Higher Employment Growth Research Articles

Separating Introduction Effects from Selectivity Effects: The Differences in Employment Patterns of Co-Determined Firms

This study examines differences in employment growth between firms with and without works councils by separating introduction effects from potential selectivity effects. Using a difference in differences framework, we show that firms with works councils have higher employment growth before establishing a works council. However, employment growth declines after introduction. We identify the reason for lower employment growth in reduced hiring rates but constant dismissal rates.

Personal happiness and employment growth in new technology-based firms

This paper empirically analyses the relationship between personal happiness and employment growth in new technology-based firms. Hereby, personal happiness is measured by the founder’s satisfaction with his/her life, work, financial situation, and leisure time. A unique dataset is used consisting of 441 entrepreneurs in several fields of high-technology as well as technology-based services. It is found that in an early firm stage performance and individual satisfaction go hand in hand with a few exceptions. In the long run, there is identified a strong correlation between employment growth and the founder’s satisfaction with his/her financial situation. Further, a negative correlation between high employment growth and the founder’s satisfaction with his/her life is observable. Several implications are presented.

Employment, productivity and models of growth in the EU

Purpose – The purpose of this paper is to identify the main “models of growth” characterising the EU countries in the last two decades, with particular reference to the employment‐productivity relationship, and to reveal the key determinants of productivity.Design/methodology/approach – After a survey of the relevant literature, the empirical section analyses the “models of growth” by graphical inspection, identifying four models (for EU‐27 in the 1990‐2008 period): extensive, intensive, virtuous, and stagnant. Then different econometric investigations (beta convergence, dynamic panel with GMM estimation, fixed effects panel, cross‐section) are used to test the “diminishing returns of employment rate” hypothesis (for the 2000‐2006 period), to assess the convergence processes and to determine the key variables affecting productivity.Findings – The main finding is the confirmation of the hypothesis mentioned: high employment growth is likely to lead to slower productivity growth. Moreover, besides verifying...

Do time-varying risk premiums explain labor market performance?

Within the standard search and matching model, time-to-build implies that high aggregate risk premiums should forecast low employment growth in the short run but high employment growth in the long run. If there is also time-to-plan, high risk premiums should forecast low net hiring rates in the short run but high net hiring rates in the long run. Our evidence indicates two-quarter time-to-build in the aggregate payroll data, no time-to-plan in the aggregate hiring data, but two-quarter time-to-plan in the job creation data for manufacturing firms. High payroll growth and high net job creation rate in manufacturing also forecast low stock market excess returns at business cycle frequencies.

Ethnic Diversity and Employment Growth in English Cities

There are many reasons why cities with diverse populations may grow faster. Ethnic diversity might attract human capital, tourists or firms, increase productivity through diverse approaches to problem-solving or ethnic minority entrepreneurship. Yet there are also reasons to believe that diversity could be harmful, by leading to sub-optimal provision of public goods or reducing trust or social capital. Or it may be irrelevant, being merely a proxy for class. A number of studies have shown both positive and negative relationships between diversity and growth, using a range of different measures for "diversity." This paper asks two questions: have more diverse English cities grown faster? And does measurement matter: is it important to have a multinational population or an ethnically diverse one? To answer these questions, in this paper a range of models are estimated for employment growth for 53 English cities between 1981 and 2001. The evidence suggests that cities with a high proportion of their populations born abroad in 1981 grew faster in the subsequent 10 years. Neither diversity by country of birth nor ethnic diversity is significant in the period 1991-2001. However, when variables accounting for both are included together, it appears that cities with a large number of migrants saw higher employment growth in the 1990s, but that ethnically diverse cities were less successful. The results presented here suggest that considerable attention needs to be paid to the variable used to indicate "diversity" in these studies and that the impact of diversity varies according to nature of the groups any indicator for "diversity" is representing.

Pay More, Earn Less, Work Harder - New Evidence of Foreign Subsidiary Performance and Market Efficiency in Emerging Markets

Foreign subsidiary performance and market efficiency effects are estimated and confronted in this paper using a rich firm-level panel for Polish manufacturing. Besides estimating total factor productivity, other performance measures are calculated and contrasted such as labor productivity, employment growth, markup levels and profitability. The findings show that foreign subsidiaries in Poland pay more (in wages and capital), earn less (in terms of profitability or ROA) and work harder (in terms of TFP and labor productivity) relative to their domestic counterparts. Foreign subsidiaries contribute with higher employment growth than other domestic and new firms. There is no evidence that foreign subsidiaries have significantly reduced market efficiency within the period of study and across the industries and entry modes investigated on average. Controlling for competition (which is found to have a negative effect on efficiency) the paper documents significant intra-industry spillovers. The effect is estimated to be twice as high within the foreign owned industrial communities as compared to the cross effect to domestic firms.

A New Era of Federal Involvement in Regional Economic Development? The Case of the Wired Initiative

In November 2005 the US Department of Labor's Employment and Training Administration announced a bold new initiative—Workforce Innovations in Regional Economic Development (known as WIRED). In its first iteration the WIRED initiative awarded thirteen three-year regional planning and development grants to assist regions in integrating their workforce and economic development systems to better serve emerging technologies and high employment growth sectors. In this paper I discuss the WIRED initiative as a model for federal involvement in regional economic development. Despite a sound basis in regional development theory, the implementation of WIRED fell short of its original goals that, in many cases, stymied regional attempts at innovation. The difficulties experienced by first-generation WIRED recipients led to a stark revision of the federal WIRED concept and a reversion to more traditional workforce development approaches. To be truly effective, future federal endeavors in regional economic development must overcome the persistent institutional divisions, legal impediments, and political pressures that work contrary to the desired goal of a flexible and competitive regional development strategy.

Foreign Firms and Chinese Employment

This paper examines the effect of foreign direct investment (FDI) on employment in the Chinese manufacturing sector. As one of the world's largest recipients of FDI, China has arguably benefited from foreign multinational enterprises in various respects. However, one of the main challenges for China, and other developing countries, is job creation, and the effect of FDI on employment is uncertain. The effect depends on the amount of jobs created within foreign firms as well as the effect of FDI on employment in domestic firms. We analyse FDI and employment in China using a large sample of manufacturing firms for the period 1998–2004. Our results show that FDI has positive effects on employment growth. The relatively high employment growth in foreign firms is associated with their firm characteristics and their high survival rate. Employment growth is also relatively high in private domestic Chinese firms. There also seems to be a positive indirect effect of FDI on employment in private domestically‐owned firms, presumably caused by spillovers.

Determinants of Employment Growth at MNEs: Evidence from Egypt, India, South Africa and Vietnam

Many foreign investment operations into emerging markets are small, and are likely to have only a limited impact on the local economy. However, host governments often expect transfer of advanced technology from multinational enterprises (MNEs) operating in these markets to local firms by way of inter-firm mobility of skilled labourers. The extent of such transfers would be limited, among other factors, by the size of the pool of skilled labourers that can potentially be mobile between MNEs and local firms. This, in turn, is determined by employment growth at the MNEs. We develop an empirical specification that models this employment growth, by drawing on both the economics and international business literature. This model is then estimated using firm-level data from four emerging markets. We find that wholly owned foreign direct investment operations have higher employment growth, while local industry and institutional characteristics moderate the growth effect. This suggests that policies encouraging foreign investors to set up in form of joint ventures may not actually raise the benefits for the host economy.

Do High Technology Policies Work? High Technology Industry Employment Growth in U.S. Metropolitan Areas, 1988-1998

Since the 1970s, federal, state and local governments have launched an array of new high technology development programs. Researchers and policy-makers disagree about the relative merits of these policies. We address the effects of seven of these policies on high tech industry employment growth in metropolitan statistical areas in the United States between 1988 and 1998. A conditional change score design shows that technology grant/loan programs and technology research parks have direct effects net of location and agglomeration factors. Five of seven programs positively interact with existing agglomeration advantages to create growth in high technology industry employment. Technology development programs compensate for deficits in agglomeration resources. Our results suggest that high-technology development can be planned by designing programs that magnify existing local growth advantages.

Growth of Creative Occupations in U.S. Metropolitan Areas: A Shift‐Share Analysis

ABSTRACT This article uses a shift‐share model to investigate the growth of creative occupations in U.S. metropolitan areas during the 1990s. Empirical findings indicate that the performance of the creative economy varied widely across the U.S., and that the highest competitive growth rates of the creative workforce occurred in the Rocky Mountain, Southeast, and Southwest regions. Further analysis focused on whether high competitive workforce growth between 1990 and 2000 translated into high competitive employment growth from 1999 to 2003. The results show that many of the areas with the highest competitive growth rates of creative economy employment from 1999 to 2003 were some of the weakest regions in terms of creative workforce growth during the 1990s. This raises questions about the extent to which jobs follow people in the creative economy, and suggests that an initial strong presence in the creative economy is not a prerequisite for future growth.

Work and pay in flexible and regulated labor markets: A generalized perspective on institutional evolution and inequality trends in Europe and the U.S.

In recent years a “unified theory” has emerged out of labor economics, which argues that a combination of “macroeconomic shocks” and flexible labor market institutions in the U.S. has produced strong upward trends in wage inequality, while these same shocks have produced high unemployment and low employment growth in Europe as a side effect of the wage stability preserved by that continent's rigid labor market institutions. This paper takes issue with the common view that inequality trends are best explained by a model of stable institutions interacting with changing macroeconomic forces. It argues that European institutions in fact have changed, and that institutional changes which were triggered by the broader macroeconomic forces have affected the form as well as the size of inequality trends. While the U.S. has experienced rising strong skill-based wage inequality, institutional change in France has produced an upward trend in the density of insecure jobs and an increased concentration of low-skill workers in insecure jobs. These results challenge the view that low employment rates is the sole mechanism through which European labor markets have absorbed asymmetric shocks to their demand for labor.

Worker inflow, outflow, and churning

Linked employer–employee data from Finnish business sector is used in analysing worker turnover. The data set is an unbalanced panel with over 219 000 observations in 1991–97. The churning (excess worker turnover), worker inflow, and worker outflow rates are explained by plant and employee characteristics. The probabilities of observing non-zero churning, inflow, and outflow rates increase with plant size. The magnitudes of the non-zero churning and inflow rates depend positively on size, but the magnitude of outflow rate depends negatively on size. High-wage plants have low turnover; plants with large within-plant variation in wages have high turnover. Average tenure of employees has a negative impact on turnover. High plant employment growth increases churning and separation but reduces hiring in the next year. Also controlled are average age and education of employees, shares of women and homeowners among employees, foreign ownership, ownership changes, and regional unemployment.

JIMMY CARTER, BILL CLINTON, AND THE NEW DEMOCRATIC ECONOMICS

Jimmy Carter's response to stagflation, the unprecedented combination of stagnation and double-digit inflation that afflicted the American economy during his presidency, made him the subject of virulent attack from liberal Democrats for betraying New Deal traditions of activist government to sustain high employment and strong economic growth. Carter found himself accused of being a do-nothing president whose name had become ‘a synonym for economic mismanagement’ like Herbert Hoover's in the 1930s.1 Liberal disenchantment fuelled Edward Kennedy's quixotic crusade to wrest the 1980 Democratic presidential nomination from Carter. ‘[H]e has left behind the best traditions of the Democratic Party’, the Massachusetts senator charged, ‘We are instructed that the New Deal is old hat and that our best hope is no deal at all.’2 A quarter-century later a more dispassionate analysis would suggest that Carter was neither a do-nothing president nor a throwback to the past in terms of economic policy. Far from being the ‘Jimmy Hoover’ of liberal obloquy, Carter was really ‘Jimmy Clinton’ because in seeking solutions for stagflation his administration laid the foundations of a new political economy that the next Democratic president would build upon.

Targeting Occupations in Regional and Community Economic Development

This article analyzes why and how economic and community development planners might target occupations as well as industries in shaping an economic development strategy. Key occupations can be identified on the basis of captura-bility, high relative employment growth rates, connectivity across industries, fit with underemployed workforce groups, and potential for entrepreneurship. I demonstrate the potential for targeting occupations with quantitative and qualitative evidence on performing arts occupations for a set of medium-sized metropolitan areas and make the case for occupational location and development theories analogous to those for industry. I close by outlining steps planners can follow to incorporate occupational targeting into their work.

The Performance of Venture-Backed Firms: The Effect of Venture Capital Company Characteristics

This paper deals with the empirical investigation of the question as to which type of venture capital (VC) companies determines the growth and survival of istics of VC companies as additional factors that explain the high variation of the employment growth rate of portfolio firms and their probability of surviving. Surprisingly, venture- backed firms financed by independent VC companies are not among the most successful firms. Independent VC companies are some of those with the greatest profit orientation and hence, a high quality of the value chain process is to be expected. Significantly higher employment growth rates are evident for firms financed by locally active VCs. Changes in the board of directors do not have a positive effect on firms' performance. Syndicated investment strategy seems to be a successful strategy.

The Geographic Mobility of Displaced Workers: Do Local Employment Conditions Matter?

Using data drawn from the National Longitudinal Survey of Youth 1979, the Bureau of Labor Statistics, and County Business Patterns, this study investigates whether displaced workers adjust their job search strategies in response to local market conditions to favor migration out of declining labor markets. Empirical results from a Cox partial-likelihood proportional hazards model are supportive. A low density of local employment and low average wage levels are associated with shorter wait times to migration. Conversely, high local employment growth rates, high wages, and low unemployment rates correlate with an increased likelihood of obtaining local employment following displacement.

The Dutch productivity slowdown: the culprit at last?

Two aspects of the recent performance of the Dutch economy (1982–2001) have attracted wide international attention: (1) rapid employment growth and (2) a significant slowdown in labour productivity growth. This paper argues that the shift from a high-productivity, low-employment towards a low-productivity, high-employment growth path constitutes a structural change set off by the policy of low wage growth launched in 1982. Various theoretical perspectives—including neo-classical substitution, induced technological change, vintage and the Verdoorn Law—point to channels through which wage growth restraint may hold back labour productivity growth. Our growth accounting analysis—based on these perspectives—suggests that a substantial part of the Dutch labour productivity growth slowdown can be attributed to the wage growth slowdown.

Determinants of Employment Growth at Mnes: Evidence from Egypt, India, South Africa and Vietnam

Foreign investors are expected to contribute to economic development through a variety of channels. However, many foreign investment operations are small, and almost insignificant in their impact on the local environment. An important indication of the potential contribution of foreign investors is thus their employment growth. Employees working for, and trained by, a multinational enterprise may become carriers of new technology and business practices. The more employees receive access to new knowledge, the more they in turn may spread the knowledge across the economy, for instance by setting up their own businesses. In this paper, we make a first step in investigating the determinants of this important mediating variable, employment growth. For a dataset covering four diverse emerging economies, we find that wholly-owned FDI operations have higher employment growth, while local industry characteristics moderate the growth effect.

Moving to Jobs?

This paper examines whether New Zealand residents move from low-growth to high-growth regions, using New Zealand census data from the past three inter-censal periods (covering 1986-2001). We focus on the relationship between employment growth and migration flows to gauge the strength of the relationship and the stability of the relationship over the business cycle. We find that people move to areas of high employment growth, but that the probability of leaving a region is less strongly related to that region's fortunes. We also find that migration flows to the metropolitan regions of Auckland, Canterbury and Wellington include a higher proportion of international immigrants compared with the rest of New Zealand.