Rate Of Job Loss Research Articles

Are workers with disabilities more likely to be displaced?

The literature on employment and disability has been relatively silent regarding the job loss experience of persons with disabilities. We document the gap in job displacement rates across disability status in the United States over the 2007–2013 period using data from the 2010, 2012 and 2014 Displaced Worker Supplements of the Current Population Survey. We find that men and women with disabilities are, respectively, 75 and 89% more likely to experience an involuntary job loss than men and women without disabilities in the United States over the 2007–2013 period, with gaps in displacement rates of eight and seven percentage points for men and women, respectively. A significant gap is found in most occupation-education subsamples. Using a logit decomposition, we find that differences in observable characteristics do not explain the gap in the job loss rate across disability status. Longitudinal tests following workers over a one-year period point to a causal effect of disability on the likelihood of displacement. While the disability gap may be due to unobservable characteristics, job mismatch and employer discrimination are also possible explanations, highlighting the potential importance of employer and public policies in improving the job security of workers with disabilities.

MASS LAYOFFS, MANUFACTURING AND STATE BUSINESS CLIMATES: DOES STATE POLICY MATTER?

I. INTRODUCTION State economic development officials tout their rankings on the various best states lists as evidence of possessing a pro-business climate to employers. Further, legislatures of these states enact laws to reinforce this probusiness image. These pieces of legislation include flexible labor market, regulatory, and taxation policies. These policies are designed to attract new jobs to a state, and their effectiveness along these lines has been the focus on considerable research. However, these policies may also affect the rate of job loss out of a state. This study is the first to explore this possibility empirically. The same policies designed to attract jobs to a state may also serve to mitigate the number of jobs lost within a state. This reduction might be due to the retention of a state's existing employment base or through the avoidance of neighboring (rival) states poaching its employers. Following from arguments laid out in Wasylenko and McGuire (1985) and Greenhut (1956), a firm's location decision is determined by where it can maximize its revenue function, minimize its cost function, or both. While state policies might not directly address a firm's revenue maximization, they may help to minimize its cost function. Incentives, regulatory, and tax policies could serve to decrease the cost of hiring within a state and allow for a lower cost structure, ceteris paribus. These policies might also help to minimize the number of jobs lost as firms respond to economic downturns. By contrast, states adopting pieces of legislation which increase the cost of hiring might not just see the diminished employment growth prospects found in the literature, but also might encourage firm shutdowns and layoffs as responses to these state policies. However, state-level policies designed to promote a more favorable business climate may simply lead to a relocation of jobs away from rival states. This creates incentives for the rival states to match, or even better, the benefits extended to their firms. These policies may ultimately result in a redistribution of existing jobs among various states rather than an increase in total employment. Another concern is the stability of any jobs created by these policies. If employers are truly footloose in that they are easily attracted to states with more favorable business environments, then they could just as easily be subsequently poached by competing policy changes in rival states. Furthermore, relaxed business regulations and decreased unemployment insurance (UI) may themselves lead to less stable employment (Autor 2003; Autor, Kugler, and Kerr 2007; Surfield 2014). For example, consider so-called right-to-work (RTW) policies. Such policies allow workers who are employed at unionized establishments to be covered by the conditions established through collective bargaining, while opting not to pay union dues. These policies reduce the attractiveness of joining a union and, as a result, weaken its ability to engage in collective bargaining. Accordingly, jobs gained through RTW policies might also be less likely to come with the protections usually associated with unionization. The size of a state's government expenditures may also proxy for a state's effective regulatory environment, and might play a role in determining the extent of job losses. Although likely designed to increase the security and stability of jobs held by workers, states with a higher number of labor market regulations might actually see greater job losses. Increases in government expenditures may allow states to both enact and effectively enforce a larger number of business and employment regulations. Such expenditures could diminish a firm's profitability and encourage it to seek a more favorable state in which to do business. Given these concerns, the focus of this article is on the evaluation of the relationship between probusiness policies and job losses. …

Negative work events reported online precede job loss in multiple sclerosis

PurposeDetermine if a recently validated online survey of negative work events can predict future job loss among multiple sclerosis (MS) patients. MethodEvaluated were 284 employed individuals (63 healthy controls, 221 MS patients), every three months, using an online vocational monitoring tool. Job loss rates in MS patients were compared with the healthy controls. Survey responses from MS patients suffering job loss (n=23) were then compared to those maintaining employment. Analyses focused on the frequency of negative work events. ResultsWhile 23 (10%) of MS patients lost their job after baseline, there was no job loss among the healthy controls. Compared to stably employed patients, those suffering job loss had been diagnosed with MS later in life, were more likely to report a progressive disease course, and had greater physical disability as measured by the Patient Derived Disease Steps (PDDS). Declining patients were also more likely to report negative work events within three months of job loss (e.g., verbal criticism for errors or removal of responsibilities). Stepwise logistic regression predicting MS job loss retained the PDDS, age at diagnosis, years working for employer and reporting a negative work event. ConclusionsThe results show that physical disability and patient reported risk factors for job loss can be monitored using an online survey tool. The tool can trigger clinical assessments to help prevent unemployment and assist patients in procuring disability benefits.

Immigrants from ENP countries and employment dismissal in Spain

Purpose – The purpose of this paper is to check if the rate of employment dismissal in the Spanish labour market is higher for immigrants from countries of the European Neighbourhood Policy (ENP) than for the native-born and the immigrants from other developing countries. It also analyses the impact on this rate of the lower endowment of human capital and the segregation in particular occupations and sectors of ENP immigrants. Design/methodology/approach – The study exploits micro-data from the Labour Force Survey before and during the great depression in Spain. The authors define two groups of immigrants, one for those whose origin is an ENP country and another for those from the rest of the developing countries. Then the rate of job loss is computed for the natives and the two groups of immigrants based on the information for each individual in the sample for each of the years under analysis. An empirical model for the probability of employment dismissal is estimated to check if the immigrant-native gap...

Are Public Sector Jobs Recession-proof? Were They Ever?

We use data from the Displaced Worker Surveys from 1984 to 2012 to investigate the differences in job loss rates between workers in the public and private sectors. Our focus is on how recessions affect the differential between job loss rates in the two sectors. We find that even after accounting for worker characteristics, the probability of job loss is higher for private sector workers than for public sector workers at all levels of government. The advantage of public sector employment in terms of job loss rates generally increases during recessions for all groups of public sector workers. Thus, the answer to the question posed in the title is that public sector jobs, while not generally recession-proof, do offer more security than private sector jobs, and the advantage widens during recessions. These patterns are present across genders, races, and educational groups.

Job Loss in the Great Recession and its Aftermath: U.S. Evidence from the Displaced Workers Survey

The Great Recession from December 2007 to June 2009 is associated with a dramatic weakening of the labor market from which, by some measures, it has not completely recovered. I use data from the Displaced Workers Survey (DWS) from 1984-2014 to investigate the incidence and consequences of job loss from 1981-2013. In particular, the 2010, 2012, and 2014 DWSs provide a window through which to examine the experience of job losers in the Great Recession and its aftermath and to compare their experience to that of earlier job losers. These data show a record high rate of job loss in the Great Recession, with almost one in six workers reporting having lost a job in the 2007-2009 period, that has not yet returned to pre-recession levels. The employment consequences of job loss are also very serious during this period with very low rates of reemployment and difficulty finding full-time employment. The reduction in weekly earnings for those job losers during the 2007-2013 period who were able to find new employment are not unusually large by historical standards.

The effects of depression and chronic diseases on the work outcomes of employees: a prospective study in Northwest China

A prospective cohort study was conducted to examine the impact of physical and mental health status on the job loss and job turnover rates in Northwestern China. There were 1778 employees included in the baseline survey at April 2006 and were followed-up in October 2006. They were classified into four groups: those with chronic diseases (n = 205), depression (n = 273), both chronic diseases and depression (n = 96), and a control group (n = 1204). Logistic regression was used to examine the impact of depression and chronic diseases on employment between the baseline and the 6-month follow-up interviews. The results of the analyses showed that participants suffering from depression were more likely to be unemployed (OR, 1.44; P < 0.05), recently changed jobs (OR, 3.28, P < 0.001) and earning a lower salary (B = −135.28RMB, P < 0.001). Depression accompanying chronic diseases had an increased risk of unemployment (OR, 2.05; P < 0.01). The participants with chronic diseases were more likely to change their jobs (OR, 2.53; P < 0.05), but this had no significant impact on unemployment and monthly salary. Overall, the findings suggest that people with depression were at a higher risk of unemployment and job turnover than people with chronic disease.

The Crisis, Mobility and Dualization in the Korean Labour Market

This paper is to empirically test dualization of the Korean labour market in terms of employment adjustments and labor turnover during the crisis. How have the employment adjustments following the crises occurred between permanent and temporary worker groups in the Korean labour market? Is the probability of job loss higher in workers of weaker positions such as contact-based temporary workers? Should the higher incidence of contract-based temporary workers have lowered the employment adjustments of permanent workers? The results show that the effects of the crisis on the employment adjustments were more focused on temporary workers. The employment volatility and relative job loss rate of temporary workers have increased during and after the crisis. And, the hypothesis that the contract-based temporary workers become increasingly working as a buffer for job security of the permanent workers in the crisis is accepted.

Job Loss Among Immigrant and Native Workers: Evidence from Spain’s Economic Downturn

The profound crisis that has affected the Spanish economy since mid-2008 has been characterized by significant job losses and a marked rise in the country’s unemployment rate. However, unemployment has had a differential impact on different population groups. Compared to natives, immigrant workers have experienced higher rates of job loss. Against this backdrop, this paper examines the differences between immigrants and natives (distinguished by gender) in terms of their probability of suffering job loss in the downturn of late 2008 and 2009. Our results indicate that the higher rate of job loss among female immigrant workers can be fully explained by their lower endowment of human capital. By contrast, human capital endowment and over-representation in certain occupations, sectors and regions in which the crisis had greatest impact do not appear to be the only reasons for the penalty suffered by immigrant males in terms of their chances of losing their job in the downturn.

Migration-Driven Aggregation Behaviors of Job Markets in a Multi-Group Environment

This paper introduces a new model describing the aggregate growth of job markets. We divide the job market in each city into two groups: native job market of size and an immigrant job market of size . A reversible migration of jobs exists in both groups. In addition, the interaction between these two groups creates both native and immigrant jobs. A loss of native jobs also takes place due to the interaction. Through studying initial conditions, job-creation rate, and job-loss rate we discover some meaningful results. The size change of native job market is closely related to that of the migration rate, native job-creation rate, and native job-loss rate. We assume that these rates are proportional to the sizes of two groups and find out that for certain initial conditions, immigrants influence native job markets positively. They create more jobs for both job markets. In addition, we can make conclusions about the future trend of the flow of jobs. People will move to places like big cities where there is a higher concentration of job opportunities.

How Dynamic is the Private Sector? Job Creation and Insights from Workplace-Level Data

Private sector employment rose by over a million in the past three years. Commentators often interpret this number – which is a net figure – as ‘job creation’. But how many jobs really are created each year, and conversely how many are lost? How has this changed with the downturn and what does it imply for the recovery?This article uses findings from business and workplace-level data to map i) job creation and destruction over recent years, ii) its components in accounting terms, iii) the relative contribution by firms of different size and age, and iv) the reallocation of resource between firms and to workplaces within firms. There are four main points: a)Job churn far outweighs net change. Before the downturn, an average of 4.0 million jobs were created each year and a slightly smaller number lost (3.7m), resulting in a net increase of about 300,000 per year.b)Most job creation (over 70 per cent) is within existing firms; but within that, over a third comes from the creation of new workplaces set up within those firms.c)The net reduction in jobs in 2008–11 was not, in contrast to earlier recessions, due to higher rates of job loss; instead it reflects a sustained period of lower job creation in new workplaces, especially in SMEs (figure 1). This is consistent with ongoing credit constraints hitting SMEs particularly hard, as discussed in Armstrong et al. (2013), or could simply be in line with lack of confidence to invest at this time.d)Looking at the years 2008–11 individually, the downturn begins with reduced levels of entry, followed by a peak of job destruction in 2009 in line with reduced aggregate demand, and then a continuation of low levels of entry of new SMEs, and lower levels of destruction too (figure 2).

FRI0071 Self-reported patterns of job loss and social security benefits claims in early rheumatoid arthritis: The eran cohort

BackgroundRA is an important cause of disability and job loss, and financial pressures attributed to RA may increase applications and eligibility for social security benefits. Better understanding of these social...

Gender Differences in Involuntary Job Loss: Why Are Men More Likely to Lose Their Jobs?

Empirical studies have consistently reported that rates of involuntary job loss are significantly lower among female employees than among males. Only rarely, however, have the reasons for this differential been the subject of detailed investigation. In this article, household panel survey data from Australia are used that also find higher rates of job loss among men than among women. This differential, however, largely disappears once controls for industry and occupation are included. These findings suggest that the observed gender differential primarily reflects systematic differences in the types of jobs into which men and women select.

Behind the Great Recession: Job Search and Housing Decisions

In this paper we analyze a mechanism that is particularly relevant to the workings of the Great Recession: we explain how easier home financing and higher homeownership rates increase unemployment rates. To this purpose we build a model of job search with liquid wealth accumulation and consumption of housing that can be rented, bought on credit, or sold. In our model, more relaxed house credit conditions increase workers' reservation wages, making them more selective in their job search. More selective job searches deteriorate employment transitions: job finding and job-to-job transitions rates decline while job loss rates increase, causing the overall unemployment rate to rise. We estimate this model structurally using NLSY data from 1978 until 2005. We find that more relaxed housing lending conditions, particularly lower downpayment requirements, increase unemployment rates by 6 percent points. We also find that declining labor demand decreases homeownership rates by 14 percent points.

The Impact of Ireland’s Recession on the Labour Market Outcomes of its Immigrants

In the mid-2000s, Ireland experienced a large inflow of immigrants, partly in response to strong economic growth but also in response to its decision to allow full access to its labour market when EU expansion occurred in May 2004. Between 2004 and 2007, the proportion of non-nationals living in Ireland almost doubled, increasing from 7.7 to 13.1%. Between 2008 and 2009, Ireland experienced one of the most acute downturns in economic activity in the industrialised world, with a cumulative fall in Gross National Product of close to 14%. In this article, we assess how this downturn has impacted upon the employment outcomes of non-nationals relative to natives. We find huge job losses among immigrants, with an annual rate of job loss of close to 20% in 2009, compared to 7% for natives. A higher rate of job loss for immigrants is found to remain when we control for factors such as age and education. We also show how an outflow of non-nationals is occurring. The findings have many implications. In particular, the results point to economic vulnerability for immigrants. However, they also point to a potential macroeconomic benefit to Ireland in terms of a flexible labour supply adjustment.

The role of worker flows in the dynamics and distribution of UK unemployment

Unemployment varies substantially over time and across sub-groups of the labour market. Worker flows among labour-market states act as key determinants of this variation. We examine how the structure of unemployment across groups and its cyclical movements across time are shaped by changes in labour-market flows. Using novel estimates of flow transition rates for the UK over the last 35 years, we decompose unemployment variation into parts accounted for by changes in rates of job loss, job-finding, and flows via non-participation. Close to two-thirds of the volatility of unemployment in the UK over this period can be traced to rises in rates of job loss that accompany recessions. The share of this inflow contribution has been broadly the same in each of the past three recessions. Decreased job-finding rates account for around one-quarter of unemployment cyclicality and the remaining variation can be attributed to flows via non-participation. Digging deeper into the structure of unemployment by gender, age, and education, the flow approach is shown to provide a richer understanding of the unemployment experiences across population sub-groups.

The Role of Worker Flows in the Dynamics and Distribution of UK Unemployment

Unemployment varies substantially over time and across subgroups of the labour market. Worker flows among labour market states act as key determinants of this. We examine how the structure of unemployment across groups and its cyclical movements across time are shaped by changes in labour market flows. Using novel estimates of flow transition rates for the UK over the last 35 years, we decompose unemployment variation into parts accounted for by changes in rates of job loss, job finding and flows via non-participation. Close to two-thirds of the volatility of unemployment in the UK over this period can be traced to rises in rates of job loss that accompany recessions. The share of this inflow contribution has been broadly the same in each of the past three recessions. Decreased job-finding rates account for around one-quarter of unemployment cyclicality and the remaining variation can be attributed to flows via non-participation. Digging deeper into the structure of unemployment by gender, age and education, the flow-approach is shown to provide a richer understanding of the unemployment experiences across population subgroups.

Improving Symptoms and Ability to Work

Back to table of contents Next article Taking IssueFull AccessImproving Symptoms and Ability to WorkDebra Lerner, M.S., Ph.D., and David A. Adler, M.D.Debra LernerSearch for more papers by this author, M.S., Ph.D., and David A. AdlerSearch for more papers by this author, M.D.Published Online:1 Jan 2011AboutSectionsPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack Citations ShareShare onFacebookTwitterLinked InEmail Depression is a private nightmare and a pervasive public health problem. Working-age adults with depression experience higher than average rates of job loss, job turnover, premature retirement, work absences, and impaired work performance. The costs to depressed adults and their families, their employers, and the nation reach into the billions of dollars annually. As two reports in this issue make clear, there is an urgent need for research to find solutions to the employment problems of our returning veterans who suffer from mental disorders, including major depression. Current economic conditions may only worsen the employment picture for this already vulnerable group.Prior depression treatment trials have contributed to the evidence base on high-quality depression treatment, documenting its impact on symptom relief and subsequent reduction in work productivity loss. These important studies help make the “business case” for high-quality treatment and respond to the private sector's increasing interest in making value-based health care purchasing decisions. However, even if high-quality medical care were available to all working-age adults with depression, evidence from research in the mental health, disability and rehabilitation, and occupational medicine fields indicates that employment problems will persist.It is time to ask, what would research look like if we really cared whether depressed workers participate fully in the labor market and function effectively on the job? Research is needed to test new care models that better enable adults with depression to be productive and engaged in work. We have an opportunity to think about interventions at the level of the individual, the health care delivery system, and the workplace, including organizational changes. Recent research suggests that workers with depression benefit from coordination of medical care with workplace support services and provision of vocational interventions. Research based on the chronic care model and related approaches suggests the potential value of multidisciplinary teams, which in this instance could ensure that general medical and psychiatric personnel collaborate with professionals close to the work situation, such as counselors in employee assistance programs.Programs spanning disciplines, professions, and systems pose unique challenges both logistically and financially that will need to be addressed. In addition, we will need more employers to partner in research to ensure that adults with depression, including returning veterans, will be able to participate fully in the workforce.Tufts Medical Center Institute for Clinical Research and Health Policy Studies and the Departments of Medicine and Psychiatry, Tufts University School of Medicine FiguresReferencesCited byDetailsCited ByResearch on the Tufts Be Well at Work Program for Employees With Depression: 2005–2020Debra Lerner, M.Sc., Ph.D., David Adler, M.D., Ariella Shayani, M.D., M.P.H., William H. Rogers, Ph.D.7 May 2021 | Psychiatric Services, Vol. 72, No. 12Work, Vol. 62, No. 4Canadian Journal of Occupational Therapy, Vol. 85, No. 1 Volume 62Issue 1 January 2011Pages 3-3 Metrics PDF download History Published online 1 January 2011 Published in print 1 January 2011

Improving Symptoms and Ability to Work

Back to table of contents Next article Taking IssueFull AccessImproving Symptoms and Ability to WorkDebra Lerner, M.S., Ph.D., and David A. Adler, M.D.Debra LernerSearch for more papers by this author, M.S., Ph.D., and David A. AdlerSearch for more papers by this author, M.D.Published Online:1 Jan 2011AboutSectionsPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack Citations ShareShare onFacebookTwitterLinked InEmail Depression is a private nightmare and a pervasive public health problem. Working-age adults with depression experience higher than average rates of job loss, job turnover, premature retirement, work absences, and impaired work performance. The costs to depressed adults and their families, their employers, and the nation reach into the billions of dollars annually. As two reports in this issue make clear, there is an urgent need for research to find solutions to the employment problems of our returning veterans who suffer from mental disorders, including major depression. Current economic conditions may only worsen the employment picture for this already vulnerable group.Prior depression treatment trials have contributed to the evidence base on high-quality depression treatment, documenting its impact on symptom relief and subsequent reduction in work productivity loss. These important studies help make the “business case” for high-quality treatment and respond to the private sector's increasing interest in making value-based health care purchasing decisions. However, even if high-quality medical care were available to all working-age adults with depression, evidence from research in the mental health, disability and rehabilitation, and occupational medicine fields indicates that employment problems will persist.It is time to ask, what would research look like if we really cared whether depressed workers participate fully in the labor market and function effectively on the job? Research is needed to test new care models that better enable adults with depression to be productive and engaged in work. We have an opportunity to think about interventions at the level of the individual, the health care delivery system, and the workplace, including organizational changes. Recent research suggests that workers with depression benefit from coordination of medical care with workplace support services and provision of vocational interventions. Research based on the chronic care model and related approaches suggests the potential value of multidisciplinary teams, which in this instance could ensure that general medical and psychiatric personnel collaborate with professionals close to the work situation, such as counselors in employee assistance programs.Programs spanning disciplines, professions, and systems pose unique challenges both logistically and financially that will need to be addressed. In addition, we will need more employers to partner in research to ensure that adults with depression, including returning veterans, will be able to participate fully in the workforce.Tufts Medical Center Institute for Clinical Research and Health Policy Studies and the Departments of Medicine and Psychiatry, Tufts University School of Medicine FiguresReferencesCited byDetailsCited ByResearch on the Tufts Be Well at Work Program for Employees With Depression: 2005–2020Debra Lerner, M.Sc., Ph.D., David Adler, M.D., Ariella Shayani, M.D., M.P.H., William H. Rogers, Ph.D.7 May 2021 | Psychiatric Services, Vol. 72, No. 12Work, Vol. 62, No. 4Canadian Journal of Occupational Therapy, Vol. 85, No. 1 Volume 62Issue 1 January 2011Pages 3-3 Metrics PDF download History Published online 1 January 2011 Published in print 1 January 2011

Job Loss in the Great Recession: Historical Perspective from the Displaced Workers Survey, 1984-2010

The Great Recession from December 2007 to June 2009 is associated with a dramatic weakening of the labor market from which the labor market is now only slowly recovering. The unemployment rate remains stubbornly high and durations of unemployment are unprecedentedly long. I use data from the Displaced Workers Survey (DWS) from 1984-2010 to investigate the incidence and consequences of job loss from 1981-2009. In particular, the January 2010 DWS, which captures job loss during the 2007-2009 period, provides a window through which to examine the experience of job losers in the Great Recession and to compare their experience to that of earlier job losers. These data show a record high rate of job loss, with almost one in six workers reporting having lost a job in the 2007-2009 period. The consequences of job loss are also very serious during this period with very low rates of reemployment, difficulty finding full-time employment, and substantial earnings losses.