中等技能工人如何适应移民:职业技能特殊性的作用

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Damiano Pregaldini, Uschi Backes-Gellner
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引用次数: 0

摘要

目的我们的研究探讨了移民对本地中等技能工人就业的影响,重点是这种影响如何随其职业技能组合的特殊性而变化。设计/方法/方法利用 2002 年瑞士劳动力市场对欧盟工人的开放,并使用有关这些工人的工作地点和职业的登记数据,我们的研究结果提供了有关移民对劳动力市场影响的新结果。这一结果可归因于移民工人缩小了现有的技能差距,提高了工作与工人匹配的质量,并减轻了企业的能力限制。这使得企业能够创造新的工作岗位,从而为拥有高度专业技能的中等技能工人提供了更多的就业选择。然而,我们的研究结果表明,拥有特定职业技能的工人可以从移民驱动的劳动力市场冲击中受益。这些结果表明,有关特定职业技能作用的政策结论应更加细致入微。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
How middle-skilled workers adjust to immigration: the role of occupational skill specificity

Purpose

Our study explores the effects of immigration on the employment of native middle-skilled workers, focusing on how this effect varies with the specificity of their occupational skill bundles.

Design/methodology/approach

Exploiting the 2002 opening of the Swiss labor market to EU workers and using register data on the location and occupation of these workers, our findings provide novel results on the labor market effects of immigration.

Findings

We show that the inflow of EU workers led to an increase in the employment of native middle-skilled workers with highly specific occupational skills. This finding could be attributed to immigrant workers reducing existing skill gaps, enhancing the quality of job-worker matches, and alleviating firms' capacity restrictions. This allowed firms to create new jobs, thereby providing increased employment options for middle-skilled workers with highly specialized skills.

Originality/value

Previous literature has predominantly highlighted the disadvantages of specific occupational skills compared to general skills in the context of labor market shocks. However, our findings reveal that workers with specific occupational skills can benefit from an immigration-driven labour market shock. These results suggest that policy conclusions regarding the role of specific occupational skills should be more nuanced.

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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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