This article examines whether a principal prefers to hire a fair or a selfish agent. A fair agent cares to some extent for the well-being of other people and thus he also cares for the principal. Therefore, if the agent performs solitary work, the principal is always better off to hire a fair agent. However, we show that when a third party with conflicting interests is introduced, it may be adv...

In the context of a standard equilibrium matching framework, this paper shows how a duration dependent unemployment insurance (UI) system stabilises unemployment levels over the business cycle. It establishes that reentitlement effects induced by a finite duration UI program generate intertemporal tranfers from firms that hire in future booms to firms that hire in current recessions. These tran...

This study examined the recruitment of employees to work in teams through an investigation into the impact of perceptions of teams on pre-hire recruitment variables in team and individual positions. A repeated measures design with a sample of 123 college students produced evidence to support the idea that perceptions of teams do influence pre-hire recruitment variables. This study provides evid...

In this work, a microcontroller based circuit that performs the functions of an inverter /AVR hardware essentially consists of a PIC 16F877A microcontroller based circuit,. SG 3524 based modified sine-wave inverter driver circuit, a step-up. Modified sine wave inverter is designed to using pic microcontroller and push pull topology. output of control circuit for modified sine wave inverter The ...

The expansion of labour hire employment from traditional clerical placements to a range of blue collar occupations raises concerns about the level of occupational safety risks labour hire workers encounter. Overseas evidence points to a higher incidence and severity of injury for such workers. Is this pattern of injury replicated in Australia? This paper explores this issue through an analysis ...

This study investigated the effect of Black women’s skin-tone on employability ratings. Employability ratings were defined by three measures: personal evaluation, qualifications-for-employment, and racial discrimination. Forty Black and forty White college students participated in the study. All participants were asked to read a job description and a resume, examine a picture of a hypothetical ...