This study considers both the positive and possible negative impact of high-performance work systms (HPWS) by investigating its relationship with job demands, job satisfaction and job search ...behavior. The parallel mediation effect of job satisfaction and physiological job demand on the link between HPWS and job search behavior is also examined. Data were collected in two phases from 22 branches of Iranian private banks (n = 269) employees in 2016. Results from a covariance-based structural equation modeling (CB-SEM) shows that HPWS positively relates to job satisfaction, physiological job demand and job search behavior. Job satisfaction negatively relates to job search behavior and mediates the link between HPWS and job search behavior. The results offer practical implications for managers and policy makers in the service industry to balance between job demands - resources in workplace and provide adequate resources for their employees to buffer specific negative effects of job demands.
This paper presents some of the first evidence on the effect of information and communications technology (ICT) on college students’ labor market performance. Using a large, representative survey of ...college students in China, we examine outcomes before and after students were exposed to technology-aided instruction, compared with students who were not exposed to such instruction. The results indicate that the ICT program significantly increased students’likelihood of obtaining a job offer in the labor market and the wage they were offered. The positive effect comes from students’ increased use of computers and the internet for job search. While most previous studies of the use of technology in education focus only on students’ academic achievement and find zero or negative effects, our study demonstrates that technology may be an effective tool for improving college students’ labor market performance, and that the potential benefits of technology might be underestimated if we focus only on test scores and ignore students’ career development.
Purpose The purpose of this study is to investigate the effect of noncognitive skills on educational mismatch in the context of China and to further explore the potential mechanisms concerning how ...noncognitive skills determine mismatch outcomes. Design/methodology/approach This paper uses the Chinese Family Panel Survey of 2018, which provides the Big Five Personality Inventory to assess respondents' noncognitive skills and contains information on educational mismatch. The authors estimate the effects of noncognitive skills on educational mismatch by means of a probit model. Additionally, the correlated random effects (CRE) model and instrumental variable (IV) approach have also been exploited in the robust checks. Findings The findings show that the composite score of noncognitive skills reduces the probability of being overeducated and, conversely, increases the likelihood of being undereducated. When distinguishing the effects of different personality traits, the authors find significantly negative effects of agreeableness and openness on overeducation and a positive effect of openness on undereducation. With regard to heterogeneous analysis, the effects of noncognitive skills on educational mismatch exist mostly among white-collar employees and employees with fewer than 5 years of work experience. Finally, the authors provide two likely mechanisms related to job search effort and social capital, followed by the presentation of supporting evidence. Practical implications The results of this paper underline the importance of noncognitive skills in raising the quality of jobs that individuals can obtain. This suggests that the development of noncognitive skills should be encouraged to be integrated into formal education systems and social job training programs in China. Originality/value Despite a growing interest in its consequences in the labor market, the role of noncognitive skills in determining educational mismatch has rarely been discussed in developing countries. This study provides the first evidence regarding the effects of noncognitive skills on education mismatch in China. It contributes to the research on noncognitive skills' labor market outcomes and enhances the understanding of the factors driving educational mismatch.
As hiring processes have increasingly moved online, having better digital skills could play an important role in successful job seeking. However, digital inequality suggests that people use the ...Internet in different ways with varying levels of skills raising questions about who is most likely to be able to search for jobs online, including on social media. This paper examines online job searching, including the role of digital job-search skills in the process. Results show that sociodemographic characteristics (i.e., age, race, education, and income) as well as online experiences, being a social media user, and having higher digital job-search skills relate to online job-seeking behaviors. These findings highlight the presence of digital inequalities in online job searching including differences by social media experiences.
Some workers bargain with prospective employers before accepting a job. Others face a posted wage as a take-it-or-leave-it opportunity. Both modes of wage determination have generated large bodies of ...research. We surveyed a representative sample of US workers to inquire about the wage determination process at the time they were hired into their current or most recent jobs. A third of the respondents reported bargaining over pay before accepting their current jobs. Almost a third of workers had precise information about pay when they first met with their employers, a sign of wage posting. About 40 percent of workers were on-the-job searchers—they could have remained at their earlier jobs at the time they accepted their current jobs, indicating a more favorable bargaining position than is held by unemployed job-seekers. About half of all workers reported that their employers had learned their pay in their earlier jobs before making the offer that led to the current job.
We study how the marginal welfare gain from increasing the unemployment insurance (UI) benefit level varies over the business cycle. We do this by estimating how the moral hazard cost and the ...consumption smoothing benefit of UI vary with labour market conditions, which we identify using variation in the interaction of UI benefit levels with the unemployment rate within U.S. states over time. We find that the moral hazard cost is procyclical, greater when the unemployment rate is relatively low. By contrast, we do not find evidence that the consumption smoothing benefit varies with the unemployment rate. We use these empirical results to estimate the marginal welfare gain, and we find that it is modest on average, but varies positively with the unemployment rate.
The Great Recession has renewed interest in unemployment insurance (UI) programs around the world. At the same time, there have been important advances in both theory and measurement of UI. In this ...review, we first use the theory to present a unified treatment of the welfare effects of UI benefit levels and durations and derive convenient expressions of the full disincentive effect of UI. We then discuss recent estimates of the effect of UI benefit levels and durations on labor supply based on newly available administrative data and quasi-experimental research designs. Although our review of the new estimates confirms the range of negative labor supply effects of the previous literature, we show, based on the model, that these estimates are imperfect proxies for the actual disincentive effects. We also discuss several active areas of research on UI. These include the effect of UI on aggregate labor market outcomes, its effect on job outcomes, its long-term effects, its effects under nonstandard behavioral assumptions, and its interactions with other programs. We isolate several additional areas in need of further research, including estimates of the social value of UI, as well as the effects of UI in less developed countries.
This article extends a classic on-the-job search model of homogeneous workers and firms by introducing a shirking problem. Workers choose their effort levels and search on the job. Firms elicit ...effort through wages and monitoring; an inverse relationship between wages and monitoring rates is derived. Wages play a dual role by allocating labor supply and motivating employee effort. This gives rise to an equilibrium wage distribution that contrasts with existing literature. In particular, I show that a hump-shaped and positively skewed wage distribution, as observed empirically, can be derived even when firms and workers are, respectively, identical.
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