Search Results

Author: Antel, John J.
Resulting in 9 citations.
1. Antel, John J.
Costly Employment Contract Renegotiation and the Labor Mobility of Young Men
American Economic Review 75,5 (December 1985): 976-991.
Also: http://www.jstor.org/stable/1818640
Cohort(s): Young Men
Publisher: American Economic Association
Keyword(s): Behavior; Employment, Youth; Job Productivity; Layoffs; Marital Status; Mobility; Mobility, Job; Quits; Transition, School to Work

Permission to reprint the abstract has not been received from the publisher.

A model of job matching with costly post-hire negotiations is developed that is similar in some aspects to Hashimoto's (1981) model, but with particular relevance to the population of young workers only beginning their labor force participation. The model yields empirical implications concerning the role of wages in the determination of mobility that contrast to the implications of an otherwise similar zero negotiations cost model of job matching. The model focuses on the period immediately following hire when worker productivity is to a great extent governed by endowed capabilities rather than determined by learning on the job. The data consist of 709 observations derived from the NLS of Young Men. Job change behavior is tracked between the 1969 and 1970, and also the 1970 and 1971 contiguous surveys. The empirical results show that quits and permanent layoffs are different. The results tend to confirm the model of job matching with costly contract renegotiation.
Bibliography Citation
Antel, John J. "Costly Employment Contract Renegotiation and the Labor Mobility of Young Men." American Economic Review 75,5 (December 1985): 976-991.
2. Antel, John J.
Human Capital Investment Specialization and the Wage Effects of Voluntary Labor Mobility
Review of Economics and Statistics 68,3 (August 1986): 477-483.
Also: http://www.jstor.org/stable/1926025
Cohort(s): Young Men
Publisher: Harvard University Press
Keyword(s): Endogeneity; Human Capital Theory; Job Search; Job Skills; Job Training; Mobility; Mobility, Job; Quits; Simultaneity; Transfers, Skill; Wage Effects

Permission to reprint the abstract has not been received from the publisher.

Studies of voluntary labor mobility suggest that job search facilitates job change while specific training inhibits mobility. Moreover, given that specific skills cannot be transferred between jobs, and since both search and training are expensive, it is reasonable for workers to specialize in search or specific training on a particular job. Training on search specialization, however, suggests that estimation methods that treat the incidence of a quit as exogenous underestimate mobility effects on wages. Here, the endogenous dummy variable model of Heckman (1978) is estimated using data from the NLS of Young Men. The actual observations consist of 2,165 young white men not self-employed, out of full-time school, and reporting job histories and wages between the 1969-1970 and the 1970-1971 contiguous year interviews. The larger wage effects found via analysis result from simultaneous estimation but also reflect more accurate measurement of wage growth between jobs.
Bibliography Citation
Antel, John J. "Human Capital Investment Specialization and the Wage Effects of Voluntary Labor Mobility." Review of Economics and Statistics 68,3 (August 1986): 477-483.
3. Antel, John J.
Inter-Generational Transfer of Welfare Dependency
Working Paper, University of Houston, 1988
Cohort(s): NLSY79
Publisher: University of Houston
Keyword(s): Heterogeneity; Intergenerational Patterns/Transmission; Mothers and Daughters; Transfers, Public; Welfare

Permission to reprint the abstract has not been received from the publisher.

This paper examines the questions of whether a mother's welfare receipt increases the future dependency of her children and whether the welfare system works to stimulate the dependency of future generations. Parameter estimates reported here suggest significant inter-generational effects. The sample is comprised of young women from the NLSY and their mothers. After controlling for observed and unobserved heterogeneity, a mother's welfare participation is found to stimulate her daughter's later months on welfare.
Bibliography Citation
Antel, John J. "Inter-Generational Transfer of Welfare Dependency." Working Paper, University of Houston, 1988.
4. Antel, John J.
Inter-Generational Transfer of Welfare Dependency: Program Effects on Future Welfare Recipiency
Final Report, Assistant Secretary for Planning and Evaluation, Department of Health and Human Services, 1986
Cohort(s): NLSY79
Publisher: U.S. Department of Health and Human Services
Keyword(s): Childbearing; Educational Attainment; Fertility; Parental Influences; Teenagers; Transfers, Public; Welfare

The report analyzes how parental welfare participation affects the fertility and schooling decisions of children in welfare families (fertility and low earning potential are prerequisites for welfare dependency). Data from the NLSY permitted observation of young women still living at home in the early panel years (1979-1980). Later panel years (1981-1983) permitted the researcher to follow these young women past the normal high school graduation age and determine whether or not they completed high school or had a child. Estimation of a statistical model of behavior indicated that there were no parental welfare participation effects on young girls' fertility or high school completion decisions. According to these estimates, welfare participation by the parents in a child's teenage years neither increases nor decreases the probability of high school graduation or early childbearing. Further evidence from future data collection waves may, of course, modify these findings. [NTIS PB86-161262-XAB]
Bibliography Citation
Antel, John J. "Inter-Generational Transfer of Welfare Dependency: Program Effects on Future Welfare Recipiency." Final Report, Assistant Secretary for Planning and Evaluation, Department of Health and Human Services, 1986.
5. Antel, John J.
Interrelated Quits: An Empirical Analysis of the Utility Maximizing Mobility Hypothesis
Review of Economics and Statistics 70,1 (February 1988): 17-22.
Also: http://www.jstor.org/stable/1928146
Cohort(s): Young Men
Publisher: Harvard University Press
Keyword(s): Behavior; Educational Attainment; Job Search; Mobility; Mobility, Job; Quits; Wages; Work Experience

Permission to reprint the abstract has not been received from the publisher.

It is demonstrated how the circumstances of quitting a previous job affect the probability of a later voluntary job change. In the theoretical section, a model of expected utility-maximizing job search and mobility is described. The argument is that workers who voluntarily change jobs but search only when employed are less likely to quit again. This implication can be tested without measuring job utility. The sample comprises 2,182 young white males, with the data derived from the NLS of Young Men. Job histories were recorded between the 1969 and 1970 or 1970 and 1971 annual surveys. Results suggest that wages negatively and significantly affect quitting; experience and education variables are generally negatively related to quitting. The results provide empirical support for a model of utility-maximizing voluntary mobility. Such optimizing behavior suggests that the method of previous job search is related to the probability of later quitting. [ABI/INFORM]
Bibliography Citation
Antel, John J. "Interrelated Quits: An Empirical Analysis of the Utility Maximizing Mobility Hypothesis." Review of Economics and Statistics 70,1 (February 1988): 17-22.
6. Antel, John J.
Job Change of Young Men
Ph.D. Dissertation, University of California - Los Angeles, 1983. DAI-A 44/05, p. 1530, November 1983
Cohort(s): Young Men
Publisher: UMI - University Microfilms, Bell and Howell Information and Learning
Keyword(s): Behavior; Firm Size; Job Productivity; Job Search; Job Turnover; Layoffs; Mobility; Quits; Simultaneity; Wage Levels; Wages

This paper examines the job changing behavior of young men in the time period immediately following graduation or completion of formal schooling. The paper comprises a theoretical model of quits and permanent layoffs along with empirical results using a sample of recent labor market starters derived from the national Longitudinal Survey of Young Men. The discussion commences with a theoretical model of job matching. The model assumes that workers are endowed with firm-specific skills which vary in value with firm assignment and are imprecisely known to either worker or firm prior to some trial period on the job. These assumptions imply that workers must search, often while employed, to find their highest paying job. Further, since workers differ in their comparative advantage or job-specific abilities, firms must screen prospective employees prior to hire and then monitor worker productivity during the intial period of employment. Quits and layoffs follow as outcomes of these two simultaneous firms and worker learning processes; workers quit when they find a more lucrative job, and firms initiate layoffs when worker productivity is found far below initial expectations. In contrast to other models of job matching, transactions or negotiation costs influence quit and layoff decisions in our model. Mobility in the presence of transactions cost is distinguished from the zero transactions cost situation in two important respects. First, transactions costs imply that quits and layoffs are different. Much of the empirical work that follows is an attempt to document this difference. Second, with transactions costs, the welfare implications of job change are not, in general, positive as suggested by the zero transactions cost model of mobility. Transactions costs imply that mobility decisions are made on the basis of each decision makers rent share rather than for the purpose of maximizing total job-match productivity. Thus, some quits and layoffs may imply an actual decline in productivity. The empirical implications of the job-matching model with negotiations costs were for the most part consistent with the data. Quits and layoffs were found to be different both in terms of how they are predicted by wages, and also distinguished with respect to how wages are affected by mobility. The results indicated that while quits are negatively related to the wage level, layoffs were not predicted at all by wages. Further, although we found only weak positive effects of quitting on wage growth, layoffs generally implied a significant deline in wages. Neither of these patterns of contrast between quits and layoffs could be accounted for by costless negotiation or zero transactions cost models of job-matching. Although results on the determination of quits and the wage growth experience of non-repeat job changers suggested a central role for wages in the explanation of turnover, other factors affected mobility decisions also. Firm size, demand shocks, union membership, and non-pecuniary aspects of job value all played some role in the explanation of job change.
Bibliography Citation
Antel, John J. Job Change of Young Men. Ph.D. Dissertation, University of California - Los Angeles, 1983. DAI-A 44/05, p. 1530, November 1983.
7. Antel, John J.
Mother's Welfare Dependency Effects on Daughter's Early Fertility and Fertility Out of Wedlock
Working Paper, University of Houston, 1988
Cohort(s): NLSY79
Publisher: University of Houston
Keyword(s): Childbearing; Fertility; Geographical Variation; Heterogeneity; Intergenerational Patterns/Transmission; Mothers and Daughters; Simultaneity; Welfare

Permission to reprint the abstract has not been received from the publisher.

Parameter estimates suggest that a mother's welfare participation increases her daughter's early fertility and early fertility out of wedlock. Early fertility is defined as first birth before age twenty-one. Using data from the NLSY, mother's welfare participation and daughter's fertility are simultaneously modeled to avoid any bias derived from unobserved family-specific heterogeneity. While the welfare system affects a young girl's fertility predominately through the dependency of her mother, some small direct effect of state guarantee rates on illegitimate births is also indicated.
Bibliography Citation
Antel, John J. "Mother's Welfare Dependency Effects on Daughter's Early Fertility and Fertility Out of Wedlock." Working Paper, University of Houston, 1988.
8. Antel, John J.
The Wage Effects of Voluntary Labor Mobility With and Without Intervening Unemployment
Industrial and Labor Relations Review 44,2 (January 1991): 299-306.
Also: http://www.jstor.org/stable/2524810
Cohort(s): Young Men
Publisher: New York State School of Industrial and Labor Relations, Cornell University
Keyword(s): Mobility; Mobility, Job; Unemployment; Wage Effects

Although theory generally suggests that voluntary job change should improve wages, the literature offers contradictory predictions concerning the effect of an intervening unemployment spell on mobility wage gains. One hypothesis holds that the search and mobility costs associated with unemployment between jobs are compensated for by increased wage gains resulting from more intensive job search. Opposing hypotheses suggest that unemployed job changers are at a disadvantage because they have fewer job contacts than job changers who move directly from one job to another or because they are unable to gain new skills or develop good work habits while unemployed. An analysis of 1979-1981 data from the NLS of Young Men supports the first hypothesis: an unemployment spell between jobs is associated with wage gains higher than those obtained when the job change was made with no intervening unemployment. [ABI/INFORM]
Bibliography Citation
Antel, John J. "The Wage Effects of Voluntary Labor Mobility With and Without Intervening Unemployment." Industrial and Labor Relations Review 44,2 (January 1991): 299-306.
9. Hosek, James R.
Antel, John J.
Peterson, Christine E.
Who Stays, Who Leaves? Attrition Among First-Term Enlistees
Armed Forces and Society 15,3 (Spring 1989): 389-409.
Also: http://afs.sagepub.com/content/15/3/389.abstract
Cohort(s): NLSY79
Publisher: Inter-University Seminar on Armed Forces & Society
Keyword(s): Attrition; Military Enlistment; Military Service

Permission to reprint the abstract has not been received from the publisher.

Since the advent of US voluntary military service, some 30% of each enlisting cohort have left before completing their first term, & attrition rates remain near this level even though over 90% of recent cohorts are high school graduates. Here, individual-level data from 1979 national surveys of enlistees & working youths & Defense Dept manpower data through 1984 are used to analyze attrition among high school graduates who enlisted in spring 1979. To control for selectivity bias, enlistment is analyzed jointly with attrition. Three variables observable at the time of enlistment are found to have a strong negative effect on attrition: positive expectations of further education, months in the Delayed Entry Program, & employment stability. No evidence of selectivity bias is found for this cohort; hence, results are applicable not only to enlistees but also to prospects. Policy implications are discussed. 1 Table, 2 Figures. Modified HA (Copyright 1990, Sociological Abstracts, Inc., all rights reserved.)
Bibliography Citation
Hosek, James R., John J. Antel and Christine E. Peterson. "Who Stays, Who Leaves? Attrition Among First-Term Enlistees." Armed Forces and Society 15,3 (Spring 1989): 389-409.