A framework is suggested within which normative modelling strategies can be used to make simple dynamic migration models more relevant to policymakers. A job-vacancy model is explicitly linked to a migration- and population-distribution model. Some suggestions are made about the ways in which the models could be modified in order to make them more realistic. Other areas of application are also briefly indicated.
"Information flows in models of migration are emphasized. In particular, migrants are assumed to react to two types of information about job vacancies. 'Interaction information' may be defined as interpersonal communication between recent migrants and their former neighbors or friends, and 'source information' represents a direct flow of information from employers or agencies to individuals. Models are developed that investigate the effects of various communication rates and information retention levels on vacancy rates and labor-force population trajectories. It is found that attempts by planners to reduce regional inequities in vacancy rates through controlled advertising may be successful, but at the possible cost of increasing temporal fluctuations of regional vacancy rates."
R e s e a r c h R e p o r t s a r e p u b l i c a t i o n s r e p o r t i n g on t h e w o r k of t h e a u t h o r s . A n y v i e w s o r c o n c l u s i o n s a r e t h o s e of t h e a u t h o r s , and do n o t n e c e s s a r i l y r e f l e c t t h o s e of I I
We present a model that deals with continuous space and functional regions in the form of overlapping, interacting, and constantly changing contact fields associated with the individual actors in a labor market. Simulations illustrate the results of the model, presenting individual histories of firms and workers. The model demonstrates the importance of the relative location of t h e firm and the employee in terms of the effort needed t o construct functional contact fields. Firms and workers located at either the boundary of the region or in isolated interior positions endure two locational effects: the reduced ability t o gather information and t o recruit workers d u e t o a truncated or low-density contact field.In addition t o locational effects, acquired skill levels and accumulated tenure with a firm influence the behavior of the workers. Also each firm adopts a production process that reflects adesired level of profit obtainable from a specific class of labor. Firm behavior is assumed t o be a function of stress arising in response t o a perceived suboptimal profit position relative to other firms.The aggregation of the individual histories of many firms and workers is used t o describe the macro-scale evolution of the spatial pattern of functional contact fields and adopted production processes. The paper concludes with a discussion of the model's limitations and suggested directions for further development.
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