Search results for "LABOUR"

Regional gender inequality in the Norwegian culture of equality

2014

Published version of an article in the journal: Gender Issues. Also available from the publisher at: http://dx.doi.org/10.1007/s12147-014-9131-0 This research project has its origin in statistical findings indicating that there has been a long-standing regional variation in the attainment of gender equality in Norway whereby the southern region has been identified as the least gender-equal. This is likely to be caused by an interaction of economic, political and cultural structures. Nevertheless, the understanding of this phenomenon remains incomplete since the cultural dimension too often ends up as a residual category or a dependent variable. The project seeks to explore the cultural dime…

Deskilling and decline in skill premium during the age of sail : Swedish and Finnish seamen, 1751–1913

2016

The study examines the evolution of skill premium and share at industry level in shipping during the age of sail. We argue that the period from the 1750s to the 1910s represented deskilling for the seamen working in sailing ships. The growth of international trade and shipping during the first era of globalization increased the overall demand for sailors but decreased the relative demand for skilled labor in favor of less skilled ones. This deskilling was associated with a decline in wage inequality, as the premium for high skilled seamen fell relative to mean wages in the shipping industry. The decline in skill premium may have facilitated the growth of trade and shipping, as the relative …

Comparing past and present wage inequality in two globalisation periods

2013

Abstract This paper compares past and present globalisation with an aim to highlighting the different factors that drove wage inequality then and those which are doing so now. We have constructed a ratio of wage inequality for 15 countries in the first period of globalisation (1870–1913) and the subsequent period of deglobalisation (1914–1930) and then compare this pattern to wage inequality in the 1980s and 1990s. We propose that the difference in wage inequality trends for the two globalisation periods is due to migration and institutional factors (education and labour market institutions). These factors offset the increase in wage inequality produced by globalisation and technological ch…

Plant Productivity Dispersion and the College Premium: Evidence from the United States 1977-1997

2015

For the United States in 1987-2014, I document at business cycle frequencies that the high-skill workers’ employer size wage premium is high (low) in times of low (high) unemployment relative to that of the low-skill workers. Specifically, the differential employer size wage premium between high-skill and low-skill workers has an unconditional correlation of -0.4 with the unemployment rate, and varies by about 6 percent over the business cycle. The skill premium itself does not exhibit a clear business cycle pattern over the sample period.

Technology Diffusion, Worker Mobility and the Returns to Skill

2015

In this paper I illustrate how the diffusion across firms of a skill-neutral technology leads to a skill-biased impact on the economy. The model identifies (i) differences in inter-firm mobility between skill groups, (ii) productivity dispersion across firms within industries, and (iii) differences in wages between small and large firms as key determinants of the skill premium. Calibrated to match differences in inter-firm mobility between skill groups and rising productivity dispersion across firms, the model ascribes one-third of the sharp increase in the skill premium in U.S. manufacturing from 1977 to 1997 to skill-neutral technical progress and the technology diffusion process itself. …

Globalization, Worker Mobility and Wage Inequality

2015

In the present paper, I integrate frictional labor markets with on-the-job search into an otherwise standard heterogeneous firm model of intra-industry trade. Most importantly, I show that the returns to workers’ inter-firm mobility are higher in a trade equilibrium than in autarky. Intuitively, by favoring large and productive firms, international trade amplifies the disparities in profitability between small and large firms. Hence, the returns to labor reallocation across firms rise. In view of the empirically observed higher inter-firm mobility among high-skill workers, this suggests a skill-biased impact of trade liberalization.

Small Employers, Large Employers and the Skill Premium

2015

I document the comovement of the skill premium with the differential employer size wage premium between high- and low-skill workers in U.S. manufacturing during the postwar era. For the baseline specification, i.e., establishments with at least 500 employees categorized as large employers and non-production workers as high-skilled, I obtain a correlation coefficient of 0.87. Exploiting variations across subindustries while controlling for other potentially relevant factors, I estimate that an increase by ten log-points in the differential size premium is associated with an increase in the skill premium by three log-points.

Labor Market Flexibility and Unemployment: New Empirical Evidence of Static and Dynamic Effects

2012

The aim of this paper is to analyze the relationship between labor market flexibility and unemployment outcomes. Using a panel of 97 countries from 1985 to 2008, the results of the paper suggest that improvements in labor market flexibility have a statistically and significant negative impact on unemployment outcomes (over unemployment, youth unemployment, and long-term unemployment). Among the different labor market flexibility indicators analyzed, hiring and firing regulations and hiring costs are found to have the strongest effect.

Matching Vocational Training and Labour Market Demands- the Opinion of Public Adminstrations

2013

More hours, more jobs? The employment effects of longer working hours

2014

Increases in standard hours of work have been a contentious policy issue in Germany. Whilst this might directly lead to a substitution of workers by hours, there may also be a positive employment effect due to reduced costs. Moreover, the response of firms may differ between firms that offer overtime and those that do not. For a panel of German plants (2001–2006) drawn from the IAB Establishment Panel, we are the first to analyse the effect of increased standard hours on employment. Using difference-in-difference methods we find that, consistent with theory, overtime plants showed a significant positive employment response, whilst for standard-time plants there is no difference between plan…