The Effect of the Israeli-Palestinian Conflict on the Palestinian labor Market and Human Capital Accumulation

This paper summarizes recent literature that discusses the economic costs of several conflict measures, e.g., “time and geographical variation in fatalities and other conflict incidents, days under curfews, checkpoints, movement restrictions, and Palestinian substitution labor by foreigner workers on the Palestinian labor market and human capital”. Earnings and unemployment are the main labor market indicators, while human capital was assessed by educational attainment. Also, this essay sheds light on the wage differential in the Palestinian labor market due to geographical and employment sector factors as a consequence of the ongoing conflict.

The Effect of the Israeli-Palestinian Conflict on the Palestinian labor Market and Human Capital Accumulation

This paper summarizes recent literature that discusses the economic costs of several conflict measures, e.g., “time and geographical variation in fatalities and other conflict incidents, days under curfews, checkpoints, movement restrictions, and Palestinian substitution labor by foreigner workers on the Palestinian labor market and human capital”. Earnings and unemployment are the main labor market indicators, while human capital was assessed by educational attainment. Also, this essay sheds light on the wage differential in the Palestinian labor market due to geographical and employment sector factors as a consequence of the ongoing conflict.

Regression Results of the Union Impact on Pay Levels in New Zealand Public Service

<p>International studies almost uniformly conclude that union members receive higher wages than their non-union counterparts. This study investigates differences between collective and individual salaries using the New Zealand State Services Commission's Human Resources Capability Survey 2005. It explores the impact of collective bargaining on pay by controlling for a large number of employee and employer characteristics. As very little research has been carried out on the subject in New Zealand, I focused on the international literature in order to identify the major factors that explain the magnitude of union/non-union wage differential. Major industrial changes, which have shaped the NZ public service bargaining structure and its outcomes are identified. A range of statistical tests are used to examine the pay differences between collective and individual agreements in New Zealand public service. I, first, carry out basic comparisons of the average collective and individual wages across gender, employment type, occupations, ethnicity, age, employer size and tenure, followed by numerous multivariate regressions to work out the true contributing factors to the union/non-union wage differential. Finally, I analyze the results in the unique NZ context to allow new ideas and theory to emerge and compare it to international trends. Looking at the basic comparisons, I found that, in the New Zealand public service, employees on individual agreements earn significantly higher wages then those who are covered by collective agreements. However, multivariate analyses have revealed a different picture. The study found that occupational composition is the largest contributor to the variability in collective/individual pay in NZPS. With the exception of the senior, high skilled and specialised employees, no pay differential was found between collective or individual agreements in the New Zealand public service.</p>

Regression Results of the Union Impact on Pay Levels in New Zealand Public Service

<p>International studies almost uniformly conclude that union members receive higher wages than their non-union counterparts. This study investigates differences between collective and individual salaries using the New Zealand State Services Commission's Human Resources Capability Survey 2005. It explores the impact of collective bargaining on pay by controlling for a large number of employee and employer characteristics. As very little research has been carried out on the subject in New Zealand, I focused on the international literature in order to identify the major factors that explain the magnitude of union/non-union wage differential. Major industrial changes, which have shaped the NZ public service bargaining structure and its outcomes are identified. A range of statistical tests are used to examine the pay differences between collective and individual agreements in New Zealand public service. I, first, carry out basic comparisons of the average collective and individual wages across gender, employment type, occupations, ethnicity, age, employer size and tenure, followed by numerous multivariate regressions to work out the true contributing factors to the union/non-union wage differential. Finally, I analyze the results in the unique NZ context to allow new ideas and theory to emerge and compare it to international trends. Looking at the basic comparisons, I found that, in the New Zealand public service, employees on individual agreements earn significantly higher wages then those who are covered by collective agreements. However, multivariate analyses have revealed a different picture. The study found that occupational composition is the largest contributor to the variability in collective/individual pay in NZPS. With the exception of the senior, high skilled and specialised employees, no pay differential was found between collective or individual agreements in the New Zealand public service.</p>

Determinants of remittances by unskilled Pakistani migrant workers

Foreign remittance is the second-largest source of foreign exchange in Pakistan which makes international migrant workers key players in the balance of payments equation of Pakistan. The Kingdom of Saudi Arabia (KSA) and the United Arab Emirates (UAE) are the most common destinations for unskilled migrant workers from Pakistan. With the increasing costs of migration and the sluggish economic performance of the Middle East in recent years before the pandemic, unskilled workers in the region are finding it increasingly difficult to maintain the flow of remittances to their families. This study contributes to the literature on remittances by: (1) identifying the determinants of sending remittances by unskilled Pakistan migrants in KSA and UAE; (2) finding the determinants of the wage differential between foreign jobs and local jobs of unskilled Pakistani workers; and (3) estimating the average time that a worker needs to potentially repay the costs of migration. Data for the empirical analysis came from the Knowledge Partnership on Migration and Development (KNOMAD) and the International Labor Organization (ILO) 2015 Migration and Recruitment Costs Survey in Pakistan. The findings suggest that experience and income are the most important determinants of remittances. However, the returns to education and experience are lower in KSA and UAE for unskilled labor as compared to Pakistan. Moreover, the economic costs of migration are high for these workers as it takes between five and nine years to recover the costs of migration. Unskilled migrants are important assets for Pakistan that will boost foreign reserves and reduce the balance of payment deficit. However, the opportunity cost of migration is high for educated and experienced workers and labor migration policies should consider both the costs and benefits of unskilled migration.

Gender Wage Gap: Within and Across Borders

This paper aims to explore gender wage differential at the wage distribution decile level. We define “real wage” with one of the most tangible adjustment measures, “Big Mac Index”. We study wages equivalent to the number of Big Mac burgers (per day) of men and women belonging to different wage distribution deciles for 21 countries and for the priod of 2000 to 2013. We find that, across countries, the higher the GDP per capita, the larger the gender wage gap. The “wealthy” European countries have the lowest female to male wage ratio. High female participation in part-time jobs may be a reason for that. Meanwhile, Latin American countries with the lowest GDP per capita in our study have the highest ratio of female to male wages. As expected, we also find that within a country, the higher the wage decile, the larger the gender wage inequality.

A five-decade review of gender-based occupational segregation: A bibliometric study of influential authors, institutions, and research clusters

Despite the proliferation of occupational segregation research, only a limited amount has explored it from a gender perspective. The attention that has been given is widely scattered and requires an analysis to identify the major works undertaken and the changes over time. This study aimed to examine and assimilate articles published on gender-based occupational segregation through a bibliometric analysis. The study examined 512 articles published from the early 1970s to 2020 that were retrieved from the Web of Science database. The findings suggest that gender and occupational segregation remain an extensive field of research, although this research comes mainly from North American and European countries. The low representation from developing countries indicates that more research is needed based on these different socio-cultural settings. This study identified three dominant research clusters, namely gendered organisational structures and systems, measurement of occupational segregation, and wage differential. Studies also covered areas including conceptualization, LGBTQ issues, and the role of legislation and institutions in reducing workplace inequalities; thus, providing a direction for scholars and practitioners.

Cost of Cash: Evidence from Cashiers

An important but overlooked cost of payments in retailing is the cost on checkout cashiers. This paper examines the compensating wage differential that cashiers require to handle payments in cash. First, a multicountry panel data study shows that cashier wages increase with retail cash usage, which is consistent with cashiers requiring compensation to handle cash. Second, in a discrete choice experiment where supermarket cashiers chose between collecting card and cash payments, eight of 10 cashiers preferred card to cash. Among those who preferred card, the median cashier required a wage premium of S$37.50 (US$27) a month to handle cash. The premium was lower among cashiers who are local, less risk averse, and younger. Third, in a laboratory study, subjects traded off earnings against stress. With higher frequency of cash payments, high earners experienced greater physiological stress than low earners. Earnings also increased with abilities in arithmetic and coping with stress. Collectively, these studies show that cashiers require higher wages to handle cash payments, in part due to higher stress. We offer policy, managerial, and research implications for job design, payment systems, and workplace stress.

Evaluating the wage differential between the formal and informal economy: a gender perspective

PurposeDespite a widespread assertion that wages are lower in the informal than formal economy, there have been few empirical evaluations of whether this is the case and even fewer studies of the gender variations in wage rates in the formal and informal economies. Consequently, whether there are wage benefits to formal employment for men and women is unknown. The aim of this paper is to evaluate the wage differential between formal and informal employment for men and women.Design/methodology/approachTo evaluate the wage differential between the formal and informal economy for men and women, data are reported from a 2017 survey involving 8,533 household interviews conducted in Kosovo.FindingsUsing decomposition analysis and after controlling for other determinants of wage differentials, the finding is that the net hourly earnings of men in formal employment are 26% higher than men in informal employment and 14% higher for women in formal employment compared with women in informal employment.Practical implicationsGiven the size of the wage differential, the costs for employers will need to significantly increase in terms of the penalties and risks of detection if informal employment is to be prevented, along with more formal employment opportunities using active labour market policies for vulnerable groups, perhaps targeted at men (who constitute 82.8% of those in informal employment).Originality/valueThis is one of the first studies to evaluate the differentials in wage rates in the formal and economy from a gender perspective.