scholarly journals Job Mobility as a New Explanation for the Immigrant-Native Wage Gap: A Longitudinal Analysis of the German Labor Market1

2018 ◽  
Vol 52 (3) ◽  
pp. 724-749
Author(s):  
Hanna Brenzel ◽  
Malte Reichelt
Keyword(s):  
Fixed Effects ◽  
Wage Gap ◽  
Job Mobility ◽  
Human Capital Theory ◽  
Substantial Part ◽  
Industrialized Countries ◽  
Wage Differences ◽  
Cross Sectional ◽  
Capital Theory ◽  
Employment Trajectories

In industrialized countries, wages between migrants and natives usually differ. Previous studies that mostly focused on human capital theory and cross-sectional wage differences failed to fully explain the wage gap. We offer a new explanation and assume that differences in the employment trajectories of migrants and natives contribute to diverging wages after labor market entrance. Utilizing longitudinal data for Germany, we analyze the job mobility of migrants and natives and distinguish among voluntary, involuntary, and internal job changes. Indeed, we find evidence for differences in transition patterns and — using several fixed-effects regressions — are able to explain a substantial part of the gap in hourly wages. The results suggest that the higher number of involuntary changes among migrants increases the wage gap. In contrast, support for more voluntary and internal job changes among migrants should help to counteract diverging earnings trajectories.

Employee self-concepts, voluntary learning behavior, and perceived employability

2015 ◽  
Vol 30 (3) ◽  
pp. 264-279 ◽  
Author(s):  
Sungjun Kim ◽  
Hacksoo Kim ◽  
Jinkyu Lee
Keyword(s):  
Human Capital ◽  
Human Capital Theory ◽  
Self Concept ◽  
Learning Behavior ◽  
Cross Sectional ◽  
Capital Theory ◽  
Content Type ◽  
Perceived Employability ◽  
Interactive Relationship ◽  
Concept Theory

Purpose – The purpose of this paper is to investigate the antecedents of employees’ perceived employability based on both self-concept and human capital theory. The study tested the relationship between employees’ self-concepts and perceived employability by using organization-based self-esteem (OBSE) and role-breadth self-efficacy. This study also examined the interactive relationship between self-concepts and voluntary leaning behavior, which can be viewed as a means of enhancing human capital. Design/methodology/approach – Data were collected from 301 employees of an organization in Korea. Findings – The results demonstrated that OBSE and its interaction with voluntary learning behavior were positively correlated with perceived employability. Research limitations/implications – The data were cross-sectional. Causal inferences should be made with caution. Originality/value – Unlike previous literature that has relied primarily on human capital theory, this study draws on self-concept theory to show that employee self-concept can be an antecedent of perceived employability. Furthermore, this study argues that employees’ perceived employability may be more fully understood through the lenses of both self-concept and human capital theories.

scholarly journals Employment Trajectories and Later Employment Outcomes for Mothers in the British Household Panel Survey: An Analysis by Skill Level

2013 ◽  
Vol 43 (1) ◽  
pp. 87-108 ◽  
Author(s):  
KITTY STEWART
Keyword(s):  
Job Satisfaction ◽  
Human Capital ◽  
Human Capital Theory ◽  
Hourly Wage ◽  
British Household Panel Survey ◽  
Panel Survey ◽  
Highly Qualified ◽  
Work History ◽  
Capital Theory ◽  
Employment Trajectories

AbstractThis article explores the association between mothers’ involvement in paid employment when their children are young and their later employment prospects. Using 17 waves of the British Household Panel Survey (1997–2007), it examines the employment trajectories of 954 women for the decade after the birth of their youngest child, asking two main questions. Do mothers who enter or return to work tend to remain in employment? And do wages and job satisfaction further down the line (when the youngest child reaches ten years old) reflect the pathway taken? The article focuses in particular on differences between women with higher- and lower-level qualifications. Mothers are found to be following a variety of employment pathways, with instability relatively common: more than one in three move in and out of work over the period, and this movement is just as common among mothers with higher levels of qualifications as among those with only GCSE-level qualifications or none at all. A stable – and longer – work history is associated with increased wages later on, but the benefits are greater for women with higher levels of qualifications, as might be predicted by human capital theory. Women who were more highly qualified and who moved in and out of work over the decade had an hourly wage when their youngest child was ten which was 31 per cent lower than similar women with a stable work history; for women with few or no qualifications the corresponding figure was 10 per cent and statistically insignificant. For both groups, job satisfaction at the end of the decade was unrelated to the pathway taken.

scholarly journals Distinguished Fellow: Mincering Labor Economics

1992 ◽  
Vol 6 (2) ◽  
pp. 157-170 ◽  
Author(s):  
Sherwin Rosen
Keyword(s):  
Human Capital ◽  
Labor Economics ◽  
Research Agenda ◽  
Job Mobility ◽  
Human Capital Theory ◽  
Married Women ◽  
Empirical Content ◽  
Capital Theory ◽  
The Past ◽  
Participation Decisions

Jacob Mincer has helped set the research agenda and professional style in labor economics for over 30 years. His research helped uncover the empirical content of human capital theory, where he used those ideas to study the determinants of earnings and the sources and nature of earnings inequality. He was also a pioneer in studying labor force participation decisions of married women. For the past decade, Jacob has set his characteristic stamp on the empirical study of job mobility. The following brief survey is meant to convey some of the flavor of Jacob Mincer's work and why it has been so influential in labor economics.

Job Mobility and Earnings: An Internal Labour Market Analysis

1988 ◽  
Vol 30 (1) ◽  
pp. 100-117 ◽  
Author(s):  
John Creedy ◽  
Keith Whitfield
Keyword(s):  
Human Capital ◽  
Labour Market ◽  
Job Mobility ◽  
Human Capital Theory ◽  
Market Analysis ◽  
Future Research ◽  
Market Theory ◽  
Capital Theory ◽  
Earnings Distribution ◽  
Market Approach

The analysis of job mobility and earnings has been dominated by human capital theory. This approach has been subject to considerable criticism in recent years, particularly about the manner in which it conceptualizes the processes that take place between the start and end of a job. An alternative is the internal labour market approach, which focuses on the very processes which are so problematic for human capital theory. Information from three specially designed surveys of professional scientists in Australia and Britain suggests that the processes that are central to internal labour market theory are crucial to generating the distribution of earnings. While the evidence presented is not necessarily incompatible with human capital theory, it does suggest that future research on the earnings distribution could usefully involve the development of the internal labour market approach.

scholarly journals Determinants of the wage gap in Ecuador: analysis under a minceriano model related to dummy aggregate variables

2019 ◽  
Vol 3 (29) ◽  
pp. 70
Author(s):  
Jorge Luis López Lapo ◽  
Germania Sarmiento Castillo
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Old Age ◽  
Gender Discrimination ◽  
Wage Gap ◽  
Human Capital Theory ◽  
Labor Income ◽  
Capital Theory ◽  
Secondary Information

Introduction The Human Capital Theory exposes that inequality in labor income is due to different factors, including productivity and education. Objectiveanalyze income inequality in the Ecuadorian labor market. The research takes data from the National Employment, Unemployment and Underemployment Survey of INEC estimating the Mincerian equation (1974) by adding dummy variables.Materials and methods The research takes data of secondary information that rests in the ENEMDU survey updated to December 2018 that includes the characteristics of the EAP in Ecuador. Resultscharacterization of the gender variable, schooling positively influences their hourly wages. Discussion Regarding the gender variable, this long term of not correcting the salary differences may have an impact on old age. ConclusionsWhen there is gender discrimination, it is imperative to identify and quantify the jobs and professions to which women have access in a lesser proportion.

scholarly journals Commuting and the Motherhood Wage Gap: Evidence from Germany

2020 ◽  
Vol 12 (14) ◽  
pp. 5692
Author(s):  
Thomas Skora ◽  
Heiko Rüger ◽  
Nico Stawarz
Keyword(s):  
Human Capital ◽  
Job Search ◽  
Fixed Effects ◽  
Transition To Parenthood ◽  
Wage Gap ◽  
Wage Penalty ◽  
Pay Gap ◽  
Capital Theory ◽  
Commuting Distances ◽  
Commuting Distance

In the present study, we analyze how childbirth-related changes in commuting contribute to the motherhood wage gap, which in turn accounts for a large part of the gender pay gap. Derived from human capital theory and job search theory, we examine various mechanisms that might explain why reduced commuting distances after childbirth come along with wage reductions for mothers. The empirical analyses are based on data from the German Socio-Economic Panel (GSOEP) 2001–2017, which are analyzed within a fixed effects (FE) panel framework (n = 41,111 observations from 7183 persons). Firstly, the results show that the transition to first parenthood is associated with a 33% decrease in the commuting distance of women, while the transition to fatherhood has no effect. Secondly, mothers who substantially reduce their commuting distance after the transition to parenthood (who amount to 30% of all mothers in our sample) show an increased wage penalty (−18.4%), compared to mothers who do not reduce their commuting distance (−8.7%). Accordingly, 23% of the motherhood wage penalty can be attributed to wage losses related to the reduction in commuting distance. Thirdly, wage penalties for mothers who change to a job closer to their place of residence can be partly explained by the loss of firm-specific human capital. In addition, the wage penalty for commuting is a consequence of women taking jobs that are less suited to their skills profile and moving to smaller companies.

scholarly journals Wage inequalities between men and women and a public policy analysis

2017 ◽  
Vol 10 (2) ◽  
Author(s):  
Taise Fátima Mattei ◽  
Fernanda Mendes Bezerra
Keyword(s):  
Family Policy ◽  
Public Policies ◽  
Personal Characteristics ◽  
Human Capital Theory ◽  
Reverse Discrimination ◽  
Wage Differences ◽  
Capital Theory ◽  
Men And Women ◽  
Public Policy Analysis ◽  
Wage Inequalities

The labor market is marked by high social and economic inequalities, especially with regard to positions and salaries between men and women. Thus, this study will present the theories used to try to explain wage inequalities between men and women and will approach public policies and actions to minimize this problem, especially those of a discriminatory origin. The results point out the characteristics of the theories: the theory of compensatory differentials explains the extra gains for jobs that require greater risks; The human capital theory explains wage differentials through differences in schooling and experience; The theory of segmentation seeks in the segmentation of the market explanation for the wage differences; And the theory of discrimination seeks explanation in the personal characteristics of workers. With regard to the actions and public policies to minimize wage differences between genders, we can mention: anti-discrimination policies; Family policy; Reverse discrimination, among others.

Career Development and Human Capital Theory: Preaching the “Education Gospel”

2020 ◽  
Author(s):  
Tristram Hooley
Keyword(s):  
Human Capital ◽  
Career Development ◽  
Education System ◽  
Historical Development ◽  
Human Capital Theory ◽  
Development Education ◽  
Capital Theory ◽  
Development Interventions ◽  
The Relationship ◽  
Alternative Relationships

This chapter analyses the relationship between career development, education, and human capital theory. It argues that education lies at the heart of our understanding of how individuals develop their careers and how purposeful career development interventions can support them in this endeavour. Career development services are most evident and accessible in the education system. This relationship is not accidental but is rooted in both the historical development of the field and in the importance of human capital theory to the ideology of both education and career development. The chapter finishes by critiquing the dependence of policymakers and advocates for the field on human capital theory and by considering alternative relationships that could be built between education and career development.

scholarly journals Association between participation in the government subsidy programme for domestic travel and symptoms indicative of COVID-19 infection in Japan: cross-sectional study

BMJ Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. e049069
Author(s):  
Atsushi Miyawaki ◽  
Takahiro Tabuchi ◽  
Yasutake Tomata ◽  
Yusuke Tsugawa
Keyword(s):  
Sore Throat ◽  
Fixed Effects ◽  
Cross Sectional Study ◽  
High Fever ◽  
Internet Survey ◽  
Government Subsidy ◽  
Sampling Weights ◽  
Cross Sectional ◽  
Taste Disorder ◽  
The Government

ObjectiveTo investigate the association between participation in government subsidies for domestic travel (subsidise up to 50% of all travel expenses) introduced nationally in Japan on 22 July 2020 and the incidence of symptoms indicative of COVID-19 infections.DesignCross-sectional analysis of nationally representative survey data.SettingInternet survey conducted between 25 August and 30 September 2020 in Japan. Sampling weights were used to calculate national estimates.Participants25 482 survey respondents (50.3% (12 809) women; mean (SD) age, 48.8 (17.4) years).Main outcome measuresIncidence rate of five symptoms indicative of the COVID-19 infection (high fever, sore throat, cough, headache, and smell and taste disorder) within the past month of the survey, after adjustment for characteristics of individuals and prefecture fixed effects (effectively comparing individuals living in the same prefecture).ResultsAt the time of the survey, 3289 (12.9%) participated in the subsidy programme. After adjusting for potential confounders, we found that participants in the subsidy programme exhibited higher incidence of high fever (adjusted rate, 4.7% for participants vs 3.7% for non-participants; adjusted OR (aOR) 1.83; 95% CI 1.34 to 2.48; p<0.001), sore throat (19.8% vs 11.3%; aOR 2.09; 95% CI 1.37 to 3.19; p=0.002), cough (19.0% vs 11.3%; aOR 1.96; 95% CI 1.26 to 3.01; p=0.008), headache (29.2% vs 25.5%; aOR 1.24; 95% CI 1.08 to 1.44; p=0.006) and smell and taste disorder (2.6% vs 1.8%; aOR 1.98; 95% CI 1.15 to 3.40; p=0.01) compared with non-participants. These findings remained qualitatively unaffected by additional adjustment for the use of 17 preventative measures (eg, social distancing, wearing masks and handwashing) and fear against the COVID-19 infection.ConclusionsThe participation of the government subsidy programme for domestic travel was associated with a higher probability of exhibiting symptoms indicative of the COVID-19 infection.

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