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Source: Department of Economics, Columbia University
Resulting in 2 citations.
| 1. |
Idson, Todd L. |
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Employer Size and Labor Turnover Discussion Paper No. 673, Department of Economics, Columbia University, November 1993. Also: http://app.cul.columbia.edu:8080/ac/bitstream/10022/AC:P:15565/1/econ_9394_673.pdf Cohort(s): Young Men Publisher: Department of Economics, Columbia University Keyword(s): Current Population Survey (CPS) / CPS-Fertility Supplement; Firm Size; Job Tenure; Job Turnover; Quality of Employment Survey (QES); Training, On-the-Job; Unions; Working Conditions Permission to reprint the abstract has not been received from the publisher. This paper investigates the causes of higher tenure, and lower turnover, for workers at large plants or firms. The primary hypothesis investigated is that long-term employment relationships in large plants and firms stem from (1) the greater capacity of large employers to provide job opportunities within the enterprise and (2) the lower probability of business failure facing large producers. In addition to directly lowering turnover, these effects on average employment duration act to raise the expected returns from on-the-job training, resulting in higher levels of on-the-job training that in turn inhibit turnover. Furthermore, in order to protect these training investments, remuneration is characterized by mobility inhibiting wage premia and fringe benefits, and firms attempt to hire employees with lower mobility tendencies - both practices act to further reduce mobility. In addition to empirically evaluating the above view of the manner in which size of employer influences mobility outcomes, three additional factors are investigated that may account for the link between size and mobility, (1) working conditions, (2) monitoring difficulties, and (3) union organization threats. |
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Bibliography Citation
Idson, Todd L. "Employer Size and Labor Turnover." Discussion Paper No. 673, Department of Economics, Columbia University, November 1993. |
| 2. |
Jun, Tackseung Munasinghe, Lalith Roshan |
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Does Wage Volatility Matter in Labor Markets? Theory and Evidence on Labor Mobility Working Paper, Department of Economics, Barnard College, Columbia University, May 2004 Cohort(s): NLSY79 Publisher: Department of Economics, Columbia University Keyword(s): Job Turnover; Minimum Wage; Modeling; Wage Dynamics; Wage Effects Permission to reprint the abstract has not been received from the publisher. We present theory and evidence on the effects of wage volatility on labor mobility. Our model of job turnover explicitly incorporates variance of within job wages by assuming that wages evolve as random walk processes. With the additional assumption that job changes entail "switching" costs, the key theoretical result is that the optimal threshold of turnover -- the minimum wage difference between outside and inside jobs necessary for a job change -- is positively related to wage volatility. Data from the National Longitudinal Surveys of Youth show that workers who hold more volatile jobs quit less frequently and get bigger wage gains when they do quit. These findings are consistent with the implications of our theoretical model. |
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Bibliography Citation
Jun, Tackseung and Lalith Roshan Munasinghe. "Does Wage Volatility Matter in Labor Markets? Theory and Evidence on Labor Mobility." Working Paper, Department of Economics, Barnard College, Columbia University, May 2004. |