Percent Of Employment Research Articles

Business Volatility, Job Destruction, and Unemployment

Unemployment inflows fell from 4 percent of employment per month in the early 1980s to 2 percent by the mid 1990s. Using low frequency movements in industry-level data, we estimate that a 1 percentage point drop in the quarterly job destruction rate lowers the monthly unemployment inflow rate by 0.28 points. By our estimates, declines in job destruction intensity account for 28 (55) percent of the fall in unemployment inflows from 1982 (1990) to 2005. Slower job destruction accounts for similar fractions of long-term declines in the rate of unemployment. (JEL E24, E32, J64)

Employer-to-Employer Flows in the United States: Estimates using Linked Employer-Employee Data

We use administrative data linking workers and firms to study employer-to-employer flows. After discussing how to identify such flows in quarterly data, we investigate their basic empirical patterns. We find that the pace of employer-to-employer flows is high, representing about 4 percent of employment and 30 percent of separations each quarter. The pace of employer-to-employer flows is highly procyclical, and varies systematically across worker, job and employer characteristics. Our findings regarding job tenure and earnings dynamics suggest that for those workers moving directly to new jobs, the new jobs are generally better jobs; however, this pattern is highly procyclical. There are rich patterns in terms of origin and destination of industries. We find somewhat surprisingly that more than half of the workers making employer-to-employer transitions switch even broadly-defined industries (NAICS supersectors).

The employee survey: more than asking questions

PurposeLeading organizations invest large amounts of time, energy, and financial resources in conducting employee surveys. Through Mercer Human Resource Consulting's work on more than 1,000 survey projects, ten key areas within the survey process have been identified that consistently stand out as potential stumbling blocks to survey success. The purpose of this paper is to make companies aware of these potential blocks, and show that by adopting best practices to avoid them, organizations can significantly improve the odds of conducting a successful survey.Design/methodology/approachAccording to Mercer Human Resource Consulting's What's Working™ research, upwards of 50 percent of employers in Sweden, Japan, Singapore, the USA, Brazil, Australia, Canada, the UK, and Ireland regularly conduct employee surveys. Employee engagement is more often the intended ultimate outcome of employee surveying. All the same, employee surveys often fail in their strategic aims. Through Mercer's work on more than 1,000 survey projects, ten key areas within the survey process have been identified that consistently stand out as potential stumbling blocks to survey success.FindingsThis article identifies the ten key stumbling blocks to employee survey success as: Project planning; Communication; Questionnaire design; Timing; Prioritization of issues; Engaging senior management; Data delivery; Follow‐up support; Monitoring and accountability, and Linking survey results to business outcomes. These stumbling blocks and methods of overcoming them are described.Originality/valueIt is becoming increasingly clear to organizations that employee engagement has a significant influence on organizational performance and can become a long‐term source of competitive advantage. An original connection is made between effective employee surveys and employee engagement, and best‐practice guidance is provided on ensuring survey success. Otherwise, a survey runs the risk of destroying rather than building employee engagement.

Employer-to-Employer Flows in the United States: Estimates Using Linked Employer-Employee Data

We use administrative data linking workers and firms to study employer-to-employer flows. After discussing how to identify such flows in quarterly data, we investigate their basic empirical patterns. We find that the pace of employer-to-employer flows is high, representing about 4 percent of employment and 30 percent of separations each quarter. The pace of employer-to-employer flows is highly procyclical, and varies systematically across worker, job and employer characteristics. Our findings regarding job tenure and earnings dynamics suggest that for those workers moving directly to new jobs, the new jobs are generally better jobs; however, this pattern is highly procyclical. There are rich patterns in terms of origin and destination of industries. We find somewhat surprisingly that more than half of the workers making employer-to-employer transitions switch even broadly-defined industries (NAICS supersectors).

The incidence and cost of job loss in the Ukrainian labor market

We examine the effects of economic transition on the pattern and costs of worker displacement in Ukraine, using the Ukrainian Longitudinal Monitoring Survey (ULMS) for the years 1992 to 2002. Displacement rates in the Ukrainian labor market average between 2.8 and 5.1 percent of employment, roughly in line with levels typically observed in several Western economies. The risk of displacement was spread broadly across the population through both recession and growth periods. Around one third of displaced workers find re-employment immediately while the majority continues in long-term non-employment. The wage costs of displacement for the sub-sample of displaced workers do not seem to be large. The main cost for displaced workers in Ukraine consists in the extremely long non-employment spell that the average worker experiences after layoff. Journal of Comparative Economics 34 (2) (2006) 248–271.

The Flow Approach to Labor Markets: New Data Sources and Micro–Macro Links

New data sources and products developed by the Bureau of Labor Statistics and the Bureau of the Census highlight the fluid character of U.S. labor markets. Private sector job creation and destruction rates average nearly 8 percent of employment per quarter. Worker flows in the form of hires and separations are more than twice as large. The data also underscores the lumpy nature of micro-level employment adjustments. More than two-thirds of job destruction occurs at establishments that shrink by more than 10 percent within the quarter, and more than one-fifth occurs at those that shut down. Our study also uncovers highly nonlinear relationships of worker flows to employment growth and job flows at the micro level. These micro relations interact with movements over time in the cross-sectional density of establishment growth rates to produce recurring cyclical patterns in aggregate labor market flows. Cyclical movements in the layoffs-separations ratio, for example, and the propensity of separated workers to become unemployed reflect distinct micro relations for quits and layoffs. A dominant role for the job-finding rate in accounting for unemployment movements in mild downturns and a bigger role for the job-loss rate in severe downturns reflect distinct micro relations for hires and layoffs.

The Impact of National Guard Activation for Homeland Defense: Employers' Perspective

Data gathered from a study of reserve component (RC) soldiers who were activated during the spring of 2002, following the terrorist attacks of September 11, 2001, suggested that they were concerned about how the effects of their activation affected their civilian employment. Therefore, the purpose of this study was to obtain this information from the civilian employers of these RC soldiers. Most civilian employers who participated in this study (N = 28) were male (89%) and working in law enforcement (39%). Fifty-six percent of employers gave consent to be interviewed by telephone. Although supervisors reported difficulties in several areas of operation and aspects of the RC activation, they still supported the activation of their RC employees and their military mission. This study is a significant start to illuminating the important roles that both RC employees and their civilian employers play in homeland defense.

What High-Deductible Plans Look Like: Findings From A National Survey Of Employers, 2005

This paper documents the availability, enrollment, premiums, and cost sharing for high-deductible health plans that are offered with a health reimbursement arrangement (HRA) or are health savings account (HSA)-qualified plans. Almost 4 percent of employers that offer health benefits offer one of these arrangements in 2005, covering about 2.4 million workers. Deductibles, as expected, are relatively high, averaging dollar 1,870 for single coverage and dollar 3,686 for family coverage in high-deductible health plans with an HRA and dollar 1,901 for single coverage and dollar 4,070 for family coverage in HSA-qualified high-deductible health plans. One in three employers offering a high-deductible health plan that is HSA-qualified do not contribute to HSAs established by their workers.

RESULTS OF OPINION SURVEYS RELATED TO KENTUCKY'S CHILD LABOR LAWS

ABSTRACT The authors conducted a study, commissioned by the Child Labor Task Force of the Kentucky Labor Cabinet, of attitudes, opinions, and understandings of the Commonwealth's child labor laws and regulations. Questionnaires were distributed to businesses, unions, students, teachers, and parents. The purpose of the study was to identify problems and concerns with Kentucky's current child labor statutes and regulations. However, based on broad census data, Kentucky is demographically typical of Arkansas, Mississippi and West Virginia. With the whole U.S. and the several states each having an under 18 years-of-age population of about 25–30 percent, Kentucky child labor experience is likely indicative of the entire U.S. This article presents the results of the survey including: where, why and how much students work; the impact of work on school; child labor law violations; and workplace safety and health concerns. Moreover, recommendations for legislative change and further study are presented. Findings indicate that students tend to work in the service industry, with approximately one-half of these employed in restaurants and the remainder in retail or other services. Nearly one-quarter of students are employed in school-related programs including co-op, pre-apprenticeship or school-to-work programs. All but 17 percent work both during the school week and on weekends. Many are working “for money and to pay bills” related to cars, car insurance and spending money. Survey responses and prevailing research indicate a negative impact of too much work on school suggesting the need for re-instituting school-issued work permits. In addition, given that nearly 20 percent of all students responding indicate that they have sought medical care for workplace injuries, and only 37 percent of employers believe that their minor employees understand occupational safety and health rules, key findings suggest an immediate need for re-assessing worker and employer training and education.

The Role of the Rehabilitation Provider in Occupational Rehabilitation: Providing for Whom? Part 2: Perceptions of Key Stakeholders

This paper is the second part of a two part series that examines the perceived roles and effectiveness of rehabilitation providers. The first paper examined the perceptions of rehabilitation providers regarding their roles in, and perceived barriers to, occupational rehabilitation. In this paper, key stakeholders' perceptions of the role of rehabilitation providers in the management of workplace injury were assessed via interviews and surveys. Forty-nine injured workers were interviewed and 407 returned a survey questionnaire. Two surveys of employers were conducted: one in the Newcastle/Hunter region of NSW, Australia (N = 93), the other a state-wide survey (N = 612) of a representative sample of employers in NSW. In addition, nine treating doctors and 14 insurers were interviewed. Results indicated that two thirds of workers were satisfied with the service they had received from the rehabilitation provider. The major concerns of injured workers were the rehabilitation providers' lack of knowledge of the demands of particular workplaces, the problems associated with particular injuries and the pressure on rehabilitation providers from employers and insurers to return the injured worker to work. Sixty percent of employers reported that rehabilitation providers were effective in restoring injured workers to work. Treating doctors were generally hostile to rehabilitation providers, claiming that they were unprofessional, inexpert and poorly trained. Finally, insurers complained of stereotypical case management plans, role confusion, and over-servicing.

Where Do Tenants Come From?: Using a Geographic Information System to Study the Demand for New Office Space

This paper traces the inter- and intra-regional moves of office tenants and demonstrates how Geographic Information Systems can be used to address substantive research questions. The research tracks the origin of office tenants in new buildings over 10,000 square feet and the destination of tenants from older buildings larger than 10,000 square feet, during 1980 to 1986. For data from Prince George's County, Maryland, the results show that in a new office building, 76 percent of establishments and 50 percent of employees were in firms that were either startups or in-migrants to the Washington metropolitan statistical area. Four percent of establishments but 22 percent of employment in new office space came from older office buildings in Prince George's county. Seven percent of establishments and 22 percent of employment were relocations from small or non-office locations, and the remaining share came from other counties in the region. Nine percent of establishments and of employment had relocated from the District of Columbia. We conclude that the new office space did not draw primarily tenants from older area buildings; rather, the majority of its tenants came from new startups and in-migrants to the Washington, D.C. region.

Language Policy and Language Practice: Implementing Multilingual Literacy Education in Ethiopia

Addressing the issue of the extent to which the government of a country poor in economic and human resources for development can put into practice pluralist language policies for education. The discussion is limited to policy and practice in post-revolution Ethiopia, drawing on data collected in the mid-1980s (McNab, 1989). It is also limited to the literacy campaigns which, carried out in fifteen languages, have become a regular feature of the education system since their inauguration in 1979. The term literacy campaign as used in this paper includes the initial, remedial, and post-literacy classes which in Ethiopia are the basis of an integrated approach to literacy education. The People's Democratic Republic of Ethiopia (PDRE) is a developing country of socialist orientation. The population of Ethiopia is about 45 million. It is one of the poorest countries in the world; in 1984, the estimated GNP per capita was around $110 (World Bank, 1987). The population is predominantly (89 percent) rural, with agriculture accounting for about 50 percent of GDP, 90 percent of exports and 85 percent of employment (World Bank, 1987). Agriculture is the country's main potential resource for development but development is hindered by cycles of drought and famine and by the fighting in Northern Ethiopia and previously also in the Ogaden. Trading is well established, and a small modern sector has developed in the urban areas. There are, however, vast distances, rugged terrain, and wide variations in topography which make internal transport and communications difficult and thereby pose major obstacles to administration and economic development.

Labour hoarding in Dutch manufacturing industry

Comfronting strong output fluctuations, companies are in no position to adjust their labour volume instantly to the technically efficient level. Because of that, they may find themselves with an internal labour reserve at one moment, and be short of labour at another. This phenomenon is called ‘labour hoarding.’ In this article we propose a new method for the measurement of labour hoarding and apply it to the Dutch manufacturing industry. The results suggest that in the period 1972 to 1982, labour surpluses in that sector varied between five and fifteen percent of employment. Labour shortages appear to have been minor in the same period. Output uncertainty and real wage costs are supposed to be the main causes of the discrepancy between actual and technically efficient employment. Under this assumption an employment function is derived and fitted. The results are in accordance with the theoretical model on which the employment function was based.

State and development of dental care for employees in Finland.

The aim of this study was to analyze the present state of occupational dental care in Finland. In addition, the viewpoints of employees and employers concerning possibilities for developing occupational dental care were evaluated. Five percent of employers had arranged dental services for their employees. Twenty-four firms either had their own dentist or had made an agreement with a dentist about dental care for their employees. Most of these dentists delivered all kinds of dental treatment to employees, and the costs of treatment were usually paid from the worker's sickness benefit funds. Many such funds also subsidized the costs of dental treatment delivered in other dental offices. In 1978 about 49% of the workers covered by such funds received subsidies for their dental expenses. The most important means of developing adult dental care in Finland was considered to be widening the scope of public dental care. The second means was widening the scope of the national health insurance system. In third place, the employers supported development of private dentistry. Employees, however, preferred to include dental care in agreements made by collective bargaining.