Labor market institutions, firm-specific skills, and trade patterns

Tang, Heiwai

doi:10.1016/j.jinteco.2012.01.001

Cited by 36 publications

(6 citation statements)

References 58 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Becker et al (2012) prove that high fixed costs in export-oriented industries require well developed financial markets. Tang (2012) argues that countries with highly protective labour markets demonstrate comparative advantage in goods intensive in firm-specific skills. On the other hand, countries with more flexible labour markets demonstrate comparative advantage in industries that are more volatile (Cunat and Melitz, 2012).…”

Section: Literature Reviewmentioning

confidence: 99%

European imbalances and shifts of global value chains to the Central European periphery: role of institutions

Sankot¹,

Hnát²

2019

Auc Geographica

View full text Add to dashboard Cite

This article deals with the topic of European imbalances. They are defined as large and persistent differences in the current account position of European countries, which are closely connected to the emergence of the financial crisis and the subsequent sovereign debt crisis in 2008. A build-up in current account deficits had been observed from the mid-1990s, namely in two peripheral regions of the EU. However, little attention was paid to the potential differences between the Southern and Central European peripheries of the EU. The emergence of large and persistent current account deficits in Southern Europe was accompanied by a significant shift in gains from global value chains. The aim of this paper is to evaluate the factors that co-determined the changes in the geographic structure of GVCs in Europe. These changes decreased GVC income in Southern Europe, increased it in Central Europe and contributed to the build-up of account imbalances in Southern Europe. Despite the fact that Central Europe was among the deficit regions in European imbalances, the four Central European countries substantially increased their gains from global value chains as well as GVC participation. The shift in GVC activity towards Central Europe between 1995 and 2011 was driven not only by total labour costs but also by better regulatory quality. At the same time, TNCs switching from Southern to Central Europe had to accept worse quality contract enforcement.

show abstract

Section: Literature Reviewmentioning

confidence: 99%

European imbalances and shifts of global value chains to the Central European periphery: role of institutions

Sankot¹,

Hnát²

2019

Auc Geographica

View full text Add to dashboard Cite

show abstract

“…Time within an organization is needed for workers to acquire organization-specific HCR, such as by becoming familiar with organizational routines and processes (Becker, 1964; Tang, 2012; Tsui, Pearce, Porter, & Tripoli, 1997), establishing relationships with coworkers, and being exposed to different roles and functions (Gibbons & Waldman, 2004; Ortega, 2001). Thus, when internal hires assume their new role, they likely possess a significant amount of organization-specific resources.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Build or buy? The individual and unit-level performance of internally versus externally selected managers over time.

DeOrtentiis

Iddekinge

Ployhart

et al. 2018

Journal of Applied Psychology

View full text Add to dashboard Cite

At some point, hiring managers in all organizations face the decision of whether to fill open positions with internal candidates (e.g., through promotions) or to hire external candidates (e.g., from competitors or new entrants into the labor market). Despite this ubiquitous choice, surprisingly little research has compared the effectiveness of internal and external selection or has identified situations in which 1 approach may be better than the other. The authors use theory on human capital resources to predict differences between internal and external hires on manager- and unit-level outcomes. Analysis of data from a quick-service retail organization (N = 3,697) suggested that internally hired managers demonstrated higher levels of individual job performance and commanded lower starting salaries than externally hired managers. At the unit-level, operations led by internal hires demonstrated higher performance on organization-specific criteria (i.e., service performance), whereas no internal-external differences were found on more general criteria (i.e., financial performance). They also found some evidence that differences in unit service performance decreased over time (but did not diminish completely) as external hires improved at a slightly faster rate than internal hires. Overall, these findings underscore the complexity of the recurring "build or buy" decision. The results also suggest that internal hires generally outperform external hires, both individually and collectively, and they do so for less money. (PsycINFO Database Record

show abstract

“…This is indeed an important concern in a labour abundant country seeking to gain a comparative advantage by becoming skill abundant. There is, by now, a good deal of empirical support for the proposition that labour market institutions affect workers incentives to acquire firm-specific skills on the job and thereby shape the export patterns of countries (Tang 2012 ). While the Make in India policy seems to aspire "to transform India into a global design and manufacturing hub", the skilling policy is devoid of any recognition of specific skills.…”

Section: Introductionmentioning

confidence: 99%

Specific Human Capital and Skills in Indian Manufacturing: Observed Wage and Tenure Relationships from a Worker Survey

Singh

Das

Kumar

2022

Ind. J. Labour Econ.

View full text Add to dashboard Cite

Successive Indian governments have attempted to increase the growth in employment alongside encouraging skill enhancement. Against this background, we empirically explore issues surrounding the investment in specific capital by workers. In particular, we try to discern the presence of specific human capital investment by investigating whether there is a link between tenure and wages and find that there is indeed such a link evident in India. This allows us to infer that it is valuable to have long-term relations between employers and their workers and therefore labour market institutions that support long-term employer–employee relationship need to be encouraged.

show abstract

Labor market institutions, firm-specific skills, and trade patterns

Cited by 36 publications

References 58 publications

European imbalances and shifts of global value chains to the Central European periphery: role of institutions

European imbalances and shifts of global value chains to the Central European periphery: role of institutions

Build or buy? The individual and unit-level performance of internally versus externally selected managers over time.

Specific Human Capital and Skills in Indian Manufacturing: Observed Wage and Tenure Relationships from a Worker Survey

Contact Info

Product

Resources

About