A model for relating technology, organization and employment level: A study of the impact of computerization in the Swedish insurance industry

This article investigates effects of computerization in the Swedish insurance industry from 1960–1980. While the technological imperative dictates that many jobs would disappear, it was found that employment actually increased. The authors produce a model relating technology to employment levels and suggest that a range of moderating factors must be considered.     

Who Is at Risk of Losing and Gaining Health Insurance?

In this study, we examine annual transitions into and out of health insurance coverage using matched data from the 1996 to 2004 Current Population Survey (CPS). We find evidence of several characteristics that are strongly associated with the likelihood of losing or gaining health insurance including race, education, unemployment, part‐time employment status, employment size, and self‐employment.     

The Wage–Health Insurance Trade‐off and Worker Selection: Evidence From the Medical Expenditure Panel Survey 1997 to 2006

Key provisions within healthcare reform will likely further increase the cost of employer‐sponsored insurance. Theory suggests that workers pay for their health insurance through a wage offset. We investigate this issue using data from the Medical Expenditure Panel Survey. GMM estimates aimed at correcting for endogenous worker mobility reveal evidence of a trade‐off for workers who are offered health insurance as the only fringe benefit. On the other hand, employees in establishments with a more comprehensive set of benefits enjoy higher wages relative to employees in establishments that offer no benefits. Health also affects the wage–health insurance trade‐off.     

Zero Hours Contracts and Their Growth

This article studies the prevalence and nature of zero hours contracts (ZHCs) in the UK labour market. It is widely argued that the headline count of ZHC workers based on the Labour Force Survey historically underestimated the number of workers in ZHC jobs. Here, we argue that this likely continues to be the case, particularly if one considers other, similar, no-guaranteed-hours jobs alongside ZHCs. ZHC jobs and workers are heterogeneous, but ZHCs have become increasingly concentrated among young workers, full-time students, migrants, black and minority ethnic workers, in personal service and elementary occupations, and in the distribution, accommodation and restaurant sector over time. Compared to other forms of employment, median wages in ZHC jobs have also fallen. The most common prior labour market state for ZHC workers is non-ZHC employment, particularly part-time employment, with part of the reported growth in ZHCs driven by reclassification of existing employment relationships. Finally, we show that growth in public awareness of ZHCs contributed substantially to recent growth in reported ZHCs, particularly over the period 2013/14.     

Atypical Work and Employment Continuity

Atypical employment arrangements have long been criticized as offering more precarious and unstable work than regular employment. Using data from the Contingent and Alternative Employment Arrangement Supplement and the National Longitudinal Survey of Youth, 1979 Cohort, we determine whether workers who take such jobs rather than regular employment, or the alternative of continued job search, experience greater or lesser employment continuity. Controlling for unobserved individual heterogeneity, the advantage of regular work over atypical work and atypical work over continued joblessness dissipates.     

Job Interruptions and Part-Time Work: Their Effect on MBAs' Income

An examination of the frequency of job interruptions and part-time work among a large sample of MBAs finds that such breaks in full-time employment are more likely among female than male MBAs. The most common reason given by both men and women for these interruptions is "could not find (suitable)Job" Only women are also Very likely to cite "family reasons" or "spouse transferred". Regression results show that interruptions to full-time work because one "could not find (suitable) job" have a much more negative impact on later income than do interruptions for family-related reasons.     

Capital investment and employment in the information sector

Estimation of the employment effects of changes in capital investment is a standard tool in public policy debates. Typically, such predictions are based on employment multipliers derived from Input–Output analysis. In this paper, we measure the employment effects of changes in capital investment in the U.S. information sector by econometrically estimating an “employment multiplier” from historical data. The estimated multiplier is 10 information sector jobs for each million dollars in expenditure, and perhaps 24 new jobs per million dollars invested across the entire economy. Employment multipliers derived from the Input–Output methodology average about 16 jobs per million, but the multiplier includes jobs outside the information sector. Including employment spillovers, our estimates suggest the multipliers from Input–Output models are plausible. We also note that information sector jobs have substantially higher median earnings than the private sector average, so the economic significance of changes in information sector employment are greater than might first appear. Our findings may be useful in debates over changes in industry regulation that could affect investment.     

Career Employment and Job Stopping

Career jobs typically end well before retirement and are followed by a period of postcareer employment. Although the most financially successful transitions occur when new positions are obtained in the same industry and occupation as the career job, mobility usually involves a change in industry andlor in occupation. Pension-covered career jobs last longer and more frequently end in retirement than noncovered positions. Pensions may also reduce the probability that retirements occur at very young ages and delay retirements when coverage is first obtained in postcareer employment.     

Things Unions Do, Job Attributes, and Union Membership

Implications of the governance and rent-seeking models of unionism for the job characteristics-union membership relationship are developed. Specific training and membership are found to be positively related, consistent with arguments that specific training governance. Membership is less likely on jobs requiring more general education—where incumbents typically see greater returns to individual mobility. Some support is found for job characteristics associated with efficiency gains to a collectivized employment relationship.     

Climatic change and food production

Small changes in climate can have a disproportionate influence on the availability of food when, as now, world reserves are low. Dr Gribbin reviews evidence for climatic change and concludes that the climate is likely to be much more variable in future than it has been in the middle decades of this century. Longer periods of unfavourable weather in some of the major agricultural areas are expected. Prudence dictates that world grain stocks should be built up as an insurance against an increasingly probable series of poor harvests.     

Sharing Risks of Labour Market Transitions: Towards a System of Employment Insurance

The increasing polarization of the labour market is closely related to the spread of non‐standard employment relationships that largely results from poor risk management of critical transitions over the life course. The question, therefore, arises whether labour market regulation, in particular unemployment insurance, is still properly designed for the new world of work. This article argues for an extension of unemployment insurance towards a system of employment insurance by summarizing the concept of transitional labour markets, indicating the risks that challenge current and future labour markets, laying the theoretical groundwork, and discussing the main features of an employment insurance system.     

Barriers or Opportunities? The Causes of Contingent and Part‐Time Work Among People with Disabilities

Why are workers with disabilities about twice as likely as nondisabled workers to be in contingent and part‐time jobs? This study finds that disability income program earnings limits and employer discrimination play relatively minor roles, whereas the primary explanation is health problems that make traditional full‐time jobs difficult or impossible for many people with disabilities. Despite the lower pay and other drawbacks of many nonstandard jobs, they enable many people with disabilities to work who otherwise would not be employed. Policy implications are discussed.     

Transitions Out of Casual Employment: The Australian Experience

This paper uses longitudinal data to examine the extent to which casual employees, who account for almost 25 percent of all Australian employees, are able to access non‐casual jobs in the future, and to contrast their experiences with that of other labor market participants. A dynamic mixed multinomial logit model of labor market states is estimated which reveals high rates of mobility from casual employment into non‐casual employment. Among men, casual employees are found to be far more likely to make the transition into non‐casual employment than otherwise comparable unemployed job seekers. For women, however, this is not the case.     

Health claims and consumers’ behavioral intentions: The case of soy-based food

This research evaluates the impact of two soy-specific health claims (highlighting FDA approval along with scientific results and simply describing scientific results) on stated behavioral intentions toward soy-based food using a survey administered by Ipsos-Observer to a nationally representative web panel in the summer of 2007. Our research design randomly assigned respondents to a health claim. Three ordered probit models (non-soy users; infrequent soy users; regular soy users) show that non-soy users and infrequent soy users who were exposed to either FDA health claim or general health claim are significantly more likely to eat soy-based food products. FDA or general health claim, however, did not change the behavioral intentions of regular soy users. These results suggest that soy consumption status moderates the impacts of health claims on behavioral intentions. However, the impact of FDA health claim did not differ from that of general health claim, indicating that the word ‘FDA’ did not add any additional information to consumers beyond the general health claim.     

PROTECTIVE LEGISLATION AND PART-TIME EMPLOYMENT IN BRITAIN

This paper analyses the likely impact of a proposed European Community Directive on part-time work, on part-time employment in Britain. The provisions of the Directive, which extends to part-time employees a number of legal rights currently only available to full-time employees, are contrasted with the complex and somewhat arbitrary present state of the law in Britain in the area of regulating part-time work. The impact is examined by testing models which identify the determinants of the supply and demand for part-time employees. The tests suggest that existing regulations have indeed affected the manner in which part-time employees are utilised but that there is no evidence that the present partial protective legislation has reduced the level of part-time employment. Government opposition to the Directive on such grounds may therefore be unfounded.     

农民工返乡生存状态及其就业保障网研究

由于深受金融危机的影响,返乡农民工处于家庭生活贫困化、社会保障权益缺失、就业状况边缘化的境地。要改变其这种受排斥、受剥夺的现状,重获职业地位,应该构建一个为返乡农民工提供物质、行为、精神等支持的就业保障网,包括正式就业保障网（政府主导失业预防、失业补救和失业保险政策、社会保障制度健全）和非正式就业保障网（社会团体合作参与、社会工作者提供专业化服务及关系网资源有效利用）。     

Flexible Contract Workers in Inferior Jobs: Reappraising the Evidence

There is concern that the increase in flexible employment contracts witnessed in many OECD economies is evidence of a growth in low‐pay, low‐quality jobs. In practice, it is difficult to evaluate the ‘quality’ of flexible jobs. Previous research has primarily investigated objective measures of job quality such as wages and training or subjective measures such as job satisfaction. We jointly evaluate these elements of flexible employment contracts using a job quality index. Analysis of this index demonstrates that flexible jobs are of a lower quality. Differences in the subjective and objective assessment of factors like pay and hours are evident.     

How information and communication technology drives (routine and non-routine) jobs: Structural path and decomposition analysis for China

A comprehensive exploration into the routine/non-routine job implications of information and communication technology (ICT) is crucial for tackling routine-replacing technological change challenges in the digital era. To this end, we propose an integrated input-output (IO) analytical framework to detangle the intertwined relations between ICT and non-ICT sectors, and further incorporate structural path analysis (SPA) and structural decomposition analysis (SDA) to examine the extent to which and how ICT sub-sectors drive the formations and changes of embodied routine/non-routine jobs in ICT. An empirical study using China's national IO tables from World Input-Output Database and the matched occupational employment data derived from 2000 and 2010 Population Census is conducted. We find that China's ICT growth over 2000–2010 has not led to a decline in jobs, which still holds true for both ICT manufacturing and ICT service, as well as for routine/non-routine jobs. We also find an increase in the embodied employment share of non-routine relative to routine jobs. The typical paths “source sector → (intermediate sector) → ICT final demand” generate many routine/non-routine jobs, which are primarily lied in the zero and first rounds. The decomposition results show that the declining sectoral routine/non-routine job coefficients drives the decline of both ICT embodied routine and non-routine jobs (especially the former), which is completely offset by the rising final demand of ICT. The proposed integrated IO analytical framework could also be applied to other indicators and extended to multi-country/region analysis.     

U.S. Multinational Activity Abroad and U.S. Jobs: Substitutes or Complements?

Critics of globalization claim that firms are being driven by the prospects of cheaper labor and lower labor standards to shift employment abroad. Yet the evidence, beyond anecdotes, is slim. This paper reports stylized facts on the activities of U.S. multinationals at home and abroad for the years 1977 to 1999. We focus on firms in manufacturing and services, two sectors that have received extensive media attention for supposedly exporting jobs. Using firm‐level data collected by the Bureau of Economic Analysis (BEA) in Washington, D.C., we report correlations between U.S. multinational employment at home and abroad. Preliminary evidence based on the operations of these multinationals suggests that the sign of the correlation depends on the crucial distinction between affiliates in high‐income and low‐income countries. For affiliates in high‐income countries there is a positive correlation between jobs at home and abroad, suggesting that foreign employment of U.S. multinationals is complementary to domestic employment. For firms that operate in developing countries, employment has been cut in the United States, and affiliate employment has increased. To account for firm size, substitution across firms and entry and exit, we aggregate our data to the industry level. This exercise reveals that the observed “complementarity” between U.S. and foreign jobs has been driven largely by a contraction across all manufacturing sectors. It also reveals that foreign employment in developing countries has substituted for U.S. employment in several highly visible industries, including computers, electronics, and transportation. The fact that there were U.S. jobs lost to foreign affiliates in key sectors, despite broad complementarity in hiring and firing decisions between U.S. parents and their affiliates, helps explain why economists view the impact of globalization on U.S. jobs as benign despite negative news coverage for declining industries.     

Minimum Wages,Employer‐Provided Health Insurance,and the Non‐discrimination Law

This article exploits cross‐state variation in minimum wages to investigate the impact of minimum wage changes on employer‐provided health insurance. In contrast to the existing empirical literature, this article considers an environment where some firms are constrained by non‐discrimination laws that govern the provision of health insurance. For these firms, minimum wage changes do not reduce the probability that workers will receive employer‐provided health insurance. For firms not covered by the non‐discrimination law, and free to tailor their fringe benefits, low‐skilled workers experience a disproportionate reduction in the availability and generosity of health insurance after a minimum wage increase.