Matching it up: non-standard work and job satisfaction.pdfGRAPE
We leverage the flexibility enactment theory to study the link between working arrangements and job satisfaction. We propose that this link is moderated by individual inclination to non-standard working arrangements. Thus, we provide novel insights on the (mis)match between preferred and actual working arrangements. We apply this approach to data from the European Working Conditions Survey and empirically characterize the extent of mismatch in working arrangements across European countries. We shed new light on several phenomena. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently affects women and parents. Finally, we demonstrate that the extent of mismatch differs across European countries, which hints that one-size-fits-all policies, whether they deregulate or curb non-standard arrangements, are not likely to maximize the happiness of workers.
Matching it up: working arrangements and job satisfactionGRAPE
We leverage the flexibility enactment theory to study empirically the link between working arrangements and job satisfaction. We provide novel insights on the match between the individual inclination to work in non-standard working arrangements and the factual conditions of employment. We thus reconcile the earlier literature, which found both positive and negative effects of non-standard employment on job satisfaction. Using data from the European Working Conditions Survey we characterize the extent of mismatch between individual inclination and factual working arrangements. We provide several novel results. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently plagues women and parents. Finally, we demonstrate that the extent of mismatch is heterogeneous across countries, which shows that one-size-fits-all policies are not likely to maximize the happiness of workers, whether flexibility is increased or reduced.
Pushed into necessity? Gender gaps in the labor market and entrepreneurship o...GRAPE
Robust evidence for link between GEG/GWG and necessity self-employment among women
Weak or no evidence for aspirations
Previous results were due to country specificity (no macro effects once accounting for country fixed effects)
Pushed into necessity? Gender gaps in the labor market and entrepreneurship o...GRAPE
Theoretical literature on entrepreneurship hints that labor market inequality may constitute a relevant push factor for necessity self-employment, as opposed to aspirational self-employment. Drawing on empirical confirmation, this insight is used in many policy recommendations. We provide a new approach to test and quantify the link between labor market inequality and self-employment. We exploit rich and diverse international data on patterns of self-employment from the Global Entrepreneurship Monitor. We focus on measures of labor market inequality for women, utilizing estimates of adjusted gender wage and gender employment gap, comparable for a large selection of countries and years. Our results show that greater gender disparities in access to and in compensation for wage employment are associated with necessity self-employment, but the effect is small. We find no link for the aspirational self-employment.
Economies and societies become more interdependent, the need to enhance our understanding of the world of work becomes increasingly important. Timely and focused information on the world's labor markets is essential. So Developed a project on Employment Trends
Introduction to Factor Analysis for and With Mixed Methods: British Academy ...Wendy Olsen
In this presentation, we set up the aims and mechanisms of the Workshop on Integrated Mixed Methods Research held at University of Manchester (Nov. 3, 2014); it specifically focuses on Factor Analysis, which creates a scale for a gender norm about labour markets. We show how a classical scale and a factor are similar, how they relate to regression and to labour supply, and how NVIVO can be used to follow up a mixed methods workshop or focus group. This creates a mixed-methods approach to gender norms in the labour market. Quite original and very promising. The workshop was a huge success running from 10 am to 3 pm following by an extra hour discussing how this leads to possible research opportunities.
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Association for Public Policy Analysis & Management.
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Savings and Retirement Foundation.
Matching it up: non-standard work and job satisfaction.pdfGRAPE
We leverage the flexibility enactment theory to study the link between working arrangements and job satisfaction. We propose that this link is moderated by individual inclination to non-standard working arrangements. Thus, we provide novel insights on the (mis)match between preferred and actual working arrangements. We apply this approach to data from the European Working Conditions Survey and empirically characterize the extent of mismatch in working arrangements across European countries. We shed new light on several phenomena. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently affects women and parents. Finally, we demonstrate that the extent of mismatch differs across European countries, which hints that one-size-fits-all policies, whether they deregulate or curb non-standard arrangements, are not likely to maximize the happiness of workers.
Matching it up: working arrangements and job satisfactionGRAPE
We leverage the flexibility enactment theory to study empirically the link between working arrangements and job satisfaction. We provide novel insights on the match between the individual inclination to work in non-standard working arrangements and the factual conditions of employment. We thus reconcile the earlier literature, which found both positive and negative effects of non-standard employment on job satisfaction. Using data from the European Working Conditions Survey we characterize the extent of mismatch between individual inclination and factual working arrangements. We provide several novel results. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently plagues women and parents. Finally, we demonstrate that the extent of mismatch is heterogeneous across countries, which shows that one-size-fits-all policies are not likely to maximize the happiness of workers, whether flexibility is increased or reduced.
Pushed into necessity? Gender gaps in the labor market and entrepreneurship o...GRAPE
Robust evidence for link between GEG/GWG and necessity self-employment among women
Weak or no evidence for aspirations
Previous results were due to country specificity (no macro effects once accounting for country fixed effects)
Pushed into necessity? Gender gaps in the labor market and entrepreneurship o...GRAPE
Theoretical literature on entrepreneurship hints that labor market inequality may constitute a relevant push factor for necessity self-employment, as opposed to aspirational self-employment. Drawing on empirical confirmation, this insight is used in many policy recommendations. We provide a new approach to test and quantify the link between labor market inequality and self-employment. We exploit rich and diverse international data on patterns of self-employment from the Global Entrepreneurship Monitor. We focus on measures of labor market inequality for women, utilizing estimates of adjusted gender wage and gender employment gap, comparable for a large selection of countries and years. Our results show that greater gender disparities in access to and in compensation for wage employment are associated with necessity self-employment, but the effect is small. We find no link for the aspirational self-employment.
Economies and societies become more interdependent, the need to enhance our understanding of the world of work becomes increasingly important. Timely and focused information on the world's labor markets is essential. So Developed a project on Employment Trends
Introduction to Factor Analysis for and With Mixed Methods: British Academy ...Wendy Olsen
In this presentation, we set up the aims and mechanisms of the Workshop on Integrated Mixed Methods Research held at University of Manchester (Nov. 3, 2014); it specifically focuses on Factor Analysis, which creates a scale for a gender norm about labour markets. We show how a classical scale and a factor are similar, how they relate to regression and to labour supply, and how NVIVO can be used to follow up a mixed methods workshop or focus group. This creates a mixed-methods approach to gender norms in the labour market. Quite original and very promising. The workshop was a huge success running from 10 am to 3 pm following by an extra hour discussing how this leads to possible research opportunities.
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Association for Public Policy Analysis & Management.
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Savings and Retirement Foundation.
Paying for ideal discretion: a framed field experiment on working time arrang...GRAPE
The notion of ideal worker necessitates being available at the discretion of the employer in terms of time. By contrast, the ability to set one's own schedule is widely considered a cornerstone of work-life balance and job satisfaction. We provide causal evidence on the pecuniary and social valuation of the discretion to decide about working schedules. We embed our study in the context of gender and compare employee-initiated and employer-initiated request for a change towards more discretion over working hours. We show that employer-initiated availability should be reflected in higher wages, but the premium is small. There appears to be no penalty to employee-initiated request for autonomy to decide about working schedules. While our results lend support to the ideal worker model, they cast doubt on explanations linking gender wage inequality to labor market flexibility.
This paper investigates the links between a number of subjective measures of worker wellbeing and within establishment wage dispersion. These may be linked either because wage dispersion influences the way in which individuals perceive their own relative and prospective income or because they are concerned about fairness in general. The analysis is based on a data set where the Quality of Work Survey is matched with register-based information on individuals and establishments. The results show that there is no significant overall association. Some significant relationships, however, can be found if the method of pay is assumed to be performance pay that is based on individual or group performance. The results also suggest that the question as to whether wages are public knowledge can be of importance.
HLEG thematic workshop on "Multidimensional Subjective Well-being", Andrew ClarkStatsCommunications
Presentation at the HLEG thematic workshop on "Multidimensional Subjective Well-being", 30-31 October 2014, Turin, Italy, http://oe.cd/HLEG-workshop-subjective-wb-2014
We conduct a frame experiment in an online survey. Our results show that Respondents were presented with additional finding of how working from home affected productivity and life satisfaction. People exposed to the treatment showed higher willingness to work from home and had a better assessment of their productivity during lockdown.
Paying for ideal discretion: a framed field experiment on working time arrang...GRAPE
We conduct a field experiment in Poland to tease out the valuation of time flexibility. We asked participants to recommend wage changes in different situations. We find that employees are expected to see (small) wage cuts when requesting flexibility, whereas employers should provide increases when they require a flexible work arrangement. We do not find evidence of differences across genders. We interpret these findings under the light of an ideal worker model. The further away workers drift from this ideal, the lower the compensation should be.
This presentation provides information about how CBO estimates the effects of employer matching and default deferral rates on federal employees’ contribution rates to the Thrift Savings Plan and on employers’ costs.
Proofed Paper ntp192135 - Mon Feb 27 202029 EST 2017.docxhallettfaustina
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Paper Title: ECON 102 essay
No. of Pages: 2page
Paper Style: Chicago Paper Type: Other
Taken English? Yes English as Second Language? Yes
Feedback Areas: Topic Development
Paper Goals: econ essay
Proofing Summary:
Grade: 20
Hello, Haoran. Thank you for submitting your paper. Please refer to your Grading Rubric for further explanation of
these comments and assessments.
Writing: Meets Expectations
Ideas are well organized. Transition sentences effectively connect one idea to the next. The essay is free of typos and
grammatical errors.
Application of Economic Analysis: Needs Improvement
The definition of the term full employment is incorrect.
The student draws the wrong conclusion from her comparison of the actual and natural rates of unemployment.
The student identifies the reasons for the changes in the natural rate of unemployment from 2007 to 2012
incompletely or incorrectly.
The student does not report the source of the data on the natural and actual rate of unemployment.
If this is your first time submitting this assignment, you have a chance to revise and resubmit this paper based on
the feedback that has been provided. However, if this is your second submission, this is your final grade. Thank you
for using NetTutor, and have a great day!
page 1 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Whether or not full
employment has been
reached is based on the
relationship between
actual and natural unemployment.
Consider reexamining these
definitions of natural and
actual unemployment.
Further, examine the
statistics regarding their
current state.
Is the issue that they are
unwilling to work or that they
are unqualified for the jobs
that are available even if they
did want them?
page 2 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
If the fixed rate were a very
high one, would it matter
that it was fixed? Why
might an employer be
unwilling to hire a qualified
and willing worker?
From where did these stats
come? What do they have to
say about the economy's
proximity to full employment?
page 3 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Powered by TCPDF (www.tcpdf.org)
page 4 / 4
http://www.tcpdf.org
Writing Assignment #2: The Natural Rate of Unemployment
1. (2 paragraphs) Has the U.S. economy achieved approximate full employment yet? Explain
how we define ‘full employment’ and how you can tell whether or not that goal has been
achieved. Use appropriate data to support your answer (see below). Be sure to cite the sources of
your data in your essay.
Use the Federal Reserve Bank of St. Louis’ estimate of the Natural Rate of
Unemployment (short-term) at http://research.stlouisfed.org/fred2/ser ...
The Effects of Unemployment Benefits on Unemployment and Labor Force Particip...Luis Taveras EMBA, MS
In this paper, we exploit data on such UI benefits extensions going back to the mid-70s to
estimate the effect of UI duration extension, also called Emergency and Extended unemployment
Benefits (EEB), on the labor market, and more specifically the unemployment and participation
rates.
Tutkimuksessa tarkastellaan työn vaatimusten, työntekijän vaikutusmahdollisuuksien ja esimiehiltä saatavan tuen vaikutuksia erikseen ja yhdessä työssä koettuun hyvinvointiin. Tulokset osoittavat, että vaikutusmahdollisuudet ja esimiehen tuki ovat merkittäviä työhyvinvoinnin selittäjiä.
Seminar: Gender Board Diversity through Ownership NetworksGRAPE
Seminar on gender diversity spillovers through ownership networks at FAME|GRAPE. Presenting novel research. Studies in economics and management using econometrics methods.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
Paying for ideal discretion: a framed field experiment on working time arrang...GRAPE
The notion of ideal worker necessitates being available at the discretion of the employer in terms of time. By contrast, the ability to set one's own schedule is widely considered a cornerstone of work-life balance and job satisfaction. We provide causal evidence on the pecuniary and social valuation of the discretion to decide about working schedules. We embed our study in the context of gender and compare employee-initiated and employer-initiated request for a change towards more discretion over working hours. We show that employer-initiated availability should be reflected in higher wages, but the premium is small. There appears to be no penalty to employee-initiated request for autonomy to decide about working schedules. While our results lend support to the ideal worker model, they cast doubt on explanations linking gender wage inequality to labor market flexibility.
This paper investigates the links between a number of subjective measures of worker wellbeing and within establishment wage dispersion. These may be linked either because wage dispersion influences the way in which individuals perceive their own relative and prospective income or because they are concerned about fairness in general. The analysis is based on a data set where the Quality of Work Survey is matched with register-based information on individuals and establishments. The results show that there is no significant overall association. Some significant relationships, however, can be found if the method of pay is assumed to be performance pay that is based on individual or group performance. The results also suggest that the question as to whether wages are public knowledge can be of importance.
HLEG thematic workshop on "Multidimensional Subjective Well-being", Andrew ClarkStatsCommunications
Presentation at the HLEG thematic workshop on "Multidimensional Subjective Well-being", 30-31 October 2014, Turin, Italy, http://oe.cd/HLEG-workshop-subjective-wb-2014
We conduct a frame experiment in an online survey. Our results show that Respondents were presented with additional finding of how working from home affected productivity and life satisfaction. People exposed to the treatment showed higher willingness to work from home and had a better assessment of their productivity during lockdown.
Paying for ideal discretion: a framed field experiment on working time arrang...GRAPE
We conduct a field experiment in Poland to tease out the valuation of time flexibility. We asked participants to recommend wage changes in different situations. We find that employees are expected to see (small) wage cuts when requesting flexibility, whereas employers should provide increases when they require a flexible work arrangement. We do not find evidence of differences across genders. We interpret these findings under the light of an ideal worker model. The further away workers drift from this ideal, the lower the compensation should be.
This presentation provides information about how CBO estimates the effects of employer matching and default deferral rates on federal employees’ contribution rates to the Thrift Savings Plan and on employers’ costs.
Proofed Paper ntp192135 - Mon Feb 27 202029 EST 2017.docxhallettfaustina
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Paper Title: ECON 102 essay
No. of Pages: 2page
Paper Style: Chicago Paper Type: Other
Taken English? Yes English as Second Language? Yes
Feedback Areas: Topic Development
Paper Goals: econ essay
Proofing Summary:
Grade: 20
Hello, Haoran. Thank you for submitting your paper. Please refer to your Grading Rubric for further explanation of
these comments and assessments.
Writing: Meets Expectations
Ideas are well organized. Transition sentences effectively connect one idea to the next. The essay is free of typos and
grammatical errors.
Application of Economic Analysis: Needs Improvement
The definition of the term full employment is incorrect.
The student draws the wrong conclusion from her comparison of the actual and natural rates of unemployment.
The student identifies the reasons for the changes in the natural rate of unemployment from 2007 to 2012
incompletely or incorrectly.
The student does not report the source of the data on the natural and actual rate of unemployment.
If this is your first time submitting this assignment, you have a chance to revise and resubmit this paper based on
the feedback that has been provided. However, if this is your second submission, this is your final grade. Thank you
for using NetTutor, and have a great day!
page 1 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Whether or not full
employment has been
reached is based on the
relationship between
actual and natural unemployment.
Consider reexamining these
definitions of natural and
actual unemployment.
Further, examine the
statistics regarding their
current state.
Is the issue that they are
unwilling to work or that they
are unqualified for the jobs
that are available even if they
did want them?
page 2 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
If the fixed rate were a very
high one, would it matter
that it was fixed? Why
might an employer be
unwilling to hire a qualified
and willing worker?
From where did these stats
come? What do they have to
say about the economy's
proximity to full employment?
page 3 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Powered by TCPDF (www.tcpdf.org)
page 4 / 4
http://www.tcpdf.org
Writing Assignment #2: The Natural Rate of Unemployment
1. (2 paragraphs) Has the U.S. economy achieved approximate full employment yet? Explain
how we define ‘full employment’ and how you can tell whether or not that goal has been
achieved. Use appropriate data to support your answer (see below). Be sure to cite the sources of
your data in your essay.
Use the Federal Reserve Bank of St. Louis’ estimate of the Natural Rate of
Unemployment (short-term) at http://research.stlouisfed.org/fred2/ser ...
The Effects of Unemployment Benefits on Unemployment and Labor Force Particip...Luis Taveras EMBA, MS
In this paper, we exploit data on such UI benefits extensions going back to the mid-70s to
estimate the effect of UI duration extension, also called Emergency and Extended unemployment
Benefits (EEB), on the labor market, and more specifically the unemployment and participation
rates.
Tutkimuksessa tarkastellaan työn vaatimusten, työntekijän vaikutusmahdollisuuksien ja esimiehiltä saatavan tuen vaikutuksia erikseen ja yhdessä työssä koettuun hyvinvointiin. Tulokset osoittavat, että vaikutusmahdollisuudet ja esimiehen tuki ovat merkittäviä työhyvinvoinnin selittäjiä.
Seminar: Gender Board Diversity through Ownership NetworksGRAPE
Seminar on gender diversity spillovers through ownership networks at FAME|GRAPE. Presenting novel research. Studies in economics and management using econometrics methods.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
Revisiting gender board diversity and firm performanceGRAPE
Cel: oszacować wpływ inkluzywności władz spółek na ich wyniki.
Co wiemy?
• Większość firm nie ma równosci płci w organach (ILO, 2015)
• Większość firm nie ma w ogóle kobiet we władzach
Demographic transition and the rise of wealth inequalityGRAPE
We study the contribution of rising longevity to the rise of wealth inequality in the U.S. over the last seventy years. We construct an OLG model with multiple sources of inequality, closely calibrated to the data. Our main finding is that improvements in old-age longevity explain about 30% of the observed rise in wealth inequality. This magnitude is similar to previously emphasized channels associated with income inequality and the tax system. The contribution of demographics is bound to raise wealth inequality further in the decades to come.
(Gender) tone at the top: the effect of board diversity on gender inequalityGRAPE
The research explores to what extent the presence of women on board affects gender inequality downstream. We find that increasing presence reduces gender inequality. To avoid reverse causality, we propose a new instrument: the share of household consumption in total output. We extend the analysis to recover the effect of a single woman on board (tokenism(
Gender board diversity spillovers and the public eyeGRAPE
A range of policy recommendations mandating gender board quotas is based on the idea that "women help women". We analyze potential gender diversity spillovers from supervisory to top managerial positions over three decades in Europe. Contrary to previous studies which worked with stock listed firms or were region locked, we use a large data base of roughly 2 000 000 firms. We find evidence that women do not help women in corporate Europe, unless the firm is stock listed. Only within public firms, going from no woman to at least one woman on supervisory position is associated with a 10-15% higher probability of appointing at least one woman to the executive position. This pattern aligns with various managerial theories, suggesting that external visibility influences corporate gender diversity practices. The study implies that diversity policies, while impactful in public firms, have limited
effectiveness in promoting gender diversity in corporate Europe.
Tone at the top: the effects of gender board diversity on gender wage inequal...GRAPE
We address the gender wage gap in Europe, focusing on the impact of female representation in executive and non-executive boards. We use a novel dataset to identify gender board diversity across European firms, which covers a comprehensive sample of private firms in addition to publicly listed ones. Our study spans three waves of the Structure of Earnings Survey, covering 26 countries and multiple industries. Despite low prevalence of female representation and the complex nature of gender wage inequality, our findings reveal a robust causal link: increased gender diversity significantly decreases the adjusted gender wage gap. We also demonstrate that to meaningfully impact gender wage gaps, the presence of a single female representative in leadership is insufficient.
Gender board diversity spillovers and the public eyeGRAPE
A range of policy recommendations mandating gender board quotas is based on the idea that "women help women". We analyze potential gender diversity spillovers from supervisory to top managerial positions over three decades in Europe. Contrary to previous studies which worked with stock listed firms or were region locked, we use a large data base of roughly 2 000 000 firms. We find evidence that women do not help women in corporate Europe, unless the firm is stock listed. Only within public firms, going from no woman to at least one woman on supervisory position is associated with a 10-15\% higher probability of appointing at least one woman to the executive position. This pattern aligns with the Public Eye Managerial Theory, suggesting that external visibility influences corporate gender diversity practices. The study implies that diversity policies, while impactful in public firms, have limited effectiveness in promoting gender diversity in corporate Europe.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large New Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economies, we use this model to provide comparative statics across past and contemporaneous age structures of the working population. Thus, we quantify the extent to which the response of labor markets to adverse TFP shocks and monetary policy shocks becomes muted with the aging of the working population. Our findings have important policy implications for European labor markets and beyond. For example, the working population is expected to further age in Europe, whereas the share of young workers will remain robust in the US. Our results suggest a partial reversal of the European-US unemployment puzzle. Furthermore, with the aging population, lowering inflation volatility is less costly in terms of higher unemployment volatility. It suggests that optimal monetary policy should be more hawkish in the older society.
Evidence concerning inequality in ability to realize aspirations is prevalent: overall, in specialized segments of the labor market, in self-employment and high-aspirations environments. Empirical literature and public debate are full of case studies and comprehensive empirical studies documenting the paramount gap between successful individuals (typically ethnic majority men) and those who are less likely to “make it” (typically ethnic minority and women). So far the drivers of these disparities and their consequences have been studied much less intensively, due to methodological constraints and shortage of appropriate data. This project proposes significant innovations to overcome both types of barriers and push the frontier of the research agenda on equality in reaching aspirations.
Overall, project is interdisciplinary, combining four fields: management, economics, quantitative methods and psychology. An important feature of this project is that it offers a diversified methodological perspective, combining applied microeconometrics, as well as experimental methods.
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US Economic Outlook - Being Decided - M Capital Group August 2021.pdfpchutichetpong
The U.S. economy is continuing its impressive recovery from the COVID-19 pandemic and not slowing down despite re-occurring bumps. The U.S. savings rate reached its highest ever recorded level at 34% in April 2020 and Americans seem ready to spend. The sectors that had been hurt the most by the pandemic specifically reduced consumer spending, like retail, leisure, hospitality, and travel, are now experiencing massive growth in revenue and job openings.
Could this growth lead to a “Roaring Twenties”? As quickly as the U.S. economy contracted, experiencing a 9.1% drop in economic output relative to the business cycle in Q2 2020, the largest in recorded history, it has rebounded beyond expectations. This surprising growth seems to be fueled by the U.S. government’s aggressive fiscal and monetary policies, and an increase in consumer spending as mobility restrictions are lifted. Unemployment rates between June 2020 and June 2021 decreased by 5.2%, while the demand for labor is increasing, coupled with increasing wages to incentivize Americans to rejoin the labor force. Schools and businesses are expected to fully reopen soon. In parallel, vaccination rates across the country and the world continue to rise, with full vaccination rates of 50% and 14.8% respectively.
However, it is not completely smooth sailing from here. According to M Capital Group, the main risks that threaten the continued growth of the U.S. economy are inflation, unsettled trade relations, and another wave of Covid-19 mutations that could shut down the world again. Have we learned from the past year of COVID-19 and adapted our economy accordingly?
“In order for the U.S. economy to continue growing, whether there is another wave or not, the U.S. needs to focus on diversifying supply chains, supporting business investment, and maintaining consumer spending,” says Grace Feeley, a research analyst at M Capital Group.
While the economic indicators are positive, the risks are coming closer to manifesting and threatening such growth. The new variants spreading throughout the world, Delta, Lambda, and Gamma, are vaccine-resistant and muddy the predictions made about the economy and health of the country. These variants bring back the feeling of uncertainty that has wreaked havoc not only on the stock market but the mindset of people around the world. MCG provides unique insight on how to mitigate these risks to possibly ensure a bright economic future.
USDA Loans in California: A Comprehensive Overview.pptxmarketing367770
USDA Loans in California: A Comprehensive Overview
If you're dreaming of owning a home in California's rural or suburban areas, a USDA loan might be the perfect solution. The U.S. Department of Agriculture (USDA) offers these loans to help low-to-moderate-income individuals and families achieve homeownership.
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Eligibility Criteria:
Location: The property must be located in a USDA-designated rural or suburban area. Many areas in California qualify.
Income Limits: Applicants must meet income guidelines, which vary by region and household size.
Primary Residence: The home must be used as the borrower's primary residence.
Application Process:
Find a USDA-Approved Lender: Not all lenders offer USDA loans, so it's essential to choose one approved by the USDA.
Pre-Qualification: Determine your eligibility and the amount you can borrow.
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USDA loans are an excellent option for those looking to buy a home in California's rural and suburban areas. With no down payment and flexible requirements, these loans make homeownership more attainable for many families. Explore your eligibility today and take the first step toward owning your dream home.
What website can I sell pi coins securely.DOT TECH
Currently there are no website or exchange that allow buying or selling of pi coins..
But you can still easily sell pi coins, by reselling it to exchanges/crypto whales interested in holding thousands of pi coins before the mainnet launch.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and resell to these crypto whales and holders of pi..
This is because pi network is not doing any pre-sale. The only way exchanges can get pi is by buying from miners and pi merchants stands in between the miners and the exchanges.
How can I sell my pi coins?
Selling pi coins is really easy, but first you need to migrate to mainnet wallet before you can do that. I will leave the telegram contact of my personal pi merchant to trade with.
Tele-gram.
@Pi_vendor_247
how can I sell pi coins after successfully completing KYCDOT TECH
Pi coins is not launched yet in any exchange 💱 this means it's not swappable, the current pi displaying on coin market cap is the iou version of pi. And you can learn all about that on my previous post.
RIGHT NOW THE ONLY WAY you can sell pi coins is through verified pi merchants. A pi merchant is someone who buys pi coins and resell them to exchanges and crypto whales. Looking forward to hold massive quantities of pi coins before the mainnet launch.
This is because pi network is not doing any pre-sale or ico offerings, the only way to get my coins is from buying from miners. So a merchant facilitates the transactions between the miners and these exchanges holding pi.
I and my friends has sold more than 6000 pi coins successfully with this method. I will be happy to share the contact of my personal pi merchant. The one i trade with, if you have your own merchant you can trade with them. For those who are new.
Message: @Pi_vendor_247 on telegram.
I wouldn't advise you selling all percentage of the pi coins. Leave at least a before so its a win win during open mainnet. Have a nice day pioneers ♥️
#kyc #mainnet #picoins #pi #sellpi #piwallet
#pinetwork
when will pi network coin be available on crypto exchange.DOT TECH
There is no set date for when Pi coins will enter the market.
However, the developers are working hard to get them released as soon as possible.
Once they are available, users will be able to exchange other cryptocurrencies for Pi coins on designated exchanges.
But for now the only way to sell your pi coins is through verified pi vendor.
Here is the telegram contact of my personal pi vendor
@Pi_vendor_247
how to sell pi coins at high rate quickly.DOT TECH
Where can I sell my pi coins at a high rate.
Pi is not launched yet on any exchange. But one can easily sell his or her pi coins to investors who want to hold pi till mainnet launch.
This means crypto whales want to hold pi. And you can get a good rate for selling pi to them. I will leave the telegram contact of my personal pi vendor below.
A vendor is someone who buys from a miner and resell it to a holder or crypto whale.
Here is the telegram contact of my vendor:
@Pi_vendor_247
Resume
• Real GDP growth slowed down due to problems with access to electricity caused by the destruction of manoeuvrable electricity generation by Russian drones and missiles.
• Exports and imports continued growing due to better logistics through the Ukrainian sea corridor and road. Polish farmers and drivers stopped blocking borders at the end of April.
• In April, both the Tax and Customs Services over-executed the revenue plan. Moreover, the NBU transferred twice the planned profit to the budget.
• The European side approved the Ukraine Plan, which the government adopted to determine indicators for the Ukraine Facility. That approval will allow Ukraine to receive a EUR 1.9 bn loan from the EU in May. At the same time, the EU provided Ukraine with a EUR 1.5 bn loan in April, as the government fulfilled five indicators under the Ukraine Plan.
• The USA has finally approved an aid package for Ukraine, which includes USD 7.8 bn of budget support; however, the conditions and timing of the assistance are still unknown.
• As in March, annual consumer inflation amounted to 3.2% yoy in April.
• At the April monetary policy meeting, the NBU again reduced the key policy rate from 14.5% to 13.5% per annum.
• Over the past four weeks, the hryvnia exchange rate has stabilized in the UAH 39-40 per USD range.
Monthly Economic Monitoring of Ukraine No. 232, May 2024
Matching it up
1. Matching it up: working arrangements and job satisfaction
Matching it up:
working arrangements and job satisfaction
Katarzyna Bech-Wysocka
FAME|GRAPE and Warsaw School of Economics
Magdalena Smyk
FAME|GRAPE and Warsaw School of Economics
Joanna Tyrowicz
University of Regensburg, FAME| GRAPE and IZA
Lucas van der Velde
FAME|GRAPE and Warsaw School of Economics
Baltic Economic Conference
June 2023
2. Matching it up: working arrangements and job satisfaction
Introduction
Motivation
Ambiguity haunts empirical work on job satisfaction and flexibility
Wheatley (2017): correlations positive for M and negative for W
Bellmann and Hübler (2020): patterns for JS unclear, correlations with WLB negative.
Hayman (2009): correlations with FWC and WFC lower
3. Matching it up: working arrangements and job satisfaction
Introduction
Motivation
Ambiguity haunts empirical work on job satisfaction and flexibility
Wheatley (2017): correlations positive for M and negative for W
Bellmann and Hübler (2020): patterns for JS unclear, correlations with WLB negative.
Hayman (2009): correlations with FWC and WFC lower
Workers offered flexibility are happy
(Atkinson et al. 2011, Bloom et al. 2015, O’Connor and Cech 2018, Hamplová 2019)
4. Matching it up: working arrangements and job satisfaction
Introduction
Motivation
Ambiguity haunts empirical work on job satisfaction and flexibility
Wheatley (2017): correlations positive for M and negative for W
Bellmann and Hübler (2020): patterns for JS unclear, correlations with WLB negative.
Hayman (2009): correlations with FWC and WFC lower
Workers offered flexibility are happy
(Atkinson et al. 2011, Bloom et al. 2015, O’Connor and Cech 2018, Hamplová 2019)
(Some) People lack boundary management strategies and suffer when forced to set them
(Lee et al. 2002, Kossek et al. 2004, Bainbridge and Townsend 2020)
5. Matching it up: working arrangements and job satisfaction
Contribution
Our contribution
Flexibility enactment theory → match between a person and work arrangements
1 Inclination to specific working arrangements (WA) is:
individual,
6. Matching it up: working arrangements and job satisfaction
Contribution
Our contribution
Flexibility enactment theory → match between a person and work arrangements
1 Inclination to specific working arrangements (WA) is:
individual, potentially time-varying,
7. Matching it up: working arrangements and job satisfaction
Contribution
Our contribution
Flexibility enactment theory → match between a person and work arrangements
1 Inclination to specific working arrangements (WA) is:
individual, potentially time-varying, and unobservable
8. Matching it up: working arrangements and job satisfaction
Contribution
Our contribution
Flexibility enactment theory → match between a person and work arrangements
1 Inclination to specific working arrangements (WA) is:
individual, potentially time-varying, and unobservable
2 Machine learning to uncover latent link between JS and WA ...
3 ... and obtain counterfactual levels of JS ...
4 thus identify individuals who are (mis)matched
Hypotheses
H1 Ability to actively manage boundaries is higher for women and parents.
H2 Overall job satisfaction with NWAs is higher than in a scenario eliminating NWAs.
9. Matching it up: working arrangements and job satisfaction
Methodology
Method
Link between NWAs and JS is ambiguous and endogeneous
ML methods: unarbitrary model of JS using
individual and household characteristics
job characteristics
10. Matching it up: working arrangements and job satisfaction
Methodology
Method
Link between NWAs and JS is ambiguous and endogeneous
ML methods: unarbitrary model of JS using
individual and household characteristics
job characteristics
Strategy:
Build a model of job satisfaction for the reference group (NWA = 0).
Obtain counterfactual JS for each individual with NWA: as if a given individual had no NWA
Compare the actual and the counterfactual levels of job satisfaction:
∆JSi = Factual JSi − Counterfactual JSi
11. Matching it up: working arrangements and job satisfaction
Methodology
Method
Link between NWAs and JS is ambiguous and endogeneous
ML methods: unarbitrary model of JS using
individual and household characteristics
job characteristics
Strategy:
Build a model of job satisfaction for the reference group (NWA = 0).
Obtain counterfactual JS for each individual with NWA: as if a given individual had no NWA
Compare the actual and the counterfactual levels of job satisfaction:
∆JSi = Factual JSi − Counterfactual JSi
Only consider counterfactuals when NWA is removed. Selection bias if opposite
considered.
12. Matching it up: working arrangements and job satisfaction
Data
European Working Conditions Survey
Spans 1991-2015; every five years
some necessary variables only available from the third wave: 2001-2015
36 countries (expanding), approx. 1000 workers
utilize responses for salaried workers, aged between 18 and 65 years of age, employed within private entities
13. Matching it up: working arrangements and job satisfaction
Data
European Working Conditions Survey
Spans 1991-2015; every five years
some necessary variables only available from the third wave: 2001-2015
36 countries (expanding), approx. 1000 workers
utilize responses for salaried workers, aged between 18 and 65 years of age, employed within private entities
Broad range of individual and HH characteristics:
gender, age, education, HH-structure, tenure, health, occupation, industry
Rich data on work characteristics:
temporary/permanent, (long) hours, work on weekends, commute, direct hazards, discomfort (tedious tasks, etc), wearing
protective gear, hours fit schedules, supportive colleagues, enough timeto finish tasks, etc.
14. Matching it up: working arrangements and job satisfaction
Data
European Working Conditions Survey
Spans 1991-2015; every five years
some necessary variables only available from the third wave: 2001-2015
36 countries (expanding), approx. 1000 workers
utilize responses for salaried workers, aged between 18 and 65 years of age, employed within private entities
Broad range of individual and HH characteristics:
gender, age, education, HH-structure, tenure, health, occupation, industry
Rich data on work characteristics:
temporary/permanent, (long) hours, work on weekends, commute, direct hazards, discomfort (tedious tasks, etc), wearing
protective gear, hours fit schedules, supportive colleagues, enough timeto finish tasks, etc.
Measuring JS: 4-level categorical variable
15. Matching it up: working arrangements and job satisfaction
Data
Job satisfaction across countries in waves in EWCS
16. Matching it up: working arrangements and job satisfaction
Data
European Working Conditions Survey
Spans 1991-2015; every five years
some necessary variables only available from the third wave: 2001-2015
36 countries (expanding), approx. 1000 workers
utilize responses for salaried workers, aged between 18 and 65 years of age, employed within private entities
Broad range of individual and HH characteristics:
gender, age, education, HH-structure, tenure, health, occupation, industry
Rich data on work characteristics:
temporary/permanent, (long) hours, work on weekends, commute, direct hazards, discomfort (tedious tasks, etc), wearing
protective gear, hours fit schedules, supportive colleagues, enough timeto finish tasks, etc.
Measuring JS: 4-level categorical variable
Six non-standard working arrangements (NWAs): varying hours, nights, long hours,
Sundays, long & varying hours, Sundays & nights
17. Matching it up: working arrangements and job satisfaction
Data
NWAs across countries in EWCS
18. Matching it up: working arrangements and job satisfaction
Data
Descriptive statistics
Variable
Full
sample
Reference
group
Varying
hours
Nights
Long
hours
Sundays
Long &
varying h.
Sundays
& nights
% satisfied with their job 82.9 85.1 84.6 75.5 81.0 78.3 83.7 76.2
Personal characteristics:
% of women 40.4 46.1 46.4 23.7 27.7 52.0 20.3 25.6
% of single hh 10.3 10.2 11.5 10.3 9.5 9.4 11.6 10.0
% of hh with a child aged¡7 yo 12.3 12.0 12.8 13.1 12.2 11.6 14.0 12.2
% of hh with an elder member 1.5 1.5 1.0 1.8 1.1 1.6 1.8 2.2
Job characteristics:
% working part-time 11.2 11.8 18.5 6.8 4.0 17.5 2.8 7.9
% working on Saturdays 37.6 23.1 30.9 35.8 33.8 89.7 33.5 90.7
% report hours fit schedules 81.9 89.5 86.4 74.7 78.4 71.6 71.1 58.1
% report supportive colleagues 92.7 92.5 91.1 92.4 95.1 92.6 93.2 93.2
% report enough time for tasks 92.8 94.1 93.6 93.5 89.6 92.4 88.1 91.9
% with long commute 29.7 27.0 30.6 28.1 36.2 26.3 40.6 32.0
hazardous conditions (count) 3.03 2.95 2.67 4.00 3.23 3.19 2.78 3.53
NWAs:
% working in varying hours 11.9 0 100 0 0 0 0 0
% working nights 3.6 0 0 100 0 0 0 0
% working in long hours 8.1 0 0 0 100 0 0 0
% working on Sundays 8.4 0 0 0 0 100 0 0
% working long&varying hours 8.7 0 0 0 0 0 100 0
% working on Sunday nights 8.5 0 0 0 0 0 0 100
Observations 56 107 28 378 6 312 1 728 4 461 5 577 4 408 5 243
19. Matching it up: working arrangements and job satisfaction
Results
ML works: true vs model JS in the sample
ML - Random Forest
Counterfactual JS
Parametric (Probit)
Counterfactual JS
Factual JS 1 2 3 4 1 2 3 4
Cell % Cell % Cell % Cell % Cell % Cell % Cell % Cell %
very satisfied (1) 15.6 3.9 1.8 1.2 2.3 20.7 0.0 0.0
satisfied (2) 11.2 35.0 10.0 6.3 1.8 58.7 0.2 0.0
dissatisfied (3) 1.2 1.5 8.1 1.4 0.1 13.0 0.2 0.0
very dissatisfied (4) 0.1 0.1 0.2 2.4 0.0 2.6 0.2 0.0
N 8 302 11 094 5 932 3 050 1 218 26 965 187 8
20. Matching it up: working arrangements and job satisfaction
Results
Does taking away NWAs improve job satisfaction?
We estimate a probability of mismatch in working arrangements in M1 and intensity of
mismatch in M2, obtained through a counterfactual experiment of taking away NWA.
Improvement(Y /N)i = β0 + βw × woman + βp × parent + γi woman × parent + δX + i (M1)
∆JSi = β0 + βw × woman + βp × parent + γi woman × parent + δX + i (M2)
Example 1: dissatisfied to very satisfied = 4 - 1 = 3
Example 2: very satisfied to dissatisfied = 1 - 4 = -3
22. Matching it up: working arrangements and job satisfaction
Results
Mismatch in working arrangements across countries
We obtain aggregate level indicators. Classify workers into:
actual and counterfactual job satisfactions are the same – indifferent
a worker is just as well off with and without NWA
job satisfaction is higher in actual than in counterfactual – matched
a worker is better of keeping NWA and would lose from having standard working arrangements
job satisfaction is lower in actual than in counterfactual – mismatched
a worker would benefit from changing from NWA to standard working arrangements
23. Matching it up: working arrangements and job satisfaction
Results
Mismatch in working arrangements across countries
-.6
-.4
-.2
0
.2
.4
.6
Austria
Belgium
Bulgaria
Cyprus
Czech
Republic
Denmark
Estonia
Finland
France
Germany
Greece
Hungary
Ireland
Italy
Latvia
Lithuania
Luxembourg
Malta
Netherlands
Poland
Portugal
Romania
Slovakia
Slovenia
Spain
Sweden
United
Kingdom
Women: Men:
taking away NWA raises JS taking away NWA raises JS
taking away NWA reduces JS taking away NWA reduces JS
net change net change
24. Matching it up: working arrangements and job satisfaction
Results
Mismatch in working arrangements across countries
-.6
-.4
-.2
0
.2
.4
.6
Austria
Belgium
Bulgaria
Cyprus
Czech
Republic
Denmark
Estonia
Finland
France
Germany
Greece
Hungary
Ireland
Italy
Latvia
Lithuania
Luxembourg
Malta
Netherlands
Poland
Portugal
Romania
Slovakia
Slovenia
Spain
Sweden
United
Kingdom
Parents: Non-parents:
taking away NWA raises JS taking away NWA raises JS
taking away NWA reduces JS taking away NWA reduces JS
net change net change
25. Matching it up: working arrangements and job satisfaction
Conclusions
Implications of our study
We build on flexibility enactment theory and study match between workers and WA, focusing
on flexibility:
On the individual level: women and parents would not benefit from a change in working
arrangements.
On the country level: across countries, there is substantial room for improvement in job
satisfaction from reallocating the workers across working conditions.
26. Matching it up: working arrangements and job satisfaction
Conclusions
Implications of our study
We build on flexibility enactment theory and study match between workers and WA, focusing
on flexibility:
On the individual level: women and parents would not benefit from a change in working
arrangements.
On the country level: across countries, there is substantial room for improvement in job
satisfaction from reallocating the workers across working conditions.
BUT no one-size-fits-all policy is likely to be successful in raising the job satisfaction of all
workers.
27. Matching it up: working arrangements and job satisfaction
Conclusions
Questions or suggestions?
Thank you!
w: grape.org.pl
t: grape org
f: grape.org
e: k.bech@grape.org.pl
28. Matching it up: working arrangements and job satisfaction
References
References I
Atkinson, C., Lucas, R. and Hall, L.: 2011, Flexible working and happiness in the nhs, Employee Relations 33, 88–105.
Bainbridge, H. T. and Townsend, K.: 2020, The effects of offering flexible work practices to employees with unpaid caregiving
responsibilities for elderly or disabled family members, Human Resource Management 59(5), 483–495.
Bellmann, L. and Hübler, O.: 2020, Working from home, job satisfaction and work–life balance–robust or heterogeneous links?,
International Journal of Manpower .
Bloom, N., Liang, J., Roberts, J. and Ying, Z. J.: 2015, Does working from home work? evidence from a chinese experiment,
The Quarterly Journal of Economics 130(1), 165–218.
Hamplová, D.: 2019, Does work make mothers happy?, Journal of Happiness Studies 20(2), 471–497.
Hayman, J. R.: 2009, Flexible work arrangements: Exploring the linkages between perceived usability of flexible work schedules
and work/life balance, Community, work family 12(3), 327–338.
Kossek, E. E., Lautsch, B. A. and Eaton, S. C.: 2004, Chapter 12: Flexibility enactment theory: Implications of flexibility type,
control, and boundary management for work-family effectiveness, Work and Life Integration: Organizational, Cultural and
Individual Perspectives, Psychology Press.
Lee, M. D., MacDermid, S. M., Williams, M. L., Buck, M. L. and Leiba-O’Sullivan, S.: 2002, Contextual factors in the success
of reduced-load work arrangements among managers and professionals, Human Resource Management 41(2), 209–223.
O’Connor, L. T. and Cech, E. A.: 2018, Not just a mothers’ problem: The consequences of perceived workplace flexibility bias
for all workers, Sociological Perspectives 61(5), 808–829.
Wheatley, D.: 2017, Employee satisfaction and use of flexible working arrangements, Work, Employment and Society
31(4), 567–585.