Failure to return to industry,the primary feature of the sequence of Turkish migration

This article seeks to destroy the myth that the industrial experience of emigrated workers can be helpful in development efforts for the sending countries by supplying a highly qualified labor force. The extent and nature of unemployment in an underdeveloped country such as Turkey form the essential background. Insufficient demand for labor, oppressive living conditions for the unemployed, and the absence of hope for future improvement in employment conditions produce a high desire to work devoid of a specific job or career goals, tendencies which account for the willingness of workers to accept any kind of work as long as pay is adequate. Most Turkish migrant workers have been found to be oriented toward accumulating as much money as possible, not for use as a means of changing their structural situation or improving their employment qualifications, but as an end in itself. The hypothesis that polyannual migrants acquire new knowledge and ability to adapt to the mode of life of an industrial society, internalizing its structures, roles, and values, recieves little confirmation in the literature. A large proportion of Turkish migrants remain attached to preindustrial habits and preferences for work in a milieu that assures personal relationships. Few report in surveys that they learn significantly in their migrant jobs. Migrant workers who are only superficially familiar with industrial culture and who reject the mode of life of industrial society cannot be viewed as a force for change and innovation when they return. Migrant remittances are steadily increasing, but until the present, no structural changes have been made in Turkey to encourage their investment in productive enterprises. Personal or familial reasons, not desire to undertake new enterprises, are most often the cause of migrants' return; once they have done so, they aspire to new occupations in the tertiary sector rather than return to their earlier lines of employment.     

Why is flexible employment increasing?

Firms have increased their reliance on flexible, or temporary, employment. Some of this increase is a normal market response to technological and demographic trends largely beyond the control of public policy. But the trend toward flexible employment is also explained by increased government regulation of labor markets. This regulation has increased the cost of employing permanent workers relative to the cost of employing temporary workers. Of primary importance has been the substitution of regulatory restrictions on hiring and firing for the common law doctrine of employment at will.     

Young migrants of the second generation in Europe: education and labour market insertion prospects

This paper compares the situation of second generation migrants in employing European nations with first generation migrants in the countries of origin. The study focuses on intergenerational changes in employment, unemployment, and further migration. High rates of failure, underachievement, and non-attendance are often found among migrant school children. Girls and boys show high occupational aspirations from age 10-14, but more realistic aspirations by their last year of school. Although vocational training interests many young foreigners, they usually do not get enough training to compete successfully in the labor market. Unemployment affects young foreigners more, and their employment is more unstable, unskilled, and without advancement. Indecision dominates their attitudes about return migration. The country of origin usually cannot provide employment, especially for women, and the longer young migrants have been in employing nations, the less likely they are to want to leave. Difficulty in migrating and the parental desire for superior schooling also limit return migration. On return, migrants 1) experience no continuity of employment or promotion, 2) often find that the skills they have acquired are not valued, 3) must use parallel labor market and cottage industry work to find employment, 4) find that, especially for women and young workers, the unstable employment experienced abroad also affects them on return, 5) find temporary employment or have difficulty in obtaining a job, 6) find both positive and negative views are held by employers concerning them, 7) find that family and connections are the primary means for finding jobs, and 8) discover return migration may not be an end since many second generation migrants will re-migrate for economic and social reasons. School performance, language mastery, social integration and access to training plague migrants and young nationals of similar socioeconomic background. They are unprepared to succeed in the new country and experience conflict of aspirations. First and second generation return migrants experience great frustration, since employment conditions are poor, and may be forced to migrate to a third country.     

Organizational Uncertainty and Labor Contracts in China's Economic Transition

Lifetime employment was a cornerstone of the Chinese socialist system constructed under Mao. In this system, organizations served the function of social security, and as a result, many organizations were overburdened with bloated work forces and retirees that drew from organizational coffers well into old age. Labor contracts fundamentally alter this system, as they allow firms to end the socialist institution of lifetime employment. Yet there is significant variation on the institutionalization of labor contracts in organizations. Based on a sample of 81 firms in industrial Shanghai, I show that organizations that are experiencing uncertainty in the economic transition are more likely to institutionalize labor contracts on an organizationwide basis. There are two types of organizational uncertainty in the economic transition: economic uncertainty and administrative uncertainty. In cases of economic uncertainty, firms that lost money in 1990 and firms that are burdened by large forces of retired workers are more likely to place their workers on labor contracts. In the case of administrative uncertainty, firms that are at the highest levels of the industrial hierarchy are also significantly more likely to place their workers on labor contracts. Although these upper level firms were the most protected under the command economy, they are being forced to handle the greatest among the responsibilities in the economic transition, and as a result, they experience the greatest sense of being set adrift by the state.     

Local Produce,Foreign Labor: Labor Mobility Programs and Global Trade Competitiveness in Canada*

Abstract Temporary visa workers are increasingly taking on a heightened profile in Canada, entering the workforce each year in greater numbers than immigrant workers with labor mobility rights (Sharma 2006). This paper examines the incorporation of foreign workers in Canadian horticulture under the Seasonal Agricultural Workers Program (SAWP). I argue that foreign labor supplied under the SAWP secures a flexible workforce for employers and thus improves Canada's trade competitiveness in the global agrifood market. Using multiple research strategies, I track the evolution of Canadian horticulture in the global market and the transformation of labor in this industry. I outline the steady growth in the employment of temporary visa workers in the horticultural industry and show how they have become the preferred and, in some cases, core workforce for horticulture operations. The benefits of SAWP workers to employers include the provision of a workforce with limited rights relative to domestic workers and considerable administrative support in selecting, dispatching, and disciplining workers provided at no cost by labor supply countries. I conclude that the SAWP is a noteworthy example of the role of immigration policy in regulating the labor markets of high‐income economies and thus ensuring the position of labor‐receiving states within the global political economy.     

INTERTEMPORAL SUBSTITUTION AND CONSTRAINTS ON LABOR SUPPLY: EVIDENCE FROM PANEL DATA

This paper tests an intertemporal labor supply model for workers who say they face quantity constraints on their hours and for workers who say they do not. The data reject the model for the first group but not for the second. I conclude from this evidence that employment fluctuations result mainly from changes in the severity of constraints—that is, changes in involuntary unemployment—rather than intertemporal substitution. It also appears that liquidity constraints influence labor supply. Finally, the paper proposes a new approach to identifying intertemporal labor supply equations.     

Formalization,collectivization, and the demand for union services

Formalized collective bargaining rather than individual employer-employee negotiation is the fundamental characteristic of a unionized labor market. Formalization involves the substitution of rules for employer discretion. Collectivization substitutes simultaneous decision making on behalf of all workers in a unit for a set of individual employee decisions. Formalization and collectivization are present in nonunion as well as union labor markets and their extent varies within as well as between these two sectors. In particular, individuals may negotiate where they belong in a union environment, and the presence of rules invites negotiation over their interpretation. Nevertheless, because formalization and collectivization are obvious concomitants of trade union organization, their costs to both employers and employees should explain the probability of union organization, as well as the incidence of such antecedents of the modern trade union as the Italian padrone who acted as foreman, pay-master, and employment agency for newly-arrived immigrants to the United States; and the Indianjamdar, a construction industry recruiter-foreman. Our occasional observations of union-induced costreductions may appear to counter the implicit assumption in much of the trade union literature that unions always induce suboptimal combinations of factor inputs and factor payments (nonunion firms could choose union-induced parameters on their own and do not). Because these cost reductions may be accompanied by increased costs imposed by unions, however, the cost reductions discussed below imply nothing about overall effects of unions on employers or employees. I wish to thank John Pencavel for helpful comments on earlier versions of this paper. For further analysis of these points, see Flanders (1968). See Epstein and Monat (1973) for a discussion of the services provided by labor contractors.     

How temporary is temporary employment in Spain?

I use a multinomial logit model and the Spanish Active Population Survey (EPA) for the period 1987–1996 to study labor force transitions of temporary workers. These workers hold fixed-term employment contracts, which Spanish labor law distinguishes from indefinite contracts. Since the EPA questionnaire allows the identification of workers with either type of contract, I use matched EPA files to analyze transitions from temporary to permanent employment and explore the extent to which workers holding fixed-term employment contracts tend to be trapped in temporary employment relationships. I am grateful to an anonymous referee for helpful comments and suggestions. Pedro Albarrán-Pérez provided excellent research assistance.     

SOURCES OF ORGANIZATIONAL COMMITMENT: THE EFFECTS OF INTERNAL LABOR MARKETS AND WORKER VALUES

Data from the 1991 General Social Survey and National Organizations Survey are used to assess how organizational commitment is structured by one “demand side,” organizational-based factor, firm internal labor markets, and one “supply side,” individual-based factor, the values/preferences of workers. Findings indicate that organizational commitment is best explained by the joint influence of these two factors rather than by their independent effects. Specifically, firms with internal labor markets are conducive to the development of high levels of organizational commitment to the extent that what they offer, namely, opportunities for career-status and long-term employment “fit” what workers desire: job security and possibilities for promotion with their current employer. We offer directions for future research that may shed additional light on the manner in which internal labor markets and the values/preferences of workers may structure organizational commitment.     

Race,Residence, and Underemployment: Fifty Years in Comparative Perspective, 1968–2017

High underemployment has been a chronic structural feature of the rural United States for decades. In this paper, we assess whether and how inequalities in underemployment between metropolitan (metro) and nonmetropolitan (nonmetro) areas have changed over the course of the last five decades. Drawing on data from the March Current Population Survey from 1968 to 2017, we analyze inequality in the prevalence of underemployment between metro and nonmetro areas of the United States, paying special attention to differences between white, black, and Hispanic workers. Our results show that the underlying risk of underemployment has increased in both metro and nonmetro areas over the last 50 years. Nonmetro workers have consistently faced greater employment hardship compared to their metro counterparts, and these differences cannot be fully explained by differences in population characteristics. Nonmetro ethnoracial minorities have experienced particularly poor labor market outcomes. The disadvantage of ethnoracial minority status and rural residence is especially pronounced for nonmetro black workers, among whom underemployment has remained persistently high with only modest convergence with other workers. Hispanic workers also face an elevated risk of underemployment, but we observe a unique convergence between metro and nonmetro workers within this population.     

Jobs for Mothers: Married Women's Labor Force Reentry and Part-Time,Temporary Employment in Japan

This paper explains the increase in middle-aged women reentering the labor force in Japan and their concentration in part-time or temporary employment. Existing explanations attribute women's concentration in part-time employment too narrowly to supply or demand factors. In Japan, both the labor supply of middle-aged women and the demand for part-time workers have increased, but these conditions channel middle-aged women into part-time or temporary employment only when systematic barriers obstruct their access to full-time jobs. Because it plays an important role in women's employment decisions, the rigidity of standard, full-time employment needs greater attention in studies of nonstandard, atypical types of work.     

Failing to Make Ends Meet: Dubious Financial Success Among Employed Former Welfare to Work Program Participants

To many, declining caseloads and increased labor market entry substantiate welfare reform’s success. This study examines how Louisiana welfare to work program participants who succeeded by leaving assistance and obtaining employment are making ends meet, if their needs are met and which characteristics are associated with having their needs met. Telephone survey data reveal low wages, informal labor market activity, government, community, and social support use, and notable levels of unmet needs. A multivariate analysis shows workers with higher earnings and regular nonmonetary help from family and friends are likely to have more needs met. Those likely to have fewer needs met report lower wages, more young children, use of government support programs and informal labor market activity.     

Economic recession and migrant/minority youth in Western Europe and the United States

This paper considers the educational opportunities and employment futures of the children of migrants and minorities in Western Europe and the US beyond the lowest-paid and lowest-valued jobs currently held by their parents. Given that the economic recession has aggravated unemployment in the countries of origin of workers migrating to both Northern Europe and the US, it seems likely that workers will still want to go abroad. On the other hand, these workers in both regions have been concentrated in a highly segmented labor market in which they have little opportunity for professional advancement. A thriving black market for illegal workers also exists both for the US and for Northern Europe. Since this labor market structure shows no signs of fundamental change through natural or policy-directed means, it appears unlikely that migrants' children can expect any significant enhancement of their professional prospects. An alternative educational strategy might involve public commitment to provide effective education, training, and subsidized employment for all young people. Some type of allowance would be guaranteed to all young people engaging in further education and training schemes. Since the state is responsible for free elementary and secondary education, there may be a convincing argument that public responsibility extends to providing free further education and access to employment as well, as part of a forward-looking strategy for overcoming youth unemployment. Obviously, the current conservative climate across industrial nations is more inclined to blame the sloth of the victim who is unemployed. It is a legitimate question, however, as to how far a society can allow itself to widen the gap between rich and poor before it is obligated to change things.     

Sexual Orientation,Unemployment and Participation: Are Gays Less Employable than Straights?

This paper is the first attempt to assess, in a unified econometric framework, the existence and the magnitude of both the sexual orientation participation gap and the sexual orientation unemployment gap. Having identified male same-sex couples using the Employment Survey, we use a bivariate probit selection model where the labor supply and the employment equation are jointly estimated for the French labor market. The results show that both participation and employment probabilities are significantly lower for gay employees compared to their heterosexual counterparts. Further investigations indicate that young gay workers, particularly, are more exposed to the unemployment risk than older ones. The beginning of a professional career and the subsequent entry to the labor market appear to be difficult steps to overcome for gay workers who spend more time than their heterosexual counterparts to find the good job.     

Employment Insecurity and the Frayed American Dream

This paper reviews literature on employment insecurity and situates objective and subjective employment insecurity in the context of the contemporary economy. I draw on the argument about shifting social contracts to explain both real and perceived pervasive employment insecurity and the frayed American Dream. Employment insecurity derives from the macro‐economic changes that produced the social structure of accumulation identified as flexible accumulation that requires employment insecurity as both a form of labor discipline and profit‐enhancing strategy. This paper argues that contemporary employment insecurity is both objective and subjective and affects how individuals understand their world and their selves. To this latter point, I look at research on generational differences in the experience of employment insecurity.     

Motherhood and Employment Among Whites,Hispanics, and Blacks: A Life Course Approach

Research has shown that having children reduces women's employment; yet how this effect differs for racial minorities has received less attention. Using random effects models and data from the National Longitudinal Survey of Youth (N = 4,526), this study investigates the association between motherhood and employment among Whites, Hispanics, and Blacks over women's entire reproductive span. Results indicate that having children reduces labor force participation primarily by deterring full‐time employment. This effect is stronger and lasts longer among Whites, smaller and shorter among Hispanics, and brief among Blacks. Motherhood reduces part‐time employment for young mothers, but temporarily increases it for older mothers. Early childbearing partly explains Black and Hispanic women's low employment rates at young ages; interestingly, the evidence indicates that their employment prospects would benefit the most from delaying childbearing. This study highlights the relevance of intersectionality and the life course perspective for investigating inequality 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.     

EMPLOYMENT AND DEADWEIGHT LOSS EFFECTS OF OBSERVED NONWAGE LABOR COSTS

To assess the employment effects of labor costs, it is crucial to have reliable estimates of the labor cost elasticity of labor demand. Using a matched firm‐worker data set, we estimate a long‐run unconditional labor demand function, exploiting information on workers to correct for endogeneity in the determination of wages. We evaluate the employment and deadweight loss effects of observed employers' contributions imposed by labor laws (health insurance, training, and taxes) as well as of observed workers' deductions (social security and income tax). We find that nonwage labor costs reduce employment by 17% for white collars and by 53% for blue collars, with associated deadweight losses of 10% and 35% of total contributions, respectively. Since most firms undercomply with mandated employers' and workers' contributions, we find that full compliance would imply employment losses of 4% for white collars and 12% for blue collars, with respective associated deadweight losses of 2% and 6%. (JEL J23, J32)     

LABOR MARKET PERFORMANCE EFFECTS OF DISCRIMINATION AND LOSS OF SKILL

We examine the impact of discrimination on labor market performance when workers are subject to a risk of losing skills during an unemployment experience. Within a search and matching framework, we show that both natives and immigrants are affected by discrimination. Discrimination in one sector has positive spillovers, inducing employment to increase in the other sector and the effect on labor market performance therefore depends on whether discrimination is present in only one sector or in both. Discrimination may induce workers to train more or less than natives after having lost their skills, dependent upon in which sector there is discrimination. Net output tends to be most negatively affected by discrimination among high‐skilled workers. (JEL J15, J31, J61, J64, J71)