New technology and old institutions: An empirical analysis of the skill-biased demand for older workers in Europe

Using panel data from nine European countries over the period 1970 to 2007, we examine the impact of information and communication technology (ICT) on the demand for older workers (aged 50 and over). We find evidence of a decrease in demand for older workers in the 1970s and 1980s. It can be argued that the impact of ICT on demand for older workers is skill-biased. However, the skill-biased demand for older workers is mainly reflected in the skill-biased changes in employment shares rather than relative wages. There is some evidence of a gradual deskilling of older workers. We find that labour market institutions such as the national minimum wage, social pacts on wage issues and union density mostly benefit skilled older workers, while coordination of wage setting, extension of collective agreements, social pacts on pensions and centralisation of wage bargaining can alleviate the adverse effects of skill-biased technological change.     

Labor issues and COVID-19

The COVID-19 pandemic has prompted Canada and several other countries to impose an economic shutdown to prevent a deadly public health crisis from becoming much deadlier. In the agriculture and food sector, several hundred thousand restaurant workers have lost their jobs. The rise in unemployment, the closing of restaurants and schools, and social distancing have triggered demand reductions for certain commodities and foods and demand increases for others, bringing along changes in demand for inputs including labor. Canadian employers of temporary foreign workers (TFWs) are facing delays and additional constraints in recruiting, but so have US and European employers of TFWs. Rising food security concerns are making protectionist trade policies popular. Domestic and foreign firms may export less and do more foreign direct investment, inducing trade in jobs.     

采气工劳动防护用品配置配备标准分析探讨

针对采气工在生产工作中所处的工作环境,分析了其对人体的7个部位可能造成的伤害,提出了"配置到站"与"配置到人"两种配置模式,从标准的适应性和经济性进行了分析,并提出了相应的劳动防护用品配置标准的改进建议。     

Real options and contingent convertibles with regime switching

We consider a firm with no assets in place but an option to invest in a project. The investment is irreversible but delayable in a regime-switching economy. The firm issues equity, straight bonds (SBs) and contingent convertibles (CoCos). We provide the closed-form prices for the firm׳s securities and the pricing and timing of the option. Our numerical analyses discover that issuing CoCos instead of SBs induces much less agency cost of debt. The agency cost is higher in a boom economy than in recession but the difference is small. There is a unique CoCos׳ conversion ratio such that the agency cost arrives at the minimum value zero. The inefficiencies arising from asset substitution and debt overhang are much more significant in recession than in boom. Only if the conversion ratio is not too small, the two inefficiencies disappear during boom periods. While the effects of the conversion rate on optimal capital structure and firm value and those of supervision and jump intensity on optimal CoCos׳ coupon are ambiguous and weak, the stricter the supervision or the longer the economy remains in recession, the less the option value and the optimal SBs׳ coupon.     

Personal service companies and the public sector

Off-payroll workers in the UK, including personal service companies (PSCs), engaged by the public sector have been giving ‘assurance’ of their tax position to departments in the sector since 2012. Departments must be satisfied with the assurance. For PSCs this requires awareness of complex tax legislation (IR35), which is aimed at preventing tax avoidance. Costs may be incurred in attaining the necessary knowledge. This may bring into question costs incurred in protecting tax revenue. No similar obligation exists in the private sector.     

Impact of commuting by workers on household dietary diversity in rural India

Drawing insights from the literature on transformation of rural non-farm employment, pathways from agriculture to nutrition, and linkages between migration and nutritional status of household, we seek to understand differences in dietary diversity across three mutually exclusive types of rural Indian households: where all members work in rural areas, at least one member commutes to urban areas, at least one member has no fixed place of work. Our analysis is based on a nationally representative data set from India for the year 2009–10 and we use propensity score matching methods. We find that as compared to households with no commuters, households with rural–urban commuters have higher dietary diversity; whereas households with no fixed place workers have lower dietary diversity. We also find differences in dietary diversity across households which differ by their primary source of income.     

政工思想教育结合人力资源管理在企业中的应用分析

当前,人力资源是企业发展中重要的影响因素,也是企业竞争力提升的关键,但是受社会上多元化思潮的影响导致企业员工的思想被剧烈冲击,使企业人力资源管理工作的难度加大。因此,需要将人力资源管理工作与政工思想教育结合,通过政工思想教育对企业员工的职业道德、思想等进行强化,增强企业人员的责任意识以及企业内部的凝聚力。论文主要对政工思想教育结合人力资源管理工作的可行性进行分析,并对二者结合的现状进行总结,最后提出相应的结合对策。     

Injuries and their burden in insured construction workers in Iran, 2012

The present study used disability adjusted life years (DALY) to estimate the burden of external cause of injuries in construction workers insured in Iran in 2012. The Global Burden of Disease method (2010) was used to estimate the years of life lost due to death (YLL) and years of life lost due to disability (YLD). DALY was calculated as the sum of YLL and YLD. There were 5352 injured construction workers in Iran (11.25 individuals per 1000). Falling was the most common incidence and included 2490 individuals (46.53%). Totally, DALY was estimated 18,557 years for all age groups and both genders including 17,821 YLD (96%) and 736 YLL (4%). The DALY related to construction work is high in Iran and it has notably affected the young. Hence more preventive methods should be applied to reduce the overall burden of specific external cause of injuries especially in young and inexperienced workers.     

The impact of firm-provided training on productivity,wages, and transition to regular employment for workers in flexible arrangements

This paper examines the incidence and density of firm-provided training for workers in flexible work arrangements – i.e., non-regular employees who are working part-time or with fixed-term employment contracts – and analyzes the effect of this training on skills, productivity, and wage growth, using a unique survey of Japanese workers. Among non-regular employees, those who work on a full-time basis are found to receive a higher density of both on-the-job training (OJT) and off-the-job training (Off-JT). Participation in firm-provided training is shown to improve job skills and productivity, but does not appear to impact the wage growth of non-regular workers. However, training participation is shown to make the transition from non-regular to regular employment in the current occupation more likely, enhancing the probability of future wage increases.     

The uncertainty challenge of contingent collaboration

Contingent knowledge workers will play an increasingly important role in organisational success as workers transition in and out of project‐based innovation teams with more frequency. Our research finds that collaborators in the contingent, high‐skill workforce face uncertainty challenges to their work that are unique from the independent, contingent professionals more often studied. The article proposes a theoretical framework of uncertainty to guide us in understanding collaborative contingent knowledge workers’ work experience. Interviews with postdoctoral researchers reveal four findings about the influence of these highly uncertain work environments on collaborative contingent knowledge workers – collaboration isolation, frustrated independence, performance anxiety and internalised blame. Perhaps most concerning is that the workers internalise the negative impacts as personal failings instead of recognising them as consequences of a poorly designed work environment. This study argues for the need to manage and mitigate different sources of uncertainty to avoid creating an unnecessary burden on contingent knowledge workers, and to enable a sustainable, contingent knowledge workforce.