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How middle-skilled workers adjust to immigration: the role of occupational skill specificity 中等技能工人如何适应移民:职业技能特殊性的作用
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-16 DOI: 10.1108/ijm-09-2023-0519
Damiano Pregaldini, Uschi Backes-Gellner

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.

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。
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引用次数: 0
Is human resources management sustainable enough? Evidence from the food industry 人力资源管理是否足够可持续?来自食品行业的证据
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-10 DOI: 10.1108/ijm-12-2023-0734
João J. Ferreira, Claudia Dias, Pedro Mota Veiga, Justin Zuopeng Zhang

Purpose

Based on the Natural resource-based view (NRBV), this study aims to analyze the association between the Sustainable Development Goals related to Gender Equality, Decent Work, Innovation, and Climatic Action in the Food Industry.

Design/methodology/approach

A quantitative study is adopted based on the 2019 World Bank Enterprise Survey microdata. The database includes 1,242 food enterprises from 16 European Union countries. We applied logistic regression with cluster robust standard errors.

Findings

Despite global efforts to promote decent work and gender equity, the anticipated results have not yet been achieved, suggesting varying performance in different contexts. Food firms, characterized by significant environmental impacts and seasonal tasks, employ diverse Human Resource Management (HRM) strategies based on whether they pursue innovation or environmental objectives. Grounded in the NRBV, our findings underscore the importance of investing in qualified workers and offering attractive wages to meet environmental goals, as well as providing stable contracts for female workers. The NRBV framework also highlights the crucial role of product and process innovations, whether green or not, in achieving climate action objectives.

Practical implications

European policies must be adapted to the human resources characteristics in the food industry, providing specific training on environmental and innovation issues and contributing to more work stability and gender equality.

Originality/value

Our study applies the NRBV to analyze how human resources and product/process innovations can boost environmental preservation in an industry characterized by strong environmental impacts, seasonal tasks, and financial constraints.

目的基于基于自然资源的观点(NRBV),本研究旨在分析食品行业中与性别平等、体面工作、创新和气候行动相关的可持续发展目标之间的关联。该数据库包括来自 16 个欧盟国家的 1,242 家食品企业。研究结果尽管全球都在努力促进体面工作和性别平等,但预期成果尚未实现,这表明在不同情况下的表现各不相同。食品企业的特点是对环境有重大影响,且工作具有季节性,因此它们会根据是否追求创新或环境目标而采用不同的人力资源管理(HRM)战略。我们的研究结果以 NRBV 为基础,强调了投资于合格工人、提供有吸引力的工资以实现环保目标以及为女工提供稳定合同的重要性。实践意义欧洲的政策必须适应食品行业人力资源的特点,提供有关环境和创新问题的专门培训,并促进工作的稳定性和性别平等。原创性/价值我们的研究应用了 NRBV,分析了人力资源和产品/工艺创新如何在一个具有强烈环境影响、季节性任务和财务限制特点的行业中促进环境保护。
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引用次数: 0
Flexing to outperform: workforce differentiation, HR flexibility and firm performance 灵活变通,超越业绩:劳动力差异化、人力资源灵活性和公司业绩
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-28 DOI: 10.1108/ijm-02-2024-0146
Paula Apascaritei, Marta M. Elvira, María Rodríguez-García

Purpose

Resource orchestration theory proposes that firms need resources, capabilities, and horizontal and vertical alignment to achieve high performance. Thus, we investigate which combinations of horizontal fit of resources (commitment-based HR systems for managers and nonmanagers) and capabilities (HR flexibility) together with vertical fit with business strategy (innovation versus cost leadership strategies) relate to superior performance.

Design/methodology/approach

Our study is based on a sample of 113 Spanish firms from which we collected data on commitment-based HR systems for managers and nonmanagers, HR flexibility, business strategy and performance. We employ a fuzzy set qualitative comparative analysis (fsQCA) to analyze which configurations lead to firm performance.

Findings

The empirical analysis shows that both HR practices and policies (commitment-based HR systems) and HR capabilities (HR flexibility) need to be aligned for high performance. The path for performance is comprised of a combination of commitment-based HR systems for staff and HR flexibility and by the absence of an innovation strategy or commitment-based HR systems for managers, HR flexibility, and a cost leadership strategy. We also find four paths where performance relies on efficiently combining an innovation and cost leadership business strategy.

Originality/value

Our findings make three key contributions to the literature. First, we help elucidate multicausal relationships inside the black box of the “HR–performance” relationship for firm performance. Second, we study the vertical fit with business strategy by considering innovation and cost leadership strategies. Third, we analyze multicausal pathways, thus uncovering different combinations of resources and capabilities for performance.

目的资源协调理论认为,企业需要资源、能力以及横向和纵向的协调才能实现高绩效。因此,我们研究了资源的横向匹配(针对经理人和非经理人的基于承诺的人力资源系统)和能力(人力资源的灵活性)与业务战略的纵向匹配(创新战略与成本领先战略)的组合与卓越绩效的关系。研究结果实证分析表明,人力资源实践和政策(基于承诺的人力资源系统)以及人力资源能力(人力资源灵活性)都需要与高绩效相匹配。绩效路径由员工承诺型人力资源系统和人力资源灵活性相结合,以及缺乏创新战略或管理者承诺型人力资源系统、人力资源灵活性和成本领先战略组成。我们还发现了绩效依赖于有效结合创新和成本领先业务战略的四种路径。首先,我们帮助阐明了企业绩效 "人力资源-绩效 "关系黑箱中的多因果关系。其次,通过考虑创新和成本领先战略,我们研究了与业务战略的纵向匹配。第三,我们分析了多因果路径,从而揭示了资源和能力的不同组合对绩效的影响。
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引用次数: 0
Workplace accidents, economic determinants and underreporting: an empirical analysis in Italy 工伤事故、经济决定因素和报告不足:意大利的经验分析
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-28 DOI: 10.1108/ijm-01-2024-0026
Maria Alessandra Antonelli, Angelo Castaldo, Marco Forti, Alessia Marrocco, Andrea Salustri

Purpose

This paper proposes an analysis of occupational accidents in Italy at the regional level. For this purpose, our panel is composed of 20 regions over the 2010–2019 time span.

Design/methodology/approach

We apply different econometric estimation techniques (pooled OLS model, panel fixed and random effects models and semiparametric fixed model) using INAIL and ISTAT data. Our models investigate workplace accidents at the regional level by accounting for socioeconomic, labour market and productive system variables and controlling for possible underreporting bias.

Findings

Overall results reveal the existence of a relevant under-notification phenomenon of accidents at work with respect to moderate accidents, that is higher especially for the southern regions of Italy. However, when considering as outcome variable an alternative set of more severe workplace accidents our model specification remains highly jointly statistically significant. Among our main findings, the analysis shows that worker skills (blue collar) strongly affect the regional pattern of workplace accidents, i.e. an increase of 1% of low paid employees generates about an increase of 1.8 severe workplace accidents per thousand workers. Moreover, we provide evidence that the size of the firm is inversely related to the occupational accident rates. Finally, our results highlight a nonlinear relationship between GDP and occupational accidents for the Italian regional context, confirmed by the high statistical significance of the quadratic term in all the estimated linear models and by the semi-parametric analysis.

Originality/value

A first element of originality of our study consists of investigating the macro determinants of occupation accidents at a regional Italian level. Second, the empirical literature (Boone and Van Ours, 2006) highlights the possible bias of underreporting behaviours on nonfatal accidents in contrast to fatal accidents that are always reported. From this perspective, we have identified a few analyses (namely, Boone et al., 2011) considering different accident sets characterised by different severity degrees. Thus, this paper contributes to the literature considering five alternative subsets of accidents stratified by degree of severity (i.e. moderate, severe, moderate plus severe, severe plus fatal and total accident rates) to test for possible underreporting bias affecting our econometric model.

目的本文从地区层面对意大利的职业事故进行了分析。为此,我们的面板由 2010-2019 年期间的 20 个地区组成。我们使用国家统计局和国家统计局的数据,采用不同的计量经济学估算技术(集合 OLS 模型、面板固定效应和随机效应模型以及半参数固定模型)。我们的模型考虑了社会经济、劳动力市场和生产系统变量,并控制了可能存在的漏报偏差,从而研究了地区层面的工伤事故。研究结果总体结果显示,在中度事故方面,工伤事故存在相关的漏报现象,尤其是在意大利南部地区。然而,如果将更严重的工伤事故作为另一个结果变量,我们的模型规范仍然具有高度的联合统计意义。在我们的主要发现中,分析表明工人技能(蓝领)对工伤事故的地区模式有很大影响,即低薪雇员每增加 1%,每千名工人的严重工伤事故就会增加 1.8 起。此外,我们还提供了企业规模与工伤事故率成反比的证据。最后,我们的研究结果表明,在意大利地区范围内,国内生产总值与职业事故之间存在非线性关系,所有估计线性模型中二次项的高度统计意义以及半参数分析都证实了这一点。 原创性/价值我们研究的第一个原创性要素是在意大利地区层面调查职业事故的宏观决定因素。其次,实证文献(Boone 和 Van Ours,2006 年)强调了非致命性事故报告不足行为可能存在的偏差,而致命性事故则一直都有报告。从这一角度出发,我们发现有一些分析(即 Boone 等人,2011 年)考虑了不同严重程度的事故集。因此,本文考虑了按严重程度(即中度、重度、中度加重度、重度加死亡和总事故率)分层的五个备选事故子集,以检验影响我们计量经济学模型的可能的漏报偏差,从而为相关文献做出了贡献。
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引用次数: 0
Exploitative training versus explorative training: the effect of strategic human capital investment on organizational performance 开发性培训与探索性培训:战略性人力资本投资对组织绩效的影响
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-18 DOI: 10.1108/ijm-11-2023-0665
Xiaoning Song, Jiangyan Li, Xue Xia

Purpose

Notwithstanding its significance as a form of strategic human capital investment, employee training has not yielded consistent conclusions among scholars regarding its impact on organizational performance. Some studies deem it effective, while others regard it as ineffective. We contend that distinct types of training impact various facets of firm performance.

Design/methodology/approach

In this study, we categorize employee training as either exploitative or explorative. Specifically, we examine their impact on two aspects of organizational performance: short-term performance and long-term competence, using a quasi-experimental setting and a difference-in-differences (DID) method.

Findings

We find that exploitative training is more effective in improving firms’ short-term performance (e.g. firms’ sales revenue), while explorative training is more effective in enhancing firms’ long-term competence (e.g. firms’ innovation output).

Originality/value

The findings of this study illuminate concrete benefits of training for practitioners, suggesting that firms can strategically select employee training category to maximize returns on their investment in strategic human capital based on their strategic orientations.

目的尽管员工培训作为一种战略性人力资本投资形式具有重要意义,但学者们并没有就其对组织绩效的影响得出一致的结论。一些研究认为培训有效,而另一些研究则认为培训无效。我们认为,不同类型的培训会对企业绩效的不同方面产生影响。在本研究中,我们将员工培训分为开发性和探索性两种。具体而言,我们采用准实验环境和差分法(DID)研究了它们对组织绩效的两个方面:短期绩效和长期能力的影响。原创性/价值本研究的发现为从业人员阐明了培训的具体益处,表明企业可以根据自身的战略导向,战略性地选择员工培训类别,以实现战略人力资本投资回报的最大化。
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引用次数: 0
Beyond the Griliches biases 超越格里利奇斯偏见
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-06-03 DOI: 10.1108/ijm-08-2022-0378
Corrado Andini, Monica Andini

Purpose

The paper investigates the determinants of the Ordinary Least Squares (OLS) bias of the wage return to graduate education for high-school workers in Portugal.

Design/methodology/approach

The study uses matched employer-employee data for Portugal, over the 2002–2012 period, to estimate a wage-schooling model that controls not only for individual observed characteristics, firm observed characteristics and year fixed effects, but also for three high-dimensional vectors of fixed effects – one for employees, one for employers and one for job titles.

Findings

The main results are the following. First, disregarding individual fixed effects is highly problematic, accounting for 48.5% of the OLS bias. Second, disregarding firm fixed effects is also problematic, accounting for 12.3% of the OLS bias.

Research limitations/implications

The implication for the studies in the labor-supply literature that estimate, by means of instrumental variables, the wage returns to in-school work or to on-the-job schooling is that an instrument dealing with employee’s unobserved ability only may fail to meet the exclusion restriction.

Practical implications

Take the typical instrument based on a policy reform that changes the compulsory schooling level in the population. This instrument may well be argued to be correlated with the education of the employee and uncorrelated with the unobserved ability of the employee, but unfortunately it cannot be seen as orthogonal to the unobserved ability of the employer because of its correlation with the (unobserved) education of the manager. This is a simple corollary of the fact that the employee and the manager belong, in general, to the same population.

Social implications

Individuals invest a considerable amount of resources in education, which is seen to have positive effects on several dimensions of individual life. Yet, the estimation of these effects is still surrounded by technical difficulties.

Originality/value

To the best of the authors’ knowledge, this is the first study that uses the Gelbach decomposition to investigate the determinants of the OLS bias of the wage return to graduate education for high-school workers.

目的本文研究了葡萄牙高中生接受研究生教育的工资回报率的普通最小二乘法(OLS)偏差的决定因素。研究使用 2002-2012 年期间葡萄牙雇主与雇员的匹配数据来估计工资-学校教育模型,该模型不仅控制了个人观察特征、公司观察特征和年份固定效应,还控制了三个高维固定效应向量--一个是雇员向量,一个是雇主向量,一个是职称向量。首先,忽略个人固定效应问题很大,占 OLS 偏差的 48.5%。研究的局限性/启示对于劳动力供给文献中通过工具变量估算在校工作或在职学校教育的工资回报的研究而言,仅涉及雇员未观察到的能力的工具可能不符合排除限制。这种工具完全可以说与雇员的教育相关,而与雇员的非观察能力不相关,但遗憾的是,由于它与管理者的(非观察)教育相关,因此不能被视为与雇主的非观察能力正交。社会影响个人在教育方面投入了大量资源,这被认为对个人生活的多个方面产生了积极影响。原创性/价值 据作者所知,这是第一项使用 Gelbach 分解法来研究高中生接受研究生教育的工资回报率的 OLS 偏差的决定因素的研究。
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引用次数: 0
Labour market segmentation and the gender wage gap in Spain 西班牙劳动力市场分割和男女工资差距
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-05-14 DOI: 10.1108/ijm-10-2023-0601
Fernando Núñez Hernández, Carlos Usabiaga, Pablo Álvarez de Toledo

Purpose

The purpose of this study is to analyse the gender wage gap (GWG) in Spain adopting a labour market segmentation approach. Once we obtain the different labour segments (or idiosyncratic labour markets), we are able to decompose the GWG into its observed and unobserved heterogeneity components.

Design/methodology/approach

We use the data from the Continuous Sample of Working Lives for the year 2021 (matched employer–employee [EE] data). Contingency tables and clustering techniques are applied to employment data to identify idiosyncratic labour markets where men and/or women of different ages tend to match/associate with different sectors of activity and occupation groups. Once this “heatmap” of labour associations is known, we can analyse its hottest areas (the idiosyncratic labour markets) from the perspective of wage discrimination by gender (Oaxaca-Blinder model).

Findings

In Spain, in general, men are paid more than women, and this is not always justified by their respective attributes. Among our results, the fact stands out that women tend to move to those idiosyncratic markets (biclusters) where the GWG (in favour of men) is smaller.

Research limitations/implications

It has not been possible to obtain remuneration data by job-placement, but an annual EE relationship is used. Future research should attempt to analyse the GWG across the wage distribution in the different idiosyncratic markets.

Practical implications

Our combination of methodologies can be adapted to other economies and variables and provides detailed information on the labour-matching process and gender wage discrimination in segmented labour markets.

Social implications

Our contribution is very important for labour market policies, trying to reduce unfair inequalities.

Originality/value

The study of the GWG from a novel labour segmentation perspective can be interesting for other researchers, institutions and policy makers.

本研究的目的是采用劳动力市场细分法分析西班牙的性别工资差距(GWG)。一旦我们获得了不同的劳动力细分市场(或特质劳动力市场),我们就能够将 GWG 分解为观察到的和未观察到的异质性部分。设计/方法/途径我们使用了 2021 年工作生活连续样本的数据(匹配的雇主-雇员 [EE] 数据)。我们对就业数据采用了或然率表和聚类技术,以确定不同年龄的男性和/或女性倾向于匹配/关联到不同活动部门和职业群体的特异性劳动力市场。一旦知道了这种劳动力关联的 "热图",我们就可以从性别工资歧视的角度(瓦哈卡-布林德模型)分析其最热门的领域(特异性劳动力市场)。在我们的研究结果中,一个突出的事实是,女性倾向于进入那些 GWG(有利于男性)较小的特殊市场(双集群)。我们的方法组合可适用于其他经济体和变量,并提供了有关劳动力匹配过程和细分劳动力市场中性别工资歧视的详细信息。社会影响我们的贡献对劳动力市场政策非常重要,有助于减少不公平现象。
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引用次数: 0
Polychronicity fit and turnover intentions in projects: the mediating roles of exhaustion and work overload 项目中的多时性契合与离职意向:疲惫和工作负担过重的中介作用
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-05-06 DOI: 10.1108/ijm-06-2023-0309
Syed Waqas Shah, Denise Mary Jepsen, Sarah Bankins

Purpose

Despite the deployment of state-of-the-art methodologies for project management, employee turnover in projects remains high. Such turnover has significant costs in terms of replacing personnel, potential deadline overruns and financial expenditure. Employee turnover in project contexts may stem from time-related issues associated with multiple parallel projects and short deadlines. Using person–environment fit and time congruence theories, this research examines the relationship between employee turnover intentions and individual–organizational (I–O) polychronicity fit, which captures the degree of match between individuals’ and organizational preferences for focusing on multiple tasks simultaneously.

Design/methodology/approach

Survey data were collected from 309 software project employees in Pakistan. Hypotheses were tested using polynomial regressions and response surface modeling.

Findings

I–O polychronicity fit is related to turnover intentions. Turnover intentions are lower when I–O polychronicity fit occurs on the lower end of the polychronicity continuum, whereas turnover intentions are higher when fit is observed on the higher end of the polychronicity continuum. The relationship between I–O polychronicity fit and turnover intentions is significantly explained by exhaustion and perceptions of work overload.

Practical implications

The study’s insights provide recommendations for organizations to optimally manage multitasking to help retain project employees.

Originality/value

These findings extend our understanding of the underlying mechanisms between I–O polychronicity fit and turnover intentions. Furthermore, this research expounds on how employee exhaustion and perceptions of work overload explain the relationship between I–O polychronicity fit and turnover intentions.

目的尽管采用了最先进的项目管理方法,但项目员工的流动率仍然很高。这种流失在人员替换、潜在的期限超支和财政支出方面都会产生巨大的成本。项目背景下的员工流失可能源于与多个并行项目和较短期限相关的时间问题。本研究采用人-环境契合理论和时间一致性理论,探讨了员工离职意向与个人-组织(I-O)多时性契合之间的关系,多时性契合反映了个人与组织同时专注于多项任务的偏好之间的匹配程度。使用多项式回归和响应面建模对假设进行了检验。当 I-O 多时性契合度处于多时性连续体的低端时,离职意向较低,而当契合度处于多时性连续体的高端时,离职意向较高。这些发现拓展了我们对 I-O 多时性契合度与离职意向之间内在机制的理解。此外,本研究还阐述了员工的疲惫感和对工作超负荷的感知如何解释 I-O 多时性契合度与离职意向之间的关系。
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引用次数: 0
Covid-19 heterogeneous effects on Italian workers’ incomes: the role of jobs routinization and teleworkability Covid-19 对意大利工人收入的异质性影响:工作常规化和远程办公的作用
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-04-29 DOI: 10.1108/ijm-08-2023-0474
Giovanni Gallo, Silvia Granato, Michele Raitano

Purpose

The Covid-19 pandemic appears to have engendered heterogeneous effects on individuals’ labour market prospects. This paper focuses on two possible sources of a heterogeneous exposition to labour market risks associated with the pandemic outbreak: the routine task content of the job and the teleworkability. To evaluate whether these dimensions played a crucial role in amplifying employment and wage gaps among workers, we focus on the case of Italy, the first EU country hit by Covid-19.

Design/methodology/approach

Investigating the actual effect of the pandemic on workers employed in jobs with a different degree of teleworkability and routinization, using real microdata, is currently unfeasible. This is because longitudinal datasets collecting annual earnings and the detailed information about occupations needed to capture a job’s routine task content and teleworkability are not presently available. To simulate changes in the wage distribution for the year 2020, we have employed a static microsimulation model. This model is built on data from the Statistics on Income and Living Conditions (IT-SILC) survey, which has been enriched with administrative data and aligned with monthly observed labour market dynamics by industries and regions.

Findings

We measure the degree of job teleworkability and routinization with the teleworkability index (TWA) built by Sostero et al. (2020) and the routine-task-intensity index (RTI) developed by Cirillo et al. (2021), respectively. We find that RTI and TWA are negatively and positively associated with wages, respectively, and they are correlated with higher (respectively lower) risks of a large labour income drop due to the pandemic. Our evidence suggests that labour market risks related to the pandemic – and the associated new types of earnings inequality that may derive – are shaped by various factors (including TWA and RTI) instead of by a single dimension. However, differences in income drop risks for workers in jobs with varying degrees of teleworkability and routinization largely reduce when income support measures are considered, thus suggesting that the redistributive effect of the emergency measures implemented by the Italian government was rather effective.

Originality/value

No studies have so far investigated the effect of the pandemic on workers employed in jobs with a different degree of routinization and teleworkability in Italy. We thus investigate whether income drop risks in Italy in 2020 – before and after income support measures – differed among workers whose jobs are characterized by a different degree of RTI and TWA.

目的 Covid-19 大流行似乎对个人的劳动力市场前景产生了不同的影响。本文重点关注与大流行病爆发相关的劳动力市场风险异质性暴露的两个可能来源:工作的常规任务内容和远程工作能力。为了评估这些方面是否在扩大工人的就业和工资差距方面发挥了关键作用,我们将重点放在意大利的案例上,意大利是第一个受到 Covid-19 流感袭击的欧盟国家。这是因为目前还没有收集年度收入的纵向数据集,也没有掌握一份工作的常规任务内容和远程工作能力所需的详细职业信息。为了模拟 2020 年工资分布的变化,我们采用了一个静态微观模拟模型。该模型基于收入和生活条件统计调查(IT-SILC)的数据建立,其中丰富了行政管理数据,并与按行业和地区观察到的劳动力市场月度动态相一致。研究结果我们分别用 Sostero 等人(2020 年)建立的远程工作指数(TWA)和 Cirillo 等人(2021 年)开发的例行任务强度指数(RTI)来衡量工作的远程工作性和例行化程度。我们发现,RTI 和 TWA 分别与工资呈负相关和正相关,它们与大流行病导致的劳动收入大幅下降的较高风险(分别为较低风险)相关。我们的证据表明,与大流行病相关的劳动力市场风险--以及可能产生的相关新型收入不平等--是由各种因素(包括 TWA 和 RTI)而非单一维度决定的。然而,当考虑到收入支持措施时,从事不同程度远程工作和常规化工作的工人的收入下降风险差异在很大程度上缩小了,从而表明意大利政府实施的紧急措施的再分配效果相当有效。原创性/价值迄今为止,还没有研究调查过大流行病对意大利从事不同程度常规化工作和远程工作的工人的影响。因此,我们调查了 2020 年意大利的收入下降风险--在采取收入支持措施之前和之后--在工作具有不同程度的 RTI 和 TWA 特征的工人之间是否存在差异。
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引用次数: 0
Integration of immigrant women in Europe: a multifaceted approach 移民妇女融入欧洲:多层面方法
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-04-18 DOI: 10.1108/ijm-05-2023-0243
Giuseppina Autiero, Annamaria Nese

Purpose

This work analyzes female immigrants’ integration in the dimensions of education, labor market participation and fertility in 15 European countries, considering individual characteristics, including cultural background, host countries’ attitudes towards immigrants, the role of women in the family and country-specific integration policy. All these aspects taken together are crucial to understand the main patterns of integration focusing on gender differences.

Design/methodology/approach

We focus on second- and first-generation male and female immigrants between the age of 25 and 41, with a length of stay of at least ten years. Enrollment ratios for tertiary education in parents’ countries, the total fertility rate and the female labor force in the mother’s country represent ethnic background. Diversity in the destination regions is captured by local attitudes towards immigrants, the perceived role of women and national policies to integrate migrants [Migrant Integration Policy Index (MIPEX)]. The data are drawn from the European Social Survey (ESS) for 2010–2018. Our results are based on ordinary least squares (OLS) and logit estimates; multilevel analysis was conducted.

Findings

We find significant evidence of gender role transmission from mother to daughter; age at immigration seems to be crucial to examine the importance of the culture of origin among immigrants. However, females are responsive to attitudes toward immigrants and gender equality in receiving societies, while integration policies, by defining the set of opportunities, may contribute to both genders’ tertiary education and women’s probability of being in the labor force.

Social implications

This work underlines that integration policies favoring equal rights as nationals may contribute to both women’s tertiary education and their probability of being in the labor force.

Originality/value

We explore female integration in Europe in the dimensions of education, labor market, fertility and the role of both immigrants’ cultural heritage and specific aspects of destination countries. Previous research, particularly in the USA, has generally focused on some of these features at the expense of a more comprehensive approach. This study builds upon the existing literature and contributes to it by taking a multifaceted approach to female integration in Western Europe, which presents not only an institutional context different from the USA but also some heterogeneity with respect to integration policies and socioeconomic factors.

目的这项研究分析了 15 个欧洲国家女性移民在教育、劳动力市场参与度和生育率方面的融入情况,同时考虑了个人特征,包括文化背景、东道国对移民的态度、女性在家庭中的角色以及具体国家的融入政策。所有这些方面加在一起,对于了解以性别差异为重点的主要融合模式至关重要。我们的研究重点是年龄在 25 岁至 41 岁之间、居留时间至少为 10 年的第二代和第一代男女移民。母国的高等教育入学率、总生育率和女性劳动力代表了种族背景。目的地地区的多样性通过当地对移民的态度、女性的角色认知以及国家移民融合政策[移民融合政策指数(MIPEX)]来反映。数据来自 2010-2018 年欧洲社会调查(ESS)。我们的结果基于普通最小二乘法(OLS)和对数估计,并进行了多层次分析。研究结果我们发现了母亲向女儿传递性别角色的重要证据;移民年龄似乎对考察移民对原籍文化的重视程度至关重要。然而,女性对接受国社会对待移民和性别平等的态度有反应,而融合政策通过界定一系列机会,可能会促进两性的高等教育和女性加入劳动力队伍的概率。社会意义这项研究强调,支持与国民享有平等权利的融合政策可能有助于提高女性的高等教育水平和加入劳动力队伍的概率。原创性/价值我们从教育、劳动力市场、生育率以及移民的文化遗产和目的地国的具体方面探讨了欧洲女性的融合问题。以往的研究,尤其是美国的研究,一般都侧重于其中的一些特征,而忽略了更全面的研究方法。本研究以现有文献为基础,从多方面探讨西欧女性融入社会的问题,从而为现有文献做出贡献。西欧的制度背景不仅不同于美国,而且在融入社会政策和社会经济因素方面也存在一些异质性。
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引用次数: 0
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International Journal of Manpower
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