Black women in employment and training programs

This article examines the past experience of women-with a focus on black women-in employment and training programs. In spite of the fact that women have been underrepresented in these programs and often steered toward training in “traditionally female” occupations, they exhibit higher postprogram earnings gains than males. Overall, however, the training provided has at best shifted women into low-wage clerical fields with average annual earnings barely above the poverty level. Therefore, these programs-taken alone-can not be expected to have a major impact on an important problem facing blacks: welfare dependency.     

Organization adjustments,job training and productivity: Evidence from Japanese automobile makers

This paper considers the demand for job training and its interaction with organization adjustments through rotation within a team and relocation across teams in response to demand and supply shocks. We employ original survey data from two Japanese automobile makers. The analysis includes estimations of determinants of on-the-job training, and of how much such training contributes to improvements in individual productivity. We also investigate effects of the characteristics of workplace practices, including the behavior of foremen as well as assemblers, on the incentives for individual assemblers to seek job training and productivity improvements.     

Black women who head families: An economic struggle

Black families headed by women have much lower incomes and higher poverty rates than almost any other type of family. They are disproportionately dependent on welfare and are less likely to receive support from absent fathers. This is a very serious problem for the black community because of the increasing proportion of black families headed by women alone. This article outlines the dimensions of the economic problem and reviews the likely impact of recent policy changes on these families.     

Black women and labor force participation: An analysis of sluggish growth rates

The labor force participation rate of black women has not increased as fast as that of white women in spite of the fact that black females have the characteristics economists have found most encourage participation. Also black women at all socioeconomic levels have more positive attitudes towards labor market activity. The explanation for the failure for their work rates to grow as fast as those of white women appears to be inadequate employment opportunities for black women from lower socioeconomic groups. Education in or of itself, however, is not the solution to the problem because education yields lower returns to black women with limited schooling than is true for comparable whites. Any strategy devised to solve these employment inequities must address the low relative demand for these workers.     

Race,job training,and economic development: Barriers to racial equity in program planning

This article examines barriers to implementing government programs designed to redress racial economic exclusion. The authors review the current urban employment environment, and the need for more extensive job training and education programs targeting young African Americans. A case study is presented of the implementation of one such program in Ohio, the High Unemployment Population Program. It demonstrates that the most well designed program can fail if staff charged with implementation are not committed to its goals. In the current racially charged environment of the country, this barrier to implementation is likely to affect many new government programs throughout the 1990s. The article concludes with several recommendations for successful program implementation.     

Black women’s labor market status: Occupational segregation in the United States and Great Britain

An initial exploration of the comparative labor market situation of black women in the United States and Great Britain reveals that race and gender play similar roles in allocating people among broad occupations in both nations despite differences in historical circumstances. However, a closer examination based upon measures of occupational segregation shows that labor market dynamics are quite different. Public employment and education do not reduce racial segregation in Britain as they do in the United States, and the immigrant status of many black Britons does not explain these differences. Only youth is associated with reduced segregation in both countries.     

Social networks,job satisfaction and job searching behavior in the Chinese labor market

This study first investigates determinants of job searching strategies and then examines if social networks are connected with better job outcomes. Unlike previous studies that focus solely on income, this paper pays more heed to job satisfaction. Based on data drawn from China General Social Survey, we find that disadvantaged job seekers rely primarily on informal channels; whereas experienced and better-educated job seekers tend to search for jobs through formal channels. However, those reaping the largest benefit from using networks are the job seekers who are able to use formal and informal channels jointly. By disaggregating the whole sample, we further find that the promoting effect of network use is contingent on factors such as gender and types of jobs. Network use brings about larger benefits to female and job seekers target to prestigious occupations. Finally, it appears that whether a job seeker can receive influential help depends primarily on the social status of the contacts rather than their tie strength. The results of our paper thus urge us to examine the combination of different searching strategies rather than studying them separately.     

Optimal partnership contracts: Foundation and duality

We use the duality in linear programming to solve the problem of optimal contracts with moral hazards. We show the importance of allowing the partners to throw away outputs under some contingencies. A two-step procedure is used to find the optimal contracts. The first step minimizes the loss from undistributed outputs, and in the second step, a second best solution is found. A characterization of the optimal contracts in two-by-two-by-two partnership games is offered. Such contracts implement an optimal strategy profile that either has no incentive cost to implement or is near a pure strategy profile.     

旅游者角色分析及扮演中的困惑

用角色理论分析旅游者,有可观的经济意义与社会意义.旅游者角色扮演中会出现角色紧张、角色冲突、角色失败等问题.解决这些问题除需要旅游企业积极转变观念外,旅游者本身也要注意角色学习、换位思考、科学取舍等.     

Foreign-owned plants and job security

We investigate the hypothesis that workers in foreign-owned plants face greater job insecurity than those in domestic-owned plants. Using linked employer-employee data from Germany, we examine whether foreign-owned plants are more likely to close down, and whether workers in foreign-owned plants face higher separation rates. Our results show that, in Germany, foreign-owned plants per se are not associated with greater job insecurity, either through plant exit or worker separation. However, small, non-exporting and privately owned foreign-owned plants do face a higher risk of closure than equivalent domestic plants.     

Migrant information,job search and the remigration decision

"Labor force migration poses two important questions for the economist. The first concerns the nature, magnitude and direction of labor force response to perceived earnings differentials over space. The latter and more complex question concerns the effectiveness, or efficiency, of this response--namely migration--and other market mechanisms in reducing these earnings differentials over time." Both questions are addressed in this paper "by examining relationships among: (1) quality of information obtained prior to a move, (2) search duration at the migration destination, and (3) the likelihood of subsequent (perhaps corrective) remigration." These relationships are analyzed using the human capital model of migration-remigration and data from the 1970 U.S. census.