46 research outputs found
Added worker effect revisited through the French working time reduction experiment
This paper studies the impact of the French working time reduction experiment on the family labour supply. I expanded on the conventional added worker effect in order to analyse successively the effect of the ''35 hours'' on two dimensions of the spouse's labour supply: the probability to participate in the labour market and the working hours. Econometric tests are carried out on 10 000 couples drawn from the French EMPLOI survey of the INSEE. In the first estimation using Heckman's and Cogan's fixed costs frameworks, I found that working time reduction reduces the spouse's working hours when he (she) works. In the second one, using a multivariate probit analysis, I found that it increases the spouse's probability to join the labour force when he (she) was outside of the labour market in the previous period.added worker effect; family labour supply; fixed costs; multivariate probit; simultaneous equations; Working time reduction
Impact des 35 heures sur l'instauration de l'annualisation/modulation
Working Paper du GATE 2001-19Since 1982, to improve the labour flexibility the French labour legislation allows firms to modify the standard workplace organisation of their employees. Under given conditions, the firms have the opportunity to introduce variability in the every day working time if the annual working time stay equal or less than the legal working time. This new organisation is called : working time " annualisation ". The aim of this paper is to point out the main determinants of firm with WRT agreement's workplace organisational. The theoretical part of the paper present a simple organisational choice framework based on profit maximisation. The target is to deal simultaneously with flexibility choice behaviour and a collective bargaining between employers and employees over wages and workplace. This theoretical framework is tested using French firms individual data based on a match between REPONSE 98 survey and administrative survey of Robien and Aubry agreements.La modulation/annualisation du temps de travail est un mode organisationnel qui offre la possibilitĂ© d'adapter le rythme de travail Ă celui de la demande. Toutefois, ce mode de flexibilitĂ© interne caractĂ©rise principalement les entreprises signataires d'un accord Robien et Aubry. L'objectif de cet article est d'Ă©tudier quels sont les dĂ©terminants de ce choix organisationnel pour les Ă©tablissements qui se sont engagĂ©s dans un dispositif incitatif de rĂ©duction du temps de travail. Le cadre thĂ©orique retenu vise Ă d'intĂ©grer simultanĂ©ment le choix organisationnel des entreprises en vue de s'adapter au mieux aux variations de la demande et le processus de nĂ©gociation salariale entre l'employeur et les salariĂ©s liĂ© Ă ce changement organisationnel. Ce modĂšle est testĂ© Ă l'aide de donnĂ©es d'Ă©tablissements français issues de l'appariement de l'enquĂȘte REPONSE 98 et des fichiers administratifs sur les conventions Robien et Aubry
Added worker effect revisited through the French working time reduction experiment
Working Paper du GATE 2002-09This paper studies the impact of the French working time reduction experiment on the family labour supply. I expanded on the conventional added worker effect in order to analyse successively the effect of the ''35 hours'' on two dimensions of the spouse's labour supply: the probability to participate in the labour market and the working hours. Econometric tests are carried out on 10 000 couples drawn from the French EMPLOI survey of the INSEE. In the first estimation using Heckman's and Cogan's fixed costs frameworks, I found that working time reduction reduces the spouse's working hours when he (she) works. In the second one, using a multivariate probit analysis, I found that it increases the spouse's probability to join the labour force when he (she) was outside of the labour market in the previous period.Cet article, qui s'inscrit dans la lignĂ©e des travaux sur l'effet d'un travailleur additionnel, Ă©tudie l'Ă©volution de l'offre de travail familiale consĂ©cutive Ă la diffusion des 35 heures en s'appuyant sur un Ă©chantillon original de plus de 10 000 couples issu de l'enquĂȘte EMPLOI 2000. Deux dimensions de l'offre de travail de l'individu sont Ă©tudiĂ©es successivement lorsque son conjoint est affectĂ© par la rĂ©duction du temps de travail : l'intensitĂ© de la participation au marchĂ© du travail et la dĂ©cision de passer du statut d'inactif Ă celui d'actif
Earning Inequalities Between and Within Nests: A Multilevel Modeling Approach Applied to the Case of France
This paper presents a simultaneously study of the impact of gender and localization inequalities on the earnings of under-graduates. Using multilevel modeling, the framework draws both individual-level (i.e., pertaining to the individual elements of groups) and aggregate-level (i.e., pertaining to the group as a whole) data under a single specification, in order to study their potential interactions. These inequalities are studied with respect to young workers who left higher education in 2004 and who had a full-time job in the private sector three years after graduation (i.e., in 2007). To take into account the process of selection for employment, our multilevel model uses the Heckman two-step procedure. Following this approach, Occupational Groups (OG) are found to capture 59.4% of the earning heterogeneity whereas Employment Area (EA) nests capture 7.6%. This 59.4% figure is explained by two phenomena: (i) OG are dominated by seniors, and (ii) OG are dominated by males with higher earnings. These group characteristics also influence gender inequalities: there is a higher wage penalty for females in (i) OG dominated by males, and (ii) OG dominated by senior workers. In contrast to the gender gap, immigrant inequalities manifest closer links to EA. Policy implications are derived from our results.Multilevel Models, Earnings, Gender Inequality, Local Labor Market
Incentive Schemes and Determinants for Recruitment by Firms on the Shorter Working Week
Two categories of establishments can be identified among those that made the transition to the 35-hour working week in late 2000: the establishments that signed a Robien or Aubry 1 agreement and received incentive scheme assistance and those that switched to 35 hours without obtaining this assistance, but benefited from the lower payroll charges provided for by the Aubry 2 mechanism. The proposed analysis sets out to identify the determinants for job creations in these two categories of establishments that implemented the shorter working week. It is based on detailed data taken from the 2001 Passages (Transitions) survey conducted by DARES (Directorate for the Coordination of Research, Studies and Statistics) and the BVA institute. The Passages survey reports that the staff of establishments receiving incentive scheme assistance rose by over 10% as opposed to 4% for the others.Work-Sharing, Job Creations, Endogenous Switching Models, Oaxaca Procedure
The effect of social security payroll tax reductions on employment and wages: an evaluation of the 2003 French reform
public policy evaluation, payroll tax cuts, labour cost, semi-parametric estimations
Les déterminants des embauches des établissements à 35 heures : aides incitatives, effet de sélection et modalités de mise en oeuvre
Working Paper du GATE 2002-10Among 35-hour firms, those which benefit from social tax cuts of Aubry and Robien laws have increased their staff more than the others. The observed employment gap is up to 5,7 points between both kinds of firms. However, these two kinds of firms differ by the date and their attitudes toward shorter working hours implementation. The aim of this article is to point out the 35-hour firms' determinants of job creations using French firms individual data based on the PASSAGES survey carried out in 2001 by DARES. An endogenous switching framework is used to take into account the process to benefit of social tax cuts. We measure and determine the adjusted employment differential using the Oaxaca procedure. We found that 44 \% of the unadjusted employment gap between firms who benefit of social tax cuts and the others can be explain by the firms' attitude toward shorter working hours.Parmi les Ă©tablissements Ă 35 heures, ceux ayant obtenu des aides incitatives ont davantage crĂ©Ă© d'emplois que les autres. L'Ă©cart moyen du volume d'embauche de ces deux catĂ©gories est de plus de 5,7 points. Toutefois, ces Ă©tablissements diffĂšrent selon la date et les modalitĂ©s de mise en oeuvre de la RTT. Cet article propose d'identifier, Ă l'aide d'un modĂšle de sĂ©lection endogĂšne, les dĂ©terminants des crĂ©ations d'emplois, pour ces deux catĂ©gories d'Ă©tablissements, en s'appuyant sur des donnĂ©es de l'enquĂȘte PASSAGES rĂ©alisĂ©e en 2001 par la DARES. Un Ă©cart de crĂ©ations d'emplois ajustĂ© des modalitĂ©s observĂ©es de mise en oeuvre de la RTT est ensuite calculĂ© Ă l'aide de la procĂ©dure d'Oaxaca. Il apparaĂźt que 44 \% du diffĂ©rentiel d'embauches observĂ© s'expliquent par les modalitĂ©s diffĂ©rentes d'application des 35 heures
Les déterminants des embauches des établissements à 35 heures : aides incitatives, effet de sélection et modalités de mise en oeuvre
Parmi les Ă©tablissements Ă 35 heures, ceux ayant obtenu des aides incitatives ont davantage crĂ©Ă© d'emplois que les autres. L'Ă©cart moyen du volume d'embauche de ces deux catĂ©gories est de plus de 5,7 points. Toutefois, ces Ă©tablissements diffĂšrent selon la date et les modalitĂ©s de mise en oeuvre de la RTT. Cet article propose d'identifier, Ă l'aide d'un modĂšle de sĂ©lection endogĂšne, les dĂ©terminants des crĂ©ations d'emplois, pour ces deux catĂ©gories d'Ă©tablissements, en s'appuyant sur des donnĂ©es de l'enquĂȘte PASSAGES rĂ©alisĂ©e en 2001 par la DARES. Un Ă©cart de crĂ©ations d'emplois ajustĂ© des modalitĂ©s observĂ©es de mise en oeuvre de la RTT est ensuite calculĂ© Ă l'aide de la procĂ©dure d'Oaxaca. Il apparaĂźt que 44 \% du diffĂ©rentiel d'embauches observĂ© s'expliquent par les modalitĂ©s diffĂ©rentes d'application des 35 heures.crĂ©ation d'emplois; procĂ©dure d'Oaxaca; sĂ©lection endogĂšne; tournoi
Les entreprises Ă 35 heures ont-elles toutes intĂ©rĂȘt Ă utiliser le dispositif de modulation/annualisation ?
The modulation/annualisation device is the most frequent 35-hour firms?organisational change. The aim of this paper is to point out the main determinants of such an organisational choice by using French firms individual data: the passages survey. Firms are assumed to be in an uncertain environment where organisational choice has a strategic value. The theoretical and empirical analysis show that modulation/annualisation organisational choice depends on the trade off between four elements: the demand volatility, the costs to sep up the modulation/annualisation device, the bargaining process and the competitors?organisational choices.
Les performances des entreprises selon leur situation Ă l'Ă©gard des 35 heures*
In order to lower unemployment, the French government decided in 1998 to reduce the working time to 35 hours a week for full time workers. This measure made the firms change their choices with respect to employment, labour duration and organisation, and production. This article evaluates ex post effects of these different choices on firms performance. A more than 100, 000 firms sample built from different datasets has therefore been designed. Firms?decision to shift to 35 hours is not the result of a random process. Effects related to the measure and to own firms growth caracteristics have therefore to be distinguished when considering firms performance evolution. The non parametric method to correct for selection bias allows it. Econometric results stress on the fact that the shift to 35 hours led to a significant employment increase of at least 5 points, without worsening firms economic situation as expected from many ex ante theoretical points of view.Working time reduction, firm performance, productivity, job creations, JEL L23, C34, C35