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افزایش مسئولیت اجتماعی شرکتی: طراحی قرارداد تحت عدم تقارن اطلاعاتی
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Enhancing Corporate Social Responsibility: Contract Design under Information Asymmetry
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Using information asymmetry to mitigate hold-ups in supply chains
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Water is an economic good: How to use prices to promote equity, efficiency, and sustainability |
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Information asymmetry and financial development dynamics in Africa
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The effect of asymmetric information on product market outcomes
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در مورد بهینه سازی بهینه شبکه های اجتماعی در بازار کار اصطکاکی با عدم هماهنگی شغلی
عنوان انگلیسی مقاله:
On the optimal diversification of social networks in frictional labour markets with occupational mismatch
مقاله سال 2017
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بخشی از مقاله انگلیسی:
2. The framework
Consider the model with two groups of infinitely lived risk neutral workers and two occupations. Workers of type A obtained training in occupation A, which is their primary occupation, but they can also work in occupation B, which is a mismatch occupation for them. In a similar way, occupation B is a primary occupation for type B workers, whereas there is mismatch if type B workers are employed in occupation A. Each group of workers is a continuum of measure 1. There are m macroeconomic states of the world in this economy, i = 1…m. Every state i is characterised by the output vector {y y , } A i B i produced by workers employed in their primary occupation. Mismatched workers produce lower output y = −Δ y y j i j i 0 , j A = , B. I assume that Δy is positive but sufficiently small so that firms accept mismatch applications. Firms can open vacancies in each of the two occupations and pay the flow cost c for every open position. Endogenous variables vi A and vi B denote stocks of vacancies open in occupations A and B respectively. In order to keep the model tractable I assume that there is only one channel of job search by means of referrals. Thus hiring takes place if employed workers who get information about open vacancies recommend their contacts for the job. More specifically, firms with open vacancies in occupation j contact type j workers employed in their occupation at rate s and ask them to recommend a friend for the job. This is an exogenous search intensity of employers. Every worker can be either employed or unemployed and employed workers can be properly matched or mismatched. Let ui j denote the measure of unemployed workers of type j and ei j – the measure of employed type j workers, thus u e j + =1 i j i in every state i. Variables ei AA and ei BB denote the measures of properly matched employees, whereas ei AB and ei BA are mismatched employees. This notation implies that eee AA + = i AB i A i and eee BB + = i BA i B i . Workers employed in their primary occupation receive a high wage w, whereas mismatched workers receive a low wage w w 0 < . These wages are the same in the two occupations and independent of the state. This reflects the idea that workers and firms sign long-term contracts and there is no possibility of renegotiation. Δ= − www0 denotes a wage penalty associated with mismatch. I consider both settings with and without on-the-job search by mismatched workers. Jobs are destroyed at an exogenous rate δ. After the job destruction shock workers become unemployed and firms exit the market. Unemployed workers receive the unemployment benefit z w < 0. Workers and firms discount future cash flows at rate r. Next consider the social structure of the population. Every worker has n social contacts; γn of the same type and (1 − ) γ n contacts of the different type. Variable γ ∈ [0.5 .. 1] can be interpreted as a level of homophily in the society. Montgomery (1991) refers to it as an “inbreeding bias” by type. If γ = 1 the society is homophilous as only workers of the same type are connected in networks. In contrast, if γ = 0.5 the two groups are strongly mixed and there is no “inbreeding bias”. In general, homophily refers to the fact that people are more prone to maintain relationships with people who are similar to themselves. There can be homophily by age, race, gender, religion or profession and it is generally a robust observation in social networks (see McPherson et al. (2001) for an overview of research on homophily). The focus of this paper is on the latter type of homophily by profession or occupation. Jackson (2008) distinguishes between homophily due to opportunity and due to choice. In this respect, homophily by occupation is likely to arise due to the fact that workers with the same profession studied or worked together in the beginning of their career. Thus it is rather a limited opportunity of meeting workers from different professions which generates homophily rather than an explicit choice.
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کلمات کلیدی:
Gender, Work and Space - Page 213 - Google Books Resulthttps://books.google.com/books?isbn=1134857616Susan Hanson, Geraldine Pratt - 2003 - Sciencework times and distances that create labor markets of different sizes for women and men. ... how labor markets are inextricably intertwined with local social and cultural life. We also begin to see how the friction of distance not only helps to generate ... for crossing the boundary defining sex-based occupational segregation.Fostering Social Mobility as a Contribution to Social Cohesionhttps://books.google.com/books?isbn=9287173427Alex Nunn - 2013 - Social ScienceBox 3: Occupational rigidity Occupational rigidity refers to the difficulty of moving ... of family or social networks in restricting recruitment into a particular occupation. ... this discussion also implies is that structural change within the labour market is ... to experience structural (often long-term) as well as frictional unemployment, ...
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ارزش ذاتی آب: یک پیشنهاد |
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The intrinsic value of water: a proposal |
