The Experts below are selected from a list of 306 Experts worldwide ranked by ideXlab platform

Masaki Nakabayashi - One of the best experts on this subject based on the ideXlab platform.

  • school firm and family emergence of the japanese Internal Labor Market
    2012
    Co-Authors: Masaki Nakabayashi
    Abstract:

    Contemporary Japanese firms recruit new graduates and promote from within, providing a rare example of the 'ports of entry' policy. This microanalysis of the steel industry in the 1930-60s shows that the Internal Labor Market had been continuously enhanced after the 1930s, but mid-career recruiting was active, previous experience served as signal of ability, and employees’ fertility decision largely depended on previous experience as well as tenure until the 1960s, while the return on education sharply increased after the 1950s. These facts indicate that extended schooling replaced mid-career experience after the 1970s alongside technology-education complementary development.

  • schooling employer learning and the Internal Labor Market effect
    2012
    Co-Authors: Masaki Nakabayashi
    Abstract:

    The impact of schooling on wages decreases as employers learn about workers’ abilities from their experience. While this employer learning often proceeds asymmetrically between incumbent and entrant employers, large firms’ Internal Labor Markets could satisfy the statistical assumption of the public learning model. This research utilizes such semipublic properties and shows that (1) employer learning is not observed for experience before gaining long-term employment, being dominated by complementarity between schooling experience, and (2) the employer learning effect dominates the complementarity effect after gaining long-term employment; the Internal Labor Market affects workers’ human capital investment and asymmetrically facilitates employer learning.

  • extended schooling and Internalized training skill elements evolution of blue collar workers in an Internal Labor Market
    2011
    Co-Authors: Masaki Nakabayashi
    Abstract:

    Long-term employment and Internal promotion at major firms are common in developed economies. We examine the long-range changes in the returns on skill elements and training using a micro dataset of a Japanese ironworks. We show that, 1) the return on schooling rose from the late 1940s and that on tenure surged but that on previous experience became modest from the mid-1950s, 2) complementarity between schooling and experience strengthened from the mid-1950s, and 3) training programs focused on bettereducated employees from the late 1940s, which formed an Internal Labor Market in the flexible Labor Market in the 1960s.

  • schooling employer learning and Internal Labor Market effect wage dynamics and human capital investment in the japanese steel industry 1930 1960s
    MPRA Paper, 2011
    Co-Authors: Masaki Nakabayashi
    Abstract:

    Schooling, an observable signal, decreases its impact on wages as employers “publicly” learn workers’ hidden types over workers’ experience in the Market. This symmetric employer learning hypothesis has been empirically contested by, first, asymmetry of incumbent and entrant employers, and second, larger-than-imagined complementarity between schooling and work experience, which could enshroud learning effect. Microanalysis of Japanese steel industry shows, 1) experience before entering the long-term employment is complementary to schooling, 2) employer learning effect dominates the complementarity effect after workers’ joining the long-term employment. It suggests that reported evidences of employer learning have in fact captured Internal Labor Market effect.

Stephen L Mehay - One of the best experts on this subject based on the ideXlab platform.

  • career effects of occupation related vocational education evidence from the military s Internal Labor Market
    Economics of Education Review, 2012
    Co-Authors: Elda Pema, Stephen L Mehay
    Abstract:

    Prior research on the Labor Market success of secondary vocational education has produced mixed results, with several studies finding wage gains only for individuals who work in training-related occupations. We contribute to this debate by focusing on a single occupation and organization and by comparing the careers of employees with and without occupation-related training in high school. We use longitudinal data on the careers of military recruits who completed high school Junior Reserve Officers’ Training Corps (JROTC), a military science program that has features of a vocational training and school-to-work program. We find that the occupation-specific training received via JROTC reduces early turnover and improves long-run job stability for those who choose military jobs, suggesting that an important effect of vocational training is to improve job match quality. We also find that promotion rates for vocational graduates are similar to their peers, suggesting that vocational education in general works by improving occupational sorting.

  • what does occupation related vocational education do evidence from an Internal Labor Market
    2009
    Co-Authors: Elda Pema, Stephen L Mehay
    Abstract:

    Extensive research on the impact of high school vocational education on postschool earnings has produced mixed results. Some studies find wage gains only for individuals who work in an occupation that is directly related to the vocational training received in high school. We shed light on this debate by focusing on a single occupation and by comparing the careers of individuals with and without occupation-related training in high school. We use a rich longitudinal data set that captures the careers of cohorts of military recruits who complete high school military science classes via the JROTC program. JROTC shares characteristics with both vocational training and school-tocareer programs. We find that the occupation-specific training received via JROTC reduces short run turnover and improves longer run job stability for those who choose military jobs, suggesting that one important effect of vocational training is to improve the quality of the job match. We also find that vocational trainees promote at higher rates after four years in the job; however, this is due to the head start provided by the vocational education background rather than their faster advancement in the hierarchy.

Michael Waldman - One of the best experts on this subject based on the ideXlab platform.

  • Theory and Evidence in Internal Labor Markets
    Introductory Chapters, 2020
    Co-Authors: Michael Waldman
    Abstract:

    A number of branches of the literature on Internal Labor Markets have matured to the point that there is now a healthy two-way interaction between theory and empirical work. In this survey I consider two of these branches: i) wage and promotion dynamics; and ii) human-resource practices. For each case I describe the empirical and theoretical literatures and also discuss what we can learn by paying careful attention to how theoretical and empirical findings are related. In addition to surveying the literatures on these two topics, my goal is to show how a deeper understanding of Internal-Labor-Market phenomena can be derived from a close partnering of empirical and theoretical research. (This abstract was borrowed from another version of this item.)

  • Theory and Evidence in Internal Labor Markets (CRI 2009-013)
    2009
    Co-Authors: Michael Waldman
    Abstract:

    A number of branches of the literature on Internal Labor Markets have matured to the point that there is now a healthy two-way interaction between theory and empirical work. In this survey I consider two of these branches: i) wage and promotion dynamics; and ii) human-resource practices. For each case I describe the empirical and theoretical literatures and also discuss what we can learn by paying careful attention to how theoretical and empirical findings are related. In addition to surveying the literatures on these two topics, my goal is to show how a deeper understanding of Internal-Labor-Market phenomena can be derived from a close partnering of empirical and theoretical research.

  • Theory and evidence in Internal Labor Markets
    2007
    Co-Authors: Michael Waldman
    Abstract:

    A number of branches of the literature on Internal Labor Markets have matured to the point that there is now a healthy two-way interaction between theory and empirical work. In this survey I consider two of these branches: i) wage and promotion dynamics; and ii) human-resource practices. For each case I describe the empirical and theoretical literatures and also discuss what we can learn by paying careful attention to how theoretical and empirical findings are related. In addition to surveying the literatures on these two topics, my goal is to show how a deeper understanding of Internal-Labor-Market phenomena can be derived from a close partnering of empirical and theoretical research.

Ferd Van Der Krogt - One of the best experts on this subject based on the ideXlab platform.

  • Why is organizing human resource development so problematic?: Perspectives from the learning-network theory (Part II)
    The Learning Organization, 2017
    Co-Authors: Rob F.poell, Ferd Van Der Krogt
    Abstract:

    Purpose – Human resource development (HRD) is an important field within management. Developing employees is often regarded as an instrument to improve the Internal Labor Market and support organizational change. Organizing HRD to these ends, however, is frequently a problematic affair, in terms of training effectiveness, participant motivation and added value. This study, which consists of two parts, aims to investigate the question of why this is the case. In this second part, two specific aspects of the learning- network theory are eLaborated: multiple experiences in organizations forming the basis of employee learning and development, and different actor strategies for organizingHRD. Design/methodology/approach – The paper presents a conceptual framework to argue that one of the main reasons why organizing HRD is problematic lies in the limited and one-sided conceptualization of organizingHRDthat is often used. Findings – Organizing HRD is mostly viewed as designing training courses and instruction sessions for employees; it is also predominantly understood as a tool of management. The paper proposes a network perspective on organizingHRD, which is better able to guide organizational actors than other approaches can, by taking into account a broader set of HRD practices and viewing employees (besides managers) as key stakeholders. Originality/value – The study argues that organizing HRD needs to take into account learning experiences that employees can gain from participating in work and career development as well (besides formal training); moreover, that employees’ HRD strategies are at least as important as those used by line managers andHRpractitioners. Keywords

Richard A Guzzo - One of the best experts on this subject based on the ideXlab platform.

  • workforce diversity Internal Labor Market approach to
    The Wiley Blackwell Encyclopedia of Race Ethnicity and Nationalism, 2015
    Co-Authors: Haig R Nalbantian, Richard A Guzzo
    Abstract:

    For several reasons, securing an ethnically, nationally, and gender-diverse workforce and maintaining an inclusive environment for it are increasingly important objectives for many organizations. This entry offers an Internal Labor Market view of organizational workforce diversity. The article begins by reviewing the core concept of an Internal Labor Market and applies it to workforce diversity. The Internal Labor Market approach is a data-rich approach that both describes organizational “talent flows” (such as hires, promotions, and attrition) and analyzes them through statistical modeling to identify the factors that most influence those flows and ultimate representation outcomes. Applied to workforce diversity, the approach enables organizations to better understand their Internal workforce dynamics and provides the basis for prioritizing and aligning interventions to better achieve diversity objectives. A case example is presented to illustrate the approach. Keywords: diversity; gender; Labor; Market; quantitative methods

  • The Wiley Blackwell Encyclopedia of Race, Ethnicity, and Nationalism - Workforce Diversity, Internal Labor Market Approach to
    The Wiley Blackwell Encyclopedia of Race Ethnicity and Nationalism, 2015
    Co-Authors: Haig R Nalbantian, Richard A Guzzo
    Abstract:

    For several reasons, securing an ethnically, nationally, and gender-diverse workforce and maintaining an inclusive environment for it are increasingly important objectives for many organizations. This entry offers an Internal Labor Market view of organizational workforce diversity. The article begins by reviewing the core concept of an Internal Labor Market and applies it to workforce diversity. The Internal Labor Market approach is a data-rich approach that both describes organizational “talent flows” (such as hires, promotions, and attrition) and analyzes them through statistical modeling to identify the factors that most influence those flows and ultimate representation outcomes. Applied to workforce diversity, the approach enables organizations to better understand their Internal workforce dynamics and provides the basis for prioritizing and aligning interventions to better achieve diversity objectives. A case example is presented to illustrate the approach. Keywords: diversity; gender; Labor; Market; quantitative methods