scholarly journals Rationalizing the irrational: Making sense of (in)consistency among union members and non-members

2021 ◽  
pp. 095968012110568
Author(s):  
Sinisa Hadziabdic ◽  
Lorenzo Frangi
Keyword(s):  
Labour Market ◽  
Union Membership ◽  
Oecd Countries ◽  
Employment Protection ◽  
Economic Conditions ◽  
Structural Factors ◽  
Factors Associated ◽  
Making Sense ◽  
Wage Earners ◽  
Sizable Fraction

Focusing on 13 OECD countries over 25 years, we examine the factors that explain why a sizable fraction of wage-earners exhibit an inconsistency between their union membership status and their confidence in unions by being either confident non-members or non-confident members. While structural factors associated with joining constraints generate inconsistency in specific labour market categories, wage-earners who have extreme ideological orientations and are highly interested in politics are much less likely to exhibit inconsistency across time and countries. For individuals who have intermediate ideological orientations and are not very interested in politics, differences in terms of non-member and member inconsistency between countries are explainable through contextual variables such as economic conditions, the level of employment protection, and historical legacies. Implications for union membership research and union strategies are discussed.

scholarly journals Importance of Employment Protection and Types of Employment Contracts for Elasticity of Employment in the OECD Countries

2014 ◽  
Vol 17 (1) ◽  
pp. 21-44
Author(s):  
Eugeniusz Kwiatkowski ◽  
Przemysław Włodarczyk
Keyword(s):  
Labour Market ◽  
Economic Crisis ◽  
Oecd Countries ◽  
Employment Protection ◽  
Employment Protection Legislation ◽  
Real Wages ◽  
Market Institutions ◽  
Employment Contracts ◽  
Protection Legislation ◽  
The Impact

This article presents the impact of the global crisis on employment in the OECD countries, and in particular is an attempt to explain why the impact is of a different scope in particular countries. Particular attention has been paid to the question of the role played by labour market institutions (such as employment protection legislation and fixed-term employment). The global economic crisis has influenced the situation in the labour markets of OECD countries, causing declines in employment and increases in unemployment. Changes in the level of employment in individual countries varied. Between 2007-2012 declines in production took place in the majority of OECD countries. Declines in real wages were also observed in those countries. On the other hand, in the period of 2005-2012 relatively small changes in labour market institutions occurred. With respect to both the stringency of employment protection legislation, as well as the share of fixed-term employment, there were no clearly visible trends in the data during the period of economic crisis. The econometric verification of theoretical hypotheses was performed using annual data from the 2005-2012 period for 26 OECD countries, and it shows that GDP and real wages were statistically significant determinants of employment size in the analyzed period. The study also confirmed the hypothesis of the existence of a non-linear (U-shaped) relationship between employment elasticity with respect to GDP and the level of stringency of employment protection legislation, as well as the share of fixed-term employment in the total number of employment contracts. The results show that the smallest declines in employment during a crisis might be expected in countries where the level of EPL is close to 2, and the share of fixed-term employment in the total number of employment contracts is close to 18%.

Labour Market Institutions and the Employment Intensity of Output Growth

2009 ◽  
Vol 229 (1) ◽  
Author(s):  
Gebhard Flaig ◽  
Horst Rottmann
Keyword(s):  
Growth Rate ◽  
Labour Market ◽  
Market Performance ◽  
Oecd Countries ◽  
Output Growth ◽  
Wage Bargaining ◽  
Employment Protection ◽  
Market Institutions ◽  
Labour Market Institutions ◽  
Labour Intensity

SummaryThis paper deals with the effects of labour market institutions on labour market performance. We analyse as an indicator for the labour intensity of output growth the employment threshold (the minimum growth rate of output necessary to keep employment constant). We show for a sample of 17 OECD countries for the period 1971 to 2002 that the strictness of employment protection raises the employment threshold in all econometric specifications. A higher wage bargaining co-ordination and a higher tax wedge reduce also the labour intensity of production, although the effects are not in all econometric specifications significant

scholarly journals Differences in flexibility of labour markets in OECD countries – the topsis method

2011 ◽  
Vol 2 (3) ◽  
pp. 43-64
Author(s):  
Agnieszka Ertman
Keyword(s):  
Labour Market ◽  
Oecd Countries ◽  
Employment Protection ◽  
Labour Markets ◽  
Linear Ordering ◽  
Employment Rate ◽  
Ideal Solution ◽  
Topsis Method ◽  
Labour Market Flexibility ◽  
Synthetic Index

Flexible labour market can be defined as the market with capability to adapt to changing economic conditions so as to keep high employment rate, unemployment and inflation low and ensure continued growth in real incomes. Labour market flexibility has a significant influence on employment level in the economy. Some economists believe that higher level of protection in the labour market is accompanied with lower employment rates in the economy. Low labour market flexibility is a contemporary problem of many economies. Lack of flexibility in this market is often associated with regulation of labour market in such areas as social insurance, minimum wage, legislation relating to employment protection and the strength of trade unions. EPL index (Employment Protection Level) is a basic measure indicating degree of labour market regulation. The index was created by the OECD experts and is used for international comparisons. The article aims to examine a degree of labour markets flexibility in OECD countries and identify position of Poland compared to other OECD members. TOPSIS method (Technique for Order Preference by Similarity to an Ideal Solution) is applied to achieve the goal. This method consists in creating synthetic index and calculates the distance of each object between the ideal solution and negative ideal solution, and then linear ordering of researched objects. Synthetic indicator of labour market flexibility was calculated using 11 variables, among which institutional variables such as restrictiveness of employment protection, tax wedge, trade union density or percentage of part time workers in total employment dominated. Synthetic index also covers variables describing labour market performance e.g. employment rate of young and older workers or long term unemployment rate as they indicate a speed of labour market’s responsiveness on external changes.

Ethnic niching in a segmented labour market: Evidence from Spain

2012 ◽  
Vol 9 (3) ◽  
pp. 249-262 ◽  
Author(s):  
Mikolaj Stanek ◽  
Alberto Veira
Keyword(s):  
Social Capital ◽  
Labour Market ◽  
Significant Role ◽  
Immigrant Workers ◽  
Structural Factors ◽  
Immigrant Communities ◽  
Logit Models ◽  
Human And Social Capital

Using the Spanish National Immigrant Survey (NIS-2007) we identify the ethnic niches where workers from five main immigrant communities concentrate. We then implement logit models in order to assess how structural factors and human and social capital variables affect the odds of working in these niches. We observe that the strong segmentation of the Spanish labour market strongly favours the concentration of immigrants in certain occupational niches. Nevertheless, variables related to human and social capital still play a significant role in the placement of immigrant workers in different niches, all of which are not equally attractive. 

Evidence-based regulation of labour migration in OECD countries: setting quotas, selection criteria, and shortage lists

2014 ◽  
Vol 11 (1) ◽  
pp. 11-22 ◽  
Author(s):  
Jonathan Chaloff
Keyword(s):  
Labour Market ◽  
Selection Criteria ◽  
Oecd Countries ◽  
Market Analysis ◽  
Multiple Criteria ◽  
Labour Migration ◽  
Evidence Based ◽  
Periodic Review ◽  
Market Data ◽  
Almost All

The growing complexity of selection criteria for discretionary labour migration in OECD countries has been accompanied by an expanded demand for labour market analysis and consultation with stakeholders. While some features of general or detailed criteria may be fixed in legislation, numerical quotas or targets, shortage lists, and multiple-criteria points-based systems are generally subject to periodic review and revision based on labour market data and consultation with stakeholders. Official government bodies have maintained co-ordination of this process, with varying degrees of externalization. In most countries expertise is internal, with recourse to external mandated bodies rare. In almost all cases, however, the process is designed to promote consensus around the policy while maintaining political control.

Psychological, cultural and socio-structural factors associated to digital immersion in Chilean adolescents

2021 ◽  
pp. 1-20
Author(s):  
Miriam León ◽  
Lucio Rehbein ◽  
Christian Labbé ◽  
Alexander J. A. M. Van Deursen ◽  
Cristian Cerda
Keyword(s):  
Structural Factors ◽  
Factors Associated

scholarly journals Employer Engagement and Active Labour Market Policies. Evidence from a Norwegian Multi-Method Study

2021 ◽  
pp. 1-13
Author(s):  
Christer Hyggen ◽  
Janikke Solstad Vedeler
Keyword(s):  
Labour Market ◽  
Structural Constraints ◽  
Structural Factors ◽  
Economic Interests ◽  
Labour Market Policies ◽  
Active Labour Market Policies ◽  
Work Training ◽  
Active Labour ◽  
Employer Engagement ◽  
Business Size

Using Work Training in Norway as a case, this article provides insight into motivation and structural factors that impact employer engagement with active labour market policies (ALMP) targeting young people. Drawing on mixed-methods data, we find a substantial proportion of Norwegian employers engage in Work Training. Both social responsibility and the economic interests of the company influence employers’ motivation for committing to Work Training. The findings reveal that the structural factors of business size and sector are crucial determinants of employer behaviour when it comes to hiring Work Training candidates. Although improved outreach activities by local job centres may be important, the article argues that efforts towards opening up sectors closed by sector-specific regulations on hiring, and increased awareness of structural constraints, are similarly important.

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