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Labor: Personnel Economics eJournal最新文献

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Service Imports, Workforce Composition, and Firm Performance: Evidence from Finnish Microdata 服务进口、劳动力构成和企业绩效:来自芬兰微数据的证据
Labor: Personnel Economics eJournal Pub Date : 2019-10-01 DOI: 10.3386/w26355
A. Ariu, K. Hakkala, J. Jensen, Saara Tamminen
{"title":"Service Imports, Workforce Composition, and Firm Performance: Evidence from Finnish Microdata","authors":"A. Ariu, K. Hakkala, J. Jensen, Saara Tamminen","doi":"10.3386/w26355","DOIUrl":"https://doi.org/10.3386/w26355","url":null,"abstract":"Abstract This paper uses unique Finnish firm-level micro data on service imports, workforce composition, and firm characteristics to examine changes in employment composition and performance of Finnish service importers during a period of a significant increase in services imports (2002–2012). We use world service export supply shocks, which we allocate to firms based on their highly specialized service input structure, as an instrument to identify the impact of service offshoring. We find that firms that increase imports of service inputs reduce employment of low-skill service workers, increase employment of (high-skilled) managers, and improve their performance in terms of sales (turnover), assets, service exports, and firm survival. The employment composition and performance responses to service imports differ across firms in the manufacturing sector and those in the service sector.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134088029","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: 8
Workplace Unionism, Collective Bargaining and Skill Formation: New Results from Mixed Methods 工作场所工会主义、集体谈判和技能形成:混合方法的新结果
Labor: Personnel Economics eJournal Pub Date : 2019-10-01 DOI: 10.2139/ssrn.3483950
Fabio Berton, A. Carreri, Francesco Devicienti, A. Ricci
{"title":"Workplace Unionism, Collective Bargaining and Skill Formation: New Results from Mixed Methods","authors":"Fabio Berton, A. Carreri, Francesco Devicienti, A. Ricci","doi":"10.2139/ssrn.3483950","DOIUrl":"https://doi.org/10.2139/ssrn.3483950","url":null,"abstract":"Among the steps to improve a country's competitiveness, several commentators and international institutions include a general emphasis on deregulation and decentralization of industrial relations. In this paper, we contribute to this debate by studying whether and how firm-level unionism and collective agreements affect workplace training, a key ingredient to competitiveness. Theory provides inconclusive predictions on the various channels and processes through which firm-level industrial relations may affect workplace training. Quantitative and qualitative analyses, when used in isolation, have also proved insufficient for an adequate account of the various factors at play. This is where our paper mostly contributes. In the spirit of opening the \"black box\" of firm-level unionism and collective bargaining, we mix together quantitative and qualitative strategies. Our results suggest that workplace unionism, and especially decentralized collective agreements, favor workplace training in subtler and often more dynamic ways than commonly understood.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130066403","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
Do Workers Discriminate against Female Bosses? 员工歧视女老板吗?
Labor: Personnel Economics eJournal Pub Date : 2019-09-23 DOI: 10.3368/jhr.1120-11318r3
M. Abel
{"title":"Do Workers Discriminate against Female Bosses?","authors":"M. Abel","doi":"10.3368/jhr.1120-11318r3","DOIUrl":"https://doi.org/10.3368/jhr.1120-11318r3","url":null,"abstract":"I hire 2,700 workers for a transcription job, randomly assigning the gender of their (fictitious) manager and provision of performance feedback. While praise from a manager has no effect, criticism negatively impacts workers' job satisfaction and perception of the task's importance. When female managers, rather than male, deliver this feedback, the negative effects double in magnitude. Having a critical female manager does not affect effort provision but it does lower workers' interest in working for the firm in the future. These findings hold for both female and male workers. I show that results are consistent with gendered expectations of feedback among workers. By contrast, I find no evidence for the role of either attention discrimination or implicit gender bias.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"59 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125813049","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: 15
No Line Left Behind: Assortative Matching Inside the Firm 不掉队:公司内部的分类匹配
Labor: Personnel Economics eJournal Pub Date : 2019-09-23 DOI: 10.2139/ssrn.3462873
Achyuta R. Adhvaryu, V. Bassi, Anant Nyshadham, Jorge Tamayo
{"title":"No Line Left Behind: Assortative Matching Inside the Firm","authors":"Achyuta R. Adhvaryu, V. Bassi, Anant Nyshadham, Jorge Tamayo","doi":"10.2139/ssrn.3462873","DOIUrl":"https://doi.org/10.2139/ssrn.3462873","url":null,"abstract":"How do firms pair workers with managers, and which constraints affect the allocation of labor within the firm? We characterize the sorting pattern of managers to workers in a large readymade garment manufacturer in India, and then explore potential drivers of the observed allocation. Workers in this firm are organized into production lines, each supervised by a manager. We exploit the high degree of worker mobility across lines, together with worker-level productivity data, to estimate the sorting of workers to managers. We find negative assortative matching (NAM) -- that is, better managers tend to match with worse workers, and vice versa. This stands in contrast to our estimates of the production technology, which reveal that if the firm were to positively sort, productivity would increase by 1 to 4 percent across the six factories in our data. Coupling these findings with a survey of managers and with data on multinational brands and the orders they place, we document that NAM arises, at least in part, because the value of buyer relationships imposes minimum productivity constraints on each production line. Our results emphasize that suppliers to the global market, when they are beholden to a small set of powerful buyers, may be driven to allocate managerial skill to service these relationships, even at the expense of productivity.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131282127","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: 22
Assessing of the Military Professional Competencies 军事专业能力评估
Labor: Personnel Economics eJournal Pub Date : 2019-09-14 DOI: 10.2139/ssrn.3449953
Nikolay Petrov, M. Georgiev
{"title":"Assessing of the Military Professional Competencies","authors":"Nikolay Petrov, M. Georgiev","doi":"10.2139/ssrn.3449953","DOIUrl":"https://doi.org/10.2139/ssrn.3449953","url":null,"abstract":"The military professional forming of cadets is in the core of the mission of Vasil Levski National Military University - Bulgaria and of the training process. Despite of this, the efforts not always achieve the desired results during the training of each cadet. All these require the military professional realization of the cadets to be subjected to an overall and profound analysis and on that base to find out the achievements, to reveal the weaknesses and difficulties of the process, to identify the reasons for them and to outline the directions and means for its improvement .","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126477886","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: 15
G-HRM, PQ and USP: The Relevance and Impact in the Area of Human Resource Management G-HRM, PQ和USP:在人力资源管理领域的相关性和影响
Labor: Personnel Economics eJournal Pub Date : 2019-09-03 DOI: 10.26643/think-india.v22i3.8390
Rekha Francis C.
{"title":"G-HRM, PQ and USP: The Relevance and Impact in the Area of Human Resource Management","authors":"Rekha Francis C.","doi":"10.26643/think-india.v22i3.8390","DOIUrl":"https://doi.org/10.26643/think-india.v22i3.8390","url":null,"abstract":"Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"35 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121974486","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
Rigid Wages and Contracts: Time- versus State-Dependent Wages in the Netherlands 刚性工资与契约:荷兰的时间工资与国家工资
Labor: Personnel Economics eJournal Pub Date : 2019-09-01 DOI: 10.2139/ssrn.3447825
A. Grajales, Burak R. Uras, Nathanael Vellekoop
{"title":"Rigid Wages and Contracts: Time- versus State-Dependent Wages in the Netherlands","authors":"A. Grajales, Burak R. Uras, Nathanael Vellekoop","doi":"10.2139/ssrn.3447825","DOIUrl":"https://doi.org/10.2139/ssrn.3447825","url":null,"abstract":"We study nominal wage rigidity in the Netherlands using administrative data, which has three key features: (1) high-frequency (monthly), (2) high-quality (administrative records), and (3) high coverage (the universe of workers and the universe of firms). We find wage rigidity patterns in the data that are similar to wage behavior documented for other European countries. In particular we find that the hazard function has two spikes, one at 12 months and another one at 24 months and wage changes have time and state dependency components. As a novel and important piece of evidence we also uncover substantial heterogeneity in the frequency of wage changes due to explicit terms of the labor contract. In particular, contracts featuring flexible hours, such as on-call contracts, exhibit a higher probability of a change in the contract wage compared to fixed hour contracts. Once we split the sample based on contract characteristics, we also find that the response of wage changes to the time and state component is heterogeneous across different type of contracts - with relatively more downward adjustments in flexible-hour contract wages in response to aggregate unemployment.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"35 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127260503","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
When Correspondence Studies Fail to Detect Hiring Discrimination 当函授研究无法发现招聘歧视
Labor: Personnel Economics eJournal Pub Date : 2019-09-01 DOI: 10.2139/ssrn.3468601
P. Cahuc, Stéphane Carcillo, Andreea Minea, Marie‐Anne Valfort
{"title":"When Correspondence Studies Fail to Detect Hiring Discrimination","authors":"P. Cahuc, Stéphane Carcillo, Andreea Minea, Marie‐Anne Valfort","doi":"10.2139/ssrn.3468601","DOIUrl":"https://doi.org/10.2139/ssrn.3468601","url":null,"abstract":"Based on a correspondence study conducted in France, we show that fictitious low-skilled applicants in the private sector are half as likely to be called back by the employers when they are of North African rather than French origin. By contrast, the origin of the fictitious applicants does not impact their callback rate in the public sector. We run a survey revealing that recruiters display similarly strong negative discriminatory attitudes towards North Africans in both sectors. We set out a model explaining why differences in discrimination at the stage of invitation for interviews can arise when recruiters display identical discriminatory attitudes in both sectors. The estimation of this model shows that discrimination at the invitation stage is a poor predictor of discrimination at the hiring stage. This suggests that many correspondence studies may fail to detect hiring discrimination and its extent.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"35 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114947437","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: 12
Role of HR in Employability Skills of 21st Century 人力资源在21世纪就业技能中的作用
Labor: Personnel Economics eJournal Pub Date : 2019-08-28 DOI: 10.2139/ssrn.3444636
V. Sapovadia
{"title":"Role of HR in Employability Skills of 21st Century","authors":"V. Sapovadia","doi":"10.2139/ssrn.3444636","DOIUrl":"https://doi.org/10.2139/ssrn.3444636","url":null,"abstract":"The current age changes in business and industry are at a pace which is unimaginable and unprecedented. The changes are fast. The changes in business environment happening in a year now were not even seen in a century. Technology invasion, globalization, economic upliftment and social expectations are drivers of those changes. The skills required for a job now and tomorrow are unpredictable. To remain employable; one has to master one’s ability to visualize, dynamic, adaptive and self-learning. It is not only the technical and hard skills, but soft skills will provide you the edge in employability. The dimensions of soft skills are expansive. Ability to recognize and acquire skills that optimally fits in managerial role is the key to succeed. This article critically analyse role of HR in employability skills of 21st century.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"211 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126982293","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: 1
Artificial Intelligence Interchange Human Intervention in the Recruitment Process in Indian Software Industry 人工智能交换:印度软件行业招聘过程中的人为干预
Labor: Personnel Economics eJournal Pub Date : 2019-08-25 DOI: 10.2139/ssrn.3521912
N. Nawaz
{"title":"Artificial Intelligence Interchange Human Intervention in the Recruitment Process in Indian Software Industry","authors":"N. Nawaz","doi":"10.2139/ssrn.3521912","DOIUrl":"https://doi.org/10.2139/ssrn.3521912","url":null,"abstract":"The paper discussed on artificial intelligence (AI) inference in human resource management, especially in the recruitment process. The study aim is to know artificial intelligence swapping human involvement in the recruitment process in selected software companies in India. To get valid data, the study designed structure questionnaire for different designations of 138 HR professionals and also used convenience sampling, coefficients beta (β), cronbach's alpha, t test and descriptive statistics test were used. The study found that artificial intelligence has a positive on human replacement in the recruitment process. Meanwhile, the study is expected to help studied organizations to formulate recruitment strategies and policy interferences to align to develop its effective recruitment process to recruit qualified talent into team to encounter competitive business and to develop sustainable environment.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130042602","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: 36
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