scholarly journals Workforce Composition and the Risk of Labor Market Exit Among Older Workers in Finnish Companies

2019 ◽  
Vol 6 (2) ◽  
pp. 88-100
Author(s):  
Aart-Jan Riekhoff ◽  
Noora Järnefelt ◽  
Mikko Laaksonen
Keyword(s):  
Labor Market ◽  
Older Workers ◽  
Individual Characteristics ◽  
Firm Level ◽  
Early Exit ◽  
Market Exit ◽  
Education Levels ◽  
Workforce Composition ◽  
Wage Structures ◽  
Employee Data

Abstract This article investigates how a firm’s workforce characteristics affect an individual’s timing of exit from the labor market. It analyzes the relations between the age, skill, and wage structures of companies and the risk of labor market exit of Finnish older workers by using the detailed longitudinal register-based Finnish Linked Employer–Employee Data. The study follows the Finnish working population born between 1942 and 1950 (N = 216,713). Multilevel discrete-time survival analysis with individuals nested in firms is applied to estimate the risk of permanent exit from work between the ages of 53 and 68. The results show that these risks differ between firms: greater diversity in age and education levels among the workforce as well as seniority-based wage systems within a firm decrease the propensity of early exit, while being employed at a firm with an older staff increases the risk of exit. The findings from interactions between individual- and firm-level characteristics further illustrate that one’s individual characteristics matter in relation to the characteristics of the overall firm’s workforce. Being dissimilar from one’s coworkers, especially in terms of skills and education, can reduce the risk of early exit.

scholarly journals Hello pension, goodbye tension? The impact of work and institutions on older workers’ labor market participation in Europe

2014 ◽  
Vol 8 (2) ◽  
pp. 33-67 ◽  
Author(s):  
Maria Fleischmann ◽  
Ferry Koster ◽  
Pearl Dykstra ◽  
Joop Schippers
Keyword(s):  
Labor Market ◽  
Older Workers ◽  
European Social Survey ◽  
Individual Characteristics ◽  
Institutional Characteristics ◽  
Labor Market Participation ◽  
Market Participation ◽  
Social Survey ◽  
The Impact ◽  
The Welfare State

To sustain the welfare state, several EU countries agreed to take measures aimed at increasing the labor market participation of older workers (European Commission 2001). In this study, we developed a framework integrating individual, work, and institutional characteristics in order to explain the labor market participation of older workers. While prior studies focused mainly on individual characteristics, the present analysis investigated the impact of work and institutions more closely using the European Social Survey. Multilevel analyses across 21 countries showed that work characteristics increased the benefits from work, hence increasing the likelihood of participation among older workers, and that the generosity of institutions discouraged older workers to remain in the labor market.

scholarly journals Educational Inequalities in Labor Market Exit of Older Workers in 15 European Countries

2020 ◽  
Author(s):  
Jana Mäcken ◽  
Patrick Präg ◽  
Moritz Hess ◽  
Lea Ellwardt
Keyword(s):  
Labor Market ◽  
Older Workers ◽  
European Countries ◽  
Social Gradient ◽  
Institutional Factors ◽  
Market Exit ◽  
Country Differences ◽  
Using Data ◽  
Meta Analyses ◽  
Almost All

This article examines country differences in the association between education and voluntary or involuntary labor market exit and whether these country differences map onto institutional characteristics of the countries. Work exit is defined as involuntary based on the reasons of exit. Four different types of institutional factors, push and pull, aiming for an earlier work exit and need and maintain factors to retain older workers in employment are considered. Using data from 15 European countries from the longitudinal Survey of Health, Aging and Retirement in Europe (SHARE), discrete- time event history models with a categorical outcome are estimated for each country separately. In a second step, we add macro-level indicators and conduct meta-analyses to analyze country differences. Results show that in almost all countries a social gradient in involuntary work exit exists but not in voluntary exit. Lower-educated workers are more likely to involuntarily exit the labor market. Institutional factors, especially those supporting older workers’ retention in employment, are associated with a smaller social gradient in work exit. Our findings suggest that investments in active labor market expenditures, especially in lifelong learning and rehabilitation for lower educated workers, may help to reduce the social gradient in involuntary work exit.

Book Reviews

2011 ◽  
Vol 49 (3) ◽  
pp. 760-762
Keyword(s):  
Labor Market ◽  
Industrial Relations ◽  
The United States ◽  
Associate Professor ◽  
Wage Distribution ◽  
Labor Turnover ◽  
London School ◽  
Firm Level ◽  
The Impact ◽  
Employee Data

Timothy Dunne of Federal Reserve Bank of Cleveland reviews “Wage Structures, Employment Adjustments and Globalization: Evidence from Linked and Firm-Level Panel Data” edited by David Marsden and Francois Rycx. The EconLit Abstract of the reviewed work begins “Eleven papers examine the use of data sets that link the supply and the demand sides of labor markets, providing linked employer-employee data. Papers discuss labor turnover and wage mobility--the impact of the legal setting and institutions (Lorenzo Cappellari); job and worker flows at the firm level (Harald Dale-Olsen); summary of the literature on job displacements in the United States and European Union--what we know and what we would like to know (Till von Wachter); skill mismatch in Europe (Rene Boheim, Iga Magda, and Martina Zweimuller); variability of wages across sectors--how much, why, and the consequences (Francois Rycx); rent sharing--a survey of methodologies and results (Pedro S. Martins); union effects on wages (Alex Bryson); low-wage employment and the role of the firm--an agenda for data and research (Wiemer Salverda); firms compressing the wage distribution (Ana Rute Cardoso); labor market outcomes of internationalization--what we have learned from analyses of microdata on firms and their employees (Tor Eriksson); and development of linked employer-employee data for EU labor market and social policy analysis (Tanvi Desai). Marsden is Professor of Industrial Relations at the London School of Economics and Research Associate at the Centre for Economic Performance. Rycx is Associate Professor of Economics at the Universite Libre de Bruxelles and Research Fellow at the Centre Emile Bernheim, DULBEA, and the Institute for the Study of Labor, Bonn. Index.”

scholarly journals Age segregation and hiring of older employees: low mobility revisited

2014 ◽  
Vol 35 (8) ◽  
pp. 1090-1115 ◽  
Author(s):  
Pekka Ilmakunnas ◽  
Seija Ilmakunnas
Keyword(s):  
Older Workers ◽  
Age Groups ◽  
Cohort Effect ◽  
Employment Change ◽  
Firm Level ◽  
Content Type ◽  
Older Employees ◽  
Age Segregation ◽  
The Individual ◽  
Employee Data

Purpose – The purpose of this paper is to analyse the determinants of hiring and exit rates by age at the firm level and firm-level age segregation in hirings and separations in Finland. Design/methodology/approach – The use Finnish linked employer-employee data from 1990 to 2004. The authors present a decomposition of employment change by age group to disentangle the roles of hirings and exits from factors related to demographics effects. Firm-level analysis is conducted using regression models for the hiring rates and shares of different age groups and for the probability of hiring older employees. Similar models are estimated for the exits of older employees. Segregation is analysed using age segregation curves and Gini indices calculated from them. Findings – The hirings of older (50+) employees have clearly been more segregated at the firm level than the exits or the stock of old employees. Larger firms are more likely to hire older employees, but their hiring rates are lower. However, the probability of having hires or exits of older workers are much higher in large firms. The results are relatively similar for men and women. Research limitations/implications – The determinants of the probability of hiring older workers and the rate of hiring them, given that the rate is positive, are different and these two processes should be modelled separately. The Gini index of segregation may be misleading when the number of employees per firm is small. Therefore it is useful to compare segregation to a random reshuffle of employees to firms. Practical implications – Older worker who have become unemployed or who want to change their job need to have more employment opportunities. Labour and pension policies need to be monitored and designed so that there are more incentives for the individual to search for a new job and for the firms to hire older employees. Originality/value – The authors provide new empirical evidence of age segregation and hiring prospects of older employees. Age segregation has previously been examined in occupations, but the authors extend the analysis to firm-level segregation. The authors suggest a new decomposition of the rate of employment change to the hiring and exit rates and to a cohort effect.

scholarly journals Labor market exit around retirement age in Sweden and trajectories of psychotropic drugs in a context of downsizing

2020 ◽  
Vol 20 (1) ◽  
Author(s):  
Sandra Blomqvist ◽  
Hugo Westerlund ◽  
Kristina Alexanderson ◽  
Linda L. Magnusson Hanson
Keyword(s):  
Mental Health ◽  
Labor Market ◽  
Old Age ◽  
Sickness Absence ◽  
Psychotropic Drugs ◽  
Older Workers ◽  
Disability Pension ◽  
Organizational Factors ◽  
Market Exit ◽  
Significant Difference

Abstract Background A maintained psychological wellbeing is important in order to continue working longer and remain active into older age. However, little is known about impact of different organizational factors, such as downsizing, on the mental health of older workers exiting the labor market. The aim in this study was to investigate trajectories of purchases of psychotropic drugs in relation to labor market exit later in life in a context with and without downsizing. Method People living in Sweden, born 1941–1951, exiting paid work via unemployment, sickness absence/disability pension, or old-age pension were followed from 2005 to 2013 regarding purchases of psychotropic drugs. Individuals employed at a workplace closing down or downsizing with ≥18% between two subsequent years were compared to employees exiting from workplaces without downsizing or workplace closure. Generalized estimating equations was applied to derive trajectories of annual prevalence of purchased antidepressants, sedatives and anxiolytics from 4 years before to 4 years after a labour market exit. Results During the period around the exit, old-age retirees experiencing a downsizing/workplace closure did not decrease their purchases of sedatives (OR 1.01 95% CI 0.95–1.07) while the unexposed decreased their purchases during this period (OR 0.95 95% CI 0.92–0.98). Similar differences concerning sedatives and antidepressants between exposed and unexposed were seen for those exiting via sickness absence or disability pension. Furthermore, a significant difference in purchases of anxiolytics was observed between those exposed to downsizing (OR 1.10 95% CI 0.97–1.24) and the unexposed (OR 0.98 95% CI 0.91–1.06) exiting via old-age retirement during the time before the exit. Conclusion Downsizing or workplace closure, although weakly, was associated with higher prevalence of psychotropic drugs certain years around the labor market exit. The results support the idea that involuntary labor market exit in mature adulthood may negatively affect the development of mental health.

scholarly journals Educational Inequalities in Labor Market Exit of Older Workers in 15 European Countries

2021 ◽  
pp. 1-25
Author(s):  
JANA MÄCKEN ◽  
PATRICK PRÄG ◽  
MORITZ HESS ◽  
LEA ELLWARDT
Keyword(s):  
Labor Market ◽  
Older Workers ◽  
European Countries ◽  
Social Gradient ◽  
Institutional Factors ◽  
Market Exit ◽  
Country Differences ◽  
Using Data ◽  
Meta Analyses ◽  
Almost All

Abstract This article examines country differences in the association between education and voluntary or involuntary labor market exit and whether these country differences map onto institutional characteristics of the countries. Work exit is defined as involuntary or voluntary based on the reasons of exit. Four different types of institutional factors, push and pull, aiming for an earlier work exit and need and maintain factors to retain older workers in employment are considered. Using data from 15 European countries from the longitudinal Survey of Health, Aging and Retirement in Europe (SHARE), discrete-time event history models with a categorical outcome are estimated for each country separately. In a second step, we add macro-level indicators and conduct meta-analyses to analyze country differences. Results show that in almost all countries a social gradient in involuntary work exit exists but not in voluntary exit. Lower-educated workers are more likely to involuntarily exit the labor market. Institutional factors, especially those supporting older workers’ retention in employment, are associated with a smaller social gradient in work exit. Our findings suggest that investments in active labor market expenditures, especially in lifelong learning and rehabilitation for lower educated workers, may help to reduce the social gradient in involuntary work exit.

Effect of Visual Feedback on the Static and Kinematic Characteristics of Handwriting

2017 ◽  
Vol 27 ◽  
pp. 5-21 ◽  
Author(s):  
Michael Pertsinakis
Keyword(s):  
Visual Feedback ◽  
Educational Level ◽  
Movement Analysis ◽  
Individual Characteristics ◽  
Software Module ◽  
Medium Education ◽  
Education Levels ◽  
Pen Tablet ◽  
The Individual ◽  
Document Examiners

Research on visual feedback has not produced consistent results to show how visual feedback or the lack, thereof, influences individual handwriting characteristics. A two-pronged approach was designed to investigate the degree of this influence. For this purpose, samples of signatures as well as cursive and block text, written with and without visual feedback, were collected from 40 volunteers and imported into a PC via a pen tablet, using an electronic inking pen. The data was analyzed in a handwriting movement analysis software module specially designed for this research that was added to the software MovAlyzeR by Neuroscript LLC. Two forensic document examiners (FDEs) independently analyzed samples from the two groups (samples executed with normal visual feedback versus the group of samples executed without visual feedback). They found no fundamental differences between these two groups. Their analyses also demonstrated that a large number of similarities existed in the general design of the allographs (alternative forms of a letter or other grapheme) and in the pictorial aspects, regardless of the complexity of the samples. In the cursive and block handwriting, four main qualitative characteristics were linked to the absence of visual feedback: change of overall size, non-uniformity of left margins, change of baseline alignment, and inclusion of extra trajectories. The statistical analysis verified the above findings. The comparative analysis also suggests that gender, educational level (above high school) and handedness create an insignificant influence on the individual characteristics of writing produced with and without visual feedback. The only notable exception is the relationship between signature duration and educational level. The volunteers with a medium education level showed a significant increase in duration while signing their names without visual feedback in comparison to those with higher education levels. The combination of the above findings suggests that handwriting is not fundamentally influenced by visual feedback.  Purchase Article - $10

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