32 research outputs found
Young-in Old-out: a new evaluation
exit age; youth employment; propensity score; match-
Young in-Old out: a new evaluation based on Generalized Propensity Score
This paper aims at evaluating the effect of the amount of older workers exits (aged 50 or more) on the entries of youngsters at a local labour market level, during years 1985 - 2002. If we can observe some effect of the exits on the entries, it will shed light on the substitution between older workers and youngsters. Moreover, since in our model the causal agent cannot be specified a â priori, we donât know what causes what. Hence, we are actually looking for a correlation between these two quantities. Systematic differences in background characteristics, between local markets with different levels of the older workers exits, can bias the effect estimation on the entries of youngsters. In order to adjust for this, we apply propensity score methods as extended and generalized in a setting with a continuous treatment by Hirano and Imbens (2004). Our results show a positive and significant correlation between exits of older workers and entries of youngsters.Synthetic firms, Evaluation, Non-experimental methods, Continuous treatment, Matching, Generalized propensity score, Dose-response function.
Formation continue et parcours professionnels : entre aspirations des salariĂ©s et contexte de lâentreprise
« Levier dĂ©terminant de la compĂ©titivitĂ© des entreprises », « Ă©lĂ©ment structurant de la sĂ©curisation des parcours des personnes », instrument de « libertĂ© de choisir son avenir professionnel », la formation continue est Ă©rigĂ©e en solution privilĂ©giĂ©e pour le marchĂ© du travail. Les enjeux de la crise ouverte par la pandĂ©mie du Covid 19 pourraient bien aussi se dĂ©cliner en termes de formation continue, notamment autour des besoins de reconversion. Pourtant, concilier les besoins des entreprises avec les aspirations professionnelles des personnes ne va pas de soi. Les travaux prĂ©sentĂ©s dans cet ouvrage collectif, rĂ©alisĂ©s dans le cadre du premier groupe dâexploitation du Dispositif dâenquĂȘtes couplĂ©es sur les formations et les itinĂ©raires des salariĂ©s (Defis), Ă©clairent, chacun Ă sa façon et sous des angles variĂ©s, les multiples enjeux de la formation continue. Ils questionnent la formation des salariĂ©s en lien avec leurs aspirations et les parcours professionnels. Ils tentent Ă©galement de mieux comprendre la maniĂšre dont les diffĂ©rentes configurations productives et le contexte des entreprises peuvent influencer leurs pratiques de formation, de recrutement et autres modes dâacquisition des compĂ©tences. Conçu comme un lieu dâĂ©changes et de dialogue pluridisciplinaire autour des donnĂ©es Defis, le groupe dâexploitation a rĂ©uni des chercheurs issus du CĂ©req, des universitĂ©s ou laboratoires CNRS et autres organismes publics. Leurs appartenances disciplinaires sont variĂ©es (Ă©conomie, sociologie, gestion, sciences de lâĂ©ducation) et les mĂ©thodologies mobilisĂ©es associent parfois une approche qualitative Ă lâanalyse des donnĂ©es quantitatives
Taxation of early retirement windows and delaying retirement: the French experience
This paper investigates the e ect of the 2003 French pension reform on hiring, ring and employment rates among older workers. This reform increased the mandatory retirement age and simultaneously it set a tax levied on early retirement windows payed by rms to their older workers, to encourage them to leave their job early. We use a matching model with endogenous job destruction extended to account for a mandatory retirement age and we calibrate the model with data drawn from the French Labor Force Surveys for the years 2001 and 2002. We show that in the case of a high tax rate, delaying retirement raises job separation rates, which partially o sets its positive e ect on job nding rates. Consequently, the combination of an increase in the retirement age and a taxation on early retirement windows may have perverse e ects on the employment rate among older workers
Taxation of early retirement windows and delaying retirement: the French experience
This paper investigates the e ect of the 2003 French pension reform on hiring, ring and employment rates among older workers. This reform increased the mandatory retirement age and simultaneously it set a tax levied on early retirement windows payed by rms to their older workers, to encourage them to leave their job early. We use a matching model with endogenous job destruction extended to account for a mandatory retirement age and we calibrate the model with data drawn from the French Labor Force Surveys for the years 2001 and 2002. We show that in the case of a high tax rate, delaying retirement raises job separation rates, which partially o sets its positive e ect on job nding rates. Consequently, the combination of an increase in the retirement age and a taxation on early retirement windows may have perverse e ects on the employment rate among older workers
Transmission des compétences professionnelles dans la seconde partie des carriÚres: l'effet des TIC et des changements gestionnaires
International audienceThis paper looks at the effect of technological and organisational changes on the probability for workers in the second part of their careers of transmitting their knowledge to other colleagues in their employing firm. We use matched employer-employee data to link changes occurred at the firm level with knowledge transmission behaviours measured at the individual-level. To control for selection bias based on differences in observable characteristics between workers employed in changing work environments and those employed in non-changing ones, we apply propensity score matching techniques. We find that ICT and management changes reduce significantly the probability for workers over 45 of transmitting their knowledge to their colleagues. Then, we analyse the role of training in mitigating this negative impact. To address issues of self-selection into training, we use propensity score matching methods and a proxy for unobservable productivity. We show that participation in a training program regarding ICT tools may help older workers restore their role of knowledge transmitters
Does gender equality bargaining reduce child penalty? Evidence from France
This paper investigates the effects of firm-level gender equality bargaining on the motherhood penalty using French administrative data. To tackle the endogeneity issue, we exploit the 2010 reform that introduced financial penalties for firms with 50 employees or more not complying with their obligation of negotiating on gender equality. This change led to a strong acceleration of gender equality bargaining after 2010 but only for firms with 50 employees or more. As a consequence, women who had their first child in concerned firms after 2010 are more likely to be employed in firms covered by a text related to gender equality. Controlling for firms' size effect and time trends as well as a set of other individuals' and firms' characteristics, we identify the causal effect of gender equality bargaining on earnings impact of motherhood. Our estimates show that forcing firms to promote measures related to gender equality has reinforced the motherhood penalty. While the causal effect of this reform is close to zero just after the first child birth, it turns out to be significantly negative 5 years after. Our results suggest that some measures mentioned in GE texts, especially those favouring work-life balance, may act as an indirect discrimination towards mothers
Does gender equality bargaining reduce child penalty? Evidence from France
This paper investigates the effects of firm-level gender equality bargaining on the motherhood penalty using French administrative data. To tackle the endogeneity issue, we exploit the 2010 reform that introduced financial penalties for firms with 50 employees or more not complying with their obligation of negotiating on gender equality. This change led to a strong acceleration of gender equality bargaining after 2010 but only for firms with 50 employees or more. As a consequence, women who had their first child in concerned firms after 2010 are more likely to be employed in firms covered by a text related to gender equality. Controlling for firms' size effect and time trends as well as a set of other individuals' and firms' characteristics, we identify the causal effect of gender equality bargaining on earnings impact of motherhood. Our estimates show that forcing firms to promote measures related to gender equality has reinforced the motherhood penalty. While the causal effect of this reform is close to zero just after the first child birth, it turns out to be significantly negative 5 years after. Our results suggest that some measures mentioned in GE texts, especially those favouring work-life balance, may act as an indirect discrimination towards mothers
Stricter employment protection and firms' incentives to train: The case of French older workers
From French data, this paper uses a diïŹerence-in-diïŹerences approach combined with propensity score matching to identify the eïŹect of an exogenous change in employment protection among older workers on ïŹrm's incentives to provide training. Laying oïŹ workers aged 50 and above, French ïŹrms have to pay a tax to the unemployment insurance system, known as the Delalande tax. In 1999, the measure was subjected to a reform that increased due taxes but that did not concern equally all ïŹrms. We ïŹnd that this exogenous shock to employment protection for older workers substantially rises ïŹrms' incentives to train the 45-49 age group of workers. This result conïŹrms predictions of the simple labor market model we develop in a ïŹrst stage