scholarly journals Vacation Leave, Work Hours, and Wages: New Evidence from Linked Employer-Employee Data

Labour ◽  
2014 ◽  
Vol 28 (4) ◽  
pp. 376-398 ◽  
Author(s):  
Ali Fakih
Keyword(s):  
Work Hours ◽  
New Evidence ◽  
Employee Data

scholarly journals New Evidence on the Determinants of Absenteeism Using Linked Employer-Employee Data

ILR Review ◽  
2007 ◽  
Vol 61 (1) ◽  
pp. 108-120 ◽  
Author(s):  
Georges Dionne ◽  
Benoit Dostie
Keyword(s):  
Shift Work ◽  
Work Hours ◽  
Firm Characteristics ◽  
Firm Level ◽  
Employee Survey ◽  
Work Arrangements ◽  
Compressed Work Weeks ◽  
The Cost ◽  
New Evidence ◽  
Employee Data

This paper provides new evidence on the determinants of absenteeism. The authors extend the typical labor-leisure model used to analyze the decision to skip work to include firm-level policy variables relevant to the absenteeism decision and uncertainty about the cost of absenteeism. Estimates based on data from Statistics Canada's Workplace Employee Survey (1999–2002), with controls for observed and unobserved demographic, job, and firm characteristics (including workplace practices), indicate that work arrangements were important determinants of absence. For example, the authors find strong evidence that standard weekday work hours, work-at-home options, and reduced workweeks were associated with reduced absence, whereas shift work and compressed work weeks were associated with increased absence.

scholarly journals Firms' wage policies: New evidence from linked employer-employee data

2013 ◽  
Author(s):  
Fátima Suleman ◽  
Sérgio Lagoa ◽  
Abdul Suleman ◽  
Marta Pereira
Keyword(s):  
New Evidence ◽  
Employee Data

scholarly journals Worker flows, reallocation dynamics, and firm productivity: new evidence from longitudinal matched employer–employee data

2020 ◽  
Author(s):  
Elena Grinza
Keyword(s):  
Fixed Effects ◽  
Function Method ◽  
Control Function ◽  
Firm Productivity ◽  
Employment Level ◽  
Worker Mobility ◽  
Worker Flows ◽  
The Impact ◽  
New Evidence ◽  
Employee Data

Abstract This article investigates the impact of the worker flows of a firm on productivity by using unique longitudinal matched employer–employee data. The analysis has split a firm’s total worker flows into three components: workers’ replacements (excess worker flows), hirings introduced to increase the firm’s employment level (net hirings), and separations of workers intended to decrease the firm’s workforce (net separations). This has allowed the impact of workers’ replacements, which represent the most prominent and compelling feature of worker mobility, to be isolated from the other two components. Endogeneity has been dealt with by using a modified version of Ackerberg et al.'s (2015, Econometrica, 83(6), 2411–2451) control function method, which explicitly accounts for firm-fixed effects. The main findings are that (i) excess flows have an inverted U-shape impact on productivity, (ii) net hirings foster firm productivity, and (iii) net separations damage it. The impacts are heterogeneous and vary widely on the basis of the types of replacements, the categories of workers involved, and the types of firms experiencing such flows. Overall, the findings of this article highlight the importance of reallocation dynamics to obtain better employer–employee matches, and call for a reconsideration of policies concerning the flexibility of the labor market.

The Gender Wage Gap in Hospitality: New Evidence From Spain

2020 ◽  
pp. 193896552097127
Author(s):  
José M. Casado-Díaz ◽  
Oana Driha ◽  
Hipólito Simón
Keyword(s):  
Hospitality Industry ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Distribution ◽  
Hospitality Workers ◽  
Direct Discrimination ◽  
Female Employees ◽  
New Evidence ◽  
Employee Data ◽  
Accurate Quantification

This article examines the gender wage gap in the Spanish hospitality industry versus the rest of the economy. Decomposition techniques are applied to a nationwide representative sample that includes matched employer–employee data allowing an accurate quantification of the phenomenon and its determinants. The methodologies used allow us to examine the average gender wage gap and also how this gap behaves throughout the wage distribution. According to the results, the gender wage gap in hospitality is rather significant (although slightly lower compared with the rest of the economy) and exhibits a steeper profile along the wage distribution. A large part of the gap is explained by observable characteristics, as female hospitality workers have lower levels of seniority than men, are overrepresented in low-skilled occupations, have less supervisory responsibilities, and are segregated into low-wage firms. Although potentially direct discrimination seems to be lower in hospitality, it is not a negligible problem, as, in its most conservative measure (namely, when observationally identical male and female employees working in the same firm are compared), it accounts for as much as 0.05 log points or 30% of the raw gender wage gap. The evidence also shows that the particularly intense gender wage gap observed in the uppermost part of the wage distribution in the hospitality industry arises because more qualified women in the sector are doubly penalized by an intense segregation into comparatively worse jobs and by an unfavorable wage treatment with respect to comparable men, which is consistent with the glass-ceiling phenomenon.

Do workers benefit from on-the-job training? New evidence from matched employer-employee data

2020 ◽  
pp. 101664
Author(s):  
Thanh Quy Nguyen ◽  
Anh Thuy Nguyen ◽  
Anh Lan Tran ◽  
Hung Thai Le ◽  
Ha Hoang Thi Le ◽  
...  
Keyword(s):  
Job Training ◽  
On The Job Training ◽  
New Evidence ◽  
Employee Data
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