Search, mismatch and unemployment

Blázquez, Maite; Jansen, Marcel

doi:10.1016/j.euroecorev.2007.03.005

Cited by 36 publications

(52 citation statements)

References 19 publications

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“…Economic theory implies this connection in search and matching models in which training is considered a supplement to formal education in the way that it bridges the gap between generic skills acquired through schooling and specific skills required in the workplace (Acemoglu & Pischke, 1999;Arulampalam et al, 2004). Consequently, training is expected to contribute to the adjustment between workers' potential productivity and the productivity ceiling of the job in which they are employed (Blazquez & Jansen, 2008).…”

Section: Skill Mismatch and Human Capital Investmentmentioning

confidence: 99%

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Sequeda¹,

Künn²,

Grip³

2017

Research in Labor Economics

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. This paper provides more insight into the relevance of the assumption of human capital theory that the productivity of job-related training is driven by the improvement of workers' skills. We analyse the extent to which training and informal learning on the job are related to employee skill development and consider the heterogeneity of this relationship with respect to workers' skill mismatch at job entry. Using data from the 2014 European Skills Survey, we find -as assumed by human capital theory -that employees who participated in training or informal learning show greater improvement of their skills than those who did not. The contribution of informal learning to employee skill development appears to be larger than that of training participation. Nevertheless, both forms of learning are shown to be complementary. This complementarity between training and informal learning is related to a significant additional improvement of workers' skills. The skill development of workers who were initially underskilled for their job seems to benefit the most from both training and informal learning, whereas the skill development of those who were initially overskilled benefits the least. Work-related learning investments in the latter group seem to be more functional in offsetting skill depreciation than in fostering skill accumulation. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SJEL Classification: J24, M53

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Section: Skill Mismatch and Human Capital Investmentmentioning

confidence: 99%

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Sequeda¹,

Künn²,

Grip³

2017

Research in Labor Economics

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“…Secondly, the way in which the labour market manages its resource allocation can also influence the impact of skills mismatch on unemployment. The impact of skills mismatch is greatest when high-skill workers accept all jobs of varying skill requirements, but lowest when they exclusively accept high-skill jobs-'cross-skill matching' job allocation and 'ex-post segmentation' respectively (Blázquez & Jansen 2008). This is under the condition that demands for highability workers are greater than the demand for low-ability workers.…”

Section: Implications Of Skills Obsolescence Skills Mismatchmentioning

confidence: 92%

“…Consequently, such skill differentiation enables firms to monopolise wages in the labour market (Thisse & Zenou 2000;Vieira 2005;Greenspan 1996), which results in greater unemployment at the lower end of the wage distribution (Manacorda & Petrongolo 1999). The rationale behind this is that employers are more willing to employ individuals of higher education as they are a better match with the job requirements (Blázquez & Jansen 2008), or, in other words, high-skilled workers have a higher capacity to grasp the ever growing development of new and complex instruments used in the job (Goldin & Katz 2008). The described consequences of such technological progress can be attributed towards skilled obsolescence giving rise to skills mismatch.…”

Section: Introductionmentioning

confidence: 99%

Technology as a driver of skills obsolescence and skills mismatch: Implications for the labour market, society and the economy

Santoso¹

2016

AURJ

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The aim of this paper is to synthesise and build on the discourse of technological implications for the workforce in a post-information age. It has found that throughout history, the advance of technology is correlated with social issues, particularly issues of rising unemployment as a result of skills obsolescence and mismatch. However, as long as appropriate measures to adjust to technological changes are taken, unemployment will only remain as a temporary phase. The pursuit of lifelong learning and adoption of strategic human resource management is found to be an effective solution in bridging the gap and slowing down the rate of skills mismatch. Individuals can also pursue the increasing job opportunities emerging within knowledge-intensive and technology sectors. Furthermore, talent brokers have a growing role as an intermediary to the supply and demand of skills.

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“…Gertler and Trigari (2009) introduce staggered bargaining in a matching model with the hope of resolving the unemployment volatility puzzle (as described in Pissarides (2009)). Blazquez and Jansen (2008) propose a matching model with heterogenous agents on both sides to assess whether the market equilibrium ends up being efficient (it doesn't). Ortega (2003) uses a model with ex-post heterogeneous firms to show that the existence of a legal limits on hour choices can enhance efficiency with respect to laissez-faire.…”

Section: Introductionmentioning

confidence: 99%

Bargaining Frictions, Labor Income Taxation and Economic Performance

Auray

Danthine

2008

SSRN Journal

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This paper is an attempt to explain differences in economic performance between a subset of OECD countries. We classify countries in terms of their degree of rigidity in the labor market, and use a matching model with labor/leisure choice, bargaining frictions, and labor income taxation to capture these rigidity differences. Added flexibility improves economic performance in different ways depending on whether income taxation is high or low. Feeding income taxation rates estimated from the countries at hand, we find that the model is able to replicate the observed rigidity levels. The model is also shown to reproduce well cross-country differences in non-employment population ratios and the share of part-time jobs. In the absence of rigidity differences, taxation shows little promise to replicate cross-country differences, as it has insufficient quantitative effects on production and productivity. However, the interaction of rigidity and income taxation is crucial in explaining the empirical patterns of the non-employment rate and of the share of parttime jobs.

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Search, mismatch and unemployment

Cited by 36 publications

References 19 publications

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Technology as a driver of skills obsolescence and skills mismatch: Implications for the labour market, society and the economy

Bargaining Frictions, Labor Income Taxation and Economic Performance

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