A new GLO Discussion Paper reviews employers’ violations of the wage contracts of workers on H-1B temporary work visas to the US; higher labor market power is associated with fewer violations, higher unemployment rates and subcontractor firms are associated with more.
Author Abstract: This study explores what determines employers’ violations of the wage contracts of workers on H-1B temporary work visas, which occur when firms pay those workers below the promised prevailing or “market” wage. A theoretical framework is proposed that predicts more violations during economic downturns, fewer violations when firms have more labor-market power, and more violations by subcontractor firms. Empirical analysis is based on a firm-level matched dataset of wage and hour violations and the firms that sponsor H-1Bs. Higher labor market power, measured by the Herfindahl-Hirschman Index, is associated with fewer violations. Higher unemployment rates and subcontractor firms are associated with more violations. The effects of the unemployment rate and labor market power are amplified in subcontractor firms.
The Global Labor Organization (GLO) is an independent, non-partisan and non-governmental organization that functions as an international network and virtual platform to stimulate global research, debate and collaboration.
Wann will sich die politische Klasse Deutschlands den demographischen Realitäten stellen? Gerade hat der Wissenschaftliche Beirat des Bundeswirtschaftsministeriums die Rente mit 68 gefordert und eine Regelbindung des Ruhestandsalters an das Lebensalter vorgeschlagen. Das Institut der Deutschen Wirtschaft hält gar die Rente mit 70 ab 2052 für erforderlich. In der Diskussion sind ferner Vorschläge, flexible Ruhestandseintritte leichter zu ermöglichen. Im Wahlkampfmodus haben alle zuständigen Politiker und betroffene Interessensverbände solche Vorschläge reflexartig abgelehnt.
Foto: mark-timberlake-unsplash
Demographie hat einen ganz langen Atem. Bereits vor 36 Jahren wurden bei der Gründung des Ausschusses für Bevölkerungsökonomie beim Verein für Socialpolitik ihre Herausforderungen für die Rentenpolitk ab den mittleren zwanziger Jahren dieses Jahrhunderts diskutiert. Die aufziehenden Probleme sind also keinesfalls neu oder überraschend, sie wurden nur lange Zeit schlicht ignoriert; aussitzen lassen sie sich aber nicht. Bereits 2005 hatte ich in der Mitte des seinerzeitigen Bundestagswahlkampfes (zur Erinnerung: Angela Merkel wurde im Herbst danach zum ersten Mal Kanzlerin) als seinerzeitiger Präsident des Deutschen Instituts für Wirtschaftsforschung (DIW Berlin) die Rente mit 70 in einem Meinungsbeitrag für die Süddeutsche Zeitung als langfristig notwendig bezeichnet. Auch damals war die Ablehnung einhellig, die Anfeindungen riesengroß. Das hinderte die nach der Wahl gebildete Große Koalition auf Vorschlag des Arbeits- und Sozialministers Franz Müntefering gar nicht, zumindest die Rente mit 67 stufenweise einzuführen. Seitdem haben sich alle Bundesregierungen darum gedrückt, eine nachhaltige Lösung anzustreben, auch wenn sich EU – Kommission und Bundesbank wie weite Teile der Wissenschaft regelmäßig mit Nachdruck für eine deutliche Lebensarbeitszeitverlängerung ausgesprochen hatten.
Natürlich gibt es Alternativen: Deutschland kann einfach mehr Kinder kriegen oder Migranten ins Land lassen. Oder die Rente wird aus Steuermitteln massiv quersubventioniert (der Sozialetat des Bundeshaushaltes könnte schon bald auf über 50% ansteigen), die Rentenbeiträge könnten drastisch erhöht oder die Leistungen einfach eingeschränkt (Altersarmut in Sicht) werden. Vielleicht rennen uns auch die jungen Leistungsträger weg, wenn sie sehen, dass sie weit weniger zurückbekommen, als sie ins System einzahlen. Da ist es angesichts des rapiden Anstiegs der (gesunden) Lebenszeit nur fair und human, die Option längere Lebensarbeitszeit zu ziehen. Die jetzige Debatte ist bitter notwendig. (KFZ)
Klaus F.
Zimmermann,
Wirtschaftsprofessor und Präsident der Global Labor Organization (GLO), äußert
hier seine Meinung.
Referenz Klaus F. Zimmermann und Holger Bonin: Arbeiten bis siebzig, Süddeutsche Zeitung, 18. August 2005, S. 18.
Sergio Scicchitano is Co-Lead of the GLO Coronavirus Cluster. On behalf of the Cluster he is organizing the “Panel Session CO466: The econometrics of Covid-19 pandemic” at the 15th International Conference on Computational and Financial Econometrics (CFE 2021), hosted by King’s College London on 18-20 December 2021.
Sergio Scicchitano
Abstact submission now open until 6th September 2021. How to submit: http://www.cfenetwork.org/CFE2021/submission.php
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A new GLO Discussion Paper finds that there is no significant difference between valuations of a private good and various versions of a public good as long as the good itself is the same.
Author Abstract: A frequent finding in the empirical literature on cost-benefit analysis of traffic safety measures is that valuations of public goods are lower than valuations of private goods, contrary to theory predictions. This study elicits the willingness to pay for publicly and privately provided safety improvement benefiting cyclists and pedestrians, a relatively neglected group in this literature. Our results suggest that there is no significant difference between valuations of a private good and three versions of a public good as long as the good itself is the same, in our case a mobile phone app. The public good versions differ in attributes such as mandatory or voluntary use and private or public provision institutions. . This finding is consistent with the simultaneous presence of both financial altruism and safety altruism, or neither. Public institutions are preferred to private ones in the provision of the public goods, and voluntary participation is preferred to mandated regulation. We also find evidence that attitudes that favor using taxes to fund traffic safety projects, and public responsibility for traffic safety are associated with a higher willingness to pay.
The Global Labor Organization (GLO) is an independent, non-partisan and non-governmental organization that functions as an international network and virtual platform to stimulate global research, debate and collaboration.
TheGLO Virtual Seminar is a monthly internal GLO research event chaired by GLO Director Matloob Piracha and hosted by the GLO partner institution University of Kent. The results are available on the GLO website and the GLO News section, where also the video of the presentation is posted. All GLO related videos are also available in the GLO YouTube channel. (To subscribe go there.)
The last seminar was given on June 3, 2021, London/UKat 1-2 pm, by Chiara Rapallini (Università degli Studi di Firenze and GLO) on Personality Traits and Earnings: A Meta-Analysis. See below a report and the full video of the seminar.
1. Provides a meta-analytical review of the empirical literature on the relationship between personal earnings and the Big Five personality traits.
2. Based on 936 partial effect sizes collected from 65 peer-reviewed articles published between 2001 and 2020.
3. Finds that personal earnings are positively associated with the traits of Openness, Conscientiousness, and Extraversion, and negatively associated with the traits of Agreeableness and Neuroticism.
4. Meta-regression estimates suggest that the results of the primary literature are at least partially driven by the characteristics of the study design and, in particular, that the inclusion of individual controls like the level of education attained or/and a proxy for cognitive abilities helps to explain study heterogeneity.
The paper is co-authored with Gimmarco Alderotti and Silvio Traverso.
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A new GLO Discussion Paper finds that tenure exhibits an inverted-U-shaped relationship with respect to productivity, but its impact differs widely across workforce and firm dimensions.
Author Abstract: In this paper, we explore the impact of workers’ tenure on firm productivity, using rich longitudinal matched employer-employee data on private Belgian firms. We estimate a production function augmented with a firm-level measure of tenure. We deal with endogeneity, which arises from unobserved firm heterogeneity and reverse causality, by applying a modified version of Ackerberg et al.’s (2015) control function method, which explicitly removes firm fixed effects. Consistently with recent theoretical predictions, we find that tenure exhibits an inverted-U-shaped relationship with respect to productivity. The existence of decreasing marginal returns to tenure is corroborated in our analysis on the tenure composition of the workforce. We also find that the impact of tenure differs widely across workforce and firm dimensions. Tenure is particularly beneficial for productivity in contexts characterized by a certain degree of routineness and lower job complexity. Along the same lines, our findings indicate that tenure exerts stronger (positive) impacts in industrial and high capital-intensive firms, as well as in firms less reliant on knowledge- and ICT-intensive processes.
The Global Labor Organization (GLO) is an independent, non-partisan and non-governmental organization that functions as an international network and virtual platform to stimulate global research, debate and collaboration.
A new GLO Discussion Paper finds that a light-touch intervention can increase socioeconomic and racial diversity in undergraduate economics.
The Global Labor Organization (GLO) is an independent, non-partisan and non-governmental organization that functions as an international network and virtual platform to stimulate global research, debate and collaboration.
Author Abstract: We assess whether a light-touch intervention can increase socioeconomic and racial diversity in undergraduate Economics. We randomly assigned over 2,200 students a message with basic information about the Economics major; the basic message combined with an emphasis on the rewarding careers or financial returns associated with the major; or no message. Messages increased the proportion of first generation and underrepresented minority (URM) students majoring in Economics by five percentage points. This effect size was sufficient to reverse the gap in Economics majors between first generation/URM students and students not in these groups. Effect sizes were larger and more precise for better-performing students and first generation students. Extrapolating to the full sample, the treatment would double the proportion of first generation and underrepresented minority students majoring in Economics.
A new GLO Discussion Paper finds that bad economic conditions when young can significantly predict higher entrepreneurship in later life.
The Global Labor Organization (GLO) is an independent, non-partisan and non-governmental organization that functions as an international network and virtual platform to stimulate global research, debate and collaboration.
Author Abstract: We argue that past events experienced during the critical ages of 18-25 can influence an individual’s future entrepreneurship based on the “impressionable years hypothesis”. Accordingly, we empirically investigate the relationship between bad economic conditions during youth and later-life entrepreneurship using Gallup from 2009 to 2014. The identification is achieved through variations across 77 countries and age cohorts born between 1954 and 1989. Our findings indicate that bad economic conditions when young can significantly predict higher entrepreneurship in later life. For example, experiencing at least one economic contraction during youth increases future self-employment/business ownership propensities by about 6/10% at the outcome means. Graduating from college and entering the job market in a bad economy cannot explain our results. Findings are robust to numerous methods of measuring economic contractions and controlling for behavioural measures as well as economic shocks experienced before and after the impressionable years.
A new GLO Discussion Paper studies online food ordering which tops online orders and creates millions of food delivery rider jobs/gigs in mainland China.
The Global Labor Organization (GLO) is an independent, non-partisan and non-governmental organization that functions as an international network and virtual platform to stimulate global research, debate and collaboration.
Author Abstract: This article investigates the motivation of contingent workers in the gig economy of China, particularly focusing on the two Mobile Food Delivery Aggregators (MFDA) – Meituan and Ele.me that controls over 80% of the food delivery market in China. The convenience of one ‘super-app’ on phone, offered by each of these companies, allows users to order a diversified range of products and services starting from food, clothing to travel booking and ride-hailing. Online food ordering, however, tops the chart of online orders and this creates millions of food delivery rider jobs/gigs in mainland China. This paper draws key insights from the employee motivation theories by Herzberg and Taylor which underpins the findings and thematic discussion of this qualitative paper. While it is important to recognise that the usage growth of these MFDAs and consequently new gig creation is exponentially growing, the implications of this research would inform these online platform-based companies how to better design motivational factors or incentives to boost their employee satisfaction, engagement and levels of commitments in the colossal Gig economy of mainland China.
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Organized by POP@UNU-MERIT, GLO & Università Cattolica del Sacro Cuore and hosted by UNU-MERIT, Maastricht, an Online Workshop on “Technological Change, Employment & Skills” will take place on June 7, 2021, 2.00 – 6.00 pm CEST/Maastricht/Dutch time. The workshop presents the core findings of 10 chapters of the 20 review articles of the section on ‘Technological Changes and the Labor Market’ in the Labor, Human Resources and Population Economics Handbook supported by the GLO and published by Springer Nature. The event is motivated by the attempt to review and discuss the general findings and the state-of-the-art in the economics and business literature.
Below you find an introduction to the Handbook Project, the detailed Workshop Program (PDF) and a listing of the 20 Handbook Chapters with links to access them on the Springer Nature website.
No advanced registration needed. Zoom Link: https://maastrichtuniversity.zoom.us/j/92175077007
The Handbook Project
The Handbook in “Labor, Human Resources and Population Economics” provides an integrated picture of knowledge about the economic and social behaviors and interactions of human beings on markets, in households, in companies and in societies. A fast evolving project by the GLO with a core basis in labor economics, human resources, demography and econometrics, it will provide a large and complete summary and evaluation of the scientific state of the art. Chapters are developed under the guidance of an engaged team of editors led by the GLO President administered in 30 sections.
to find out how to contribute to this exciting venture with an own chapter.
The Section “Technological Changes and the Labor Market” is directed by Marco Vivarelli, who is also the GLO Cluster Lead of the “Technological Change” area. The Section is just completing its set of 20 published papers now available for use, review and debate.
Workshop: Technological Change, Employment and Skills. June 7, 2021
14:00Opening Remarks Welcome: Neil Foster-McGregor (Deputy Director, UNU-MERIT) Introduction: Klaus F. Zimmermann (UNU-MERIT, Maastricht University & GLO; Editor of the “Handbook of Labor, Human Resources and Population Economics”)
14:15Aims and Scope Marco Vivarelli(Università Cattolica del Sacro Cuore & GLO; Editor of the Section: Technological Changes and the Labor Market”)
14:30Technology and Work: Key Stylized Facts for the Digital Age Mario Pianta (Scuola Normale Superiore & GLO)
14:45Innovation, Technology Adoption and Employment: Evidence Synthesis Mehmet Ugur (University of Greenwich)
15:00Innovation, Employment, and the Business Cycle Bernhard Dachs (AIT Austrian Institute of Technology)
15:15Technological Innovations and Labor Demand Using Linked Firm-Level Data Eva Hagsten (University of Iceland)
15:30General Discussion Introduced by Alessio Brown (UNU-MERIT & GLO)
16:00Coffee/Tea Break
16:15AI and Robotics Innovation Daniele Vertesy (Joint Research Center & GLO)
16:30Robots at Work: Automatable and Non-automatable Jobs Grace Lordan (LSE)
16:45Why do Employees Participate in Innovations? Skills and Organisational Design Issues and the Ongoing Technological Transformation Nathalie Greenan (Conservatoire National des Arts et Métiers & GLO)
17:00Skill-Sets for Prospective Careers of Highly Qualified Labor Dirk Meissner (HSE University)
17:15Quantity and Quality of Work in the Platform Economy Dario Guarascio (Sapienza University of Rome & GLO)
18:00Conclusions Marco Vivarelli and Klaus F. Zimmermann
Handbook Section “Technological Changes and the Labor Market“
The Handbook of Labor, Human Resources and Population Economics Editor: Klaus F. Zimmermann
Section – Technological Changes and the Labor Market Marco Vivarelli, Section Editor Università Cattolica del Sacro Cuore Department of Economic Policy, Milan, Italy Note: Find abstract links of the articles below the chapter titles.
Digitization and the Future of Work: Macroeconomic Consequences Melanie Arntz1,2, Terry Gregory3,1, Ulrich Zierahn5,1,4 1 Leibniz Centre for European Economic Research, 2University of Heidelberg, 3Institute of Labor Economics, IZA,4CESifo Research Network, 5Utrecht University
Innovation, Employment, and the Business Cycle Bernhard Dachs1, Martin Hud2, Bettina Peters2,3 1AIT Austrian Institute of Technology, 2Leibniz Centre for European Economic Research, 3University of Luxembourg
Why do employees participate in innovations? Skills and organisational design issues and the ongoing technological transformation, in production Nathalie Greenan, Silvia Napolitano Conservatoire National des Arts et Métiers
Quantity and Quality of Work in the Platform Economy Francesco Bogliacino1, Cristiano Codagnone2,3, Valeria Cirillo4, Dario Guarascio5 1Universidad Nacional de Colombia, 2Università degli Studi di Milano, 3Universitat Oberta de Catalunya, 4INAPP, National Institute for the Analysis of Public Policies, 5Università degli Studi di Roma
Integration in Global Value Chains and Employment Filippo Bontadini1, Rinaldo Evangelista2, Valentina Meliciani3, Maria Savona1 1University of Sussex, 2University of Camerino, 3University Luiss Guido Carli
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