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Focuses on the approach to interpreting earnings equality found in the writings of a variety of economists and in particular, technological change and its effects on the demand skill resulting in earning inequality. Argues that the evidence in favour of the technological effect is weak and presents some alternatives for further consideration.

In the last decade, Argentina has experienced a considerable decline in informal employment and wage dispersion. This paper extends a search model with exogenous human capital accumulation to include the informal sector. The model is parametrized to match Argentinian data between 1996 and 1998 – before the onset of the declining trend – and it is used to investigate the contribution of labor market measures to the falling informality, unemployment, and wage dispersion. The findings indicate that institutional factors did not contribute to the positive labor market trends observed; on the contrary, results show that higher severance pay and minimum wages increase informality and that the introduction of unemployment assistance contributed to the spread of informal contracts across the work force. Further, I find that compliance with minimum wage regulation strongly affects the final impact of these policies. While non perfect compliance might reduce unemployment, it reinforces the incentives of workers to move to the informal sector.

This study aims to combine open innovation (OI) and organizational learning (OL) literature in the context of strategic alliances.

The authors develop a conceptual framework that links OI to OL literatures. The authors empirically validate this framework through four representative cases of dyadic strategic alliances in which the allied partners have (mainly) adopted an inbound or outbound OI strategy and (mainly) used an experiential or experimental learning approach to access knowledge in the alliance.

The authors propose and validate a framework that links two well-known OI strategies (inbound and outbound) and two types of OL, namely, experiential and experimental learning. This, in turn, allows us to propose four different typologies of learning opportunities that could be pursued by alliance partners.

The research offers a framework that links experiential and experimental learning to inbound and outbound OI strategies. However, the authors focused on inbound and outbound OI. The authors are aware that sometimes coupled innovation could take place in alliances.

This study proposes best practices for companies willing to open their innovation processes with alliance partners by bearing in mind the learning outcomes that may be exploited through the alliance.

This study highlights four alliance archetypes emerging from the nexus between OI strategies to OL methods.

This paper aims to compare job satisfaction in public and private sectors and the mediating role of several job demands and resources on the relationship between the employment sector and job satisfaction.

Drawing on the job demands-resources model, this study argued that differences in job satisfaction were explained largely by the job characteristics provided in each sector. Data comes from the quality of working life survey, a representative sample of 6,024 Spanish public and private employees.

This study revealed that public employees were more satisfied than private ones. This relationship was partially mediated by job demands and job resources, meaning that the public and private employment sectors provided different working conditions. Public employees, in general, had fewer demands and more job resources than private ones, which resulted in different levels of job satisfaction. Additionally, partial mediation indicated that public employees are more satisfied than private ones, despite accounting for several job demands and job resources.

While the findings of this study highlighted the relative importance of job demands and job resources in affecting job satisfaction of public and private employees, the generalizability of the results to other countries should be limited as the study only used data from a single country.

A significant portion of the positive effect on job satisfaction of public employees is channeled through the lower levels of routine work and lower number of required working hours and through better job resources such as higher salary, more telework, greater prospects at work and more training utility. To improve job satisfaction, it is apparent that managers should pay special attention to things such as routine work, working hours, training and telework.

This paper contributes to the comprehension of how several job demands and resources simultaneously play a mediating role in explaining the relationship between the employment sector and job satisfaction.

Este artículo compara la satisfacción laboral en los sectores público y privado y el papel mediador de varias demandas y recursos laborales en la relación entre el sector laboral y la satisfacción laboral.

Basándonos en el modelo Demandas del Trabajo-Recursos (JD-R), argumentamos que las diferencias en la satisfacción laboral se explican en gran medida por las características del trabajo que se ofrece en cada sector. Los datos proceden de la Encuesta de Calidad de Vida Laboral (ECVT), una muestra representativa de 6.024 empleados públicos y privados españoles.

El estudio reveló que los empleados públicos estaban más satisfechos que los privados. Esta relación estaba parcialmente mediada por las exigencias del trabajo y los recursos laborales, lo que significa que los sectores de empleo público y privado ofrecían condiciones de trabajo diferentes. Los empleados públicos, en general, tenían menos exigencias y más recursos laborales que los privados, lo que dio lugar a diferentes niveles de satisfacción laboral. Además, la mediación parcial indicó que los empleados públicos están más satisfechos que los privados, a pesar de tener en cuenta varias demandas y recursos laborales.

Si bien los resultados de este estudio ponen de manifiesto la importancia relativa de las exigencias y los recursos del puesto de trabajo a la hora de afectar a la satisfacción laboral de los empleados públicos y privados, la generalización de los resultados a otros países debería ser limitada, ya que el estudio sólo utilizó datos de un único país.

Una parte importante del efecto positivo sobre la satisfacción laboral de los empleados públicos se canaliza a través de los niveles más bajos de trabajo rutinario y el menor número de horas de trabajo exigidas y a través de mejores recursos laborales como un salario más alto, más teletrabajo, mayores perspectivas en el trabajo y más utilidad de la formación. Para mejorar la satisfacción laboral, es evidente que los directivos deben prestar especial atención a aspectos como el trabajo rutinario, el horario laboral, la formación y el teletrabajo.

Este artículo contribuye a la comprensión de cómo varias exigencias y recursos del trabajo desempeñan simultáneamente un papel mediador en la explicación de la relación entre el sector del empleo y la satisfacción laboral.

Este artigo compara a satisfação profissional nos sectores público e privado e o papel mediador de várias exigências e recursos de emprego na relação entre o sector do emprego e a satisfação profissional.

Com base no modelo Job Demands-Resources (JD-R), defendemos que as diferenças na satisfação no emprego eram em grande parte explicadas pelas características do emprego fornecidas em cada sector. Os dados provêm do Inquérito à Qualidade da Vida Profissional (QWLS), uma amostra representativa de 6.024 funcionários públicos e privados espanhóis.

O estudo revelou que os funcionários públicos estavam mais satisfeitos do que os privados. Esta relação foi parcialmente mediada por exigências e recursos de emprego, o que significa que os sectores público e privado de emprego proporcionavam condições de trabalho diferentes. Os funcionários públicos, em geral, tinham menos exigências e mais recursos de emprego do que os privados, o que resultou em diferentes níveis de satisfação no emprego. Além disso, a mediação parcial indicou que os funcionários públicos estão mais satisfeitos do que os privados, apesar de contabilizarem várias exigências de emprego e recursos laborais.

Embora os resultados deste estudo tenham salientado a importância relativa das exigências e dos recursos do emprego para a satisfação dos trabalhadores públicos e privados, a generalização dos resultados para outros países deve ser limitada, uma vez que o estudo apenas utilizou dados de um único país.

Uma parte significativa do efeito positivo na satisfação profissional dos funcionários públicos é canalizada através dos níveis mais baixos de trabalho de rotina e do menor número de horas de trabalho necessárias e através de melhores recursos laborais, tais como salários mais elevados, mais teletrabalho, maiores perspectivas no trabalho, e mais utilidade na formação. Para melhorar a satisfação profissional, é evidente que os gestores devem prestar especial atenção a coisas como o trabalho de rotina, horas de trabalho, formação, e teletrabalho.

Este artigo contribui para a compreensão de como várias exigências e recursos laborais desempenham simultaneamente um papel de mediação na explicação da relação entre o sector do emprego e a satisfação profissional.