Relevant Labour Market Research Articles

Acquihiring for Monopsony Power

It is often argued that startups are acquired for the sole purpose of hiring specialized talent. We show that the goal of such acquihires might be to shut down the most relevant labor market competitor. This grants the acquirer monopsony power over specialized talent. As a consequence, acquihiring may harm employees and be socially inefficient. We explore the robustness of these effects, allowing for private benefits associated with working at a startup, varying bargaining protocols, multiple employees with and without complementarities, and private information. This paper was accepted by Maria Guadalupe, strategy. Funding: H. Bar-Isaac thanks the Social Sciences and Humanities Research Council of Canada for financial support. V. Nocke gratefully acknowledges support from the German Research Foundation (DFG) through CRC TR 224 [Project B03].

ANALYSIS OF DEMOGRAPHIC PROCESSES IN THE REPUBLIC OF AZERBAIJAN AND THEIR IMPACT ON THE LABOR MARKET

Topicality. Regarding the relevance of the article, it is necessary to note that the demographic process develops under the influence of other social processes: economic, political and others. In turn, the demographic process affects the course of all other social processes. Demographic processes in the Republic of Azerbaijan and their impact on the labor market are studied in the article. In the study, a systematic approach was used, which allows applying the best scientific ideas of economic theory to analyze the modern labor market in the context of the development of population decline processes.Aim and tasks. The study aims to investigate various aspects of demographic processes, such as population growth, birth and death rates, migration patterns, age structure, and urbanization trends in Azerbaijan. By analyzing these factors, the study seeks to provide insights into the changing composition and dynamics of the population in the country.Materials and methods. Data collection, demographic analysis, literature review, policy implications were used in the study. The study would require collecting relevant data on demographic processes and labor market indicators in Azerbaijan. This data can be obtained from various sources such as national statistical agencies, labor market surveys, census data, administrative records, and other relevant databases. The study would involve analyzing demographic processes in Azerbaijan, including population growth rates, birth and death rates, fertility rates, mortality rates, migration patterns, age distribution, and urbanization trends. This analysis can be conducted using statistical methods and demographic models to understand the dynamics and trends of the population.Research results. In the course of the research, the national concept of labor market management was studied, state programs on demographic, socio-economic development, effective socio-economic policy and labor market development models in non-standard conditions were reviewed.Conclusion. The study involves analyzing the labor market in Azerbaijan, including labor force participation rates, employment rates, unemployment rates, occupational patterns, wage levels, skill requirements, and other relevant labor market indicators. This analysis can be conducted using statistical techniques and econometric models to assess the impact of demographic factors on the labor market. The future study on the topic would aim to provide policy recommendations based on the findings and analysis. These recommendations can inform policymakers, government agencies, and other stakeholders about potential interventions, strategies, or policy changes that could address the challenges or harness the opportunities arising from demographic changes in Azerbaijan's labor market.

Identifying labour market pathways after a 30-day-long sickness absence –a three-year sequence analysis study in Finland

BackgroundReturn-to-work (RTW) process often includes many phases. Still, multi-state analyses that follow relevant labour market states after a long-term sickness absence (LTSA), and include a comprehensive set of covariates, are scarce. The goal of this study was to follow employment, unemployment, sickness absence, rehabilitation, and disability pension spells using sequence analysis among all-cause LTSA absentees.MethodsRegister data covered full-time and partial sickness allowance, rehabilitation, employment, unemployment benefits, and permanent and temporary disability pension (DP), retrieved for a 30% representative random sample of Finnish 18–59 years old persons with a LTSA in 2016 (N = 25,194). LTSA was defined as a ≥ 30-day-long full-time sickness absence spell. Eight mutually exclusive states were constructed for each person and for 36 months after the LTSA. Sequence analysis and clustering were used to identify groups with different labour market pathways. In addition, demographic, socioeconomic, and disability-related covariates of these clusters were examined using multinomial regressions.ResultsWe identified five clusters with emphases on the different states: (1) rapid RTW cluster (62% of the sample); (2) rapid unemployment cluster (9%); (3) DP after a prolonged sickness absence cluster (11%); (4) immediate or late rehabilitation cluster (6%); (5) other states cluster (6%). Persons with a rapid RTW (cluster 1) had a more advantaged background than other clusters, such as a higher frequency of employment and less chronic diseases before LTSA. Cluster 2 associated especially with pre-LTSA unemployment and lower pre-LTSA earnings. Cluster 3 was associated especially with having a chronic illness before LTSA. Those in cluster 4 were on average younger and had a higher educational level than others. Especially clusters 3 and 4 were associated with a LTSA based on mental disorders.ConclusionsAmong long-term sickness absentees, clear groups can be identified with both differing labour market pathways after LTSA and differing backgrounds. Lower socioeconomic background, pre-LTSA chronic diseases and LTSA caused by mental disorders increase the likelihood for pathways dominated by long-term unemployment, disability pensioning and rehabilitation rather than rapid RTW. LTSA based on a mental disorder can especially increase the likelihood for entering rehabilitation or disability pension.

Assessing the efficacy of a job rotation for improving occupational physical and psychosocial work environment, musculoskeletal health, social equality, production quality and resilience at a commercial laundromat: protocol for a longitudinal case study

IntroductionJob rotation is a work organisation strategy used to reduce work-related exposures and musculoskeletal complaints, yet evidence for the efficacy of the approach is weak. Mismatch between job rotation and...

Transnational education, labor market outcomes and graduate employability: a scoping review

PurposeThis scoping review aims to survey literature that covers employability preparation and labor market outcomes for graduates from transnational higher education institutions.Design/methodology/approachThis scoping literature review uses career ecosystems as a theoretical framework and the context-input-process-outcomes model as a conceptual framework.FindingsThis scoping review confirms a limited research base of approximately 50 sources that primarily use qualitative methods and socio-economic theories to center the student voice and focus on international branch campuses in the Middle East and Asia. Notably, there is a lack of focus on staff experiences regarding the process of preparing students for employment. The review also demonstrates the need for more research on career processes and outcomes in transnational higher education.Research limitations/implicationsThis scoping review is relevant to higher education institutions seeking to meet the challenges of preparing graduates for more than one national labor market. It has implications for universities' ability to attract students, develop relevant labor market preparation programming and understand whether the institution is addressing local employment needs. For researchers, it offers insight and impetus into the area of inquiry regarding transnational education, graduate labor market outcomes and employability.Practical implicationsPractical implications are drawn for students, parents, policymakers and transnational and non-transnational higher education institutions, as well as those who are engaged in providing international education and career advice.Social implicationsThis review offers insight into developing labor market-relevant TNE programming, which may be helpful both for host and home country transnational education stakeholders interested in impact.Originality/valueThis is one of the first reviews to systematically address literature about employability preparation and labor market outcomes for graduates from transnational higher education institutions; in using career ecosystems theory, this review offers a bridge between international higher education and career studies.

Health services gaps experienced by non-standard workers in Ontario, Canada: Policy implications

Abstract Background While the Canadian universal health system provides access to basic services, key health benefits are employer dependent. Given that non-standard workers (NSWs) only rarely have access to such benefits they have increased vulnerability to the many insecurities derived from their precarious employment, as clearly seen during the pandemic. The growing problem of non-standard work and workers’ heightened risk for health status deterioration, followed by a possible accentuation of health inequities, is a population health concern. This study summarizes several health services gaps experienced by NSWs and discusses policy implications and possible solutions. Methods From January to July 2021, we conducted semi-structured interviews with a purposive sample of 40 NSWs in Ontario, Canada, part of a larger mixed-methods six-country study, including three European countries. The target population consisted of workers aged 25 to 55 who, at the time of the survey, were in non-standard employment or lost their job due to the COVID-19 pandemic. Results Our findings highlight complex physical and mental health problems and an overall high burden of disease facing NSWs during the pandemic as linked to a combination of constant stress and worry arising from their employment insecurity, the limited and inconsistent income available to cover their basic needs, and the inadequate and unsafe working conditions they are afraid to challenge. Despite their increased health needs, given that specialized health services are not available to them for free they face financial barriers in accessing much needed health services that could help improve their health status and as a result, delay seeking care or avoid it altogether. Conclusions Sustainable multi sectorial policy solutions are needed including the adoption of relevant labour market legislation and increases in social and health expenditures along with re-adjustments in the ways in which health services are delivered. Key messages • During the pandemic non-standard workers in Ontario, Canada experienced complex health problems and, despite increased health needs, encountered barriers in accessing specialized health services. • The growing problem of non-standard work and workers’ heightened risk for health status deterioration, followed by a possible accentuation of health inequities, is a population health concern.

The Impact of Digitalization on the Labour Market: The Case of North Macedonia

The impact of digitalization on the labour market is very complex and is manifested in different conditions for job creation and job protection, changed needs for occupations and skills, coping with skills mismatch and labour shortage etc. The aim of the research is to determine the possible implications of digitalization on the labour market in North Macedonia, by analyzing relevant labour market indicators and the results of employees’ survey based on identified hypotheses. The analysis of the labour market indicators shows that despite the positive changes, the situation on the Macedonian labour market remains unfavorable i.e. low employment rates, growing skills mismatch and labour shortages in conditions of still high unemployment. The survey results indicate that the digitalization may not cause serious job losses, but it can lead to significant shifts in the employment structure (regarding sectors, occupations, skills, nature of jobs, pressure on the lower skill levels etc.). The influence of digitalization on the labour demand will depend on the employment sector and job profile, as well as on the investments in technology and relevant experience to use it. Also, digitalization could reduce the labour shortages caused by demographic ageing. The survey results show that digitalization will impose changes in the education and professional expertise, management style and organizational culture, as well as in trade union organizations. The findings of this research are meaningful for policy makers, state institutions, employers, trade unions and other stakeholders. The digitalization implies need for coherent approach of all involved parties in North Macedonia.

Study on the Source of Stress Among Blue-collar Employees in Beijing Yizhuang Foreign Enterprise

With the rapid development of economic production, the number of blue-collar employees continues to grow, and the problems of blue-collar employees have become increasingly prominent. This paper takes the blue-collar employees of foreign enterprise in Yizhuang Economic Development Zone, Daxing District, Beijing as a sample to analyze the sources of stress. Because the questionnaire involves a lot of directions, the main methods of this study are principal component analysis and factor analysis. It is found that the main factors of stress for blue-collar employees in Yizhuang Economic Development Zone, Daxing District, Beijing are: "physical health", "living environment", "enterprises internal environment ", "family relationship environment", "employees personal development and expectation", "interpersonal relationship" and "family development expectations (housing)". At the same time, the study puts forward some constructive suggestions on the problem of stress sources. In the aspect of relieving pressure, the company should design the reasonable salary and performance system, arrange the work task reasonably, increase the training of psychological counseling to relieve the pressure of blue-collar workers. Individual blue-collar workers should learn time management, self-regulation when faced with stress, communication and help seeking. The government should strengthen the safeguard measures for blue-collar workers, strengthen market supervision, improve the relevant labor market policies, strengthen the employment guidance for the unemployed, implement compulsory education, and gradually improve the education level of blue-collar workers.

The link between unemployment and opioid prescribing. An instrumental variable approach using evidence from England

BackgroundUnemployment has been associated with chronic pain, which is often treated with prescription opioids. Opioid mortality has been included in the so-called category of ‘deaths of despair’ due to the...

CURRETNLY CONDUCTED EDUCATIONAL REFORMS IN UKRAINE: ACHIEVEMENTS AND NEW CHALLENGES

The article proves the fact that current reforms take place in the system of education of Ukraine taking into account the latest social challenges and priority tasks of the legislative and executive branches of power, in particular, those which aimed to improve the efficiency of education, to overcome territorial differences in the quality of providing it, to modernize the content of education in accordance with relevant labour market demands, to support the process of implementing academic integrity in both educational and academic institutions. The goal of the study has been met, namely there has been conducted the analysis of the effectiveness of educational reforms in Ukraine by processing the data obtained from interviews with different stakeholders of the educational process, who were the students (future teachers), practicing teachers, and lecturers of higher education institutions. There were applied the further outlined research methods like: first, logical and system analysis was intended to summarize the views of the participants of the focus groups on the requests and expectations of the state, civil society and educators to reforms in the field of education; second, documents examination was supposed to identify the participants’ standpoints on the amendments made to the Law of Ukraine «On Education» (2017) and the Conceptual Principles of Secondary Education Reform «New Ukrainian School» (2016). The article reveals the requests and expectations of the state, civil society and educators from conducting the reforms in the field of education. Based on the opinions of the focus group participants on the strategic aspects of the Law of Ukraine «On Education» and the Conceptual Principles for the Reform of the Secondary School «New Ukrainian School», we performed the ranking of the respondents’ standpoints on the relevance of amendments, and we discovered those concepts needed further clarification (decentralization and effective management that will provide real autonomy to the school, a new school structure that allows mastering the new content and gaining competencies for life, the timeline for implementation of the reform). We revealed the prevailing attitudes of educators, their needs and expectations concerning outputs of educational reforms in Ukraine, namely: respect for their job from the society, trust for the teacher; decent fees, proper and transparent financing of educational institutions; real academic freedom, etc.

Information extraction using neural language models for the case of online job listings analysis

In this article we discuss the approach to information extraction (IE) using neural language models. We provide a detailed overview of modern IE methods: both supervised and unsupervised. The proposed method allows to achieve a high quality solution to the problem of analyzing the relevant labor market requirements without the need for a time-consuming labelling procedure. In this experiment, professional standards act as a knowledge base of the labor domain. Comparing the descriptions of work actions and requirements from professional standards with the elements of job listings, we extract four entity types. The approach is based on the classification of vector representations of texts, generated using various neural language models: averaged word2vec, SIF-weighted averaged word2vec, TF-IDF-weighted averaged word2vec, paragraph2vec. Experimentally, the best quality was shown by the averaged word2vec (CBOW) model.

Returns to Foreign and Host Country Qualifications: Evidence from the US on the Labour Market Placement of Migrants and the Second Generation

The integration of migrants in the US economic system is a central concern of policy-makers and scholars. A faster and smoother assimilation of valuable human capital would indeed benefit the labour market, increasing its efficiency. To investigate the integration of minorities and migrants in the US labour market, we employ data from the Current Population Survey from June 2016 (the primary source of labour force statistics in the US). We focus on the following ethnic groups: White, Black, Asian, and Other (a combination of Native Americans, Pacific and Mixed). For each ethnicity we consider if respondents are US born, 1st- or 2nd-generation of immigrant descent. Among 1st-generation migrants, we further differentiate between recent (in the country for 10 years or less) and long (in the country for more than 10 years) arrivals, as they are likely to have different levels of social capital and knowledge of the job market. We focus on three very relevant labour market outcomes: being employed, being employed in a public sector job and working in a professional or managerial position. Our results indicate better placement of individuals with tertiary degrees, an effect particularly important among women. Minorities in the public sector have made some important gains in terms of occupational attainment parity with the white majority.

Transnational Capital/Labour Flows Adapting Labour Market Policy to a Transformed Employment Structure

The shift towards recognition of a capital-labour flows have occurred within the broader context of a globalized knowledge economy and a global race for skills. Change in a country’s employment structure is shaped by the evolution of skill supplies, implies that educational expansion and migration flows are crucial to understand occupational change. The local communities, Taiwan is in competition for its share of the intellectual capital and for the best skilled migrants. The aim is to disentangle the strategy applied by Taiwan to adapt its national labour markets to increasing globalization and flexibility demands. The paper is presented as follows. First, to compare national patterns of job growth in Taiwan, extending the discussion of the reach of job polarization. Second, to examine differential patterns, building on the analysis of educational patterns of employment growth. Third, to go about understanding the relationship between capital flows, labour flows and em/migrant resettlement patterns. The impact of economic globalization has on the flows of the highly educated, and documents incentive programs put into place by the government to tap highly educated talent abroad are assessed. A final summary reflects on the key finding, its contribution to the research arena, as well as open questions for future research. The paper delivers both quantitative and qualitative data as well as an account of the relevant labour market reforms.

Unemployment and Immigrant Receptivity Climate in Established and Newly Emerging Destination Areas

This study examines whether the receptivity climate toward immigrants varies across traditional, new, and emerging Hispanic immigrant destinations in the U.S. and whether that climate is related to local unemployment rates and to the job-skill level of immigrants who settle in these places. We utilize unique, newly collected data to measure local labor market area immigrant receptivity climate based on content analysis of a random sample of all articles addressing immigrants/immigration which were published by local area newspapers from 1995 to 2010. The descriptive data show considerable diversity in local and regional immigrant receptivity patterns across the 380 U.S. labor market areas. Using annual labor market-specific unemployment rates, decadal measures of the educational attainment of immigrants and natives in the labor market area, and an annual summary measure of the immigrant receptivity climate, controlling for theoretically relevant labor market contextual characteristics, results from our regression models show that the immigrant receptivity climate is more negative where unemployment rates are higher. However, this relationship is evident only for new and non-destination areas compared with established immigrant destinations when control variables are considered. While a higher skill level of immigrants (a labor competition argument) is related to less negativity toward them, it does not explain the relationship between unemployment and immigrant receptivity climate. Overall, a high skill level of natives is the better explanation for a more positive immigrant receptivity climate.

Measuring Diversity of the National Institutes of Health-Funded Workforce.

To measure diversity within the National Institutes of Health (NIH)-funded workforce. The authors use a relevant labor market perspective to more directly understand what the NIH can influence in terms of enhancing diversity through NIH policies. Using the relevant labor market (defined as persons with advanced degrees working as biomedical scientists in the United States) as the conceptual framework, and informed by accepted economic principles, the authors used the American Community Survey and NIH administrative data to calculate representation ratios of the NIH-funded biomedical workforce from 2008 to 2012 by race, ethnicity, sex, and citizenship status, and compared this against the pool of characteristic individuals in the potential labor market. In general, the U.S. population during this time period was an inaccurate comparison group for measuring diversity of the NIH-funded scientific workforce. Measuring accurately, we found the representation of women and traditionally underrepresented groups in NIH-supported postdoc fellowships and traineeships and mentored career development programs was greater than their representation in the relevant labor market. The same analysis found these demographic groups are less represented in the NIH-funded independent investigator pool. Although these findings provided a picture of the current NIH-funded workforce and a foundation for understanding the federal role in developing, maintaining, and renewing diverse scientific human resources, further study is needed to identify whether junior- and early-stage investigators who are part of more diverse cohorts will naturally transition into independent NIH-funded investigators, or whether they will leave the workforce before achieving independent researcher status.

The Most Relevant Labour Market Competencies for Employers and their Assessment by Students

Abstract Our paper is aimed at examining what principal business competencies (can) enhance the success and competitiveness of employees according to the employers and we also wish to explore what personality traits have a decisive effect on the decision-making mechanism in taking on new staff. At present employers can make selection from a lot of fresh graduates in economics so for them it is essential to know the competencies by which they are classified and ranked by the employers. However, it is also important to bear in mind from which aspects their opinion meet the employers′ expectations. Based on surveying the employers′ expectations, the required competencies play a vital role in the hiring process and they are mainly acquired in practical trainings. An answer is also sought to the question of how the rank order of competencies have been changed, how their role was appreciated and reevaluated and what skills and abilities are no longer or only to a slight extent necessary for success in the labour market vs. the ones that were not required previously but have become indispensable these days. One of our further objectives was to create and test a competency structure tailored to the current Hungarian labour market situation and specialities on the basis of the professional literature.

A Comparison of Relevant Labor Markets to Determine Full-Time Community College Faculty Salaries

Full-time community college faculty salaries are typically established by fixed salary schedules. The salaries offered by comparative districts often influence the determination of specific values for salaries on a fixed schedule (i.e., relevant labor markets). Relevant labor markets can be defined in a variety of ways. The purpose of this study was to examine differences in the minimum base and average full-time faculty salaries as determined by different relevant labor markets defined by geographic area, district size, district wealth, and district performance. These labor markets are based on their corresponding economic principles (supply and demand, economy of scale, ability to pay, and cost-benefits). Data was obtained from the 2011?2012 academic year for all California community colleges districts (n = 72). Findings suggest that for practical purposes, it makes little difference which relevant labor market was selected, as pay differentials between the labor markets were minimal. Consequently, justifications are presented for the use of each of the four labor markets, emphasizing consideration for selection of a labor market based on district performance. This latter selection can serve community colleges from a public relations perspective in an effort to further demonstrate accountability for salary expenditures and student outcomes.

Employee-referral schemes and discrimination law

Employee-referral schemes (‘introduce a friend’) are in common usage in recruitment. They carry a potential to discriminate by perpetuating an already unbalanced workforce (say, by gender and ethnicity). With this, or course, comes the risk of litigation and bad publicity as well as any inherent inefficiencies associated with discrimination. This article is threefold. First, it examines the present state of the law. Second, it is based on a survey of employers who use these schemes. Third, it analyses the range of schemes (and any safeguards) found to be in use. The scrutiny showed that, where the business is small and/or the recruitment rate via the scheme is low, there is little risk of unlawful discrimination. But there is a risk. As the numbers involved increased, seemingly small disparities can become significant and thus vulnerable to litigation. It also found that, although a range of safeguards against discrimination were employed, none monitored the existing racial/gender profiles involved, thus exposing the schemes to potential litigation. The key safeguard is relatively inexpensive monitoring of the protected characteristics (gender, ethnicity etc.) of the workforce, the relevant labour market, the pool of applicants, and the recruitment rate (via the scheme). This will highlight any patterns and suggestions of discrimination and will help identify the cause(s).

Interventions to Improve the Labour Market Situation of Adults with Physical and/or Sensory Disabilities in Low‐ and Middle‐Income Countries: A Systematic Review

Disability is a development issue, with widespread poverty, inequality and violation of human rights. Recent estimates suggest that more than one billion people are living with some form of disability. Persons with disabilities are over-represented among the world’s poor, and significant labour market disadvantage helps maintain the link between poverty and disability in many country contexts. The costs of disability are particularly acute in low- and middle-income countries (those with gross national income per capita of less than $12,616), where up to 80% of people with disabilities of working age can be unemployed, around twice that for their counterparts in high-income countries. When people with disabilities do work, they generally do so for longer hours and lower incomes, have fewer chances of promotion, are more likely to work in the informal labour market, and are at greater risk of becoming unemployed for longer periods. The barriers faced by people with disabilities globally in accessing and sustaining paid work is a profound social challenge. There is now growing recognition of employment as a key factor in the process of empowerment and inclusion into society, and the role of interventions to improve labour market outcomes for disabled people is receiving increased international attention. It is therefore both vital and timely to increase understanding of the impacts of available programmes, in order to ensure that they are effective in delivering positive outcomes for people with disabilities and provide value for money. Although several reviews have attempted to summarise the existing research in this area, there are a number of substantive and methodological limitations to these reviews. Thus, there is a need to systematically examine the evidence base to provide an overview of the types of interventions being used to improve employment outcomes, to identify those that are effective and ineffective, and to identify areas in which more research needs to be conducted.

Who pays for public employee health costs?

We analyze the incidence of public-employee health benefits. Because these benefits are negotiated through the political process, relevant labor market institutions deviate significantly from the competitive, private-sector benchmark. Empirically, we find that roughly 15 percent of the cost of recent benefit growth was passed onto school district employees through reductions in wages and salaries. Strong teachers’ unions were associated with relatively strong linkages between benefit growth and growth in total compensation. Our analysis is consistent with the view that the costs of public workers’ benefits are difficult to monitor, contributing to benefit oriented, and often under-funded, compensation schemes.