Exogenous versus Endogenous Separation

2012 ◽  
Vol 4 (4) ◽  
pp. 68-93 ◽  
Author(s):  
Shigeru Fujita ◽  
Garey Ramey
Keyword(s):  
Job Search ◽  
Beveridge Curve ◽  
Matching Model ◽  
Job Transitions ◽  
Separation Rate ◽  
Worker Flows ◽  
Job Finding

This paper assesses how various approaches to modeling the separation margin affect the quantitative ability of the Mortensen-Pissarides labor matching model. The model with a constant separation rate fails to produce realistic volatility and productivity responsiveness of the separation rate and worker flows. The specification with endogenous separation succeeds along these dimensions. Allowing for on-the-job search enables the model to replicate the Beveridge curve. All specifications, however, fail to generate sufficient volatility of the job finding rate. While adopting the Hagedorn-Manovskii calibration remedies this problem, the volume of job-to-job transitions in the on-the-job search specification becomes essentially zero. (JEL E24, J41, J64)

scholarly journals Getting a Job in Flushing: A Qualitative Study on Chinese Immigrants’ Job-Finding and Job Transitions in an Ethnic Enclave

2017 ◽  
Vol 13 (2) ◽  
pp. 122-145
Author(s):  
Bolei Liu
Keyword(s):  
Human Capital ◽  
Job Search ◽  
Social Ties ◽  
Chinese Immigrants ◽  
The United States ◽  
Positive Influence ◽  
Job Transitions ◽  
Job Opportunities ◽  
Job Finding ◽  
The U.S

In this study, I investigated how different forms of human capital and social capital of new Chinese immigrants affect their job-search and job transitions in the Flushing area. I conducted sixteen indepth interviews with new Chinese immigrants who were seeking job opportunities within Flushing, documenting not only their personal background but also their immigration and working experiences in both China and the United States. Results indicate that the aggregation of certain human capital has positive influence on immigrants’ income, rather on immigrants’ job-findings and job transitions. The efficiency of social ties, instead of strength of social ties, is a more significant unit of analysis in the co-ethnic labor market. Though immigrants’ efficient social ties may be helpful for finding their first jobs in the U.S., the efficiency of social ties with regards to job-searching may dramatically decrease as immigrants stay longer in the U.S. As a result, social ties may not have a salient influence on immigrants’ job transitions.

Navigating the Turbulent Waters of Career Transitions

2017 ◽  
pp. 1022-1035
Author(s):  
Lynn M. Joseph ◽  
Nancy Kymn Harvin Rutigliano ◽  
Amy Frost
Keyword(s):  
Job Search ◽  
Job Loss ◽  
Personal Control ◽  
Traumatic Experiences ◽  
Job Seekers ◽  
Emotional Resilience ◽  
Job Transitions ◽  
Personal Impact ◽  
Growth Opportunity ◽  
Mental And Physical Health

Leaders, managers, professionals, and employees throughout organizations worldwide often face a large number of job transitions, many unexpected, in their careers. Job loss is widely recognized as one of life's more traumatic experiences. It is a stressful, life-changing event—one that can lead to negative mental and physical health consequences and jeopardize financial security and relationships. In addition, mid- and late-career job seekers face unique job-search issues and challenges. Career transition, however, can also be a positive event and growth opportunity, especially when one has prepared in advance for the possible personal impact of widespread organizational restructuring and downsizing. Advance preparation supports career and emotional resilience. This chapter presents challenges surrounding job loss, discusses proven strategies and processes for those in transition, and offers the research-based tool of guided imagery as a means to increase resilience, perceptions of personal control, and job search self-efficacy along with speed of reemployment.

Job Seeking: The Process and Experience of Looking for a Job

2020 ◽  
Vol 7 (1) ◽  
pp. 315-337 ◽  
Author(s):  
Connie R. Wanberg ◽  
Abdifatah A. Ali ◽  
Borbala Csillag
Keyword(s):  
Social Networking ◽  
Job Search ◽  
Job Quality ◽  
Future Research ◽  
Research Attention ◽  
Job Seeking ◽  
Employment Situation ◽  
Significant Research ◽  
Job Finding ◽  
Job Search Methods

This review distills available empirical research about the process and experience of looking for a job. Job search varies according to several dimensions, including intensity, content, and temporality/persistence. Our review examines how these dimensions relate to job search success, which involves job finding as well as job quality. Because social networking and interviewing behavior have attracted significant research attention, we describe findings with respect to these two job search methods in greater detail. We provide examples of the relevance of context to job search (i.e., the job seeker's geographical region, country, and culture; the economy; the job seeker's current or past employment situation; and employer behaviors and preferences) and review research on bias in the job search. Finally, we survey work on job search interventions and conclude with an overview of pressing job search issues in need of future research.

scholarly journals Worker flows, job flows and unemployment in a matching model

2010 ◽  
Vol 54 (3) ◽  
pp. 393-408 ◽  
Author(s):  
Simon Burgess ◽  
Hélène Turon
Keyword(s):  
Job Flows ◽  
Matching Model ◽  
Worker Flows

scholarly journals The Informational Value of Job-Search Data and the Dynamics of Search Behaviour

2002 ◽  
Vol 52 (4) ◽  
pp. 399-419 ◽  
Author(s):  
John Micklewright ◽  
Gyula Nagy
Keyword(s):  
Job Search ◽  
Labour Force ◽  
Market Analysis ◽  
Search Behaviour ◽  
Search Data ◽  
Behaviour Changes ◽  
Job Finding ◽  
The Relationship ◽  
Informational Value

Labour-market analysis places much emphasis on the concept of search. But there is insufficient empirical information on (a) the relationship between reported job-search and job-finding and (b) how search behaviour changes over a spell without work. We investigate these issues using a sample constructed from Hungarian labour-force survey panel data of the flow from jobs to the state of “joblessness”. The results on job exits call into question aspects of the standard international classification of “unemployment”and being “out of the labour force”. Transitions during joblessness in and out of search and among the various categories of non-search are found to be only modest.

scholarly journals The Flow Approach to Labor Markets: New Data Sources and Micro–Macro Links

2006 ◽  
Vol 20 (3) ◽  
pp. 3-26 ◽  
Author(s):  
Steven J Davis ◽  
R. Jason Faberman ◽  
John Haltiwanger
Keyword(s):  
Labor Markets ◽  
Dominant Role ◽  
Data Sources ◽  
Job Destruction ◽  
Cross Sectional ◽  
Worker Flows ◽  
Highly Nonlinear ◽  
Micro Level ◽  
Bureau Of Labor Statistics ◽  
Job Finding

New data sources and products developed by the Bureau of Labor Statistics and the Bureau of the Census highlight the fluid character of U.S. labor markets. Private sector job creation and destruction rates average nearly 8 percent of employment per quarter. Worker flows in the form of hires and separations are more than twice as large. The data also underscores the lumpy nature of micro-level employment adjustments. More than two-thirds of job destruction occurs at establishments that shrink by more than 10 percent within the quarter, and more than one-fifth occurs at those that shut down. Our study also uncovers highly nonlinear relationships of worker flows to employment growth and job flows at the micro level. These micro relations interact with movements over time in the cross-sectional density of establishment growth rates to produce recurring cyclical patterns in aggregate labor market flows. Cyclical movements in the layoffs-separations ratio, for example, and the propensity of separated workers to become unemployed reflect distinct micro relations for quits and layoffs. A dominant role for the job-finding rate in accounting for unemployment movements in mild downturns and a bigger role for the job-loss rate in severe downturns reflect distinct micro relations for hires and layoffs.

scholarly journals On-The-Job Search and the Beveridge Curve

2002 ◽  
Vol 02 (37) ◽  
pp. 1 ◽  
Author(s):  
Andrés Fuentes ◽  
Keyword(s):  
Job Search ◽  
Beveridge Curve

scholarly journals SOCIAL MEDIA RECRUITMENT: IN JOB FINDINGS AMONG THE GENERATION Y (FRESH GRADUATES)

2020 ◽  
Vol 3 (11) ◽  
pp. 13-33
Author(s):  
Lingkeswari Kunasagaram ◽  
Christina Rathy Anthony Samy
Keyword(s):  
Social Media ◽  
Job Search ◽  
Recruitment Process ◽  
The Social ◽  
Use Of Social Media ◽  
Job Finding ◽  
The Relationship ◽  
Search Information ◽  
Intended Use ◽  
Key Questions

The social media phenomenon has opened new paths of engagement and revolutionized the exchange of information. With more people engaging with social media, it is worth investigating its relevance to the recruitment process. The purpose of this paper is to assess how employers can make the best use of social media as part of the recruitment process. It examines which platforms effective suited to hosting job search information, which can help achieve recruitment goals and how candidates are used social media recruitment as a job finding tool. As the research examines a number of key questions on the current new ways of recruiting and its effectiveness, advantages such as accessibility and its impact on management. It analyzes the relationship between social media and recruitment and its impacts. There has been a relative research recommendation on exploring the processes and procedures individuals and employee organizations utilize with respect to employing social media in the workplace in the future, and specifically within the recruitment process. The findings confirm a dual-use of social media by employers, connected with a belief that strengthened connections with potential applicants are possible, alongside the original intended use as an attraction tool. It has also resulted in this research a significant positive relationship among social media recruitment as first would be Facebook is efficient and effective. This research concludes by highlighting a need for further research and recommendations for HRM practice.

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