Suchergebnisse

We analyze determinacy and stability under learning (E-stability) of rational expectations equilibria in the Blanchard and Galí (2006, 2008) New-Keynesian model of inflation and unemployment, where labor market frictions due to costs of hiring workers play an important role. We derive results for alternative specifications of monetary policy rules and alternative values of hiring costs as a percentage of GDP. Under low hiring costs - a typical part of the U.S. calibration - for policy rules based on current period inflation and unemployment our results are similar to those of Bullard and Mitra (2002). However, we find that the region of indeterminacy and E-instability in the policy space increases with the hiring costs. So, higher hiring costs - consistent with the European 'sclerotic' labor market institutions - seem to play an important part in explaining unemployment instability. Under lagged data based rules the area where monetary policy delivers both determinacy and E-stability shrinks. These rules perform worse according to these two dimensions when hiring costs go up. Finally, under expectations-based rules - unlike Bullard and Mitra (2002) - an additional explosive region is introduced. Here also the scope for determinacy and E-stability oriented monetary policy decreases. Interestingly - under the same rule and European 'sclerotic' labor market institutions we find that responding too much to expected inflation and too little to expected unemployment may very well be self-defeating. When hiring costs are large, a central bank that follows such a policy rule could very easily end up in the worst-case scenario of both indeterminacy and E-instability.

d Research has examined the benefits and costs of employing adults with autism spectrum disorder (ASD) from the perspective of the employee, taxpayer and society, but few studies have considered the employer perspective. This study examines the benefits and costs of employing adults with ASD, from the perspective of employers. Fifty-nine employers employing adults with ASD in open employment were asked to complete an online survey comparing employees with and without ASD on the basis of job similarity. The findings suggest that employing an adult with ASD provides benefits to employers and their organisations without incurring additional costs. ; Funding Agencies|Bankwest Curtin Economics Centre; Cooperative Research Centre for Living with Autism (Autism CRC); Australian Governments Cooperative Research Centres Program; Curtin University

Abstract
Recent changes in New Zealand law decreased the cost of dismissing employees within their first 3 months with an employer, with the aim of encouraging firms to increase hiring by reducing the associated risk. We use monthly linked employer–employee data and exploit the staggered introduction of the policy to estimate its effect on hiring. We find that the policy had little effect on the number of hires, the hiring of jobseekers of unknown quality, or the stability of employment. Our results suggest that policies that temporarily lower dismissal costs do not necessarily increase firm hiring.

We examined the impact of job applicant body weight on employability ratings via the mediators of obesity and physical attractiveness stereotypes, organizational costs, and rational bias. The moderating effect of job type was also examined. A sample of 202 (75% female) university students
assessed a job applicant on the basis of a résumé which was accompanied by a photograph (overweight vs. average weight) and a position description (face-to-face vs. telephone sales). Results revealed that the overweight applicant was rated significantly higher on the obesity
stereotype, significantly lower on the physical attractiveness stereotype, and as significantly less employable. Stereotypes failed to mediate between applicant weight and employability, and rational bias only was found to be a significant mediator. There was no significant interaction between
applicant weight and job type when the mediators were controlled. Our findings in this study underscore the importance of examining multiple pathways from applicant weight to employment-related weight discrimination.

SUMMARYThis paper reports the results of a comparison of employment adjustment in Japan, the United States and four major EC countries. Output and real wages are used in explaining the optimal employment level and change in employment. Short‐ and long run responses to alterations of the exogenous variables are estimated and compared. Surprisingly, Germany has a quite rapid adjustment of labor while France and Italy show a much slower adjustment pattern. Even in comparison with the United States. Great Britain demonstrates the fastest adjustment to changes in the economic environment. By far the slowest adjustment pattern is realized in Japan. Overall the difference between the US and Europe seems not to be too large and European labor markets are not as sclerotic as occasionally assumed.ZUSAMMENFASUNGDieser Artikel gibt die Ergebnisse eines Vergleichs der Beschäftigungsanpassung in Japan, den Vereinigten Staaten und den vier wichtigsten EU‐Landern wieder. Das Produktionsniveau und der Reallohn sind die erklarenden Variablen für das optimale Beschaftigungsniveau wie auch Veranderungen der Beschäftigung. Es werden kurz‐ und langfnstige Beziehungen zwischen den exogenen und der endogenen Vanablen geschatzt und verglichen Uberraschenderweise hat Deutschland eine relativ rasche Beschaftigungsanpassung, während Frankreich und Italien eine viel langsamere Anpassung aufweisen. Großbntannien hat auch im Vergleich zu den USA die schnellste Reaktion auf Veränderungen der ökonomischen Umwelt. Das bei weitem inflexibelste Anpassungsverhalten wird für Japan registriert. Zusammenfassend scheinen die Unterschiede zwischen den Vereinigten Staaten und Europa nicht so groß und der europaische Arbeitsmarkt nicht so sklerotisch zu sein wie erwartet.RÉSUMÉCet article présente les résultats d'une comparaison de la vitesse d'adaptation de l'emploi au Japon, aux Etats‐Unis et dans les quatre pays les plus importants de l'UE. Le niveau de l'emploi optimal ***ainsi que les variations de l'emploi sont expliquées par le niveau de production et les salaires réels. Les variations à court et long terme des changements des variables exogènes ont été estimés et comparés. Étonnamment, l'Allemagne a une vitesse d'adaptation de l'emploi relativement rapide par rapport à celles de la France et de l'Italie. L'Angleterre montre měme, en comparaison avec les Etats‐Unis, une plus grande flexibilité envers les modifications de l'environnement économique. L'adaptation la plus lente est observée au Japon. Pour conclure les différences concernant la vitesse d'adaptation de l'emploi entre les Etats‐Unis et l'Europe ne semblent pas si grandes et les marchés de travail européens sont moins sclérosés que ce que l'on attendait.

PurposeThe purpose of this paper is to identify factors that affect how managers assess the importance of criminal history for job seekers with criminal records in Ban the Box states.Design/methodology/approachThis study uses a phenomenological investigative approach to examine narrative interview data obtained from 18 human resource (HR) professionals in organizations in five Ban the Box states.FindingsContrary to previous research, the findings presented in this paper show that managers are inclined to hire applicants with a criminal history. However, study findings indicate that those hiring decisions are positively influenced by: perceived value of criminal history; concerns about safety and cost; characteristics of the offense; motivation to hire; and evidence of applicant growth. Furthermore, a lack of systematic evaluation processes among hiring managers may present a barrier to employment.Originality/valueThis paper explores a poorly understood area of the HR management and employment inclusion literatures – the identification of factors that influence evaluations of applicants with a criminal history.

Chapter 1 investigates whether the introduction of a statutory minimum wage in Germany raised hiring standards. The difference-in-differences analysis exploits variation in employers' pre-reform wage structure. I proxy realized hiring standards by establishments' minimum hire quality, using worker fixed effects estimated before the analysis period as a measure of both observed and unobserved ability. I find that the minimum wage increased minimum hire quality by 18.9% of a standard deviation. Using pre-reform survey information I show that the effect is increasing in the importance of screening to the establishment's hiring process, strengthening its interpretation as a change in hiring standards. Chapter 2 estimates the causal effect of employment protection on firms' worker selection. We study a policy change that reduced dismissal costs for small Swedish firms. Our difference-in-differences analysis of firms' hiring uses individual ability measures including estimated worker fixed effects and cognitive test scores. We find that the reform reduced minimum hire quality by 5% of a standard deviation, half of which we can attribute to firms' hiring becoming less selective. Our results help discriminate between existing theories, supporting the prediction that firms shift their hiring standards in response to changes in dismissal costs. Chapter 3 assesses the performance of estimated AKM worker effects as an ability proxy. Using Swedish register data, we study the correlation between AKM estimates and cognitive test scores from the military draft. We find a correlation of roughly .4, more than three quarters of machine-learning algorithms' predictive performance. However, we find that the worker effects' prediction performance varies with observed worker and firm characteristics. Our analyses show that the worker effects "contain" both skill-related and non-skill attributes while broadly supporting the estimation choices of existing applications.