Labor Market Information and Selection in a Local Restaurant Industry: The Tenuous Balance Between Rewards,Commitments, and Costs

The restaurant industry is characterized as having high turnover, skill homogeneity, and distrust of standard sources of labor market information. We examine how in this context employers seek and evaluate information on potential job candidates (extensive search) and the hiring criteria they use to select new employees (intensive search). We find that employers in the restaurant sector are often passive or reactive about recruitment, distrust standard sources of information, and reject the use of educational credentials and work experience as hiring criteria. They do, however, find ways to signal workplace information to potential job candidates, develop schemes to gather reliable information, and closely evaluate job history data when hiring. Some develop signaling strategies to alert potential employees that their stores are sufficiently different from apparently similar stores to make them unusually attractive places to work. To help secure a sufficiently motivated work force, managers eschew standard measures of potential productive capacity or skills and adopt instead indicators of a modicum of employee motivation. Even under conditions of high turnover, skill homogeneity, and distrusted information, employers find ways to secure effort and commitment from potentially recalcitrant employees.     

A scale to assess board member motivations in nonprofit organizations

The purpose of this study was to develop a framework for identifying the motivations of board members in nonprofit organizations. Building on previous work of board member motivations (Searle, 1989; Inglis, 1994) and motivations of direct service volunteers (Clary and others, 1998), the results of the current study support a framework consisting of six components: Enhancement of Self‐Worth, Learning Through Community, Helping the Community, Developing Individual Relationships, Unique Contributions to the Board, and Self‐Healing. We discuss contributions by the panel of experts who reviewed the instrument and by the respondents who offered additional reasons for joining the board in view of how they can add validity to scale development. Frameworks such as the one reported in this article are valuable for understanding the complex involvement of attitudes and motivations as they relate to individuals' decisions to join boards. These insights may be applied in areas such as board member recruitment, training and development, and retention.     

Search online: Evidence from acquisition of information on online job boards and resume banks

While online job boards and resume banks have improved access to information about available jobs and job searchers, little is known about how much of this information gets actually disseminated among participants in the labor market. On the basis of novel data, we find that employers and job searchers prefer to visit resume banks and job boards with more postings. However, once on the site, the number of postings that a typical visitor reviews is not affected by the number of available postings and represents a small fraction of all postings on the site. These findings suggest that employers and job searchers acquire limited amount of information about available job searchers and jobs online even though additional information is easily accessible and available free of charge.     

GENDER DIFFERENCES IN EXPERIMENTAL WAGE NEGOTIATIONS

We examine behavioral gender differences and gender pairing effects in a laboratory experiment with face‐to‐face alternating‐offers wage bargaining. Our results suggest that gender differences in bargaining behavior are role‐dependent. We find that women obtain worse bargaining outcomes than men when they take on the role of employees, but not when they act as employers. Differences in bargaining outcomes can be explained by the bargaining parties' initial offers and counteroffers. We do not find evidence for behavioral differences between men and women in the process of alternating offers after first offers and counteroffers are made.(JEL J16, C78, C91)     

Want Ads and Jobs for the Poor: A Glaring Mismatch

This study tested the claim that newspaper help-wanted sections list enough jobs for all who want work. We counted jobs listed in The Washington Post's help-wanted section, sorting them by skill, education, and experience to identify those available to the unemployed poor. Then we asked employers how many people had applied. Only 13% of all vacancies and only 8% of all full-time vacancies offered work for the unemployed poor. Although these menial jobs paid low wages and rarefy offered fringe benefits, they received an average of 21 applications and were quickly filled. The tight labor market for menial jobs portends great difficulty in securing paid employment for people now being evicted from the Aid to Families with Dependent Children program.     

Job Search Techniques as Employment Channels: Differential Effects on the Initial Employment Success of College Graduates

A conceptual framework suggests that employers will favor applicants from specific employment channels (job search techniques) depending on the qualifications sought. Logistic regression was used to analyze the responses of 1012 baccalaureate graduates to a survey 1 month after graduation. The results support the proposition that alternative search techniques have differential effects depending on the qualifications offered. All search techniques except 1 revealed interaction effects, favoring or limiting graduates with specific characteristics such as appropriate specialization and higher ability. Direct contact with employers and early initiation of search contributed directly to initial baccalaureate-level employment.     

‘Aging’ identities: Degradation and negotiation in the search for employment

This study draws on data from interviews with individuals aged 45 to 65 (n = 30) to examine changes in identity that occur during their search for employment. Findings indicate that once participants perceive they have been labelled “old” by others (i.e. potential employers and personnel at older worker programs) they begin to define themselves as “old” and become susceptible to identity degradation. However, the majority of individuals are able to successfully negotiate their identities by drawing on social support, attending older worker programs, changing their identities, maintaining some of their key roles, and altering their overall mental outlook. This paper draws attention to the paradoxical nature of the job search process and to the latent consequences of older worker programs — individuals go to older worker programs for job search assistance, yet some of the experiences encountered during attendance at these programs mirrored many experiences encountered with discriminatory employers.     

LOCUS OF CONTROL AND JOB TURNOVER

In this article, I investigate how a worker's locus of control, that is, the perception of control over daily events, affects job‐to‐job and job‐to‐nonemployment turnover. I find that an increase in internality—the degree to which respondents believe that the outcomes of their life events are determined by their own actions versus external factors—increases job‐to‐job transitions. In addition, the annual wage growth rate and the wage gains from job‐to‐job transitions increase with internality. The influence of the locus of control on job‐to‐nonemployment turnover, however, is insignificant on controlling for the worker's level of attained education. (JEL D83, J63)     

Social Capital,Labour Markets,and Job‐Finding in Urban and Rural Regions: comparing paths to employment in prosperous cities and stressed rural communities in Canada1,2

This paper compares paths to employment (job‐finding) in prosperous cities and economically‐stressed rural communities in Canada. Since the pioneering work of Mark Granovetter (1973; 1974 ), sociologists have investigated the role of social capital in job‐finding (specifically, the use of strong and weak social ties to find out about employment opportunities). To date, however, there have been few direct comparisons of job‐finding in urban and rural settings (see Lindsay et al., 2005 ; Wahba and Zenou, 2005 ). Using data from two major surveys and a qualitative interview project, we uncover several important differences in urban and rural paths to employment. First, we find that both strong and weak ties are used more frequently by rural residents to find a job, while city‐dwellers rely more often on formal or impersonal means. Second, we find much stronger evidence of differentiation within rural regions. Long‐time rural residents are much more likely to use strong and weak ties to find employment than are newcomers. However, rural residents who used weak ties as paths to employment have significantly lower incomes. None of these patterns are evident in the cities. Together, these findings lead us to conclude that job‐finding in rural settings is strongly affected by constraints – in the labour market and in social capital resources – that are not present in cities.     

How to Succeed in a Transnational Labor Market: Job Search and Wages among Hungarian,Slovak, and Czech Commuters in Austria

This paper deals with job search strategies and wages among cross‐border commuters residing in the Central European Region (CENTROPE). Our main aim is to investigate the role of social networks as constitutive for job searching and for successful labor market integration. We build upon a theoretical framework developed by Aguilera and Massey, reflecting on the nexus of social networks, job search methods, and related labor market outcomes. Methodologically, we use a new quantitative survey on the employment careers of cross‐border commuters residing in the regions of the Czech Republic, Slovakia, and Hungary bordering on Austria, conducted in the winter/spring of 2012/2013 (N = 2,573). Our results corroborate the hypothesis that human and social capital resources as well as labor market characteristics serve as key factors for job search and labor market integration among cross‐border commuters in the CENTROPE transnational labor market.     

EMPLOYER SEARCH, TRAINING, AND VACANCY DURATION

We develop a model of optimal employer search strategy when information about match quality is endogenous. The model is tested using four data sets, two of which have not previously been used. As theory predicts, we find that when filling positions requiring more training, employers search more intensively and extensively. Employers also search more extensively when hiring workers with more education and with prior experience. These findings provide strong evidence of systematic variation in search strategies based on the characteristics of the positions and job applicants. Factors that influence employer search also affect the duration of a vacancy.     

Exploring the association between board and organizational performance in nonprofit organizations

Note: This study investigated six dimensions of effective board performance, as suggested by Chait, Holland, and Taylor (1991), in relation to three theoretical explanations (agency theory, resource dependency theory, and group/decision process theory) of how board governance activities potentially influence organizational performance. Survey research findings revealed that strategic contributions from the board are more robust in organizations with higher financial performance. In addition, organizations that are judged to be higher performing also reported having high‐performing boards across all dimensions. In particular, the interpersonal dimension provided a unique explanation of judgments of organizational performance.     

WHY DON'T ELIGIBLE FIRMS CLAIM HIRING SUBSIDIES? THE ROLE OF JOB DURATION

Only a small fraction of firms that hire disadvantaged workers claim the federal subsidies for which they qualify, namely, the Work Opportunity Tax Credit (WOTC) and Welfare‐to‐Work Tax Credit (WtW). Subsidy benefits depend partially on job duration, with higher subsidy rates above certain job‐duration thresholds. I estimate the relationship between a firm's WOTC/WtW participation and its eligible workers' job durations. Using unique Wisconsin administrative data, I find that workers' subsidy rates (determined by hours worked) have the expected relationship to participation: Firms with a larger fraction of workers exceeding the programs' job‐duration thresholds are more likely to claim the WOTC/WtW. I also find no evidence that firms systematically modify the job duration of their workers to maximize subsidy payments. (JEL J3)     

Health Insurance and Risk of Divorce: Does Having Your Own Insurance Matter?

Most American adults under 65 obtain health insurance through their employers or their spouses' employers. The absence of a universal health care system in the United States puts Americans at considerable risk for losing their coverage when transitioning out of jobs or marriages. Scholars have found evidence of reduced job mobility among individuals who are dependent on their employers for health care coverage. In this study, the author found similar relationships between insurance and divorce. She applied the hazard model to married individuals in the longitudinal Survey of Income Program Participation (N = 17,388) and found lower divorce rates among people who were insured through their partners' plans without alternative sources of their own. Furthermore, she found gender differences in the relationship between health care coverage and divorce rates: Insurance‐dependent women had lower rates of divorce than men in similar situations. These findings draw attention to the importance of considering family processes when debating and evaluating health policies.     

Behavioral Determinants of Nonprofit Board Performance

There is an increased awareness that the performance of boards (good governance) is not only determined by structural determinants but by behavioral determinants as well. These behavioral determinants might be particularly important for public and nonprofit governance, where the role of the board is more diffuse and heterogeneous than in corporate governance. Here we investigate how social dynamics within boards in secondary education influence their performance. We follow a concise model that includes cognitive conflict, the use of expertise, effort norms, and social cohesion as determinants of board task performance. A survey among all secondary schools in the Netherlands serves as the empirical underpinning for this process‐oriented model of good governance. We show that the behavioral determinants have different effects on the control task and advice task of boards. Also, we find that cognitive conflicts in supervisory boards do not lead to less but rather to more social cohesion within boards. Building on these findings, we suggest a revised model of the behavioral determinants of nonprofit board performance.     

The Role of Social Networks in Getting a Job

This article reviews recent research on the effect s of social networks on access to job information and getting a job in the United States. Drawing on network ties from friends, family members, acquaintances, employers, or coworkers can improve the job search because individuals gain access to and make use of their network’s social capital. While this job searching strategy can result in a successful job search for some, not all job seekers benefit from reliance on social networks. We spotlight research that documents how reliance on social networks as a means to find work can actually maintain sex and racial/ethnic inequality at work. We discuss research documenting the important role social networks play in the job acquisition process. The last half of this review focuses on several new developments in the literature that promise to further our understanding of social networks’ lasting effects on employment outcomes.     

TRADE COSTS AND JOB FLOWS: EVIDENCE FROM ESTABLISHMENT‐LEVEL DATA

Changes in the costs of trading inputs or final goods affect establishment‐level job flows. Using a longitudinal database containing the universe of manufacturing establishments in California from 1992 to 2004, we find that a decline in input or final‐good trade costs is associated with job destruction in the least productive establishments, job creation in the most productive establishments, and an increase in the death likelihood of the least productive establishments. The evidence is consistent with predictions of models of trade with heterogeneous firms. Additionally, the evidence shows that the effects of input trade costs on establishment‐level job flows are larger than the effects of final‐good trade costs. (JEL F14, F16)     

RACE AND EMPLOYMENT OUTCOMES: EVIDENCE FROM NBA COACHES

We study the impact of management diversity on employment outcomes using data on NBA head coaches that includes information on the race of each coach and his supervisor. We find that a supervisor is more likely to hire a coach of his own race. We also find that black coaches are less likely to be rehired to a second job within three years than their white counterparts, and that a head coach's race affects the quality of the opportunities he is offered. These findings are stronger for first-time coaches than experienced coaches, suggesting that observable information on performance mitigates bias. (JEL J0, J4, J7)     

Integration of Thought and Action: Arm Weights Facilitate Search Accuracy in 24‐Month‐Old Children

Search errors are common in cognitive tasks with infants and toddlers, and these errors reveal important insights to the development of competence and performance. Rivière and Lécuyer (2008, Journal of Experimental Child Psychology, 100, 1) demonstrated that 29‐month‐olds typically make an error during a search task involving invisible displacement. However, performance improves significantly when children wear weighted wrist bands while doing the task. To investigate this phenomenon further, we tested 24‐month‐old children in an identical search task (N = 35). Half the children wore weighted wrist bands, and the rest were in a no‐weight condition. To test how far this phenomenon generalizes, we also tested the same children in a second search task where they needed to find a ball that had rolled behind one of four doors. The results showed that children in the no‐weight condition replicated previous findings of poor performance on both search tasks. Unlike 29‐month‐olds, the 24‐month‐olds in the weighted condition did not immediately show improvement on the search tasks. However, after an initial search attempt, children wearing weights performed significantly better than chance. The findings shed new light on the interplay between thought and action.