東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Labor market inequality and atypical...

University of Michigan.

FindBook

Google Book

Amazon

博客來

Labor market inequality and atypical employment.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Labor market inequality and atypical employment./
作者:	Hevenstone, Debra.
面頁冊數:	196 p.
附註:	Advisers: Yu Xie; Carl P. Simon.
Contained By:	Dissertation Abstracts International70-01A.
標題:	Economics, Labor. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3343093
ISBN:	9780549985266

Labor market inequality and atypical employment.
Hevenstone, Debra.

Labor market inequality and atypical employment. - 196 p.

Advisers: Yu Xie; Carl P. Simon.

Thesis (Ph.D.)--University of Michigan, 2008.

This dissertation presents four papers on inequality in the labor market. The first paper uses regression analysis to show which national contexts encourage high levels of atypical employment (part-time, self employment, and fixed term). The paper includes a review of current public policy designed to improve atypical employment including employment protection legislation, relevant judicial rulings, and union activity, and concludes with some policy directions. The second paper uses regression analysis and propensity score matching to examine the relative wages of fixed term workers in ten European countries. Findings suggest that fixed term workers have lower wages than their permanent counterparts in all countries, although they suffer a worse disadvantage in those countries with strict employment protection legislation. The third paper uses an agent based model of worker-job matching and shows that firms may use intermediaries (i.e. temp agencies) for reasons beyond just saving on compensation. As such, while income inequality may result from atypical employment, it need not be the driving factor behind it. In addition, the simulation finds that standard intermediary fee structures encourage the sorting of less skilled workers into indirect hire positions. The final paper uses network analysis to show that in academic sociology, organizational prestige can reinforce itself through professors' labor market transitions. In sum, the four papers use a variety of methodological approaches to illustrate several sources of inequality in the labor market for both individuals and organizations. The first two papers illustrate how these inequality-generating mechanisms might vary across countries.

ISBN: 9780549985266Subjects--Topical Terms:

1019135
Economics, Labor.

Labor market inequality and atypical employment.
LDR:02610nmm 2200289 a 45 001 891160
005 20101111
008 101111s2008 ||||||||||||||||| ||eng d
020 $a 9780549985266
035 $a (UMI)AAI3343093
035 $a AAI3343093
040 $a UMI $c UMI
100 1 $a Hevenstone, Debra. $3 1065150
245 1 0 $a Labor market inequality and atypical employment.
300 $a 196 p.
500 $a Advisers: Yu Xie; Carl P. Simon.
500 $a Source: Dissertation Abstracts International, Volume: 70-01, Section: A, page: 0363.
502 $a Thesis (Ph.D.)--University of Michigan, 2008.
520 $a This dissertation presents four papers on inequality in the labor market. The first paper uses regression analysis to show which national contexts encourage high levels of atypical employment (part-time, self employment, and fixed term). The paper includes a review of current public policy designed to improve atypical employment including employment protection legislation, relevant judicial rulings, and union activity, and concludes with some policy directions. The second paper uses regression analysis and propensity score matching to examine the relative wages of fixed term workers in ten European countries. Findings suggest that fixed term workers have lower wages than their permanent counterparts in all countries, although they suffer a worse disadvantage in those countries with strict employment protection legislation. The third paper uses an agent based model of worker-job matching and shows that firms may use intermediaries (i.e. temp agencies) for reasons beyond just saving on compensation. As such, while income inequality may result from atypical employment, it need not be the driving factor behind it. In addition, the simulation finds that standard intermediary fee structures encourage the sorting of less skilled workers into indirect hire positions. The final paper uses network analysis to show that in academic sociology, organizational prestige can reinforce itself through professors' labor market transitions. In sum, the four papers use a variety of methodological approaches to illustrate several sources of inequality in the labor market for both individuals and organizations. The first two papers illustrate how these inequality-generating mechanisms might vary across countries.
590 $a School code: 0127.
650 4 $a Economics, Labor. $3 1019135
650 4 $a Sociology, Demography. $3 1020257
690 $a 0510
690 $a 0938
710 2 $a University of Michigan. $3 777416
773 0 $t Dissertation Abstracts International $g 70-01A.
790 $a 0127
790 1 0 $a Simon, Carl P., $e advisor
790 1 0 $a Xie, Yu, $e advisor
791 $a Ph.D.
792 $a 2008
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3343093