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The purpose of this paper is to examine the earnings, employment and income effects of job displacement among female assistant and auxiliary nurses – two hard-hit female-dominated occupations – in Sweden during the economic crisis of the 1990s.

Using register data, assistant and auxiliary nurses who were displaced due to mass-layoffs during the crisis years were identified, as well as an appropriate control group. The study population could be followed for a maximum of 13 years. Mean effects were estimated using a propensity score weighted fixed effect estimator. In a supplementary analysis, propensity score weighted quantile effects were estimated.

Job loss among women in the public sector seems to have had similar earnings and employment consequences as previously found for job loss among men in the private sector. However, the social insurance system replaced a majority of the lost earnings. Moreover, a distributional analysis revealed that the income and earnings losses were limited to the lower part of the distributions.

Budget consolidation measures to restore health to public finances in the aftermath of the Great Recession are likely to have long-lasting adverse consequences for some. Although many of those losing their jobs are likely to quickly regain employment at a comparable earnings level, the unlucky few may bear most of the costs.

The author is aware of no previously published research that has investigated either the impact of job displacement in the public sector or the distributional effect of job displacement.

The purpose of this paper is to estimate the impact of industry and occupation skills on the wages of displaced workers due to firm closure.

Using linked employer-employee data on displaced workers, this paper estimates the impact of industry and occupation tenure on post-displacement wage changes correcting for endogeneity with a multinomial logit model.

The evidence suggests that occupation has more specific skill requirements than industry. Displaced workers moving both industry and occupation suffer a higher wage decline than those changing only industry or occupation. Furthermore, the transferability of skills varies across occupations and industries; more specifically, intermediate-level occupations are more demanding in specific skills and impose higher wages losses for displaced workers. Finally, the economic crisis reduced the return on firm-specific skills only in some cases.

The examination of skill specificity/transferability helps firms, workers and policy makers to draw strategies and policies to improve their individual situation and social welfare. The analysis suggest that when experienced workers are displaced and forced to find a job in a different industry, they suffer considerable wage cuts. While displacement imposes costs to workers and society, different choices impact wages differently.

To the authors’ best knowledge, this is the first paper studying the simultaneous impact of industry and occupation tenure on wages using displaced workers due to firm closing. The paper also corrects for the selection of different alternatives after the displacement and uses data from a country characterised by low-job flows and low-worker flows. Finally, the impact of economic crises on return to skills is assessed.

We test two alternative hypotheses concerning the impact of union membership on the reemployment earnings of displaced workers and find support for the hypothesis that unions exert monopoly power in setting wages rather than providing any direct productivity enhancements. This effect holds in both the short run and over time.

Outsourcing of information technology jobs outside the USA has resulted in social costs in the form of mass layoffs and displaced workers. The purpose of this paper is to show the social cost of outsourcing from a transaction cost economics (TCE) perspective.

The paper analyses the incidences of mass layoffs in sectors prone to outsourcing and its consequences on displaced workers. Mass Layoff Statistics (MLS) and the Displaced Workers Survey (DWS) data generated by the Bureau of Labor Statistics (BLS), USA, between 1996 and 2010, are examined for this purpose.

Outsourcing as a reason for mass layoffs has continued to persist up until 2010. Displaced workers experienced earnings losses after job losses and reemployment. The more educated workers had higher post displacement reemployment rates, while older persons suffered the most earnings losses.

The data pertain to the period 1996 to 2010, including the “Dot Com Bubble Bust” and the “Great Recession.” Changes in data collection methods by BLS over this time period makes it difficult to compare some of the data.

For policy makers, managers and workers, this study focuses attention on the outsourcing by information technology dependent sectors and the accompanying social costs in the form of displaced workers.

Most papers focus on the efficiency gains of outsourcing but this paper focuses attention on the social cost of outsourcing, which is under‐researched and often overlooked.

Workers with longer job tenure are paid more, on average, than those with shorter tenure. This paper re‐opens the debate about whether individual financial returns to tenure are due to firm‐specific human capital accumulation or sorting according to unobserved individual productivity heterogeneity. The paper constructs worker‐firm employment histories 1964‐1998 for all residents of Denmark and links this to wage and demographic information for all private sector workers 1980‐1998. All firm closures are observed, and following Kletzer we exploit these exogenous worker displacements from larger firms to distinguish between firm‐specific human capital and worker heterogeneity. Although the proportion of tenure returns due to firm‐specific human capital is smaller than that found in the USA, it has increased from 10 per cent in 1980 to 30 per cent in 1998 in Denmark. This change coincides with decentralisation of the wage bargaining process and may be explained by the increased freedom to write individual contracts.

Since the mid‐1990s, offshore production has become increasingly important in white‐collar, service sector activities in the US economy. This development coincided with a stagnant gender wage gap in the service sector and a slowdown in the narrowing of the overall US gender wage gap over this period. This paper aims to categorize white‐collar service sector occupations into two groups based on whether an occupation is at risk of being offshored and to assess the relative contribution of these two groupings, through their employment and wages, to the trends in the gender wage gap within the service sector and the US economy between 1995 and 2005.

Standard occupational decomposition methods are applied to Current Population Survey and Displaced Workers Survey data.

The findings show that in occupations at risk of being offshored, low‐wage women's employment declined, leading to an artificial increase in the average wage of the remaining women thereby narrowing the gender wage gap. This improvement in the gender wage gap was offset by the relative growth of high‐wage male employment in at‐risk occupations and the widening of the gender wage gap within not‐at‐risk occupations.

These findings contribute to the growing literature on the causes of the stagnation of the US gender wage gap in the 1990s.

The purpose of this paper is to introduce the concept of discriminatory job loss (DJL), which occurs when discrimination and job loss intersect. The paper aims to discuss the antecedents and consequences of DJL and calls for research on the topic.

Diversity and careers research from management, psychology, economics, and sociology literatures on discrimination, job loss, and unemployment are examined.

Discriminatory job loss involves discriminatory termination, discriminatory layoff, retaliatory termination, and constructive discharge and exacerbates negative outcomes of discrimination or job loss alone. Antecedents to DJL are the external and internal environments. DJL affects unemployment duration and reemployment quality and targets self‐esteem, self‐efficacy, and perceived control.

When large numbers of people experience DJL and long unemployment durations and lower re‐employment quality, this affects the individuals as well as society. In times of high employment, when jobs are scarce, individuals have fewer employment options and employers have more freedom to engage in discrimination. Having large groups of people know that their ability to maintain employment is negatively affected by their demographic group membership while others know that their demographic membership provides employment privileges can result in long‐term negative individual, organizational, and societal consequences.

This paper brings attention to, and calls for research on, DJL and its negative consequences.

A fast production scheduling system, the very fast scheduler (VFS), has been developed by the authors. It creates a capacity constrained production schedule within one minute of elapsed time for problems of a size encountered in industry. The quality of the schedules is comparable with the best alternative heuristic scheduling techniques. The speed of the scheduler is such that it can be used on a real‐time basis to plan capacity, adjust priorities and other parameters and derive new schedules.

The project was designed to examine the impact which new microprocessor‐based office technologies would have on staff. Despite the rapid growth in office employment to approximately 20 per cent of the working population, growth in office productivity has been almost stagnant. There has been little investment in the office, and the vast majority of office information systems are paper‐based. It has been estimated that the value of fixed assets per shop‐floor worker in the UK is about £5,000; for each office worker the figure is only £500. The falling cost of office equipment such as word processors means that investment in capital equipment is now an option for office employers as an alternative to continuing investment in increasingly costly labour.

Based on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior is moderated by perceived organizational support.

For this, this study used a survey method and multiple regression analyses with multisource data from 256 Korean employees and their supervisors.

The results suggest the following. First, workplace ostracism was negatively associated with supervisor-rated in-role performance and organizational citizenship behaviors. Second, there was a stronger negative relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behaviors for employees with low as opposed to those with high levels of perceived organizational support.

This study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior.

以資源守恆論為基礎，本研究發展並測試了工作場所排斥與工作表現的關係。本研究假設感知組織支持會緩和工作場所排斥與主管評價的角色中的表現／組織公民行為之間的直接聯繫。

就此而言，本研究採用了調查方法及多元回歸分析法。多源數據取自256名韓國人僱員及其主管。

研究結果有以下的顯示：第一、工作場所排斥與主管評價的角色中的表現及組織公民行為有負相關的關係。第二、就工作場所排斥與主管評價的角色中的表現／組織公民行為的反向關連的關係而言，感知組織支持水平低的僱員，相對於水平高的僱員，呈現更強的負相關。

這是首個研究、去探討感知組識支持在工作場所排斥與主管評價的角色中的表現／組織公民行為間之關係上所起的調節作用。﹞