Finally a Smoking Gun? Compensating Differentials and the Introduction of Smoking Bans

Using the staggered introduction of smoking bans in the German hospitality industry over 2007–2008, I find a robust 2.4 percent decline in the daily earnings of workers in bars and restaurants associated with the most comprehensive smoking ban. This effect is unlikely to be driven by a decline in hospitality revenues or hours worked but is consistent with a simple model of compensating differentials. (JEL I12, I18, J22, J31, J81, L83)

Estrés laboral y percepción de competencias parentales en padres que trabajan

Work stress is related to the perception of parental skills in working parents, it is a cross-sectional, associative study with correlational predictive design (Ato, López & Benavente, 2013), 177 parents participated (55.7% women), who worked at least 30 hours per week and who have children between 3 and 12 years old. The instruments used were the Inventory of the demands-control-support model (Rosario-Hernández & Rovira, 2016) and the Perceived Parental Competence Scale (Vera-Vásquez, Zaragoza-Tafur & Musayón-Oblitas, 2014). The results found show significant and positive correlations between the dimension of support with assumption of the role and shared leisure (.27). In the same way, the support dimension is positively related to school involvement (.28); as well as the dimension of control with assumption of the role and shared leisure (.22). A positive and moderate correlation was also found between work demands and hours worked (.34). It has been possible to compare the results with previous studies that reaffirm the idea that due to the amount of work commitments, the parents' stay at home is more difficult. In conclusion, people who perceive stress in their work will have a lower perception of parental competences, since they do not find a balance between the functions of both roles.

Analisis Job Value dan Perancangan Struktur Gaji Baru Pada Perusahaan Pengolahan Semen Instan PT XYZ di Kabupaten Semarang

PT XYZ is a factory engaged in the instant cement or mortarindustry located in Semarang Regency, Central Java, which has beenestablished since 2013. The company is managed by a presidentdirector who supervises 36 contract employees. The compensationsystem used by PT XYZ is to pay a basic salary of Rp. 11,515/hourobtained from the UMR of Semarang Regency divided by 200working hours. The compensation system applies to all positions atPT XYZ except for director and the factors that affect the amount ofbasic salary received depend on the number of hours worked eachmonth. The amount of the director's salary has its own rulesaccording to the agreement of the commissioner. Determination ofcompensation applied in the company is not ideal because it is onlydetermined by working hours without considering other factors.Thus, this study aims to evaluate the compensation system at PTXYZ based on a salary survey, salary mapping, and Eckenrodesystem in order to provide a better description of the compensationsystem for PT XYZ in order to assist the company in improving itsperformance. This study found ten compensable factors thatmatched the work of PT XYZ, which were obtained using the haymethod. The calculation results of the adhered and overlappingmethods are used to classify employee salaries into five grades.

Are Women Less Likely to Ask than Men Partly Because They Work Fewer Hours? A Commentary on Artz et al. (2018)

A long debate in negotiation research concerns the question of whether gender differences in the propensity to initiate negotiations, in behaviors shown during negotiations, and in negotiation performance actually exist. Whereas past negotiation research suggested that women are less likely to initiate negotiations than men, a recent study by Artz et al. (2018) seems to suggest that women are as likely as men to “ask” for higher pay. However, this finding by Artz et al. (2018) was obtained once the number of weekly hours worked was added as a covariate in the statistical analysis. Following extant work, we suggest that the number of weekly hours worked could be—and, from a theoretical stand-point, perhaps should be—considered a mediator of gender differences. Conducting a Monte Carlo analysis based on the results and statistics provided by Artz et al. (2018) also yielded empirical evidence suggesting that weekly hours could be a mediator. Thus, women may be less likely than men to ask for higher pay, among other potential reasons, because they work fewer weekly hours. Based on this alternative conceptualization of the role of weekly hours, our commentary has theoretical implications for the understanding of gender differences in the propensity to initiate negotiations and practical implications for the effective reduction of gender inequalities.

A multilevel analysis of the role personality play between work organization conditions and psychological distress

Background Psychological distress in the workplace is usually attributed to work-related variables as well as non-work-related variables. Individuals working in the same organization can differ in terms of their appraisal of work-related stressors and coping strategies used to face them. The present study aims to evaluate the moderating role personality plays between work organizations conditions and psychological distress in a large sample of Canadian participants working in various occupations and workplaces. Methods Multilevel regression analyses were conducted on a sample that followed a hierarchical structure with workers (N1 = 1958) nested in workplaces (N2 = 63). The direct contribution of workplace and personality was tested in a variance component model as a first step. Following this initial step, we introduced interaction variables by blocks of 11. Those interaction variables refer to each interaction combined with a specific personality variable. Results Psychological demands, number of hours worked, job insecurity, neuroticism, and agreeableness were associated with higher levels of psychological distress. Inversely, decision authority, job recognition, self-esteem, locus of control were associated with lower levels of psychological distress. Lastly, agreeableness played a moderating role between low social support garnered from one’s supervisor and psychological distress. Conclusions To intervene on work-related variables, organizations could reduce psychological demands, minimize the number of hours worked through job redesign, allow teleworking and encourage work schedule flexibility. To reduce job insecurity, organizations could explicitly communicate future organizational plans. In the same vein, decision authority could be targeted by reducing hierarchical steps and increasing autonomy. Lastly, the results pertaining to agreeableness stand in contrast with those of previous studies. We assumed that workers scoring high on agreeableness tend to put themselves last and please others first. These tendencies could make them more susceptible to health issues. With that said, work environments still need workers who are agreeable and nice to be around. To prevent high levels of agreeableness leading to psychological distress, training and information workshops are recommended. Those include stress management interventions and workshops pertaining to time management and relaxation techniques.

COVID-19 and the Australian labour market: how did older Australians fare during 2020?

Background In analysing the effects of the COVID-19 pandemic on the labour market, attention has focussed on younger people, leaving a research gap when it comes to outcomes for older Australians aged 50 years or over, in terms of employment, unemployment, underemployment and hours worked. Aims To describe levels of labour force participation, unemployment, underemployment, and hours worked by older workers and job seekers during 2020. Data and methods Using Australian Bureau of Statistics data, we perform descriptive analyses of variations in labour market outcomes by geographic areas, public and private sector employment, industry of employment and demographic characteristics. Results Older employment fell in April but recovered by December. As the full-time share initially increased, average hours worked decreased due to reductions in hours offered to workers, increasing the underemployment rate. There was little recovery of employment in metropolitan Melbourne due to prolonged lockdown conditions. Of the largest industries, retail trade and manufacturing were worst affected. Conclusions By December 2020, employment levels for older workers in some sectors had recovered from the initial downturn caused by the pandemic. However, for older workers in some industries, there is a major concern about their potential for future employment.

The time-varying and volatile macroeconomic effects of immigration

This paper studies the impact of immigration on the US macroeconomy. I identify structural vector autoregressions (SVARs) with time-varying parameters (TVPs) and stochastic volatility (SV) using a novel set of restrictions. The TVP-SV-SVARs are estimated on a quarterly sample including average labor productivity (ALP), hours worked, immigration, consumption, and term spread from 1953 to 2017. An immigration supply shock increases domestic ALP and hours worked over the business cycle horizons. Movements in immigration are explained by its own shock and to a lesser extent by the productivity and news shocks. IRFs driven by these shocks vary over the sample, especially around changes in immigration policy such as the Immigration Act of 1990. In contrast, the forecast error variance decompositions exhibit little change over the sample. Immigration plays an important role in the US macroeconomy.

Explanations of labor protection specialists

Rostrud specialists provide clarifications on issues related to the establishment of irregular working hours, registration of payment for hours worked by the employee overtime.

The Chilean economy, an analysis of the dynamics of profits, investments and production: A Marxist approach

This article aims to examine the dynamics of the Chilean economy as a consequence of actions taken by companies whose aim is to make profits. As such, the economic analysis used is Marxist and makes use of those classical indicators described in Capital (Rate of Surplus-Value, Organic Composition of Capital and Rate of Profit). It is maintained that with the Marxist method, we can discover that behind the accumulation of incomes lies the fact that out of each 8 hours worked, only 3 finance wages and 5 benefit the owners of capital. That fraction of the unpaid labour received by capital but invested back as new capital, plus that ‘excess’ surplus value that is consequence of high copper prices, raises the physical, but not necessarily the value, capital-per-worker ratio. As a consequence, that relation of exploitation to capital accumulation, which Marx called the Rate of Profit, is found to fall, rise and then fall again. We understand that various approaches have been made to calculate the classical indicators and include some of them as alternative methods in our results.