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Littérature scientifique sur le sujet « Collective bargaining – Econometric models »

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Publié le 10 mars 2023

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Articles de revues sur le sujet "Collective bargaining – Econometric models"

Bhuller, Manudeep, Karl Ove Moene, Magne Mogstad et Ola L. Vestad. « Facts and Fantasies about Wage Setting and Collective Bargaining ». Journal of Economic Perspectives 36, n^o 4 (1 novembre 2022) : 29–52. http://dx.doi.org/10.1257/jep.36.4.29.

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In this article, we document and discuss salient features of collective bargaining systems in the OECD countries, with the goal of debunking some misconceptions and myths and revitalizing the general interest in wage setting and collective bargaining. We hope that such an interest may help close the gap between how economists tend to model wage setting and how wages are actually set. Canonical models of competitive labor markets, monopsony, and search and matching all assume a decentralized wage setting where individual firms and workers determine wages. In most advanced economies, however, it is common that firms or employer associations bargain with unions over wages, producing collective bargaining systems. We show that the characteristics of these systems vary in important ways across advanced economies, with regards to both the scope and the structure of collective bargaining.

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Goerke, Laszlo. « TAXES ON PAYROLL, REVENUES AND PROFITS IN THREE MODELS OF COLLECTIVE BARGAINING ». Scottish Journal of Political Economy 43, n^o 5 (novembre 1996) : 549–65. http://dx.doi.org/10.1111/j.1467-9485.1996.tb00950.x.

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Bruyneel, Sabrina, Laurens Cherchye et Bram De Rock. « Collective consumption models with restricted bargaining weights : an empirical assessment based on experimental data ». Review of Economics of the Household 10, n^o 3 (25 mai 2011) : 395–421. http://dx.doi.org/10.1007/s11150-011-9125-6.

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Donegani, Chiara Paola, et Stephen McKay. « Is there a paradox of lower job satisfaction among trade union members ? European evidence ». Transfer : European Review of Labour and Research 18, n^o 4 (26 octobre 2012) : 471–89. http://dx.doi.org/10.1177/1024258912459312.

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In most of the literature on industrial relations, union members are found to be less satisfied with their jobs than non-members. Analysts have applied various statistical and econometric approaches to try to resolve what seems like a paradoxical finding, with mixed results, using theories based on selection bias and ‘exit-voice’ considerations. We review this literature, and note that most empirical studies are from only a few countries – especially the US and the UK. Analysis of a wider range of 18 countries participating in the large-scale European Social Survey in both 2006 and 2010 finds that trade union members generally tend to express higher rather than lower job satisfaction than others, although results differ by country. We use regression models (ordinal logistic) to show that union membership is generally associated with higher job satisfaction, even after controlling for individual, job and workplace differences. Attempts to link the union factor in job satisfaction to typologies of countries, either by welfare regime or extent of collective bargaining coverage, have not been able to address the puzzle of why a negative link persists in a few countries, but not in most.

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Sahnoun, Marwa, et Chokri Abdennadher. « Labor Market Institutions and Performance Economic Within Trial Labor Market Models : Flexibility, Rigidity, and Flexicurity ». Review of Black Political Economy 46, n^o 2 (28 mai 2019) : 99–129. http://dx.doi.org/10.1177/0034644619850179.

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The purpose of this article is to identify economic performance through three labor market models (flexibility, rigidity, and flexicurity) that result from the effect of the labor market regulation. After conducting a comparative analysis of the flexibility, rigidity, and flexicurity models of the labor market using a feasible generalized least squares (FGLS) applied to 18 organisation for economic co-operation and development (OECD) countries for the period between 2005 and 2013, we reached the following results. First, the effect of the labor market regulation on the unemployment rate appears to be particularly important for demographic groups (women and young people) on the flexible labor market. The union density and bargaining coverage seem to have the best results in the unemployment rate on the flexible market. More coordinated collective bargaining appears to reduce unemployment on the rigid labor market compared with the flexible one. However, our results are opposed to the neoclassical assertions which suggest that women are excluded from the permanent employment when a strict employment protection legislation (EPL) is excised. We also show that the replacement rate, the duration of unemployment benefits, the active labor market policies, permanent immigration inflows, and the tax wedge seem to have the best results on the flexible labor market, while the other variables have mixed effects on the different models of the labor market. These findings can provide policy makers and regulators with a better understanding of the performance of the flexible labor market and its behavior in the face of labor market institutions and adverse economic shocks. In fact, the government should liberalize strict labor laws.

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Ramesh Kurpad, Meenakshi. « Made in Bangladesh : challenges to the ready-made garment industry ». Journal of International Trade Law and Policy 13, n^o 1 (11 mars 2014) : 80–96. http://dx.doi.org/10.1108/jitlp-06-2013-0019.

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Purpose – The primary aim of this paper is to evaluate the challenges before the growth of the ready-made garment (RMG) industry in Bangladesh, the economy's backbone, and suggest appropriate reform. Design/methodology/approach – The paper begins by tracing the growth and evolution of the RMG industry before identifying the challenges. It then proceeds to suggest appropriate reform for the same. Findings – The paper argues for more effective models of collective bargaining and unionism as a solution to the problems that the industry faces. Originality/value – The paper is the first of its kind in the sense that it is a comprehensive account of the challenges to the RMG industry in Bangladesh.

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Hameed, Syed M. A. « A Theory of Collective Bargaining ». Relations industrielles 25, n^o 3 (12 avril 2005) : 531–51. http://dx.doi.org/10.7202/028153ar.

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The author brings out the inadequacies of the present theoretical models in explaining collective bargaining and provides the constructs of a more complete and integrated body of theory. He also notes the importance of using functional terms in a theoretical model of this kind.

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Babalola, Sunday Samson, et Ajibola Abdulrahamon Ishola. « Perception of collective bargaining and satisfaction with collective bargaining on employees’ job performance ». Corporate Ownership and Control 14, n^o 2 (2017) : 296–301. http://dx.doi.org/10.22495/cocv14i2c2p3.

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This study explores the influence of collective bargaining and satisfaction with bargaining on employees’ job performance. A structured questionnaire was distributed to selected sample of 181 unionized employees in the public sector organizations. The results revealed two models, with the first model indicating that satisfaction with collective bargaining (β = .56, p < 0.01) was a significant direct predictor of job performance among employees. The second model showed 35% incremental change in employees’ job performance. This indicated that age (β = .27, p < .01), and educational qualification (β = .58, p < .01) were significant independent predictors of employees job performance. This study showed that collective bargaining process is very critical in determining organizational industrial relations which in turn help to improve job related outcome such as employees’ job performance

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Moore, Sian, Ozlem Onaran, Alexander Guschanski, Bethania Antunes et Graham Symon. « The resilience of collective bargaining – a renewed logic for joint regulation ? » Employee Relations : The International Journal 41, n^o 2 (11 février 2019) : 279–95. http://dx.doi.org/10.1108/er-09-2018-0256.

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PurposeThe purpose of this paper is twofold: first, to reassert the persistent association of the decline in collective bargaining with the increase in income inequality, the fall in the share of wages in national income and deterioration in macroeconomic performance in the UK; and second, to present case studies affirming concrete outcomes of organisational collective bargaining for workers, in terms of pay, job quality, working hours and work-life balance.Design/methodology/approachThe paper is based upon two methodological approaches. First, econometric analyses using industry-level and firm-level data for advanced and emerging economies testing the relationship between declining union density, collective bargaining coverage and the fall in the share of wages in national income. Second, it reports on ten in-depth case studies of collective bargaining each based upon analysis of collective bargaining agreements plus in-depth interviews with the actors party to them: in total, 16 trade union officers, 16 members and 11 employer representatives.FindingsThere is robust evidence of the effects of different measures of bargaining power on the labour share including union density, welfare state retrenchment, minimum wages and female employment. The case studies appear to address a legacy of deregulated industrial relations. A number demonstrate the reinvigoration of collective bargaining at the organisational and sectoral level, addressing the two-tier workforce and contractual differentiation, alongside the consequences of government pay policies for equality.Research limitations/implicationsThe case studies represent a purposive sample and therefore findings are not generalisable; researchers are encouraged to test the suggested propositions further.Practical implicationsThe paper proposes that tackling income inequality requires a restructuring of the institutional framework in which bargaining takes place and a level playing field where the bargaining power of labour is more in balance with that of capital. Collective bargaining addresses a number of the issues raised by the Taylor Review of Modern Working Practices as essential for “good work”, yet is at odds with the review’s assumptions and remedies. The case studies reiterate the importance of the development of strong workplace representation and bargaining at workplace level, which advocates for non-members and provides a basis for union recruitment, organisation and wider employee engagement.Originality/valueThe paper indicates that there may be limits to employer commitment to deregulated employment relations. The emergence of new or reinvigorated collective agreements may represent a concession by employers that a “free”, individualised, deinstitutionalised, precarious approach to industrial relations, based on wage suppression and work intensification, is not in their interests in the long run.

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Brunner, Eric J., et Andrew Ju. « State Collective Bargaining Laws and Public-Sector Pay ». ILR Review 72, n^o 2 (16 octobre 2018) : 480–508. http://dx.doi.org/10.1177/0019793918808727.

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Using the Public Use Microdata Sample from the 2005 to 2015 American Community Survey, the authors provide new evidence on how state collective bargaining laws affect public-sector wages. To isolate the causal effect of bargaining laws on public-sector pay, they examine wage differentials between otherwise similar public- and private-sector employees located in the same local labor market. They estimate difference-in-differences (DD) models that exploit two sources of plausibly exogenous variation: 1) policy discontinuities along state borders and 2) variation within states in collective bargaining laws in states where the majority of public workers are without collective bargaining rights. Findings show that mandatory collective bargaining laws increase public-sector wages by approximately 5 to 8 percentage points. Results therefore suggest that mandatory collective bargaining laws provide a formal mechanism through which public-sector workers are able to bargain for increased compensation.

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Thèses sur le sujet "Collective bargaining – Econometric models"

Rusinek, Michael. « Wages and the bargaining regimes in corporatists countries : a series of empirical essays ». Doctoral thesis, Universite Libre de Bruxelles, 2009. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210322.

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In the first chapter,a harmonised linked employer-employee dataset is used to study the impact of firm-level agreements on the wage structure in the manufacturing sector in Belgium, Denmark and Spain. To our knowledge, this is one of the first cross-country studies that examines the impact of firm-level bargaining on the wage structure in European countries. We find that firm-level agreements have a positive effect both on wage levels and on wage dispersion in Belgium and Denmark. In Spain, firm also increase wage levels but reduce wage dispersion. Our interpretation is that in Belgium and Denmark, where firm-level bargaining greatly expanded since the 1980s on the initiative of the employers and the governments, firm-level bargaining is mainly used to adapt pay to the specific needs of the firm. In Spain, the structure of collective bargaining has not changed very much since the Franco period where firm agreements were used as a tool for worker mobilisation and for political struggle. Therefore, firm-level bargaining in Spain is still mainly used by trade unions in order to reduce the wage dispersion.

In the second chapter, we analyse the impact of the bargaining level and of the degree of centralisation of wage bargaining on rent-sharing in Belgium. To the best of our knowledge, this is the first study that considers simultaneously both dimensions of collective bargaining. This is also one of the first papers that looks at the impact of wage bargaining institutions on rent-sharing in European countries. This question is important because if wage bargaining decentralisation increases the link between wages and firm specific profits, it may prevent an efficient allocation of labour across firms, increase wage inequality, lead to smaller employment adjustments, and affect the division of surplus between capital and labour (Bryson et al. 2006). Controlling for the endogeneity of profits, for heterogeneity among workers and firms and for differences in characteristics between bargaining regimes, we find that wages depend substantially more on firm specific profits in decentralised than in centralised industries ,irrespective of the presence of a formal firm collective agreement. In addition, the impact of the presence of a formal firm collective agreement on the wage-profit elasticity depends on the degree of centralisation of the industry. In centralised industries, profits influence wages only when a firm collective agreement is present. This result is not surprising since industry agreements do not take into account firm-specific characteristics. Within decentralised industries, firms share their profits with their workers even if they are not covered by a formal firm collective agreement. This is probably because, in those industries, workers only covered by an industry agreement (i.e. not covered by a formal firm agreement) receive wage supplements that are paid unilaterally by their employer. The fact that those workers also benefit from rent-sharing implies that pay-setting does not need to be collective to generate rent-sharing, which is in line with the Anglo-American literature that shows that rent-sharing is not a particularity of the unionised sector.

In the first two chapters, we have shown that, in Belgium, firm-level bargaining is used by firms to adapt pay to the specific characteristics of the firm, including firm’s profits. In the third and final chapter, it is shown that firm-level bargaining also allows wages to adapt to the local environment that the company may face. This aspect is of particular importance in the debate about a potential regionalisation of wage bargaining in Belgium. This debate is, however, not specific to Belgium. Indeed, the potential failure of national industry agreements to take into account the productivity levels of the least productive regions has been considered as one of the causes of regional unemployment in European countries (Davies and Hallet, 2001; OECD, 2006). Two kinds of solutions are generally proposed to solve this problem. The first, encouraged by the European Commission and the OECD, consists in decentralising wage bargaining toward the firm level (Davies and Hallet, 2001; OECD, 2006). The second solution, the regionalisation of wage bargaining, is frequently mentioned in Belgium or in Italy where regional unemployment differentials are high. In this chapter we show that, in Belgium, regional wage differentials and regional productivity differentials within joint committees are positively correlated. Moreover, this relation is stronger (i) for joint committees where firm-level bargaining is relatively frequent and (ii) for joint committees already sub-divided along a local line. We conclude that the present Belgian wage bargaining system which combines interprofessional, industry and firm bargaining, already includes the mechanisms that allow regional productivity to be taken into account in wage formation. It is therefore not necessary to further regionalise wage bargaining in Belgium.

Doctorat en Sciences économiques et de gestion
info:eu-repo/semantics/nonPublished

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Belcher, Vanessa. « The Promotion of Collective Bargaining : Different Models ». Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/4503.

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Bury, Thomas. « Collective behaviours in the stock market : a maximum entropy approach ». Doctoral thesis, Universite Libre de Bruxelles, 2014. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/209341.

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Scale invariance, collective behaviours and structural reorganization are crucial for portfolio management (portfolio composition, hedging, alternative definition of risk, etc.). This lack of any characteristic scale and such elaborated behaviours find their origin in the theory of complex systems. There are several mechanisms which generate scale invariance but maximum entropy models are able to explain both scale invariance and collective behaviours.

The study of the structure and collective modes of financial markets attracts more and more attention. It has been shown that some agent based models are able to reproduce some stylized facts. Despite their partial success, there is still the problem of rules design. In this work, we used a statistical inverse approach to model the structure and co-movements in financial markets. Inverse models restrict the number of assumptions. We found that a pairwise maximum entropy model is consistent with the data and is able to describe the complex structure of financial systems. We considered the existence of a critical state which is linked to how the market processes information, how it responds to exogenous inputs and how its structure changes. The considered data sets did not reveal a persistent critical state but rather oscillations between order and disorder.

In this framework, we also showed that the collective modes are mostly dominated by pairwise co-movements and that univariate models are not good candidates to model crashes. The analysis also suggests a genuine adaptive process since both the maximum variance of the log-likelihood and the accuracy of the predictive scheme vary through time. This approach may provide some clue to crash precursors and may provide highlights on how a shock spreads in a financial network and if it will lead to a crash. The natural continuation of the present work could be the study of such a mechanism.
Doctorat en Sciences économiques et de gestion
info:eu-repo/semantics/nonPublished

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Curto, Millet Fabien. « Inflation expectations, labour markets and EMU ». Thesis, University of Oxford, 2007. http://ora.ox.ac.uk/objects/uuid:9187d2eb-2f93-4a5a-a7d6-0fb6556079bb.

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This thesis examines the measurement, applications and properties of consumer inflation expectations in the context of eight European Union countries: France, Germany, the UK, Spain, Italy, Belgium, the Netherlands and Sweden. The data proceed mainly from the European Commission's Consumer Survey and are qualitative in nature, therefore requiring quantification prior to use. This study first seeks to determine the optimal quantification methodology among a set of approaches spanning three traditions, associated with Carlson-Parkin (1975), Pesaran (1984) and Seitz (1988). The success of a quantification methodology is assessed on the basis of its ability to match quantitative expectations data and on its behaviour in an important economic application, namely the modelling of wages for our sample countries. The wage equation developed here draws on the theoretical background of the staggered contracts and the wage bargaining literature, and controls carefully for inflation expectations and institutional variables. The Carlson-Parkin variation proposed in Curto Millet (2004) was found to be the most satisfactory. This being established, the wage equations are used to test the hypothesis that the advent of EMU generated an increase in labour market flexibility, which would be reflected in structural breaks. The hypothesis is essentially rejected. Finally, the properties of inflation expectations and perceptions themselves are examined, especially in the context of EMU. Both the rational expectations and rational perceptions hypotheses are rejected. Popular expectations mechanisms, such as the "rule-of-thumb" model or Akerlof et al.'s (2000) "near-rationality hypothesis" are similarly unsupported. On the other hand, evidence is found for the transmission of expert forecasts to consumer expectations in the case of the UK, as in Carroll's (2003) model. The distribution of consumer expectations and perceptions is also considered, showing a tendency for gradual (as in Mankiw and Reis, 2002) but non-rational adjustment. Expectations formation is further shown to have important qualitative features.

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Rosenbaum, Rimolo Jorge. « Una Mirada Sobre la Negociación Colectiva en América Latina ». Derecho & ; Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/118352.

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The author analyzes the current status of freedom of association in Latin America, specifically collective bargaining and the different schemes this institution presents itself after the neoliberal policies of economic deregulation took place in the decade of nineteen ninety.
El autor analiza la situación de la libertad sindical en América Latin, específicamente la negociación colectiva y los distintos modelos en los que esta se presenta luego de las políticas neoliberales de desregulación económica de la década de mil novecientos noventa.

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HERRING, Robbin. « Sunspots and multiple equilibria in models of bargaining, arbitration and hiring demand ». Doctoral thesis, 1994. http://hdl.handle.net/1814/4952.

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Defence date: 31 October 1994
Examining board: Prof. Giuseppe Bertola, University of Torino ; Prof. Robert Gibbons, Cornell University and NBER ; Prof. Alan Kirman, E.U.I. ; Prof. James Mirrlees, Nuffield College and M.I.T., co-supervisor ; Prof. Robert Waldmann, E.U.I., supervisor
PDF of thesis uploaded from the Library digitised archive of EUI PhD theses completed between 2013 and 2017

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Quang, Doan Hong. « Essays on factor-market distortions and economic growth ». Phd thesis, 2000. http://hdl.handle.net/1885/147706.

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Wait, Andrew. « Essays on bargaining and organisations ». Phd thesis, 2001. http://hdl.handle.net/1885/146073.

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Livres sur le sujet "Collective bargaining – Econometric models"

Sampson, Anthony. Bargaining over effort and the monitoring role of unions. Salford : Department of Economics, University of Salford, 1991.

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Sampson, Anthony A. Bargaining over effort and the monitoring role of unions. Salford : University of Salford Department of Economics, 1991.

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Sampson, Anthony A. Efficient bargains and counter-cyclical wage movements. Salford : University of Salford Department of Economics, 1992.

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Currie, Janet. Firm-specific determinants of the real wage. Cambridge, MA : National Bureau of Economic Research, 1992.

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Sampson, Anthony A. Efficient bargains with an informed trade union. Salford : Department of Economics, University of Salford, 1991.

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Sampson, Anthony A. Efficient bargains with an informed trade union. Salford : University of Salford Department of Economics, 1991.

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B, Freeman Richard. Getting together and breaking apart : The decline of centralised collective bargaining. Cambridge, MA : National Bureau of Economic Research, 1993.

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Burda, Michael C. German trade unions after unification : Third degree wage discriminating monopolists ? Fontainbleau : INSEAD, 1991.

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Burda, Michael C. German trade unions after unification : Third degree wage discriminating monopolists ? London : Centre for Economic Policy Research, 1991.

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Christofides, Louis N. Efficient and inefficient employment outcomes : A study based on Canadian contract data. Cambridge, MA : National Bureau of Economic Research, 1991.

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Chapitres de livres sur le sujet "Collective bargaining – Econometric models"

Blair, Douglas H., et David L. Crawford. « Labour union objectives and collective bargaining ». Dans Economic Models of Trade Unions, 25–40. Dordrecht : Springer Netherlands, 1992. http://dx.doi.org/10.1007/978-94-011-2378-5_2.

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Martín-Artiles, Antonio, Eduardo Chávez-Molina et Renata Semenza. « Social Models for Dealing with Inequalities ». Dans Towards a Comparative Analysis of Social Inequalities between Europe and Latin America, 35–61. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-48442-2_2.

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AbstractThis chapter compares social models in Europe and Latin America. The goal is to study the interaction between two institutions: on the one hand, pre-distributive (ex ante) institutions, such as the structure and coverage of collective bargaining and, on the other hand, post-distributive (ex post) institutions, such as unemployment protection and social policy. Pre-distributive institutions are important for correcting inequalities in the labour market, because they introduce guidelines for egalitarian wage structures. Post-distributive institutions help to mitigate inequalities generated in the labour market.The methodology is based on statistical analysis of a series of indicators related to pre and post-distributive policies. The results present three types of model: (1) coordinated economies, typical of neo-corporatist Scandinavian countries; (2) mixed economies, typical of Mediterranean systems, and (3) uncoordinated economies, which equate to liberalism and the Latin American ‘structural heterogeneity’ model. It is neo-corporatist coordinated economies that generate the most pre and post-distributive equality. In turn, uncoordinated economies, and Latin American ones in particular, generate more inequalities due to highly informal employment and the weakness of their post-distributive institutions.

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Alsos, Kristin, et Kristine Nergaard. « Are collective bargaining models in the Nordic countries able to secure a living wage?Experiences from low-wage industries ». Dans The Living Wage, 120–34. London : Routledge, 2021. http://dx.doi.org/10.4324/9781003054078-12.

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Vanpeperstraete, Ben. « The Rana Plaza Collapse and the Case for Enforceable Agreements with Apparel Brands ». Dans Interdisciplinary Studies in Human Rights, 137–69. Cham : Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-73835-8_9.

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AbstractDisasters like the Rana Plaza collapse and the Tazreen Fashions and Ali Enterprises fires painfully demonstrate the limits of conventional models of labour regulation in global supply chains. Buyer-driven markets characterised by outsourcing, subcontracting and offshoring, and the price pressure that results from them, undermines both the regulatory role of the state and the potential for collective bargaining. As a result, poor and unsafe working conditions prevail in transnational corporate supply chains in the garment industry. The aforementioned disasters offer a textbook example of the challenges facing the current clothing industry and the limits of the dominant “Corporate Social Responsibility” (CSR) model used to address labour rights abuses.Yet, the responses to these disasters also provide fertile ground for alternative “worker-driven” strategies, where worker organisations enter into negotiated supply chain agreements with transnational corporations and hold the latter to account. The Bangladesh Accord and Rana Plaza Arrangement, as well as the corollary Tazreen Compensation Agreement and Ali Enterprises Compensation Agreement attempt to develop a counter-hegemonic alternative to dominant CSR practices and offer new strategies for social justice within global supply chains. This chapter describes and contextualises these agreements in a broader trajectory of labour organisations bargaining and negotiating such agreements with lead firms, highlighting how the post-Rana Plaza momentum made significant strides possible in terms of the depth, scope and enforceability of these negotiated agreements. The chapter identifies the strengths of these developments, but also identifies room for improvement for future negotiated enforceable agreements with apparel brands.

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Choo, Eugene, et Shannon Seitz. « The Collective Marriage Matching Model : Identification, Estimation, and Testing ». Dans Structural Econometric Models, 291–336. Emerald Group Publishing Limited, 2013. http://dx.doi.org/10.1108/s0731-9053(2013)0000032010.

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De Becker, Alexander. « Collective bargaining in the public sector : different models in a distinct international framework ». Dans EU Collective Labour Law, 292–309. Edward Elgar Publishing, 2021. http://dx.doi.org/10.4337/9781788116398.00026.

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Chiappori, Pierre-André. « Introduction : Matching Models in Economics ». Dans Matching with Transfers. Princeton University Press, 2017. http://dx.doi.org/10.23943/princeton/9780691171739.003.0001.

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This chapter considers two related puzzles that are directly related to family formation (and dissolution) and to intrafamily allocation: the first deals with the increase in inequality in the United States in recent decades, and the second has to do with some remarkable trends in gender-specific demand for higher education. In addition, it also describes the main features of matching models, including a frictionless environment and notion of transfers, with particular emphasis on nontransferable utility, transferable utility, and imperfectly transferable utility. Finally, it discusses existing models of household behavior, such as the unitary model, the collective model, and noncooperative models, as well as bargaining models of the household. An overview of the book's content is also presented.

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Lucas, Pablo, et Diane Payne. « Usefulness of Agent-Based Simulation in Testing Collective Decision-Making Models ». Dans Interdisciplinary Applications of Agent-Based Social Simulation and Modeling, 72–87. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5954-4.ch005.

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Political scientists seek to build more realistic Collective Decision-Making Models (henceforth CDMM) which are implemented as computer simulations. The starting point for this present chapter is the observation that efficient progress in this field may be being hampered by the fact that the implementation of these models as computer simulations may vary considerably and the code for these computer simulations is not usually made available. CDMM are mathematically deterministic formulations (i.e. without probabilistic inputs or outputs) and are aimed at explaining the behaviour of individuals involved in dynamic, collective negotiations with any number of policy decision-related issues. These CDMM differ from each other regarding the particular bargaining strategies implemented and tested in each model for how the individuals reach a collective binding policy agreement. The CDMM computer simulations are used to analyse the data and generate predictions of a collective decision. While the formal mathematical treatment of the models and empirical findings of CDMM are usually presented and discussed through peer-review journal publications, access to these CDMM implementations as computer simulations are often unavailable online nor easily accessed offline and this tends to dissuade cross fertilisation and learning in the field.

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Smiley, Erica, et Sarita Gupta. « Introduction ». Dans The Future We Need, 1–8. Cornell University Press, 2022. http://dx.doi.org/10.7591/cornell/9781501764813.003.0001.

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This chapter questions why US workers lack a platform that would allow them to engage in decision-making within their companies, their industries, or the economy as a whole before a crisis arrived. The chapter explores the prevailing political economy of the United States and much of the world, which is based on principles originally espoused by Southern slave owners. It highlights approaches that ensure workers receive a fair return on their labor, to support their families and live with dignity and even with joy. The chapter emphasizes the importance of centralizing the fight against white supremacy and patriarchy in building and expanding access to collective bargaining. It showcases the creative strategy of Black workers, immigrant workers, southern workers, and workers from the global south as models to be scaled up in ways that viably challenge trends in today's global economy in order to build a society that works for everyone.

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Blattner, Charlotte E. « Animal Labour ». Dans Animal Labour, 91–115. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198846192.003.0005.

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For scholars who specialize in animal labour, those rights and institutions include the right to remuneration, safe working conditions, retirement, medical care, and collective bargaining (Cochrane 2016). These rights flow quite naturally from the concept of animal labour and help us envision more just working relations with animals, but are they sufficient to ensure work is a place of happiness and meaning for animals? In the case of human workers, we claim to prevent their exploitation by acknowledging their right to freely choose their work and the concomitant prohibition of forced labour. Does the right to self-determination form part of the emancipatory project of ‘animal labour’, too? Should animals be able to decide whether they want to work or not, or what type of work they want to do? These questions form the centre of the first part of this chapter. In the second part, the author explains how animals’ right to self-determination could be secured at work, examining different models of dissent, assent, and consent and the best way to design these to secure animals’ agency, both in theory and practice.

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