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Searching for a job is an important process that influences short- and long-term career outcomes as well as well-being and psychological health. As such, job search research has grown tremendously over the last two decades. In this chapter, the authors provide an overview of prior research, discuss important trends in current research, and suggest areas for future research. The authors conceptualize the job search as an unfolding process (i.e., a process through which job seekers navigate through stages to achieve their goal of finding and accepting a job) in which job seekers engage in self-regulation behaviors. The authors contrast research that has taken a between-person, static approach with research that has taken a within-person, dynamic approach and highlight the importance of combining between- and within-person designs in order to have a more holistic understanding of the job search process. Finally, authors provide some recommendations for future research. Much remains to be learned about what influences job search self-regulation, and how job self-regulation influences job search and employment outcomes depending on individual, contextual, and environmental factors.

The relationship between overqualified labor and productivity is questioned in this study. By overqualified labor, it is meant that the labor has more capabilities (education) than the qualifications required by the task. In some cases, like this case, the qualifications of the employees and the qualifications required by the job may not match, and their reflection on productivity may be positive or negative. In the studies conducted in developing countries, such as this study, which reveal the negative relationship of overqualified and low-skilled employees with productivity, unlike the situation in developed countries, has been tried to be explained in this research based on relative deprivation and person–work cohesion. Literature review method is used within the frames of given theories.

We examine a large sample of some 100 economies worldwide to study the impact of financial sector size expansion on labor market performance. Simple linear dynamic panel data models inspired by the well-developed finance-growth literature suggest that (on average) a larger financial sector is beneficial for the labor market as it reduces unemployment rates. However, estimating country- and period-specific benchmark levels of financial sector size, we document that the relative contribution of finance vanishes with excessive levels of finance, and excessive levels of credit may actually be detrimental to employment. These non-linearities in the finance-unemployment nexus are more pronounced within developed economies. Overall, our study sheds new light on the ongoing controversy about the impact of the financial sector on societal well-being and highlights the importance of monitoring the expansion of the financial sector, in particular when it comes to credit markets.

We investigate how firing notification procedures influence wage growth. Using a sample of 33 countries over the period 2006–2015, we show that administrative requirements in cases of dismissal have a positive and significant effect on wage growth. The result is robust even after controlling for the endogeneity of the firing notification restrictions, the involvement of third parties in the wage bargaining process, the minimum wage, the firms' training policy, and the composition of employment. These findings suggest that firing notification procedures foster the growth of wages by increasing the bargaining power of incumbent workers.

This research explores how skill proficiencies are distributed between low-income and not-in low-income groups using the results of a highly complex survey of the information-processing skills of Canadians between the ages of 16 and 65. We find that having measures of skills enhances our understanding of the correlates of low income. Skills have an independent effect, even when controlling for other known correlates of low income, and their inclusion reduces the independent effect of education and immigrant status. This result is relevant for public policy development as the knowledge of the skills profile of the low-income population can inform the design of efficient and effective programmes.

Recent studies show that Italian women’s education and skills are high and that they have access to the job market, but, at the same time, there are many difficulties in maintaining a job in certain periods of their lives. Exactly, the critic period is connected to the choice of having children or a “traditional family” and, in general, with family duties. To explain the different percentage of women participation to job market in different countries, recent studies have looked to peculiar institutional structure of “municipal” job market and to social support services. The public offer of childcare and family support explains lots of the differences among different countries, but it is a complex datum, really hard to detect, collect, and interpret. Other relevant data are statute provisions on parental leave (mother or father oriented). A systematic analysis has shown that we have, both at a national and at a European level, legal rules and models which should promote equal opportunities, but that we miss cultural promises going in the direction of supporting families and encouraging the preservation of female job place. This study also investigates two different kinds of answers, analyzing and comparing microchoices (technical and juridical instruments) and macrochoices (legal policies) that different legal systems, have adopted in the European context to promote an effective integration between lifetime and job time, to support families in terms of public services, and suggest possible new instruments connected with partnership of public and private programs.¹

Purpose – The aim of this paper is to examine the relationship of the efficient management of shareholder value as the main objective of corporate governance systems with stakeholder theory.

Design/Methodology – The study uses data from 29 emerging market economies from 1997 to 2006. In order to control possible endogeneity issue, generalized two-stage least squares (G2SLS) and generalized method of moments (GMM) estimation techniques were conducted using country-level panel data.

Findings – The results provide evidence that the efficient management of shareholder value is strongly associated with managers' credibility, social responsibility, employment, and customer satisfaction, suggesting that emerging market economies should consider the interests of stakeholders for the efficient management of shareholder value.

Originality/Value – This is the first study of its kind that attempts to explore the association of the efficient management of shareholder value with country-level determinants of stakeholder theory.

Research Limitations/Implications – The lack of sufficient data is a major problem in international studies. This study also has some limitations in this respect as some emerging economies have not been included in the sample.