The impact of Covid-19 on Gig economy Umar, Muhammad; Xu, Yan; Mirza, Sultan Sikandar
Economic research - Ekonomska istraživanja,
01/2021, Letnik:
34, Številka:
1
Journal Article, Paper
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Covid-19 has jolted and halted the whole world. Economies and stock markets have been hit hard however very little is known about the impact of the pandemic on Gig economy. So, this study is an ...attempt to understand the impact of Covid-19 on Gig economy. The Online Labor Index of Oxford University has been used as a measure of Gig Economy and daily record of new cases and deaths of Corona patients has been used as proxies for Covid-19. The world data for Gig economy ranges from July 1, 2019 to June 22, 2020 and the data regarding Covid-19 ranges from December 31, 2019 to June 22, 2020. This study uses GARCH and VAR model to understand the above mentioned relationship. The results of volatility clustering shows that the volatility of Gig economy increased with the news of Covid-19. Findings of VAR show that covid-19 has significant positive impact on new job openings in Gig economy. Granger causality test shows a bi-directional relationship between covid-19 and Gig economy i.e. Covid-19 cases affected online job openings and online job filling affected the spread of pandemic. The Findings suggest that policymakers should make policies to support Gig economy because it has the potential to keep the world going even in the toughest of times.
An analytical job creation model for the US power sector from 2009 to 2030 is presented. The model synthesizes data from 15 job studies covering renewable energy (RE), energy efficiency (EE), carbon ...capture and storage (CCS) and nuclear power. The paper employs a consistent methodology of normalizing job data to average employment per unit energy produced over plant lifetime. Job losses in the coal and natural gas industry are modeled to project net employment impacts. Benefits and drawbacks of the methodology are assessed and the resulting model is used for job projections under various renewable portfolio standards (RPS), EE, and low carbon energy scenarios We find that all non-fossil fuel technologies (renewable energy, EE, low carbon) create more jobs per unit energy than coal and natural gas. Aggressive EE measures combined with a 30% RPS target in 2030 can generate over 4 million full-time-equivalent job-years by 2030 while increasing nuclear power to 25% and CCS to 10% of overall generation in 2030 can yield an additional 500,000 job-years.
Using panel data from the National Employment, Unemployment and Underemployment Survey (ENEMDU) for Ecuador, we analyze the outcomes of life and job satisfaction whether moving from bad job to a good ...job—and vice versa—on life and job satisfaction. In contrast with bad jobs, good jobs are characterized by being employed in the formal sector, with social security registration, and earning at least the minimum wage. Using a conditional logit estimate, we found that workers who move from a bad to a good job increase job satisfaction by 9.5%, whereas when the transition is from a good to a bad job, job satisfaction decreases by 8.5%; in terms of gender, the effect is greater for men than women. Finally, we did not find any significant effect of job transitions on life satisfaction.
Aside from reducing the energy sector's negative impacts on the environment, renewable power generation technologies are creating new wealth and becoming important job creators for the 21st century. ...Employment creation over the duration of the global energy transition is an important aspect to explore, which could have policy ramifications around the world. This research focuses on the employment impact of an accelerated uptake of renewable electricity generation that sees the world derive 100% of its electricity from renewable sources by 2050, in order to meet the goals set by the Paris Agreement. An analytical job creation assessment for the global power sector from 2015 to 2050 is estimated and presented on a regional basis. It is found that the global direct jobs associated with the electricity sector increases from about 21 million in 2015 to nearly 35 million in 2050. Solar PV, batteries and wind power are the major job creating technologies during the energy transition from 2015 to 2050. This is the first global study presenting job creation projections for energy storage. The results indicate that a global energy transition will have an overall positive impact on the future stability and growth of economies around the world.
•Global jobs in the power sector rises from 21 million in 2015 to 35 million in 2050•Solar PV, batteries and wind power are the major job creating technologies•First global study presenting job creation projections for energy storage•Renewable energy accounts for 80% of total direct energy jobs by 2050•Operation and maintenance jobs contribute 50% of total by 2050
Striving for better jobs Gatti, Roberta; Angel-Urdinola, Diego F; Silva, Joana ...
2014., 2014, 9-12-2014, 2014-08-26
eBook, Book
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Economic growth has been sustained for many years pre-crisis in the region, but this has not resulted in the creation of an adequate number of jobs and has succeeded, at best, in generating ...low-quality, informal jobs. The report addresses one margin of exclusion: informal employment and the vulnerabilities and lack of opportunities associated with it. The report analyzes the constraints that prevent informal workers from becoming formal and discusses policy options to effectively address these constraints. This report looks at informality through a human development angle and focuses particularly on informal employment. Informality is a complex phenomenon, comprising unpaid workers and workers without social security or health insurance coverage, small or micro-firms that operate outside the regulatory framework and large registered firms that may partially evade corporate taxes and social security contributions. The first section provides a detailed profile of informal workers in the region. The second section describes the characteristics of informality in micro-firms that operate outside the regulatory framework and in larger firms that do not fully comply with social security contribution requirements and tax obligations. The third section presents informality and the firm. The fourth section focuses on informality: choice or exclusion? The fifth section discusses policy options for effectively expanding coverage of health insurance and pension systems and promoting the creation of better quality jobs.
The public sector requires job crafting from employees so that they can better cope with overdemanding jobs due to layer upon layer of public management reforms. Simultaneously, however, red tape and ...austerity constrain job autonomy. This study therefore tests how job crafting can be fostered in public organizations by studying social resources at work and, specifically, empowering leadership and social support. Multilevel analyses based on survey data from 1,059 nurses in 67 public elderly care organizations in Flanders, Belgium, show that empowering leadership and social support contribute to job crafting and, simultaneously, strengthen each other’s contribution. Additional analyses showed that empowering leadership, social support, as well as their interaction have differential relations vis-à-vis the different dimensions of job crafting. The implications for public management are discussed.
The emergence of building information modeling (BIM) has generated several BIM jobs. However, despite opinions by BIM experts, questions regarding BIM jobs and their competencies still have no clear ...solution. This paper addresses this question by the collection and analysis of 242 online job postings, written in English, from the US, the UK, and China. These 242 job postings comprised a total of 32,495 words, from which 35 types of job titles and 5,998 terms related to job competency were extracted. Sequentially, the 35 job types were classified into eight BIM job types by analyzing the relations between the job titles using the role and position analysis of social network analysis. The eight BIM job types were BIM project manager, director, BIM manager, BIM coordinator, BIM designer, senior architect, BIM mechanical, electrical, and plumbing (MEP) coordinator, and BIM technician. The 5,998 competency-related terms were categorized into 43 competency elements using the O*NET classification as a framework for analysis. The 43 competencies were then subcategorized into essential, common, and job-specific competencies for the eight BIM job types. The findings of this paper could contribute to the research, industry, and academia by a) providing researchers with a scientific foundation for conducting studies related to BIM jobs and competence in the future; b) setting up guidelines for recruiting and training BIM experts in the industry; and c) allowing universities to develop BIM-related courses depending on their educational goals.
•A job post analysis for BIM job titles and specific responsibilities was conducted.•242 online job posts written in English were collected and analyzed.•35 job titles were derived and classified into 8 using a social network analysis.•5,998 terms were categorized into 43 competencies based on the O*NET.•Common and job-specific competencies for 8 BIM jobs were identified.
To limit global warming to well-below 2°C (WB2C), fossil fuels must be replaced by low-carbon energy sources. Support for this transition is often dampened by the impact on fossil fuel jobs. Previous ...work shows that pro-climate polices could increase employment by 20 million net energy jobs, but these studies rely on Organisation for Economic Co-operation and Development (OECD) jobs data, assumptions about jobs in non-OECD countries, and a single baseline assumption. Here we combine a global dataset of job intensities across 11 energy technologies and five job categories in 50 countries with an integrated assessment model under three shared socioeconomic pathways. We estimate direct energy jobs under a WB2C scenario and current policy scenarios. We find that, by 2050, energy sector jobs would grow from today's 18 million to 26 million under a WB2C scenario compared with 21 million under the current policy scenario. Fossil fuel extraction jobs would rapidly decline, but losses will be compensated by gains in solar and wind jobs, particularly in the manufacturing sector (totaling 7.7 million in 2050).
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•Implementing the Paris Agreement targets will entail shifts in energy jobs•Globally, we find an increase in direct global energy jobs under well-below 2°C•Over 80% of energy jobs by 2050 are expected to be in renewables•Solar and wind manufacturing sectors will provide millions of jobs globally
To keep global warming well-below 2°C, fossil fuels need to dramatically decline and be replaced by low-carbon energy sources. While the technologies to replace fossil fuels are widely available, support for their expansion is often linked to the impact they have on fossil fuel jobs. Here, we analyze this question quantitatively by creating a novel dataset of job footprints in over 50 countries. These job intensities are applied to output from an integrated assessment model. We find that, by 2050, jobs in the energy sector would grow from today's 18 million to 21 million in the reference scenario and even more, to 26 million, under our well-below 2°C scenario. Overall, in 2050, under well-below 2°C scenario, of the total jobs, 84% would be renewable jobs, 11% fossil fuels, and 5% nuclear jobs. While fossil fuel extraction jobs rapidly decline, these losses are compensated by gains in solar and wind jobs, particularly in the solar and wind manufacturing sector.
If the world meets the 2°C target, by 2050, there may be an increase in direct energy jobs from today's 18 million to 26 million. While fossil fuel extraction jobs will decline dramatically, renewable energy jobs will expand rapidly. By 2050, we estimate that around 84% of all energy jobs could be in solar and wind generation and manufacturing. While most countries will see net job increase, China and fossil-fuel-exporting countries could witness net job losses.
In Australia and beyond, journalism is reportedly an industry in crisis, a crisis exacerbated by COVID-19. However, the evidence revealing the crisis is often anecdotal or limited in scope. In this ...unprecedented longitudinal research, we draw on data from the Australian journalism jobs market from January 2012 until March 2020. Using Data Science and Machine Learning techniques, we analyse two distinct data sets: job advertisements (ads) data comprising 3698 journalist job ads from a corpus of over 8 million Australian job ads; and official employment data from the Australian Bureau of Statistics. Having matched and analysed both sources, we address both the demand for and supply of journalists in Australia over this critical period. The data show that the crisis is real, but there are also surprises. Counter-intuitively, the number of journalism job ads in Australia rose from 2012 until 2016, before falling into decline. Less surprisingly, for the entire period studied the figures reveal extreme volatility, characterised by large and erratic fluctuations. The data also clearly show that COVID-19 has significantly worsened the crisis. We then tease out more granular findings, including: that there are now more women than men journalists in Australia, but that gender inequity is worsening, with women journalists getting younger and worse-paid just as men journalists are, on average, getting older and better-paid; that, despite the crisis besetting the industry, the demand for journalism skills has increased; and that, perhaps concerningly, the skills sought by journalism job ads increasingly include ‘social media’ and ‘generalist communications’ skills.
We examine the role of employee mindfulness in the context of highly monotonous work conditions. Integrating research on task monotony with theorizing on mindfulness, we hypothesized that mindfulness ...is negatively associated with the extent to which employees feel generally bored by their jobs. We further hypothesized that this lower employee boredom would relate to downstream outcomes in the form of job attitudes (job satisfaction and turnover intentions) and task performance. We examined both objective task performance quality and quantity to shed light on the complexity of the mindfulness–task performance relation, which has so far mostly been investigated using subjective supervisor ratings. In a sample of 174 blue‐collar workers in a Mexican company, results showed that employee mindfulness was negatively related to boredom. Further, mindfulness was positively related to job satisfaction and negatively to turnover intentions, partly mediated through boredom. Mindfulness turned out to be a double‐edged sword for task performance in monotonous jobs: Mindfulness was positively related to task performance quality but negatively related to quantity.
Practitioner points
In repetitive, monotonous jobs held by millions of people worldwide, more mindful employees perceive their job as less boring.
Furthermore, mindful employees have higher job satisfaction and are less likely to quit.
With regard to objective job performance, mindfulness can be a double‐edged sword: It positively affects objective performance quality via boredom, but negatively affects objective performance quantity directly.
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