Immigration Wage Effects by Origin

We estimate the direct partial wage effects of immigrant‐induced increases in labor supply, using the national skill cell approach with longitudinal records drawn from Norwegian administrative registers. The results show overall negative but heterogeneous wage effects, with larger effects on immigrant wages than on native wages and with native wages more responsive to inflows from Nordic countries than from developing countries. These patterns are consistent with natives and Nordic citizens being close substitutes, while natives and immigrants from developing countries are imperfect substitutes. Estimates are sensitive to accounting for effective immigrant experience, selective native participation, and variation in demand conditions and native labor supply.     

Effects of Construal Level on Omission Detection and Multiattribute Evaluation

Research has demonstrated that consumers are commonly insensitive to missing information and that this insensitivity can lead them to form strong beliefs and evaluations on the basis of weak evidence. A growing body of research has shown that sensitivity to omissions can be heightened and that this increased sensitivity results in more appropriate evaluations. Expanding on this, the current research finds that the level of abstraction by which a situation is construed can influence the likelihood of omission detection and the resulting evaluative judgments. A series of studies reveal that people are more likely to spontaneously detect omissions in near vs. distant judgments, in concrete vs. abstract mindsets, and when they are inherently more likely to interpret actions in concrete vs. abstract terms. Further, although prior findings suggest that people may have differential sensitivity to primary and secondary missing features at different levels of construal, the current research finds no such difference. The results of this study indicate that people are more sensitive to all types of missing information when construal levels are low, and that this sensitivity leads to more moderate and appropriate judgments.     

Shortages in an ageing labour market: an analysis of employers' behaviour

Different policies are being promoted to increase the labour supply in ageing labour markets. This article presents the results of a large-scale survey carried out among Dutch employers into their management of the constraints presented by a tight labour market. Organizations take different measures in response to staff shortages, which can in fact be distinguished as four strategies. The first relates to the recruitment of new groups of workers: groups that traditionally were perhaps not a preferred choice. The principal measures in this strategy are the recruitment of women and ethnic workers, and to a lesser extent the elderly. The second strategy focused on increasing the labour supply of existing workers. Overtime, encouraging part-timers to work extra hours and a structural increase in the length of the working week were part of this strategy. The measures constituting the third strategy were of a different type. Generally, these measures were adopted in order to cope with temporary peaks. Work was outsourced, a recruitment agency used, and higher wages offered to try to fill a vacancy. The fourth strategy focused on substituting technology/capital for labour. Regression analyses is carried out to explain which strategies organizations use to deal with shortages.     

Why demotion of older workers is a no-go area for managers

Abstract

Demotion – the reduction of an employee’s rank and salary – is often mentioned by managers and policy-makers as a means of increasing the employability of older workers in an ageing labour force. However, so far in practice demotion is rarely applied. This paper is the first empirical investigation of how managers perceive demotion as an instrument of human resource management. By means of a survey and a vignette study among managers in the Netherlands (N = 355), we examine whether managers consider demotion of poorly performing older workers a fair solution. Three contributions stand out. First, based on attribution theory we find support for the hypothesis that managers judge demotion to be fair in those cases where deterioration in task performance is caused by controllable factors (such as work motivation) and unfair when the causes are uncontrollable (such as age). Second, the expectations of managers about the organization-wide consequences of introducing demotion as a human resource policy play a significant role in considering demotion. Most managers perceive negative organizational externalities (e.g. decrease in loyalty and motivation of staff) to arise when introducing demotion and are reluctant to apply demotion in practice. And a third contribution: positive (negative) beliefs of managers about the hard skills – e.g. creativity, willingness to learn, flexibility – of older workers make demotion less (respectively more) likely.     

Commercialisation de la microfinance: impact sur les plus pauvres en Afrique

Nous cherchons à déterminer si la commercialisation des IMF est associée à la « dérive de mission ». Plus précisément, en considérant que la commercialisation se caractérise par la viabilité, la concurrence, et la réglementation des IMF, nous évaluons son effet sur la taille moyenne des prêts accordés. L'étude empirique est basée sur les données en panel de 96 IMF ?uvrant dans 22 pays africains durant la période 2005–2008, et aussi sur la méthode des MCO afin d'étudier l'impact de la commercialisation des IMF sur la taille moyenne des prêts par groupe de clientèle servie. Les résultats indiquent que les IMF africaines ont une plus faible portée sociale lorsqu'elles sont autonomes financièrement, mais la réglementation et la concurrence peuvent favoriser l'inclusion des plus pauvres. Nous constatons également que l'augmentation de la taille moyenne des prêts est associée à des niveaux inférieurs de remboursement du prêt par les plus pauvres, à la baisse de pourcentage de femmes emprunteuses, au pourcentage de population rurale et à la forme juridique d'ONG, et aussi à la prédominance du crédit individuel. Ceci caractérise la dérive de mission.     

Framing social marketing as a system of interaction: A neo-institutional approach to alcohol abstinence

Abstract

We employ Giddens’ structuration theory to gain insights into the interaction between upstream/midstream and downstream social marketing perspectives. This is conducted through thirteen phenomenological interviews with informants who stand outside of the practice of alcohol consumption through their voluntary engagement in one month of sobriety. Our study identifies the ‘modalities’ located at the intersection between individual actions and the institutions of alcohol. By identifying these ‘modalities’, we conceptualise social marketing in interaction, which incorporates the institutional orders of domination, signification and legitimation, and the individual actions of power, communication and sanction. Specific domains of interventions are identified, namely marketplace offerings and promotional techniques, social grouping and positional status and rituals and traditions, through which social marketers can enact social change.     

Is bioenergy trade good for the environment?

We analyze the impacts of bioenergy trade on greenhouse gas emissions using a two-good, three-factor model. Bioenergy is an agricultural good used as a substitute for fossil fuels in industry. Governments tax domestic pollution without international coordination. We assume that northern countries have higher labor productivity than southern ones and that agriculture is less pollution intensive than industry (after taxation). We show that whereas southern countries impose a lower tax rate than northern ones, they do not necessary have a competitive advantage in industry, and that compared to autarky, trade liberalization either increases or decreases worldwide emissions depending on regional comparative advantages.     

Does immigration increase labour market flexibility?

The question we investigate empirically in this article is whether immigration makes the labour supply in the receiving country more responsive to regional differences in economic opportunities. The main merit of the paper is that we examine three stages in the regional mobility of refugees and labour immigrants: First, the settlement pattern of newly arrived immigrants, second, their subsequent mobility between regions and, third, their eventual exit from the regional labour market to abroad. The analyses apply to immigrants who arrived in Norway from 1995 to 2004. In all three stages, mobility is investigated with regard to its responsiveness to regional differences in wages and unemployment. The main finding is that, in all three stages, the geographical mobility of immigrants is sensitive to regional economic opportunities. In that sense, immigrants do “grease the wheels” of the labour markets, through all the three stages of mobility. The most robust results are found for regional unemployment differences. With regard to natives, we generally do not find any strong evidence for “greasing the wheels” effects.