The Global Economic Crisis and The Effect of Immigrant Workers on Native‐born Employment in Europe

The debate regarding the economic effects of employing immigrants has attracted renewed interest in European countries since the economic crisis. We provide an approximation of the labour market effects of immigrant workers in four European countries during the global economic crisis after briefly analysing native and foreign‐born worker conditions for the most recent period. Our analysis focuses on the correlation between the stock of immigrant workers and the number of native labour market workers across several segments of the labour market using a simple model approach. Using Eurostat and LFS (Labour Force Survey) data, we estimate a structural dynamic model using the generalised method of moments (GMM) to examine adjustment dynamics in the labour market and labour market segment and worker educational levels, countries of origin and genders. Overall, the empirical results suggest that immigrant labour force effects on native‐born worker employment rates have been persistent and but weak throughout the business cycle. These effects are globally positive, and immigrant origins do not appear to change the nature of their impact. We offer some explanations for these findings related to dual labour markets and to differences in levels of substitution among native and immigrant workers.     

The Consequences of Globalisation: India's Software Industry and Cross‐border Labour Mobility1

The Indian software industry is a prime example of globalisation. The industry has been characterised by large cross‐border mobility of its skilled labour force. Using a unique survey of Indian software firms, our paper quantifies the extent and impact of mobility on firm behaviour and performance. Cross‐border labour mobility in the paper refers to both temporary and permanent labour flows by Indian software professionals. The picture that emerges is of a highly mobile world in which temporary mobility has been an important characteristic of the industry. A significant number of workers have work experience abroad in a developed country. Moreover, the share of skilled workers with such experience has been positively associated with the incidence of skilled migration from the firm. This suggests network effects are at work. In terms of the impact on performance – as measured by the change in turnover per worker and the change in the employment size of the firm – the paper finds little evidence of a robust adverse effect. Further, the evidence suggests that there have been important external effects at work, as through changes in the willingness of workers to acquire skills, as well as through increased provision of educational services. These have further abated the risk of a brain drain. However, the software industry may be rather different from other industries. Our results need to be interpreted as the outcome of a particular case of skilled migration and not one necessarily representative of all types of skilled migration and source sectors.     

Globalization and Hong Kong's labour market: the deregulation paradox

The globalization of business has affected Hong Kong, giving rise to important changes in its labour market and with impacts on workers and labour organizations. This has been felt in the migration of manufacturing plants to China in combination with labour market deregulation via the government's guest worker policy. We examine the institutional implications of liberalizing the previous ban on the admission of guest workers. While this seeming reversal was tantamount to deregulation, it also produced regulation via a new body of norms and rules governing guest labour which were, paradoxically, restrictive and disabling for the affected parties.     

Industrial Policy, FDI and Employment: Still ‘Missing a Strategy’

This paper contrasts the effects of trade, inward FDI and technological development upon the demand for skilled and unskilled workers in the UK. By focussing on industry level data panel data on smaller firms, the paper also contrasts these effects with those generated by large scale domestic investment. The analysis is placed within the broader context of shifts in British industrial policy, which has seen significant shifts from sectoral to horizontal measures and towards stressing the importance of SMEs, clusters and new technology, all delivered at the regional scale. This, however, is contrasted with continued elements of British and EU regional policy which have emphasised the attraction of inward investment in order to alleviate regional unemployment. The results suggest that such policies are not naturally compatible; that while both trade and FDI benefit skilled workers, they have adverse effects on the demand for unskilled labour in the UK. At the very least this suggests the need for a range of policies to tackle various targets (including in this case unemployment and social inclusion) and the need to integrate these into a coherent industrial strategy at various levels of governance, whether regional and/or national. This has important implications for the form of any ‘new’ industrial policy.     

‘Inequality’ and ‘value’ reconsidered? the employment of post office women, 1910–1922

In the British Civil Service, male workers were perceived more ‘valuable’ by managers owing to their supposed higher productivity and skills. This restricted women’s access to higher grade employment, and placed them on lower and different scales to their male colleagues. Yet women worked alongside men, both in the pre-war, wartime and interwar periods. Through examining the personnel practices of Britain’s largest Civil Service department – the Post Office – this article highlights the vital importance of this institution, and its women workers, to the nation’s war and reconstruction efforts. The inextricable connection between the Post Office and its main funder – the Treasury – brought tensions concerning the provision of labour, together with the short-term and long-term position of women in the department. When the First World War got underway, women’s vital contribution to the department’s efforts became apparent. Thus, when victory was in sight, Post Office managers made women a central component to their post-war plan, although initially it did not include a commitment to address the ubiquitous inequalities affecting male and female opportunity in the department. Yet the Post Office’s commitment to explicitly include women in its post-war plan, primarily owing to the shortage of suitably qualified men, placed it at the cutting edge in renegotiating with the government the position of women in the post-war labour market.     

Understanding the international mobility of Chinese temporary workers

Using unique panel data on the temporary movement of Chinese workers to 191 economies during 1992–2015, I investigate the patterns and determinants of labour mobility in the services trade. I estimate a gravity model of labour mobility in two categories, namely overseas labour services and overseas contracted projects. I find that distance (proxy for migration costs) and income are not the most important determinants of the latter. For overseas contracted projects, the dispatch of workers is not driven by their pure economic aims but by the Chinese government's policies and strategies such as its overseas project promotion policy. Furthermore, I employ the difference‐in‐differences estimation method to investigate the impact of this policy upon labour mobility. The results show that the policy of promoting overseas contracted projects has causal and positive effects on labour mobility in construction‐related sectors.     

Trade Wars: The Exaggerated Impact of Trade in Economic Debate

The rules governing trade and capital flows have been at the centre of controversy as globalisation has proceeded. One reason is the belief that trade and capital flows have massive effects on the labour market – either positive, per the claims of international financial institutions and free trade enthusiasts, or negative, per the ubiquitous protestors at WTO, IMF and World Bank meetings demanding global labour standards. Comparing the claims made in this debate with the outcomes of trade agreements, this paper finds that the debate has exaggerated the effects of trade on economies and the labour market. Changes in trade policy have had modest impacts on the labour market. Other aspects of globalisation – immigration, capital flows and technology transfer – have greater impacts, with volatile capital flows creating great risk for the well-being of workers. As for labour standards, global standards do not threaten the comparative advantage of developing countries nor do poor labour standards create a ‘race to the bottom’.     

Services Offshoring and its Impact on Productivity and Employment: Evidence from Germany, 1995–2006

Economists have recently recognised services offshoring as an important influence on domestic labour market outcomes. Services are of particular interest since their significance has grown in terms of both quantity and quality. Only one and a half decades ago, most services were considered non‐tradable, but the emergence and development of new information and communication technologies has made many services internationally tradable. The liberalisation of international trade in services trade has further accelerated the volume of services trade. Our econometric estimations focus on services offshoring by German manufacturing sectors. We use revised input–output data from 1995 to 2006. We first estimate the impact of services offshoring on labour productivity. We then measure the effects of services offshoring on labour demand. The results show that services offshoring increased sectoral labour productivity, but reduced German manufacturing employment. The overall results suggest that labour demand decreased over 1995–2006, because labour‐reducing productivity and substitution effects dominated labour‐augmenting scale effects from services offshoring.     

Unlocking the Potential of Greater Female Employment in Europe

This paper investigates the drivers of female labour force participation in Europe, as well as the implications of achieving greater gender diversity in senior corporate positions. Re-examining the drivers of women’s decisions to work is particularly important in the context of Europe. In many European countries, the process of closing gender gaps in labour force participation has stalled, despite greater gender equality in human capital investment, declining birth rates, changing social norms and equal legal access to employment opportunities.     

Employment Policies in the Service Sector: Training in Retail Distribution

This article presents in summary the results of the recent study by the Distributive Trades EDCs Part-Time Employment Group, which focussed attention on the training practices and career opportunities for this major and increasing component of the labour force of retail firms. There is no great certainty or unanimity about the training needs of retail staff, and differences in skill requirements are evident across the various retail trades and diverse organisational structures. Retailing is a dynamic and rapidly changing industry arid employers are not unaware of the training needs associated with labour intense operations yet the training implications of the industry's considerable dependence on part-time workers do not appear to be fully appreciated. In discussing the Report's findings in the context of the ongoing training debate in Britain, it is argued that the corporate strategies of retailers must comprehend the centrality of the training function, if effective use is to be made of all their employees.     

EU enlargement and labour markets in the CEECs

The implications for labour markets are central to any political and economic evaluation of EU Eastern enlargement. The resulting new levels of unemployment and of wages will have direct effects on social welfare in the acceding countries as well as in the present member states of the EU. Furthermore, employment and wages are substantial factors of political stability in the central and eastern European countries (CEECs). The following paper analyses the present situation on the labour markets in the CEECs and discusses the effects of their reintegration into the Western European system and the resulting implications for labour market and wage policy institutions. Helpful comments by participants of the 2nd convention of the CEEISA “Globalisation of International Relations—Implications for Central and Eastern European Countries”, Warsaw, 15–17 June 2000, and of the 4th International IMAD Conference “Institutions in Transition”, Portoroz (Slovenia), 23–24 June 2000, are gratefully acknowledged.     

China,India and the Commodity Boom: Economic and Environmental Implications for Low‐income Countries

The international role of China has risen steadily for two decades – and has become even more important in the current global recession. The growing supply of labour‐intensive manufactured exports from China has been accompanied by a huge expansion in its imports both of raw materials and of skill‐intensive manufactured parts and components. This ‘offshoring’ of intermediates production by a large, labour‐abundant economy has economic and environmental implications for other developing economies. More recently, the rapid expansion of the Indian economy and trade indicates that it too will soon exert similar effects on global markets. We sketch a model showing how the growth of these developing‐country ‘giants’ generates adjustment pressures on other developing economies. We discuss in particular how differences in relative factor endowments of resource‐rich economies can produce quite different outcomes in the context of product fragmentation and expanding commodity trade. We also explore the effects on production, trade, environment and prospects for future growth in resource‐rich economies, particularly in the context of weak institutions and other market failures. We illustrate these different impacts by considering the cases of Indonesia, Malaysia and Thailand and highlight implications for growth, development and policy.     

Start-up incentives: Entrepreneurship policy or active labour market programme?

As several European governments develop new start-up programmes during recessions, the appropriateness of these policies recently has become a hot policy issue. This study suggests that the contribution of these incentives is dubious, if aimed to combat economic and jobs crises as part of the entrepreneurship policy, and can be shaped by various country-specific factors, such as the economic situation and the stringency of labour laws. To provide support for these claims, this paper investigates the underlying determinants of an individual's decision to switch from unemployment to self-employment in Europe and stresses the need to devote special attention to the role of three essential dimensions: (i) the existing heterogeneity within self-employment, by considering self-employed individuals who hire employees (employers) and self-employed individuals without personnel (own-account workers) as separated groups; (ii) the effects of different measures of social capital and network contacts, as forms of micro level institutional factors; and (iii) the explanatory power of cross-country differences in the state of the economy, expenditure on start-up incentives, and the stringency of labour laws, as forms of macro level institutional factors. This study has useful theory and policy implications for entrepreneurship development.     

Globalization,China's free (read bonded) labour market,and the Chinese trade unions

After two decades of economic reform during which China developed a strong export thrust into the world market, an industrial labour market has taken shape in China. But it is not really a free labour market in that deposits are generally required of workers when they commence employment. For some migrant workers this has led to a condition equivalent to being bonded, which enables Asian foreign investors to establish harsh labour regimes in the factories they manage. The Chinese official trade unions are at a crossroads – do they side with the workers, management or with the party-state?     

Expanding Workers’ ‘Moral Space’: A Liberal Critique of Corporate Capitalism

This paper assesses employees’ moral agency within corporate capitalism from a politically liberal standpoint. While political liberalism has spelt out its key institutional implications at state level, it has neglected moral agency at work, assuming that a rights-based state that secures freedom of contract, free choice of occupation and a free labour market within a fair context would protect it sufficiently. Yet two features of corporate capitalism constrain employees’ moral agency: the relation of authority that forms part of the work contract and organisations’ fragmented decision-making processes. Both seem at odds with the liberal ideal of allowing people to live by their own conception of the good. Consequently, this paper examines whether political liberalism should recommend greater safeguards for protecting workers’ moral agency. It proposes a criterion for assessing corporate capitalism: the ‘moral space’ defined as the socially shaped opportunities for action that can be enacted or endorsed from a comprehensive perspective. It argues that liberals should favour arrangements that widen workers’ moral space and suggests institutional designs that may achieve this while remaining within liberal boundaries.     

British Ethnic Minorities and Employment Training: Redressing or Extending Disadvantage?

The reasons which have been offered to explain the low labour market success encountered by ethnic minorities in Britain include their possible lack of motivation, lack of qualification and training opportunities, and discrimination in the labour market. Whilst discrimination as a contributory factor to labour market exclusion has been widely discussed in the literature, the efficacy of Government sponsored training schemes designed to equip ethnic minorities with skills which may improve their competitiveness and reduce their disadvantage has been subjected to less scrutiny. This article provides an evaluation of the role of Government sponsored employment training programmes in reducing ethnic minorities’ disadvantaged position in the labour market. It argues that training programmes designed to improve employment opportunities are failing members of the ethnic minority communities and are in some cases helping to extend their disadvantage. It identifies the reasons for the failure as (1) the constant changes in Government policies with the development of sometimes contradictory policies, and (2) the inefficiency and prejudice of the training and employing organisations which are involved in the process. The article concludes with an assessment of the consequences of continuing discrimination against ethnic minority communities.     

Labour mobility in the EU: Dynamics,patterns and policies

The continued economic crisis has become a major test for the labour markets of individual member states. Labour mobility within the European Union has the potential to help to reduce labour market pressures and ease economic imbalances. However, a long-term loss of working age population can be detrimental to sending countries. This Forum explores mobility patterns within the European Union and analyses the labour market and welfare effects of labour mobility via case studies of the UK, Poland, Germany and Spain. It also examines a number of its aspects that have important political and institutional relevance for the European Union and its future.     

Development Path of China and India and the Challenges for their Sustainable Growth

The segmentation of global manufacturing and services provided China and subsequently India with a golden opportunity to make full use of their absolute advantage – low‐cost, yet educated labour – to integrate into the world economy within a comparatively shorter period of time than some earlier industrialisers. Though international trade functioned as a vent of surplus in view of the narrowness of their domestic markets at the beginning of their economic catch‐up, the label of export‐led model may not reflect the real picture as imports underwent dramatic increases during their respective growth periods, in particular for China. Foreign direct investment has played a pivotal role in their economic growth and has major presence in international trade and investment in leading sectors of both countries, giving rise to certain special features and weak links for their economic expansion and sustainability of fast economic growth. To maintain more broad‐based, fast and balanced growth, it seems that both countries have to redress sectoral imbalances, encourage technology upgrading and cope with future changes in demographic profiles which constituted a trigger to fast economic growth at the time of their respective economic reform.     

Firm Size and Innovation in European Manufacturing

The paper investigates the differences between small, medium-sized and large firms regarding their performance in the introduction of new products and processes. After a review of the relevant literature, two models are proposed and tested in search for different business strategies and innovation inputs connected to product and process innovations. The empirical analysis uses innovation survey (CIS 2) data at the industry level for 22 manufacturing sectors, broken down in three firm size classes, for eight European countries. Special attention is devoted to tackling the issues of possible endogeneity of the regressors and of unobserved sectoral heterogeneity. The results – strengthening the findings of previous studies – show that product and process innovations, though having some complementarities, are associated to different innovative inputs and strategies pursued by firms. Systematic differences also emerge between the behaviour of large firms and SMEs.      

A transformative service research agenda: a study of workers’ well-being

Interest in workers’ well-being is mounting – a key driver being the growing recognition that well-being is linked to performance. Utilizing a transformative service research (TSR) agenda, this study examines how people management practices impact the well-being of hospitality and retail workers. Comparing the experiences of permanent and precarious workers, we find it is not employment practices per se that promulgate feelings of insecurity and inferiority; rather, it is the attributions ascribed to them. This has practical implications. Most notably, some of the deleterious effects of precarious employment might be mitigated where careful attention is paid to the motives underlying an organization’s people management practices. Theoretically, TSR offers a more expansive lens for understanding the social exchange occurring in both employment relationships and service encounters, thus contributing significantly to knowledge on mutual gains theories. These findings and their implications are discussed in detail in the paper.