How does the age structure of worker flows affect firm performance?

Ilmakunnas, Pekka; Maliranta, Mika

doi:10.1007/s11123-016-0471-5

Cited by 15 publications

(11 citation statements)

References 57 publications

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“…The rise and fall of productivity can be explained by more extensive accumulation of human capital in the earlier years of one's life, with more depreciation of human capital in later years (Bartel and Sicherman 1993;Lovasz and Rigo 2013). Ilmakunnas and Maliranta (2016) show that the decline of productivity after the peak of the age-productivity profile is more pronounced in ICT firms as compared to non-ICT firms.…”

Section: Human Capital and Lifelong Learningmentioning

confidence: 92%

Education, skill training, and lifelong learning in the era of technological revolution: a review

Kim

Park

2020

Asian-Pac Economic Lit

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Rapid technological development makes skills depreciate faster than in the past while new technologies generate gaps in workers' skills and call for the acquisition of appropriate skills and lifelong learning. Proper skill mixes for future jobs include strong cognitive skills, basic information and communication technology, and analytical skills, as well as a range of non-cognitive skills such as creativity, problem-solving, critical thinking, and communication. Retraining and reskilling workers are also crucial, particularly as life expectancy increases. All these changes lead to a major rethinking of education and skill training throughout a person's life. This paper reviews the recent studies on human capital and skill formation in the era of rapid technological progress. Findings from these studies, particularly in labour economics, can shed light on new directions for lifelong education policies, for example (1) parental investment in preschool learning is reflected in highly positive adult outcomes; (2) as far as education inputs are concerned, teacher quality is far more important than additional school resources; and (3) government workforce training programs are largely ineffective as compared to private training, which contribute significantly to worker productivity.

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Section: Human Capital and Lifelong Learningmentioning

confidence: 92%

Education, skill training, and lifelong learning in the era of technological revolution: a review

Kim

Park

2020

Asian-Pac Economic Lit

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“…At the same time, a growing literature in labor economics shows how employee mobility can contribute to the productivity of the destination firm (e.g. Balsvik, 2011;Ilmakunnas & Maliranta, 2016;Maliranta, Mohnen, & Rouvinen, 2009;Stoyanov & Zubanov, 2012).…”

Section: Literaturementioning

confidence: 99%

Business owners, employees, and firm performance

Maliranta

Nurmi

2018

Small Bus Econ

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The novel Finnish Longitudinal OWNer-Employer-Employee (FLOWN) database was used to analyze how the characteristics of owners and employees relate to firm performance as determined by labor productivity, survival and employment growth. Focusing on the role of the owner's formal education and previous experience as an employee, the results show that previous experience in a high-productivity firm strongly predicts high productivity and probability of survival for the entrepreneur's new firm. This can be interpreted as evidence of knowledge spillover through labor mobility. Strikingly, firms established in times of intensive excess job reallocation were found to exhibit superior productivity performance in the later phases of their life cycles.

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“…Older directors prefer security ( Child, 1974 ); they have a diminished capacity for assimilating new ideas or conducts, leading to less productivity for their organizations ( Chown, 1960 ). Along the same line Ilmakunnas and Maliranta (2016) show that the separation of older workers is profitable to firms. Therefore, we posit this hypothesis.…”

Section: Methodsmentioning

confidence: 81%

Productivity in religious orders: A management by values applied approach

Jurado-Caraballo

Rodríguez‐Fernández

2021

Heliyon

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Purpose In this theoretical-empirical study, we analyse work methodologies of Spanish Religious Orders, and their relationship with productivity, efficacy and efficiency. Design/methodology/approach In the literature review we have compiled all the applicable theories. Amongst them, Management by Values stands out and has served as the framework for the hypotheses. To test the latter, we have obtained data from face-to-face surveys, obtaining 112 valid answers. Ordinary Least Squares and Logit Model have been proposed. Findings A greater compromise of the individual with the organization generated greater values of productivity, and its higher value in the case of the female Orders when compared to the male Orders. Research limitations The conclusions presented here only refer to the data of religious organizations of Málaga (Spain) that have been analysed. Future research should consider the changes brought about by the possible merger of the different Orders and the analysis of the social work of the Church through its non-profit organizations (Cáritas or Manos Unidas). Practical implications This study can be translatable to profit-seeking organizations. If work methodology and coordinating tasks are appropriate for religious organizations, then they should also be beneficial for-profit companies. Originality/value Management by Values occupies an essential place in the direction and coordination of daily tasks and the life of religious communities. Their levels of productivity, efficacy and efficiency are a result of the strong link that joins the members to the aim of the organization.

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How does the age structure of worker flows affect firm performance?

Cited by 15 publications

References 57 publications

Education, skill training, and lifelong learning in the era of technological revolution: a review

Education, skill training, and lifelong learning in the era of technological revolution: a review

Business owners, employees, and firm performance

Productivity in religious orders: A management by values applied approach

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