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Publication date: 11 May 2017

Seamus McGuinness and Konstantinos Pouliakas

This paper uses data from the Cedefop European Skills and Jobs survey (ESJS) (Cedefop, 2014, ESJS microdata are Cedefop copyright and are reproduced with the permission of…

Abstract

This paper uses data from the Cedefop European Skills and Jobs survey (ESJS) (Cedefop, 2014, ESJS microdata are Cedefop copyright and are reproduced with the permission of Cedefop. Further information is available at Cedefop, 2015), a new international dataset on skill mismatch of adult workers in 28 EU countries, to decompose the wage penalty of overeducated workers. The ESJ survey allows for integration of a rich set of variables in the estimation of the effect of overeducation on earnings, such as individuals’ job search motives and the skill needs of their jobs. Oaxaca decomposition techniques are employed to uncover the extent to which the earnings penalties of overeducated workers can be attributed to either (i) individual human capital attributes, (ii) job characteristics, (iii) information asymmetries, (iv) compensating job attributes, or (iv) assignment to jobs with different skill needs. Differences in human capital and job-skill requirements are important factors in explaining the wage premium. It is found that asymmetry of information accounts for a significant part of the overeducation wage penalty of tertiary education graduates, whereas job characteristics and the low skill content of their jobs can explain most of the wage gap for medium-qualified employees. Little evidence is found in favor of equilibrium theories of compensating wage differentials and career mobility. Accepting that much remains to be learned with regards to the drivers of overeducation, this paper provides evidence in support of the need for customized policy responses to tackle overeducation.

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Skill Mismatch in Labor Markets
Type: Book
ISBN: 978-1-78714-377-7

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Article
Publication date: 1 March 2000

Mark Hart, Seamus McGuinness, Maureen O’Reilly and Graham Gudgin

Recent research has demonstrated that small firm performance in Northern Ireland has benefited from the availability of a comprehensive and well‐funded programme of selective…

803

Abstract

Recent research has demonstrated that small firm performance in Northern Ireland has benefited from the availability of a comprehensive and well‐funded programme of selective financial assistance provided by the Local Enterprise Development Unit (LEDU), the small business agency for the region. Such assistance to small firms was seen to overcome many of the constraints of doing business in a peripheral location such as Northern Ireland. However, one question remains unanswered by that research and that is the precise way in which LEDU financial assistance impacts upon business performance. One interpretation of the research to date could be that the relatively better performance of LEDU‐assisted small firms is due to the fact that they are more likely to be faster growing businesses in the first instance, because either they are self‐selecting in presenting themselves for LEDU assistance or else the LEDU engages in a “creaming” process, which results in the granting of assistance to the more successful firms in Northern Ireland. In order to probe further into the impact of LEDU assistance, it is necessary to examine the differential impact on growth of the wide range of support programmes and initiatives for small firms operated by the small business agency in Northern Ireland. This paper will report the results of the first stage of such an analysis by analysing the business performance of two broad groups of LEDU‐assisted clients who have received different levels of assistance in the 1990s – “Growth” and “Established” clients. The analysis is based on information drawn from a specially created database of approximately 1,600 small firms who were in receipt of LEDU financial assistance in the period 1991‐97. The analysis of the employment and turnover performance of LEDU‐assisted firms revealed that Growth clients grew faster than Established clients in the 1991‐97 period and provides tentative evidence that a more intense and directed package of assistance is clearly associated with faster business growth. The age of Growth firms was much older than Established LEDU clients and, therefore, this differential growth performance cannot be related to a simple life‐cycle explanation. The shift in LEDU policy in the 1990s towards a greater concentration of effort on firms with growth potential would appear to have been successful.

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Journal of Small Business and Enterprise Development, vol. 7 no. 1
Type: Research Article
ISSN: 1462-6004

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Article
Publication date: 4 April 2016

Seamus McGuinness and Hugh Cronin

The purpose of this paper is to use a linked employer-employee data set, the National Employment Survey, to examine the determinants of organisational change and employee…

2078

Abstract

Purpose

The purpose of this paper is to use a linked employer-employee data set, the National Employment Survey, to examine the determinants of organisational change and employee resistance to change and, specifically, to examine the influence of employee inflexibility on the implementation of firm-level policies aimed at increasing competitiveness and workforce flexibility. A key finding arising from the research is that while workforce resistance to job-related change often forces firms to seek alternative means of achieving labour flexibility, there appears little that firms can do to prevent such resistance occurring. The presence of HRM staff, consultation procedures, wage bargaining mechanisms, bullying and equality polices, etc. were found to have little impact on the incidence of workforce resistance to changes in job conditions.

Design/methodology/approach

The objectives of this paper are twofold: first, the authors model the determinants of a measure of workforce resistance to job-related change and, second, the authors assess the impact of workforce resistance on the probability that firms will implement various wider forms of organisational change using linked employer-employee data.

Findings

Workforce resistance to proposed changes in job conditions was found to be lower in organisations employing higher shares of educated workers and also in smaller firms. HRM and employee relations measures were found to have little impact on worker resistance to changing employment conditions, while trade union density was important only with respect to alterations to core terms and conditions. Resistance was found to be important for wider organisational change.

Research limitations/implications

From a policy perspective, the key finding arising from the research is that while workforce resistance to job-related change often forces firms to seek alternative means of achieving flexibility, there appears little that firms can do to prevent such resistance occurring or mediating its impacts. The presence of HRM staff, consultation procedures, wage bargaining mechanisms, bullying and equality polices, etc. were found to have little impact on the incidence of workforce resistance to changes in job conditions.

Social implications

The results support the hypothesis that the increased use of peripheral workers observed in many aspect of the economy is due, at least in part, to inflexibility among existing workers to take on additional roles and responsibilities.

Originality/value

The paper utilises a linked employee-employer data set in a novel way to investigate within firm relationships and tests a number of hypotheses using advanced econometric techniques.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 4 no. 1
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 1 September 2002

Seamus McGuinness

This paper reports the results of an evaluation examining the effectiveness of a private sector graduate training initiative in reducing the incidence of overeducation among its…

770

Abstract

This paper reports the results of an evaluation examining the effectiveness of a private sector graduate training initiative in reducing the incidence of overeducation among its participants. It was found that the initiative reduced job‐search frictions within the graduate labour market through the effective screening of potential placements/employers. However, a statistically significant impact vis‐à‐vis participants’ labour market outcomes was derived only from the placement element of the programme, with little evidence of any direct gains deriving from the training component. The results appear to suggest that the effective role of such initiatives may lie in their expertise as specialist recruitment agencies as opposed to training providers. However, there was evidence to support the view that real benefits from training are achievable provided more careful consideration is given to the appropriateness of the subject area of the conversion programme.

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International Journal of Manpower, vol. 23 no. 6
Type: Research Article
ISSN: 0143-7720

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Available. Content available
Book part
Publication date: 11 May 2017

Abstract

Details

Skill Mismatch in Labor Markets
Type: Book
ISBN: 978-1-78714-377-7

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Book part
Publication date: 6 August 2018

Abstract

Details

Transitions through the Labor Market
Type: Book
ISBN: 978-1-78756-462-6

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Article
Publication date: 30 July 2024

Mohammad M. Taamneh, Manaf Al-Okaily, Belal Barhem, Abdallah M. Taamneh and Ziyad Saleh Alomari

The purpose of this study is to investigate the impact of gender equality in human resource management practices (HRMP) on job performance in educational hospitals in Jordan. This…

297

Abstract

Purpose

The purpose of this study is to investigate the impact of gender equality in human resource management practices (HRMP) on job performance in educational hospitals in Jordan. This paper also examines the role of job satisfaction as a mediator between gender equality in HRMP and job performance.

Design/methodology/approach

A quantitative research approach with an online questionnaire was used to collect data from 231 participants at educational hospitals.

Findings

The findings showed that gender equality in HRMP was positively associated with job performance. In addition, the findings found a significant positive effect of gender equality in HRM on job satisfaction. Finally, the findings indicated that job satisfaction mediates the relationship between gender equality in HRMP and job performance.

Originality/value

This study provided theoretical and practical insights on the issue of discrimination against women, representing a model of developing countries, especially in the Middle East.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

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Book part
Publication date: 29 October 2020

Philip Davis and Fiona Magee

Abstract

Details

Reading
Type: Book
ISBN: 978-1-83867-308-6

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Book part
Publication date: 17 May 2021

Abstract

Details

The Role of External Examining in Higher Education: Challenges and Best Practices
Type: Book
ISBN: 978-1-83982-174-5

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Book part
Publication date: 29 October 2020

Philip Davis and Fiona Magee

Abstract

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Reading
Type: Book
ISBN: 978-1-83867-308-6

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