Using Excel to Illustrate Hannah and Kay's Concentration Axioms

Most courses in industrial economics/industrial organisation cover the measurement of industry concentration. In a classic paper Hannah and Kay (1977) propose a set of desirable criteria against which any of the numerous concentration measures may be judged. We describe how these criteria can be illustrated for students for several of the most popular measures using an Excel spreadsheet and an exercise sheet developed by the authors and freely available from the HEA Economics Network website.

Crossing the Tracks? More on Trends in the Training of Male and Female Workers in Great Britain

A small number of recent empirical studies for several countries has reported the intriguing finding that the ‘advantage’ previously enjoyed by men in respect of training incidence and reported in earlier work in the literature has been reversed. The present paper explores the sources of the gender differential in training incidence using Labour Force Survey data, updating previous U.K. studies and providing further insights into the above phenomenon. The results suggest that the greater part of the ‘gap’ typically relates to differences in characteristics, among which the most important relate to occupation, industry and sector (public/private).

When It’s (Mostly) the Taking Part that Counts: The Post-Application Consequences of Employment Tribunal Claims

This paper uses the 2003 Survey of Employment Tribunal Applications to examine the post-application employment consequences for individuals registering complaints to Employment Tribunals following dismissal or redundancy. In examining this issue, we consider a number of pieces of evidence: (i) the probability of finding another job; (ii) the time taken to get a new job and (iii) the pay/status of the new job. It is found that age plays a significant role in aspects (i) and (iii), whilst those who previously held managerial positions generally took longest to get a new job and found it most difficult to achieve a similar level of pay/status in their current jobs. Long-term health problems/disability is associated with significantly worse outcomes on all three measures. Respondents whose cases were dismissed by the tribunals without hearings fared worst in terms of obtaining a new job and the time it took to do so compared with other outcomes. There were, however, fewer differences by outcome in the relative pay/status of the claimant’s current job.employment tribunals, job separations, job search

Why Do Individuals Choose Self-Employment?

This paper undertakes an analysis of the motivating factors cited by the self-employed in the UK as reasons for choosing self-employment. Very limited previous research has addressed the question of why individuals report that they have chosen self-employment. Two questions are addressed using large scale labour force survey data for the UK. The first concerns the extent to which the self-employed are self-employed out of necessity, opportunity, lifestyle decision or occupational choice. The second concerns the extent to which there is heterogeneity amongst the self-employed on the basis of the motivations that they report for choosing self-employment. Factor analysis reveals a number of different dimensions of entrepreneurship on the basis of stated motivation, but with no evidence that being 'forced' into entrepreneurship through economic necessity is a significant factor. Motivation towards entrepreneurship is therefore highly multidimensional. Multivariate regression analysis is employed using a method to control for self-selection into self-employment. This reveals significant differences between men and women, with women concerned more with lifestyle factors and less with financial gain. Market-directed 'opportunity' entrepreneurship is more strongly associated with higher educational attainment. Those joining family businesses appear not to value prior educational attainment. Public policy to promote entrepreneurship therefore needs to be tailored carefully to different groups.self-employment, entrepreneurship, motivation, occupational choice

Threshold concepts and metalearning capacity

This study operationalises the empowering concept of metalearning in the specific context of engagement with a threshold concept. An experience of metalearning was constituted in two parts. First students' awareness of themselves as learners is prompted by, and focuses on, a learning profile that is generated online through the completion of the Reflections on Learning Inventory (RoLI). Second, students are given an opportunity to interpret their respective profiles and write a short and undirected reflective account of their interpretation. The second part of the experience focuses not only on students' awareness but also on their capacity to control their future learning on the basis of their heightened awareness.

Job Anxiety, Work-Related Psychological Illness and Workplace Performance

This paper uses matched employee-employer data from the British Workplace Employment Relations Survey (WERS) 2004 to examine the determinants of employee job anxiety and work-related psychological illness. Job anxiety is found to be strongly related to the demands of the job as measured by factors such as occupation, education and hours of work. Average levels of employee job anxiety, in turn, are positively associated with work-related psychological illness among the workforce as reported by managers. The paper goes on to consider the relationship between psychological illness and workplace performance as measured by absence, turnover and labour productivity. Work-related psychological illness is found to be negatively associated with several measures of workplace performance.job anxiety, stress, absence, labour productivity

Reframing Resolution - Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace

The resolution of individual workplace conflict has assumed an increasingly important place in policy debates over contemporary work and employment. This is in part due to the decline in collective industrial action and the parallel rise in the volume of employment tribunal applications. It reflects a growing concern over the implications of individual employment disputes for those involved but has perhaps been driven by concerns over the cost of litigation and the perceived burden that this places on employers. Against this backdrop, an ESRC-funded seminar series, entitled ‘Reframing Resolution – Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace’, was held between October 2012 and September 2013. This comprised six seminars held at: University of Strathclyde; University of Central Lancashire; Swansea University; Queen’s University Belfast; IRRU, University of Warwick and University of Westminster. The series brought leading academic researchers, practitioners and policy-makers together to explore new empirical and conceptual developments, examine innovative practice and provide insights into key questions of public policy

Lay judges and labor courts: a question of legitimacy

This article reviews the role of lay judges in labor courts in five European Union countries (Germany, France, Great Britain, Ireland and Sweden). We find that a very high proportion of judgments are unanimous in all five countries, despite imputed differences of interest between the employee, employer and professional judges and significant variations in the way that lay judges are selected, trained and deployed. This suggests that one key contribution of lay judges is to provide legitimacy to the decision making process. Three different facets of legitimacy are explored, but further empirical research is needed to establish why decisions are generally unanimous and how legitimacy might be more systematically compared cross-nationally

Work-Related Health in Europe: Are Older Workers More at Risk?

This paper uses the fourth European Working Conditions Survey (2005) to address the impact of age on work-related self-reported health outcomes. More specifically, the paper examines whether older workers differ significantly from younger workers regarding their job-related health risk perception, mental and physical health, sickness absence, probability of reporting injury and fatigue. Accounting for the 'healthy worker effect', or sample selection – in so far as unhealthy workers are likely to exit the labour force – we find that as a group, those aged 55-65 years are more 'vulnerable' than younger workers: they are more likely to perceive work-related health and safety risks, and to report mental, physical and fatigue health problems. As previously shown, older workers are more likely to report work-related absence.endogeneity, fatigue, absence, physical health, mental health, healthy worker selection effect