Job Mobility in Europe, Japan and the U.S.

Evidence about job mobility outside the U.S. is scarce and difficult to compare cross-nationally because of non-uniform data. We document job mobility patterns of college graduates in their first three years in the labor market, using unique uniform data covering 11 European countries and Japan. Using the NLSY, we replicate the information in this survey to compare the results to the U.S. We find that (1) U.S. graduates hold more jobs than European graduates. (2) Contrasting conventional wisdom, job mobility in Japan is only somewhat lower than the European average. (3) There are large differences in job mobility within Europe.Europe, graduates, job mobility, Japan, U.S.

Job mobility in Europe, Japan and the US

Evidence about job mobility outside the U.S. is scarce and difficult to compare cross-nationally because of non-uniform data. We document job mobility patterns of college graduates in their first three years in the labor market, using unique uniform data covering 11 European countries and Japan. Using the NLSY, we replicate the information in this survey to compare the results to the U.S. We find that (1) U.S. graduates hold more jobs than European graduates. (2) Contrasting conventional wisdom, job mobility in Japan is only somewhat lower than the European average. (3) There are large differences in job mobility within Europe.labour economics ;

Skill Transferability Regret and Mobility

After graduation many students start working in sectors not related to their field of study or participate in training targeted at work in other sectors. In this paper, we look at mobility immediately after graduation from the perspective that educational choices have been made when these pupils had little experience of the actual working life in these professions. We develop a model where students accumulate partially transferable human capital but also learn about their professional preferences at the university and during the first years in the labor market. As a consequence of this newly acquired insight, these young workers might realize that working in another occupational field would better fit their preferences, although they are better equipped to work in their own field. The empirical analysis reveals that if wages are 1% lower due to lower skill transferability, the probability that a graduate who regrets his choice actually switches decreases by 2.2 percentage points, while those who switch on average take 0.3 months additional education.education, training and the labour market;

Time Discounting and the Body Mass Index

In many Western countries, the relative weight of people – measured by the Body Mass Index (BMI) – has increased substantially in recent years, leading to an increasing incidence of overweight and related health problems. As with many forms of risky behavior, it is plausible that overweight is related to the individual discount rate. Increases in credit card debts, the rise in gambling and the development of a more hedonic life style, suggest that the average discount rate has increased over time. This increase may have been the cause of the increase in BMI. Applying a large set of indicators for the individual discount rate, this paper analyzes whether changes in time discounting can account for differences in body mass between individuals at a given point in time and whether changes in the average individual discount rate can explain the remarkable increase in BMI experienced in recent years. We find some evidence for a link between time discounting and differences in BMI between people, but this relationship depends strongly on the choice of the proxy for the discount rate. Giving our hypothesis the best chance, we analyze the development of the time discounting proxies that are most strongly related to BMI. We find no evidence for a change of these proxies over time. Our main conclusion therefore is that overweight might be related to the way people discount future health benefits, but the increase in BMI has to be explained by shifts in other parameters that determine the intertemporal decisions regarding the trade-off of current and future health and satisfaction.education, training and the labour market;

Job Mobility in Europe, Japan and the U.S.

Evidence about job mobility outside the U.S. is scarce and difficult to compare cross-nationally because of non-uniform data. We document job mobility patterns of college graduates in their first three years in the labor market, using unique uniform data covering 11 European countries and Japan. Using the NLSY, we replicate the information in this survey to compare the results to the U.S. We find that (1) U.S. graduates hold more jobs than European graduates. (2) Contrasting conventional wisdom, job mobility in Japan is only somewhat lower than the European average. (3) There are large differences in job mobility within Europe.Job Mobility; Graduates; Europe; Japan; U.S.

De invloed van voortijdige schooluitval op de instroomprognoses van schoolverlaters op de arbeidsmarkt

Dit onderzoek is een studie over de methodiek van de prognoses van de instroom op de arbeidsmarkt. Het onderzoek is uitgevoerd in het kader van Project Onderwijs-Arbeidsmarkt. Behalve de auteurs heeft ook Rolf van der Velden van het ROA bijgedragen aan de totstandkoming van het voorliggende werkdocument. Onze dank gaat uit naar de leden van de POA-begeleidingscommissie voor hun commentaar op een eerdere versie van het werkdocument. Bovendien willen we Gert Korteweg van het Ministerie van OCenW bedanken voor zijn medewerking aan het inzichtelijk maken van de gehanteerde prognosemethodiek door OCenW, en Frank Blom en Rob Kapel van het CBS voor de uitleg over de methodiek van de Onderwijsmatrix. Het Project Onderwijs-Arbeidsmarkt wordt gefinancierd door het Centrum voor Werk en Inkomen (CWI), het Ministerie van Onderwijs, Cultuur en Wetenschappen, het Ministerie van Landbouw, Natuurbeheer en Visserij, het LDC Expertisecentrum voor Loopbaanvraagstukken, de Vereniging Kenniscentra Beroepsonderwijs Bedrijfsleven (COLO) en de BVE Raad.education, training and the labour market;

Gender Differences in Risk Aversion and Ambiguity Aversion

This paper demonstrates gender differences in risk aversion and ambiguityaversion. It also contributes to a growing literature relating economic preferenceparameters to psychological measures by asking whether variations in preferenceparameters among persons, and in particular across genders, can be accounted forby differences in personality traits and traits of cognition. Women are more riskaverse than men. Over an initial range, women require no further compensationfor the introduction of ambiguity but men do. At greater levels of ambiguity,women have the same marginal distaste for increased ambiguity as men.Psychological variables account for some of the interpersonal variation in riskaversion. They explain none of the differences in ambiguity.education, training and the labour market;