an article by Ewa Gałecka-Burdziak (Warsaw School of Economics) and Marek Góra (Warsaw School of Economics and IZA) published in IZA Journal of European Labor Studies Volume 5 Article 18 (2016
Abstract
We examine whether easy and early access to old-age benefits induce older workers to become inactive. We use Polish LFS data.
We find added worker effect prevailing over discouraged worker effect. The latter arises after a few quarters and is asymmetric.
Females permanently leave the workforce. More males leave the workforce in contractions than re-enter in expansions.
If old-age benefit becomes the main source of income, the worker (after 1 year) is 8 to 20 times more likely to exit the market than unemployment or social welfare beneficiaries. Our findings support higher retirement age – the age when workers become eligible for old-age benefits.
JEL classification: J14, J22
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Showing posts with label discouraged_workers. Show all posts
Showing posts with label discouraged_workers. Show all posts
Wednesday, 4 January 2017
Thursday, 26 July 2012
The devil without and within:
A conceptual model of social cognitive processes whereby discrimination leads stigmatized minorities to become discouraged workers
an article by Peter A. Heslin (University of New South Wales, Sydney, Australia), Myrtle P. Bell (University of Texas–Arlington, USA) and Pinar O. Fletcher (Harvard Business School, Boston, Massachusetts) published in Journal of Organizational Behavior (Special Issue: Coping with Economic Stress) Volume 33 Issue 6 (August 2012)
Abstract
In contrast to the substantial literatures on job loss, underemployment, and re-employment, management scholars have paid scant attention to “discouraged workers,” defined as those who want to work but have ceased looking for work because of labour market-related reasons such as discrimination.
Drawing together the labour economics category of discouraged workers, the diversity literature on employment discrimination, and social cognitive research on careers, we model social cognitive mechanisms whereby discrimination can lead stigmatized minorities to become discouraged workers.
We show how direct effects of discrimination (the “devil without”) can be compounded by its indirect impacts – through minority socialization and identity, struggling role models, learned helplessness, and low job search self-efficacy (collectively, the “devil within”) – to lead stigmatized minorities to become discouraged workers.
Our model of insidious intra- and inter-personal dynamics that can amplify and sustain the demoralization and exclusion that stems from discrimination has implications for researchers, organizations, and those concerned with helping discouraged workers.
Hazel’s comment:
This is an article which bears reading by anyone working in career or employment advice – not that I have yet managed to do so!! I couldn’t find a price for purchase but it is free through subscribing institutions. It is not yet on the shelf in the Social Sciences Reading Room at the British Library and does not appear to be available electronically.
an article by Peter A. Heslin (University of New South Wales, Sydney, Australia), Myrtle P. Bell (University of Texas–Arlington, USA) and Pinar O. Fletcher (Harvard Business School, Boston, Massachusetts) published in Journal of Organizational Behavior (Special Issue: Coping with Economic Stress) Volume 33 Issue 6 (August 2012)
Abstract
In contrast to the substantial literatures on job loss, underemployment, and re-employment, management scholars have paid scant attention to “discouraged workers,” defined as those who want to work but have ceased looking for work because of labour market-related reasons such as discrimination.
Drawing together the labour economics category of discouraged workers, the diversity literature on employment discrimination, and social cognitive research on careers, we model social cognitive mechanisms whereby discrimination can lead stigmatized minorities to become discouraged workers.
We show how direct effects of discrimination (the “devil without”) can be compounded by its indirect impacts – through minority socialization and identity, struggling role models, learned helplessness, and low job search self-efficacy (collectively, the “devil within”) – to lead stigmatized minorities to become discouraged workers.
Our model of insidious intra- and inter-personal dynamics that can amplify and sustain the demoralization and exclusion that stems from discrimination has implications for researchers, organizations, and those concerned with helping discouraged workers.
Hazel’s comment:
This is an article which bears reading by anyone working in career or employment advice – not that I have yet managed to do so!! I couldn’t find a price for purchase but it is free through subscribing institutions. It is not yet on the shelf in the Social Sciences Reading Room at the British Library and does not appear to be available electronically.
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