We use matched employer-employee data representing the formal sector in Bangladesh to provide descriptive evidence of both the relative importance of cognitive skills and personality traits in this ...part of the labour market and the interplay between skills and hiring channels in determining wages. While cognitive skills (literacy, a learning outcome) affect wages only by enabling workers to use formal hiring channels, they have no additional wage effect. Personality traits do not affect hiring channels, but they do enjoy a positive wage effect. This wage effect differs by hiring channel: those hired through formal channels benefit from higher wage associations with openness to experience, but lower effects of hostile attribution bias. Those hired through networks enjoy higher wages for higher levels of emotional stability, but they are also punished for higher hostile attribution bias—in line with different occupational levels being hired predominantly through one channel or the other. We provide suggestive evidence that employers might use hiring channels differently, depending on what skill they deem important: employers valuing communication skills, arguably observed during selection interviews, are associated with a larger within-firm wage gap between formal and network hires, while the importance of teamwork is associated with a smaller wage gap.
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NUK, OILJ, SAZU, UKNU, UL, UM, UPUK
This study surveys active labor market programs (ALMPs) in selected countries of the Middle East and North Africa (MENA) region, identifies key challenges to their effective and efficient delivery, ...and proposes a policy framework for reforming public service provision. This study draws on data collected through surveys administered to public social, employment, and education agencies in selected MENA countries to identify key constraints and options for reforming publicly provided employment programs. Recent political transitions arising from the Arab Spring have contributed to the deterioration of labor market outcomes in the MENA region. In this context, ALMPs could become an important policy lever to address some of the challenges facing labor markets. These include: joblessness, skills mismatches, lack of labor market mobility, large and expanding informal sector, and lack of formal employment networks. The study also provides specific details on the beneficiaries, targeting, and expenditures of ALMPs during this same period.
Tunisians are striving for the opportunity to realize their potential and aspirations in a country that is rich in both human and physical capital, but whose recent economic growth has failed to ...create enough opportunities in the form of good and productive jobs. This report highlights the main barriers that hinder the Tunisian labor market from providing income, protection, and prosperity to its citizens and proposes a set of labor policies that could facilitate the creation of better, more inclusive, and more productive jobs. The weak economic performance and insufficient and low-quality job creation in Tunisia is primarily the result of an economic environment permeated by distortions, barriers to competition, and excessive red tape, including in the labor market. This has resulted in the creation of a insufficient number of jobs, especially in the formal sector. To change this situation, policy makers need to address five strategic directives that can promote long-term inclusive growth and formality: foster competition; realign incentives, pay, and benefit packages in the public sector; move toward labor regulations that promote labor mobility and provide support to workers in periods of transition; enhance the productivity of informal workers through training and skills building; and reform existing social insurance systems and introduce new instruments to attain broader coverage.
Trust and participation in social networks are inherently interrelated. We make use of India's demonetization policy, an unexpected and unforeseeable exogenous variation, to causally identify the ...effect of social networks in determining trust. We use first-hand quantitative and qualitative data from rural South India and control for individual characteristics (personality traits, cognitive ability) that could influence network formation and trust, finding that social interactions have a significant effect on trust among men, as well as across castes. Among lower castes, who live in homogeneous neighborhoods and relied on neighbors and employers to cope, extending one's network lowers trust in neighbors. Among middle castes, who live in more heterogeneous neighborhoods and relied predominantly on other caste members, a larger network size leads to greater trust placed in kin among employees but lesser in neighbors. This paper thus shows that social interactions can foster trust and highlights the importance of clearly defining in- and out-groups in trust measures within highly segregated societies.
This paper uses a novel matched employer-employee data set representing the formal sector in Bangladesh to provide descriptive evidence of both the relative importance of cognitive and non-cognitive ...skills in this part of the labor market and the interplay between skills and hiring channels in determining wages. While cognitive skills (literacy, a learning outcome) affect wages only by enabling workers to use formal hiring channels, they have no additional wage return. Non-cognitive skills, on the other hand, do not affect hiring channels, but they do enjoy a positive wage return. This wage return differs by hiring channel: those hired through formal channels benefit from higher returns to openness to experience, but lower returns to conscientiousness and hostile attribution bias. Those hired through networks enjoy higher wages for higher levels of emotional stability, but they are also punished for higher hostile attribution bias. This is in line with different occupational levels being hired predominantly through one channel or the other. We provide suggestive evidence that employers might use hiring channels differently, depending on what skill they deem important: employers valuing communication skills, a skill that could arguably be observed during selection interviews, are associated with a larger within-firm wage gap between formal and network hires, while the importance of teamwork, a skill that is more difficult to observe at the hiring stage, is associated with a smaller wage gap.
This paper uses a novel matched employer-employee data set representing the formal sector in Bangladesh to provide descriptive evidence of both the relative importance of cognitive and non-cognitive ...skills in this part of the labor market and the interplay between skills and hiring channels in determining wages. While cognitive skills (literacy, a learning outcome) a ect wages only by enabling workers to use formal hiring channels, they have no additional wage return. Non-cognitive skills, on the other hand, do not a ect hiring channels, but they do enjoy a positive wage return. This wage return di ers by hiring channel: those hired through formal channels bene t from higher returns to openness to experience, but lower returns to conscientiousness and hostile attribution bias. Those hired through networks enjoy higher wages for higher levels of emotional stability, but they are also punished for higher hostile attribution bias. This is in line with di erent occupational levels being hired predominantly through one channel or the other. We provide suggestive evidence that employers might use hiring channels di erently, depending on what skill they deem important: employers valuing communication skills, a skill that could arguably be observed during selection interviews, are associated with a larger within- rm wage gap between formal and network hires, while the importance of teamwork, a skill that is more dicult to observe at the hiring stage, is associated with a smaller wage gap.
Public Employment Programs in Tunisia
Building Effective Employment Programs for Unemployed Youth in the Middle East and North Africa,
2013
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