Residential Location,Job Location,and Wages: Theory and Empirics

I develop a stylized partial on‐the‐job equilibrium search model that incorporates a spatial dimension. Workers reside on a circle and can move at a cost. Each point on the circle has a wage distribution. Implications about wages and job mobility are drawn from the model and tested on Danish matched employer–employee data. The model predictions hold true. I find that workers working farther away from their residence earn higher wages. When a worker is making a job‐to‐job transition where he/she changes workplace location he/she experiences a higher wage change than a worker making a job‐to‐job transition without changing workplace location. However, workers making a job‐to‐job transition that makes the workplace location closer to the residence experience a wage drop. Furthermore, low‐wage workers and workers with high transportation costs are more likely to make job‐to‐job transitions, but also residential moves.     

Minimum Wage Effects on Labor Market Outcomes under Search,Matching, and Endogenous Contact Rates

Building upon a continuous‐time model of search with Nash bargaining in a stationary environment, we analyze the effect of changes in minimum wages on labor market outcomes and welfare. Although minimum wage increases may or may not lead to increases in unemployment in our model, they can be welfare‐improving to labor market participants on both the supply and demand sides of the labor market. We discuss identification of the model using Current Population Survey data on accepted wages and unemployment durations, and show that by incorporating a limited amount of information from the demand side of the market it is possible to obtain credible and precise estimates of all primitive parameters. We show that the optimal minimum wage in 1996 depends critically on whether or not contact rates can be considered to be exogenous and we note that the limited variation in minimum wages makes testing this assumption problematic.     

贸易成本、劳动力市场扭曲与中国的劳动生产率

本文在Eaton和Kortum(2002)的基础上,引入劳动力市场扭曲构建开放经济的多部门模型,研究了贸易成本、劳动力市场扭曲对中国劳动生产率的影响。研究结果表明:一方面,1995～2013年中国农业和制造业贸易成本分别下降了0.65和0.60,消除贸易成本所带来的劳动生产率改进空间由64.92%下降至23.12%。另一方面,消除贸易成本和劳动力市场扭曲对劳动生产率的改进存在相互影响,样本期间若同时消除劳动力市场扭曲和贸易成本,加总劳动生产率可以提高67.98%,要高于分别改革两个市场所得到的总效应(仅消除劳动力市场扭曲或贸易成本,加总劳动生产率平均可以提高20.51%或44.29%)。上述结果意味着在实际改革中,中国需要统筹国内改革和对外开放才能达到最优的政策效果。     

商品交易市场网络节点选址的双层规划模型——以安徽省砀山县为例

优化商品交易市场选址方法有利于提升城市规划布局模式,促进城市有序发展。在分析现有选址模型在应用时存在不足的基础上,采用双层规划模型构建了商品交易市场选址模型。上层规划从决策者的角度出发,通过考虑修建商品交易市场的总费用与购买者需求量之间的关系,以使总的收益最大。下层规划描述使用者的选择行为,对应于最大效用值选择商品交易市场。同时,针对所建模型,设计了启发式求解算法,并以安徽省砀山县为例进行初步应用验证。     

员工敬业度、工作绩效与工作满意度的关系研究

本文基于角色理论,探索员工敬业度、工作绩效与工作满意度之间的关系,以及工作绩效在员工敬业度与工作满意度之间的中介作用。利用在职学生的137份调查数据进行统计分析,结果显示,中国文化背景下,工作绩效也包括任务绩效和关系绩效两个维度;员工敬业度、工作绩效和工作满意度之间存在显著正相关;工作绩效在员工敬业度与工作满意度之间起完全的中介作用。     

Promotion,Turnover, and Compensation in the Executive Labor Market

This paper develops a generalized Roy model with human capital accumulation, moral hazard, and career concerns. We identify and estimate the model with a large panel that matches data on publicly listed firms to information on their executives. The structural estimates obtained are used to decompose the firm‐size pay gap. We find that although total compensation and incentive pay increase with firm size, certainty‐equivalent pay decreases with firm size. In larger firms, and for more highly ranked executives, weaker signal quality about effort results in higher risk premiums. This risk premium accounts for roughly 80 percent of the firm‐size gap in total compensation. Larger firms are also willing to pay more than smaller ones to attract executives. Finally, the estimated coefficients on human capital accumulation from formal education and experience gained from different firms are individually significant, but their collective effect on firm‐size pay differentials nets out.     

组织间模仿、环境不确定性与区位选择:以中国企业对美国直接投资为例

从组织间模仿视角出发,考察组织环境中的其他企业以往行为对企业区位选择的影响。基于中国企业对美国直接投资数据的实证研究发现,模仿是中国企业对美国直接投资区位选择的重要影响因素,企业的区位选择会受到同行业中国企业和其他行业中国企业以往选择的影响。并且,同行业企业的影响要大于其他行业企业,即企业更倾向于模仿与自身相似企业的行为。另外,环境不确定性程度也会对企业的模仿行为起到调节作用,环境不确定性的提升会增大其他企业以往行为对当前企业区位选择的影响。     

Microenvironmental Analysis of Residential Exposure to Chromium-Laden Wastes in and Around New Jersey Homes

The purpose of this study was to identify the significant microenvironments that can lead to chromium exposure in Hudson County, New Jersey residential settings near or on soil contaminated with chromium waste. Measurements were made in indoor air, outdoor air, and house dust. Surface dust was found to be the best index of potential Cr exposure. The values of Cr in Hudson County household dust ranged from 3.25-320 ng/cm2 in wipe samples and 1.0-12 ng/cm2 in vacuum samples. Elevated Cr in household dust was found to be related to residential locations near large chromium waste sites, household cleaning habits, and house renovation activities. Outdoor Cr air levels were similar to those obtained in other urban areas at these seasons of the year, approximately 5-7 ng/m3. Comparisons with measurements of the Cr levels in urine found that the elevated Cr in dust was associated with elevated excretion of Cr. Site-specific Cr differences in household dust suggest different sources and routes of exposure. Within the total group of homes in the present study, Cr in household dust was the major influence on household exposure.     

Work satisfaction, health, and stress: A study of Dutch nurses

A study was conducted to compare nurses' work satisfaction and feelings of health and stress in five different nursing departments: a cardiac care unit and a general surgical ward in a general hospital; and an admissions department, a short-stay department, and a long-stay department in a psychiatric hospital. One hundred nurses took part in the study: the instruments used were questionnaires and structured interviews. The main results showed that:

(1) nurses in the cardiac care unit had the most positive satisfaction scores

(2) nurses in the general surgical ward had the most positive scores on the health and stress variables

(3) feelings of dissatisfaction and stress were most prominent in the short-stay department and, to a lesser extent, in the long-stay department.

The findings are interpreted in terms of the different work situations and die implications for hospital management are discussed.

Dr J. A. Landeweerd graduated in industrial and organizational psychology in 1968 (PhD in 1978). He has worked at Eindhoven University of Technology (Department of Industrial Engineering) and now holds a position as senior lecturer at Limburg University (Department of Health Sciences), where he is project-leader for a number of research projects on the relationships between work and health.

Nicolle Boumans, MA, graduated in health sciences in 1985 (specialization: nursing science) and is now a research assistant. She is working on a PhD thesis concerned with the relationship between task characteristics of nurses and their reaction in terms of job satisfaction, health and stress.     

Work satisfaction,health, and stress: A study of Dutch nurses

Abstract

A study was conducted to compare nurses' work satisfaction and feelings of health and stress in five different nursing departments: a cardiac care unit and a general surgical ward in a general hospital; and an admissions department, a short-stay department, and a long-stay department in a psychiatric hospital. One hundred nurses took part in the study: the instruments used were questionnaires and structured interviews. The main results showed that:

(1) nurses in the cardiac care unit had the most positive satisfaction scores

(2) nurses in the general surgical ward had the most positive scores on the health and stress variables

(3) feelings of dissatisfaction and stress were most prominent in the short-stay department and, to a lesser extent, in the long-stay department.

The findings are interpreted in terms of the different work situations and die implications for hospital management are discussed.

Dr J. A. Landeweerd graduated in industrial and organizational psychology in 1968 (PhD in 1978). He has worked at Eindhoven University of Technology (Department of Industrial Engineering) and now holds a position as senior lecturer at Limburg University (Department of Health Sciences), where he is project-leader for a number of research projects on the relationships between work and health.

Nicolle Boumans, MA, graduated in health sciences in 1985 (specialization: nursing science) and is now a research assistant. She is working on a PhD thesis concerned with the relationship between task characteristics of nurses and their reaction in terms of job satisfaction, health and stress.     

基于多层线性模型的情绪劳动、情绪状态和工作退缩行为关系研究

基于情绪劳动理论,建立多层线性模型,对股份制商业银行柜台服务人员的情绪劳动、情绪状态和员工工作退缩行为之间的关系进行实证研究,并探讨了性别对这一多层次内在关系的调节作用。研究结果表明,情绪劳动策略在个体内部以及个体之间存在差异,积极情绪状态能够调节浅层行为、深层行为和工作退缩行为之间的关系,并且这种调节作用存在性别差异;但消极情绪状态对情绪劳动和工作退缩行为不具备显著调节作用。     

Social Optimal Location of Facilities with Fixed Servers,Stochastic Demand,and Congestion

We consider two capacity choice scenarios for the optimal location of facilities with fixed servers, stochastic demand, and congestion. Motivating applications include virtual call centers, consisting of geographically dispersed centers, walk‐in health clinics, motor vehicle inspection stations, automobile emissions testing stations, and internal service systems. The choice of locations for such facilities influences both the travel cost and waiting times of users. In contrast to most previous research, we explicitly embed both customer travel/connection and delay costs in the objective function and solve the location–allocation problem and choose facility capacities simultaneously. The choice of capacity for a facility that is viewed as a queueing system with Poisson arrivals and exponential service times could mean choosing a service rate for the servers (Scenario 1) or choosing the number of servers (Scenario 2). We express the optimal service rate in closed form in Scenario 1 and the (asymptotically) optimal number of servers in closed form in Scenario 2. This allows us to eliminate both the number of servers and the service rates from the optimization problems, leading to tractable mixed‐integer nonlinear programs. Our computational results show that both problems can be solved efficiently using a Lagrangian relaxation optimization procedure.     

Work motivation,organisational identification,and well-being in call centre work

Abstract

Previous work has not considered the interplay of motivational forces linked to the task with those linked to the social identity of employees. The aim of the present study is to combine these approaches. Two studies with call centre agents (N=211, N=161) were conducted in which the relationships of objective working conditions (e.g., inbound vs. outbound work), subjective measures of motivating potential of work, and organisational identification were analysed. Job satisfaction, turnover intentions, organisational citizenship behavior (OCB), health complaints, and burnout were assessed as indicators of the agents’ work motivation and well-being. In both studies it was found that objective working conditions substantially correlated with subjective measures of work motivation. Moreover, employees experiencing a high motivating potential at work reported more OCB, higher job satisfaction, and less turnover intentions. As hypothesized, organisational identification was a further independent predictor of job satisfaction, turnover intentions, OCB, and well-being. Highly organisationally identified employees report higher work motivation and more well-being. Additionally, interactions between the motivating potential and organisational identification were found. However, all the results indicate that interventions seeking to enhance work motivation and well-being in call centres should improve both the motivating potential of the job and organisational identification. These two factors combined in an additive way across both studies.     

中国劳动力市场所有制分割的根源与表现

基于中国特殊的经济制度环境,从理论和实证两个方面廓清了中国劳动力市场所有制分割的三大特征:工资差异、流动障碍及代际传承,揭示了其根源和形成机制。研究认为,劳动力市场的所有制分割根植于国有企业的所有权虚置。虚化的剩余索取权使国有企业经理人的剩余控制权不能得到有效的外部约束,形成迥异于私有企业的特殊工资方程与畸高人力资本回报。同时,内生于国有企业特殊产权属性的"编制"制度阻碍了劳动力优化机制对优胜劣汰这一市场根本准则的执行,使劳动力资源无法在部门之间自由配置。此外,职位稀缺和人力资本的"不可测"在所有权虚置条件下激励了经理人的寻租行为,父辈的就业性质成为决定子女能否获得国有企业"进入许可"的关键,导致了劳动力市场分割的代际传承。     

Work motivation, organisational identification, and well-being in call centre work

Previous work has not considered the interplay of motivational forces linked to the task with those linked to the social identity of employees. The aim of the present study is to combine these approaches. Two studies with call centre agents (N=211, N=161) were conducted in which the relationships of objective working conditions (e.g., inbound vs. outbound work), subjective measures of motivating potential of work, and organisational identification were analysed. Job satisfaction, turnover intentions, organisational citizenship behavior (OCB), health complaints, and burnout were assessed as indicators of the agents' work motivation and well-being. In both studies it was found that objective working conditions substantially correlated with subjective measures of work motivation. Moreover, employees experiencing a high motivating potential at work reported more OCB, higher job satisfaction, and less turnover intentions. As hypothesized, organisational identification was a further independent predictor of job satisfaction, turnover intentions, OCB, and well-being. Highly organisationally identified employees report higher work motivation and more well-being. Additionally, interactions between the motivating potential and organisational identification were found. However, all the results indicate that interventions seeking to enhance work motivation and well-being in call centres should improve both the motivating potential of the job and organisational identification. These two factors combined in an additive way across both studies.     

Subnational Institutions and Location Choice of Emerging Market Firms

I examine how subnational institutions of emerging markets affect the location choice of emerging market firms. I argue that the weak institutions in emerging markets push firms to acquire the skills needed for survival in unfavorable institutional environments. When they start their international venturing, such knowledge, skills, and capabilities will become their unique advantage, which makes them more resilient to red tape, nepotism, and corruption in the host countries. Using a sample of 143 outward FDI events of Chinese multinationals, I test the relationship between subnational institutions at home and firm propensity to enter a target market with weak institutional systems and found robust empirical support for the use of different estimation strategies. Further, my results demonstrate that the effect of subnational institutions at home on location choice is more pronounced in private enterprises compared to state-owned enterprises. This study reveals the importance of home country effects in location choice research and tests empirically the existence of institutional advantage.     

挑战-阻碍性压力源与工作投入和满意度的关系

工作压力一直受到实践者和研究者关注,是组织行为和人力资源管理等学科研究的重要问题.以中国企业员工为样本,采用探索性和验证性因子分析法对挑战性压力源和阻碍性压力源的二维结构观点进行检验,运用层级回归分析方法分析这两类压力源与员工工作投入和整体工作满意度的关系.研究结果表明,压力源的二维结构同样适合于中国企业员工样本,并不是所有的压力源都会带来消极影响,挑战性压力源与员工的工作投入和整体工作满意度显著正相关,而阻碍性压力源与员工工作投入和整体满意度显著负相关.最后对研究结果和未来研究方向进行讨论和说明,该结果不仅在一定程度上丰富了压力管理研究内容,也为企业的管理实践提供指导思想.     

城镇化对生活碳排放影响的门槛特征与地区差异

对中国各地区居民生活中的直接化石能源消费所产生的二氧化碳排放量进行估算,然后基于动态面板门槛模型对城镇化与生活碳排放之间的非线性关系进行研究。研究发现:1生活碳排放与城镇化之间关系存在门槛效应,门槛效应依据收入的差异来体现。当收入小于门槛值时,城镇化对生活碳排放的影响为正;当收入越过门槛值时,城镇化对生活碳排放的影响为负。2当期生活碳排放受上期生活碳排放的影响,具有显著的时间依赖性,生活碳排放与收入之间存在正U型曲线关系。3各地区城镇化发展对生活碳排放的影响存在显著的地区差异。     

基于失效情景的应急设施选址评估指标体系与模型

突发事件具有巨大的破坏性、不确定性,应急设施有可能失效,本文研究基于失效情景的应急设施选址评估指标体系与评估模型。首先基于定义的失效情景研究应急设施选址评估指标。构建全局性、可靠性、时效性、均衡性、经济性评估指标。可靠性作为重要评估指标有助于提高应急设施对需求区域的物资保障程度,保证系统的稳定性,采用多重覆盖率刻画。然后,设计具有不同侧重评估目标的一般情景评估指标体系、设施失效情景评估指标体系以及多区域情景评估指标体系。最后,由于应急设施选址评估具有多影响因素特征,涉及输入和输出多个指标的测度,选取处理多输入\多输出问题具有优势的评估方法—数据包络法,对应急设施选址的合理性进行评估。实例验证评估指标体系的实用性和有效性。     

Wage and Productivity Differentials in Japan: The Role of Labor Market Mechanisms

This paper aims at explaining two stylized facts of the Lost Decade in Japan: rising wage inequalities and increasing firm‐level productivity differentials. We build a model where firms can choose between efficiency wages with endogenous effort and competitive wages, and show that it can replicate those facts. Using Japanese microeconomic data, we find support for the existence of efficiency wages in one group of firms and competitive wages in the other group. Based on those results, a simulation shows that the share of firms using efficiency wages has declined, within sectors, during the Lost Decade, as predicted by the model.