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We measure the impact of three components of air pollution on daily labor productivity in call centers in five Indian cities.  We find that a one standard deviation increase in fine particulate matter (PM2.5), a pollutant that has been the primary focus of the literature on the harms of air pollution, has a large negative effect of 0.15σ on productivity.  Notably, we find a comparable negative effect for a one standard deviation increase in carbon monoxide of 0.14σ as well as a negative effect of 0.09σ from ozone. In summing air pollution harms across our sample, carbon monoxide is responsible for more than half of the total productivity lost, which is more than double the losses attributable to PM2.5. Our results underscore the importance of considering components of air pollution beyond particulate matter.  To that end, we illustrate the potential productivity impacts of a national policy in India that targets PM2.5 compared to a counterfactual policy that also targets carbon monoxide and ozone.

If women are more sensitive to listed qualifications in job ads, does lowering the bar draw in relatively more women and increase diversity in the applicant pool? We examine this question by randomizing 60,000 viewers into one of two job ad versions for over 600 corporate jobs at Uber, where the treatment removed optional and superfluous qualifications. There are two main findings. First, job seekers of both genders respond to qualifications: applications increase by 7%, owing to similar increases in the number of applications from men and women. Second, reducing the qualifications impacts the type of individual who chooses to apply differently by gender. Reducing the qualifications draws in less skilled women and causes an outflow of some highly skilled women. Conversely, the treatment draws in men from across the skill distribution, including the upper end. We find gender differences in application behavior and explore potential mechanisms in a separate, large-scale survey using the RAND American Life Panel. These results highlight that sensitivity to listed requirements is complex, and simply lowering the qualifications in job postings is not guaranteed to increase applicant diversity. [ABSTRACT FROM AUTHOR]

The paper is concerned with the relationship between military expenditure and unemployment. The purpose of the paper is to discover the relationship between military expenditure and the unemployment rate using NATO economies as examples and to analyse possible stabilizing effects of military expenditure by means of the ARDL model. The empirical results reveal a negative correlation between military expenditure and the unemployment rate indicating possible important influence of the armed forces as an employer on the labour market in Albania, Bulgaria, Poland and Romania. However, the model results do not confirm that military expenditure could have a stabilizing effect on the state economic policy across NATO member states. [ABSTRACT FROM AUTHOR]

Researchers in the field of HRM and Strategic HRM have for several decades engaged in research endeavours to identify the link between HR investments and firm performance. Despite this, the field still has some way to go to definitively demonstrate this causal relationship; partly due to the cross-sectional nature of much of this research. In the current paper, we give a brief overview of the SHRM field and the benefits that the new subfield of People Analytics (PA) might bring to the area. We also conduct a brief survey of research in Insider Econometrics, an approach used in Personnel Economics to produce empirical estimates of the value of HR practices, to highlight longitudinal intra-firm research in economics that could provide insights to research exploring the HR investment-performance link (important in both SHRM and PA fields). We discuss the value of combining the business impact perspective of People Analytics that has a unique 'inside' (intra-firm) position, with the longitudinal intra-firm analysis approaches utilized in Insider Econometrics. We suggest that People Analytics researchers, who are able to draw on the theoretical developments in HRM field, would benefit from exploring existing research insights and methodological techniques used within the field of Insider Econometrics. [ABSTRACT FROM AUTHOR]

This paper broadens the focus of empirical research on salesforce management to include multitasking settings with multidimensional incentives, where salespeople have private information about customers. This allows us to ask novel substantive questions around multidimensional incentive design and job design while managing the costs and benefits of private information. To this end, the paper introduces the first structural model of a multitasking salesforce in response to multidimensional incentives. The model also accommodates (i) dynamic intertemporal tradeoffs in effort choice across the tasks and (ii) salesperson's private information about customers. We apply our model in a rich empirical setting in microfinance and illustrate how to address various identification and estimation challenges. We extend two-step estimation methods used for unidimensional compensation plans by embedding a flexible machine learning (random forest) model in the first-stage multitasking policy function estimation within an iterative procedure that accounts for salesperson heterogeneity and private information. Estimates reveal two latent segments of salespeople—a hunter segment that is more efficient in loan acquisition and a farmer segment that is more efficient in loan collection. Counterfactuals reveal heterogeneous effects: hunters' private information hurts the firm as they engage in adverse selection; farmers' private information helps the firm as they use it to better collect loans. The payoff complementarity induced by multiplicative incentive aggregation softens adverse specialization by hunters relative to additive aggregation but hurts performance among farmers. Overall, task specialization in job design for hunters (acquisition) and farmers (collection) hurts the firm as adverse selection harm overwhelms efficiency gain. This paper was accepted by Duncan Simester, marketing. [ABSTRACT FROM AUTHOR]

Under the impetus of Edward Lazear, personnel economics has established itself as a particularly dynamic area of mainstream labour economics. It aspires to provide the best solutions to the practical problems that human resource managers encounter. The following paper aims to do the following: summarize the criticisms of personnel economics made from the perspective of heterodox economics, add a new criticism, and show how these criticisms, taken together, lead us to conclude that modes of labour management are legitimate subjects of debate, contrary to Lazear’s beliefs. JEL codes: B52, D21, J01, M12, M54

• In a lab setting, we study how graft opportunities affect self-selection in terms of integrity. • Individuals are asked to choose between two contracts, which define a task to perform and an associated payment. • We exogenously introduce the possibility of stealing money in one of the contracts. • Graft opportunities attract (repel) the dishonest (honest), and lead to actual graft. • Graft is higher among individuals with lower levels of baseline integrity. We study whether opportunities to extract rents in a job affect the type of individuals who are attracted to it in terms of their underlying integrity. We do so in a laboratory experiment in which participants choose between two contracts that involve different tasks. We experimentally introduce the possibility of graft in one of them and study the sorting of subjects across contracts based on an incentivized measure of honesty. We find that the corruptible contract changes the composition of subjects attracting the most dishonest individuals and repelling the most honest ones. In addition, we observe extensive graft when the opportunity is available. Our results have clear policy implications to curb corruption. [ABSTRACT FROM AUTHOR]

After having a consolidated career civil service system, the government of Puerto Rico has informally reverted to a personnel management system where political-partisan interests predominate through the use and systematic manipulation of the formal structures of the civil service. This study employs a qualitative mixed methods strategy in order to identify the informal structures that operate within government agencies, their instruments, and practices. It also seeks to understand the career of public employees within an incongruous system, which promulgates to be merit-based, but which subjects them to personnel management that is informally dominated by political-partisan criteria. The case of Puerto Rico helps us understand how a merit system can be subdued by the power of political parties through the institutionalization of neo-patrimonial practices that legitimize values linked to patronage, maintaining the civil service mainly as an instrument of coercion for political purposes. This case study reaffirms that legal remedies and penalties are not sufficient to maintain a merit system or reduce the practices of favoritism and discrimination that constitute patronage. [ABSTRACT FROM AUTHOR]

Despite much scholarly debate on Chinese employment practices in Africa, firm-specific studies on how companies manage expatriate and local employees and the dynamics of power in the process remain scarce, especially in the knowledge-intensive sectors where relatively skilled portion of Chinese and Africans are recruited. The article addresses this weakness through a case study on the employee management strategies of one flagship Chinese telecommunications company in Ethiopia. Informed by a combined institutional and relational approach, it evaluates the promises and constraints of an ongoing workforce localization initiative to transform the extant managerial regime in the company. The structural and organizational features of the current regime reveal the incomplete nature of localization and internationalization of Chinese companies to achieve full-fledged employee integration and empowerment in Africa. [ABSTRACT FROM AUTHOR]

The authors use a panel of more than 1,500 New Zealand firms, from a diverse range of industries, to examine how the adoption of human resource management (HRM) practices affects firm performance. The panel is based on managerial responses to mandatory surveys of management practices in 2001 and 2005 administered by the national statistical office, linked to objective longitudinal firm performance data. The authors find that, after controlling for timeinvariant firm characteristics and changes in a wide range of business practices and firm developments, a suite of general HRM practices has a positive impact on firm labor and multifactor productivity. Conversely, these practices tend to have no effect on profitability, in part because the adoption of performance pay systems raises average wages in the firm. [ABSTRACT FROM AUTHOR]

Organizations around the globe are currently experiencing significant decline in revenue, bankruptcy and job losses regardless of their size as a result of covid-19 pandemic. By implication, the travel bans, quarantine measures and boarder closures have also contributed immensely to the challenges of businesses. In order to sustain business operations, human resource managers need to embrace novel methods of operation to cope with the new challenges arising from the pandemic. Therefore, calculated and rapid responses in form of policies, combined with strong multidimensional leadership skills are required to control the effects of Covid-19 on human resources practices on employees and the organisation as a whole. The study provides an overview of the challenges of human resource professionals, especially managers face and their roles in filling the lacuna created by the covid-19 pandemic, as well as provided recommendations in order to create a suitable teleworking and sustainable working environment among the workforce and the organization during and after the corona virus pandemic in addition to combating the current challenges created by the pandemic. [ABSTRACT FROM AUTHOR]

Human resource management, a field that has the involvement of Human Brains, Manpower, Psychological Behavior, code of conduct, human behavior and so on. Every organization has a human resource department specifically dedicated to work towards the betterment of the employees starting from the very sourcing, screening, recruiting, induction, performance management, employee engagement, learning & development and activities. In the modern world, innovation in technology has ended up bringing the science and technology in HR Operations of the company. The innovations led in AI and ML have worked towards implementing them in carrying out the HR process that may lead to reducing rather sharing the work of the HR personnel. Artificial Intelligence work towards simplifying the tasks of the Managers. However, there is another perception that the Artificial Intelligence can replace the human workforce, irrespective of the type of work. Transformation and the deviation of the work towards the automated systems, have its own benefits of reducing the work and also the work becomes less prone to errors. [ABSTRACT FROM AUTHOR]

The India is famous for its size, diversity and complexity, whether it be geographical, socioeconomic, cultural, political or developmental, all of which impact on every aspect of life, including education, training employment and workforce considerations. In the world level, India has one of the major technical human resources. Population of India's is enormous at 1.21 billion. It is rapidly increasing at a rate of 17% and incorporating speedily into the international economy. India is one of the amongst the 'young' nations in the globe. The age group of 15-59 years is a proportionately increasing steadily of the work force. Education is the organised and thoughtful procedure that trains the beginner with knowledge, achievement of skills, ethics and attitudes which empowers them to partake efficiently in entire spheres of lifetime. Inclusive Education and Skill development training is indispensable tool of several plans to enhancing farm and nonfarm output that increases urban and rural incomes. Skill is the bridge between employment and workforce. Skills development is an imperative to enlightening domestic production, employability and income-earning prospects for persons through better-quality skills, knowledge and globally familiar qualifications to facilitate them to access decent employment, to encourage inclusive country development and to make sure India's competitiveness in the international marketplace. It also is improving sustainable development and standard of livings. Skill development in a great scale takes off, executing organizations like government, institutes - both government and private, vocational training providers, and other such implementers will be tackled with challenges that originate at each sector of the 'skill development value chain'. In this paper we analysis the demand for trainers and teachers till 2022 through the crucial parts of the Education and Skill Development Sector in India. [ABSTRACT FROM AUTHOR]

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Does the negative effect of union membership on job satisfaction, as shown in Anglophone countries, also hold for Continental Western Europe? Given the differences in industrial relations, I hypothesize that the effect will be different. I also test hypotheses about the effect of empowerment on job satisfaction, which might explain the negative union effect, and broaden the analysis to include pay satisfaction. Analyses of European Social Survey data show that the negative union effect does not exist for Continental Western Europe and that this can be explained by empowerment of employees. [ABSTRACT FROM AUTHOR]

The author illustrates the utility of institutional labor economics and makes a case for a reconsideration of it. Two recent developments motivate this effort: the rise of New Personnel Economics (NPE) as a significant subfield of labor economics and the substantial shifts in work organization that have taken place since the 1990s. Understanding how and why firms have reorganized work opens the door for a renewed interest in institutional approaches. The author explains that the rules of institutional labor markets (ILMs) emerge from the competition between organizational interest groups--unions, personnel professionals, and the government--and competing views of firms' objectives, resulting in the rise of ILMs, the slow diffusion of High Performance Work Systems, strategies used to obtain a high level of commitment from workers, the use of contingent employees, and the spread of new promotion rules in response to equal employment opportunity pressures. As such, the role of power and influence in establishing work rules is of central concern, though more conventional NPE considerations also remain important. [ABSTRACT FROM AUTHOR]

In this paper, we use two field experiments in professional settings to explore the effort levels of individuals in response to gifts. We extend the literature by looking at non‐financial gifts that signal worker appreciation and gifts that combine financial and non‐financial elements with or without a personal touch. We find that while money and appreciation are individually effective, these only work well together when they are combined with a personal touch. This suggests that responses to gifts are sensitive to the presentation of the gift as well as to interpersonal elements; these are factors that have so far been largely ignored in the literature but are easy to incorporate into existing principal–agent models. [ABSTRACT FROM AUTHOR]

We identify the presence of shirking by Major League Baseball umpires during indefinite unpaid overtime, as defined by extra innings. In the presence of new information about expected game length, umpires exert biases in ball and strike calls consistent with opportunistically reducing the likelihood of working additional time. General implications with respect to the effectiveness of salaried workers during unpaid overtime hours are discussed. [ABSTRACT FROM AUTHOR]

The labour market is differentiated by age and the individual’s position in it is determined by age. Effective use of all workers’ potential should therefore be a key human resource management strategy for all businesses regardless of the sector. One of the measures is taking into consideration the workers’ age in agribusiness, i. e. applying age management. The aim of the paper is to evaluate the application of age management and to identify and evaluate its benefits for farming enterprises. The data was obtained by quantitative research at selected agribusinesses in the Czech Republic (n = 259). The research has shown that 25.1 % of the respondents applies age management and its application is influenced by the company size and the number of 50 + employees. Of this 41.5 % of agribusinesses spend 2 – 5 % of their costs on applying age management. The research has also identified two factors (stabilization and quality of processes) categorizing the benefits resulting from age management. It can therefore be summarised that age management is an opportunity how to effectively utilize human potential of all ages and to maintain and improve company’s performance with respect to future demographic trends. [ABSTRACT FROM AUTHOR]

This article examines the long-term consequences of a historical human capital intervention. The Jesuit order founded religious missions in 1609 among the Guaraní, in modern-day Argentina, Brazil, and Paraguay. Before their expulsion in 1767, missionaries instructed indigenous inhabitants in reading, writing, and various crafts. Using archival records, as well as data at the individual and municipal level, I show that in areas of former Jesuit presence—within the Guaraní area—educational attainment was higher and remains so (by 10%–15%) 250 years later. These educational differences have also translated into incomes that are 10% higher today. The identification of the positive effect of the Guaraní Jesuit missions emerges after comparing them with abandoned Jesuit missions and neighboring Franciscan Guaraní missions. The enduring effects observed are consistent with transmission mechanisms of structural transformation, occupational specialization, and technology adoption in agriculture. [ABSTRACT FROM AUTHOR]

Summary: This multistudy research examines the unit‐level relationship between promotive voice behavior and management innovation. Study 1 utilizes multisource data from 62 work units and reports that willingness to discuss ideas mediates the unit‐level relationship between promotive voice and management innovation. The results of Study 1 also show that the unit's available resources make the relationship stronger between promotive voice and willingness to discuss ideas. Study 2 employs a scenario‐based design to constructively replicate and expand the results of Study 1, utilizing a sample of 100 working adults. The results of the second study also show that resource availability positively moderates the relationship between promotive voice and willingness to discuss ideas. Furthermore, Study 2 shows that the indirect effect of promotive voice on management innovation through willingness to discuss ideas is stronger when more resources are made available to the work units. This moderated‐mediation effect is shown to be significant using two different operationalizations of management innovation. The implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Many empirical studies have used human resource practices and managerial practices as a predictor of service climate as an indicator of employee performance. However, research on the psychological mechanism that explains how up-to-date HR practices affect the high performance of employees is not yet widely explored, especially in the context of enhancing the quality of higher education management. The reason for selection of the object is the rarity of HR practices implementation studies in the context of higher education. The theory and research of HR practices are only a one-sided study on the side of corporate business interests. The purpose of this study is to examine the influence of two roles of mediation variables ( job embeddedness and trust in the leader) on the performance of employees. The sample of this research is 250 employees of public higher education in Central Java. The data are processed using Warp PLS version 6. The results show partial support for the role of mediation variables ( job embeddedness and trust in the leader) on employee performance. In other words, to achieve the employees superior performance, is not only come from the implementation of HR practices, but also the management should pay attention to what extent employees have embeddedness to their organization and trust in the leadership. Further research suggestion is to explore deeper other variables that can explain the psychological mechanisms of HM practices to improve employee performance. [ABSTRACT FROM AUTHOR]

The purpose of this study is to develop employee performance indicators based on Green HRM, quantitatively test the influence of Green HRM implementation on employee performance and answer black box that explain how the implementation of Green HRM can improve employee performance through the effect of mediation role (Organizational Identification) and moderation (Perceived Organizational Support). The sample of this research is 90 respondents from six state universities in Central Java Province with simple random sampling technique. Implementation of Green HRM is not only needed in the business world only, but also in education that has committed to implement environmental management system in its business process. The result of this study indicates that employee performance indicators based on Green HRM are formed from policies that support green behavior and green health in the office and also waste management policies. This research also supports the result that the implementation of Green HRM can increase the sense of ownership of employees in the organization that ultimately can improve its performance. However, the role of moderation was not significantly supported. This means that organizational support for successful implementation of Green HRM is not very necessary as long as employees understand the organization's identity well. Suggestions for this study are, although the organizational support is not proven to moderate the successful implementation of Green HRM on the high organizational identification perceived by employees, but organizational support is still needed to support employee performance. [ABSTRACT FROM AUTHOR]

Performance-contingent compensation is a widely accepted means for rewarding managers, but there are no rigorous empirical tests of its effectiveness. This study reports the results of a longitudinal analysis of the effects of tying managerial pay to organizational performance in the Social Security Administration. A Box-Jenkins time series procedure was applied to organizational performance data available two years before and two years after the implementation of a new compensation system. Statistical analyses indicated that the merit pay program had no effect on organizational performance, suggesting that merit pay may he an inappropriate method of improving organizational performance. [ABSTRACT FROM AUTHOR]

A comprehensive model for conceptualizing and measuring the economic effects of human resource activities drawn from work on firm-specific human capital theory, human resources accounting, and utility analysis is presented. New ways of modeling the economic value of human resource activities and issues requiring empirical investigation are discussed. [ABSTRACT FROM AUTHOR]

In this article the authors develop a model for forecasting future manpower demands in a variety of industries, in a variety of regions in the United States. They note that by knowing what the future demand will be in a given industry organizations can compare supply and demand and determine if labor shortages or surpluses are likely to occur. This information can in turn be used by policy makers to decrease gaps between supply and demand and improve conditions for both employers and employees. The authors discuss how improving technology affects the demand for labor and since this is a continual process being able to continually forecast labor demand will benefit employers immensely.

Drawing on job design theories and a conceptual framework of work-related goals and motivation in later adulthood, the aim of this paper is to explore how work-related and individual factors are separately and jointly related to psychological work ability and bridge employment intentions via late job mobility. The cross-sectional study is based on a sample of 171 older Spanish workers aged 45–65 and beyond. We differentiated between groups of older workers in mid career (45–55 years of age) and in their later careers (56 years and beyond). Our results confirm that task characteristics and, secondarily, knowledge characteristics are the most relevant factors in perceptions of psychological work ability among aged workers. Both age groups display a very marked personal mastery trait, which mediates the relationships between job characteristics and both psychological work ability and late job mobility intentions. The paper concludes with a discussion of theoretical and practical implications and suggestions for future research on the issues implied in the psychological adjustment of older workers in their mid and late careers. [ABSTRACT FROM AUTHOR]