Labor Unions and Entrepreneurship: An Occupational Choice Analysis of the Shifting US Labor Market

2019 ◽  
Vol 2019 (1) ◽  
pp. 14766
Author(s):  
Lauren A. Atkinson ◽  
Malcolm Muhammad
Keyword(s):  
Labor Market ◽  
Labor Unions ◽  
Occupational Choice ◽  
Choice Analysis

scholarly journals Gewerkschaftssterben in Kolumbien

2003 ◽  
Vol 33 (130) ◽  
pp. 51-75
Author(s):  
Raul Zelik
Keyword(s):  
Labor Market ◽  
Civil War ◽  
Public Sector ◽  
Labor Unions ◽  
The Public

The persecution of labor unionists by paramilitarian groups, the policy of deregulation of the labor market, and the criminalization of labor unions in the public sector seem to pursue the same strategy, Its aim is the weakening or disappearance of organizations that resist a policy which is friendly to (transnational) capital. The 200 murders that are committed every year against Colombian unionists, in that sense, are not only a result of civil war, The article reads the violence in Colombia as an appearance of globalization process.

scholarly journals Preparing Women of Substance? Education, Training, and Labor Market Outcomes for Women in Pakistan

2013 ◽  
Vol 18 (Special Edition) ◽  
pp. 93-128 ◽  
Author(s):  
Monazza Aslam ◽  
Shenila Rawal
Keyword(s):  
Labor Market ◽  
General Education ◽  
Occupational Choice ◽  
Labor Market Outcomes ◽  
Working Women ◽  
Market Outcomes ◽  
Returns To Schooling ◽  
Self Employment ◽  
Using Data ◽  
Market Benefits

This paper investigates the economic (i.e., labor market) outcomes of “training” for individuals in Pakistan. The labor market benefits of general education have been relatively well explored in the literature and specifically in Pakistan. They point to the benefits of education accruing both from education or skills that promote a person’s entry into more lucrative occupations and from raising earnings within any given occupation. This research delves into another angle by investigating the role, if any, of acquired “training“—technical, vocational, apprenticeship, or on-thejob— and its impact through both channels of effect on economic wellbeing. This is done using data from a unique, purpose-designed survey of more than 1,000 households in Pakistan, collected in 2007. Multinomial logit estimates of occupational attainment show how training determines occupational choice. In addition, we estimate the returns to schooling and to training separately for men and women. The results show that, while training significantly improves women’s chances of entering self-employment and wage work (as well as the more “lucrative” occupations), only wage-working women benefit from improved earnings through the training they have acquired. On the other hand, men who have acquired skills this way benefit through an improved probability of being self-employed and earning higher returns within that occupation.

scholarly journals How Do Labor Market Institutions Influence the Preference to Work in Family Firms? A Multilevel Analysis Across 40 Countries

2018 ◽  
Vol 43 (6) ◽  
pp. 1067-1093 ◽  
Author(s):  
Jörn H. Block ◽  
Christian O. Fisch ◽  
James Lau ◽  
Martin Obschonka ◽  
André Presse
Keyword(s):  
Labor Market ◽  
Occupational Choice ◽  
Family Firms ◽  
Choice Theory ◽  
Family Firm ◽  
Wage Determination ◽  
Labor Market Institutions ◽  
Employer Branding ◽  
Market Institutions ◽  
National Labor Market

Family firms must attract talented employees to stay competitive. They have different employer characteristics than nonfamily firms. For example, although they generally offer lower wages, they also typically offer higher job security and a more cooperative and entrepreneurial work environment. However, drawing on occupational choice theory, we argue that the importance of these unique family firm characteristics depends on the national labor market context in which the family firm is embedded. A multilevel investigation of 12,746 individuals in 40 countries shows that individuals prefer to work in family firms in labor markets with flexible unregulated hiring and firing practices, centralized wage determination, and low labor–employer cooperation. A cross-level analysis further shows that the national labor market context moderates the effects of individual-level factors determining the preference to work in a family firm (e.g., entrepreneurship intention). Our article is the first to consider labor market institutions in research on family firms as employers. Practical implications exist for family firms regarding their employer branding and intrapreneurship strategies.

scholarly journals Aggregate implications of occupational inheritance in China and India

2018 ◽  
Vol 19 (1) ◽  
Author(s):  
Ting Ji
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Labor Productivity ◽  
Occupational Choice ◽  
Choice Model ◽  
Growth Potential ◽  
China And India ◽  
Productivity Gain ◽  
The Us ◽  
Occupational Inheritance

Abstract This paper documents occupational inheritance – that is, children’s inheritance of their parents’ occupations – in China, India, and other countries. Among the causes of the prevalence of occupational inheritance, we target two broad categories that impede growth: labor market frictions and barriers to human capital acquisition. Counterfactual experiments based on a tractable occupational choice model suggest that if the impediments mentioned above were reduced to the US levels, labor productivity would grow by 60–75% in China and 107–178% in India. China realized 74–89% of this growth potential from the 1980s to 2009. In addition, this productivity gain is accompanied by a decrease in the correlation of intergenerational incomes.

Sociopolitical representation of workers in Luxembourg and in the Greater Region

2013 ◽  
Vol 3 (2) ◽  
pp. 1-21 ◽  
Author(s):  
Franz Clément
Keyword(s):  
Labor Market ◽  
Labor Unions ◽  
Marché Du Travail

The article aims to define what is meant by "sociopolitical representation" and shows how, in a country like Luxembourg, many crossborder workers have become a mainstay of the labor market alongside resident workers. The text then focuses on institutional opportunities offered to workers to ensure their sociopolitical representation in Luxembourg. The article also tries to show how this form of representation can be achieved in the Chambre des salariés, labor unions, and other institutions of the Greater Region. Spanish Este artículo intenta definir el concepto de "representación sociopolítica", y muestra cómo muchos trabajadores transfronterizos que ejercen sus actividades profesionales en un país como Luxemburgo, se han convertido en un pilar del mercado de trabajo junto con los trabajadores residentes. El texto se centra en las oportunidades institucionales que se ofrecen a los trabajadores para garantizar su representación sociopolítica en Luxemburgo. El artículo también trata de mostrar cómo esta forma de representación puede alcanzar espacios en la Chambre des salariés, sindicatos y otras instituciones de la Gran Región. French L'article tente de définir ce que l'on entend par « représentation sociopolitique » puis montre comment, dans un pays comme le Luxembourg, les nombreux travailleurs frontaliers qui y exercent leur activité professionnelle sont devenus un véritable pilier du marché du travail aux côtés des travailleurs résidents. Le texte s'intéresse ensuite aux possibilités institutionnelles offertes à ces travailleurs a find'assurer leur représentation sociopolitique au Luxembourg. L'article tente encore de montrer comment cette forme de représentation peut se faire au sein de la Chambre des salariés, des organisations syndicales et des institutions de la Grande Région.

scholarly journals MODERN CHALLENGES TO LABOR RELATIONS: DISCUSSION ON THE GLOBAL REGULATION OF THE LABOR MARKET

2018 ◽  
pp. 69-78
Author(s):  
MARCO RICCERI ◽  
IRINA SHESTERYAKOVA
Keyword(s):  
Labor Market ◽  
Labor Unions ◽  
Sustainable Growth ◽  
Modern World ◽  
Management Decision ◽  
International Treaties ◽  
Global Regulation ◽  
Mutual Adaptation ◽  
Labor Legislation ◽  
Common Interests

Introduction: the authors study the possibility of the global regulation of the labor market. To highlight the topic the article presents the opinions of two experts. Methods: comparison, description, classification. The subjects of the study are international treaties ratified within the framework of international organizations and pools, statistical data. Analysis: economic, social, political and other changes constantly occur in the modern world. It influences the emergence of new forms of competitive ability, pursuit to new opportunities of profit, restructuring of industry, production units, mobility of the workforce, migration flows and formation of new communities, social and cultural relations. In such conditions it is important to observe labor and other social rights of employees, guarantees of labor unions activity. The article faces the questions of how and in what ways it is possible to develop uniform norms and concepts capable of promoting more fruitful specific state cooperation in the common interests of managing the labor market. Results: professor M. Ricceri pays attention to the fact that global competition «stresses» the growing importance of institutional factors to regulate the labor market, namely the applicable laws and rules regulating the conduct of more important participants of the development process: government, system of business, employees and labor unions. Their experience shows that improving of economy and social welfare and also promotion of sustainable growth ultimately depends on the capability to adapt institutes, norms and conduct globally. These are the problems which should be solved by integration and management decision. Professor I. V. Shesteryakova points out that nowadays labor legal integration of states is a process of mutual adaptation of labor legislation of the states through rapprochement, harmonization and unification based on international legal rules. Thus it is possible to work out uniform notions and approaches to manage the global labor law in the framework of labor legal geo-integration.

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