Self-esteem achievement through work and socio-demographic disparities in the labor market

We develop a model in which agents choose whether to achieve self-esteem through work. When they do, they develop an intrinsic motivtion to effort. Depending on the characteristics of the job to be filled, an employer may try, or not, to encourage this intrinsic motivation by an adequately designed contract. Although equally productive, assuming that agents from distinct socio-demographic groups differ in their propensity to achieve self-esteem through work, this may lead to unequal access to employment. We analyse the consequences of this model on labor market outcomes. The model can give an account of many important traits of socio-demographic disparities in the labor market (notably of vertical occupational segregation.Employment relation, self-esteem, intrinsic motivation, (seeming) hiring discrimination, occupational segregation, socio-demographic earnings gaps.

Understanding socio-demographic disparities in the labor market : the case for a motivation-based theory

This paper puts the empirical case for a motivation-based theory of socio-demographic disparities in the labor market. We first present the basic knowledge as regards earnings disparities in the labor market and sum up the classic assessment of the theoretical literature focusing on pure pay discrimination. We then make an attempt to demonstrate that the relevant issues as regards socio-demographic disparities in the labor market, are rather hiring discrimination and, above all, occupational segregation. In this spirit, we have provided in an early work a motivation-based theory of hiring discrimination suggesting a particular pattern of socio-demographic occupational segregation. We check what our model suggests both against statistical and micro evidence. We end with a discussion of the links between our approach and dominant existing theories.Occupational segregation, hiring discrimination, earnings gap

Self-esteem achievement through work and socio-demographic disparities in the labor market

URL des Cahiers : https://halshs.archives-ouvertes.fr/CAHIERS-MSECahiers de la Maison des Sciences Economiques 2005.65 - ISSN : 1624-0340We develop a model in which agents choose whether to achieve self-esteem through work. When they do, they develop an intrinsic motivtion to effort. Depending on the characteristics of the job to be filled, an employer may try, or not, to encourage this intrinsic motivation by an adequately designed contract. Although equally productive, assuming that agents from distinct socio-demographic groups differ in their propensity to achieve self-esteem through work, this may lead to unequal access to employment. We analyse the consequences of this model on labor market outcomes. The model can give an account of many important traits of socio-demographic disparities in the labor market (notably of vertical occupational segregation.Nous proposons un modèle au sein duquel des agents choisissent d'accéder à l'estime de soi par le travail ou par d'autres canaux. Quand ils choisissent d'accéder à l'estime de soi par le travail, ils développent une motivation intrinsèque à l'effort. Selon les caractéristiques de l'emploi qu'il cherche à pouvoir, un employeur peut chercher ou non à susciter une motivation intrinsèque en proposant un contrat adéquat. Bien qu'identiquement productifs, à supposer que des agents de groupes socio-demographiques distincts diffèrent dans leur propensité à rechercher l'estime de soi dans le travail, les arbitrages précédents peuvent conduire à un accès inégal à l'emploi. Nous analysons les conséquences de ce modèle sur le fonctionnement du marché du travail. Il peut rendre compte d'aspects important des disparités socio-démographiques sur le marché du travail (notamment d'une ségrégation verticale par activité)

Stratégies d'accès à l'estime de soi et relation d'emploi

URL des Cahiers : https://halshs.archives-ouvertes.fr/CAHIERS-MSECahiers de la Maison des Sciences Economiques 2005.62 - ISSN : 1624-0340A model of employment relation is provided in which agents choose whether to seek self-esteem through work. When they do, they develop an intrinsic motivation to effort. Depending on non-wage characteristics of the job the employer wants to fill, she can encourage this intrinsic motivation by a well-designed contract. We show that the profitability as well as the efficiency of the employment relation may depend on non-wage gratification opportunities workers get.Nous proposons un modèle de relation d'emploi dans lequel les agents choisissent, ou non, d'accéder à l'estime de soi par le travail. Lorsque leur emploi est une source d'estime de soi, ils développent une motivation intrinsèque à l'effort. Selon les caractéristiques non-salariales de l'emploi qu'il cherche à pouvoir, un employeur peut chercher à susciter cette motivation intrinsèque en proposant le contrat adéquate. Nous montrons ainsi que la profitabilité et l'efficacité de la relation d'emploi peuvent dépendre des opportunités de gratification non-salariales qu'y puisent les travailleurs

Lab to Field Assessment of the Ecotoxicological Impact of Chlorpyrifos, Isoproturon, or Tebuconazole on the Diversity and Composition of the Soil Bacterial Community

Pesticides are intentionally applied to agricultural fields for crop protection. They can harm non-target organisms such as soil microorganisms involved in important ecosystem functions with impacts at the global scale. Within the frame of the pesticide registration process, the ecotoxicological impact of pesticides on soil microorganisms is still based on carbon and nitrogen mineralization tests, despite the availability of more extensive approaches analyzing the abundance, activity or diversity of soil microorganisms. In this study, we used a high-density DNA microarray (PhyloChip) and 16S rDNA amplicon next-generation sequencing (NGS) to analyze the impact of the organophosphate insecticide chlorpyrifos (CHL), the phenyl-urea herbicide isoproturon (IPU), or the triazole fungicide tebuconazole (TCZ) on the diversity and composition of the soil bacterial community. To our knowledge, it is the first time that the combination of these approaches are applied to assess the impact of these three pesticides in a lab-to-field experimental design. The PhyloChip analysis revealed that although no significant changes in the composition of the bacterial community were observed in soil microcosms exposed to the pesticides, significant differences in detected operational taxonomic units (OTUs) were observed in the field experiment between pesticide treatments and control for all three tested pesticides after 70 days of exposure. NGS revealed that the bacterial diversity and composition varied over time. This trend was more marked in the microcosm than in the field study. Only slight but significant transient effects of CHL or TCZ were observed in the microcosm and the field study, respectively. IPU was not found to significantly modify the soil bacterial diversity or composition. Our results are in accordance with conclusions of the Environmental Food Safety Authority (EFSA), which concluded that these three pesticides may have a low risk toward soil microorganisms

Pandemic Influenza Due to pH1N1/2009 Virus: Estimation of Infection Burden in Reunion Island through a Prospective Serosurvey, Austral Winter 2009

International audienceBACKGROUND: To date, there is little information that reflects the true extent of spread of the pH1N1/2009v influenza pandemic at the community level as infection often results in mild or no clinical symptoms. This study aimed at assessing through a prospective study, the attack rate of pH1N1/2009 virus in Reunion Island and risk factors of infection, during the 2009 season.METHODOLOGY/PRINCIPAL FINDINGS: A serosurvey was conducted during the 2009 austral winter, in the frame of a prospective population study. Pairs of sera were collected from 1687 individuals belonging to 772 households, during and after passage of the pandemic wave. Antibodies to pH1N1/2009v were titered using the hemagglutination inhibition assay (HIA) with titers ≥ 1/40 being considered positive. Seroprevalence during the first two weeks of detection of pH1N1/2009v in Reunion Island was 29.8% in people under 20 years of age, 35.6% in adults (20-59 years) and 73.3% in the elderly (≥ 60 years) (P<0.0001). Baseline corrected cumulative incidence rates, were 42.9%, 13.9% and 0% in these age groups respectively (P<0.0001). A significant decline in antibody titers occurred soon after the passage of the epidemic wave. Seroconversion rates to pH1N1/2009 correlated negatively with age: 63.2%, 39.4% and 16.7%, in each age group respectively (P<0.0001). Seroconversion occurred in 65.2% of individuals who were seronegative at inclusion compared to 6.8% in those who were initially seropositive.CONCLUSIONS: Seroincidence of pH1N1/2009v infection was three times that estimated from clinical surveillance, indicating that almost two thirds of infections occurring at the community level have escaped medical detection. People under 20 years of age were the most affected group. Pre-epidemic titers ≥ 1/40 prevented seroconversion and are likely protective against infection. A concern was raised about the long term stability of the antibody responses

Understanding socio-demographic disparities in the labor market: the case for a motivation-based theory

URL des Cahiers : https://halshs.archives-ouvertes.fr/CAHIERS-MSECahiers de la Maison des Sciences Economiques 2005.64 - ISSN : 1624-0340This paper puts the empirical case for a motivation-based theory of socio-demographic disparities in the labor market. We first present the basic knowledge as regards earnings disparities in the labor market and sum up the classic assessment of the theoretical literature focusing on pure pay discrimination. We then make an attempt to demonstrate that the relevant issues as regards socio-demographic disparities in the labor market, are rather hiring discrimination and, above all, occupational segregation. In this spirit, we have provided in an early work a motivation-based theory of hiring discrimination suggesting a particular pattern of socio-demographic occupational segregation. We check what our model suggests both against statistical and micro evidence. We end with a discussion of the links between our approach and dominant existing theories.Cet article présente les éléments plaidant pour une théorie des disparités socio-démographiques sur le marché du travail fondée la motivation. Nous commençons par présenter la connaissance empirique de base concernant les disparités de rémunération entre groupes socio-démographiques et résumons l'évaluation classique de la littérature théorique insistant sur une pure discrimination salariale. Nous tentons alors de démontrer que les principaux aspects permettant de comprendre les disparités socio-démographiques sur le marché du travail sont plutôt une embauche sélective, et surtout, la ségrégation professionnelle des différents groupes socio-démographiques. Nous confrontons notre analyse aux éléments empiriques disponibles (aussi bien micro que statistique). Nous concluons par une discussion du lien entre notre approche et les principales théories existantes

Politique conjoncturelle de l’emploi et structures des marchés du travail locaux : le déploiement territorial du contrat d’accompagnement dans l’emploi en 2009

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Vertical aspects of male–female disparity in the labor market

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Male-Female Wage Gap and Vertical Occupational Segmentation: the Role of Work Attitude

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