14,843 research outputs found
Job of Edessa's Book of Treasures
No full textJob of Edessa, who flourished in the early ninth century, is known to have translated some of Galen’s works and also to have authored many of his own compositions, but only one major work survives: his Book of Treasures. The editor of this volume, Mingana, rightly subtitles it an Encyclopedia, for Job covers all manner of scientific topics here, from the basic (elements, matter, generation and corruption) to more tangible subjects (anatomy and physiology, zoology, meteorology and astronomy, metals and geology), and even spiritual questions (angels, the resurrection and future life). Mingana gives the Syriac text together with an English translation, which has a detailed table of contents. The volume is prefaced with a long introduction in which Mingana covers what is known about Job’s life and works and the sources and contents of the Book of Treasures. Every reader interested in the legacy of Aristotelian science and in the intellectual, and especially the scientific, climate of the middle east around the ninth century will want to study this volume.Translated into English from a Syriac version
Understanding the Outcomes of Older Job Losers
Full text linkWe use an unusually rich Canadian survey to examine how post-job-loss behaviour and outcomes vary with age of the job loser. We find that older job losers experience greater post-displacement joblessness, and are less likely to return quickly to satisfactory employment. We show that this apparent age effect is not a job tenure effect or wealth effect. We also find that older job losers, compared to mid-career job losers, are as likely to report searching for work, but that they search less intensely (reporting fewer hours of search, and lower out of pocket expenditures on search). They are also less likely to retrain, less likely to undertake a geographic move, and less likely to switch occupations. Thus, the data suggest older job losers are less likely to make career investments after job loss. This may be a rational response to a shorter time horizon, or to more limited labour market opportunities.job loss, job search, older workers
Changes in Job Stability and Job Security: A Collective Effort to Untangle, Reconcile, and Interpret the Evidence
Full text linkI synthesize and summarize a set of recent papers on changes in the employment relationship. The authors of these papers present the most up-to-date and accurate assessment of their evidence on changes in job stability and job security, and attempt to reconcile their evidence with the findings of other research, including the other papers discussed herein. Some of papers also begin to explore explanations of changes in the employment relationship. The evidence suggests that the 1990's witnessed some changes in the employment relationship consistent with weakened bonds between workers and firms. But the magnitudes of these changes indicate that while these bonds may have weakened, they have not been broken. Furthermore, the changes that occurred in the 1990's have not persisted very long. It is therefore premature to infer long-term trends towards declines in long-term employment relationships, and even more so to infer anything like the disappearance of long-term, secure jobs. The papers examining sources of changes in job stability and job security in the 1990's point to some potential explanations, including relative wage movements, growth in alternative employment relationships, and downsizing. However, with the possible exception of the first of these, this list does not encompass fundamental' or exogenous changes impacting the employment relationship, but rather to some extent suggests how various changes in the employment relationship may reinforce each other. Understanding the structural changes underlying empirical observations on changes in job stability and job security is likely to be a fruitful frontier for future research on the employment relationship.
Job rotation as a learning mechanism.
Full text linkThis article analyzes the costs and benefits of job rotation as a mechanism with which the firm can learn about the employees' productivities and the profitability of different jobs or activities. I compare job rotation to an assignment policy where employees specialize in one job along their career. The gains from adopting a job rotation policy are larger when there is more prior uncertainty about employees and activities. I argue that this firm learning theory fits the existing evidence on rotation better than alternative explanations based on employee motivation and employee learning.
The cyclicality of hires, separations, and job-to-job transitions
Full text linkThis paper measures the job-finding, separation, and job-to-job transition rates in the United States from 1948 to 2004. The job-finding and job-to-job transition rates are strongly procyclical and the separation rate is nearly acyclical, especially since 1985. The author develops a simple model in which unemployed workers search for jobs and employed workers search for better jobs. The model predicts that an increase in either the job-finding rate or the separation rate raises the job-to-job transition rate, which is qualitatively and quantitatively consistent with the available evidence. In contrast, if the job-finding rate were acyclical and the separation rate countercyclical, as is the conventional wisdom, the model predicts that the job-to-job transition rate would be counterfactually countercyclical.Job hunting ; Labor turnover
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Job quality in Europe
Full text linkPromoting job quality and gender equality are objectives of the European Employment
Strategy (EES) in spite of a downgrading of the attention given to both in the
revised employment guidelines and the re-launch of the Lisbon Process. However,
advances on both of these objectives may be important complements to the employment
rate targets of the EES, as access to good quality jobs for both sexes is likely to
help sustain higher employment rates. While the European Commission has a broad
view of the concept of job quality in practice, it relies on a selection of labour market
type indicators that say little about the quality of the actual jobs people do. Using
data from the 2005 European Working Conditions survey, we analyse job quality
along three dimensions: job content, autonomy and working conditions. We conclude
that gender and occupational status, along with other job characteristics such as
working time and sector, have more influence on an individual’s job quality than the
country or ‘national model’ they are situated in. Our results also demonstrate the
value of developing indicators of job quality that are both gender sensitive and
derived at the level of the job rather than the labour market in order to advance EU
policy and academic debate on this topic
Does strict employment protection discourage job creation? Evidence from Croatia
Full text linkEmployment protection legislation in Croatia is among the most strict in Europe. Firing is difficult and costly, and flexible forms of employment are limited. Is this apparent rigidity reflected-as one would expect based on standard economic theory-in low labor market dynamics? Is job creation low and hiring limited? Is the job security of insiders achieved at the cost of outsiders not being able to enter thelabor market? The author attempts to answer these questions by examining job flows. If the employment protection legislation is binding, then job and worker turnover should be low. He shows that this is indeed the case. Hiring is limited and the average job tenure is very long in Croatia. Job destruction is low, however job creation is still lower. The result is accumulation of unemployment, in large part due to new labor market entrants not being able to find a job. The high degree of job protection also seems to strengthen the bargaining position of insiders and results in relatively high wages. So, wages in Croatia are higher than among its competitors, even after adjusting for productivity. These high labor costs are likely to contribute to limited job creation in existing firms, but also are likely to discourage the entry of-and thus job creation in-new firms. The author presents evidence that firm growth has been indeed limited in Croatia, contributing to the low employment level. The author examines other potential causes of high unemployment in Croatia (the unemployment benefit system, labor taxation, the wage structure, and skill and spatial mismatches). He argues that they do not play a substantial part in accounting for poor labor market outcomes in Croatia. The author concludes that the stringent employment protection legislation is the key labor market institution behind low job creation and high unemployment. Based on this he recommends specific measures aimed at liberalizing the labor market to foster job creation and employment.Labor Management and Relations,Labor Policies,Labor Markets,Environmental Economics&Policies,Trade Finance and Investment,Labor Markets,Labor Management and Relations,Labor Standards,Banks&Banking Reform,Environmental Economics&Policies
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