Labor Exit Research Articles

Rural Roads, Farm Labor Exits, and Crop Fires

Even as policymakers seek to encourage economic development by addressing misallocation due to frictions in labor markets, the associated production externalities—such as air pollution—remain unexplored. Using a regression discontinuity design, we show access to rural roads increases agricultural fires and particulate emissions. Farm labor exits are a likely mechanism: rural roads cause movement of workers out of agriculture and induce farmers to use fire—a labor-saving but polluting technology—to clear agricultural residue or to make harvesting less labor-intensive. Overall, the adoption of fires due to rural roads increases infant mortality rates by 5.5 percent in downwind locations. (JEL D62, J43, O13, O18, Q12, Q51, Q53)

Old-Age Labor Exit Rates and the Impact of Social Security Programs in Iran

Old-Age Labor Exit Rates and the Impact of Social Security Programs in Iran

Can Specialized Attention from HR Backfire? The Role of Older Workers’ HR Practices on Retention

Recognizing the potential labor shortage associated with older workers’ imminent labor exit, organizations are beginning to implement older worker-specific HR practices as a strategy to retain this source of human capital. Nevertheless, the impact of these HR practices on older workers remains unclear. Drawing on the instrumental-symbolic framework, this study examines the potential countervailing effects of older worker-specific HR practices on older worker retention via two distinct mechanisms (i.e., POS and stereotype consciousness). Specifically, older worker-specific HR practices have a positive effect on older worker retention because of POS, as well as a negative effect on older worker retention because of stereotype consciousness. Further, I use three types of operationalizations to capture distinct ways in which older workers may intend to exit their organizations (i.e., retirement, bridge employment with a different organization, and turnover). Moreover, I incorporate two moderators as potential boundary conditions of the relationships between older worker-specific HR practices and the two mediating mechanisms. Using 192 sets of employees (1 older worker, 1 HR executive or HR manager, and 1 colleague per organization), I found partial support for the hypothesized countervailing effects of older worker-specific HR practices on retention-related outcomes. Theoretical and practical implications of the findings are discussed.

Factors shifting employment in communities in Takalar Regency

Employment changes that occur in communities in the agricultural sector, namely fishermen and farmers, are caused by several factors that influence it. These factors are caused by erratic/low wages in the agricultural sector, a low view of employment in the agricultural sector, and boredom felt by people who work in the agricultural sector. This study aims to describe the factors of shift in employment in the community in Bontolebang Village, Galesong Utara District, Takalar Regency and the results show that during the period studied, from February to March 2019, there were 2 factors that influenced the shift in labor, namely the driving force for labor exit from the agricultural sector such as erratic wages, low views on agriculture and saturation/boredom and labor pull factors choosing to work in the nonagricultural sector such as open employment opportunities, fixed income and more promising.

The role of health in flexible working arrangements in Germany : Avenues to alonger working life?

In the context of retaining labour resources to meet demographic developments, phased retirement on the basis of flexible work (FW) aims at delaying the labor force exits of older workers. How do health conditions relate to the use of FW as an instrument for gradual retirement to extend working lives? By evaluating Cox proportional hazard models and by linking survey data from the Survey of Health, Ageing, and Retirement in Europe (SHARE) with register data from the Versichertenkontenstichprobe of the pension insurance records (VSKT), labor force exit rates at 50-65years of age depending on health were analyzed. This study collated information about the discussion of labor flexibility as atool to retain older workers in the labor market. It shows that reduced late career working hours leads to higher labor exit rates. Continuing to work in later life may be positively associated with health on the basis of FW, which fosters opportunities to work part-time. Employees with poor health are unlikely to prolong their working lives through FW and are more likely to leave the labor market early. In line with research pointing towards the emergence of new forms of inequality among older individuals by changing welfare state incentives, the findings show significant impacts of life-course determinants on labor exit behavior. Increasing labour market retention on the basis of reducing working time depends on social attributes and personal preconditions. Influencing the attitude of older workers towards late retirement to adapt to future changes in societies remains ademand for research and policy debate discussing the benefits of gradual retirement for older workers.

2010 SSS Presidential Address: The Devolution of Risk and the Changing Life Course in the United States.

Recent patterns of labor exit in late life in the United States are increasingly heterogeneous. This heterogeneity stems from diverse employment careers that are emerging in the workplace where job security is declining. Individuals' structural locations in the labor market expose them to diverse risks for employment and income security at older ages. Among those risks are access to institutional mechanisms for retirement saving and the requirement to assume full responsibility for decisions about retirement savings that involve market risks. The spread of these individualized pressures to invest in retirement has elevated the importance of financial literacy in the 21st century. Late employment careers and patterns of financial literacy are studied in this article using the premier U.S. longitudinal dataset from the National Institute of Aging, the Health and Retirement Study initiated in 1992, which is linked to restricted Social Security earnings records that extend over several decades. These merged data afford the opportunity to observe continuous work histories in this sample from 1981 through 2006 to identify latent trajectories of employment in late life. In addition, a supplementary module attached to the 2004 wave of the HRS provides valuable information on the financial literacy of subgroups. The work-retirement trajectories and financial literacy patterns observed reflect persistent patterns of inequality amplified by modern risks in the labor market.

Late Careers in Europe: Effects of Individual and Institutional Factors

In this article, I estimated the effects of individual and institutional factors on labor-force participation and transition to inactivity for older males in eleven European countries, using the first two waves of SHARE. The application of multilevel methods allowed to estimate the share of variance in international late careers that can be attributed to country-specific factors and to quantify the relative impact of specific institutional backgrounds. The share of variance in labor-force participation and labor market exit among males aged ≥50 years that can be attributed to institutional characteristics is about 6–7 per cent. About 86 per cent of the regional variance of labor participation and 50 per cent of the regional variance in labor exit in Europe can be attributed to country-specific factors, including institutional differences in pension systems and welfare arrangements, employment relation systems, education systems, and employment-sustaining active labor-market policies. Moreover, financial incentives to keep older males in the labor market are outweighed by the monetary incentives of the pension systems, and this applies to both employment maintenance and employment exit.

Gendered trajectories: women, work, and social change in Japan and Taiwan

CONTENTS List of Tables and Figures xxx Acknowledgments xxxs Chapter One Gender Inequality and Social Change in Japan and Taiwan 1 Chapter Two The Development of Women's Labor Market Experiences 000 Chapter Three Comparing Labor Market Structures and Workplace Dynamics 000 Chapter Four Patterns of Labor Exits among Women 000 Chapter Five Challenges from the Home Front 000 Chapter Six Returning to the Labor Force 000 Chapter Seven Higher Education and Gender Inequality 000 Chapter Eight Conclusion 000 Appendix A Description of the Data Sources 000 Appendix B Supplementary Tables 000 Notes 000 Bibliography 000 Index 000 [[starts on page vii]] TABLES AND FIGURES Tables 1.1. Comparison of Japan and Taiwan 000 2.1. Average number of jobs experienced throughout men's and women's employment careers 000 2.2. Distributions of current labor market locations by gender and frequency of employer changes 3.1. Occupational Distributions of the Female Labor Force in Japan and Taiwan 6.1. Description of Work Trajectories of Homemaking Women, Ages 25-60 B.1. Descriptive Statistics of the SSM and TSC Samples by Gender B.2. Ordinary Least Squares Regression Analysis of Log Annual Earnings B.3. Discrete-Time Event History Models Predicting Labor Force Exits at Any Point of Time B.4. Discrete-Time Event History Models Predicting Labor Force Exit upon Marriage B.5. Discrete-Time Event History Models Predicting Labor Force Exit around First Childbirth B.6. Discrete-Time Event History Models Predicting Labor Force Reentry B.7. Multinomial Logit Models Predicting Married Women's Current Work Status in Japan B.8. Multinomial Logit Models Predicting Women's Current Occupational Status B.9. Multinomial Logit Models Predicting Women's Current Organizational Locations B.10. Multinomial Logit Models Predicting Women's Current Employment Status Figures Annual economic growth rates in Japan and Taiwan, 1956-2005 000 Women's Labor Force Participation and Number of Children by Age Group Age Distributions of Brides and Mothers Giving Live Birth in 2004/2005 Attitudes Regarding Gender Roles in Japan and Taiwan Trends in Female Labor Force Participation During the Life Course Distributions of Women's Careers in Japan and Taiwan Proportion of Ever-Married Women Returning to the Labor Force by Various Ages Percentage of Workers with Experience of Within-Organizational Job Shifting by Current Occupation Job Mobility and Percent Changes in Annual Earnings Predicted Annual Earnings by Gender, Country, and Employment Status 3.1. Distribution of the Labor Force by Industry, 1951-2000 3.2. Unemployment and Nonfarm Labor Force Growth Rates, 1950-2000 3.3. Annual Increases in the Male Population of Working Age, 1950-2000 3.4. Comparisons of the Labor Force by Firm Size in Japan and Taiwan 4.1. Explanatory Framework 4.2. Occupational Effects on Ever-Married Women's Labor Force Exits at Various Times 4.3. Effects of Firm Size on Ever-Married Women's Labor Force Exits at Various Times 4.4. Relative Odds of Labor Force Exit of Public- to Private-Sector Employees 4.5. Effects of Individual Characteristics on the Likelihood of Exiting the Labor Force 4.6. Predicted Probabilities for Labor Force Exit in the Marriage Year 5.1. Percentage of Japanese Men at Home by Eight O'Clock on Weekdays 5.2. Percent Approval of Working Mothers with Young Children among Taiwanese Women, by Education 5.3. Trends of Male-Wage-to-Household-Spending Ratio and Family Size, 1965-2000 6.1. Labor Force Participation Rates of Seven Birth Cohorts at Various Ages 6.2. Estimated Probability of Labor Force Reentry, Hypothetical Cases 6.3. Comparison of Occupations before and after a Work Interruption 6.4. Comparison of Firm Size between the Female Labor Force and Women Reentrants 6.5. Comparison of Employment Status between the Female Labor Force and Women Reentrants 6.6. Effects of Postmarital Entry on Women's Current Work Status in Japan 7.1. School Systems in Japan and Taiwan 7.2. Estimated Advancement Rates to Various Educational Institutions among Taiwanese Middle- School Graduates, 1950-1998 7.3. Trends in Percent Female among Students in Tertiary Institutions 7.4. Trends in Percent Female Students Admitted to the University of Tokyo and National Taiwan University 7.5. Percentage of Students in Applied Science Programs by Educational Level in Taiwan 7.6. Percent Female Students in Four-Year Universities by University Ownership 8.1. Likelihood of Job Locations of Married versus Single Women 8.2. Comparisons of Japanese Women's Occupational Distributions 8.3. Percentage of Ever-Married, Working-Age Taiwanese Women in the Labor Force by Their First Occupation 8.4. Job Growth Rates by Gender and Employment Status in Japan, 1996-2007