New times, old beliefs: Projecting the future size of religions in Austria

The relative sizes of secular and religious populations belong to the most important social characteristics of each country. In the wake of religious change, family behaviour, including marriage and childbearing, is likely to be altered. European demographic trends, including those of late childbearing and low fertility are also likely to change when there is a growth of religious groups where conversion/secularisation rates are low and childbearing levels are high. We project the membership size of the various religious groupings until 2051 for Austria, a country where the religion question is included in the census, allowing detailed and accurate projections to be made. We consider relative fertility rates, religion-specific emigration and immigration, conversion rates and intergenerational transmission of religious affiliation. Our estimates suggest that the Catholic proportion will decrease from 75% in 2001 to less than 50% in 2051. The Muslim population, which grew from 1% in 1981 to 4% in 2001, will represent 14% to 18% of the Austrian population by 2051, and could represent up to 32% of those below 15 years of age. The Protestants’ population share will be stable at around 4%, while up to 34% of the population will be without religion.

The Determination of Wages of Newly Hired Employees: Survey Evidence on Internal versus External Factors

This paper uses information from a rich firm-level survey on wage and price-setting procedures, in around 15,000 firms in 15 European Union countries, to investigate the relative importance of internal versus external factors in the setting of wages of newly hired workers. The evidence suggests that external labour market conditions are less important than internal pay structures in determining hiring pay, with internal pay structures binding even more often when there is labour market slack. When explaining their choice firms allude to fairness considerations and the need to prevent a potential negative impact on effort. Despite the lower importance of external factors in all countries there is significant cross-country variation in this respect. Cross-country differences are found to depend on institutional factors (bargaining structures); countries in which collective agreements are more prevalent and collective agreement coverage is higher report to a greater extent internal pay structures as the main determinant of hiring pay. Within-country differences are found to depend on firm and workforce characteristics; there is a strong association between the use of external factors in hiring pay, on the one hand, and skills (positive) and tenure (negative) on the other.Wage rigidity, newly hired workers, internal pay structure, employee turnover, business cycle, survey data.

The determination of wages of newly hired employees: survey evidence on internal versus external factors

This paper uses information from a rich firm-level survey on wage and price-setting procedures, in around 15,000 firms in 15 European Union countries, to investigate the relative importance of internal versus external factors in the setting of wages of newly hired workers. The evidence suggests that external labour market conditions are less important than internal pay structures in determining hiring pay, with internal pay structures binding even more often when there is labour market slack. When explaining their choice firms allude to fairness considerations and the need to prevent a potential negative impact on effort. Despite the lower importance of external factors in all countries there is significant cross-country variation in this respect. Cross-country differences are found to depend on institutional factors (bargaining structures); countries in which collective agreements are more prevalent and collective agreement coverage is higher report to a greater extent internal pay structures as the main determinant of hiring pay. Within-country differences are found to depend on firm and workforce characteristics; there is a strong association between the use of external factors in hiring pay, on the one hand, and skills (positive) and tenure (negative) on the other. JEL Classification: J31, J41business cycle, employee turnover, internal pay structure, newly hired workers, survey data, wage rigidity

The determination of wages of newly hired employees: survey evidence on internal versus external factors

This paper uses information from a rich firm-level survey on wage and price-setting procedures, in around 15,000 firms in 15 European Union countries, to investigate the relative importance of internal versus external factors in the setting of wages of newly hired workers. The evidence suggests that external labour market conditions are less important than internal pay structures in determining hiring pay, with internal pay structures binding even more often when there is labour market slack. When explaining their choice firms allude to fairness considerations and the need to prevent a potential negative impact on effort. Cross-country differences, that do exist, are found to depend on institutional factors (bargaining structures); countries in which collective agreements are more prevalent and collective agreement coverage is higher report to a greater extent internal pay structures as the main determinant of hiring pay. Within-country differences are found to depend on firm and workforce characteristics; strong association between the use of external factors in hiring pay, on the one hand, and skills (positive) and tenure (negative) on the other.wage rigidity; newly hired workers; internal pay structure; employee turnover; business cycle; survey data

Опыт применения метода планируемого эксперимента в исследованиях переходных процессов пуска дизельного двигателя

В статье показана возможность применения метода планируемого эксперимента для проведения исследования малоизученных переходных процессов пуска дизельного двигателя. Определены управляемые факторы, обобщённые оценочные критерии и рациональные матрицы планирования эксперимента. Полученное математическое описание позволило установить рациональные для ускоренного пуска дизеля параметры его пусковых систем. Табл. 1. Ил. 9. Библиогр. 6 назв

The Determination of Wages of Newly Hired Employees: Survey Evidence on Internal versus External Factors

This paper uses information from a rich firm-level survey on wage and price-setting procedures, in around 15,000 firms in 15 European Union countries, to investigate the relative importance of internal versus external factors in the setting of wages of newly hired workers. The evidence suggests that external labour market conditions are less important than internal pay structures in determining hiring pay, with internal pay structures binding even more often when there is labour market slack. When explaining their choice firms allude to fairness considerations and the need to prevent a potential negative impact on effort. Despite the lower importance of external factors in all countries there is significant cross-country variation in this respect. Cross-country differences are found to depend on institutional factors (bargaining structures); countries in which collective agreements are more prevalent and collective agreement coverage is higher report to a greater extent internal pay structures as the main determinant of hiring pay. Within-country differences are found to depend on firm and workforce characteristics; there is a strong association between the use of external factors in hiring pay, on the one hand, and skills (positive) and tenure (negative) on the other.

Non-base wage components as a source of wage adaptability to shocks : evidence from european firms, 2010-2013

This paper provides evidence on the role of non-base wage components as a channel for firms to adjust labour costs in the event of adverse shocks. It uses data from a firm-level survey for 25 European countries that covers the period 2010–2013. We find that firms subject to nominal wage rigidities, which prevent them from adjusting base wages, are more likely to cut non-base wage components in order to adjust labour costs when needed. Firms thus use non-base wage components as a buffer to overcome base wage rigidity.We further show that while non-base wage components exhibit some degree of downward rigidity, they do so to a lesser extent than base wages.info:eu-repo/semantics/publishedVersio

Analysis of Breakdown Voltage of Low Pour Point Synthetic Ester Insulating Liquids under Lightning Impulse Voltage of both Polarities

In this article, lightning impulse breakdown behaviour of two low pour point synthetic ester liquids is presented in comparison to a typical synthetic ester at both positive and negative polarities. Traditional mineral insulating oil has been also considered for reference purposes. A detailed breakdown behaviour analysis of the four test liquids under a non-uniform field (medium gap, point-plane electrode system) and quasi-uniform field (smaller gap, U-plane electrode system) is envisaged. The lightning impulse breakdown measurements based on the source voltage waveforms and light activity during the discharge process are presented. The Weibull breakdown failure rates and streamer velocity during the breakdown of different liquids for all the cases (+/- polarities and both electrode configurations) are reported in support of the discussions. In the case of non-uniform fields, the lightning breakdown voltage of the low pour point liquids is found to be higher than typical synthetic esters and is comparable to mineral oil under both polarities. While in the case of quasi-uniform field, the lightning breakdown voltage of the low pour point liquids is found to be lower than mineral oil and comparable to the typical synthetic ester under both polarities. These findings add to limited knowledge on the application of esters in cold countries and allow insulation designers to estimate the behaviour of the low pour point synthetic ester liquids under lightning conditions

Equality of Retirement Benefits Received by Men and Women in Selected European Countries: Childbearing and Future Benefits. ENEPRI Research Reports No. 56, 2 June 2008

This research report seeks to answer the question of whether old-age benefit rules for women could be altered with the aim not only of ensuring better benefits for older women but also of stimulating fertility. To address this question, a micro-simulation model has been developed. The input data for the model has been drawn from labour force survey data on employment patterns by age, gender, education, numbers of children, variations in the timing of caring for children and wage profiles for five countries: Italy, Latvia, Lithuania, Poland and Germany. Future retirement benefits are simulated under three variants: variant I uses country-specific labour market data and old-age pension systems; variant II makes use of German labour market data and country-specific old-age pension systems; and finally, variant III refers to country-specific labour market data and the Polish defined-contribution system. Each simulation variant entails four scenarios, which refer to the number of children and the timing of childcare. The simulations show that the effects of differences in old-age systems for retirement benefits are relatively small and that what really matters is the labour market structure, which reflects the impact of children on employment patterns. Therefore, the report concludes that policies aimed at reducing the negative consequences children have on the labour market participation of mothers are recommended for increasing their old-age pensions. This approach would also help to diminish work–family tensions, which in turn could facilitate positive decisions about having children