This article studies changes in computer use and work discretion and intensity in the EU‐15 between 1995 and 2015. We document that while the proportion of workers using computers has increased from 40 per cent to more than 60 per cent, there remain significant differences between countries even within the same occupations. Several countries have seen a significant increase in computer use even in low‐skilled occupations generally assumed to be less affected by technology. Overall, the great increase in computer use between 1995 and 2015 coincided with a period of modest deterioration of job quality in the EU‐15 as a whole, as work discretion declined for most occupational and educational groups, while work intensity increased slightly for most of them. Our OLS results exploiting variation within country‐occupation cells point to a sizeable positive effect of computer use on work discretion, but to no effect on work intensity. Our instrumental variable estimates point to an even more benign effect of computer use on job quality as measured by work discretion and work intensity. Hence, the results suggest that the (moderate) deterioration in the quality of work observed in the EU‐15 between 1995 and 2015 has occurred despite the spread of computers, rather than because of them.
{"title":"The Effect of Computer Use on Work Discretion and Work Intensity: Evidence from Europe","authors":"Seetha Menon, Andrea Salvatori, Wouter Zwysen","doi":"10.1111/bjir.12504","DOIUrl":"https://doi.org/10.1111/bjir.12504","url":null,"abstract":"This article studies changes in computer use and work discretion and intensity in the EU‐15 between 1995 and 2015. We document that while the proportion of workers using computers has increased from 40 per cent to more than 60 per cent, there remain significant differences between countries even within the same occupations. Several countries have seen a significant increase in computer use even in low‐skilled occupations generally assumed to be less affected by technology. Overall, the great increase in computer use between 1995 and 2015 coincided with a period of modest deterioration of job quality in the EU‐15 as a whole, as work discretion declined for most occupational and educational groups, while work intensity increased slightly for most of them. Our OLS results exploiting variation within country‐occupation cells point to a sizeable positive effect of computer use on work discretion, but to no effect on work intensity. Our instrumental variable estimates point to an even more benign effect of computer use on job quality as measured by work discretion and work intensity. Hence, the results suggest that the (moderate) deterioration in the quality of work observed in the EU‐15 between 1995 and 2015 has occurred despite the spread of computers, rather than because of them.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"118698918","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}
This article offers a framework that allows for the simultaneous comparison of all sexual orientation–gender–race/ethnicity groups after controlling for characteristics. The analysis suggests that occupations matter in explaining earnings differences among groups. The article also displays the high magnitude of the gender wage gap in an intersectional framework. The sexual orientation wage premium of lesbians is quite small for blacks and much higher for Hispanics and Asians than for whites. For men, departing from the white heterosexual model involves a substantial punishment; the racial penalty is larger for heterosexuals whereas the sexual orientation penalty is greater for whites.
{"title":"Occupational Achievements of Same‐Sex Couples in the United States by Gender and Race","authors":"C. Río, Olga Alonso‐Villar","doi":"10.1111/irel.12246","DOIUrl":"https://doi.org/10.1111/irel.12246","url":null,"abstract":"This article offers a framework that allows for the simultaneous comparison of all sexual orientation–gender–race/ethnicity groups after controlling for characteristics. The analysis suggests that occupations matter in explaining earnings differences among groups. The article also displays the high magnitude of the gender wage gap in an intersectional framework. The sexual orientation wage premium of lesbians is quite small for blacks and much higher for Hispanics and Asians than for whites. For men, departing from the white heterosexual model involves a substantial punishment; the racial penalty is larger for heterosexuals whereas the sexual orientation penalty is greater for whites.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"16 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":"131075576","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}
We develop a multi-country model with moral hazard and noise traders and show that investor sentiment should affect employment growth both domestically and abroad. Using a large sample of international industry-level data, we find strong support for the model’s predictions. We show that U.S. investor sentiment has a positive association with labor market conditions around the world, due to spillover effects as well as foreign direct investments from the United States. We also find that U.S. sentiment amplifies the negative effect of local financial crises on job losses, which supports the idea that financial development has a “dark side.”
{"title":"Investor Sentiment and Employment","authors":"M. Montone, Remco C. J. Zwinkels","doi":"10.2139/ssrn.2449958","DOIUrl":"https://doi.org/10.2139/ssrn.2449958","url":null,"abstract":"We develop a multi-country model with moral hazard and noise traders and show that investor sentiment should affect employment growth both domestically and abroad. Using a large sample of international industry-level data, we find strong support for the model’s predictions. We show that U.S. investor sentiment has a positive association with labor market conditions around the world, due to spillover effects as well as foreign direct investments from the United States. We also find that U.S. sentiment amplifies the negative effect of local financial crises on job losses, which supports the idea that financial development has a “dark side.”","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"91 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124831669","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}
Analysis of longitudinal data from Employers Skills Updating Surveys in the United Kingdom suggests that in many establishments training plans were blown off course by the 2008–2009 recession, with reduced coverage of adult training and especially of off-the-job training. The effects of such cutbacks on skill levels have been partially alleviated by more precise targeting of on-the-job training on meeting skills improvement needs. However, in a sizeable proportion of establishments, future productivity and competitiveness are likely to be impaired by failure to upgrade adult workers' skills to standards which employers themselves perceived as necessary prior to the recession.
{"title":"The Impact of Recession on Adult Training: Evidence from the United Kingdom in 2008–2009","authors":"G. Mason, Kate Bishop","doi":"10.1111/bjir.12057","DOIUrl":"https://doi.org/10.1111/bjir.12057","url":null,"abstract":"Analysis of longitudinal data from Employers Skills Updating Surveys in the United Kingdom suggests that in many establishments training plans were blown off course by the 2008–2009 recession, with reduced coverage of adult training and especially of off-the-job training. The effects of such cutbacks on skill levels have been partially alleviated by more precise targeting of on-the-job training on meeting skills improvement needs. However, in a sizeable proportion of establishments, future productivity and competitiveness are likely to be impaired by failure to upgrade adult workers' skills to standards which employers themselves perceived as necessary prior to the recession.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"417 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120773464","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}
This study presents the literature’s first estimates of the effect of teacher pay on the distribution of experience among teachers hired by public school districts. Overall, a 1% increase in base salary for teachers of a particular experience level increases the proportion of the targeted teachers hired by 0.04–0.08 percentage points. Pay increases have the largest effect on hire rates among teachers with 2–3 years of experience and the effect diminishes with experience. I show that higher teacher salaries provide a dual benefit of retaining and attracting a more effective distribution of teachers. Districts may also improve student achievement growth at no cost by reshaping their salary schedules so that they are increasing and concave in teacher experience.
{"title":"Towards an Optimal Teacher Salary Schedule: Designing Base Salary to Attract and Retain Effective Teachers","authors":"Matthew D. Hendricks","doi":"10.2139/ssrn.2349740","DOIUrl":"https://doi.org/10.2139/ssrn.2349740","url":null,"abstract":"This study presents the literature’s first estimates of the effect of teacher pay on the distribution of experience among teachers hired by public school districts. Overall, a 1% increase in base salary for teachers of a particular experience level increases the proportion of the targeted teachers hired by 0.04–0.08 percentage points. Pay increases have the largest effect on hire rates among teachers with 2–3 years of experience and the effect diminishes with experience. I show that higher teacher salaries provide a dual benefit of retaining and attracting a more effective distribution of teachers. Districts may also improve student achievement growth at no cost by reshaping their salary schedules so that they are increasing and concave in teacher experience.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133495086","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}
In the debate over immigration reform, it is frequently asserted that immigrants take jobs that U.S. natives do not want. Using data from the 2000 Census merged with O*NET data on occupation characteristics, I show that the jobs held by immigrants are more physically arduous than the jobs held by U.S. natives. However, data from the California Work and Health Survey on self-reported physical job demands indicate that immigrants do not perceive their jobs as requiring more physical effort than U.S. natives. Immigrants thus have worse jobs than natives but do not view them as such.
在有关移民改革的辩论中，经常有人断言，移民抢走了美国本地人不想要的工作。我将2000年人口普查数据与O*NET的职业特征数据相结合，表明移民从事的工作比美国本地人从事的工作更需要体力劳动。然而，加州工作与健康调查(California Work and Health Survey)关于自我报告的体力工作需求的数据表明，移民并不认为他们的工作比美国本地人需要更多的体力劳动。因此，移民的工作比本地人差，但他们并不这样认为。
{"title":"Do Immigrants Work in Worse Jobs than U.S. Natives? Evidence from California","authors":"M. Zavodny","doi":"10.1111/irel.12087","DOIUrl":"https://doi.org/10.1111/irel.12087","url":null,"abstract":"In the debate over immigration reform, it is frequently asserted that immigrants take jobs that U.S. natives do not want. Using data from the 2000 Census merged with O*NET data on occupation characteristics, I show that the jobs held by immigrants are more physically arduous than the jobs held by U.S. natives. However, data from the California Work and Health Survey on self-reported physical job demands indicate that immigrants do not perceive their jobs as requiring more physical effort than U.S. natives. Immigrants thus have worse jobs than natives but do not view them as such.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"118657749","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}
Tim Brown, Kristina Rennekamp, Nicholas Seybert, Wenjie Zhu
Prior research argues that sequential decisions lead to a slippery slope toward unethical or fraudulent behavior, with little evidence to support such claims. We conduct two experiments which demonstrate the existence of the slippery slope in a controlled setting, and investigate how it leads “good people” (low-Machiavellians) to do “bad things.” The first experiment manipulates whether the potential to overstate personal performance in order to earn excess monetary compensation increases or decreases across two experimental tasks. We find that smaller initial incentives to misreport followed by larger subsequent incentives to misreport lead to greater subsequent misreporting by low-Machiavellians. High-Machiavellians do not exhibit this slippery slope pattern of behavior. Our second experiment manipulates the length of time between tasks to examine whether the effects of misreporting incentives on slippery slope behavior diminish as opportunities to misreport are separated. We again observe slippery slope behavior among low-Ms at the short horizon, but not at the long horizon. Our study confirms the existence of a slippery slope toward unethical behavior, highlights individual differences along an important personality trait, and suggests that slippery slope behavior is likely to be magnified when individuals are presented with frequent opportunities to misreport.
{"title":"Who Stands at the Top and Bottom of the Slippery Slope?","authors":"Tim Brown, Kristina Rennekamp, Nicholas Seybert, Wenjie Zhu","doi":"10.2139/ssrn.1810833","DOIUrl":"https://doi.org/10.2139/ssrn.1810833","url":null,"abstract":"Prior research argues that sequential decisions lead to a slippery slope toward unethical or fraudulent behavior, with little evidence to support such claims. We conduct two experiments which demonstrate the existence of the slippery slope in a controlled setting, and investigate how it leads “good people” (low-Machiavellians) to do “bad things.” The first experiment manipulates whether the potential to overstate personal performance in order to earn excess monetary compensation increases or decreases across two experimental tasks. We find that smaller initial incentives to misreport followed by larger subsequent incentives to misreport lead to greater subsequent misreporting by low-Machiavellians. High-Machiavellians do not exhibit this slippery slope pattern of behavior. Our second experiment manipulates the length of time between tasks to examine whether the effects of misreporting incentives on slippery slope behavior diminish as opportunities to misreport are separated. We again observe slippery slope behavior among low-Ms at the short horizon, but not at the long horizon. Our study confirms the existence of a slippery slope toward unethical behavior, highlights individual differences along an important personality trait, and suggests that slippery slope behavior is likely to be magnified when individuals are presented with frequent opportunities to misreport.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123307755","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}
Statistics on hires, separations, and job tenure have historically been tabulated from survey data. In recent years, these statistics are increasingly being produced from administrative records. In this paper, we discuss the calculation of hires, separations, and job tenure from quarterly administrative records, and we present these labor market statistics calculated from the U.S. Census Bureau’s Longitudinal Employer-Household Dynamics (LEHD) program. We pay special attention to a phenomenon that survey data is ill-suited to analyze: single quarter jobs, which we define as jobs in which the hire and separation occur in the same quarter. We explore the trends of hires, separations, tenure, and single quarter jobs in the United States for the years 1998-2010. We discuss issues associated with creating these statistics from quarterly earnings records, and we identify the challenges that remain.
{"title":"Hires, Separations, and the Job Tenure Distribution in Administrative Earnings Records","authors":"Henry R. Hyatt, James R. Spletzer","doi":"10.2139/ssrn.2523443","DOIUrl":"https://doi.org/10.2139/ssrn.2523443","url":null,"abstract":"Statistics on hires, separations, and job tenure have historically been tabulated from survey data. In recent years, these statistics are increasingly being produced from administrative records. In this paper, we discuss the calculation of hires, separations, and job tenure from quarterly administrative records, and we present these labor market statistics calculated from the U.S. Census Bureau’s Longitudinal Employer-Household Dynamics (LEHD) program. We pay special attention to a phenomenon that survey data is ill-suited to analyze: single quarter jobs, which we define as jobs in which the hire and separation occur in the same quarter. We explore the trends of hires, separations, tenure, and single quarter jobs in the United States for the years 1998-2010. We discuss issues associated with creating these statistics from quarterly earnings records, and we identify the challenges that remain.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116827808","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}
We examine the extent to which managers report opportunistically prior to corporate events by analyzing the association between the timing of stock swap announcements and completions and acquirers’ reporting behaviors. Using the timing of merger announcements and completions to infer managerial intent, we show that stock-for-stock acquirers’ reporting behaviors are opportunistic. More specifically, we show that stock-for-stock acquirers that inflate earnings the most tend to announce mergers on Fridays, while distancing some of their earnings management activities from the merger announcement date. The negative association between the post-merger announcement market performance and pre-merger announcement abnormal accruals is more pronounced for Friday announcers than for non-Friday announcers. Furthermore, the differential pre-merger abnormal accruals across Friday and non-Friday announcers are observed mainly when the announcement date is relatively close to the completion date. Overall, the evidence supports the notion that pre-acquisition abnormal accruals are related to deliberate opportunistic managerial decisions.
{"title":"Abnormal Accruals and Managerial Intent: Evidence from the Timing of Merger Announcements and Completions","authors":"Henock Louis, Amy X. Sun","doi":"10.2139/ssrn.2379892","DOIUrl":"https://doi.org/10.2139/ssrn.2379892","url":null,"abstract":"We examine the extent to which managers report opportunistically prior to corporate events by analyzing the association between the timing of stock swap announcements and completions and acquirers’ reporting behaviors. Using the timing of merger announcements and completions to infer managerial intent, we show that stock-for-stock acquirers’ reporting behaviors are opportunistic. More specifically, we show that stock-for-stock acquirers that inflate earnings the most tend to announce mergers on Fridays, while distancing some of their earnings management activities from the merger announcement date. The negative association between the post-merger announcement market performance and pre-merger announcement abnormal accruals is more pronounced for Friday announcers than for non-Friday announcers. Furthermore, the differential pre-merger abnormal accruals across Friday and non-Friday announcers are observed mainly when the announcement date is relatively close to the completion date. Overall, the evidence supports the notion that pre-acquisition abnormal accruals are related to deliberate opportunistic managerial decisions.","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121184546","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}
Pub Date : 2014-07-22DOI: 10.1016/J.SBSPRO.2014.09.105
Filippo Ferrari
{"title":"Delegation, Accountability and Organizational Reliability. Coordination Mechanisms and Training Models for Contingency Management","authors":"Filippo Ferrari","doi":"10.1016/J.SBSPRO.2014.09.105","DOIUrl":"https://doi.org/10.1016/J.SBSPRO.2014.09.105","url":null,"abstract":"","PeriodicalId":355618,"journal":{"name":"ERN: Other Organizations & Markets: Personnel Management (Topic)","volume":"125 8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123687313","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：