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1.
Since social media has become a fundamental part of the daily activities of people, the purpose of this study was to explore social media use by focusing on job demands that may explain why employees perceive social media are vital for them at work. Further, this study seeks to understand how employees use social media at work to experience recovery. Questionnaires were collected from current frontline hospitality non-managerial and managerial employees in the United States. Structural equation modeling was employed to analyze data. Results of the study confirm that at-work break activities including social and non-media break activities can be a channel for employees to experience recovery and deal with job demands. Moreover, the results suggest that at-work break activities are an important mediator between job demands and recovery experiences. Social media break activities also moderated the mediation effect of non-social media break activities between job demands and recovery experiences.  相似文献   
2.
基于1997~2017年的跨国面板数据,构建双向固定效应模型研究实际汇率对劳动参与率的影响效应。研究结果显示:(1)实际汇率升值会降低劳动参与率,贬值则提升劳动参与率;(2)实际汇率变动主要通过影响劳动力需求,进而影响劳动参与率;(3)相比于高收入国家,中低收入国家实际汇率变动对劳动参与率的影响更显著。因此,汇率政策的制定需要考虑其对劳动参与率的影响。在中国经济发展过程中,也应采取适当措施来抵消人民币升值对劳动参与率的不良影响。  相似文献   
3.
The rise of early retirement in Europe is typically attributed to the European system of taxes and transfers. A model with an imperfectly competitive labor market allows us to consider also the effects of bargaining power and of matching efficiency on pre‐retirement. We find that lower bargaining power of workers and declining matching efficiency have been important determinants of early retirement in France and Germany. These structural changes, combined with early retirement transfers and population aging, are also consistent with the employment and unemployment rates, labor share and seniority premia.  相似文献   
4.
We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work.  相似文献   
5.
We study the welfare costs of business cycles in a search and matching model with financial frictions. The model replicates the volatility on labor and financial markets. Business cycle costs are sizable. Indeed, the interactions between labor market and financial frictions magnify the impact of shocks via (i) a credit multiplier effect and (ii) an endogenous wage rigidity inherent to financial frictions. In addition, in a nonlinear framework, large welfare costs of fluctuations are explained by the high average unemployment and the low job finding rates with respect to their deterministic steady‐state values.  相似文献   
6.
Abstract

Globalization has led to an increase in international mobility in many occupational fields. Therefore, scholars from a variety of disciplines have studied the topic of skilled migration. The purpose of this study is to review and synthesize the empirical research on skilled migrants’ qualification-matched employment across multiple disciplines. Skilled migrants are people on the move who possess university degrees or extensive work experience in professional fields when they leave their countries of origin to seek employment elsewhere. This review synthesizes findings of 106 empirical studies published from 1990 to mid-2017 on skilled migrants’ employment. We develop a conceptual model that includes antecedent conditions associated with skilled migrant qualification-matched employment in their host country and its outcomes. We also highlight the role of multilevel factors and moderating variables associated with skilled migrants’ possibility of obtaining qualification-matched employment. Our review has implications for human resource scholars and practitioners concerned with skilled migrants’ employment and labor market.  相似文献   
7.
We study the impact of employment growth in manufacturing on job creation in the non-tradable sector for prefecture-level cities in China. Using the 2000 and 2010 Censuses of Population, we apply the shift-share approach to isolate the exogenous change of employment growth in manufacturing. For every hundred new manufacturing jobs, we find that 34 additional jobs are created in the non-tradable sector. We also show that the effect is heterogeneous along a number of dimensions. More specifically, one new job in high-technology manufacturing creates more jobs in the non-tradable sector while low-technology manufacturing employment growth has no significant multiplier effect. Among the non-tradable industries, the multiplier is the largest for wholesale, retail, and catering. Finally, the effect is also geographically heterogeneous, with the multiplier being greater for inland regions.  相似文献   
8.
基于我国34个工业行业的面板数据,采用面板向量自回归模型(PVAR)对单位劳动力成本、汇率风险与我国出口之间的互动关系进行研究。结果显示,单位劳动力成本与出口存在双向抑制作用,即工资上涨不利于出口规模的扩张,出口也无法促进工资增长率的上升,但出口显著地提升了劳动生产率;汇率变动对出口脉冲响应函数值正负交替,呈现出不确定性,出口对汇率变动产生了超调现象;我国存在"进口引致出口"机制,且出口也能通过收入效应和汇率两条路径影响进口;产出对出口的影响关系呈现不确定性,但出口可以带动产出。在方差分解中,单位劳动力成本变量对出口具有较强的解释能力,是导致我国出口变动的主要因素,汇率变动对出口的短期解释能力较强,进口在长期解释能力较强,产出在三个不同时期解释能力基本一致,但出口对其他变量的解释能力普遍较低。  相似文献   
9.
In this paper, we investigate the factors that influence youth labour market expectations and outcomes. We also perform a job matching exercise to understand youth labour market dynamics in Sub-Saharan Africa. Our results show that youth education is an influential factor of youth employment expectations and employment, ceteris paribus. Higher educational attainments have a great impact on expecting and securing better jobs, particularly in the technical and professional fields. Youth with low educational attainments, particularly primary education and lower, have a higher tendency to expect to be employed in occupations with low job complexity. Our results indicate a severe job-skill mismatch in all occupational categories, both before and after the youth’s transition into the labour market. Using education as the only selection criterion, we found that less than 10 per cent of employment expectations match with skills required while 55 per cent and 34 per cent are under or over-educated for the jobs expected, respectively. Over and under education is a notable feature in youth labour markets in Sub-Saharan Africa. About 47 per cent of employed youth in the sample are overqualified for their respective jobs while 28 per cent are under qualified.  相似文献   
10.
ABSTRACT

This study explores how religious and ethnic norms and gender relations interact across the domestic and public spheres of work in rural China's minority-concentrated regions. It focuses on the roles that childcare and household composition play in the employment decisions of prime-age married individuals of Muslim and non-Muslim ethnicity. Using the 2012 China Household Ethnicity Survey (CHES), the study finds that children generally decrease women's likelihood of employment outside the home and increase men's. The gender gap in the probability of off-farm employment is larger for those of Muslim ethnicity. Non-Muslim parents of sons are more likely to migrate for employment than parents of daughters. The presence of women of grandparent age (46–70) universally facilitates labor migration. Men of grandparent age tend to increase only the probability that non-Muslim parents migrate for employment. Additional adult male household members reduce the likelihood that women of Muslim ethnicity have off-farm employment.  相似文献   
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