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on Human Capital and Human Resource Management |
| By: | Adams-Prassl, A.; Boneva, T.; Golin, M.; Rauh, C. |
| Abstract: | Not all countries provide universal access to publicly funded paid sick pay. Amongst countries that do, compensation rates can be low and coverage incomplete. This leaves a significant role for employer-provided paid sick pay in many countries. In this paper, we study who has access to employer-provided sick pay, how access to sick pay relates to labor supply when sick, and how much it is valued by workers for themselves and others. We find that workers in jobs with high contact to others are particularly unlikely to have employer provided sick pay, as are economically insecure workers who are least able to afford unpaid time off work. We find that workers without sick pay are more likely to work when experiencing cold-like symptoms and are less willing to expose themselves to health risks at work during the pandemic. Using vignettes, we reveal that large shares of workers have a very high, but even more have a very low willingness to sacrifice earnings for access to sick pay. Together our findings highlight the unequal distribution of access to sick pay and the potentially strong negative externalities of not providing it publicly. The pandemic may have made these issues more salient as perceived probabilities of having to self-isolate are positively related to support for publicly provided sick pay. Finally, we find that providing information on the health externality of paid sick leave increases support for the public provision of sick pay, suggesting that there might be a public under-provision because individuals do not factor in the externalities. |
| Keywords: | Inequality, sick pay, sick leave, externalities, public finance, Covid-19, pandemic, coronavirus, market failure, vignette, information treatment |
| JEL: | J22 J32 J81 |
| Date: | 2021–09–06 |
| URL: | http://d.repec.org/n?u=RePEc:cam:camjip:2106&r= |
| By: | Harald Mayr |
| Abstract: | Search frictions impede the labor market. Despite this indisputable fact, it is a priori unclear how job search costs affect search duration and unemployment: lower search costs make it easier to find a job, reducing search duration and unemployment, but may also increase the reservation wage, increasing search duration and unemployment. I collaborate with a recruiting company to directly test the effects of lower search costs in a field experiment among approximately 400 IT professionals in Switzerland. I find that workers are more likely to search for detailed job information, but not to file a job application, when search costs are lower. These findings are consistent with an increase in the reservation wage. Lower search costs might lead to picky workers, but fail to ultimately reduce search duration and unemployment. |
| Keywords: | Job search, search costs, search frictions, recruiting, reservation wage |
| JEL: | J63 J64 J24 M50 M54 |
| Date: | 2022–02 |
| URL: | http://d.repec.org/n?u=RePEc:zur:econwp:403&r= |
| By: | Marcus Rösch (Erasmus University Rotterdam); Michiel Gerritse (Erasmus University Rotterdam); Bas Karreman (Erasmus University Rotterdam); Frank van Oort (Erasmus University Rotterdam); Bart Loog (Statistics Netherlands) |
| Abstract: | We decompose the wage premium after foreign acquisitions of Dutch domestic firms into the con- stituent firm- and worker-level premia. Firm-level premia grow up to 3.5%, accounting for the major- ity of the acquisition premium. Worker-level premia by contrast, grow up to 1% and only materialize with delay, as the acquired firms hire workers with higher earnings capacity than domestic firms. Within firms, premia are also higher for workers with a relatively high earnings capacity. Though in- dustry variation and firm size class heterogeneity is considerable, the dominance of firm-level premia suggests that foreign acquisitions change firms beyond a workforce reshuffling. |
| Keywords: | multinational firms, foreign acquisition, wage components, labor mobility, matched employer-employee data, AKM |
| JEL: | J31 F23 G34 |
| Date: | 2022–02–14 |
| URL: | http://d.repec.org/n?u=RePEc:tin:wpaper:20220014&r= |
| By: | Barili, E.; Bertoli, P.; Grembi, V.; Rattini, V. |
| Abstract: | Using a unique survey of more than 7,000 respondents conducted immediately after the first wave of the COVID-19 pandemic in Italy, we investigate potential drivers of the job satisfaction of healthcare workers. Relying on a representative sample of Italian physicians and nurses, we show that, besides personal characteristics (e.g., age, gender, health status), contextual factors (i.e., working conditions) play the leading role in explaining variation in the level of satisfaction (58%). In particular, working in a high-quality facility increases worker satisfaction and willingness to remain in the profession, and in the current medical specialization, while working in a province with a perceived shortage of medical personnel brings the opposite result. Direct experience with COVID-19 (e.g., having tested positive) is not significantly correlated with the level of job satisfaction, which is instead significantly reduced by changes in the working conditions caused by the health emergency. |
| Keywords: | healthcare workers; job satisfaction; COVID-19 pandemic; |
| JEL: | I10 J28 Z12 |
| Date: | 2022–02 |
| URL: | http://d.repec.org/n?u=RePEc:yor:hectdg:22/04&r= |
| By: | Fischer, Caroline; Döring, Matthias |
| Abstract: | Purpose This research examines the impact of job-related knowledge sharing on information availability and job satisfaction for information-receiving employees in the public sector. Following self-determination theory, the study suggests that job satisfaction is only partly affected by knowledge sharing itself, but particularly through the availability of job-related information enabling the information receiver to work effectively. Methodology The hypotheses are tested with data from the U.S. Federal Employee Viewpoint Survey (FEVS) from 2018. Additionally, results are replicated with earlier waves of the survey. Findings Results show the positive impact of job-related knowledge sharing on job satisfaction, whereby the availability of job-relevant information mediates this relationship partially. Originality The results emphasize that knowledge sharing is a highly social process in which support and relatedness play a significant role for success in addition to the diffusion of information itself. Practical Implications This study confirms that managers should provide room for social interactions when introducing knowledge management practices. |
| Date: | 2021–09–26 |
| URL: | http://d.repec.org/n?u=RePEc:osf:socarx:nvfsr&r= |
| By: | Nicholas Bloom; Leonardo Iacovone; Mariana Pereira-Lopez; John Van Reenen |
| Abstract: | We argue that greater misallocation is a key driver of the worse management practices in Mexico compared to the US. These management practices are strongly associated with higher productivity, growth, trade, and innovation. One indicator of greater misallocation in Mexico is the weaker size-management relationship compared to the US, particularly in the highly distorted Mexican service sector. Second, the size-management relationship is weaker in smaller markets, measured by distance to the US for manufacturing firms and population density for service firms. Third, municipalities with weaker institutions, measured by contract enforcement, crime, and corruption, have a weaker size-management relation. These results are consistent with frictions lowering aggregate management quality and productivity. |
| JEL: | J0 |
| Date: | 2022–02 |
| URL: | http://d.repec.org/n?u=RePEc:nbr:nberwo:29717&r= |
| By: | Kruyen, Peter Mathieu; Borst, Rick; van der Heijden, Beatrice; Missler, Marjolein; André, Stéfanie; Scheerder, Pim |
| Abstract: | During the COVID-19 pandemic, public servants in many countries were mandated to work from home. The unprecedented nature of the situation entailed considerable challenges for providing adequate HR support. In this study, we explored how Dutch public servants experienced mandatory homeworking by conducting a template analysis. Based on in-depth analyses of 985 written accounts, we inductively expanded an a priori template derived from the Job-Demands-Resource (JD-R) framework, to understand and analyze how public servants experienced their new situation. We found that components of mandatory homeworking trigger different experienced resources and demands with divergent consequences for different employees. Our study raises awareness about the effects of contextual factors, specifically personal background characteristics and working conditions, that are important to understand their divergent experiences with mandatory homeworking. Our findings are translated into propositions that extend the JD-R model. We end with lessons to create sustainable (home)working conditions in government. |
| Date: | 2021–11–26 |
| URL: | http://d.repec.org/n?u=RePEc:osf:socarx:dshfp&r= |