Ageing, productivity and wages in Austria

Mahlberg, Bernhard; Freund, Inga; Cuaresma, Jesús Crespo; Prskawetz, Alexia

doi:10.1016/j.labeco.2012.09.005

Cited by 87 publications

(39 citation statements)

References 20 publications

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“…It is now standard in the literature on the productivity and wage effects of labour heterogeneity (see e.g. Cardoso et al 2011;Devicienti et al (2017);Garnero et al 2014;Giuliano et al 2017;Göbel and Zwick 2012;Ilmakunnas and Maliranta 2005;Mahlberg et al 2013;Nielen and Schiersch 2014). …”

Section: Methodsmentioning

confidence: 99%

Does education raise productivity and wages equally? The moderating role of age and gender

et al. 2018

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We estimate the impact of education on productivity, wage costs and productivitywage gaps (i.e. profits) using Belgian linked panel data. Findings highlight that educational credentials have a stronger impact on productivity than on wage costs. Firms' profitability is found to rise when lower educated workers are substituted by higher educated ones. This effect is found to be more pronounced among younger workers and women. Findings thus suggest that the productivity to wage cost ratio of low-educated workers is detrimental to their employability, especially when young or female. They also support the existence of a glass ceiling on women's career development.JEL Classification: C33, I21, J24, J31

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Section: Methodsmentioning

confidence: 99%

Does education raise productivity and wages equally? The moderating role of age and gender

et al. 2018

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“…Numerous researches have been published as the numbers of information quickly rises, on the relationship between age and numerous magnitudes of studies includes age discrimination [2,4,5,24,[36][37][38], age stereotypes [37,39,40] and age-related psychological factors [38,[41][42][43] as well as the employability of older employees in the organizations [26,[44][45][46][47]. In the USA, Popkin et al [48] reviewed on the impacts of an aging workforce in transportation sector by adopting the sociotechnical systems model.…”

Section: Methodsmentioning

confidence: 99%

Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya

Salah¹,

Habtoor²

2016

Review Pub Administration Manag

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This study aim to achieve a better thoughtful of the Executives' disposition to explore the factors that influence the intention to Retain Older Employees in Corporate Sectors in Libya using Theory of paling behavior as a model. However, the study analyzed the intention of managers to absorb older employees in an organization through pragmatic behaviors and engagements. As a result, the study engaged the theory of planned behavior (TPB). It focused on the unwelcome stereotype attitude meted out to the older employees in a working situation. Quantitative method of research was implemented through a well prepared questionnaire which was used to collect data on the related research questions. Over-all 600 questionnaire was dispersed but 402 was reverted. Therefore, the data gathered from the returned 402 questionnaires was then analyzed by Correlation and regression analyses which revealed a number of significant relationships between the variables (behavioral belief and Intention), (normative belief and Intention). The results indicate that behavioral belief, significantly influenced the disposition of executives' to retain older employees (β=0.499, p<0.05), also, the normative belief significantly influenced the disposition of executives' to retain older employees (β=0.336, p<0.05). Contrarily, Control belief does not significantly influenced the disposition of Executives' to retain older employees in Libyan corporate sector (β=-0.012, p>0.05). The findings unambiguously contribute to the knowledge expansion of Executives' disposition to Retain Older Employees in Various Corporate Sectors.

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“…Empirical evidence is sparse, but available information suggests that these enterprises hire a significant part of their workforce from the graduates of apprenticeship schools and vocational colleges, train them further, and keep them within the enterprise for long-periods (KMU, 2008;Hoeckel, 2010;Bock-Schappelwein et al, 2012). Mahlberg et al, (2011) find a positive link between employee age and productivity, reflecting learning-by-doing, and suggest that previously assumed productivity declines in subsequent years may be less severe due to these experience effects.…”

Section: …Driven By Flexible Medium-sized Enterprises…mentioning

confidence: 56%

Austria's Well-being Goes Beyond GDP

Röhn

Gönenç

Beer

et al. 2013

OECD Economics Department Working Papers

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JT03343359Complete document available on OLIS in its original format This document and any map included herein are without prejudice to the status of or sovereignty over any territory, to the delimitation of international frontiers and boundaries and to the name of any territory, city or area. 71 Unclassified English -Or. English 71 2 ABSTRACT/RÉSUMÉ Austria's well-being goes beyond GDPAustria enjoys strong material well-being and high quality of life. Steady convergence with top GDP per capita levels translated into decisive improvements in household disposable incomes while significant redistribution has ensured low income inequality and poverty. This has been combined with gains in leisure time, especially time spent in retirement, low unemployment, high environmental standards, rising life expectancy, a well-functioning social support network and high subjective well-being. This performance was achieved with a unique combination of supportive conditions for a dynamic business sector, priority for family based care, a wide supply of public services, and a well-functioning social partnership. Particularly remarkable for a small open economy has been the degree of stability, which may have contributed to Austria's high quality of life. However, a number of weaknesses also exist. Older, unskilled and in particular people with migrant background, have lower labour market attachments. Outcomes in education and health care are subject to inequalities. Family services are still mainly carried out by women, who have closed the gap in education attainment with men but face tensions between work and family responsibilities and a high wage gap. The gaps experienced by people with migrant background are in several dimensions larger than in the average OECD country. This Working Paper relates to the 2013 OECD Economic Survey of Austria (http://www.oecd.org/eco/surveys/austria-2013.htm).JEL classification: D31; D60; H40; I31; O52. Keywords: Austria, well-being, quality of life, productivity, family, social partnership ******** En Autriche, le bien-être ne se limite pas au PIB En Autriche, le bien-être matériel et la qualité de vie sont élevés. Un mouvement constant de convergence vers un PIB par habitant élevé a permis une nette amélioration du revenu disponible des ménages. Parallèlement, une redistribution importante a permis que les inégalités de revenu et le taux de pauvreté soient faibles. À cela s'ajoutent une augmentation du temps disponible pour les loisirs, en particulier du temps passé à la retraite, un faible taux de chômage, une bonne qualité de l'environnement, un allongement de l'espérance de vie et un bien-être subjectif élevé. L'Autriche doit ces résultats à un modèle unique en son genre, qui associe des conditions favorables au dynamisme du secteur privé, une priorité accordée à la prise en charge familiale, une offre développée de services publics et un système de partenariat social efficace. Un certain nombre de faiblesses existent cependant. Ainsi, les travailleurs âgés et non qualifiés et, surtout, les...

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Ageing, productivity and wages in Austria

Cited by 87 publications

References 20 publications

Does education raise productivity and wages equally? The moderating role of age and gender

Does education raise productivity and wages equally? The moderating role of age and gender

Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya

Austria's Well-being Goes Beyond GDP

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