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Статті в журналах з теми "Worker mobility"

Автор: Grafiati

Опубліковано: 8 лютого 2025

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1

Chen, Yu, Matthew Doyle, and Francisco M. Gonzalez. "Wages as signals of worker mobility." Theoretical Economics 19, no. 1 (2024): 499–549. http://dx.doi.org/10.3982/te4623.

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We analyze a model in which workers direct their search on and off the job and employer–worker match productivities are private information. Employers can commit neither to post contracts such that wages are a function of tenure nor to disregard counteroffers. In this context, potential employers who do not observe workers' productivity in their current matches use wages as a signal of workers' willingness to switch jobs. In turn, this implies that the wage contracts that employers post in the market for entry jobs—the jobs unemployed workers search for—not only direct job search but also signal future worker mobility. When the costs of creating entry jobs are sufficiently small, the unique equilibrium supports the efficient allocation under full information. When the costs of creating entry jobs are sufficiently large, the efficient equilibrium may break down because match‐specific risk gives rise to a holdup problem in the market for entry jobs. Then the unique equilibrium may fail to reveal match productivities in the market for entry jobs. The nonrevealing equilibrium features wage posting—pooling wage contracts—as well as counteroffers, which eliminates the holdup problem at the cost of distorting worker mobility.

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2

Lőrincz, László. "Do Co-Worker Networks Increase or Decrease Productivity Differences?" Entropy 23, no. 11 (October 31, 2021): 1451. http://dx.doi.org/10.3390/e23111451.

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Do labor mobility and co-worker networks contribute to convergence or divergence between regions? Based on the previous literature, labor mobility contributes to knowledge transfer between firms. Therefore, mobility may contribute to decreasing productivity differences, while limited mobility sustains higher differences. The effect of co-worker networks, however, can be two-fold in this process; they transmit information about potential jobs, which may enhance the mobility of workers—even between regions—and this enhanced mobility may contribute to levelling of differences. However, if mobility between regions involves movement costs, co-worker networks may concentrate locally—possibly contributing to the persistence of regional differences. In this paper, we build an agent-based model of labor mobility across firms and regions with knowledge spillovers that reflects key empirical observations on labor markets. We analyze the impact of network information provided about potential employers in this model and find that it contributes to increasing inter-regional mobility, and subsequently, to decreasing regional differences. We also find that both the density of coworker networks, as well as their regional concentrations, decrease if network information is available.

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3

Bonhomme, Stéphane, Thibaut Lamadon, and Elena Manresa. "A Distributional Framework for Matched Employer Employee Data." Econometrica 87, no. 3 (2019): 699–739. http://dx.doi.org/10.3982/ecta15722.

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We propose a framework to identify and estimate earnings distributions and worker composition on matched panel data, allowing for two‐sided worker‐firm unobserved heterogeneity and complementarities in earnings. We introduce two models: a static model that allows for nonlinear interactions between workers and firms, and a dynamic model that allows, in addition, for Markovian earnings dynamics and endogenous mobility. We show that this framework nests a number of structural models of wages and worker mobility. We establish identification in short panels, and develop tractable two‐step estimators where firms are classified in a first step. Applying our method to Swedish administrative data, we find that log‐earnings are approximately additive in worker and firm heterogeneity. Our estimates imply the presence of strong sorting patterns between workers and firms, and a small contribution of firms—net of worker composition—to earnings dispersion. In addition, we document that wages have a direct effect on mobility, and that, beyond their dependence on the current firm, earnings after a job move also depend on the previous employer.

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4

Ingham, Hilary, and Mike Ingham. "Worker Mobility within Polish Agriculture." Comparative Economic Studies 51, no. 1 (February 16, 2009): 51–74. http://dx.doi.org/10.1057/ces.2008.9.

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5

Frank, Morgan R., Esteban Moro, Tobin South, Alex Rutherford, Alex Pentland, Bledi Taska, and Iyad Rahwan. "Network constraints on worker mobility." Nature Cities 1, no. 1 (January 11, 2024): 94–104. http://dx.doi.org/10.1038/s44284-023-00009-1.

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6

Goensch, Johannes, Andreas Gulyas, and Ioannis Kospentaris. "Worker mobility and UI extensions." European Economic Review 162 (February 2024): 104672. http://dx.doi.org/10.1016/j.euroecorev.2024.104672.

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7

Stoyanov, Andrey, and Nikolay Zubanov. "Productivity Spillovers Across Firms through Worker Mobility." American Economic Journal: Applied Economics 4, no. 2 (April 1, 2012): 168–98. http://dx.doi.org/10.1257/app.4.2.168.

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Using matched firm-worker data from Danish manufacturing, we observe firm-to-firm worker movements and find that firms that hired workers from more productive firms experience productivity gains one year after the hiring. The productivity gains associated with hiring from more productive firms are equivalent to 0.35 percent per year for an average firm. Surviving a variety of statistical controls, these gains increase with education, tenure, and skill level of new hires, persist for several years after the hiring was done, and remain broadly similar for different industries and measures of productivity. Competing explanations for these gains, knowledge spillovers in particular, are discussed. (JEL D24, J24, J62, L60, O33)

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8

Garbarino, Carlo. "Tax Treaties and the Mobility of Workers." European Business Law Review 33, Issue 6 (October 1, 2022): 935–56. http://dx.doi.org/10.54648/eulr2022039.

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After an introduction about the mobility of workers under the Covid crisis and its tax implications (section 1), the article begins by providing at section 2 a general overview of Art. 15 § 1 which attributes taxing power to the country where the activities are carried out as well as to the country of residence of the worker, creating a potential situation of double taxation. The article goes on at section 3 to provide an overview of the very relevant exception provided by Art. 15 § 2 which spells out the requirements under which the mobile worker is taxable only in the country of residence thereby preventing double taxation and simplifying tax compliance for the mobile worker. The article at section 4 develops a discussion of the so called ‘hiringout of labor’ which is pursued through aggressive tax structures that abuse the benefit of exclusive taxation provided by Art. 15 § 2. The paper after a digression about the wider concept of tax migration and exit taxes (section 5), concludes briefly discussing the impacts that the recent Covid crisis might have had on the system of tax treaty rules about the mobility of workers (section 6). Mobility of workers, migration, tax treaties, hiring-out of labor, aggressive tax strategies, exit taxes, Covid crisis, country of residence, double taxation, country of source

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9

Mills, Suzanne. "The geography of skill: Mobility and exclusionary unionism in Canada’s north." Environment and Planning A: Economy and Space 51, no. 3 (September 30, 2018): 724–42. http://dx.doi.org/10.1177/0308518x18801025.

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This paper explores the spatial politics of racism and inter-worker competition through a case study of Indigenous employment during the construction of the Voisey’s Bay mine in northern Labrador. Over the course of construction, the building and construction trades unions (BCTUs) sought to restrict the hiring of local Inuit and Innu workers by challenging the legitimacy of place-based entitlements to work. Inuit and Innu workers had preferential access to employment as a result of unresolved land claims and the ensuing Impact and Benefit Agreements (IBA) between the Voisey’s Bay Nickel Company and both the Innu Nation and the Labrador Inuit Association. IBA provisions that local Inuit and Innu be hired preferentially ran counter to the unions’ organizational structures and cultures, which privileged worker mobility and skill. The BCTUs used the geographic incompatibility between the scale of Indigenous claims and that of construction worker organization to justify a competitive approach to unionism and to veil racist portrayals of Innu and Inuit workers. By drawing out the relation between skill, racism and beliefs about entitlements to work, this paper explores how workers selectively use place-based and mobile identities to participate in inter-worker competition, reifying colonial patterns of labour mobility and labour market segmentation.

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10

Stockinger, Bastian, and Katja Wolf. "The Productivity Effects of Worker Mobility Between Heterogeneous Firms." German Economic Review 20, no. 4 (December 1, 2019): e492-e522. http://dx.doi.org/10.1111/geer.12175.

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Abstract We analyze the effect of worker inflows on establishments’ productivity, using German data. Previous studies for other countries have found positive effects of hiring workers from superior (more productive or higher paying) firms. Ranking establishments by their median wage, we find that inflows from inferior establishments seem to increase hiring establishments’ productivity. Further empirical analyses suggest our findings are due to a positive selection of such inflows from their sending establishments. These workers might have to find a better job match in order to advance their careers, an interpretation supported by the finding that the effect is driven by workers with short tenure at their previous employer. Our findings reflect the increasingly assortative pattern of worker mobility in Germany found in a related strand of literature.

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11

Wang, Xiaoli, Xincheng Wang, and Xiaoxue Liu. "Chinese construction worker alacrity toward mobility." Human Systems Management 38, no. 1 (February 7, 2019): 43–54. http://dx.doi.org/10.3233/hsm-18310.

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12

Chillemi, Ottorino, and Benedetto Gui. "Team Human Capital and Worker Mobility." Journal of Labor Economics 15, no. 4 (October 1997): 567–85. http://dx.doi.org/10.1086/209838.

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13

Farber, Henry S. "The Analysis of Interfirm Worker Mobility." Journal of Labor Economics 12, no. 4 (October 1994): 554–93. http://dx.doi.org/10.1086/298362.

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14

Stijepic, Damir. "Globalization, Worker Mobility and Wage Inequality." Review of International Economics 25, no. 1 (August 31, 2016): 108–31. http://dx.doi.org/10.1111/roie.12258.

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15

Herzog, Henry W., Alan M. Schlottmann, and Donald L. Johnson. "HIGH-TECHNOLOGY JOBS AND WORKER MOBILITY*." Journal of Regional Science 26, no. 3 (August 1986): 445–59. http://dx.doi.org/10.1111/j.1467-9787.1986.tb01053.x.

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16

Jung, Philip, and Moritz Kuhn. "Earnings Losses and Labor Mobility Over the Life Cycle." Journal of the European Economic Association 17, no. 3 (May 22, 2018): 678–724. http://dx.doi.org/10.1093/jeea/jvy014.

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Abstract Large and persistent earnings losses following displacement have adverse consequences for the individual worker and the macroeconomy. Leading models cannot explain their size and disagree on their sources. Two mean-reverting forces make earnings losses transitory in these models: search as an upward force allows workers to climb back up the job ladder, and separations as a downward force make nondisplaced workers fall down the job ladder. We show that job stability at the top rather than search frictions at the bottom is the main driver of persistent earnings losses. We provide new empirical evidence on heterogeneity in job stability and develop a life-cycle search model to explain the facts. Our model offers a quantitative reconciliation of key stylized facts about the U.S. labor market: large worker flows, a large share of stable jobs, and persistent earnings shocks. We explain the size of earnings losses by dampening the downward force. Our new explanation highlights the tight link between labor market mobility and earnings dynamics. Regarding the sources, we find that over 85% stem from the loss of a particularly good job at the top of the job ladder. We apply the model to study the effectiveness of two labor market policies, retraining and placement support, from the Dislocated Worker Program. We find that both are ineffective in reducing earnings losses in line with the program evaluation literature.

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17

Jackson, C. Kirabo. "Match Quality, Worker Productivity, and Worker Mobility: Direct Evidence from Teachers." Review of Economics and Statistics 95, no. 4 (October 2013): 1096–116. http://dx.doi.org/10.1162/rest_a_00339.

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18

King, Rachel, Eva Muhanguzi, Miriam Nakitto, Miriam Mirembe, Francis Xavier Kasujja, Daniel Bagiire, and Janet Seeley. "Mobility study of young women who exchange sex for money or commodities using Google Maps and qualitative methods in Kampala, Uganda." BMJ Open 11, no. 5 (May 2021): e043078. http://dx.doi.org/10.1136/bmjopen-2020-043078.

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ObjectivesWe aimed to assess mobility patterns and reasons for high mobility among young women engaged in sex work within a randomised controlled trial to gauge how mobility may hinder access to health services and enhance HIV risk in a highly vulnerable population.SettingParticipants were recruited from a clinic in Kampala, Uganda set up for women at high risk of HIV infection.ParticipantsAdolescent girls and young women engaged in sex for money and/or commodities are at particular risk in countries with high HIV prevalence and high fertility rates. High mobility increases exposure to HIV risk. Women participants were eligible for the parent study if aged 15–24 years, HIV negative and engaged in sex work. For this substudy, 34 qualitative interviews were held with 14 sex workers (6 HIV positive, 8 HIV negative), 6 health worker/policy makers, 3 peer educators, 5 ‘queen mothers’ and 6 male partnersMeasuresParticipants used Google Maps to identify work venues at 12-month and 18-month study visits. We also conducted 34 interviews on mobility with: high-risk women, male partners, health workers and sex-worker managers. Topics included: distance, frequency and reasons for mobility. We used Python software to analyse mapping data.ResultsInterviews found in depth narratives describing lack of education and employment opportunities, violence, lack of agency, social, sexual and familial support networks and poverty as a complex web of reasons for high mobility among young sex workers.ConclusionsYoung women at high risk are highly mobile. Reasons for mobility impact access and retention to health services and research activities. Strategies to improve retention in care should be cognisant and tailored to suit mobility patterns.Trial registration numberNCT03203200.

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19

Poliquin, Christopher, and Jasmina Chauvin. "Knowledge Sharing and Intra-Organizational Worker Mobility." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 18529. http://dx.doi.org/10.5465/ambpp.2019.18529abstract.

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20

Pennathur, Arunkumar, and Anil Mital. "Worker mobility and training in advanced manufacturing." International Journal of Industrial Ergonomics 32, no. 6 (December 2003): 363–88. http://dx.doi.org/10.1016/s0169-8141(03)00076-3.

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21

Guo, Weixiao, Chenjing Gan, and Duanxu Wang. "The mobility of team members and team creativity: exploring the mediating role of team cognition." Journal of Organizational Change Management 33, no. 6 (July 28, 2020): 1111–22. http://dx.doi.org/10.1108/jocm-03-2020-0073.

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PurposeThe purpose of this paper is to investigate how the mobility of team members affects team creativity in knowledge-worker teams and the mediating role of team transactive memory system (TMS) and team creative efficacy.Design/methodology/approachMultiple surveys were conducted on team leaders and members in knowledge-worker teams in China. A total of 94 teams were analyzed by adopting the confirmatory factor analyses, hierarchical regression analysis and bootstrap analysis method.FindingsThe results show that frequent team member mobility is negatively related to a knowledge-worker team's creativity, and the relationship is mediated by team TMS and creative efficacy.Originality/valueThis study contributes to a deeper understanding of how the mobility of team members affects team creativity in knowledge-worker teams by exploring the underlying mechanisms from the perspective of team cognition. Specifically, team TMS and creative efficacy mediate the relationship between team member mobility and team creativity.

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22

Shrestha, Slesh A., and Dean Yang. "Facilitating Worker Mobility: A Randomized Information Intervention among Migrant Workers in Singapore." Economic Development and Cultural Change 68, no. 1 (October 2019): 63–91. http://dx.doi.org/10.1086/700620.

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23

Raijaya, I. Gusti Agung Ayu Karishma Maharani, and Chotib Chotib. "THE WORKER CHARACTERISTIC: THE DECISION TO COMMUTE OR NOT." Jurnal Litbang Sukowati : Media Penelitian dan Pengembangan 3, no. 2 (May 11, 2020): 12. http://dx.doi.org/10.32630/sukowati.v3i2.133.

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Indonesia has entered a third trend of three mega-demographics trends, namely the transition of migration to mobility. Most of the population do mobility due to work factors. Commuting is a type of non-permanent mobility where a person works in a different place from his residence. They leave the residence in the morning and returns in the afternoon or evening every day or back to residence no longer than 24 hours. Many problems will arise when the rate of mobility is high. Jabodetabek certainly have a special pattern in the mobility of its workers or maybe the year change can also change the mobility patterns in Jabodetabek. Therefore, this study will try to analyze and estimate the influence of the social and demographic characteristics of workers in the Jakarta metropolitan area on their decision to commute or not. If more commuter workers are less educated and do not have training certificates, this will have an impact on the burden of the Jabodetabek Metropolitan area. This study uses Sakernas 2018 data, using the Binary Logistic Regression model. The results of this study are the choose of mobility depend on individual characteristics such as education, sex, age, marital status, income, and training/courses.

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24

Gibbons, Eric M., Allie Greenman, Peter Norlander, and Todd Sørensen. "Monopsony Power and Guest Worker Programs." Antitrust Bulletin 64, no. 4 (September 22, 2019): 540–65. http://dx.doi.org/10.1177/0003603x19875040.

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Guest workers on visas in the United States may be unable to quit bad employers due to barriers to mobility and a lack of labor market competition. Using H-1B, H-2A, and H-2B program data, we calculate the concentration of employers in geographically defined labor markets within occupations. We find that many guest workers face moderately or highly concentrated labor markets, based on federal merger scrutiny guidelines, and that concentration generally decreases wages. For example, moving from a market with a Herfindahl-Hirschman Index of zero to a market comprised of two employers lowers H-1B worker wages approximately 10%, and a pure monopsony (one employer) reduces wages by 13%. A simulation shows that wages under pure monopsony could be 47% lower, suggesting that employers do not use the full extent of their monopsony power. Enforcing wage regulations and decreasing barriers to mobility may better address issues of exploitation than antitrust scrutiny alone.

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25

Ibrahim Fallatah, Mahmoud. "Knowledge Workers Mobility in Innovative Organizations: The Role of Individual Differences." International Journal of Business and Management 14, no. 9 (August 5, 2019): 23. http://dx.doi.org/10.5539/ijbm.v14n9p23.

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The paper extends previous research on knowledge workers mobility by proposing that knowledge workers in innovative organizations have lower rates of mobility than those in other organizations. Further, I suggest that the extent to which knowledge workers in innovative organizations remain at their jobs depends on the personality of each worker. Drawing from the Big-Five model, I argue that knowledge workers who score high on extroversion and openness to experience are less likely to leave innovative organizations, whereas those who score high in agreeableness, conscientiousness, and neuroticism are more likely to leave such organizations. The paper offers some practical implications as well as some ideas for future research.

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26

Mar, Don, and Paul M. Ong. "Race and Rehiring in the High-Tech Industry." Review of Black Political Economy 22, no. 3 (March 1994): 43–54. http://dx.doi.org/10.1007/bf02689972.

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Previous research reveals that economic dislocation generates racial inequality because minorities suffer greater consequences from job displacement—longer unemployment duration and greater downward mobility. These outcomes, however, are conditional on being permanently laid off. This article examines the factors, including race, that influence whether or not a worker becomes displaced. More specifically, the article analyzes the probability of being rehired after an initial layoff using administrative data collected on workers laid off after the severe 1985 sectoral recession in Silicon Valley's semiconductor industry. The results from logit regressions show that, after controlling for observable worker and firm characteristics, black workers are less likely to be rehired than other workers.

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27

Butool, Falak. "SCHEDULED CASTE POPULATION AND THEIR EDUCATIONAL AND OCCUPATIONAL MOBILITY IN KHAIRA HASAN VILLAGE OF BAHRAICH." SOCIETY AND CULTURE DEVELOPMENT IN INDIA 2, no. 1 (2022): 27–36. http://dx.doi.org/10.47509/scdi.2022.v02i01.03.

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In the present paper socio-economic mobility of scheduled caste is studied in terms of educational and occupational mobility. The data regarding the current problem is collected through the direct questionnaire method to the respondents of Khaira Hasan Village and later it is arranged in tabular form after necessary calculations and processing. From the results of the study it is clear that educational mobility is recorded in the second generation. From the indepth analysis of the data it is also clear that upward educational mobility among the scheduled caste of Khaira Hasan Village is not restricted to the more educated household of the scheduled caste but the larger share of more educated children was produced by the parents having more than lower primary education (catagories4 and 5), there was significant decline in the share of children with lesser educational attainment than their parents. It is also clear from the results that most of the scheduled caste workers in both the generation are involved in primary sector of economy though their percentage has slightly declined in the second generation. Apart from it the probability of the children of primary worker to become secondary worker is increasing.

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28

Rohmah, Babun Niâ€™matur, and Riska Ayu Purnama Sari. "TINGKAT PERUBAHAN KESEJAHTERAAN EKONOMI KELUARGA BURUH MIGRAN." INTAJ : Jurnal Penelitian Ilmiah 1, no. 1 (April 3, 2017): 120–44. http://dx.doi.org/10.35897/intaj.v1i1.79.

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Gondanglegi sub district is occupying the first position as the largest supplier of migrant workers in the area of â€‹â€‹South Malang in 2014. This research focuses on Panggungrejo Village as the object of research. A village with area of â€‹â€‹203 km2, population of 1,877 people consisting of 866 men and 1,011 women. This village pervades 12 RTs, and this research took 2 RTs namely RT 5 and 6, with 5 respondents. These five respondents are representatives of various migrant workers. Some represent their wives as migrant workers, husbands and children. This study uses the theory of social mobility; a change, shift, increase or decrease of the status and role of its members. Welfare indicators used are economic, educational, social and health. The result of the research shows that there is a change of the respondentsâ€™ life level in terms of economic, social, educational and even health compared to prior becoming migrant worker, although the rate of change is not too significant. Keywords: Welfare, Migrant Worker, Social Mobility.

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29

Fredriksson, Peter, Lena Hensvik, and Oskar Nordström Skans. "Mismatch of Talent: Evidence on Match Quality, Entry Wages, and Job Mobility." American Economic Review 108, no. 11 (November 1, 2018): 3303–38. http://dx.doi.org/10.1257/aer.20160848.

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We examine the impact of mismatch on entry wages, separations, and wage growth using unique data on worker talents. We show that workers are sorted on comparative advantage across jobs within occupations. The starting wages of inexperienced workers are unrelated to mismatch. For experienced workers, on the other hand, mismatch is negatively priced into their starting wages. Separations and wage growth are more strongly related to mismatch among inexperienced workers than among experienced workers. These findings are consistent with models of information updating, where less information is available about the quality of matches involving inexperienced workers. (JEL D83, J24, J31, J41, J63, J64)

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30

Renkow, Mitch. "Employment Growth, Worker Mobility, and Rural Economic Development." American Journal of Agricultural Economics 85, no. 2 (May 2003): 503–13. http://dx.doi.org/10.1111/1467-8276.00137.

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31

Pajuste, Anete, and Hernán Ruffo. "Wage dynamics and worker mobility during deep recessions." Baltic Journal of Economics 19, no. 1 (December 20, 2018): 52–83. http://dx.doi.org/10.1080/1406099x.2018.1556898.

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32

Hakkala, Katariina Nilsson, and Alessandro Sembenelli. "Multinationals, competition and productivity spillovers through worker mobility." Review of World Economics 154, no. 2 (December 27, 2017): 401–26. http://dx.doi.org/10.1007/s10290-017-0304-2.

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33

Monheit, Alan C., and Philip F. Cooper. "Health Insurance and Job Mobility: Theoryand Evidence." ILR Review 48, no. 1 (October 1994): 68–85. http://dx.doi.org/10.1177/001979399404800106.

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It is widely hypothesized that health insurance deters job mobility because of imperfections in the labor and health insurance markets. This paper describes the nature of the welfare loss attributable to such “job-lock” and reviews several studies that empirically test the job-lock hypothesis. The authors find that estimates of the magnitude and importance of job-lock vary. Studies that support the job-lock hypothesis typically report a 20% to 40% reduction in mobility rates, depending on worker marital status and gender. Their own estimates suggest that although job-lock is present in the labor market, the proportion of workers affected and the magnitude of the welfare loss are less than generally supposed.

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34

Yu, Yeon Jung, Christopher McCarty, and James Holland Jones. "Flexible Labors: The Work Mobility of Female Sex Workers (FSWs) in Post-Socialist China." Human Organization 77, no. 2 (June 1, 2018): 146–56. http://dx.doi.org/10.17730/0018-7259-77.2.146.

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This paper examines the flexible labor of Chinese female sex workers (FSWs) by looking at their job mobility. We show the women's flexible job mobility as an active strategy in addition to a direct response to the marketplace. Drawing upon in-depth interview data (n=175) during twenty-six months of ethnographic fieldwork in post-socialist China, we demonstrate the workers' spatial mobility (i.e., holding jobs in multiple locations) and temporal mobility (i.e., changing jobs frequently), which are critical features of the women's lived experiences. Our analysis shows that the women in the sex trade have high job mobility and that their multiple occupations include a wide range of work – from sex work to formal sectors. Their high job mobility stems from inventive negotiation that generates greater profits, increased stability, and reputational advantages. The findings pose three distinct challenges to the way sex work in China has been portrayed: (1) female sex workers can be excluded from the “general population”; (2) female sex workers can be labeled as a member of a particular sex worker category; and (3) the exclusive categorization between “commercial sex work” (e.g., xiaojie or prostitutes) and “transactional sex” (e.g., ernai or “second wife.”) The research demonstrates the strong agency of female sex workers even within adverse structural restraints, which contributes to existing discussions of whether sex work is voluntary or coerced.

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BARSEGHYAN, Liana. "PROMOTING STUDENT LEARNING THROUGH “TIME FOR TEA” PROJECT." Foreign Languages in Higher Education 22, no. 2 (25) (November 12, 2018): 115–22. http://dx.doi.org/10.46991/flhe/2018.22.2.115.

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Mobility in education system is on the rise. People have been attracted to study abroad from medieval times. Emo of Friesland is widely believed to have been the first international student in Oxford in the 12th century. His motives to study abroad were almost the same as that of the students’ of the 21st century – to experience new culture, gain knowledge and skills, build networks and develop competences. Globalisation has more than ever boosted mobility of students and youth workers all over the world. The article aims at investigating the main types of mobility, their advantages, as well as the downside of such programmes. It will particularly focus on the overall purpose and outcomes of a concrete Erasmus+ funded three-stage international youth worker mobility project called Time for Tea.

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Weerepas, Marjon J. G. A. M., and Anouk H. H. Bollen-Vandenboorn. "Enhancing Worker Mobility via the Mobility Directive: Arrange the Tax Consequences for Supplementary Pension Rights Now!" EC Tax Review 24, Issue 1 (February 1, 2015): 34–42. http://dx.doi.org/10.54648/ecta2015004.

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On 21 May 2014 the Mobility Directive entered into force. The Directive stipulates minimum conditions for enhancing worker mobility between Member States by improving the acquisition and preservation of supplementary pension rights. The aim of the European Commission is to improve the mobility of workers between Member States. The goal of this Directive is to reduce the impediments created by supplementary pension scheme rules related to employment relationships. Coordination and guidance exist at the European level in the fields of social security and pension law. Without a change in tax law rules, however, labour mobility will continue to be hampered. Where it is clear in Regulation 883/2004, Council Directive (EC) No. 98/49/EC and the Mobility Directive what in general terms qualifies as a pension, such qualification for tax purposes remains complicated. Due to the fiscal sovereignty of Member States, each Member State is free to apply its own conditions and requirements before recognizing a supplementary pension scheme. This contribution will address the entry into force of the Mobility Directive, the coherence of coordination rules concerning statutory pension rights and directives relating to supplementary pension rights, and will explore the extent to which at the European level in particular a connection can be made to fiscal regulation in order to optimize labour mobility.

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Rahayu, Triningsih Chusprihati, Akhyak Akhyak, Akhmad Rizqon Khamami, Abdul Aziz, Nur Syam, Elfi Mu’awanah, Iffatin Nur, Sokip Sokip, and Kojin Kojin. "Omission Culture as an Impact of Social Mobility of Migrant worker." EAS Journal of Humanities and Cultural Studies 6, no. 04 (October 19, 2024): 133–37. http://dx.doi.org/10.36349/easjhcs.2024.v06i04.001.

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That the large number of Tulungagung people who choose to become migrant workers abroad indicates that the wheels of economic development are still not optimal. The industry has not yet developed rapidly, so the government needs to create a quality business and investment climate by providing incentives and ease of investment and business, so that it can create and open up new jobs as widely as possible for the people that the large number of people who choose to become migrant workers abroad indicates that the wheels of economic development are still not optimal. The industry has not yet developed rapidly, so the Tulungagung Regency Government needs to create a quality business and investment climate by providing incentives and ease of investment and business, so that it can create and open up new jobs as widely as possible for the people. Through the interview method with the research subjects, there is a phenomenon that requires a new, better cultural building due to the impact of the culture of going to work abroad. This study found the fact of omission culture, which means the neglect or acceptance of the actions of migrant workers, both negative and positive, as a form of tolerance for their profession as migrant workers. This omission migrant culture is often found in migrant worker families who tolerate 1. Infidelity, changing partners, temporarily changing partners and/or returning to the original partner and/or changing partners permanently 2. Neglect if the children of the worker's family members are not cared for.

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Polkowska, Dominika, and Kamil Filipek. "Grateful Precarious Worker? Ukrainian Migrants in Poland." Review of Radical Political Economics 52, no. 3 (September 18, 2019): 564–81. http://dx.doi.org/10.1177/0486613419857295.

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Within the Polish labor market, immigration—along with flexibility, globalization, and mobility—has increased in importance. Because of the many cultural and historical similarities to Poland, as well as geographical proximity, Ukrainians play a very important role. They mostly take on the unattractive (from the point of view of the local worker) work-world positions: ones that are low paying, temporary, and offer insecure and uncertain lengths of employment. Using two in-depth case studies on Ukrainian migrant workers employed in diverse Polish industries, we answer the question of whether Ukrainian citizens working in Poland (economic migrants) are precarious workers in light of Vosko’s and Duell’s concepts of precariat.

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Saithong, Soiboon, Dusadee Ayuwat, and Oranutda Chinnasri. "Human capital accumulation of rural female migrants and occupational mobility at destination area: A case study of Chonburi." International Journal of Engineering & Technology 7, no. 2.10 (April 2, 2018): 80. http://dx.doi.org/10.14419/ijet.v7i2.10.10961.

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Occupational mobility influences the social status of female migrants who have migrated from rural to urban areas. Occupational progression leads to social class mobility. The purpose of this research was to examine human capital accumulation and occupational mobility among female migrants in the destination area. Using qualitative methodology, in-depth interviews were conducted with 26 female migrants from the rural Northeast of Thailand to Chonburi Province and with 6 key informants between October 2015 to January 2016. The data were analyzed by analytic description. The findings indicated that the female migrants from the rural Northeast of Thailand relied on multiple ways of accumulating human capital for occupational mobility, namely: 1) learning on the job, resulting in an advancement from working as a cook’s assistant, waitress, or assembly line worker (Level 1 skills) to working as a tourist guide, noodle vendor, or beauty parlor/general store operator (Level 2 skills);2) attending adult education, which led to occupational advancement from being a domestic worker (Level 1 skills) to an accountant in a private company (Level 2 skills);3) studying at a formal educational institution, which helped a domestic worker to assume a position as a clerk at a state agency (Level 2 skills);4) vocational short course training, which led in occupational advancement from being an assembly line worker to opening a sewing shop (Level 2 skills). In conclusion, the findings indicated that these female migrant’s way of human capital accumulation influenced their occupational mobility, but it also depended on their personal characteristics.

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Anderson, Claire J., and Betty Roper Ricks. "Illiteracy—The Neglected Enemy in Public Service." Public Personnel Management 22, no. 1 (March 1993): 137–52. http://dx.doi.org/10.1177/009102609302200110.

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Recently concern has been voiced over worker illiteracy particularly in light of forecast labor force shortages. A survey of 533 local government units revealed that over 60% of the jurisdictions currently employed workers who lack basic language and arithmetic skills. Illiteracy clearly is a barrier to upward mobility and suggests problems in providing service to the public. Some evidence was found of proactive stand on the part of local government by providing some basic skill training or accommodating for lack of language or computational skills. Implications of labor access and mobility of traditionally disadvantaged groups are discussed.

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Patton, Wendy, and Catherine Doherty. "Career, Family, and Workforce Mobility: An Interdisciplinary Conversation." Journal of Career Development 47, no. 3 (September 25, 2017): 296–309. http://dx.doi.org/10.1177/0894845317731157.

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The purpose of this article is to synthesize conceptual and empirical work from the fields of both sociology and career development to explore how issues of career, family, and workforce mobility are necessarily interrelated. The use of work from sociology and career development demonstrates that the complexities of family solutions to career mobility undo the apparent simplicity of delivering a worker to a new worksite. Although organizations and governments work to develop policies that incentivize mobility, including transport infrastructure, housing, employment conditions, and tax incentives, these will not necessarily address the private concerns and priorities of families. This article argues for an interdisciplinary approach to better understand the intersubjective complexities implicated in the growing phenomenon and expectation of worker mobility and suggests both areas and design strategies for further research.

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Ruiz, Antonio Caparrós. "Wage growth and occupational mobility in Spain: movers vs stayers." International Journal of Social Economics 43, no. 12 (December 5, 2016): 1481–506. http://dx.doi.org/10.1108/ijse-03-2015-0071.

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Purpose The purpose of this paper is to analyze the causality between job mobility status, occupational career and wage growth. First, it will be verified whether the type of job-to-job mobility has some influence on the occupational mobility and, second, whether the type of occupational change has some effect on wage growth for both movers and stayers. Design/methodology/approach The influence of job-to-job mobility on occupational mobility is explained through a random effect panel multinomial logit model to account for the unobserved individual heterogeneity. Next, the effect of occupational mobility on wage growth for both movers and stayers is obtained after applying Heckman’s two-step procedure that corrects the endogeneity of occupational mobility in a panel data framework. Findings The main results confirm, first, that inter-firm mobility is a mechanism used by the worker to achieve upward mobility. Second, the accumulation of human capital has a positive influence on promotions for movers and stayers, getting the highest probability of upward occupational mobility for workers with higher education. Moreover, promotion is a suitable mechanism for improving worker’s wages. In particular, the wage gain is between 5 percent for stayers and 9 percent for quitters compared to workers who do not change their occupation. Social implications The main findings of this research would justify the implementation of active labor market policies that increase market transparency and decrease information asymmetries between workers and employers. In this way, the adjustment process between job offer and demand would improve and workers would have more possibilities of ascending on the occupational ladder and getting better-paid jobs. Originality/value To the best of the author’s knowledge, this paper is the first study in the economic literature discussing Spain that examines the links between change of firm, occupational mobility and wage dynamics.

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Stoyanov, Andrey, and Nikolay Zubanov. "The distribution of the gains from spillovers through worker mobility between workers and firms." European Economic Review 70 (August 2014): 17–35. http://dx.doi.org/10.1016/j.euroecorev.2014.03.011.

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Helling, Amy, and Patricia L. Mokhtarian. "Worker Telecommunication and Mobility in Transition: Consequences for Planning." Journal of Planning Literature 15, no. 4 (May 2001): 511–25. http://dx.doi.org/10.1177/08854120122093168.

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45

Tsoulouhas, Theofanis. "Renegotiation-proof Labour and Credit Contracts with Worker Mobility." Economica 66, no. 264 (November 1999): 433–54. http://dx.doi.org/10.1111/1468-0335.00182.

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Delpierre, Matthieu, and Bertrand Verheyden. "Student and worker mobility under university and government competition." Journal of Public Economics 110 (February 2014): 26–41. http://dx.doi.org/10.1016/j.jpubeco.2013.11.012.

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HART, ROBERT A. "Worker-Job Matches, Job Mobility and Real Wage Cyclicality." Economica 73, no. 290 (May 2006): 287–98. http://dx.doi.org/10.1111/j.1468-0335.2006.00503.x.

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Ray, Kristin Michelle, B. Lindsay Lowell, and Sarah Spencer. "International Health Worker Mobility: Causes, Consequences, and Best Practices." International Migration 44, no. 2 (June 2006): 181–203. http://dx.doi.org/10.1111/j.1468-2435.2006.00368.x.

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Carrillo-Tudela, Carlos, and Leo Kaas. "Worker mobility in a search model with adverse selection." Journal of Economic Theory 160 (December 2015): 340–86. http://dx.doi.org/10.1016/j.jet.2015.10.003.

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Krishna, Pravin, Jennifer P. Poole, and Mine Zeynep Senses. "Wage Effects of Trade Reform with Endogenous Worker Mobility." Journal of International Economics 93, no. 2 (July 2014): 239–52. http://dx.doi.org/10.1016/j.jinteco.2014.03.003.

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