Job Switching Research Articles

HAOR AREA PEOPLES’ ADAPTATION STRATEGIES TO CLIMATE CHANGE INDUCED EVENTS IN KISHOREGANJ, BANGLADESH

Background: Bangladesh is a vulnerable country with respect to climate change especially in Haor areas because of its geographic location, lateral of flood plains, high population density, overhead level of poverty and irresistible dependency on nature. An extreme weather events due to climate change pose a risk to future food security. Objectives: This study analyzed the haor area people’s adaptation ability and significant factors influencing their adaptation towards climate change. Methods/Approach: Various descriptive statistical analysis and frequency distribution were used to examine the status of various adaptation strategies and village-wise binary logistic regression analysis was performed to determine the factors that significantly affects haor area people’s adaptation to climate change. Results: The people of Khoishore, Dalargaon and Hasimpur villages adopted different adaptation strategies like take loan, seasonal migration, job switching, and changing crop calendar etc. taken because of climate change induce events such as flash flood, riverbed fill up and riverbank erosion. Education level, possession of own farming land, yearly family income, perception level of people about climate change impact are found most significant factors that motivated people to take various adaptation strategies. Conclusions: Government and NGO’s should come forward to arrange alternative income opportunities for the people and to build up sustainable flood control embankments to prevent the damage of flash flood in haor area due to climate change induce events.

Impact of Work Life Balance (WLB) on Job Switching Behavior: An Empirical Study

To date, researchers who have done work life balance (WLB) have mainly focused on work and the family domain. However, the present-day workforce is heterogenous in nature and the workers might even value the other domains of non-working apart from family. These researchers mainly aim at investigating the significance of the other domains of non-working in work life balance with a special focus on the health of workers. Besides the meaning of the effect of balance between serious and fun activities and work well-being balance on representative fulfillment was evaluated. Likewise, these examinations investigate the impact of balance between serious and fun activities and work well-being balance on change in the degree of representative fulfillment according to the qualities of the laborers, including parental status, age, work capacity, and sex. The consequences of studies show that the specialists believe well-being to be a significant factor in the space of balance between fun and serious activities. Work well-being balance clarifies a greater amount of change in representative fulfillment when contrasted with balance between fun and serious activities. A sample of 311 respondents was surveyed to find the factors related to work life balance and their impact on job switching behavior. After applying factor analysis, a statistical tool, and analyzing the data, the study concludes that work health balance, job satisfaction, work environment, relation with management and co-workers, and work and personal life balance are the different factors related to work life balance that shows significant impact on job switching behavior.

Employment Status in Individuals with Upper-Limb Amputation: A Survey of Current Trends

ABSTRACT Introduction After upper-limb amputation, employment opportunities may be limited. Given the dramatic shift in the job market in the United States in the recent years, there is a need to examine the updated employment rates and the types of occupations to which individuals with amputation can return to. In this study, we assessed current employment status for people with upper-limb loss and determined whether these individuals needed to change jobs as a result of limb loss. Second, we examined whether demographic or impairment-specific factors were correlated with employment status or the need to switch jobs. Materials and methods Individuals with upper-limb amputation provided personal and employment information in an online survey. We explored the bivariate relationships between employment status and 11 personal factors (e.g., age at amputation, highest education level). Using the significant factors from this analysis, we built a logistic regression model for postamputation employment status. We also explored the relationship between these same 11 factors and the individuals' need to switch jobs after limb loss. Results A total of 199 and 160 respondents were deemed eligible for the employment status and job switch analyses, respectively. Of the working-aged respondents, 60.8% (121/199) were employed at the time of survey. Twenty-nine percent (47/160) reported needing to change jobs because of their amputation. Factors negatively associated with employment included having a bilateral amputation, lower education level, older age at amputation, higher pain frequency, and wearing a prosthesis less frequently. Higher education level was the only significant predictor of successful employment in the logistic regression model. There were no significant relationships between any factor and the need to change jobs after amputation. Conclusions The results suggest that individuals with upper-limb amputation have a lower employment rate than the national average. Future work should focus on understanding the reasons behind employment challenges in this population.

Rising quit rates are a possible inflation signal

▪ A surge in quit rates, labelled by some ‘the great resignation’, is underway in a number of economies, most notably the US. The jump likely reflects tight labour markets and possibly a reaction to rising inflation. With a potential feedback effect from higher wages to prices, these developments represent an area of considerable uncertainty and an upside risk to inflation. ▪ The US quit rate has surged since economic reopening in early 2021 and at 3% is now at the highest level in two decades. With some lag, pay growth has been rising too and could go higher still based on the recent trajectory of quits. ▪ Increasing US quit rates and a recent rise in the premium of pay growth for job switchers over job stayers are possible signals that workers are becoming more sensitive to inflation developments in the context of tight labour markets. ▪ A soaring quit rate is also visible in the UK where job‐to‐job moves and resignations are at their highest in 20 years. The upward trend in UK pay growth is less clear than in the US, but some indicators suggest both quits and wage growth could strengthen further in 2022. ▪ In the eurozone, labour market indicators look more subdued. The share of new starters in employment has risen in recent quarters but only back to the pre‐pandemic average. French vacancies have risen sharply; in Germany, however, a similar vacancy trend is not evident. Quit rates are flat in Japan. ▪ Optimistically, rising quit rates may be symptoms of a temporary supply‐and‐demand mismatch in reopening economies. But more pessimistically, surging quit rates could signal a shift to a higher inflation regime. As such, quit rates look like a key indicator for investors and policymakers to keep an eye on.

The Impact of COVID-19 on the Household Economy of India.

COVID-19 has disrupted the Indian economy. Government-enforced lockdown to restrict the spread of infection has impacted the household economy in particular. We combine aggregates from national income accounts and estimates from the microdata of a labour force survey covering more than 0.1 million households and 0.4 million individuals. The aggregate daily loss to households is USD 2.42 billion. While loss to earnings accounts for 72% of the total, the rest 28% is wage loss. Service-based activities account for two thirds of wage loss, and natural resource-based activities are responsible for most of the earning loss. The dominance of informal job contracts and job switching in labour markets intensifies this, with the most vulnerable group consisting of 57.8 million in casual engagement, who have a high degree of transition from one stream of employment to another on a daily basis. Supplementary InformationThe online version contains supplementary material available at 10.1007/s41027-021-00352-8.

Mixed methods analysis of an exploratory apprenticeship model employment program for young adults with developmental disabilities

BACKGROUND: Individuals with developmental disabilities experience lower employment, higher underemployment, and higher job switching rates than the general population. OBJECTIVE: The current study investigated: (1) the vocational and support experiences of individuals with developmental disabilities, and (2) the differences in participant outcomes between an apprenticeship-model employment program and the comparison group. METHODS: Qualitative and quantitative methods were used to assess outcomes and experiences of participants in the apprenticeship model employment program (N = 22) and a community-based “Job Club” (N = 11). Thematic analysis was used to analyze interview transcripts. Independent samples T-tests and paired samples T-tests were utilized to analyze within-group and between group differences. RESULTS: Parent interview data regarding past and current experiences of the participants in the apprenticeship model employment program suggest 6 major themes. Independent samples T-tests determined that the apprenticeship program participants were significantly less employed than the comparison group at pre-, then similarly employed as the comparison group at post-intervention. Within-group analyses determined that some aspects of participant confidence in their vocational skills and problem-solving skills significantly increased from pre- to post-intervention, according to parent report. CONCLUSIONS: The apprenticeship model of employment appears to be a promising model in need of further study with a larger sample size.

Job Switch From the Private Sector to the Public Sector: The Characteristics of the Switchers

While significant attention has been directed to the job switchers from the public sector to the private sector, there have been few studies about the job switchers in the opposite direction. This paper examines whether sector switchers’ characteristics from the private to the public sector are different from stayers. It is related to a broader set of questions that ask how employees’ characteristics and sector switching are related. The empirical analysis using the National Survey of College Graduates (2003, 2006, 2010, and 2013) shows the switchers’ characteristics. First, females and unmarried employees were more likely to switch their jobs from the private to the public sector from 2003 to 2006. However, these gender and marriage status differences became insignificant from 2010 to 2013. Second, black employees were more likely to move from the private to the public sector for the whole period. Third, the more educated employees seemed to have more freedom to change their private to public careers. Fourth, employees with experience in government-funded projects were more likely to switch jobs from the private to the public. Fifth, workers who showed a low satisfaction level in job security and considered PSM as an essential job principle were more likely to shift across sectors from the private to public. This paper’s findings highlight a neglected sector switch from private to public and open a window into the extent and characteristics of employees who switch their jobs from the private to the public sector.

Job mobility and heterogeneous returns to apprenticeship training in Italy

AbstractThis paper provides empirical evidence on the effect on wages of the mobility across firms and sectors of apprentices after graduation in Italy over the period 1997–2013. We use administrative data and employ an instrumental variable approach to account for endogenous mobility due to observed and unobserved worker characteristics. Our main finding is that job switchers not in the economic sector of the training firm faced a significant gap in wages in comparison to stayers, indicating a loss of firm‐ and sector‐specific human capital. In addition, under the new apprenticeship rules introduced in 2003 by theBiagi reform, which lessened the stringency of the norms on the training content delivered by firms, both within‐ and across‐sector job switches had large negative effect on wages, suggesting a reduction in the transferability of skills for trainees relatively to the previous regime.

How Farming Communities Cope With Displacement Arising from Farmer-Herder Conflict in North Central Nigeria

A largely overlooked area in extant literature on farmer-herder conflict in Nigeria is coping strategies employed by internally displaced farming communities. Using exploratory design and qualitative data collection tools, we collected data from 23 purposively selected victims of farmer-herder conflict in Nasarawa State who were displaced and were either living in internally displaced persons camps or with friends/family. Findings showed that participants relied on their friends and family to cope with victimization experiences. Reported coping strategies included job switching, relocation to a safer place, formation of a vigilance group and trusting in God. The article recommends, among other things, empowering displaced populations with skills to cope with displacement challenges.

Economic and environmental benefits of 3-wheeler electric vehicles during covid-19: A case study of Rajshahi, Bangladesh

This paper provides an insight into the labour market impacts of the COVID-19 crisis in Bangladesh, focusing on Rajshahi City Corporation. A survey was built to collect data about job switching nature before and during the crisis to shed light on the implications of COVID-19 on employment and earnings. The findings presented here indicate substantial labour market impacts both at the extensive and intensive margin, mainly due to the nature of the crisis's occupations. And the sufferers switch their jobs to 3-wheeler EVs industry as a driver or mechanic. Bus helper job was the most susceptible job during the pandemic, followed by garments. Due to the countrywide lockdown, emissions from vehicles were restricted, it was found that the air quality has been improved throughout the country during the lockdown. And 3-wheeler electric vehicles play a vital role to ease this issue. The study also assesses the impact of lockdown measures on air quality in Rajshahi. Four different air pollutants data from the google earth engine (NO2, SO2, CO, and O3) were analyzed. The study evaluated that the lockdown measures significantly reduced air pollution because of reduced vehicular and industrial emissions in Bangladesh.

Job switching and communities of practice: mapping facilitators and dampeners to life cycle

PurposeThis paper aims to understand the impact of the job switching behavior on different stages of the communities of practice’s life cycle. Job switching has been viewed from both positive and negative point of views, and its impact on certain organizational factors might be found in literature. Job switching/job hopping behavior of an individual might be fueled by socio-economic factors as well as fun, but it has serious implication for the companies. But an understanding of how this new employee might influence the communities of practice, given which stage is the community in, is something that has not been studied yet. This work is an attempt in that direction.Design/methodology/approachUsing integrative review technique, this paper forwards a conceptual framework based on the literature reviewed and builds a model using an understanding of the nuances of each stage of the life cycle of communities of practice.FindingsThe model proposes the impact of switching on each stage of the life cycle of communities of practice. It is observed that at each stage a new entrant who is a “job hopper” might either help or hinder the progress of a community of practice.Research limitations/implicationsThis paper gives a new impetus to the research on communities of practice in contemporary perspective. The model proposed could be tested using data from real communities of practice. This paper limits itself to the proposal of the model and does not engage in testing it.Practical implicationsOrganizations and managers may use the model to understand how a new entrant to the organization will complement the existing life cycle phase of the communities of practice within.Originality/valueThe conceptual model proposed is unique in its context of job switching behavior and its effect on communities of practice. Research on communities of practice from this contemporary perspective might bring important research directions in future.

칵테일 바 이용객의 불량행동에 대한 종사원의 마음챙김 요인이 직무스트레스와 이직의도에 미치는 영향 연구

본 연구에서는 칵테일 바 종사원이 지각한 고객불량행동이 직무스트레스와 이직의도에 어떠한 영향을 미치는지와 고객의 불량행동, 종사원의 마음챙김요인, 직무스트레스 및 이직의도 요인간의 인과관계에 대해 규명하는 연구를 진행하였다. 본 연구의 대상은 전국 칵테일바에 종사하는 종사원(바텐더)으로 방문 또는 온라인 설문지를 통하여 총 200부를 배포하였고, 회수된 설문지 중 불성실한 응답을 제외한 191부를 최종 분석에 활용하였다. 본 연구의 시사점으로 첫째, 고객의 다양한 불량행동은 바텐더종사원에게 스트레스를 유발하며 이는 직무만족에 부정적인 영향을 줄 수 있기 때문에, 스트레스 완화를 위한 근무환경의 개선, 정기적인 심리상담실시, 다양한 운동 및 심리치료 프로그램 운영 등을 통해 자존감과 만족감향상을 위한 노력이 필요할 것이다. 둘째, 칵테일 바 종사원의 직무애 대한 애착과 역량개발의지가 높은 것으로 분석됨에 따라 칵테일 바 운영자는 직원들의 역량을 강화하는 비전을 제시하고, 능력향상에 따른 업무 배정 및 고과에 따른 합리적인 보상체계가 필요할 것이다. 셋째, 고객의 불량행동을 접하는 종사원들이 마음챙김 능력을 증진 시킬 수 있는 훈련과 연습 할 수 있는 분위기 및 제도적 지원이 필요할 것이다. 넷째, 고객불량행동은 마음챙김 요인을 매개로 하여 직무스트레스와 이직의도에 간접적 영향을 미치는 것으로 나타난 것과 같이 칵테일 바 종사원의 마음챙김의 중요성을 간과해서는 안 될 것이다.

The Effect of Salary History Bans on Wages, Learning, and the Gender Pay Gap

A number of important jurisdictions have recently enacted salary history bans to combat the gender pay gap. This paper models the effect of such bans by augmenting the standard asymmetric learning setting with efficiency wages, such that wages themselves are both necessary to motivate optimal production and informative of employee ability. We demonstrate that, in the absence of other public signals, wage disclosure can result in an equilibrium of symmetric learning. Imposing a ban reverts to asymmetric learning, with adverse selection in the lateral hiring market and higher wages for new entrants to the labor market. We extend our model to include a form of taste-based discrimination that matches both the empirical characteristics of the gender pay gap and the biases cited by proponents of bans: some firms consistently but unconsciously under-evaluate the ability of their incumbent female workers, leading to failure to promote, lower wages, and anchoring in the lateral job market. Wage disclosure allows high-performing women to escape discriminatory firms, although some degree of anchoring and wage gap persists. In contrast, bans may reduce the gender wage gap, but do so at the expense of high-performing women, who may be trapped at discriminatory firms. Efficiency also declines under a ban, as trapped high-skill women under-produce. These results imply that the wage gap (and the welfare of working women, particularly high-performers) is better addressed through policies that promote efficient job switching.

An Examination of the Intracorrelation of Family Health Insurance

A negative shock to one household member can have consequences for other household members. This paper demonstrates the extent of job lock and insurance plan stemming from the unanticipated shock of a child family member. In response to the shock, I estimate a 7 – 14 percent decreased likelihood of all family members leaving the current insurance network and plan. This is plausibly driven by reduced rates of job switching by the plan's primary policyholder. Furthermore, switching frictions stemming from the non-portability of insurance products may contribute to the observed job and health plan lock.

Impacts of Public Health Insurance on Occupational Upgrading

Using data from the Current Population Survey’s Merged Outgoing Rotation Groups, the authors examine whether greater Medicaid generosity encourages people to switch toward better quality occupations. Exploiting variation in Medicaid eligibility expansions for children across states during the 1990s and early 2000s, they find that a one standard deviation increase in Medicaid infant income thresholds increased the likelihood that working parents move to a new occupation by 1.6 percentage points or 3.3%. Findings show that these effects are larger for those below 150% of the poverty line and for married parents who were not benefiting from Medicaid prior to the expansions. In addition, findings indicate that Medicaid generosity also increased mobility toward occupations with higher average wages and higher educational requirements. This article contributes to the literature on job lock by showing that access to public health insurance not only increases employment and job switches but also encourages occupational upgrading.

Labor market polarization in Britain and Germany: A cross-national comparison using longitudinal household data

Since the 1980s, the share of employment for mid-wage occupations in many advanced countries has decreased while wages for the same occupations have declined relative to the top and bottom of the distribution. The hypothesized explanation of this employment and wage polarization is a phenomenon called Routine-Biased Technical Change (RBTC), wherein new machines and computers substitute for workers in mid-wage occupations that have a high content of routine tasks. Taking advantage of panel data for Britain and Germany, this study follows the work of Cortes (2016) and examines the occupational mobility of workers between occupations that vary in the intensity of routine tasks. Among workers in routine occupations, higher unobserved skills are positively related to switching to higher-paid, non-routine cognitive occupations, while those who have lower levels of unobserved skills are more likely to move to lower-paid, non-cognitive manual occupations. This occupational mobility has resulted in faster future wage growth for all job switchers relative to those who stayed in the routine occupations. The wage polarization found in the British labor market resembles that observed in the US by Cortes (2016) in that routine workers transit down to manual jobs and upwards to cognitive jobs. However, in Germany, which is characterized by different educational and labor market institutions, most workers move from routine occupations to more highly compensated cognitive ones in the face of automation.

Wages and the Value of Nonemployment*

Abstract Nonemployment is often posited as a worker’s outside option in wage-setting models such as bargaining and wage posting. The value of nonemployment is therefore a key determinant of wages. We measure the wage effect of changes in the value of nonemployment among initially employed workers. Our quasi-experimental variation in the value of nonemployment arises from four large reforms of unemployment insurance (UI) benefit levels in Austria. We document that wages are insensitive to UI benefit changes: point estimates imply a wage response of less than $0.01 per $1.00 UI benefit increase, and we can reject sensitivities larger than $0.03. The insensitivity holds even among workers with low wages and high predicted unemployment duration, and among job switchers hired out of unemployment. The insensitivity of wages to the nonemployment value presents a puzzle to the widely used Nash bargaining model, which predicts a sensitivity of $0.24–$0.48. Our evidence supports wage-setting models that insulate wages from the value of nonemployment.

How Job Changes Affect People's Lives — Evidence from Subjective Well‐Being Data

AbstractStarting a new job is able to boost people's careers, but might come at the expense of other areas of life. To investigate individual implications of job mobility, we analyse the effects of job changes on time‐use and indicators of subjective well‐being using rich data from a representative German panel survey. We find that job switchers report relatively high levels of life satisfaction, at least for the first time after the job change. There is no such ‘honeymoon’ period for job changes triggered by plant closures. Instead, we find evidence for a harmful impact of involuntary mobility on family life.

Who Cares - And Does It Matter? Measuring Wage Penalties for Caring Work

Abstract Economists and sociologists have proposed arguments for why there can exist wage penalties for work involving helping and caring for others, penalties borne disproportionately by women. Evidence on wage penalties is neither abundant nor compelling. We examine wage differentials associated with caring jobs using multiple years of Current Population Survey (CPS) earnings files matched to O*NET job descriptors that provide continuous measures of “assisting & caring” and “concern” for others across all occupations. This approach differs from prior studies that assume occupations either do or do not require a high level of caring. Cross-section and longitudinal analyses are used to examine wage differences associated with the level of caring, conditioned on worker, location, and job attributes. Wage level estimates suggest substantive caring penalties, particularly among men. Longitudinal estimates based on wage changes among job switchers indicate smaller wage penalties, our preferred estimate being a 2% wage penalty resulting from a one standard deviation increase in our caring index. We find little difference in caring wage gaps across the earnings distribution. Measuring mean levels of caring across the U.S. labor market over nearly thirty years, we find a steady upward trend, but overall changes are small and there is no evidence of convergence between women and men.

Job changing and internal mobility: Insights into the “declining duo” from Canadian administrative data

AbstractConsiderable research focuses on why internal migration rates are declining across most of the Western world. Several studies also look at why people are less likely to change jobs than they were in the past. In this paper, we look at the prospect of declining economic returns as an explanation for the joint decline in both phenomena in Canada. We use the Canadian Employer‐Employee Dynamics Database, a linked job–individual–family–firm data set, to look at the 5‐year income trajectories for Canadian workers who changed job and province of residence (movers) in 1997, 2002, and 2007. We compare these returns with those of job switchers who did not move (nonmover job switchers) and with those that changed neither jobs nor province (nonmover nonjob switchers). We find that the mover's premium, defined as the increase in income that accompanies either a job change or a geographical move, has decreased over time and argue that this may help explain why internal migration and labour fluidity have been declining.