Revealing Taste-Based Discrimination in Hiring: A Correspondence Testing Experiment with Geographic Variation The standard correspondence testing experiment does not identify whether employer prejudice drives discriminatory behavior when hiring. This article proposes a new methodology using geographic variation to explore the link between employer attitudes toward ethnic minorities and the ethn...

This article estimates worker switching costs and how much the employer switching of experienced engineers responds to outside wage offers. I use data on engineers across Swedish private sector firms to estimate the relative importance of employer wage policies and switching costs in a dynamic programming, discrete choice model of employer choice. The differentiated firms are modeled in employe...

The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer-employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this a...

We examine the impact of economic deregulation on employer evasion of union-mandated ‘formal’ wage-contracts in an import-competing industry. We show that, if the state maintains industrial employment despite import liberalisation, through cheaper credit to firms, then employer evasion will increase, due to a rise in the formal-informal wage gap. Institutional delays in punishment of employer e...

Published tabular summaries of linked employer-employee data usually use a job frame (statutory employer linked to a specific employee) but include characteristics of both the individual (employee) and workplace (employer establishment). Formal privacy protection of these characteristics requires defining the sensitivity of the published statistic to variation in a single individual or a single...

Despite advances in technology and major shifts in economy, people remain an organizations most valuable resource. Human capital and intellectual assets make a difference to the competitive advantage of the firm in a knowledge based industry. Employer Attractiveness (EA) is the prerequisite to attract and retain superior quality talent. Employer attractiveness can be defined as the envisioned b...

I. Halevy,1,2,3 A. Hen,2,4 I. Orion,2 E. Colineau,4 R. Eloirdi,4 J.-C. Griveau,4 P. Gaczyński,4 F. Wilhelm,5 A. Rogalev,5 J.-P. Sanchez,6 M. L. Winterrose,3 N. Magnani,7 A. B. Shick,4,8 and R. Caciuffo4 1Physics Department, Nuclear Research Center Negev, P.O. Box 9001, IL84190 Beer-Sheva, Israel 2Nuclear Engineering Department, Ben Gurion University, IL84105 Beer-Sheva, Israel 3California Insti...

We study an agency model with moral hazard, when the employer offers complementary training/development programs that will increase the productivity of the employee’s effort. Since it is costly for an employer to offer training and development opportunities and given that employees are not identical, how will an employer choose the quantity and allocation of such programs? Does the quantity and...

This paper estimates the impact of what has come to be referred as the "Cadillac tax" provision of the Patient Protection and Affordable Care Act on health care consumption and the employer offer rate of health insurance in the United States. Because this tax on high cost health plans has yet to be implemented, no data currently exist regarding its effect. Therefore, the datasets used in this p...