Labour-England最新文献

This paper studies the effects of skills training courses on the labour market outcomes of unemployed workers in the north-east of Italy. We find a positive effect of about 5–6 percentage points in the share of days employed. This effect persists into the fourth year after the beginning of the course and is driven especially by participants younger than 30. From a methodological viewpoint, following Angrist & Rokkanen, we argue that the set-up is equivalent to a randomised controlled trial, given that the criterion which determines admission to the course is unrelated to the outcomes of interest.

This paper studies the effects of skills training courses on the labour market outcomes of unemployed workers in the north-east of Italy. We find a positive effect of about 5–6 percentage points in the share of days employed. This effect persists into the fourth year after the beginning of the course and is driven especially by participants younger than 30. From a methodological viewpoint, following Angrist & Rokkanen, we argue that the set-up is equivalent to a randomised controlled trial, given that the criterion which determines admission to the course is unrelated to the outcomes of interest.

In this paper, I study which is the trade-off that workers face when accepting a wage cut after a job-to-job (JTJ) transition. Using data from the Chilean Unemployment Insurance (UI) registry, I show that JTJ transitions are positively associated with ex-post wage growth. Besides, conditional on a JTJ transition, workers who accept wage cuts show higher wage growth rates in their destination firms. I rationalize these findings in a parsimonious job search model that features exogenous wage-wage growth offers. Workers maximize the expected present value of moving JTJ or staying in their current firm when a job offer arrives. The model is calibrated in order to replicate most stylized facts documented in the empirical section and, through comparative statics exercises, the model highlights the relevance of the layoff probability, the correlation of wage levels and growth rates within a job offer, the value of unemployment and the offered $�\; ��\; �\mathrm{Mm}��$-ratio in explaining some of the observed labor market and wage dynamics. The evidence that I provide suggests that, even though a JTJ transition implies a wage cut, workers may also enjoy higher continuation values in their new job.

In this paper, I study which is the trade-off that workers face when accepting a wage cut after a job-to-job (JTJ) transition. Using data from the Chilean Unemployment Insurance (UI) registry, I show that JTJ transitions are positively associated with ex-post wage growth. Besides, conditional on a JTJ transition, workers who accept wage cuts show higher wage growth rates in their destination firms. I rationalize these findings in a parsimonious job search model that features exogenous wage-wage growth offers. Workers maximize the expected present value of moving JTJ or staying in their current firm when a job offer arrives. The model is calibrated in order to replicate most stylized facts documented in the empirical section and, through comparative statics exercises, the model highlights the relevance of the layoff probability, the correlation of wage levels and growth rates within a job offer, the value of unemployment and the offered $�\; ��\; �\mathrm{Mm}��$-ratio in explaining some of the observed labor market and wage dynamics. The evidence that I provide suggests that, even though a JTJ transition implies a wage cut, workers may also enjoy higher continuation values in their new job.

This study investigates the effects of Sweden's 2007 payroll tax reform. The research uniquely analyzes both job creation (extensive margin effects) and increased work hours for incumbent employees (intensive margin effects), which previous studies have largely overlooked. Our results show that, on average per firm, the reform led to 1.4 new full-time employees, 0.6 new part-time employees, and a substantial rise in work hours equivalent to 1.9 full-time employees per firm. Total effects are roughly twice as large as in similar studies failing to take the intensive margin into account. These findings emphasize the broader impact of payroll tax reforms, highlighting the importance of considering both extensive and intensive margin employment effects in future research and policy decisions.

Based on French company data, we assess the hiring of different education profiles of industrial researchers in corporate R&D departments. First, our results show engineers are more likely to be recruited in corporate R&D that develops a patent-oriented strategy; PhD-holders are more likely to be recruited in firms that compete at the technological frontier and in companies that maintain close links with academia and public research. Second, new results reveal the endogamy of industrial researchers' recruitment based on the specifics of their scientific human capital and highlight the mitigating role of hybrid scientific human capital.

This study explores the behavior of female workers in Japan regarding labour market participation using a search and matching model with endogenous participation, heterogeneous productivity and variable participation costs. The model containing variable participation costs enables us to capture how women's market attachment responds to employment-enhancing policies. Key findings include: (i) employed women in Japan tend to leave the labour market and become non-participants from the social efficiency perspective; (ii) policies supporting female participation improve social welfare but do not necessarily enhance workforce attachment; (iii) improved matching efficiency boosts employment and welfare but decreases female labour attachment.

Gaps in job quality between immigrant and domestic-born workers do not only concern pay but extend to other attributes. We consider resilience to technological change as a measure of job quality and analyze job tasks most likely to describe a non-automatable job. We quantify the economic value of closing initial gaps in non-routine cognitive job tasks for university-educated women as equivalent to a 4% to 9% increase in their hourly wage. However, although immigrant resilience improves with time in Canada, most of the gains occur through routine cognitive tasks, generally believed to be subject to higher automation risk.