407,206 research outputs found
Changes in Job Stability and Job Security: A Collective Effort to Untangle, Reconcile, and Interpret the Evidence
No full textI 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.
Understanding the Outcomes of Older Job Losers
No full textWe 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
Job-shop scheduling with an adaptive neural network and local search hybrid approach
No full textThis article is posted here with permission from IEEE - Copyright @ 2006 IEEEJob-shop scheduling is one of the most difficult production scheduling problems in industry. This paper proposes an adaptive neural network and local search hybrid approach for the job-shop scheduling problem. The adaptive neural network is constructed based on constraint satisfactions of job-shop scheduling and can adapt its structure and neuron connections during the solving process. The neural network is used to solve feasible schedules for the job-shop scheduling problem while the local search scheme aims to improve the performance by searching the neighbourhood of a given feasible schedule. The experimental study validates the proposed hybrid approach for job-shop scheduling regarding the quality of solutions and the computing speed
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Job quality in Europe
No full textPromoting 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
Jobs as Lancaster Goods: Facets of Job Satisfaction and Overall Job Satisfaction
No full textOverall job satisfaction is likely to reflect the combination of partial satisfactions related to various
features of one’s job, such as pay, security, the work itself, working conditions, working hours, and the
like. The level of overall job satisfaction emerges as the weighted outcome of the individual’s job
satisfaction with each of these facets. The purpose of this study is to determine the extent and importance
of partial satisfactions in affecting and explaining overall job satisfaction. Using the European Community
Household Panel (ECHP) a two layer model is estimated which proposes that job satisfaction with
different facets of jobs are interrelated and the individual’s reported overall job satisfaction depends on the
weight that the individual allocates to each of these facets. For each of the ten countries examined,
satisfaction with the intrinsic aspects of the job is the main criterion which workers use to evaluate their
job and this is true for both the short and the long term.European Commissio
Identifying job embeddedness characteristics in r??sum??s:\ud can human resources professionals identify differences?
No full textThesis (M.A., Psychology (Industrial/Organizational Psychology))--California State University, Sacramento, 2012.The purpose of this thesis was to investigate whether human resource professionals could identify job embeddedness characteristics in applicant r??sum??s and subsequently rate the r??sum??s with these characteristics more favorably. Participants rated the hireability of r??sum??s via electronic survey for a specific job description. Participants also completed a self-assessment personality inventory and evaluated inferred traits on r??sum??s to determine if there may be a similar-to-me effect in the ratings. The study consisted of 162 participants from 35 states, 95 female and 25 male with an average age of 45 and 14.8 years in the HR industry. Results indicated that HR Professionals rated r??sum??s with more job embeddedness characteristics more favorably; however there was no support for a similar-to-me effect based on inferred personality characteristics in the r??sum??s. These results further support the utility of the theory of job embeddedness.Psychology (Industrial/Organizational Psychology
Job autonomy and job satisfaction: new evidence
No full textThis paper investigates the impact of perceived job autonomy on job satisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction (pay, fringe benefits, promotion prospects, job security and importance / challenge of work)
Does strict employment protection discourage job creation? Evidence from Croatia
No full textEmployment 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
Job Loss and the Decline in Job Security in the United States
No full textJob tenure and the incidence of long-term employment have declined sharply in the United States. However, rates of job loss as measured by the Displaced Workers Survey (DWS), while cyclical, have not increased. This presents a puzzle that has several potential solutions. One is that, while overall rates of job loss have not increased, rates of job loss for high-tenure workers have increased relative to those for lower-tenure workers. Another is that there has been an increase in rates of job change that is not captured in the limited questions asked in the DWS. Some of this seemingly voluntary job change (e.g., the taking of an offered buy-out) may reflect the kind of worker displacement that the DWS was meant to capture but is not reported as such by workers. In this study, I address these issues by 1) documenting the decline in job tenure and longterm employment using data from various supplements to the Current Population Survey (CPS) from 1973-2006, 2) documenting the lack of secular change in rates of job loss using data from the DWS from 1984-2006, and 3) exploring the extent to which the observed patterns result from a relative increase in rates of job loss among high-tenure workers. I find that these has been no such relative change and that reconciliation of the trends in the tenure and displacement data must lie with a failure to identify all relevant displacement in the DWS.
S. Job resting
No full text1 photograph : sepia toned ; 7.5 x 13.5 cmSamuel Ernest Job resting on the front porch of the Fomowa Clubhouse.Title from album caption.Samuel Ernest Job ( 1865-1937), born in St. John's, son of Agnes (Brown) and Thomas Raffles Job. In 1890 Job became a partner in Job Brothers Co. of St. John's and in Job Brothers of Liverpool. In 1909 with the incorporation of the St. John's firm he became a director. He spent most of his life in the Liverpool business, but visited Newfoundland periodically on behalf of the company.GoodAn album containing 323 black and white photographs and 25 pages of text, covering the years 1914 to 1937 of the FOMOWA Fishing Club on the Grand Codroy River on the west coast of Newfoundland. The album's images have been digitized as separate items
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