournal Pub Date : 2020-10-12 DOI: 10.2139/ssrn.3709554

Isamar Troncoso, L. Luo

引用次数: 4

Labor Market Effects of Deleting Delinquencies 消除拖欠对劳动力市场的影响

Labor: Personnel Economics eJournal Pub Date : 2020-09-29 DOI: 10.2139/ssrn.3701820

G. Maturana, Jordan Nickerson, Santiago Truffa

引用次数: 1

Manifestation of Idiosyncratic Rater Effect in Employee Performance Appraisal 特质评分者效应在员工绩效评估中的表现

Labor: Personnel Economics eJournal Pub Date : 2020-09-11 DOI: 10.21511/ppm.18(3).2020.19

Athmeeya Hunuganahalli Paramesh, Vishal Samartha, Rajesha T.M., Iqbal Thonse Hawaldar

{"title":"Manifestation of Idiosyncratic Rater Effect in Employee Performance Appraisal","authors":"Athmeeya Hunuganahalli Paramesh, Vishal Samartha, Rajesha T.M., Iqbal Thonse Hawaldar","doi":"10.21511/ppm.18(3).2020.19","DOIUrl":"https://doi.org/10.21511/ppm.18(3).2020.19","url":null,"abstract":"Performance appraisal is the bedrock of talent management and has received much attention from scholars and researchers alike in their pursuit to develop accurate, objective, and robust Performance Management Systems (PMS). Through survey questionnaire the present study examines the prevalence of idiosyncratic rater biases on the performance appraisal systems and evaluates the measure of its impact. The correlations between the personality traits and the similarities of the raters’ workplace characteristics with the raters’ performance ratings are also determined. The study has provided empirical evidence of the manifestation of idiosyncratic rater bias in the company under study. The idiosyncratic rater tendencies showed a significant impact on performance ratings. It was seen that about one-third of the variations in the ratings were resultant of the idiosyncratic factors, such as similarities in the personality traits and workplace identities. It is also found that there exists a positive correlation between the similarities in the identities, as well as the personality traits of the raters and the ratees, and the way the rating awarded by the rater.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"284 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116088631","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 4

Socio-economic Dynamics of Working Time Management – Evidence from Australian Supermarkets 工作时间管理的社会经济动态——来自澳大利亚超市的证据

Labor: Personnel Economics eJournal Pub Date : 2020-09-11 DOI: 10.2139/ssrn.3690917

Rezaul Hoq

引用次数: 0

Millennials and the Gender Wage Gap: Do Millennial Women Face a Glass Ceiling? 千禧一代和性别工资差距:千禧一代女性是否面临玻璃天花板?

Labor: Personnel Economics eJournal Pub Date : 2020-09-10 DOI: 10.2139/ssrn.3691274

G. Garcia, D. Gonzales-Miranda, Óscar Gallo, Juan Pablo Román Calderón

{"title":"Millennials and the Gender Wage Gap: Do Millennial Women Face a Glass Ceiling?","authors":"G. Garcia, D. Gonzales-Miranda, Óscar Gallo, Juan Pablo Román Calderón","doi":"10.2139/ssrn.3691274","DOIUrl":"https://doi.org/10.2139/ssrn.3691274","url":null,"abstract":"PurposeThis study aims to measure the gender wage gap among millennial workers in Colombia and determine if there is a marked wage difference between millennial women and men. Furthermore, this study analyzes whether millennial women face a glass ceiling, that is, whether there is a larger gender wage gap among workers earning relatively high wages.Design/methodology/approachThe study data included a sample of 2,144 millennial workers employed in 11 organizations located in the five main cities of Colombia. Oaxaca–Blinder econometric methods of wage decomposition were used to calculate both raw and adjusted gender wage gaps. The latter results in estimating the gender wage gap while controlling for observable characteristics related to individual, family, and labor. In addition, wage decompositions by education levels were carried out to approximate the extent of the glass ceiling among young workers.FindingsThe results show that millennial workers in Colombia face gender inequality in the labor market and that professional millennial women experience a distinct glass ceiling. The adjusted gender wage gap is 9.5%, and this gap increases with education level, increasing to nearly 14% among college-educated workers.Research limitations/implicationsThe empirical results are supported by a self-report survey of millennial workers. An important limitation is that the data include millennial workers employed in the formal sector and exclude the informal sector (activities not regulated or protected by the state), which represents an important part of the economy in developing countries.Originality/valueThis paper contributes to the empirical literature on gender wage inequality for younger workers. This paper is original in reviewing the gender pay gap in Colombia using a primary dataset. Most of the work in this area has been done in developed countries and this research adds to the findings that have had focused on those nations.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114442065","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Arbitration in USA and UK: A Comparative Study 美国和英国的仲裁:比较研究

Labor: Personnel Economics eJournal Pub Date : 2020-09-10 DOI: 10.2139/ssrn.3901913

Sankalp Jain

引用次数: 0

Antecedents of Women Work Force Conflict and Turnover: The Role of Culture and Environment 女性劳动力冲突和流动的前因:文化和环境的作用

Labor: Personnel Economics eJournal Pub Date : 2020-08-29 DOI: 10.2139/ssrn.3683220

Zarmina Khan, D. Siddiqui

{"title":"Antecedents of Women Work Force Conflict and Turnover: The Role of Culture and Environment","authors":"Zarmina Khan, D. Siddiqui","doi":"10.2139/ssrn.3683220","DOIUrl":"https://doi.org/10.2139/ssrn.3683220","url":null,"abstract":"Resolving workforce conflict and turnover issues have being a great concern. Even a greater challenge is to know how this conflict takes place. Organizations working to overcome gender inequality find it even more difficult to cope up with this situation when conflict arises in the Women Workforce. This study aims to explore the reason for Women Workforce conflict and turnover, and particularly explore the role of culture and environment. We proposed a theoretical framework explaining this phenomenon. We hypothesized that various factors such as Psychological work factors, lack of Diversity, incivility, Discriminatory HR planning, no identity separation, and Gender inequality negatively affect both work both culture and environment. And this would ultimately lead to women workforce turnover and conflicts. We establish its empirical validity by conducting a survey using a close-ended questionnaire. Data was collected from 314 individuals and analyzed using confirmatory factor analysis and structured equation modeling. The results showed that Diversity and Identity Separation have a positive whereas Gender Inequality, and Discriminatory HR Planning have a negative significant effect on the Work Environment. Moreover, the work environment in turn positively affects Women Workforce Turnover and Workforce Conflict. Psychosocial work Factors also positively affect work culture, which subsequently affects both and Women Workforce Turnover, and Conflict. Hence work environment, and culture both play an effective mediatory role in-between these factors and Women Workforce Turnover, and Conflict. Findings imply that Culture and work environment should have been considered in a professional and well-directed manner.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"512 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123430325","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Individual Ambidexterity and Management Controls – A Systematic Literature Review 个人两面性和管理控制-系统的文献综述

Labor: Personnel Economics eJournal Pub Date : 2020-08-10 DOI: 10.2139/ssrn.3670523

Michael Burkert, Sven Grossrieder

{"title":"Individual Ambidexterity and Management Controls – A Systematic Literature Review","authors":"Michael Burkert, Sven Grossrieder","doi":"10.2139/ssrn.3670523","DOIUrl":"https://doi.org/10.2139/ssrn.3670523","url":null,"abstract":"Purpose – According to Merchant and Van der Stede (2017), top managers use management controls to increase the likelihood that employees will act in the best interests of the organization. Nowadays, increasing numbers of companies expect their employees to perform well simultaneously on exploitation and exploration. This is referred to as individual ambidexterity (e.g., Mom et al., 2019). Due to the increasing importance of the topic, the main purpose of the present article is to summarize findings from top tier management journals and to detect findings with implications for result, action, and personnel/cultural controls. Methodology – We apply a structured approach to detect the most relevant studies for our examination and search for ambidexterity and ambidextrous in title, abstract, and keywords. The final sample consists of 45 articles published in top tier management journals, including all subfields. Findings – In the first step, we provide an overview of both methods and theories used to study individual ambidexterity. In a second step, we summarize and analyze the insights on how organizations can use results, action, and personnel/cultural controls to enable individuals to achieve higher ambidextrous performance. In the final step, we highlight directions for future research with the hope of motivating further research from scholars in the management accounting field to address this relevant topic. Originality – Given the increasing importance of ambidexterity, the present study introduces the relevant concepts and definitions and translates existing research into the language of management control. We therefore facilitate future research on this highly relevant topic within the management accounting field.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"62 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123220352","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0