Agency Work in Russia: To Be or Not To Be? (Experience of Russian Enterprises)

2013 ◽  
pp. 123-140
Author(s):  
L. Smirnykh

The paper reviews the development of temporary agency work in Russia using data from Russian companies in 2008—2011. The results indicate that the number of Russian firms with agency workers has increased while the share of agency workers declined in the period analyzed. Using a probit model the author investigates why firms use temporary agency work. The results of our study demonstrate that the use of agency work is characteristic mainly for small firms. Important factors for firms are also their technical state and financial position, investment in the own development, relation to particular sectors and investment in specific human capital.

2020 ◽  
Vol 66 (12) ◽  
pp. 5485-5504 ◽  
Author(s):  
Eduardo Melero ◽  
Neus Palomeras ◽  
David Wehrheim

This article investigates the effect of patent protection on the mobility of early-career employee-inventors. Using data on patent applications filed at the U.S. Patent and Trademark Office between 2001 and 2012 and examiner leniency as a source of exogenous variation in patent protection, we find that one additional patent granted decreases the likelihood of changing employers, on average, by 23%. This decrease is stronger when the employee has fewer coinventors, works outside the core of the firm, and produces more basic-research innovations. These findings are consistent with the idea that patents turn innovation-related skills into patent-holder-specific human capital. This paper was accepted by Ashish Arora, entrepreneurship and innovation.


ILR Review ◽  
1992 ◽  
Vol 45 (2) ◽  
pp. 258-266 ◽  
Author(s):  
Robert L. Clark ◽  
Naohiro Ogawa

Using data from the Japanese Basic Survey on Wage Structure for 1981 and 1986, the authors estimate the effect of the age of mandatory retirement on the rate of growth of earnings with job tenure in Japan. The results indicate that an increase in the age of mandatory retirement reduces the rate of growth of earnings. This finding suggests that the existence of long-term employment contracts is a more likely explanation of the steep earnings-experience profiles of Japanese workers than is the specific human capital model.


Author(s):  
Derick R. C. Almeida ◽  
João A. S. Andrade ◽  
Adelaide Duarte ◽  
Marta Simões

AbstractThis paper examines human capital inequality and how it relates to earnings inequality in Portugal using data from Quadros de Pessoal for the period 1986–2017. The objective is threefold: (i) show how the distribution of human capital has evolved over time; (ii) investigate the association between human capital inequality and earnings inequality; and (iii) analyse the role of returns to schooling, together with human capital inequality, in the explanation of earnings inequality. Our findings suggest that human capital inequality, computed based on the distribution of average years of schooling of employees working in the Portuguese private labour market, records a positive trend until 2007 and decreases from this year onwards, suggesting the existence of a Kuznets curve of education relating educational attainment levels and education inequality. Based on the decomposition of a Generalized Entropy index (Theil N) for earnings inequality, we observe that inequality in the distribution of human capital plays an important role in the explanation of earnings inequality, although this role has become less important over the last decade. Using Mincerian earnings regressions to estimate the returns to schooling together with the Blinder-Oaxaca decomposition of real hourly earnings we confirm that there are two important forces associated with the observed decrease in earnings inequality: a reduction in education inequality and compressed returns to schooling, mainly in tertiary education.


Author(s):  
Julian Oliver Dörr ◽  
Georg Licht ◽  
Simona Murmann

AbstractCOVID-19 placed a special role on fiscal policy in rescuing companies short of liquidity from insolvency. In the first months of the crisis, SMEs as the backbone of Germany’s economy benefited from large and mainly indiscriminate aid measures. Avoiding business failures in a whatever-it-takes fashion contrasts, however, with the cleansing mechanism of economic crises: a mechanism which forces unviable firms out of the market, thereby reallocating resources efficiently. By focusing on firms’ pre-crisis financial standing, we estimate the extent to which the policy response induced an insolvency gap and analyze whether the gap is characterized by firms which were already struggling before the pandemic. With the policy measures being focused on smaller firms, we also examine whether this insolvency gap differs with respect to firm size. Our results show that the COVID-19 policy response in Germany has triggered a backlog of insolvencies that is particularly pronounced among financially weak, small firms, having potential long-term implications on entrepreneurship and economic recovery.Plain English Summary This study analyzes the extent to which the strong policy support to companies in the early phase of the COVID-19 crisis has prevented a large wave of corporate insolvencies. Using data of about 1.5 million German companies, it is shown that it was mainly smaller firms that experienced strong financial distress and would have gone bankrupt without policy assistance. In times of crises, insolvencies usually allow for a reallocation of employees and capital to more efficient firms. However, the analysis reveals that this ‘cleansing effect’ is hampered in the current crisis as the largely indiscriminate granting of liquidity subsidies and the temporary suspension of the duty to file for insolvency have caused an insolvency gap that is driven by firms which were already in a weak financial position before the crisis. Overall, the insolvency gap is estimated to affect around 25,000 companies, a substantial number compared to the around 16,300 actual insolvencies in 2020. In the ongoing crisis, policy makers should prefer instruments favoring entrepreneurs who respond innovatively to the pandemic instead of prolonging the survival of near-insolvent firms.


Author(s):  
Tobias Maier

AbstractThe change of tasks in occupations is of interest to economic and sociological research from three perspectives. The task-based technological change approach describes tasks as the link between capital input and labor demand. In human capital theory, tasks are used to distinguish between general and specific human capital. Moreover, in institutional economics or sociology, it is argued that the specificity of occupations influences the marketability of the corresponding skills and tasks. However, data sources that illustrate task change within occupations are rare. The objective of this paper is therefore to introduce a task panel, which is created based on 16 cross-sectional surveys from between 1973 and 2011 of the German microcensus (Labor-Force-Survey), as an additional source to monitor task change. I present and discuss the harmonization method for eleven main activities that are exercised by the incumbents of the occupation within 176 occupational groups. To demonstrate the research potential of this novel data source, I develop an alternative theoretical view on the task-technology framework and classify the harmonized tasks according to their relationship to technological inventions in the third industrial (micro-electronic) revolution (technologically replaceable, technology-accompanying, technology-complementary and technologically neutral). Matching the task panel to an already existing Occupational Panel (OccPan) for Western Germany from 1976 to 2010, I can use fixed-effect regressions to show that changes of tasks within occupations correspond with theoretical expectations regarding the median wage growth of an occupation. The task panel can be matched to any data set containing a German classification of occupations from 1975, 1988 or 1992 to investigate further effects of task change on individual labor market success.


ILR Review ◽  
1995 ◽  
Vol 48 (2) ◽  
pp. 322-337 ◽  
Author(s):  
Sheldon E. Haber ◽  
Robert S. Goldfarb

Human capital studies do not usually consider whether an individual is paid an hourly wage or a salary. The authors of this paper develop a conceptual framework that explains why some workers are paid salaries and predicts that salaried workers will invest more in human capital than will hourly workers. In particular, this prediction hinges on the differing effort incentives facing hourly and salaried workers, and their employers, in jobs that are paced versus unpaced. Empirical evidence supporting this prediction and other hypotheses implied by the proposed framework is presented using data on individuals covering a 16-month period in 1984–85 from the Bureau of Census Survey of Income and Program Participation (SIPP), a longitudinal survey.


Sign in / Sign up

Export Citation Format

Share Document