Share Of Jobs Research Articles

Arbeitsmarktentwicklung im Logistiksektor

Labour market development in the logistics sector. Importance, dynamics and (de-)regulation of the distribution economy. Deregulation and innovation in commercial and industrial transportation, warehousing and distribution led to the rise of a modern logistics sector. Both for Germany and the US scholars have argued that expanding logistics services help to compensate for the decline in manufacturing employment. An examination of national employment statistics to the contrary shows logistics employment to be in absolute (Germany) or relative (US) decline. While the share of logistics jobs requiring higher qualifications seems to increase in both countries, many lower skilled activities seem to be subject to productivity increase and/or (international) relocation. If dynamics in the logistic sector contribute to the decline of manufacturing employment in various ways, employment in this sector overall does not contribute to the rising share of employment in the service sector.

Sectoral Explanations of Employment in Europe - the Role of Services

This paper investigates the determinants of the service sector employment share in the EU-15, for the aggregate service sector, four sub-sectors and twelve service sector branches. Recently, both Europe and the US have experienced an increase in the share of service-related jobs in total employment. Although converging in all European countries, a significant gap in the share of service jobs in Europe relative to the US persists. Understanding the main factors behind this gap is key to achieving higher employment levels in Europe. This paper focuses on the role of barriers in the EU-15 which may have hindered its ability to absorb labour supply and therefore to adjust efficiently to the sectoral reallocation of labour. We find that a crucial role in this process has been played by the institutional framework affecting flexibility in the labour market and by the mismatch between workers’ skills and job vacancies.

Low-Skill Employment and the Changing Economy of Rural America

This study reports trends in rural low-skill employment in the 1990s and their impact on the rural workforce. The share of rural jobs classified as low-skill fell by 2.2 percentage points between 1990 and 2000, twice the decline of the urban low-skill employment share, but much less than the decline of the 1980s. Employment shifts from low-skill to skilled occupations within industries, rather than changes in industry mix, explain virtually all of the decline in the rural low-skill employment share. The share decline was particularly large for rural Black women, many of whom moved out of low-skill blue-collar work into service occupations, while the share of rural Hispanics who held low-skill jobs increased.

Transaction Costs, Higher Education Preferences and Economic Development

There seems to be recent evidence of a relation between economic development and the college graduates profile. Some majors such as engineering apparently are more growth inductive than others. However, economic theory does not give us a strong support to this relation. Human capital theory tells us only that the more years of schooling the population of a country has, the more developed this country is likely to be. NIE and the Developmental State, an alternative institutional approach, on the other hand can both cast some light on this connection. Two hypotheses, on the NIE side, put this relation forward. The first, from North (1990) states that institutions alongside with technology determine production and transaction costs. The second hypothesis links undergraduate majors with production and transaction costs. Therefore, some jobs (and thus college majors) such as lawyers would be mainly linked to transaction costs while others like engineers would be related to production costs. According to this hypothesis, countries with proportionately large transaction costs will tend to have a larger share of transaction-cost related jobs. From the Developmental State point of view, these majors are more growth inductive since they allow a faster learning and innovation process, which is the key determinant to long-run economic development. Using data sets from UNESCO and collected directed from the ministries of education from Brazil and Korea, this paper searches for an empirical support to these hypotheses.

Negotiating a job share

A new job share arrangement needs careful planning if it is to be successful

Job Sharing in the CNS Role

Job Sharing in the CNS Role

Toward an analytical solution to task allocation, processor assignment, and performance evaluation of network processors

Message-passing network-based multicomputer systems emerge as a potential economical candidate to replace supercomputers. Despite enormous effort to evaluate the performance of those systems and to determine an optimum scheduling algorithm (which is known as an NP-complete), we still lack a complete and a good performance model to analyze distributed computing systems. The model is complete if all system parameters, network parameters, communication overhead parameters, and application parameters are considered explicitly in the solution. A good performance model, like a good scientific theory, should be able to explain all normal behavior, predict any abnormality in the system, and allow the designer to adjust some of the parameters, while abstracting unimportant details. In this paper, we develop a good and complete performance model, which predicts a minimum finish time, equally the maximum speed up. In addition, we develop a closed form solution which forecasts the optimum share of the parallel job (task) that has to be assigned to each processor (node). Task assignment may then be undertaken in a distributed manner, which enhances the distributive nature of the system and, thus, improve system performance. Most importantly, our analytical solution presents a mechanism to select, based on system and application parameters, the optimum number of processors (nodes) that has to be assigned to a given parallel job. The model helps the designer to study the effect of each individual parameter on the overall system performance. This then becomes a tool for a designer of a multicomputer system to manage limited resources in an optimal manner paying attention only to those parameters that are most critical.

Job share: can this work in management?

This article looks at the retail industry's obligation to provide late opening hours, seven days a week and, in some instances, 24/7. Assesses the affects on employees’ working patterns, childcare issues and whether these obligations have a positive or negative effect on the business. Concludes that job‐share is a good way to retain experienced individuals, giving management cover throughout the year and allows the business to capitalise on the strengths and skills of two people.

Education Matters—But Does Entrepreneurship Education? An interview with David Birch

For most entrepreneurship scholars and quite a few policy makers David Birch is well known, even though very few of today's scholars in the field have actually met him. His research in neighborhood and community development in the late seventies paved the way for the work of many of today's entrepreneurship scholars. In essence his findings were simple and easy to understand for policy makers: New and small businesses create the lion's share of new jobs. His finding became the foundation for government initiatives to support growing high-growth small firms—what Birch called “gazelles.” To be able to continue research and to build his database in order to analyze the development of businesses, Birch left MIT in 1983 to set up his own research company, Cognetics, Inc. Cognetics was subsequently sold to Publicis 3 years ago and became Arc Analytics. In 1996, David Birch was named the first recipient of the International Award for Entrepreneurship and Small Business Research.

His and hers: the story of a consultant job share

His and hers: the story of a consultant job share

Job sharing in academic libraries at the senior management level: experiences of job sharing at deputy and director level

Describes the practical experiences of job sharing at deputy and director level in an academic library. Details of applying as a job share are given, how the job is organised, strategic responsibilities and managing relationships within the academic context. The importance of good communication is stressed and illustrated with examples of good practice. Barriers to job sharing are discussed, together with the disadvantages and advantages. The authors’ positive experience of job sharing should encourage employees and employers to explore more flexible ways of working, particularly in view of the shortage of suitable candidates at senior manager level in libraries.

Motricité sectorielle et mutations qualitatives de l'emploi dans les industries manufacturières tunisiennes

Le repérage de la motricité des secteurs requiert l’utilisation d’un cadre d’équilibre multisectoriel permettant le recours aux mécanismes de multiplication. L’accent sera mis sur l’effet de motricité en termes d’emploi décomposé par qualification. La contraction des multiplicateurs d’emploi manufacturier en Tunisie s’opère dans un contexte d’accroissement de la part relative des emplois à faible qualification.

Job Sharing A potential tool for hotel managers

Job sharing took on a new meaning when it allowed NYC hotels to avoid laying off key staff members.

Job Sharing

Job Sharing

Labour Market Flexibility in the Netherlands

Almost two decades have passed since Dutch employers, unions and the government, in their struggle against unemployment, agreed on a policy to increase labour market flexibility. Over the years the share of flexible jobs in the Netherlands has gradually increased to around ten percent. According to some parties the introduction of more labour market flexibility would lead to more inequality and a division in the labour market between workers with permanent employment and an underclass of women, immigrant workers and poorly educated workers with temporary contracts. The Dutch government has always claimed that a special set of legal rules regarding labour market flexibility would prevent the development of such an underclass. In this article three questions are addressed: Who has a flexible labour contract and who is in permanent employment? What is the pattern of transition to permanent contracts? What are the consequences for wage rates for those on permanent or flexible contracts respectively? The answers to these questions are provided using panel data for the period 1986-96. The results show that labour market flexibility has been introduced into the Dutch labour market without detrimental consequences for specific groups of workers.

Job Sharing in Australia: Possibilities, Problems and Strategies

AbstractThis paper defines job sharing and explores its potential benefits. An overview of its origins and growth in Australia and overseas is followed by discussion of management issues. Organisational issues concern aspects of planning, implementation and operation. Issues for job sharers include finding an appropriate job share partner, maintenance of the job sharing relationship, protection of voluntary participation and preservation of pro rata benefits and other working conditions. A process for facilitating effective liaison between management, job sharers and trade unions is proposed. Job sharing is uncommon in Australia but may assist workers to balance work and family responsibilities or pursue interests outside work while avoiding many disadvantages of precarious work. For employers, it may facilitate retention of valued staff, reduce turnover, enhance recruiting or reduce staff costs. These propositions have not been rigorously tested, however, and avenues for future research are therefore explored.

Job sharing as a preregistration house officer

Feeling daunted at the thought of working in a demanding PRHO post? Eleanor Draeger and Daphne Hazell share their experiences of a job share and give some advice about how you can do the same. Their consultant, Adrian Steger, gives his views and encourages other consultants to consider the benefits of having two house officers instead of one Flexible training has come a long way and is no longer set up only for women with children. There are now some well recognised schemes for flexible trainees at senior house officer (SHO) and specialist registrar (SpR) level, but still not many opportunities for preregistration house officers (PRHOs). We have nearly got to the end of our preregistration year, which we have carried out entirely as a job share, and firmly believe that it is an excellent way to start junior doctor training. Throughout our time as house officers, our colleagues have been fascinated by the idea of part time training. A large proportion of them have expressed an interest in training flexibly at some point and wanted to know how to go about it. While at medical school, neither of us realised that we could job share as PRHOs. We were fortunate to have the help of our undergraduate dean in organising our jobs. We hope that this article will help others who may want to do the same. ### Flexible training as a PRHO Approximately 30 junior doctors have trained flexibly (part time) in the London deanery during the past five years. The procedure for setting up a flexible PRHO post is as follows: 1. Obtain approval from the relevant associate dean for flexible training that you are eligible--that is, have a good reason. Reasons include childcare requirements, personal illness, or caring for a sick relative which means that you cannot train full time. A small number …

Recent Trends in Occupational Segregation by Gender: A Look Across the Atlantic

In this paper, we analyse the recent patterns of occupational segregation by gender in the EU countries vis-a-vis the US. Given the lack of long time-series data on homogeneous LFS data about occupations and educational attainments for male and female workers in EU countries, we use a single cross section corresponding to 1999 as the basis of comparison, hoping to uncover convergence trends by examining whether the EU-US differentials in gender occupational segregation decline across age cohorts. The main findings of our study are: (i) gender segregation has been declining across age cohorts in the case of female graduates and has remained steady for those with lower educational levels; in particular, the level of segregation for the former group is higher in the EU than in the US; (ii) gender segregation seems to be positively correlated with the share of part-time jobs; and (iii) there is some evidence, albeit a weak one, that the gender wage gap and occupational segregation are positively correlated, particularly when the Scandinavian countries are excluded from the sample.

Policies for small and medium-sized enterprises in Chile

In 1991, the Government of Chile began to pursue a new business development strategy. The Small and Medium-sized Enterprise Support Programme (Programa de Apoyo a la Pequena y Mediana Empresa) provides for a number of instruments to correct market failures and improve the efficiency, productivity, competitiveness and international trading position of Chilean products made by these firms. The importance of small and medium-sized enterprises (SMEs) in the national economy is illustrated by their number and by the share of jobs they crea te. The particularly adverse experience of the economic crises of the 1970s and 1980s, and the difficulty these companies had in adapting to the new ground rules of the open economy model, were what led the Government to decide on this new development strategy. The objective of this article is to identify and analyse the policies applied and the effects of the different actions undertaken and instruments used. Although the strategic development framework has included new instruments that have made important contributions to the SME sector, the overall impact of these is less encouraging. The challenge now facing companies of this type in Chile is to find ways of applying successful experiments on a mass scale and reformulating strategies that have not worked as well as hoped.

The Case for Job-Sharing Elected Representatives

The Case for Job-Sharing Elected Representatives