Negative Labor Market Outcomes Research Articles

Long-term sickness absence among adults with ADHD: the role of psychosocial working conditions

Abstract Background Symptoms of Attention-deficit/hyperactivity disorder (ADHD) do not only occur during childhood but often persist into adulthood and affect individuals’ ability to work. Adults with ADHD compared to those without ADHD are at a higher risk of negative labour market outcomes, such as long-term sickness absence (LTSA). Identifying modifiable factors in the workplace such as psychosocial working conditions may be a plausible strategy to lower this risk. This study aimed to investigate the effect modification of job control and job demands on the risk of LTSA among adults with ADHD. Methods The study population consisted of around 3.7 million individuals aged 20-60 years in Sweden in 2009. Of them, 0.3% had a diagnosis of ADHD extracted from the national patient registers. LTSA was defined as having one sick-leave spell of 90 days or more between 2010-2020. Job control and job demands were measured using job exposure matrices. Multivariable Cox regression models were used to estimate hazard ratios (HRs) and 95% confidence intervals (CIs) of LTSA among adults with ADHD compared to those without. Stratified analysis was conducted to test the effect modification by job demand-control status. Results During the follow-up, 812,971 (22%) adults had LTSA. Both men and women with a diagnosis of ADHD were at a higher risk of LTSA (HR 1.75, 95% CI 1.68-1.82 and HR 1.61, 95% CI 1.55-1.68, respectively) compared to those without ADHD, after adjusting for demographics, previous LTSA, and other mental and somatic disorders. The increased risk of LTSA among adults with ADHD was present regardless of the levels of job control, job demands and job demand-control categories (HRs ranged from 1.55 to 2.10). Conclusions Adults with a diagnosis of ADHD have a higher risk of LTSA and job demand-control status does not seem to substantially modify this risk. Future studies identifying factors in the workplace that may potentially help prevent LTSA among adults with ADHD are highly warranted. Key messages • Adults with ADHD have a higher risk of LTSA regardless of the job demand-control status. • There is an urgent need to identify factors that may help improve the work ability of this population.

Os ensinos público e privado no Brasil e a incidência de sobre-educação no mercado de trabalho

A baixa qualidade da educação costuma ser apontada como um dos fatores responsáveis pela incidência de sobre-educação, pois trabalhadores com determinado nível educacional não estariam capacitados para exercer as atividades compatíveis com os anos de estudo que completaram. O objetivo desse artigo é investigar a relação entre a rede de ensino e a probabilidade de sobre-educação no Brasil, explorando as diferenças de qualidade entre instituições públicas e privadas. De acordo com os resultados, entre os indivíduos com ensino médio, os egressos de escolas públicas tem maior probabilidade de serem sobre-educados, enquanto para o ensino superior é verificado o contrário.

Sex differences on the relation between major depressive disorder and labor market outcomes: A national prospective study

To ascertain the direction of causality and differences by sex between major depressive disorder (MDD) and labor market outcomes in the US population, we used structural equation models separately for males and females to assess prospectively the interdependency of depression and labor market outcomes at Waves 1 (2001–2002) and 2 (2004–2005) of the National Epidemiologic Survey on Alcohol and Related Conditions. Diagnosis of MDD used DSM-IV criteria. We found that MDD at Wave 1 predicted being out of the labor force for males at Wave 2 (p = 0.006) and being in the labor force at Wave 1 was associated with lower probability of MDD at Wave 2 (p = 0.049). Among males in the labor force, MDD at Wave 1 was negatively associated with employment at Wave 2 (p = 0.047), and employment at Wave 1 was negatively associated with MDD at Wave 2 (p < 0.001). For women, there was no association between MDD and labor force participation. However, among women in the labor force, MDD at Wave 1 was negatively associated with employment at Wave 2 (p = 0.013) and being employed at Wave 1 was negatively associated with MDD at Wave 2 (p < 0.0001). These results indicate that MDD and negative labor market outcomes are associated with one another at both time points, but the effects differ by sex. To reduce the economic and social burden of MDD, these differences should be considered in clinical practice, vocational rehabilitation, and in the design of social policies.

Wage subsidies targeted to jobseekers with disabilities: subsequent employment and disability retirement

In many countries, a non-negligible percentage of the working-age population has impairments that also entail reduced work capacity, and disability retirement is increasing. Despite this, studies on the effects of policies aimed at enhancing the labour market inclusion among people with disabilities, such as targeted wage subsidies, are surprisingly few. In an attempt to fill this gap, we have studied how wage subsidies affect future labour market outcomes for jobseekers with disabilities, in terms of employment and disability retirement. By using inverse probability weighting applied to rich Swedish register data, we contrast participants in the wage subsidy program to observably similar non-participants during a 19-year period. We find that participation was associated with both positive and negative labour market outcomes. On the negative side, participants were less likely to have unsubsidised employment. On the positive side, leaving the labour market through the disability insurance program was somewhat less common among participants. Moreover, using a broader employment measure including subsidised jobs, the participants were found to be employed to a larger extent, which could be interpreted either as locking-in effects or as fostering labour market inclusion.

Refugees from Dust and Shrinking Land: Tracking the Dust Bowl Migrants

We construct longitudinal data from U.S. census records to study the economics of the Dust Bowl migration of the 1930s. Most of our findings contradict long-standing perceptions. While migration rates were high relative to elsewhere in the United States, they were similar to migration rates from the region in the 1920s. Relative to other occupations, farmers were the least likely to move. Furthermore, migrants from the Dust Bowl were not exceptionally likely to move to California. Finally, there was negligible migrant selectivity, and migration was not associated with long-lasting negative labor market outcomes; indeed, for farmers, the gains from migration were positive.

Do Unpaid Caregivers Save Less for Retirement?

Unpaid caregiving has always been widespread in the U.S. and is a growing phenomenon, especially in response to an aging population. Unpaid caregivers can experience adverse labor market outcomes such as less pay, fewer hours at work, and greater job instability. These negative labor market outcomes could translate into lower retirement savings. Our analysis of the Federal Reserve’s Survey of Consumer Finances indicates that unpaid caregivers have lower retirement savings because they are less likely to participate in retirement plans at work and have lower contributions relative to pay. Single women, in particular, see declines in retirement security associated with unpaid caregiving. That is, caregiving further exacerbates an already existing retirement income security gap by gender. The data thus lend support to efforts to increase access to retirement savings plans for people with less job stability and fewer hours and to give more people paid sick leave at their job.

Some Like It Hot: Assessing Longer-Term Labor Market Benefits from a High-Pressure Economy

This paper explores evidence for positive hysteresis in the labor market. Using data from the National Longitudinal Surveys of Youth, we find that negative labor market outcomes during high unemployment periods are mitigated by exposure to a high-pressure economy during the preceding expansion. Breaking total exposure into intensity and duration suggests that these two dimensions have differing impacts. However, the benefits of exposure are not enough to overcome the greater negative impact of high unemployment periods on labor market outcomes of disadvantaged groups, making extension of high-pressure economic environments efficacious in reducing labor market gaps.

Some Like It Hot: Assessing Longer-Term Labor Market Benefits from a High-Pressure Economy

This paper explores evidence for positive hysteresis in the labor market. Using data from the National Longitudinal Surveys of Youth, we find that negative labor market outcomes during high unemployment periods are mitigated by exposure to a high-pressure economy during the preceding expansion. Breaking total exposure into intensity and duration suggests that these two dimensions have differing impacts. However, the benefits of exposure are not enough to overcome the greater negative impact of high unemployment periods on labor market outcomes of disadvantaged groups, making extension of high-pressure economic environments efficacious in reducing labor market gaps.

Some Like it Hot: Assessing Longer-Term Labor Market Benefits from a High-Pressure Economy

This paper explores evidence for positive hysteresis in the labor market. Using data from the National Longitudinal Surveys of Youth, we find that negative labor market outcomes during high unemployment periods are mitigated by exposure to a high-pressure economy during the preceding expansion. Breaking total exposure into intensity and duration suggests that these two dimensions have differing impacts. However, the benefits of exposure are not enough to overcome the greater negative impact of high unemployment periods on labor market outcomes of disadvantaged groups, making extension of high-pressure economic environments efficacious in reducing labor market gaps.

Back to Square One: Socioeconomic Integration of Deported Migrants

This paper addresses the issue of socioeconomic integration of forced return migrants, focusing on the Maghreb countries. Starting from the hypothesis that the return has to be prepared, I tested whether a disruption in the migration cycle (such as deportation) increases the individual's vulnerability and affects his integration from both a structural and sociocultural point of view, using the 2006 Migration de Retour au Maghreb (MIREM, or Return Migration to the Maghreb) survey. I found that forced returnees are more vulnerable to negative labor market outcomes compared to voluntary returnees. The absence of forced returnees from the labor market, or their underperformances, creates a net loss for the origin country and also incentives to re-migrate. The negative effect is statistically significant not only immediately after return, but also in the long run, at survey time. Forced return is also significantly and negatively correlated with sociocultural integration, reflecting a marginalization of deported migrants in their home environment, which may act as a re-emigration incentive.

The Changing Nature of Return Migration to Mexico, 1990–2010

In this paper we investigate changes in the labor market incorporation (i.e., labor force status, class of worker, and earnings) of return migrants from the United States to Mexico between 1990 and 2010. We argue that changing period conditions, particularly the 2007 economic recession and enhanced immigration enforcement policies dating back to the mid-1990s, have altered both the volume and nature of return flows affecting the migration-development connection. Using data from the 1990, 2000, and 2010 Mexican Censuses, we compare the labor market position of return migrants to nonmigrants and internal migrants in Mexico. We show that the less voluntary nature of return migration in the early twenty-first century has resulted in higher employment propensities, lower entrepreneurial activities, and deteriorated wages among return migrants. However, it is important to consider the growing heterogeneity of the return migrant flow; the negative labor market outcomes are largely confined to wage earners, while the smaller flow of entrepreneurial returnees continues to experience positive employment and earnings profiles. We derive implications for employment conditions in Mexico and for the literature connecting migration to development in sending areas.

Does obesity influence labour market outcomes among working-age adults? Evidence from Canadian longitudinal data

Although a negative association between obesity and labour market outcomes is commonly reported in many studies, the causal nature of this relationship remains unclear. Using nationally representative longitudinal data from the last six confidential master files (2000/2001–2010/2011) of the National Population Health Survey, we examine the association between obesity and employment participation and earnings among working-age adults in Canada. After controlling for demographic and socioeconomic characteristics, lifestyle factors and time-invariant individual heterogeneity, our results show that obesity is not significantly associated with employment participation but is associated with reduced hourly wage rate and annual income among women by about 4% and 4.5%, respectively. The corresponding results for men show that obesity is associated with about 2% reduction in wage rate and income, but significant at 10% level. However, after controlling for the potential reverse causality bias using the lagged measure of obesity, the effect of obesity on wage rate and income became positive or statistically non-significant. Our findings suggest that obesity is not causally associated with negative labour market outcomes among working-age men in Canada. For working-age women, we find limited evidence of negative labour market outcomes.

Wage policy models: what implications for vulnerable employees?

Purpose– The purpose of this paper is to explore the impact of the employer’s wage policy on the wage dynamics of vulnerable groups of employees at large firms, including younger employees, employees on fixed-term contracts, and employees who take parental leave.Design/methodology/approach– The first step of the analysis identifies the wage policy models adopted by a sample of large Italian companies by means of a cluster analysis based on firm-level variables that describe the wage level, wage structure, and wage dynamics. The second step estimates the impact of the employer’s wage policy on the wage growth path of matched employees, paying particular attention to groups of vulnerable workers.Findings– The cluster analysis identifies four clusters whose characteristics reflect ideal types suggested by the literature. The 2SLS wage regressions that examine the impact of the employer’s wage policy model on a matched employee’s wage five years later confirm that the initial employer’s wage policy is a significant determinant of wage dynamics. However, the observed patterns significantly differ between the whole sample and the examined groups of vulnerable employees.Originality/value– Despite consistent evidence of negative labour market outcomes for vulnerable employees, the impact of firm characteristics on segregation into disadvantaged groups is still under-researched. This paper provides new evidence of how the employer’s wage policy impacts the wage growth path of disadvantaged employees and highlights critical dimensions to reduce the risk of segregation into less favourable segments of the labour market.

Job Mismatches and Labour Market Outcomes: Panel Evidence on University Graduates

The interpretation of graduate mismatch manifested either as over‐education or as over‐skilling remains problematical. This article analyses the relationship of educational and skills mismatch with pay, job satisfaction and job mobility using unique data from the Household, Income and Labour Dynamics in Australia (HILDA) survey. Over‐education and over‐skilling are found to be distinct phenomena and their combination results in the most severe negative labour market outcomes. Using panel methodology reduces strongly the size of many relevant coefficients, questioning previous cross‐sectional results in the literature. The article shows that the relationship between mismatch and labour market outcomes is strongly influenced by unobserved heterogeneity.

Fat chance! Obesity and the transition from unemployment to employment

This paper focuses on estimating the magnitude of any potential weight discrimination by examining whether obese job applicants in Germany get treated or behave differently from non-obese applicants. Based on two waves of rich survey data from the IZA Evaluation dataset, which includes measures that control for education, demographic characteristics, labor market history, psychological factors and health, we estimate differences in job search behavior and labor market outcomes between obese/overweight and normal weight individuals. Unlike other observational studies which are generally based on obese and non-obese individuals who might already be at different points in the job ladder (e.g., household surveys), in our data, individuals are newly unemployed and all start from the same point. The only subgroup we find in our data experiencing any possible form of negative labor market outcomes is obese women. Despite making more job applications and engaging more in job training programs, we find some indications that they experienced worse (or at best similar) employment outcomes than normal weight women. Obese women who found a job also had significantly lower wages than normal weight women.

A Critique and Reframing of Personality in Labour Market Theory: Locus of Control and Labour Market Outcomes

This article critically examines the theoretical arguments that underlie the literature linking personality traits to economic outcomes and provides empirical evidence indicating that labour market outcomes influence personality outcomes. Based on data from the German Socio-Economic Panel, we investigated the extent to which gender differences occur in the processes by which highly positive and negative labour market outcomes are determined and in the processes underlying the development of one particular aspect of personality, locus of control. Gender differences were more pronounced in the results for years in managerial/ leadership positions than for locus of control. Negative labour market states were also marked by gender differences. We conclude by arguing that an explicitly value-laden analysis of the rewards associated with personality within the labour market could expose areas where the gendered nature of rewards by personality serves to perpetuate power relationships within the labour market.

A Critique and Reframing of Personality in Labour Market Theory: Locus of Control and Labour Market Outcomes

This article critically examines the theoretical arguments that underlie the literature linking personality traits to economic outcomes and provides empirical evidence indicating that labour market outcomes influence personality outcomes. Based on data from the German Socio-Economic Panel, we investigated the extent to which gender differences occur in the processes by which highly positive and negative labour market outcomes are determined and in the processes underlying the development of one particular aspect of personality, locus of control. Gender differences were more pronounced in the results for years in managerial/ leadership positions than for locus of control. Negative labour market states were also marked by gender differences. We conclude by arguing that an explicitly value-laden analysis of the rewards associated with personality within the labour market could expose areas where the gendered nature of rewards by personality serves to perpetuate power relationships within the labour market.

Interrelationships among Locus of Control and Years in Management and Unemployment: Differences by Gender

This paper focuses on gender differences in the role played by locus of control within a model that predicts outcomes for men and women at two opposite poles of the labour market: high level managerial/leadership positions and unemployment. Based on data from the German Socio-Economic Panel, we investigated the extent to which gender differences occur in the processes by which highly positive and negative labour market outcomes are determined and in the processes underlying the development of one particular aspect of personality, that is, locus of control. Overall gender differences were more pronounced in the results for years in managerial/leadership positions than for locus of control. Negative labour market states were also marked by gender differences, but not to the same degree observed for positive states.

Job Mismatches and Labour Market Outcomes: Panel Evidence on Australian University Graduates

The interpretation of graduate mismatch manifested either as overeducation or as overskilling remains problematical. This paper uses annual panel information on both educational and skills mismatches uniquely found in the HILDA survey to analyse the relationship of both mismatches with pay, job satisfaction and job mobility. We find that overeducation and overskilling are distinct phenomena with different labour market outcomes and that their combination results in the most severe negative labour market outcomes. Using panel methodology reduces strongly the size of many relevant coefficients, questioning previous cross-section results and suggesting the presence of considerable unobserved heterogeneity which varies by gender.

Globalization, Financial Crisis, and Industrial Relations: The Case of South Korea

The South Korean case shows that the globalization trend in the 1990s and the 1997–1998 financial crisis had two contrasting effects on labor rights. First, these developments resulted in negative labor market outcomes: increased unemployment, greater use of contingent workers, and widened income inequalities. On the other hand, they led international organizations such as the Organization for Economic Co‐operation and Development (OECD) and the International Labor Organization (ILO) to play important roles in improving labor standards in Korea. Also, continued restructuring drives prompted unions to merge into industrial unions and wage strikes with increased frequency and intensity. Contrary to the common belief, the Korean case shows that globalization and intensified competition resulted in stronger and strategic responses from labor by stimulating employees’ interest in and reliance on trade unionism.