Economic justice in adolescence: An Australian-Japanese comparison

This cross-national study examines adolescents' allocations of economic rewards according to perceived family need. Japanese and Australian boys responded to situations corresponding to all possible combinations of four evaluative dimensions: worker effort, ability, work outcome and family need. When outcome was presented as high. Japanese adolescents with increasing age allocated a significantly greater income increment to workers with high family need than did their Australian counterparts. In addition. Japanese adolescents allocated significantly more income to low ability workers. In both samples, high need was rewarded significantly inore than low need, except when workers' ability was high but their effort and work outcome were stated as low. The results are discussed in terms of Western and Japanese economic arrangements, and point to changes in concern for family need which continue to develop beyond childhood as influenced by the cultural context.     

Correlates in Children's Experiences of Parents' Racial Socialization Behaviors

This study examined racial socialization processes among 94 African American parents of third‐, fourth‐, and fifth‐grade children as they were predicted by children's ethnic identity exploration and unfair treatment as well as by parents' ethnic identity and discrimination experiences. Findings indicated that children's ethnic identity exploration and parents' perceptions that their children had been treated unfairly by an adult because of their race were both significantly associated with the frequency of messages to children regarding discrimination (Preparation for Bias). Parents' perceptions of children's unfair treatment from an adult and children's perceptions that they had been treated unfairly by peers were significantly associated with parents' cautions and warnings to children about intergroup relations (Promotion of Mistrust). Moreover, the influence of parents' perceptions on Promotion of Mistrust were especially pronounced when children also reported unfair treatment from adults. Children's identity exploration and unfair treatment were not associated with parents' emphasis on ethnic pride, heritage, and diversity (Cultural Socialization/Pluralism). Thus, findings suggest that parental factors are most central in the racial socialization messages that children receive. However, children's perceptions of discrimination and information seeking regarding their own history appear to have some influence on parental messages about race.     

Infants Associate Praise and Admonishment with Fair and Unfair Individuals

Recent evidence suggests that infants possess a rudimentary sensitivity to fairness: Infants expect resources to be distributed fairly and equally, and prefer individuals that distribute resources fairly over those that do so unfairly. The goal of this work was to determine whether infants' evaluations of fair and unfair individuals also includes an understanding that fair individuals are worthy of praise and unfair individuals are worthy of admonishment. After watching individuals distribute goods fairly or unfairly to recipients, 15‐month‐old (Experiments 1 and 2) and 13‐month‐old (Experiment 3) infants took part in a test phase in which they saw only the distributors' faces accompanied by praise or admonishment. Across all experiments, infants differentially shifted their visual attention to images of the fair and unfair distributors as a function of the accompanying praise or admonishment, although the direction in which they did so varied by age. Thus, by the start of the second year of life, infants appear to perceive fair individuals as morally praiseworthy and unfair individuals as morally blameworthy.     

Long live Fenerbahçe: The production boosting effects of football

The connection between Turkish industrial production performance and the success of a popular Turkish football team, namely Fenerbahçe, is the central theme of this article. The success of Fenerbahçe is interpreted as a proxy for the workers’ mood or morale. Performing a transfer function analysis on our monthly data set, we reveal positive feedback from Fenerbahçe’s success, which proxies workers’ mood/morale, to economic performance such that the monthly industrial growth rate increases by 0.26% with the number of games won by Fenerbahçe in European cups regardless of where the game is played. Evidence of the effects of games against domestic rivals on industrial performance is not statistically significant.     

You are who remembers you. Detecting leadership through accuracy of recall

We measured interpersonal perception accuracy by focusing on the relationship between actors’ centrality and their ability to accurately report their social interactions. We used the network measures of actors’ betweenness centrality and degree centrality to identify the most prominent members by correlating ego-perception and alter-perception in a “non-reciprocity” type of misalignment. We found a positive correlation between actors’ centrality and their centrality as assessed by senior management, and a negative correlation between actors’ centrality and their accuracy in recalling interactions. Underreporting social interactions may represent a third way of measuring the importance of members and finding the most influential actors.     

Misperceptions of social norms about tax compliance: From theory to intervention

Taxpayers may estimate others’ acceptance of tax evasion as being greater than their own. This self–other discrepancy in tax ethics could undermine people’s tax compliance as they conform to the misperceived social norm. Feedback about the self–other discrepancy could correct the misperception and improve compliance. This approach was first tested in a scenario study with 64 students. Respondents showed the expected self–other discrepancy in tax ethics and feedback about the finding increased their hypothetical compliance. Further results showed that the effect was due to the intervention improving the perception of others’ tax ethics, as expected. Study 2, a field experiment with 1500 Australian taxpayers, replicated the self–other discrepancy and provided taxpayers with information about the result. Compared to control groups, the feedback did not affect work-related expenses claims but significantly reduced other deduction claims.     

‘It's against our law,never mind anyone else's’: the Disability Discrimination Act 1995 and adults with learning disabilities

This study examines Part III of the Disability Discrimination Act 1995 (the provision of goods, services and facilities) in relation to adults with learning disabilities. The study had a participatory element in that self‐advocates co‐facilitated focus groups and joined the Research Advisory Group. The paper presents views of people with learning disabilities, garnered through focus groups and interviews, about the Act and about using services. Awareness of their rights was generally low, although activists were generally better informed. While usually offered reasonable service in shops, pubs and other facilities, people were sometimes treated unfairly. This could take three forms – being treated with a lack of courtesy and respect, failure to make reasonable adjustments and outright refusal to serve. People felt a strong sense of injustice when treated in these ways but the majority were unlikely to complain, although a few had challenged unfair treatment. The paper concludes with recommendations for policy and practice.     

The role of employers’ beliefs in the evaluation of educational output

The purpose of this paper is to advance an alternative view of the educational output and the question of how to evaluate it. In contrast to the dominant tradition in the economics of education, we take the view that that output is what agents evaluate as such. We focus more specifically on an analysis of employers’ beliefs and representations. Several tens of recruiters were interviewed. Analysis of these interviews shows that employers regard the qualities required at work as either ‘learnable’ or innate. These beliefs as to the origin of workers’ qualities will shape employers’ evaluations of employees’ education, influence firms’ organization as well as how labour markets operate.     

DETERMINANTS OF VOLUNTARY OVERTIME DECISIONS

This paper develops and estimates a model of the labor supply for overtime work when some workers' choices are constrained by mandatory overtime provisions of employers. Economic incentives are shown to have a significant effect on workers' overtime decisions. Policy simulations suggest that an increase in the overtime premium would lead to greater voluntary overtime work, as would a lowering of the level of weekly hours after which the mandatory premium takes effect. The estimated effects of these changes are not quantitatively large, indicating that workers are fairly insensitive to changes in monetary incentives in making overtime decisions.     

Preference for same-race health care providers and perceptions of interpersonal discrimination in health care

This article examines black Americans' preference for black health care providers. Using data from a national survey, we assess how blacks 'perceptions of discrimination are related to preference for same-race health care providers. Overall, the belief that discrimination is frequent in different-race doctor-patient dyads is associated with greater preference for a same-race provider However; the belief that discrimination occurs regardless of a doctor's race reduces preference for a same-race provider Finally, general perceptions of discrimination are distinct from concerns about personally being treated unfairly, and low personal concern about unfair treatment reduces preference for a same-race provider among those who believe that interpersonal discrimination occurs frequently. These results suggest a complex picture of how perceptions of discrimination influence preferred race of health care provider among blacks in the United States.     

Negative impact induced by foreign workers: Evidence in Malaysian construction sector

Though foreign workers served to overcome the labor shortage in the Malaysian construction market, over-dependence on foreign workers and the negative impacts induced have become a serious social problem. The aims of this research are to identify those negative impacts induced by foreign workers in the Malaysian construction market and to determine strategies in minimizing these negative impacts. Data were collected through a structured interview and survey. The questionnaires were delegated to professionals in construction projects who have direct contacts with foreign workers. Only respondents from those companies registered under the CIDB grade G7 were chosen for this survey. There were 117 sets of questionnaires completed and analyzed through the structured interviews. The three principal factors attracting foreign workers to the Malaysian construction market are “Preference of the employers”, “Lifestyle and working conditions”, and “Unattractiveness of the career pathway”. The main negative impacts induced by foreign workers are “Over-dependence on foreign workers”, “Increment in criminal activities or social problems”, and “Existence of illegal workers”. This research proposes that strategies such as “Attract local workers into the construction industry”, “Industrialized Building Systems”, “Eliminate illegal migration”, and “Improve governance structure” would be successful in minimizing negative impacts induced by foreign workers.     

Erosion of purchasing power and labor supply

This paper presents three studies on the labor market in Italy, carried out using questionnaires over the course of time (1990–2002). The main result is that, if real wages decline to a certain extent, employed workers increase their labor supply, in order to recoup their lost purchasing power and to redress, perhaps unconsciously, the decline in their economic and social hierarchical position.As long as real wages grew at a satisfactory rate, in the early 90s, workers were unwilling to change their work schedules in either direction—exchanging income for leisure time at the current hourly wage or vice versa—whatever were their work time and wages. During the last decade workers—who suffered a decrease in real wages—have been willing to work more hours. As a result, workers did not demand more leisure time despite the fact that it had become cheaper as predicted by traditional theory. Thus, employers may expect a not-insignificant increase in labor supply if real wages decrease.     

A reverse sunk cost effect in risky decision making: Sometimes we have too much invested to gamble

The sunk cost effect refers to the empirical finding that people tend to let their decisions be influenced by costs made at an earlier time in such a way that they are more risk seeking than they would be had they not made these costs. This finding seems to be in conflict with economic theory which implies that only incremental costs and benefits should affect decisions. The effect is often explained in terms of prospect theory of (Kahneman, D., Tversky, A., 1979. Prospect theory: An analysis of decision under risk. Econometrica 47, 263–291), suggesting that sunk costs may induce a ‘loss frame,’ consequently causing risk seeking behavior. We argue that sunk costs may also result in risk aversion. In the present study we investigated the effect of time and effort investments (Behavioral Sunk Costs) on risky decision making in gain and loss situations. The results show that, in agreement with prospect theory, participants were more risk averse in gain situations than in loss situations. Moreover, incurring Behavioral Sunk Costs appeared to increase risk aversive choices, i.e., a reverse sunk cost effect. Furthermore, the results suggest that, in loss situations, Behavioral Sunk Costs mainly lead to risk aversive behavior if opting for the ‘safe’ alternative is not accompanied by an increased possibility to regret the decision.     

Gender-biased behavior at work: Exploring the relationship between sexual harassment and sex discrimination

This paper examines survey-based reports of sexual harassment and sex discrimination in order to identify the stylized facts about the nature of the relationship between them. In particular, we are interested in assessing whether these concepts measure similar forms of gender-biased behavior and whether they have the same effect on workers’ job satisfaction and intentions to leave their jobs. Our results provide little support for the notion that survey-based measures of sexual harassment and sex discrimination capture the same underlying behavior. Respondents do appear to differentiate between incidents of sexual harassment and incidents of sex discrimination in the workplace. There are gender differences in the consequences, however. Both sex discrimination and sexual harassment are associated with a higher degree of job dissatisfaction. However, women’s intended job changes appear to be more sensitive to experiencing sex discrimination, while men’s are more sensitive to experiencing sexual harassment. Although exploratory, when taken together these results give us hope that in the future sufficiently detailed surveys could provide a useful foundation for quantifying the link between sexual harassment and sex discrimination. They also suggest that the best prospect for developing—and then testing—a conceptual framework of gender bias lies in adopting a multi-disciplinary approach incorporating the insights of disciplines such as sociology, psychology, and economics.     

Is a good deal always fair? Examining the concepts of transaction value and price fairness

Previous research has shown that if consumers are aware that they are paying more than another customer for a similar transaction, then they may perceive the price to be unfair. A concept closely related to fairness is transaction value, defined as consumers’ perceptions of the psychological satisfaction or pleasure from taking advantage of a price deal. In this research, we conceptualize that although consumers’ perceptions of price fairness and transaction value share many similarities, nevertheless there are also important differences. Using three studies, we empirically examine these differences. We show that although a “bad deal” is typically perceived to be an unfair price, a “good deal” is not necessarily perceived to be the fairest price.     

Moonlighting and overtime: A cross-country analysis

I investigate how contractual hours and overtime premiums affect the decision either to moonlight or to work overtime. By reducing the standard workweek, the government or labor unions can affect the likelihood that a worker faces an hour constraint. An underemployed worker can secure additional earnings by working either on a second job or overtime. I model this decision as a bivariate probit. To create variation in the overtime rates, data for nine OECD countries are pooled. I find that decreasing the standard hours of work increases the probability of moonlighting. The overtime premium has an ambiguous effect on the probability of moonlighting, but it has a negative effect on the probability of working overtime. I thank R.L. Oaxaca, R. Stratton, and M. Nelson for their valuable comments and help. Any errors are solely my responsibility.     

Counter-geographies: The campaign against rationalisation of agricultural research stations in New South Wales, Australia

This paper discusses an example of community action mounted in a rural region of New South Wales, Australia, in response to proposals by the State Government to rationalise agricultural research stations operated by the Department of Primary Industries. Informed by a Foucaultian understanding of power and the concept of governmentality, neoliberalism is theorised as being the broad governmental context in which rationalisation proposals were put forward. Recent literature drawing on this theoretical perspective has emphasised that neoliberalism is enacted through a relationship of power, and is not monolithic or inevitable. Neoliberalism is always negotiated by those seeking to govern and those who are the object of such governmental actions. This paper analyses how plans to rationalise publicly funded agricultural research stations were opposed by those seeking to keep research facilities open in the case study area. The paper discusses the methods and scope of community action and, drawing on interviews, identifies a series of discourses articulated by campaigners. Non-local actors were depicted as uncaring and insensitive. In contrast, campaigners discussed the emergence of a ‘city-country divide’ in domestic politics; the need for specialist agricultural knowledge given the region's unique geographical location; and local impacts of an economic, social and emotional nature. Central were discourses of maintaining community, tradition, and continuity in unique local places defined by their climate, biophysical environment and economy. These were ‘counter-geographies’ that sought (successfully, it would transpire) to disrupt the state's imagined geography of a homogenous and flexible administrative space in which research services could be relocated wherever most efficient. Important too were embodied resistances to the way rural industries and people were subjected. Campaigners refused to accept preferred codes of neoliberal behaviour (particularly mobility and rationality) and instead demanded respect for their careers, families and communities. Important considerations are suggested for further research on impacts and negotiations of neoliberalism. This study particularly highlights the successes—as well as contradictions and limitations—of arguments that construct rural places as socialised, unique and unfairly treated (by governments), in opposition to metropolitan dominance and ‘placeless’ neoliberalism.     

Strategic behavior and the impact of unions on wage incentive plans

This paper analyzes optimal wage incentive plans in situations in which firms make capital investments and employees supply work effort. An efficient contract will take workers’ response into account in its design, leading to a competitive contract that takes the form of a lump sum penalty and full marginal rewards to workers, or equivalently, a base wage and a piece rate above a quota. A union optimizing worker welfare will alter this lump sum amount rather than attempt to control worker effort or the marginal rewards for additional output. The greater utilization of piece rate systems in capital-intensive industries is correctly predicted by the analysis.     

The Role of Temporary Help Agency Employment on Temp-to-Perm Transitions

This paper evaluates the impact of agency work on temporary workers’ posterior likelihood of being hired on a permanent basis. We use administrative data on two groups of temporary workers for whom we have complete work histories since they are first observed in 1998 until the year 2004. One group consists of workers employed through a temporary help agency (THA) at some point during the 7 year period under examination (treated group). The other group is composed of individuals employed as direct-hire temps at some point between 1998 and the year 2004, but never via a THA (control group). Using propensity score matching methods, we find that agency workers endure a lower likelihood of being hired on a permanent basis following their temporary assignment than their direct-hire counterparts. However, there are relevant differences for some groups of workers.

Learning from experience or learning from others?: Inferring informal training from a human capital earnings function with matched employer–employee data

A model of informal training which combines learning from own experience and learning from others is proposed in this paper. It yields a closed-form solution that revises Mincer–Jovanovic's [Mincer, J., Jovanovic, B., 1981. Labor mobility and wages. In: Rosen, S. (Ed.), Studies in Labor Markets. Chicago University Press, Chicago, pp. 21–64] treatment of tenure in the human capital earnings function. We estimate the structural parameters of this non-linear model on a large French cross-section with matched employer–employee data. We find that workers on average can learn from others 10% of their own human capital on entering one plant, and catch half of their learning from others’ potential in just 2 years. The private marginal returns to education are declining with education as more educated workers have less to learn from others and share the social returns of their own education with their less qualified co-workers. The potential for learning from others on the job varies across jobs and establishments, and this provides a new distinction between imitation jobs and experience jobs. Workers in imitation jobs, who learn most from others, tend to have considerably longer tenure than workers in experience jobs. Although workers in experience jobs can learn little from others, we find that they learn a lot by themselves. We document several analogies between the imitation jobs/experience jobs “dualism” and the primary/secondary jobs and firms’ dualism implied by the dual labor market theory. However, our binary classification of jobs depicts the data more closely than the dual theory categorization into primary-type and secondary-type establishments. Competition prevails between jobs and firms but jobs differ by their learning technology.