Income mobility and the Arab spring: the case of Egypt and Jordan

Arab Spring has swept Middle East and North Africa. Although the reasons behind this revolutionary albeit mostly unfruitful social phenomenon is unknown, economic reasons such as income inequality and lack of income mobility have been mentioned. Using an approach that is free of measurement error and attrition biases, this study estimates income mobility in a country that went through Arab Spring, Egypt, and compares that with a similar country that did not experience it, Jordan. The results show that unconditional and conditional income mobility were substantially smaller in Egypt than Jordan. This has implications for the policy-makers not just in the Middle East but the world.     

Earnings mobility in Spain: the role of job mobility and contractual arrangements

This paper analyses the relationship between earnings mobility, job mobility and changes in the contractual arrangement in Spain using a sample of Spanish workers aged 16–60 years extracted from the European Community Household Panel Survey (ECHP 1995–2001). Overall, earnings mobility remains mostly unchanged over time, although clear differences, both in terms of levels and trends, can be perceived among different types of workers. Results show that, in general, job mobility contributes to increase earnings mobility. Switching into permanent contract are associated with the highest probability of upgrading among those workers who remain with the same employer. In contrast, the highest risk of downgrading among stayers appears when changing from permanent to temporary. An analysis on low pay/no low pay transitions reveals that job mobility always increases the probability of moving from low pay to better-paid jobs among females. For males, in contrast, this occurs only when they were initially employed on a temporary basis. Furthermore, for females it is found that either switching into permanent contract while staying with the same employer, or changing employer while being employed on a permanent basis yield a higher chance of upgrading than staying with the same employer with a permanent contract.      

The impact of job mobility on earnings: using occupational and industrial classifications to identify job changes

According to the Bureau of Labor Statistics, the median number of years that a US worker has been with their current employer is 4.4 years. Although many job changes may not be classified as ‘career changes,’ any type of job change may have an impact on a person’s future earnings. In the present study, the following three types of job changes are examined in order to determine which ones result in higher incomes: a change in occupational status; a change in industry; or a change in both. Using data from the National Longitudinal Survey of Youth (NLSY), a log-linear wage regression with a correction for self-selection is estimated. Results suggest that changing jobs within the same industry or within the same occupation both increase a person’s income. However, a job change that is characterized by both a change in industry and occupation reduces a person’s income. The present study is one of the few studies to examine the effects of job mobility on earnings when mobility is defined in the context of changes in occupational and/or industrial classification.     

Downward wage rigidity and job mobility

Using data from the German Socio-Economic Panel (GSOEP) we study whether being individually affected by downward wage rigidity has an effect on layoffs, quits and intra-firm mobility. Within a structural empirical model we estimate the individual extent of wage rigidity. This is expressed by the wage sweep-up, which measures by how much individual wage growth increases through the effect of downward wage rigidity when compared to a counterfactual labour market with flexible wage setting. We find robust negative effects of wage sweep-up on quits and layoffs and some evidence for a positive association of wage sweep-up and promotion opportunities. This is consistent with a core-periphery view of the labour force, where a core work force is protected from layoffs and wage cuts and at the same time enjoys good promotion opportunities. On the other side a peripheral work force provides a buffer for adjustment and suffers from both flexible wages, more insecure jobs and less internal promotion opportunities.      

Globalization,recruitments, and job mobility

Previous research indicates that firms pay a premium to poach workers from exporting firms if experience working for an internationally engaged firm reduces trade costs. Because international experience is less valuable to non-exporters, we would expect to see differences in recruitments between firms that are internationally engaged and those that serve only the domestic market. Moreover, increased openness might lead to higher job-to-job mobility if more globalization raises both the share of exporters and the number of workers with skills that make them attractive for other exporters. Using linked Swedish employer–employee data for the period 1997 to 2013, we find systematic differences between the way exporters and non-exporters recruit workers: exporters have a relatively high share of recruitments from other exporters as hypothesized. We also find some suggestive evidence that increased openness correlates positively with upward mobility for occupations that play a major role in international commerce, such as professionals and managers.     

Overeducation,job mobility and earnings mobility among holders of first degrees

Overeducation has been researched extensively for nearly three decades, but some major issues in regard to it are still topics of ongoing debate. By using a panel data, that combines a survey of two cohorts of Israeli first-degree holders and data from administrative sources on jobs and wages, we examine the contribution of job turnover, cognitive abilities and continuing graduate studies to the likelihood of overeducation and wage dynamics. The study produces four main findings. First, rapid job-switching makes a negative contribution to the increase in employee’s wage and there is a negative correlation between two variables – an employee’s tenure and the number of past employers in the years after the completion of degree studies – and the probability of being overeducated. Second, the contribution of the individual’s cognitive abilities and quantitative reasoning skills to the likelihood of becoming overeducated is negative. Third, the wages of overeducated employees are some 11% lower and rise more slowly than the wages of those whose level of schooling corresponds to their jobs; this outcome may be interpreted as indicating that the ‘scars’ of being overeducated tend to be long-lasting. Fourth, the overeducated workers have lower propensity to continue to advanced academic studies.     

Insider-outsider forces in wage and employment determination: The case of Sweden

This paper applies a statistical approach used by Andersen & Hylleberg (1993) in their study of insider-outsider effects in wage-employment determination in the Danish manufacturing sector, to analyse insider-outsider effects in the Swedish private sector. Focusing on the univariate and multivariate trend properties of the data, a bivariate wage-employment error correction model is used as an explicit test-bed for the theoretical predictions of adjustments to anticipated and unanticipated shocks. According to the Blanchard & Summers (1986) insider-outsider model, the former changes are absorbed entirely by wages while the latter changes are reflected fully in employment. As in the case of analysis on Danish manufacturing data, it is found that the evidence based on data related to the Swedish private sector also fails to accept the Blanchard & Summers insider-outsider model in its unqualified version. Nonetheless several important traits of insider-outsider mechanisms seem to be in accordance with the observed evolution of the data.     

Income mobility of individuals in China and the United States

Although much has been written about annual income inequality in China, little research has been conducted on longer‐run measures of income inequality and on income mobility. This paper compares income mobility of urban individuals in China and the United States in the 1990s. The following questions are taken up: To what extent are measures of annual income inequality misleading indicators of long‐run income inequality? How much income mobility was there in China in the first half of the 1990s and how did this compare with mobility in other countries? Have real income increases been greater for the poor or the rich? How important is the variation in permanent incomes in China and how has this changed?     

Gender differences in Russia's job mobility and its rewards*

This article considers age and gender differences in the probability and consequences of job mobility in Russia. Little is known about who is mobile and whether mobility impacts wages once the characteristics of movers are controlled for. Results show a gender difference in the likelihood of exit but not promotion. Results also show that promotions have a positive effect only on the wages of young women, but young men's wages are not affected. Further, young men see a significant decrease in wages following an exit, while young women are not affected by firm exit. The article shows that early mobility is particularly important for women, who earn less overall. Results help to understand processes of inequality in wages and conditions that occur due to sorting, and the importance of promotions as ‘life chances’ which lead to ‘career-track jobs’. Gender differences in securing such life chances may help to understand gaps in earnings, which emerge later.     

The empirical content of the job search model: Labor mobility and wage distributions in Europe and the US

Job search models of the labor market hypothesize a very tight correspondence between the determinants of labor turnover and individual wage dynamics on one hand, and the determinants of wage dispersion on the other. This paper offers a systematic examination of whether this correspondence is present in the data by estimating a rudimentary partial equilibrium job search model on a 3-year panel of individual worker data covering 10 European countries and the U.S. We find that our basic job search model fits the data surprisingly well. This also allows us to point at a number of interesting empirical regularities about wage distributions. Our results suggest that cross-sectional data on individual wages contain the basic information needed to obtain a reliable measure of the “magnitude of labor market frictions”, as measured by a parameter of the canonical job search model. Finally, we use our results in a cross-country comparison of the intensity and nature of job-to-job turnover. We arrange countries into two different groups according to their turnover intensity. We further show that the nature of job-to-job turnover is very different between those two groups: Turnover is predominantly voluntary in low-turnover countries, whereas it is to a large extent involuntary in high-turnover countries.     

Interpreting income distributions in a welfare state: The case of Sweden

It is shown in this paper that the distribution of purchasing power, and hence probably also ‘economic well-being’, in a Welfare State like Sweden is not tightly connected with the contribution of households in the production system. Moreover, economic inequality is drastically exaggerated when income statistics are not adjusted for differences in working time and in the time-profile of income over life. However, it is also shown that some important inequalities are not removed even by the very ambitious tax and Welfare State system in Sweden, and that some new inequalities are in fact introduced. The paper also tries to highlight the wide wedges which in an ‘advanced’ Welfare State are necessarily driven between factor costs for firms and factor rewards for households. All this holds in particular for annual income.     

Intersectoral wage linkages: the case of Sweden

The purpose of this study is to investigate whether wage-setting in certain sectors of the Swedish economy affects wage-setting in other sectors. The theoretical background is the Scandinavian model of inflation, which states that wage-setting in the sectors exposed to international competition lead wage-setting in the sheltered sectors of the economy. The Johansen maximum likelihood cointegration approach is applied to quarterly data on Swedish sector wages for the period 1980:1–2002:2. Different vector error correction (VEC) models are created, based on assumptions as to which sectors are exposed to international competition and which are not. Granger causality tests are then carried out in the different restricted/unrestricted VEC models to test for sector wage leadership. The Granger causality tests provide strong evidence for the presence of intersectoral wage causality, but no evidence of a wage-leading role for the internationally exposed manufacturing sector.      

The impact of job mobility on earnings growth of migrant workers in urban China

Using survey data on migrant workers in urban China, this paper carries out a positive study on the impact of inner-industrial and inter-industrial job shifts on earnings growth of migrant workers. Results show that low human capital, low employment grades and low income are the most important reasons for migrant workers to switch jobs. The migrant workers who are young, unmarried new entrants with low level of education, no training and low income tend to change their jobs within the industry. And those who have high income and who find their jobs by themselves are more likely to switch jobs inter-industrially. Inner-industrial job switches have a significant positive impact on earnings growth of low-income migrant workers and a significant negative one on that of high-income migrant workers. Moreover, inter-industrial shifts have a significant negative impact on earnings growth of migrant workers of all income levels. The inner cause for the positive effect of inner-industrial shifts lie in the fact that the cumulative effect of years of service within enterprises is not obvious while continuing engagement in the same type of job within an industry will lead to accumulation of qualifications, which has a significant augmentation effect on earnings of migrant workers.     

Parental Income and Continuing Education of Second Generation Immigrants in Sweden

Understanding the economic integration of minority ethnic communities requires an analysis of the educational process. This paper examines second‐generation immigrant youths’ educational attainments in comparison with those of similarly aged native Swedes. Binomial‐logit, grouped‐regression and multinomial‐logit models are applied to longitudinal data, 1991–1996. The results give evidence for socioeconomic determinants of post‐compulsory education and for parental influence on educational choices. Parental income affects second‐generation immigrants’ post‐compulsory education and Swedes’ choice of level of education. In general, the stronger the labour market positions of the parents, the higher the probability of the children continuing education. It is also found that the geographical origin of second‐generation immigrants matter, with youths of Asian origin having a higher probability of continuing their education. We suggest policy changes on different levels based on the evidence of the paper, as short‐run, long‐run and in general.     

The Ethnic Employment and Income Gap in Sweden: Is Skill or Labor Market Discrimination the Explanation?*

This study uses a cognitive test score, the Swedish Military Enlistment test taken at age 18, to identify whether the ethnic employment and income gap in Sweden is caused by a pre‐market skill gap and/or ethnic discrimination. The employment gap and income gap are estimated for males born in Sweden with different ethnic backgrounds: their parents were born in Sweden or in southern Europe or outside Europe. Controlling for the cognitive test score does not affect the ethnic employment gap, and for incomes the ethnic income gap almost disappears.     

A multi-level analysis of sustainable mobility transitions: Niche development in the UK and Sweden

A wide range of intractable problems such as polluting emissions, noise, accidents, resource depletion, and inaccessibility of amenities are associated with the current transport regime. Given the slow movement towards a more sustainable mobility system, more radical, systemic innovation - a ‘transition’ - is required. Broadly speaking, this may be achieved via three routes: technological change, modal shift, and reduced travel demand. Drawing on concepts from the transitions literature (e.g., [Geels, F.W.: Technological Transitions and System Innovations: A Co-evolutionary and Socio-Technical Analysis, Edward Elgar, Cheltenham, 2005.]), we conceptualise each of these routes as a bundle of niche activities within an Area of Innovation, deviating to differing degrees from the current mobility ‘regime’. We present empirical evidence and indications of ongoing development of niches in these three areas within the UK and Sweden, and explore processes of co-evolution, divergence and tension within and between niches. Findings indicate recent market penetration of novel transport technologies, more advanced than modal shift or demand management activities; however, different transport technologies are more successful in each country. We also identify examples of a close relationship between development of radical vehicle/fuel technologies and provision of mobility services; and information technology as a driver in all three areas of innovation. We conclude that future innovation in transport depends on diversity, hybridisation, and co-evolution of niches. Finally, policy implications are discussed.     

基于组织生态学的职业迁移理论研究综述

随着组织生态学的发展以及其对劳动就业问题的渗透，基于组织生态学视角的职业迁移理论得到发展，外部机会构成在预测职业迁移的可能性与倾向性方面具有重要作用．职业迁移是外部机会构成与个人现有工作环境的比较形成的，有关二者的比较研究应是未来职业迁移问题的一个重要研究方向。     

Two separated effects of employer-provided health insurance on job mobility

We estimate the effect of employer-provided health insurance (EPHI) on job mobility via a dynamic model of joint employment and health insurance decision in the presence of uncertainty about wage rate and health status transitions. The model is based on a Markov decision process in which a hedonic wage approach provides an economic rationale for the different choices and health insurance serves as an input to the health production process. Including health transitions in the model helps us to understand how the availability of EPHI (positive job characteristic) and holding EPHI (the wage-health insurance trade-off) enter into the individuals’ decisions. The model is estimated using the 1999–2000 Medical Expenditure Panel Survey panel 4, and the results show that the ‘pure’ effects of holding EPHI are negligible, the ‘full’ effects of EPHI are significant and the degrees of the inefficiency vary between 14% and 25% across different states.