This paper develops an equilibrium job search model in which the employed worker privately accumulates human capital and continually searches for a better paying job. Firms make wage payment based on both workers’ output and job tenure in order to encourage production and to discourage job turnover. In this environment, wages grow due to human capital accumulation (productive promotion), and th...

Job Search Channels, Neighborhood Effects and Wages Inequality in Developing Countries: The Colombian Case This paper analyses the relationship between social networks and the job search behaviour of individuals. Networking is not only based on friends and relatives but also on neighbourhood. The geographic closeness is associated to social interactions. Individuals who are in physical and soci...

Job Satisfaction within the Scottish Academic Profession This paper considers job satisfaction in the academic labour market drawing upon a particularly detailed data set of 900 academics from five traditional Scottish Universities. Recent studies have revealed that in the labour force as a whole women generally express themselves as more satisfied with their jobs than men. Our results show tha...

BACKGROUND In this study, the measurement of job stress of electric overhead traveling crane operators and quantification of the effects of operator and workplace characteristics on job stress were assessed. METHODS Job stress was measured on five subscales: employee empowerment, role overload, role ambiguity, rule violation, and job hazard. The characteristics of the operators that were stud...

Extra Status and Extra Stress: Are Promotions Good for Us? Promotions ordinarily involve higher wages and greater privileges; but they also often involve increased responsibility, accountability and work hours. Therefore, whether promotions are good for workers’ wellbeing is an empirical question. Using high-quality panel data we estimate preand post-promotion effects on job attributes, physica...

When a candidate for the top management position is pre-associated with the firm, prior information exists that partially reveals his suitability for the position. In a dynamic framework of job matching, we show that in the presence of such pre-appointment information, the firm’s decision on managerial appointment differs in significant ways between inside and outside candidates. The difference...

Using a sample of male and female workers from the 1992 Employment in Britain survey we estimate a generalised grouped zero-inflated Poisson regression model of employees’ selfreported lateness. Reflecting theoretical predictions from both psychology and economics, lateness is modelled as a function of incentives, the monitoring of and sanctions for lateness within the workplace, job satisfacti...

This paper explores the relationship of social capital to self-rated health status in Japan, and how this is affected by the labor market. Data of 3075 adult participants in the 2000 Social Policy and Social Consciousness (SPSC) survey were used. Controlling for endogenous bias, the main finding is that social capital has a significant positive influence on health status for people without a jo...

Using three representative individual-level datasets for West Germany, we estimate the effect of the extension of maternity leave from 18 to 36 months on young women’s participation in job-related training. Specifically, we employ difference-indifferences identification strategies using control groups of older women and older women together with young and older men. We find that maternity leave...

Job Search with Bidder Memories This paper revisits the no-recall assumption in job search models with take-it-or-leave-it offers. Workers who can recall previously encountered potential employers in order to engage them in Bertrand bidding have a distinct advantage over workers without such attachments. Firms account for this difference when hiring a worker. When a worker first meets a firm, t...