Chapter 12 The Empirical Content of the Job Search Model: Labor Mobility and Wage Distributions in Europe and the U.S.

2006 ◽  
pp. 269-308
Author(s):  
Grégory Jolivet ◽  
Fabien Postel-Vinay ◽  
Jean-Marc Robin
Keyword(s):  
Job Search ◽  
Labor Mobility ◽  
Search Model ◽  
Empirical Content ◽  
Wage Distributions ◽  
The U.S

An Empirical Equilibrium Job Search Model With Search on the Job and Heterogeneous Workers and Firms

1999 ◽  
Vol 40 (4) ◽  
pp. 1039-1074 ◽  
Author(s):  
Christian Bontemps ◽  
Jean-Marc Robin ◽  
Gerard J. Van den Berg
Keyword(s):  
Job Search ◽  
Search Model

scholarly journals Searching For Better Prospects: Endogenizing Falling Job Tenure and Private Pension Coverage

2006 ◽  
Vol 6 (1) ◽  
Author(s):  
Leora Friedberg ◽  
Michael T Owyang ◽  
Tara M Sinclair
Keyword(s):  
Job Search ◽  
Search Costs ◽  
Private Pension ◽  
Search Model ◽  
Defined Benefit ◽  
Job Tenure ◽  
Relative Wages ◽  
Pension Coverage ◽  
New Evidence ◽  
General Conditions

Abstract Recent declines in job tenure have coincided with a shift away from traditional defined benefit (DB) pensions, which reward long tenure. New evidence also points to an increase in job-to-job movements by workers, and we document gains in relative wages of job-to-job movers over a similar period. We develop a search model in which firms may offer tenure-based contracts like DB pensions to reduce the incidence of costly on-the-job search by workers. Either reduced search costs or an increase in the probability of job matches can, under fairly general conditions, lower the value of deterring search and the use of DB pensions.

Career Pathways as a Strategic Human Capital Management Program

2020 ◽  
pp. 225-236
Author(s):  
Tim McGonigle ◽  
Shelly Butler
Keyword(s):  
Job Search ◽  
Career Planning ◽  
Career Pathways ◽  
Management Program ◽  
Department Of Veterans Affairs ◽  
Subject Matter Experts ◽  
Job Fit ◽  
Strategic Human Capital ◽  
Job Candidates ◽  
The U.S

The U.S. Department of Veterans Affairs (VA) developed the MyCareer@VA program to attract and retain high-quality VA employees by providing transparent occupational information to support career development. MyCareer@VA provided a suite of customizable career planning tools—including job fit, career planning, career mapping, and job search tools, a federal resume builder, and an interview simulation—to support career planning and employee development. VA subject matter experts developed and validated more than 600 occupational profiles, each at five career levels, over the course of 3 years that depicted the work performed by more than 90% of all VA positions. Ultimately, the MyCareer@VA website attracted more than 2.5 million site visits from non-VA users (i.e., job candidates), more than 70,000 of whom demonstrated an ongoing commitment to applying for VA jobs. In addition, more than 12,000 VA employees used MyCareer@VA to explore new VA jobs and complete developmental activities. This chapter describes the MyCareer@VA program and its results.

Opportunities Denied, Wages Diminished: Using Search Theory to Translate Audit-Pair Study Findings into Wage Differentials

2013 ◽  
Vol 13 (2) ◽  
pp. 921-958 ◽  
Author(s):  
Jonathan A. Lanning
Keyword(s):  
Experimental Data ◽  
Labor Market ◽  
Labor Market Outcomes ◽  
Search Theory ◽  
Search Model ◽  
Market Outcomes ◽  
Hiring Discrimination ◽  
White Workers ◽  
The Impact ◽  
The U.S

Abstract This article proposes a framework with which to estimate the impact on labor market outcomes implied by audit-pair study findings. I present a search model with discrimination and calibrate the model with experimental data from audit studies of the U.S. labor market and the NLSY79 to estimate the wage and unemployment implications of documented hiring disparity. All simulated results are highly consistent with the hypothesis that hiring discrimination may be an important component of the observed labor market disparity between African American and white workers in the U.S. Additionally, while the simulations only generate a small proportion of the observed gaps in unemployment, it proves to be one of the few models capable of explaining simultaneous wage in unemployment gaps. The most robust finding of the article is that non-trivial wage gaps can result even from the seemingly small differences in hiring rates documented in these studies.

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