Are flexible contracts bad for workers? Evidence from job satisfaction data

If workers can choose between permanent and flexible contracts, compensating wage differentials should arise to equalize on-the-job utility in the two types of contracts. Estimating job satisfaction using the British Household Panel Survey shows that agency and casual contracts are associated with routinely lower satisfaction. This results because the low job satisfaction associated with less job security is not offset by higher compensation or other job characteristics. Job security is sufficiently important that holding constant this one facet of satisfaction eliminates the overall gap in job satisfaction between flexible and permanent contracts

LANDSAT Application of Remote Sensing to Shoreline Form Analysis

There are no author-identified significant results in this report

Unions, Dissatisfied Workers and Sorting

A persistent and sizeable literature argues that the reported job dissatisfaction of union members is spurious. It reflects either the sorting of workers across union status or the sorting of union recognition across jobs. We cast doubt on this argument presenting the first estimates that use panel data to hold constant both worker and job match fixed effects. The estimates demonstrate that covered union members report greater dissatisfaction even when accounting for sorting in both dimensions. Moreover, covered union members are less likely to quit holding job satisfaction constant and their quit behaviour is far less responsive to job satisfaction. The paradox of the discontented union member remains intact.

Profit Sharing and the Quality of Relations with the Boss

Profit sharing generates conflicting changes in the relationship between supervisors and workers. It may increase cooperation and helping effort. At the same time it can increase direct monitoring and pressure by the supervisor, and mutual monitoring and peer pressure from other workers that is transmitted through the supervisor. Using data on satisfaction with the boss, we initially show that workers under profit sharing tend to have lower satisfaction with their supervisor. Additional estimates show this is largely generated by groups of workers who would be least likely to respond to increased supervisory pressure with increase effort: women, those with dependents and those with health limitations. Despite this finding, profit sharing seems to have little or no influence on overall job satisfaction as the reduction in satisfaction with the boss is offset with increased satisfaction with earnings, a finding consistent with profit sharing enhancing productivity and earnings.

Does profit sharing increase training by reducing turnover?

We test the theoretical prediction that profit sharing reduces worker separations and by doing so increases the incidence of training. Using individual level UK data, we confirm that profit sharing is a robust determinant of lower separation rates and of greater training incidence. Critically, we cannot confirm the predicted link between separations and training. Instead, the evidence supports alternative theories suggesting a direct link between profit sharing and training. Our results suggest that profit sharing changes employer-worker relations in a way that leads to greater formal and informal investment in worker skills but that this is independent of its influence on reducing separations.

Are flexible contracts bad for workers? Evidence from job satisfaction data

If workers can choose between permanent and flexible contracts, compensating wage differentials should arise to equalize on-the-job utility in the two types of contracts. Estimating job satisfaction using the British Household Panel Survey shows that agency and casual contracts are associated with routinely lower satisfaction. This results because the low job satisfaction associated with less job security is not offset by higher compensation or other job characteristics. Job security is sufficiently important that holding constant this one facet of satisfaction eliminates the overall gap in job satisfaction between flexible and permanent contracts.

Landsat Application of Remote Sensing to Shoreline-form Analysis

The author has identified the following significant results. Areas of the coast were selected which have historically shown vulnerability to storm damage. On Assateague Island, there are six such areas: the western tip of Fishing Point; the southern National Park Service parking lot; Smith Hammocks; Fox Hill Level; Little Fox Hill Level; and the northern five kilometers of the island. Comparative analysis of these areas with other data and with large and small scale aerial photographs shows them to be associated with large overwash fans and shoreline cusping. Initial analysis of Landsat imagery and high altitude photography indicates that the areas of high vulnerability are also associated with the angular orientation of the shoreline

Parameters controlling nitric oxide emissions from gas turbine combustors

Nitric oxide forms in the primary zone of gas turbine combustors where the burnt gas composition is close to stoichiometric and gas temperatures are highest. It has been found that combustor air inlet conditions, mean primary zone fuel-air ratio, residence time, and the uniformity of the primary zone are the most important variables affecting nitric oxide emissions. Relatively simple model of the flow in a gas turbine combustor, coupled with a rate equation for nitric oxide formation via the Zeldovich mechanism are shown to correlate the variation in measured NOx emissions. Data from a number of different combustor concepts are analyzed and shown to be in reasonable agreement with predictions. The NOx formulation model is used to assess the extent to which an advanced combustor concept, the NASA swirl can, has produced a lean well-mixed primary zone generally believed to be the best low NOx emissions burner type

Performance pay, sorting and the dimensions of job satisfaction

This paper investigates the influence of performance related pay on several dimensions of job satisfaction. In cross-sectional estimates, performance related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours. It appears to be negatively associated with satisfaction with the work itself. Yet, after accounting for worker fixed-effects, the positive associations remain and the negative association vanishes. These results appear robust to a variety of alternative specifications and support the notion that performance pay allows increased opportunities for worker optimization and do not generally demotivate workers or crowd out intrinsic motivation.

LANDSAT application of remote sensing to shoreline-form analysis

There are no author-identified significant results in this report