Migration and gender differences in the home labour market: Evidence from Albania

This paper examines the role of migration in affecting the labour market opportunities of male and female household members left behind. We address this question by analyzing the impact of international migration flows from Albania, where migration is a massive and male-dominated phenomenon. We find that the labour supply of men and women responds differently to current and past migration. Controlling for the potential endogeneity of migration, estimates show that having a migrant abroad decreases female paid labour supply while increasing unpaid work. On the other hand, women with past family migration experience are significantly more likely to engage in self-employment and less likely to supply unpaid work. The same relationships do not hold for men. These results suggest that while left-behind women in Albania may take on the extra burden associated with the migration of male family members, they gain employment opportunities upon their return.     

Attrition in longitudinal panel data and the empirical analysis of dynamic labour market behaviour

In the empirical analysis of unemployment durations and job durations, it is generally assumed that the stochastic processes underlying labour market behaviour and the behaviour concerning participation in a panel survey are independent. However, there are reasons to believe that the probability of dropping out of the panel is related to the rate at which a (different) job is found. If there is such a relation, and if it is ignored, then the estimator of the rate at which individuals become employed or change jobs will generally be inconsistent. In this paper we analyse the relation between the duration spent in a particular labour market state and the duration of panel survey participation, by explicitly modelling and estimating the joint distribution of both durations. The emphasis will be on models allowing for stochastically related unobserved determinants of both types of duration. We estimate models both for unemployment durations and for job durations.     

Structure of the labour market and wage inequality: evidence from European countries

The aim of this paper is to explore how the structural changes that have occurred in the labour market, in terms of employment composition by skill levels, affect wage inequality in three developed countries of Western Europe that are in close geographical proximity but have disparities in their labour market characteristics. More precisely, the analysis compares, from an international perspective, France, Germany—whose labour markets have been characterised in recent years by job polarization and the upgrading of occupations, respectively—and Italy, where neither of the two phenomena can be clearly identified. Using EU-SILC (European Union—Survey on Income and Living Conditions) data, in the first step, RIF-regression (Recentered Influence Function) enables an exploration on the primary factors that are likely to explain the differences in generating personal labour earnings and, in the second step, a decomposition of the change in wage inequality between 2005 and 2013 to evaluate how much of the overall gap is accounted for by the endowments in employees’ individual characteristics (composition effect) rather than the capability of labour markets to transform these characteristics into job opportunities and earnings (wage structure). Regarding France and Germany, the main results highlight how the endowment effect plays a key role in decreasing or, at least, not increasing wage inequality, whereas in Italy the rising inequality may be due to the lower efficiency of the country’s labour market in creating job opportunities, better job-related careers, and higher-salaries for employees.     

Prejudice and gender differentials in the US labor market in the last twenty years

Earnings differentials between men and women have experienced a stable convergence during the 1980s, following a process started in the late 1970s. However, in the 1990s the convergence has almost stopped. The first objective of the paper is to evaluate if discrimination, defined as explicit prejudice, may have a role in explaining this slowdown in the convergence. The second objective is to assess whether the prediction of a decrease in the proportion of prejudiced employers implied by the Becker’s model of taste discrimination is taking place and if so at what speed. These objectives are achieved by developing and estimating a search model of the labor market with matching, bargaining, employer’s prejudice and worker’s participation decisions. The results show that the proportion of prejudiced employers is estimated to be decreasing at an increasing speed, going from about 69% in 1985 to about 32% in 2005. Therefore prejudice is not estimated to be a relevant factor in explaining the slower convergence between male and female earnings in the 1990s. The results are consistent with the Becker’s model of taste discrimination if one is willing to assume a very slow adjustment process.     

The European single market and the regulation of the legal profession: an economic analysis

The article analyses the effect of removing barriers between two autarkic legal markets with different technologies. Firms using the more efficient technology penetrate the other market. The result is mergers between firms from the efficient jurisdictions and those in the inefficient jurisdictions. Social welfare increases from reduced resource costs in the production of legal services even if prices remain regulated. This leads to pressure for prices for legal services to be reduced. Recent trends in the penetration of EU legal markets by English solicitors firms are discussed, particularly recent mergers involving English and German law firms. Implications for future market regulation are drawn. Copyright © 2002 John Wiley & Sons, Ltd.     

Analyzing the gender pay gap

Empirical research on gender pay gaps has traditionally focused on the role of gender-specific factors, particularly gender differences in qualifications and differences in the treatment of otherwise equally qualified male and female workers (i.e., labor market discrimination). This paper explores the determinants of the gender pay gap and argues for the importance of an additional factor, wage structure, the array of prices set for labor market skills and the rewards received for employment in favored sectors. Drawing on our previous work we illustrate the impact of wage structure by presenting empirical results analyzing its effect on international differences in the gender gap and trends over time in the gender differential in the U.S.     

The management of labour relations in industrialising market economies

Kenya and Malaysia are, broadly speaking, capitalist economies deriving many of their institutions from the period when they were part of the British Empire. John Henley discusses labour relations in these countries in the context of their historical development and contrasts in the labour policies of multinational corporations.     

Sexual orientation discrimination in the labour market

This research examines the possible discrimination faced by gay men compared to heterosexuals when applying for jobs in the Greek private sector. This issue was addressed through the observation of employer hiring decisions. Mailing pairs of curriculum vitae, distinguished only by the sexual orientation of the applicants, led to the observation that gay men faced a significantly lower chance of receiving an invitation for an interview. However, in cases where employers called applicants back, the wages offered did not differ significantly between gay and heterosexual applicants. Nevertheless, there is substantial evidence to suggest that discrimination based on sexual orientation does exist in the Greek labour market, and at alarmingly high levels.     

The Single European Market and labour mobility

While much has been written about the potential impacts of the European Single Market there is little survey evidence concerning the issue of labour mobility. Based on a large sample of employers in Scotland this article looks to address this subject and comment on what these findings mean for manpower planners and recruiters in the coming years.     

The generation gap and optimal economic growth

Among the problems confronting those who aspire to the development of a realistic and practicable optimal growth theory is that the human population is not homogeneous with respect to age. Those who are relatively young are apt to prefer a different pattern of capital accumulation from that preferred by those who are relatively old. This paper proposes a tentative solution to this particular problem. Essentially the proposal is that society should remain with what is an optimal private plan of an individual who is at the median age of the population at the beginning of the planning period, for one planning period, after which it revises the plan to switch to the optimal private plan of another individual (one planning period younger than the first) who is at the median age at the commencement of the new planning period. Thus the optimal social plan consists of a succession of one planning period implementations of the first periods of the optimal private plans of individuals who are at the median age at that time period. An example of the application of the method is given. An important sidelight of the paper is a critique of standard constant-rate exponential discounting in social planning of optimal capital accumulation, and the proposal that it be replaced by “mortality discounting.”     

The early inception of labor market gender differences

This paper analyzes gender differences in jobs while in school using school-class-based samples, a setting in which education differences, “glass ceilings”, and career interruptions due to parenthood are irrelevant. I find that in this early stage of life boys already earn substantially more than girls. The earnings gap cannot be explained by differences in participation rates and hours of work, nor by gender wage gaps within job types. It is entirely due to the fact that girls work more in job types with relatively low wages, in particular babysitting. During the period considered, 1984–2001, the gender patterns of jobs while in school largely remained unchanged.     

经济危机对中国企业的影响

文章针对当前经济危机爆发的现状,概括经济危机对企业的具体影响,提出中国企业应对危机的具体措施以及要处理好的几个关系。     

Job mobility and the gender wage gap in Italy

This paper investigates the contribution of gender differences in job mobility to the emergence of a gender wage gap in the Italian labour market. We show that over the first 10 years of labour market experience job mobility accounts for up to 30% of total log wage growth for men and only 8.3% for women, and that this difference is mainly due to differences in returns to mobility. The gender mobility gap is robust to the inclusion of individual, job and firm characteristics, to different ways of accounting for individual unobserved heterogeneity, and is mainly found for voluntary job moves. Looking at the characteristics of the jobs and the firms' workers move to, we find that moves to larger firms represent by far the main source of gender differences in returns to mobility. We offer two possible explanations for this finding; one which involves differences in bargaining behaviour and one which relates to the theory of compensating differentials.     

The gender pay gap in the transition from communism: some empirical evidence

This short paper investigates the gender pay gap in a number of former communist countries of eastern Europe and the Soviet Union. The main findings are that, in general, the gender pay gap has not exhibited an upward tendency over the transitional period to which available data relate. Most of the gender pay gap is ascribed to the ‘unexplained’ component using conventional decompositions and this may partly be attributable to the proxy measure for labour force experience used in this study. Quantile regression analysis indicates that in all but one country, the ceteris paribus gender pay gap rises as we move up the wage distribution.     

How tight is the UK labour market?

With the unemployment rate touching 25-year lows and some signs of a pick-up in earnings growth, concern has again focussed on how much scope the labour market has to meet the requirements of the above-trend growth forecast for the UK. This article by David Tinsley reviews some of the evidence for how 'tight' the UK labour market is. It suggests that, although the labour market has probably tightened over the last year or so, the headline figures give a somewhat misleading picture. It goes on to argue that there are a number of other margins for adjustment by which the demands of the robust growth forecast for the UK over the next few years can be met without igniting significant inflationary pressure.     

Youth labour market performances in the Russian and Italian regions

The focus of this paper is on youth unemployment in Italy and Russia: in both countries, youth unemployment rates (YURs) are higher than adult (or total) ones. Despite these general trends, there are significant regional differences in YURs and above-average YUR regions tend to cluster close to each other. Moreover, a distinction between “North” and “South” regions seems appropriate for both countries. The purpose of this study is to identify key determinants of YURs in the Russian and Italian regions, for the period 2000–2009. We also search for the existence of distance spatial effects. In particular, we estimate a modified Arellano–Bond model for the regional YUR, including some explanatory and control variables (e.g. regional GDP in PPP, regional population density, regional total unemployment rate), together with year dummies and North/South dummies. The use of distance matrixes enables important analysis to be conducted on the role played by spatial effects, which turn out to be significant. Also the negative impact of the 2008–2009 crisis is statistically confirmed (at least in the case of Italy). The relevant policy implications are highlighted in the conclusions.     

The ups and downs of European gender equality policy

In 2003, equal opportunities policy in the European Union suffered both ups and downs. New opportunities came in the guise of the hotly contested new directive on gender equality outside the field of employment, in the invitation to present the first of an annual report on equality between women and men to the Spring Council, in the consolidation of gender mainstreaming within the second round of the National Action Plans on social inclusion and in the new commitments to ‘substantial reductions by 2010’ in gender gaps in employment, unemployment and pay that were included in the new employment guidelines in 2003. These new guidelines presented, however, a major challenge to gender equality as the new phase of the European Employment Strategy dispensed with the four pillars, and therefore the equal opportunities pillar. Instead gender equality became just one of 10 new guidelines. In December the launch of the Employment Taskforce report appeared to push employment policy back more to a ‘full employment with flexibility’ approach and away from concerns with job quality. The focus was therefore more on the integration of women into employment rather than on closing the equality gap.     

The distributive and welfare effects of product and labour market deregulation

This paper studies the effects of product and labour market deregulation on wage inequality and welfare. By constructing an analytically tractable model in which the level of product market competition and the wages are endogenously distributed among sectors, I show that deregulation in goods market has mixed effects on inequality: the wage variance and the Gini index are lower, but the ratio of the highest over the lowest wage paid in the economy increases. Moreover, deregulation in labour markets raises the aggregate level of employment and the average real wage but reduces the welfare of trade unions in sectors with a low level of competition.