Labour Market Segmentation : a Comparison between France and the UK From the Eighties to nowadays

Regarding changes in French and British labour market as in their educational system since the Eighties, one may address the evolution of their labour market segmentation. Is the predominance of Internal Labour Market in France and Occupational Labour Market in Great Britain (Eyraud, Marsden, Silvestre,1990) still relevant ? We propose a more complex segmentation of labour market with four segments based on tenure, labour mobility and their wage return to account for nowadays situation. Empirical investigations we carried out are based on national labour surveys (Enquête Emploi for France, LFS and GHS for Great Britain). In this paper we expose first investigations and explain which further methods we propose to use in order to characterise French and British labour market segmentation.French labour market; British labour market; labour market segmentation; Internal Labour Market; Occupational Labour Market; United-Kingdom; France

Traditional vs. secular values and work-life well being across Europe

This paper examines how culture, defined in our analysis by reference to traditional versus secular values, affects the work-life balance across Europe. Specifically, we focus on the factors that affect the propensity of individuals across 30 European countries to exhibit behavioural patterns in the work and life domains consistent with the segmentation, spillover or compensation hypotheses. Testing the latter assertions, our empirical analysis replicates the study by Judge and Watanabe (1994) with data collected in 1999/00, thus bringing dated empirical results into a multi-country, contemporary realm. Based on self-reported job and life satisfaction measures, we then extend the empirical examination by controlling for different cultural values alongside a large set of standard economic and demographic factors. Our results emphasise the important role of views on secular versus traditional values as a main factor influencing respondents’ work-life balance and well being. The role of interpersonal trust features as a particularly prominent component in these results

Immigration, Labor Market Mobility, and the Earnings of Native-born Workers: An Occupational Segmentation Approach

This paper seeks to improve on previous estimates of the impact of immigration on native wages by using an occupational segmentation approach that directly controls for regional migration and other shifts in native-born labor supply. The labor market is segmented by occupation in order to determine which, if any, native workers tend to be vulnerable to increased immigrant competition for jobs. The results suggest that nativeborn workers in the primary sector are the main beneficiaries of increased immigration, while native-born Hispanic females in the secondary sector are the most susceptible to downward wage pressures.

Occupational mobility within and between skill clusters: an empirical analysis based on the skill-weights approach

This paper applies Lazear\u27s skill-weights approach (2009) to analyze the specificity of skill combinations of various occupations and its effects on occupational mobility and wages. The results show that the more specific an occupation, the smaller the probability of an occupational change. We also identify clusters of occupations characterized by similar skill combinations and find that employees in specific occupations have a comparatively higher probability of changing occupations within a skill cluster than between skill clusters. Moreover, occupational mobility within a skill cluster results in wage gains, while between clusters it results in wage losses. Therefore, the acquired skill combination and the resulting skill cluster, rather than the occupation per se, crucially determines mobility. Thus, for educational policies, it is more important to study whether a skill cluster is sustainable than an occupation. (DIPF/Orig.

Managerial Segmentation of Service Offerings in Work Commuting, MTI Report WP 12-02

Methodology to efficiently segment markets for public transportation offerings has been introduced and exemplified in an application to an urban travel corridor in which high tech companies predominate. The principal objective has been to introduce and apply multivariate methodology to efficiently identify segments of work commuters and their demographic identifiers. A set of attributes in terms of which service offerings could be defined was derived from background studies and focus groups of work commuters in the county. Adaptive choice conjoint analysis was used to derive the importance weights of these attributes in available service offering to these commuters. A two-stage clustering procedure was then used to explore the grouping of individual’s subsets into homogeneous sub-groups of the sample. These subsets are commonly a basis for differentiation in service offerings that can increase total ridership in public transportation while approximating cost neutrality in service delivery. Recursive partitioning identified interactions between demographic predictors that significantly contributed to the discrimination of segments in demographics. Implementation of the results is discussed

Structural change and occupational attainment in Monterrey, Mexico

Latin American societies have experienced profound economic transformations in recent years. Yet, little is known about the effects of these transformations on occupational attainment and mobility. We study these effects in Monterrey, the third largest city of Mexico. We analyze two stages of men’s process of occupational attainment: the entry into the labor force and subsequent job shifts. Despite short-term negative effects in the 1980s, Monterrey’s labor market upgrading has continued, facilitating upward mobility. However, class of origin remains an important determinant of attainment, labor-market segmentation imposes barriers to mobility, and wages in non-manual occupations have decreased, thus imposing particular characteristics to occupational attainment.

Changing Internal Labor Markets in Service and Sales Occupations

[Excerpt] In this paper, I address the question of how deregulation in the telecommunications industry has altered the internal labor market structure of clerical and sales jobs—that is, the traditionally female-dominated operator, service, and sales jobs in the industry. This question is important for several reasons. First, from the perspective of the internal labor market literature, the Bell System represented a classic example of a highly developed and stable system. Given growing conventional wisdom that internal labor markets are disintegrating, the telecommunications industry provides a useful case for examining the extent to which corporate responses to deregulation have led to an erosion of the prior system. Second, from the perspective of women and the labor market, the highly unionized telecommunications industry was one of the few service industries in which women found high-skilled, high-pay jobs, with long career ladders. Do these jobs continue to be high-skilled and to provide women with opportunities for career development and income growth? Compared to other service industries, for example, wage levels and union density among women in telecommunications were over twice as high as the average in all other service industries (Batt and Strausser 1998). Third, from a management perspective, the importance of these jobs has increased dramatically since deregulation. Customer service and sales occupations represent the face of the corporation to the customer, and with dramatic increases in competition, companies have come to view these operations much more strategically than in the past (Batt and Keefe 1999). They have also shifted the workforce from service into sales to compete in deregulated markets. Between 1983 and 1996, for example, employment in low-skilled clerical positions fell by 38%, due largely to the increased use of information technology and process reengineering; employment in sales, however, increased by 105% (CPS merged annual earnings files)

Well-Being and Work

Well-being, health and safety at work and work-related health problems have been attracting growing public attention in Austria in recent years. An indicator for this rise in interest is the implementation of the Austrian Occupational Health Monitor by the Upper Austrian Chamber of Labour. The survey tries to analyse the links between working conditions and the health status of employees on the basis of very rich data. Some of the most interesting results are presented in this report

Job satisfaction and life satisfaction: Analysis of a reciprocal model with social demographic moderators

The general objective of the study was to empirically test a reciprocal model of job satisfaction and life satisfaction while controlling for some social demographic variables. 827 employees working in 34 car dealerships in Northern Quebec (56% responses rate) were surveyed. The multiple item questionnaires were analysed using correlation analysis, chi square and ANOVAs. Results show interesting patterns emerging for the relationships between job and life satisfaction of which 49.2% of all individuals have spillover, 43.5% compensation, and 7.3% segmentation type of relationships. Results, nonetheless, are far richer and the model becomes much more refined when social demographic indicators are taken into account. Globally, social demographic variables demonstrate some effects on each satisfaction individually but also on the interrelation (nature of the relations) between life and work satisfaction.Job satisfaction, life satisfaction, spillover-compensation-segmentation model