LONGITUDINAL STUDIES OF HUMAN GROWTH AND HEALTH: A REVIEW OF RECENT HISTORICAL RESEARCH

Abstract This paper reviews recent literature using stature and weight as measures of human welfare with a particular interest in cliometric or historical research. We begin with an overview of anthropometric evidence of living standards and the new but fast‐growing field of anthropometric history. This literature is always implicitly and often explicitly longitudinal in nature. We then discuss (i) systematic empirical research into the relationship between conditions in early life and later life health and mortality and (ii) historical evidence on the relationship between body mass, morbidity and mortality. We conclude with a discussion of the importance of historical sources and understandings to health economics and population health.     

CANNABIS USE AND ITS EFFECTS ON HEALTH,EDUCATION AND LABOR MARKET SUCCESS

Cannabis is the most popular illegal drug. Its legal status is typically justified on the grounds that cannabis use has harmful consequences. Empirically investigating this issue has been a fertile topic for research in recent times. We provide an overview of this literature, focusing on studies which seek to establish the causal effect of cannabis use on health, education, and labor market success. We conclude that there do not appear to be serious harmful health effects of moderate cannabis use. Nevertheless, there is evidence of reduced mental well‐being for heavy users who are susceptible to mental health problems. While there is robust evidence that early cannabis use reduces educational attainment, there remains substantial uncertainty as to whether using cannabis has adverse labor market effects.     

Using Non-linear Models for a Complexity Approach to Psychological Well-being

Psychological well-being in adolescence is an increasing field of study. The literature identifies a large number of dimensions of psychological well-being. However, even when considering all these dimensions, the explanatory power of most models is rather low. Complexity theories can be a productive alternative, at the theoretical but especially the methodological level, to the limitations more traditional approaches to psychological well-being have. In this paper, we suggest a structural equation modelling approach to complexity that focuses on the non-linearity property. Given the large number of dimensions, the model is estimated in two steps as described by Jöreskog [(2000) Latent Variable Scores and Their Uses. Lincolnwood IL: Scientific Software International] First, a confirmatory factor analysis is fitted and Anderson and Rubin’s factor scores are saved. Then all possible products and squared terms of the factor scores are computed and are used as predictors of the dependent variable using an ordered logit model. The results from a sample of 968 Catalan adolescents show that a non-linear model including interaction effects among the eight dimensions, age and gender, has a higher explanatory power to predict satisfaction with life as a whole, compared to a linear model. Important consequences for the study of psychological well-being in adolescence emerge from the methodological procedure we have followed, which can be used to study any type of complex psychological and psychosocial phenomenon.     

Emotion work and psychological well-being: A review of the literature and some conceptual considerations

In this article, the state of the art of research on emotion work (emotional labor) is summarized with an emphasis on its effects on well-being. It starts with a definition of what emotional labor or emotion work is. Aspects of emotion work, such as automatic emotion regulation, surface acting, and deep acting, are discussed from an action theory point of view. Empirical studies so far show that emotion work has both positive and negative effects on health. Negative effects were found for emotional dissonance. Concepts related to the frequency of emotion expression and the requirement to be sensitive to the emotions of others had both positive and negative effects. Control and social support moderate relations between emotion work variables and burnout and job satisfaction. Moreover, there is empirical evidence that the cooccurrence of emotion work and organizational problems leads to high levels of burnout.     

工作重塑与员工幸福感的关系研究:基于自我决定理论的跨层次模型

在对西安等地区302名单位员工进行问卷调查的基础上,探索工作重塑是否影响、如何影响员工幸福感.以自我决定理论为切入点,构建了工作重塑、人—岗匹配、员工幸福感以及支持性人力资源实践四个变量间的研究模型.结果显示:工作重塑正向影响员工幸福感;人—岗匹配在工作重塑与员工幸福感之间起到了部分中介作用;支持性人力资源实践调节了工...     

中国与南非矿山安全标准的对比

对比分析了中国和南非的矿山安全健康法律法规及标准体系,以及矿山安全健康的关键标准,给出了中国和南非的矿山安全健康法律法规及标准体系的特点。得出的主要结论是：南非的法律法规及标准体系以人为本、严中有宽,最大限度地给予矿山企业乃至矿工个人根据矿山或工作场所的实际状况、因地制宜地充分发挥其能动作用的空间,以及结合国情、抓住影响矿山安全健康的岩体稳定性及冒顶、岩爆、井下空气温度及湿度等主要矛盾,强化相应的法律法规及标准建设与实施,对实现矿山安全健康目标具有重要意义,值得借鉴;而中国的法律法规及标准体系则应该着重提高有关矿山环境及井下作业场所工作条件和矿工医疗保健条件的法律法规及标准实施水平,通过改善矿工安全健康状况和加强资源开发利用成本内部化,促进矿山社区的社会经济可持续发展及人们生活质量的提高。     

Retirement,financial incentives and health

This paper aims to assess empirically the relative size of incentive effects and health for the retirement decision. We specify and estimate a dynamic model for retirement behaviour that explicitly takes account of health and eligibility conditions and replacement rates of alternative exit routes from the labour force. A range of health instruments are constructed from estimates of a model for health dynamics and these are used to assess the effect of reporting errors and of endogeneity of health on the estimates of the retirement model. Our results provide evidence that health and retirement are endogenously related. Health matters but the size of the health effect depends crucially on the health measure used. We find that subjective health measures overstate the effect of health on retirement and that endogeneity of health suppresses the health effect. Incentive effects are relatively insensitive to alternative specifications for health. The incentive effects are strong for early retirement (ER) schemes. There is evidence that income streams in alternative exit routes are compared in the retirement decision and that alternative exit routes act as substitutes.     

Human resource management research and practice in Asia: Past,present and future

The continuing emergence of Asia as a critically important continent for the foreseeable future has renewed interest in understanding theory and practice in this region. This special issue was designed to shed light on human resource management (HRM) issues in this region, and to help guide future research in and on this region. In this introductory article, we first analyze the growth of HRM scholarship in Asia, by examining the research published over the last twenty-five years. We then describe the genesis of this special issue, and summarize the key themes emerging from the review articles in the issue. These include: psychological contract; work-life interface; corporate social responsibility; multinational corporations and their subsidiaries; the challenges of global talent management; convergence-divergence; state socialism to post-state socialism; and incorporating the context. We further offer suggestions for future research by proposing critical topics and emerging themes, including: employee voice; diversity and inclusion; employee well-being and resilience; preparing and responding to crises; and green human resource management. We conclude by offering theoretical perspectives and highlighting key recent developments which are likely to impact future practice, and should be addressed by scholars.     

MEASUREMENT,EVOLUTION, DETERMINANTS,AND CONSEQUENCES OF STATE CAPACITY: A REVIEW OF RECENT RESEARCH

There is increasing realization that state capacity is a fundamental ingredient for effective governance, and is a crucial element of long‐run economic development. This paper offers an overview of the strengths and limitations in current empirical research on the measurement of state capacity. The paper also surveys the fast emerging literature on the determinants and effects of state capacity. We argue that existing measures on governance quality used in cross‐national research can be usefully exploited to capture different aspects of state capacity, and show that post the end of the Cold War, developing economies have experienced improvements in legal, administrative and bureaucratic capacity, but the gap with advanced economies is still wide. Future research should address the short temporal coverage of available measures of state capacity, as well as providing a systematic quantitative assessment of the determinants of capacity and of its effects on development outcomes, such as health and education, which have not received sufficient scrutiny.     

SKILLS MISMATCH: CONCEPTS,MEASUREMENT AND POLICY APPROACHES

The term skills mismatch is very broad and can relate to many forms of labour market friction, including vertical mismatch, skill gaps, skill shortages, field of study (horizontal) mismatch and skill obsolescence. In this paper, we provide a clear overview of each concept and discuss the measurement and inter‐relatedness of different forms of mismatch. We present a comprehensive analysis of the current position of the literature on skills mismatch and highlight areas which are relatively underdeveloped and may warrant further research. Using data from the European Skills and Jobs Survey, we assess the incidence of various combinations of skills mismatch across the EU. Finally, we review the European Commission's country‐specific recommendations and find that skills mismatch, when referring to underutilized human capital in the form of overeducation and skills underutilization, receives little policy attention. In cases where skills mismatch forms part of policy recommendations, the policy advice is either vague or addresses the areas of mismatch for which there is the least available evidence.     

IMPACT OF FINANCIAL INCLUSION IN LOW- AND MIDDLE-INCOME COUNTRIES: A SYSTEMATIC REVIEW OF REVIEWS

Financial inclusion programmes seek to increase access to financial services such as credit, savings, insurance and money transfers. Despite a wealth of systematic review evidence, the impacts of financial inclusion are inconclusive. Hence, the first systematic review of systematic reviews was undertaken to synthesize the impacts of financial inclusion interventions on economic, social, gender and behavioural outcomes. Thirty-two systematic reviews were identified. The headline finding is that impacts are more likely to be positive than negative, but the effects vary, and appear not to be transformative in scope or scale, as they largely occur in the early stages of the causal chain. The effects of financial services on core economic and social poverty indicators are small and inconsistent. There is no evidence for meaningful behaviour-change outcomes. The effects on women's empowerment appear generally positive, but they depend upon programme features that are often peripheral to the financial service, and cultural and geographical context. Accessing savings opportunities has small but more consistently positive effects for poor people, and bears fewer downside risks for clients than credit. The inconsistent quality of the primary evidence base that formed the basis of their syntheses raises concerns about the reliability of the overall findings.     

Development or maintenance? Dual-oriented human resource system,employee achievement motivation,and work well-being

Drawing on the person–organization fit theory, this study elaborates a dual-oriented human resource (HR) system and explores when and how two HR bundles (development vs. maintenance) influence work well-being. The results of the confirmatory factor analysis with a sample of 1,946 supervisors from a Chinese high-tech firm show that the dual-oriented HR model fits the data better than a holistic HR system. In another study with a multilevel sample of 64 corporate branches and 434 employees, the findings confirm the proposed joint effect of the dual-oriented HR system and achievement motivation on well-being. Specifically, development-oriented HR practices are more positively related to work well-being only when individual achievement motivation is high; by contrast, maintenance-oriented HR practices are more positively related to work well-being only when individual achievement motivation is low. Work meaning mediates these effects. These findings provide guidance on the effective design of HR practices.     

U.S. STATE AND LOCAL FISCAL POLICY AND ECONOMIC ACTIVITY: DO WE KNOW MORE NOW?

Early reviews of the academic literature on the economic effects of state and local taxes and expenditures suggested that not enough was known upon which to base policy. The reviews called for better data and improvements in empirical methodology. This paper reviews studies conducted since the early literature reviews to assess our current state of knowledge. The conclusion of the study is that we know more now. But our knowledge is unlikely to ever be sufficient to provide universal policy guidance. Rather, we suggest that more research is needed on specific state and local policies for specific circumstances, consistent with the general principles that guide place-based policy.     

The determinants of hiring older workers: UK evidence

This is the first research using UK establishment data to examine the relationship between back loading of compensation, training and the hiring of older workers. Recognizing that many firms employ older workers but do not hire older workers, we argue this may reflect strategic deferred compensation or the role of specific human capital. Using the combined establishment and employee data of the 1998 WERS, we identify that firms which defer compensation hire a smaller share of older workers and present somewhat weaker evidence that firms which require greater specific human capital also hire a smaller share of older workers.     

Oil structural shocks,bank-level characteristics,and systemic risk: Evidence from dual banking systems

By performing a structural VAR analysis on oil price shocks, we provide an evidence on how the origins of oil price shocks impact the risk level of banks in oil-exporting countries and whether bank-level characteristics can influence the sensitivity of risk to oil shocks. When conducting panel regression analysis, we document the following findings. First, not all shocks have the same effect on bank risk. Due to oil supply shocks, the increase in oil price raises bank risk, whereas the similar increase in price due to economic expansion or oil-market specific demand reduces that risk. Second, the business model (whether the bank is Islamic or conventional), size, income diversification, profitability, and financial leverage influence the bank risk exposure to oil shocks differently. Third, the two major recent crises (global financial crises and COVID-19 pandemic) magnified bank risk exposure to oil supply shocks and speculative oil demand shocks. Overall, the structural oil shocks explain a large fraction of the variation in financial stability in GCC countries.     

Unhappy with well-being research in the temporary work context: mapping review and research agenda

Abstract

While temporary workers’ specific employment circumstances strongly suggest negative consequences for their well-being, research on temporary workers’ well-being shows serious inconsistencies. To identify possible reasons, we provide an overview of previous well-being research in the temporary work context. The mapping review shows that inconsistencies are caused both by the use of the umbrella term temporary work to describe a wider range of employment forms with divergent characteristics and the use of the buzzword well-being for various well-being indicators. In addition, the portfolio of employment-specific antecedents used is insufficient to gain a comprehensive view of temporary workers’ well-being situation. Based on these findings, we propose an agenda for future well-being research in the temporary work context. A first key implication is that analyses considering country-specific circumstances and employment-specific characteristics of particular atypical employment situations are needed. Secondly, a more comprehensive portfolio of employment-specific and individual antecedents would help with gaining deeper insights into temporary workers’ well-being situation. In addition, effects of well-being on attitudinal and behavioral outcomes should be analyzed to demonstrate the return on investment of organizations’ well-being enhancing activities. Finally, well-being oriented HR practices and their implementation in the temporary work context are part of the proposed research agenda.     

A purposeful approach for implementing preventive measures among European teaching professionals: bullying,deteriorated organizational factors and the mediating role of job dissatisfaction in poor health perception

Abstract

This research aims at examining how workplace bullying, a collection of predominant organizational factors and job dissatisfaction may both directly and indirectly influence the emergence of negative health perception among teaching professionals in occupational settings. The method utilized for testing the research hypotheses is based on Partial Least Squares Structural Equation Modeling (PLS-SEM), which enables the simultaneous assessment of construct measurement and the estimation of hypothesized relationships. A sample population of 2328 European educators has been employed to reach research objectives. Results suggest that negative health perception escalates when there is a direct conditioned correlation between this factor and either bullying or certain working conditions, while indirect effects are unveiled when dissatisfaction is added to the research framework as mediating construct. From a theoretical perspective, this work contributes to human resource management research on the subject of detection and prevention of those underlying organizational constituents that might potentially undermine occupational health. From a utilitarian perspective, the findings of this research encapsulate promising implications not only for teaching professionals but also for educational institutions that pursue the continual improvement of health and performance in their educators through human resource management.     

WHAT IS THE EFFECT OF HOUSEWORK ON THE MARKET WAGE,AND CAN IT EXPLAIN THE GENDER WAGE GAP?

Abstract Does housework reduce the market wage, and if so, does it have a similar impact for males and females? In this paper, we survey and evaluate the recent and growing empirical literature on the linkages between housework and the wage rate. The review is motivated by unexplained gender wage gaps across studies, which consider personal and market‐related factors. We focus on this less‐studied aspect of wage determination. We consider the required modelling framework, and provide standardized estimated effects of housework on the hourly wage across studies. We evaluate how this literature has addressed potential estimation problems, in particular, the endogeneity of housework, concavity of the housework–wage function, threshold effects and work effort effects. We conclude that the evidence across ordinary least squares, instrumental variable, fixed effects and two‐stage least squares results casts serious doubt on the idea that the negative female housework–wage relationship is only driven by endogeneity bias or individual‐specific characteristics. Yet, much more needs to be done to address modelling and data requirements, and we point out likely and promising future research directions.     

Employee well-being attribution and job change intentions: The moderating effect of task idiosyncratic deals

We developed and tested a research model in which employee well-being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I-deals) moderated the relationships between employee well-being HR attribution and external and internal job change intentions. Results indicated that employee well-being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I-deals significantly moderated the relationships between employee well-being HR attribution and external and internal job change intention. Specifically, employee well-being HR attribution played a less important role in reducing external job change intention when task I-deals were high rather than low. On the other hand, high task I-deals significantly strengthened the positive relationship between employee well-being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well-being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects.