Labour-England最新文献

Italy's secondary school system faced budget cuts, which limit availability of new permanent job slots for teachers. The allocation of these slots favours teachers with more seniority such that the age distribution of teachers across schools reflects older teachers' preferences for being close to urban centres. Using schools' distance from main urban centres and population size in the school's vicinity to instrument for non-random exposure of schools to older teachers, we show older teachers are detrimental to pupil attainment. The effect is large: a 6-year increase in the age of teachers leads to a one standard deviation reduction in the graduation mark.

The aim of the current study was to explore delayed retirement intention and its influencing factors in a large sample of older Chinese workers. A cross-sectional questionnaire survey was conducted among a convenience sample of 2776 older Chinese workers. Multinomial logistic regression analyses were performed separately for male and female workers to examine the association between work characteristics, family factors, personal health and the neuroticism trait and delayed retirement intention. Results showed that workers had low delayed retirement intention, while female workers were more reluctant to delay retirement than male workers. Job demand-control, job satisfaction, family economic status, family caregiving responsibilities, chronic diseases, physical health, mental health and neuroticism were predictors of male workers' delayed retirement intention, while job effort-reward imbalance, job satisfaction, family caregiving responsibilities and neuroticism were predictors of female workers' delayed retirement intention after controlling for demographic factors.

Social partners (trade unions and employers' associations [EA]) and their representativeness can shape labour institutions and economic and social outcomes in many countries. In this paper, we argue that, when examining social partners' representativeness, it is important to consider both affiliation rates and dissimilarity measures. The latter concerns the extent to which affiliated and non-affiliated firms or workers are distributed similarly across relevant dimensions, including firm size. In our analysis of the European Company Survey, we find that affiliation density and dissimilarity measures correlate positively across countries, particularly in the case of EA in which we focus. This result also holds across EA when we use more detailed, firm population data for Portugal. We conclude that higher affiliation densities do not necessarily correspond to more representative social partners as they can involve greater dissimilarity between affiliated and non-affiliated firms.

We use the Italian Statistical Institute survey that comprises about 80,000 questionnaires representative of the overall population between 15 and 90 years old to estimate the impact of chronic migraine on absenteeism and labour productivity. Using an ordinary least squares method to determine the direct effect of chronic migraine on labour productivity, we show that a 10 per cent increase in the number of people with chronic migraine increases absenteeism by 11 per cent and reduces labour productivity by 1.1 per cent per year. However, the effects of chronic migraine on absenteeism and labour productivity vary substantially between regions and sectors. Also, the comorbidity of chronic migraine with other illnesses, especially psychological illnesses, contributes to decreasing labour productivity. Most important, the results obtained at the micro level are similar and even more robust at the macro level. The results refer to a specific country, but we claim they can apply to other countries.

This paper pursues a multiple scenario analysis until 2030 to identify past and potential future labour supply and demand dynamics of four different skill groups in the six Western Balkan (WB6) countries. Simulation results of the baseline scenario show that skill shortages and surpluses would coexist: In all WB6 countries, the low educated would experience labour shortages within or shortly after the projection period while in some WB6 countries there is evidence of growing excess labour among Med-VETs, Med-GENs and the highly educated. Additional scenarios point to important country-specific policy options that can help to mitigate these projected labour market imbalances.

This paper investigates whether non-base compensation contributes to the gender pay gap (GPG). Using administrative data from Germany, we find in wage decompositions that lower bonus payments to women explain about 10 per cent of the gap at the mean and at different quantiles of the unconditional wage distribution whereas the lower prevalence of shift premia and overtime pay among women is unimportant. Among managers, the contribution of bonuses to the mean gap more than doubles and is steadily rising as one moves up the wage distribution. Our findings suggest that gender differences in bonuses are an important contributor to the GPG, particularly in top jobs.

The objective of this paper is to provide new evidence on the link between firm level characteristics (size and export) and the adoption of performance pay as part of worker remuneration. Our study exploits an employer–employee database with information on more than 200,000 workers at 26,055 Spanish firms. We find that the incidence of performance pay usually increases with firm size (at decreasing rates) and export status. However, we detect a wide variation among occupations, both in the prevalence of the two types of performance pay analysed and their relationship with size and export.

This article studies the role of managers' gender as a determinant of mentoring relationships between managers and employees in British firms by using data collected from the 2004 and 2011 Workplace Employment Relations Survey. Past literature suggests a rather mixed figure with datasets collected from either one point in time or in a single firm. Using longitudinal data collected from hundreds of British firms, this study shows that the results are inconsistent between classical pooled ordinary least squares (POLS) and fixed effects (FEs) regression models. The significant associations found in POLS regressions disappeared when firm FEs are included. This finding should encourage researchers to go beyond gender differences in mentoring relationships which often are the results of conventional stereotyping.

We evaluate the causes of the wage gap at the intersection of race, ethnicity and gender over time in the United States. We analyse the wage gaps for women of colour along three dimensions: relative to White women, relative to men of their respective race/ethnicity, and relative to White men. Using the American Community Survey, we replicate earlier findings based on the Current Population Survey data which show that, on average, Black women face an unexplained wage gap relative to White men that goes beyond the simple addition of the separate unexplained gender and racial wage gaps. This can be seen persistently between 1980 and 2019, and we find it is true across the entire wage distribution but especially notable at higher centiles. From 1990 through 2019, Black and Hispanic women saw stalled progress, while White women continued to make steady progress closing the wage gap relative to White men.

This paper explores diverse effects of an unemployment benefit (UB) reform in Germany on labor market outcomes of individuals with health impairment. The reform induced substantial reductions in potential duration of regular UB for older workers, which is exploited in a difference-in-differences setting. The results provide evidence for a decrease in days in UB, an increase in days in employment, and an increase in days in unemployment assistance. The effects on UB and employment are smaller and the effects on unemployment assistance are larger for unemployed and non-employed individuals than for individuals who were employed before medical rehabilitations.