Search results

Investigates changes in skilled and unskilled employment over the 1980s using UK data skills from the Labour Force Survey and the New Earnings Survey Panel Data set, matched with industrial data from the Census of Production. The major findings are: that there was a rise in non‐manual wage and employment shares over the 1980s but only a slight rise in that of the skilled; and that in industries where foreign competition intensified the manual wage share fell, but there was no significant effect on the unskilled.

The purpose of this paper is to focus on the impact of trade openness and technology import on the change in demand structure of employment toward skilled workers. Because of the limited number of empirical papers done in the case of Tunisia, this research investigates whether these factors had similar effects on relative labor demand in Tunisia to those observed in the international literature.

For this purpose, the paper uses a manufacturing industries database provided by the Tunisian National Institute, the Quantitative Economic Institute and Comtrade of United Nations for six manufacturing industries. The methodology used here is a panel data technique, and consists of estimating a dynamic relative employment equation.

Empirical results show that trade liberalization and technology change positively affect relative employment of Tunisian manufacturing industries which confirms the existence of skill biased technological change that contributes to increase the relative demand for skilled workers.

The paper adds to existing literature by studying for the first time the case of Tunisian manufacturing industries by using dynamic model. The paper deals also with an econometrics issues related to the use of suitable estimation methodology in the case of dynamic panel data at macroeconomics level.

This paper presents a model with flexible wages in which unemployment of low‐skilled labor is possible in equilibrium, whereas high‐skilled workers are fully employed. Thus, the model can explain why even in countries with flexible labor markets and full employment of skilled labor an employment problem exists at the bottom of the skill spectrum. The model is used to evaluate the impact of technological change and increased skill supply on the employment of low‐skilled workers. It is shown that a switch to technologies with higher skill requirements unambiguously leads to a rise in unemployment of low‐skilled workers. An increase in the supply of high‐skilled labor has a positive effect on the employment level of low‐skilled labor.

The change in the share of skilled occupations in total employment is broken down into changes in the skill intensities of industries weighted by their shares in employment, changes in the shares of industries in employment weighted by their skill intensities, and an interaction term. Claims about the three terms – associated with the product life cycle and degradation of labour hypotheses – are assessed theoretically and empirically. A two‐sector general equilibrium model is used to show from what assumptions the claims might be deduced. The claims are compared with US data for the 1970s and projections for the 1990s.

Work integration social enterprises (WISEs) create jobs through business ventures that function as locations for training and employment of disadvantaged workers. A key challenge for US WISEs is that the businesses that are easiest to launch and best suited to absorb large numbers of unskilled workers may be located in the same low wage labor market sectors out of which these interventions are designed to catapult workers. This paper aims to present data on an understudied aspect of WISEs: the labor market niches where they are active, the occupations associated with these labor market positions, and the work conditions offered through their WISE businesses.

Data presented in this paper are from a national WISE database developed by the author that includes 254 businesses associated with 123 WISEs, and a pilot study of 15 WISEs testing an instrument for use in a national survey of US WISEs. Each business associated with the WISEs in the national database was coded for industry, occupation and wage data using categories developed by the US Bureau of Labor Statistics. Each WISE business was further coded as preparing its workers for either low or middle skill jobs. These data were analyzed using frequency counts, chi square tests of association and a two‐step cluster analysis. To explore employment conditions inside WISE businesses, the pilot study data were analyzed using a multiple case study analysis approach. Through focused coding techniques, descriptions of the employment conditions associated with the WISE jobs are reviewed.

Analysis at the level of occupation category reveals that about 72 percent of the jobs that WISEs train clients to perform exist in low skill occupations. Chi‐square tests of association between NTEE code (a proxy for target population) and job skill level are not significant suggesting that low skill training is utilized by organizations serving clients facing a range of disadvantage. Cluster analyses indicate that for WISEs targeting disabled populations and for newer organizations targeting the general unemployed populations, low skill job training pervades but for education organization and for older employment organizations, middle skill job training is more prevalent. The pilot data analyses show that the WISEs offer minimum wage or higher wage positions but many without guaranteed hours or a clear pathway out of WISE employment.

These data suggest WISEs in the USA have grown well beyond their earlier, narrower niche working with the disabled to employ a much broader portfolio of client populations, many higher functioning. However, the findings that many WISEs are positioned in the low skill labor market and on some dimensions can mirror the low skill labor market employment conditions suggest that additional aspects of WISE workforce development strategy should be taken into account.

The paper focuses on the labor market niches where WISEs are active, the occupations associated with these labor market positions, and the work conditions offered.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

National Child Development Study (NCDS) data are used to examine the negative impact of time out of paid employment on numeracy, as measured by a maths test at 16 and a functional numeracy test at 37. Restricting the sample to respondents who left full‐time education at 16 and accounting for maths at 16, we found negative correlations between time out of paid employment and adult numeracy scores. Using the whole sample, adult numeracy scores were regressed on maths at 16, family background and adult experiences. The longer the absence from paid employment, the greater the negative impact on adult numeracy. The relationship was strongest for men with poor maths at 16. This suggested that a certain level of maths was needed before skills were retained and not weakened by absence from paid employment. Training offered some protection against skill loss, as did women’s more diverse roles at home and work.

The technological revolution is creating new goods and services and altering how and where they are produced. One of the principal issues for all countries is how these new technologies will affect employment and the composition of skills demand. Surveys the literature to attempt to answer three main questions: to what degree are the new technologies becoming diffused around the world? How much do they reduce, or increase employment? And do they reduce, or increase, the skills required in the labour force? Touches briefly on implications for educational policy. The survey suggests that because of new technologies, new organizations of production, changing employment conditions and the development of new sectors of production, the complementarity of general, formal schooling, in‐plant training and learning‐by‐doing to capital investment are increasing over time and that general schooling plus on‐the‐job training is more complementary to new technologies than is vocational schooling. The former combination is more likely to give workers the flexibility they need in such changing conditions.

Currently, there is widespread consensus that training is helpful to the long-term success of business competitive advantages. However, youth continue to invest in various self-employment business options with low quality of short term trainings. The purpose of this study was to understand the competency level, training need and the role of training to business survival.

This study examined the training needs of youth engaged in self-employment and validated its role in sustainable business performance using primary data. To determine training needs, data were analysed using effect size, and probit model was used to understand the predictive validity of training gap to business performance.

This study has strong evidence that youth engaged in self-employment career have low entrepreneurial competency. The findings of this study revealed that there was little effort to narrow skill and knowledge gaps of youth before entry into self-employment. Training deficiencies were reported in business planning, confidence, risk and time management, conflict management, and communications skills. In addition, self-employment business options were starting up their function with insufficient entrepreneurial knowledge and skills. This would have limited businesses' better chance of long-run survival. Training should be given to bridge the knowledge and skill gaps of youth to ensure the long-term survival of their business. Recommendations include: government should allocate budget for youth short term training, relevant stakeholders should also create access to training for youths before and after entry into self-employment.

Small businesses, during start up with sufficient knowledge and skills, have a better chance of long-term survival. Therefore, this study calls for organized training that would be given to youth to bridge their knowledge and skill gaps on certain competency items and to ensure the long-term survival of micro and small enterprises. Relevant stakeholders should also deliberately create access to training for youth before and after entry into self-employment.

To the best of the authors' knowledge, this study is the first to provide empirical evidence of measurement of training gap and its effects of training on small business performance. Understanding role of training gap in business performance requires measurement of level of competency and training need in operating self-employment schemes. Validating consequence of level of training needs towards business performance of youth is essential to understand the contribution of skill training in the promotion of self-employment. The predictive validity of training need to business performance enhances our knowledge of the importance of training for small enterprise development. Previous studies focus on real training and its quality, however, fails to link youth self-employment initiatives. The finding of this study provides important insights on how strong skill training is important in supporting long term survival of youth self-employment.