A DISCRETE-TIME NONLINEAR (m + n)-PERSON LABOR MARKET SYSTEM WITH UNCERTAINTY

1977 ◽  
pp. 447-468
Author(s):  
Peter Coughlin
Keyword(s):  
Labor Market ◽  
Discrete Time ◽  
Market System

scholarly journals Hospital Mergers in Norway: Employee Health and Turnover to Three Destinations

2017 ◽  
Vol 7 (1) ◽  
Author(s):  
Mari Holm Ingelsrud
Keyword(s):  
Labor Market ◽  
Discrete Time ◽  
Employee Participation ◽  
Employee Health ◽  
Title Page ◽  
Poor Health ◽  
Survival Analyses ◽  
Hospital Sector ◽  
Hospital Mergers

<div class="page" title="Page 1"><div class="layoutArea"><div class="column"><p><span>This article investigates the probability of turnover to three destinations following hospital merg- ers: within the hospital sector, out of the hospital sector, and out of work. It is hypothesized that mergers increase turnover to nonemployment among employees with poor health and increase turnover to employment outside of the hospital sector among healthy employees. Discrete-time survival analyses show that mergers increase turnover within the hospital sector for all employ- ees, regardless of health. Turnover to other sectors and out of work does not increase. Possible explanations for the limited turnover out of the sector associated with mergers are aspects of the Norwegian labor market such as the institution of employee participation, low unemployment, and labor shortages within hospitals. </span></p></div></div></div>

scholarly journals Mapping, Development and Validation of Skills in Bulgaria – Trends and Perspectives

2021 ◽  
Vol 27 (1) ◽  
pp. 106-120
Keyword(s):  
Labor Market ◽  
Continuing Education ◽  
Lifelong Learning ◽  
Learning System ◽  
The Other ◽  
Market System ◽  
Working Age ◽  
Development And Validation ◽  
The Impact ◽  
And Training

The article deals with the challenges related to the integration of the labor market system in Bulgaria, on one hand, and the systems of education and training, on the other. Its objective is to analyze the country’s lifelong learning system and, in particular, its aspects related to the mapping, development and validation of skills. The study is aimed at identifying the impact which the aforementioned processes have on labor market skills matching. The analysis covers responsible institutions, stakeholders and partnerships, as well as the main strategies in the field of lifelong learning in Bulgaria. An overview of the measures in support of the access of individuals within active working age to continuing education has been made.

scholarly journals Implementasi Sistem Informasi Pasar Kerja Online (Ipk Online) Di Dinas Sosial Tenaga Kerja Dan Transmigrasi (Dinsosnakertrans) Kabupaten Brebes Periode 2014-2015

2018 ◽  
Vol 3 (1) ◽  
Author(s):  
Helmy Ary Goni ◽  
Heryani Agustina
Keyword(s):  
Information System ◽  
Labor Market ◽  
Qualitative Method ◽  
Economic Conditions ◽  
Market Information ◽  
Market System ◽  
Political Conditions ◽  
Strong Commitment ◽  
Online Labor ◽  
Social Labor

Research about Implementation of Online Labor Market Information System at Social Labor and Transmigration Agency of Brebes District started from ineffectiveness of how does the system implemented in order to give a employment service.Researcher will observe the phenomenon using six indicator based on model from Van Meter and Van Horn that is standard and objectives of policy, supported resources, organizational communications, economic social and political conditions, acceptance of implementers and implementers diposition.Researcher use descriptive qualitative method with expectation to be able to observe phenomenon experienced by participant accurately and to earn more understanding about implementation of Online Labor Market Information System at Sosial Labor and Transmigration Agency of Brebes District.As result of this research, there are some problems from six indicators that  is used to observe implementation of Online Lambor Market Information System. The problems are standard and objectives of policy, supprted resources, social and economic conditions and implementers disposition. As for the effort to solve the problems has not been able to resolve it.Researcher concludes that Implementation of Online Labor Market Information System at Social Labor and Transmigration of Brebes District has not been effective if related with the indicators. Researchers suggestions are the need of strong commitment from the implementers to understand and to monitor the Implementation of Online Labor Market System.

scholarly journals Properties of the Labor Market Regulation System

2019 ◽  
pp. 18-26
Author(s):  
Valeriia Kovach
Keyword(s):  
Labor Market ◽  
Labor Markets ◽  
Regulation System ◽  
Market Regulation ◽  
Interpersonal Processes ◽  
Market System ◽  
Managerial Decision ◽  
Regional Labor Market ◽  
Regional Labor ◽  
Market Management

It is noted that basic processes that characterize system of labor markets are based on the principles of social development. They make possible economic and industrial activity of individuals. Features of managerial decision-making processes are considered. It is determined that the labor market system is a multilevel set of subsystems: the whole labor market of the state, the regional labor market, and the labor markets of organizations. It is proposed to present the labor market system in the form of three main elements determined by the following parameters: entry into the labor market system; process of interaction of the microsphere of the labor market with external environment takes place within the framework of regional labor market; exit from the labor market is represented by the whole labor market. It is noted that system approach allows representing of the labor market system as a structural and hierarchical formation with its structure and functions. Priority of motivational processes is determined. These processes are present both in interpersonal processes and in managerial ones. The scheme of interaction and interdependence of processes in the labor market system is developed. It is noted that each subsystem in the labor market has its own functional purpose. It is determined that the most important characteristic of the labor market as a whole system is its structure. The structure is a set of elements and connections that determine internal structure and organization of the labor market as a whole system. It is noted that the labor market has a peculiar property of infinity. The concept of “element of the labor market” is defined. It is concluded that the labor market management system includes: management goals, management methods, organizational security, information and legal support.

Informal Caregiving and the Retirement Decision

2012 ◽  
Vol 13 (3) ◽  
pp. 307-330 ◽  
Author(s):  
Annika Meng
Keyword(s):  
Labor Market ◽  
Panel Data ◽  
Informal Care ◽  
Discrete Time ◽  
Working Hours ◽  
Informal Caregiving ◽  
Hazard Models ◽  
Retirement Decision ◽  
Market Effects

Abstract The probability of providing informal care grows with one’s own age. While labor market effects due to caregiving are moderate, they could be concentrated in the years close to retirement. Therefore, I investigate whether care in the previous year leads to retirement in the year after by using German Socio-Economic Panel data from 2001 to 2009 and discrete-time hazard models. The effect of care on the retirement decision is indeed much higher than its effect on the labor or working hours of middleaged individuals. Women are affected to a larger extent but the retirement decision of men also reacts to their caregiving obligations.

Four Patterns in the Evolution of Dismissal and Resignation: An Epitome of the Labor Law Regime during Forty Years of Reform and Opening Up

2020 ◽  
Vol 7 (1) ◽  
Author(s):  
Dong Baohua
Keyword(s):  
Labor Market ◽  
Labor Law ◽  
Market System ◽  
Social Law ◽  
Labor Relationship ◽  
Historical Performance ◽  
Reform And Opening Up ◽  
Opening Up ◽  
Law Making

AbstractDismissal and resignation as well as dissolution and termination are two pairs of associated and important concepts for us to understand the ending regime of China’s labor relationship. Facing the paradox in the development of labor market, these four concepts are combined with the propositions of autonomy and governance. During the era of reform, they have been combined into four types of systematical patterns: the equivalent of dismissal and resignation, the correspondence between dismissal and resignation, the opposition between dismissal and resignation, and the comparison of dismissal and resignation. From the wandering of labor law-making between “separation” and “unification,” we can see the difficulties of balancing the governance and autonomy in social law. As we are again at the crossroads of reflecting back and looking forward, investigating the logic of the evolution and historical performance of these four patterns will not only help us to better understand the current features of China’s labor market system, but also lay the theoretic foundation for its development in the next decade.

Your Pay or Someone Else's? Exploring Salary Dispersion, Position, and Principal Turnover

2021 ◽  
pp. 1-58
Author(s):  
Andrew Pendola
Keyword(s):  
Labor Market ◽  
Discrete Time ◽  
Hazard Models ◽  
High Turnover ◽  
Principal Turnover ◽  
Highly Sensitive ◽  
Basic Salary ◽  
Relationship Of ◽  
The Relationship ◽  
Longitudinal Dataset

This study explores ways in which salary can be structured to reduce leadership shortages by investigating how comparative wage dispersion and position alter the relationship of salary to principal turnover. Using a seventeen-year longitudinal dataset covering over sixteen thousand principals in Texas, discrete-time hazard models demonstrate that principals are highly sensitive to salary comparisons over and above basic salary. Higher comparative position is associated with significantly reduced turnover risk, while wider dispersion is associated with a significantly increased turnover risk. Interactions demonstrate that dispersion and position act in tandem to create conditions where principals have particularly high turnover risk. These results have implications for strategies to address turnover through district salary structures, as well as broader notions of how wage tournaments operate in the principal labor market.

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