Labour-England最新文献

The aging population has been rising rapidly in every country, slowing the labour force and causing lower per capita growth. Many policies incentivize working in old age as it can alleviate the challenges of the aging population. This study examines the impacts of the extended maternity leave reform in Vietnam on elderly labour market outcomes. As grandparents' childcare responsibility may be reduced by maternal childcare following the extended maternal leave, especially for elderly living with children smaller than 1 year old, the reform gives older adults or grandparents more flexibility to join the labour market. Using the difference-in-differences model, we find that older people in the treatment group are more likely to return to the labour market following the reform implementation. The effect is positive and most robust for the self-employment group rather than waged employment and for males rather than females. Our study suggests that there is a need for a policy design to shift public finance into the healthcare and pension system.

I investigate the role of hierarchy in explaining wage differential between Canadian large and small firms. I use the confidential-use files of the Labour Force Survey (LFS) from 2016 to 2022 and exploit the mini-panels form to control for time-invariant unobserved heterogeneity. The results show that the Canadian employer size wage effects for managers are approximately twice those for non-managers which is consistent with the results of prior studies for other countries. Managers who move from a small to a large firm have earnings increase of 20%, twice the estimated size-wage differential of non-managers (11%). The results also demonstrate that low-skill workers moving from a small to a large firm have earnings increase of 5.3% which is significantly lower than high-skill workers (14.1%). Those results support the role of the hierarchy in explaining an important part of the size-wage effect for Canadian workers.

We estimate labor market monopsony power among manufacturing firms in four Sub-Saharan African countries using a parametric production function approach on panel dataset. Pooled estimate suggests that wages are approximately 38 percent of the marginal revenue product of labor, implying a labor supply elasticity of 0.62. Nonparametric robustness checks indicate these results are robust to concerns over parametric model misspecification. Departure from competitive labor market leads to approximately 50.80 percent higher employer rent, 75.61 percent lower employee rent, and 15.95 percent deadweight loss. Overall, our results are suggestive of monopsonistic labor markets.

In this paper, we estimate and decompose the public–private wage differentials for urban areas, using the 2012 Tunisia urban youth survey. Oaxaca decomposition results suggest that, on average, public sector workers earn more than their private counterparts. Additionally, the results indicate that a substantial part of the conditional gap in urban areas can be attributed to observed characteristics. Human capital, particularly education, are the main reason behind the observed log-wage advantages. Using unconditional quantile decomposition, our findings reveal that, for urban areas, the discrimination effect becomes more pronounced at the upper quantiles of the wage distribution. Separate analyses by gender and educational levels show that male workers across both sectors receive higher compensation than their female counterparts, with a more pronounced gender gap in private sector. Less educated workers are compensated much more in the public sector than in the private sector, while the wage differential for skilled workers decreases rapidly through the distribution.

An emerging consensus is that the Frisch elasticity of labor supply is small. This may reflect a lack of salience, inelastic preferences, or prevalence of frictions. Studying survey data collected during a tax holiday in Norway, when earnings were untaxed during a transition between tax systems, I report three findings. First, 80 per cent of adults were aware of the tax holiday. Second, one fifth of adults responded by working more. Third, frictions in adjusting working hours or nonworking time appear to be the reason for a majority of nonresponses. The findings support the long-held notion that labor supply choices are constrained.

This paper examines how income-inequality promotes racial discrimination. When the influence of income is intergenerational, it generates a strong correlation between parental income status and the race that their children inherit. This makes parents' income statuses identifiable through applicants' races and enables employers to discriminate against the races of the low-income group. Antidiscrimination policies may not be effective if they do not improve on income-inequality. An effective means of reducing income-inequality is to minimize the parental influence that causes inherited inequality. The implications of the discriminatory practice of legacy admissions are discussed in this context.

The flow of information continues to expand exponentially while, at the same time, decision-making becomes more complex. Employees, organizations, and societies face an increasingly hard challenge in identifying and utilizing information effectively. In the context of a crisis, the need for timely and correct information increases even more to support management decisions. Communication channels such as meetings and staff involvement committees (voluntary or mandatory) are crucial for efficient knowledge flows between employees, management, and within divisions. However, less is known about their pattern of creation at different stages of a crisis. This empirical study investigates the relevance of the Financial Crisis for the introduction and dissolution of staff involvement committees. Using the German IAB Establishment Panel, we use a conditional difference-in-differences framework and provide empirical evidence of whether employers initiated or abolished staff involvement committees in different stages of the recession. Our findings reveal that negatively affected establishments are more likely to introduce communication channels, especially during the crisis.

We propose a model-based decomposition method for the aggregate labour share in terms of the first moments of the joint distribution of total factor productivity, market power, wages and prices, and apply it to UK manufacturing using firm-level data for 1998–2014. Contrary to a narrative focussing on increasing disparities between firms, the observed decline in the aggregate labour share over the period is driven entirely by the decline in the labour share of the representative firm, mostly due to an increasing disconnect between average productivity and real wages. Changes in the dispersion of firm-level variables have contributed to slightly contain this decline.

I review and assess the evidence on minimum wage effects on health outcomes and health-related behaviors. The evidence on physical health points in conflicting directions, leaning toward adverse effects. Research on effects on diet and obesity sometimes points to beneficial effects, whereas other evidence indicates that higher minimum wages increase smoking and drinking and reduce exercise (and possibly hygiene). In contrast, there is evidence that higher minimum wages reduce suicides, partly consistent with the evidence of positive or mixed effects on other measures of mental health/depression. Overall, policy conclusions that minimum wages improve health are unwarranted or at least premature.

Using linked employer–employee data for workplaces in Britain, we find high-performance workplace practices (HPWPs) are positively associated with public sector workplace performance. Contrastingly, HPWPs are not associated with measures of public sector employees' well-being or motivation. The implication is that the performance effects of HPWP in the public sector constitute part of efficient management technology, without the need to invoke special employee responses as mediators. Public sector findings differ from those in the private sector: in the latter, HPWPs are positively associated with some performance outcomes but employee outcomes are a complex mix of non-significant, positive, and negative associations.