Not Codgers in Cardigans! Female Workforce Participation and Ageing Public Services

There have been remarkable changes in female labour force participation in the past century. In Australia, the first wave of change included the introduction of equal pay and the softening of attitudes towards married women at work and the second wave of change introduced anti‐discrimination legislation and family‐friendly working conditions. Arguably a third wave of change is emerging, as labour market pressures — caused in part by an ageing workforce — require further efforts to increase the participation of underrepresented groups such as women. The existing literature considers how age affects female participation but not the reverse question of how increased female participation has affected the age of the workforce. This research begins to fill this gap. Using an indicative study of an Australian public service, it explores increases in female participation and the associated increases in age in the case study public service, with a particular focus on the first wave of reforms in the 1970s and the second wave of reforms in the 1990s. The research demonstrates an association between increased female participation and the increasing age of public workforces — in a period of 25 years, the case‐study public service was transformed from being predominantly young and male to being predominantly older and female. Policymakers need to reconsider whether the ageing public workforce is a problem or simply a side effect of worthwhile employment reforms that supported female participation.     

Inclusion and commitment as key pathways between leadership and nonprofit performance

Given the projected growth of workforce diversity in the United States and the fact that heterogeneous workforces result in both positive (increased retention and performance) and negative (increased conflict and turnover) organizational outcomes, nonprofit leaders are faced with the challenge of effectively managing their workforces. Findings ways to ensure positive workplace outcomes, such as employee commitment (an emotional attachment to the organization) and performance, is especially critical for the overall functioning of nonprofit organizations. Using longitudinal multilevel path analyses, this study examined whether transformational leadership influenced work group performance through both creating a climate for inclusion and increasing employee affective commitment in a diverse nonprofit health care organization. Results indicate that transformational leaders help increase perceptions of inclusion, which improves employee commitment to the organization, and ultimately enhances perceived work group performance. This suggests inclusion and affective commitment as key factors for how leaders can increase nonprofit performance.     

Innovation, workers skills and industrial relations: Empirical evidence from firm-level Italian data

The shifting of labour demand toward relatively more skilled workers has been a hot issue in the economic field for many years. A consolidated explanation for the upskilling phenomenon is that technological–organisational changes have driven the labour demand with detrimental consequences for less skilled workers (skill-biased technological–organisational change). In order to upgrade the skill workforce the firm has at least two main channels at its disposal: the external labour market strategy, mainly based on hiring and firing mechanisms; the internal labour market strategies, which improve the skill base of the employees through training activities.The main objective of the present work is to verify the relations between innovative strategies and both the workforce composition and the training activities, within an integrated framework that also leads us to consider the role of specific aspects of the industrial relations system.The firm level analysis is based on original datasets which include data on manufacturing firms for two Italian local production systems, located in the Emilia-Romagna region.The results suggest that the firms use both the two channels to improve their skill base, which is actually related to the innovation activities, although there is weak supporting evidence of the use of external labour markets to upgrade the workforce skills: the upskilling phenomenon seems to be associated to specific innovative activities in the technological sphere, while specific organisational aspects emerge as detrimental for blue collars. On the side of internal labour market strategies the evidence supports the hypothesis that innovation intensity induces the firms to implement internal procedures in order to upskill the workforce, confirming the importance of internal labour market strategies. Moreover, we have recognized the important role of firm level industrial relations in determining the training activities for the blue collar workers.     

Labour migration in the Arab Gulf states: patterns,trends and prospects

This paper presents an analysis of recent changes in the scale and characteristics of non-national migration to, and employment in, the 6 Gulf Cooperation Council (GCC) member states. In 1985, the size of the workforce in the Gulf States was 7.1 million. Non-nationals comprised 68% (in Saudi Arabia) to almost 91% (in United Arab Emirates) of the workforce. 63% of the non-nationals were from Asia. Non-national Arab workers represented 30% of the total. In 1985, 36% of all migrant workers came from India and Pakistan. Almost 30% of the non-nationals were employed in services (financial, personal, and community), and almost 29% were in construction. Non-nationals dominate 3 sectors: construction, manufacturing, and utilities. Non-nationals account for a relatively low 55% of the oil sector. The phenomenal rate of growth in non-national workforces during the mid 1970s began to slow in the 1980s. Labor permit issues peaked in the late 1970s and again in 1983-84. The timing and scale of the decline varies by sending country and by destination, reflecting variations in the rate and extent of the economic slowdown in different GCC states, as well as relative wage rates, occupational composition, and organization of the various labor flows. For example, Indian case worker placements fell by 49% between 1983 and 1986, while the number of Filipinos placed fell by 15%. During the 1980s, most Gulf states have increased efforts to enforce labor and residence regulations, but the number of illegal workers has continued to grow. During the 1st half of the 1980s, demand for non-national labor increasingly turned towards new supplies in South and Southeast Asia, notably Bangladesh, Sri Lanka, Indonesia, Thailand, and the Philippines. Meanwhile, an increasing share of Arab and South Asian workers were renewing their work permits, often on less favorable terms. The construction sector has had the greatest decline in new labor inflows; however, the service sector is still growing. Wage rates have fallen an average of 20-30%, and up to 45% since 1983. Since 1985, about 615,000 non-national workers have left. Southeast Asian labor has been most acutely affected by the sharp downturn in economic activity. By 1990, the non-national workforce should decline to 4.36 million, but then it will increase slowly. The number and share of Southeast Asians will rise.     

Is Swedish pension reform the right medicine for aging Europe?

Following the Second World War, the idea of the life course with distinct periods of education, work, and retirement became popular as a result of the alliance of interests of unions and management, with politicians seizing the opportunity to accommodate them. These "social partners" implemented benefit rules and created practices for using old age and disability to ease the exit of older workers. Although justifiable at the time, now those rules and practices hinder individual and employer incentives to invest in human capital and work environments that enable older workers to remain in the workforce. The article argues that the workforce environment of the coming half-century, which is relevant for persons born around 2000, is much different from that a hundred years earlier, which determined the opportunities for people born around 1900. People are healthier and live much longer and work environments are friendlier. The article argues that it is no longer justifiable to subsidize exit from the workforce around the age of 60 for healthy workers, especially in view of the coming labor shortage in Europe. It also argues that the introduction of the principles of the Swedish NDC pension reform in Europe would provide possibilities for flexible exit from the workforce and remove impediments to labor mobility in Europe, which are embedded in many of Europe's present pension arrangements.     

Nursing Home Ownership

Abstract

Following the Second World War, the idea of the life course with distinct periods of education, work, and retirement became popular as a result of the alliance of interests of unions and management, with politicians seizing the opportunity to accommodate them. These “social partners” implemented benefit rules and created practices for using old age and disability to ease the exit of older workers. Although justifiable at the time, now those rules and practices hinder individual and employer incentives to invest in human capital and work environments that enable older workers to remain in the workforce. The article argues that the workforce environment of the coming half-century, which is relevant for persons born around 2000, is much different from that a hundred years earlier, which determined the opportunities for people born around 1900. People are healthier and live much longer and work environments are friendlier. The article argues that it is no longer justifiable to subsidize exit from the workforce around the age of 60 for healthy workers, especially in view of the coming labor shortage in Europe. It also argues that the introduction of the principles of the Swedish NDC pension reform in Europe would provide possibilities for flexible exit from the workforce and remove impediments to labor mobility in Europe, which are embedded in many of Europe's present pension arrangements.     

The nonprofit leadership deficit: A case for more optimism

Recent headlines claim that a looming nonprofit leadership crisis will soon be precipitated by retiring baby boomers. Analysis of baby boom demographics, using national census data on the age distribution and other demographic characteristics of top leaders by sector, confirms the aging nonprofit workforce. However, the issue of whether the aging workforce portends a nonprofit leadership crisis, when analyzed within a theoretical framework of supply and demand in the market for nonprofit executives, reveals flaws in most commentaries about the leadership crisis. Workings of the labor market and nonprofit organizations themselves suggest trends that could be expected to affect labor supply and demand and mitigate a leadership deficit. Reasonable—and likely—market and organizational adjustments, including higher executive pay, increased labor force participation of older workers, skill acquisition of younger workers, possible consolidation of nonprofit organizations, board and volunteer skill sharing, and even venture philanthropy, can be expected to moderate the shock of baby boom retirements, much in the way that schools, job markets, and housing markets have accommodated the movement of this “bulging” generation through earlier decades of their lives.     

Uneven Development in North Carolina? Job Quality Differences Between Local and Nonlocal Firms1

Abstract Do outside firms come to North Carolina or, more generally, to the rural South to take advantage of the low-wage unorganized local relations of production? Do they disrupt local labor market arrangements? We use data from a survey of North Carolina employees to examine labor market and job quality differences between local and outside firms and also the organization of regional labor markets. Results, based on multiple regression models, suggest that outside firms provide higher quality jobs, mediated by organizational resources and internal firm relations of production. Urban Piedmont labor markets provide better jobs than rural labor markets, regardless of the establishment's ownership locale. Generally, uneven development predictions are supported by additive models, but challenged by additional analyses of interactions. These analyses suggest that outside firms may be undermining local relations of production in rural North Carolina. Results of this research present rural policymakers with a challenge for future economic development strategies.     

LABOR QUEUES AND INVOLUNTARY UNEMPLOYMENT

This paper outlines a job search model which emphasizes the placing of applications by job searchers and the firm's use of a queue of applicants as an inventory of labor. The paper analyzes the consequences of the assumption that firms hold queues of applicants both for the decisions of a single firm and for a market composed of several such firms. The aggregate results suggest that considering such labor market queuing helps explain wage rigidity and involuntary unemployment.     

THE NEW UNDERCLASS: A CONTEMPORARY SOCIOLOGICAL DILEMMA

This article presents and defends the hypothesis that a new underclass is emerging in America, comprised of the sons and daughters of previously mobile working-class citizens. Through the combined effects of demographic and labor market changes, substantial numbers of young workers are being squeezed out of the workforce.
The research summarized by this article focuses on the behavioral remifications of the declining mobility of young workers. In particular, it is posited that as young people become increasingly cognizant of their limited chances for upward career mobility, they begin to take on the behavioral characteristics conventionally associated with members of the underclass. A variety of literature and original research is utilized in support of this contention.     

Gender and Employment: A Global Lens on Feminist Analyses and Theorizing of Labor Markets

This review of feminist analyses and theorizing of labor markets uses a global lens to reveal the forces shaping gender inequality. The review focuses on the increasing dominance of services primarily in the liberal market economies of the United States and the United Kingdom along with examples from Asia where restructuring has shifted locations of work and affected new ways of working by a diverse and mobile workforce. Labor market restructuring through commodification of care, outsourcing of household tasks and informalization of employment affects the complexity of relationships between and the interconnectedness of social inequalities transnationally and in global cities. Place matters when analyzing how service employment alters divisions of labor and how these labor market changes are gendered. Global restructuring not only poses new challenges but also creates new opportunities for mobilization around a more robust notion of equality.     

THE LABOR RESERVE AND THE SKILL DEBATE

Competing assertions abound about changes in the skill structure of wage labor. One claims that workplace changes do not necessarily lead to a general deskilling, but enhance skill levels for certain categories of wage labor; another, that such changes contribute to a general deskilling of the paid workforce. Despite having been the focus of much research, these competing assertions remain unresolved. Braverman's discussion of the labor reserve and its pattern of inclusion into the paid workforce promises one possible resolution. Incorporation of a sizable proportion of female workers from the latent labor reserve negated a trend towards an increased proportion of skilled workers in the U.S. paid workforce from 1950 to 1987. Implications of the particular pattern of inclusion and exclusion of this labor reserve are discussed in terms of the debate surrounding the deskilling and reskilling of wage labor in general.     

WORKFORCE COMPOSITION AND FIRM PRODUCTIVITY: EVIDENCE FROM TAIWAN

We study the relationship between workforce composition and firm productivity based on a new employee‐employer‐matched data set, using an array of workforce characteristics and three alternative measures of firm productivity. While firm age is not essential for the performance of firms, those of smaller size and those in the steel and transportation industries outperform others. Moreover, labor quality, particularly the middle‐aged with higher education, contributes significantly to firms' productivity. Furthermore, economic incentives and market competition both play important roles in the performance of firms. Finally, there is an employer‐size premium with larger firms paying higher wages and nonwage benefits. (JEL C33, D20, J30)     

UNEMPLOYMENT AND FINANCIAL CONSTRAINTS FACED BY SMALL FIRMS

A distinguishing feature of small firms is that most small business owners work for themselves and only employ relatives and friends. We examine conditions under which this labor market practice is an economic outcome and consider the link between this outcome and unemployment. The model is motivated by empirical evidence that suggests that small firms are subject to financial constraints that are supported by information asymmetries. I show that, in a constrained equilibrium, sole proprietorship and unemployment arise from an information imperfection in the credit market that makes infeasible the consummation of mutually beneficial contracts in the labor market.     

Does the early bird always get the worm? market institutions and the timing of employment decisions

Unravelling of appointment dates can be observed in some entry-level labor markets but not in others. A comparison of different markets shows how the costs of breaking contracts and being rematched can affect the timing of appointments and market behavior. If contracts can be terminated at any time by workers and if rematching costs are relatively small compared to the benefits from changing matches, early appointments in an entry-level labor market confers no benefit on firms. Firms then have no incentives to make early offers. However, if the costs offset the benefits from changing employment, firms that cannot compete with their principal competitors may prefer to make offers before some critical information becomes available rather than wait for the time when employment can actually start. Such a labor market may experience early appointments. But if the most desirable firms do not issue early offers, other firms may be rejected in any early period. Therefore, the most desirable firms can work together to halt unravelling. I am indebted to Esquire Donna Gerson and Koh Song Hui who extended help in writing this paper. My special thanks should be given to Alvin Roth for his suggestions and comments.     

Asian Women,Job Training and the Social Organization of Immigrant Labor Markets

This paper examines the entry of Asian immigrant women into a gendered labor market via government-funded job training programs. The focus is on the intake processing of clients into an employment training program operated by a community based organization. The study reveals that women's family responsibilities and the cultural capital they bring function to screen them into or out of training programs and ultimately shape their location in the workforce. The study thus draws attention to how race, class, and gender enter into the organization of Asian immigrant women into the labor market. This investigation is based in institutional ethnography (Smith 1987), a research strategy which displays how activities in a particular setting are coordinated with more extended forms of social organization. The study shows that the overriding concern with successful placement in a job as mandated by government regulations is a critical factor in selecting the women for these programs.     

Inscribing Gender in Rural Development: Industrial Homework in Two Midwestern Communities1

Abstract A resurgence of informal economic work, such as home-working, occurred in some rural areas during the 1970s and the 1980s. In two midwestern communities, an employer of industrial homeworkers was recruited in an effort to boost the local economy with new jobs. In these communities, ideas about women's roles in households and the labor market are crucial to the states' ability to couple industrial homeworking with rural community development. Industrial homeworking as development in the United States shows how development goals support and maintain the sexual division of labor in households and in the local labor market. Personal interviews and archival documents form the basis of the case study data. These data are content-analyzed for themes about the process of development and the relationship of the local states and industrial firms.     

The role of families in the population crisis

The population crisis in European countries can be synthesized into two phenomena: the loss of vitality and the aging society. What are the main consequences of this crisis? Can the family play a determining role in helping to face and overcoming these consequences? In this paper we suggest promoting the family as a possible means to help sustain or bring about a recovery in the demographic health of society. The first section is devoted to an analysis of the demographic decline across European countries by examining converging patterns in culturally, politically, and historically different contexts. The second section explores more deeply the interrelations between the determinants of the population crisis and living arrangements. A picture of the new shape of families across Europe precedes an analysis of the changing patterns in living arrangements and their link to reproductive functions. A final section studies the extent to which the family influences the role of women in the labor market.     

The effect of strikes on shareholder returns

Relationships between labor disputes and shareholder wealth are examined through analysis of 91 strikes between 1951 and 1973. Stock market reactions to strikes of different durations are analyzed through a market model methodology. Different market adjustments are found for short, intermediate, and long duration strikes. Shareholder returns prior to strikes are below market returns for firms in the short strike category, approximately equal to the market returns for firms in the short strike category, approximately equal to the market for firms in the intermediate strike duration category, and above the market for firms in the long strike category. After strikes, shareholder returns decline for firms in the short and long strike duration categories.     

PAYING MORE TO HIRE THE BEST? FOREIGN FIRMS,WAGES, AND WORKER MOBILITY

In the context of the debate on the labor‐market consequences of globalization, we adopt an original approach toward the identification of the wage differences between foreign and domestic firms: worker mobility. Using matched employer‐employee panel data for Portugal, we consider virtually all spells of interfirm mobility over a period of 10 yr. We find that foreign firms offer significantly more generous wage policies, although there is also a (smaller) selection effect. The results are robust to the consideration of displaced workers, wage growth differences in the new firms, and different subsets of workers. (JEL J31, J63, F23)