Are Suburban Firms More Likely to Discriminate against African-Americans?

This paper assesses whether African-Americans are more likely to experience employment discrimination in the suburbs relative to the central city. We compare central city–suburban differences in racial hiring outcomes for firms where whites are in charge of hiring to the comparable difference for firms where blacks are in charge of hiring. Both suburban black and white employers hire fewer blacks than their central-city counterparts. This geographic gap among black employers is at least as large as that of white employers. Assuming no discrimination by black employers in any location, this implies that the probability of experiencing discrimination does not vary over space. Black firms, however, are substantially more likely to hire black workers regardless of location.     

The effects of Wal-Mart on local labor markets

We estimate the effects of Wal-Mart stores on county-level retail employment and earnings, accounting for endogeneity of the location and timing of Wal-Mart openings that most likely biases the evidence against finding adverse effects of Wal-Mart stores. We address the endogeneity problem using a natural instrumental variables approach that arises from the geographic and time pattern of the opening of Wal-Mart stores, which slowly spread out from the first stores in Arkansas. The employment results indicate that a Wal-Mart store opening reduces county-level retail employment by about 150 workers, implying that each Wal-Mart worker replaces approximately 1.4 retail workers. This represents a 2.7 percent reduction in average retail employment. The payroll results indicate that Wal-Mart store openings lead to declines in county-level retail earnings of about $1.4 million, or 1.5 percent. Of course, these effects occurred against a backdrop of rising retail employment, and only imply lower retail employment growth than would have occurred absent the effects of Wal-Mart.     

Effects of the ‘principle of non‐discrimination’ on temporary agency work: compensation and working conditions of temporary agency workers in 15 European countries

This article examines, with reference to Europe (EU‐15), whether temporary agency workers experience less favourable working conditions and compensation than employees with a standard employment contract. Furthermore, it analyses whether the same differences exist in European countries with and without the principle of non‐discrimination in force. The results show that discrimination of temporary workers persists even when we control for other factors. Second, in countries with the principle of non‐discrimination in force, the discrimination is higher with respect to employer‐provided training.     

Employers' attitudes,practices and policies towards older workers

Despite policy emphasis on the importance of older workers (i.e. those aged 50 and above) to current and future labour markets, relatively little is known about the ways in which employers' attitudes, policies and practices influence their recruitment and retention. Drawing upon previous work by Taylor and Walker, this article reports qualitative research among employers across Scotland, which sought to investigate further the relationships between employers' policies, practices and attitudes towards older workers. The findings indicate a complex set of relationships, and challenge the simplistic causal link between attitudes and practice. The conclusions discuss the implications of these findings for the future employment of older workers, and assess the extent to which the forthcoming age discrimination legislation in the UK is likely to tackle discriminatory attitudes, practices and policies.     

Exploring the exit,voice, loyalty,and neglect typology: The influence of job satisfaction,quality of alternatives,and investment size

The current theory proposes that responses to dissatisfaction differ in constructiveness versus destructiveness and activity versus passivity, defining four categories of response: exit, voice, loyalty, and neglect. The manner in which employees react to job dissatisfaction is determined by three variables: overall job satisfaction; quality of job alternatives, and magnitude of investments in the job. This article presents a meta-analysis of the results of five studies in a program of research designed to test the current theory. Ten of 12 theory predictions received good support: Greater job satisfaction was associated with greater tendencies toward voice and loyalty, and with lesser exit and neglect. Superior alternatives were associated with greater tendencies toward exit and voice, and with lesser neglect. Greater investment size was associated with greater tendencies toward voice and loyalty, and with lesser neglect.     

De-industrialization and the ‘disappeared workers’

Hong Kong has undergone a remarkable process of a complete cycle of industrialization and de-industrialization within the lifetime of one generation of workers. This paper explores the impact of this swift economic progress and examines the adjustment problems and difficulties experienced by workers displaced from their jobs in a rapidly de-industrializing society. It addresses the issue of what has become of these displaced workers. It was found that, while a proportion of the displaced workers were able to find alternative employment in the expanding services industries, many became discouraged workers who joined the ranks of the hidden unemployed, partly as a result of discrimination which compounded their problem and further hindered their search for work and employment. The data show that many of these people eventually (in)voluntarily withdrew completely from the labour market. Suggestions have been made regarding the role which can be played by the government in particular to ease the transition of displaced workers into other employment positions.     

Cultural intelligence and voice behavior among migrant workers: the mediating role of leader–member exchange

Abstract

This empirical study is the first to explicitly examine cultural intelligence (CQ) as an antecedent of voice behavior and to explore the mediating role of leader–member exchange (LMX) in the CQ–voice relationship. Two hundred and sixty-one usable questionnaires were collected from migrant workers in Australia using an online survey. The data were analyzed with regression analyses and structural equation modeling. Results showed that migrant employees with higher CQ were more likely to engage in voice behavior. The positive relationship between CQ and voice behavior was partially mediated by LMX. These findings verify a relatively new individual antecedent (i.e. CQ) of voice behavior and reveal the underlying mediation mechanism that explains the effects of CQ on employee voice. This study also carries important implications for managing culturally-diverse workforces (i.e. migrant workers) regarding the promotion of voice.     

The impacts of shiftwork on employees

This study examines the impacts of shiftwork on shift workers with regard to their employment, health, family and social lives, and explores the moderating effects of demographic variables. It is argued that shiftwork attracts many people because shift workers receive competitive income, without requiring tertiary education, that can be increased by long shifts and weekend work. Generally, although shiftwork does not lead to increased employee turnover the retiring age of shift workers is relatively younger than in other sectors. Shiftwork contributes to increased absenteeism, especially among younger employees and those who have been doing shiftwork for only a short period. It is unlikely for shift workers to moonlight. Shiftwork affects employee health, family and social lives, personal and workplace relationships, and communication skills. While older workers become tired more easily and less motivated, younger workers tend to experience higher rates of absenteeism. Employees who have been in the workplace longer are likely to have higher turnover. Married employees with children are likely to be affected the most in terms of family life and marriage. Gender and type of job do seem to be moderating factors. The contributions to literature and practical implications are also discussed.     

Employment Discrimination Based on Sexual Orientation: A Hong Kong Study

Various parties have called on Hong Kong to pass legislation proscribing sexual orientation-based employment discrimination. The government has suggested that data on discrimination should inform debate on this matter. This survey of 792 self-identified sexual orientation minorities in Hong Kong examined (1) the prevalence of sexual orientation-based discrimination, (2) risk factors associated with experiencing discrimination, and (3) the relationship between experiencing employment discrimination and psychological outcomes. Nearly one-third of respondents reported discrimination. Rates of discrimination varied by age, education, and level of sexual orientation disclosure. Reports of discrimination were associated with negative psychological outcomes. This paper discusses how these results reinforce calls for legislative action. Limitations and directions for future research are also considered.     

The impact of minimum wages on wages,work and poverty in Nicaragua

In this paper we use an individual- and household-level panel data set to study the impact of changes in legal minimum wages on a host of labor market outcomes including: a) wages and employment, b) transitions of workers across jobs (in the covered and uncovered sectors) and employment status (unemployment and out of the labor force), and c) transitions into and out of poverty. We find that changes in the legal minimum wage affect only those workers whose initial wage (before the change in minimum wages) is close to the minimum. For example, increases in the legal minimum wage lead to significant increases in the wages and decreases in employment of private covered sector workers who have wages within 20% of the minimum wage before the change, but have no significant impact on wages in other parts of the distribution. The estimates from the employment transition equations suggest that the decrease in covered private sector employment is due to a combination of layoffs and reductions in hiring. Most workers who lose their jobs in the covered private sector as a result of higher legal minimum wages leave the labor force or go into unpaid family work; a smaller proportion find work in the public sector. We find no evidence that these workers become unemployed.Our analysis of the relationship between the minimum wage and household income finds: a) increases in legal minimum wages increase the probability that a poor worker's family will move out of poverty, and b) increases in legal minimum wages are more likely to reduce the incidence of poverty and improve the transition from poor to non-poor if they impact the head of the household rather than the non-head; this is because the head of the household is less likely than a non-head to lose his/her covered sector employment due to a minimum wage increase and because those heads that do lose covered sector employment are more likely to go to another paying job than are non-heads (who are more likely to go into unpaid family work or leave the labor force).     

THE IMPACT OF LABOR MARKET REGULATION ON EMPLOYMENT IN LOW‐INCOME COUNTRIES: A META‐ANALYSIS

Controversy over labor market policy often centers on achieving a balance between preventing worker exploitation, and avoiding loss of productivity or employment through excessive regulation. Although the literature documenting the impact of labor market regulation on employment is extensive, there is a dearth of evidence on the impact of such policies in low‐income countries (LICs). Since it is easier for workers, especially women, to slip into the informal sector in LICs, regulations are likely to have stronger impacts on formal employment in these countries (but lower impacts on unemployment). We systematically reviewed available research from countries that are, or were until recently, LICs. Most studies document that more stringent labor regulations are associated with lower formal sector employment and higher informal sector employment. We also conducted a metaregression analysis of the impact of minimum wages on formal and informal employment. After controlling for publication bias, higher minimum wages are associated with lower formal employment and a higher share of informal workers.     

Are Reports of Discrimination Valid? Considering the Moral Hazard Effect

A bstract .   Antidiscrimination laws are designed to prompt employers to stop excluding black workers from jobs they offer and from treating them unequally with respect to promotion and salaries once on the job. However, a moral hazard effect can arise if the existence of the laws leads black employees to bring unjustified claims of discrimination against employers. It has been argued that employers may become more reluctant to hire black workers for fear of being subjected to frivolous lawsuits.
Using the Multi-City Study of Urban Inequality (MCSUI), we find that male and female black workers are far more likely than whites to report racial discrimination at work. This is the case even when a host of human capital and labor market factors are controlled for. Further, nearly all black workers who report they have been discriminated against on the job in the MCSUI Surveys also show statistical evidence of wage discrimination. This is not the case for white males or females. We find little evidence to support a moral hazard effect.     

DETECTING AND REMOVING DISCRIMINATION UNDER EQUAL OPPORTUNITIES POLICIES

Abstract. This paper surveys part of the recent voluminous literature on the economics of discrimination, focusing on two key questions. First, how should discrimination be measured and can in fact unambiguous estimates be derived, as the basis for detecting where discrimination is present and setting in train measures to eliminate it? Second, to what extent has the implementation of equal opportunities legislation improved the relative standing of women and minority workers in the labour force? This section includes a discussion of the likely effects of recent changes in the law such as the equal value amendment in the UK or the introduction of comparable worth in the USA. The survey concludes that our ability to detect discrimination at all precisely is still rudimentary and consequently policy measures are likely to be inefficient for this reason.     

Structuration of precarious employment in economically constrained firms: the case of Dutch agriculture

Precarious employment practices such as short‐term contracts, low pay and lack of voice have undesired outcomes for workers, because these impede employees in their ethical rights to freedom, well‐being and equality. Still, precarious employment practice is common in sectors with restrained economic conditions, such as Dutch agriculture. However, in every restrained industry, examples of more socially responsible employment management are reported. The question why some firms develop more socially responsible employment systems when economic conditions predict the use of low cost, precarious employment systems is central in this article. Structuration theory provides a lens to understand how employers position their employment practice in the wider (institutionalised) social context. Insight in the reproduction circuits that link employers' actions with their social context (product, market, institutions and policies, demographics) can reveal where, at a sector level, change to avoid unethical employment practice could start.     

Saying it without words: a qualitative study of employee voice in the Iranian building sector

Abstract

The primary aim of this study is to examine the nature, extent and workplace experiences of voice in an industry characterized by vulnerable workers with precarious term of employment. Using qualitative data on the practice of voice and participation among a sample of construction and building materials & products manufacturing firms, we found that the motivation of workers to fulfil their basic human needs take precedence over other needs such as voice and participation intention. The extent to which employee voice was embedded in the organizational policies was found to rely primarily upon the need for compliance with minimum labor legislation and ISO quality management factory regime. Our findings also suggest that voice and participation beyond regulatory and ISO quality compliance remain at the sole discretion of the management that advocated a carrot and stick orientation. The article concludes with the discussion of theoretical and practical implications of the findings and identification of a number of new avenues for future research.     

Pensions, non-discrimination policies, and the employment of older workers

This paper analyzes firms' decisions to hire older workers. We model, the role of pensions in back-loading pay for specifically trained workers. We then evaluate the effects, of imposing age discrimination rules and non-discriminatory fringe benefit rules, and analyze the consequences for the firm's decision to hire older versus younger individuals. The model predicts that defined benefit pension plans deter the hiring of older workers, but only if hired for entry level position. The reason is f hat the wages of this group cannot be lowered enough to pay for the benefits. Data from a new survey of employers are used to test this hypothesis. The findings show that a more generous defined benefit pension plan reduces employment prospects for older, entry level workers. Employers offering defined benefit pension, plans employ older workers, but tend not to hire them into entry level jobs.     

Employee voice regimes and the characteristics of conflict: an analysis of the 2003 survey of employment tribunal applications

This article investigates the extent to which the characteristics and outcomes of Employment Tribunal Applications (ETAs) differ according to whether (1) unions have a role in workplace voice and whether (2) HR departments have a role in workplace voice. We find that ETAs from workplaces with a union presence are less likely to result in an adverse ruling against the employer. Interpreting the judgement of employment tribunals as an evaluation of the effectiveness of workplace voice regime, this finding suggests that Employment Tribunals (and the employment legislation they consider) provide unions with a framework within which they contribute to workplace performance.     

Hospital employment under revised Medicare payment schedules.

A preliminary study of the employment effects of medicare payments based on Diagnosis Related Groups suggests that cost-cutting responses by hospitals will result in smaller, more highly skilled staff and a higher proportion of clerical to health care workers.     

破除农民工统计性歧视的经济学分析

随着户籍制度改革的加速,农民工就业的非竞争性歧视逐渐减少,而统计性歧视越来越成为城乡就业公平的一大障碍.本文根据企业歧视的成本收益模型得出当C相似文献   

Reflections from Employers on the Disabled Workforce: Focus Groups with Healthcare,Hospitality and Retail Administrators

Historically, employment rates for people with disabilities have been low. Despite legislation that prohibits the discrimination of this group in work settings, employers are reluctant to hire people with disabilities. The purpose of this qualitative study was to explore the experiences of employers with workers with disabilities. Three focus groups were conducted with 21 administrators from three business sectors (i.e., healthcare, hospitality, and retail). Content analysis indicated five primary themes: (1) importance of disability employment agencies and disability advocates; (2) persistence of manager bias; (3) lack of promotion opportunities; (4) costs associated with having workers with disabilities; and (5) benefits associated with having workers with disabilities. Implications include the need for intervention studies that address the challenges experienced by individuals with disabilities, particularly during hiring and promoting phases of employment, and educational efforts to inform administrators and managers of the few costs and numerous benefits associated with having workers with disabilities.