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| Bosley, Stacie A.. |
| Dead-end jobs can be defined as a line of work in ones early work history that leads to lower long-run wages. This study shows how early lines of work predict long-run worker wages and finds that there are significant differences in this relationship based on the skill level of the worker. In general, service-producing lines of work appear to penalize long-run wages, especially for low-skilled workers. Low-skilled workers in retail food/foodservice lines of work rank about in the middle of the spectrum between dead-end jobs and stepping stones. Long-run wage potential is better in retail food/foodservice than in manufacturing/operative jobs. On the other hand, early experience in retail food/foodservice leads to lower long-run wages, all else equal,... |
| Tipo: Working or Discussion Paper |
Palavras-chave: Long term wages; Early occupations; Retail food; Foodservice; Labor and Human Capital. |
| Ano: 2004 |
URL: http://purl.umn.edu/14301 |
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| Davis, Elizabeth E.; Bosley, Stacie A.. |
| We use national longitudinal survey data (NLSY79) to investigate the impact of local labor market conditions on the employment and earnings of rural non-college-educated workers. Results suggest that local economic conditions in the late 1990s did have a positive impact on wages, and the effect is larger for workers with no more than a high school degree compared to their college-educated counterparts. We find little evidence of a difference between rural and urban impacts, suggesting that the 1990s boom helped both rural and urban less-educated workers. These results suggest that an expanding economy continues to be a powerful anti-poverty force. |
| Tipo: Conference Paper or Presentation |
Palavras-chave: Labor and Human Capital. |
| Ano: 2002 |
URL: http://purl.umn.edu/19657 |
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| Ben-Ner, Avner; Kong, Fanmin; Bosley, Stacie A.; Burns, W. Allen; Butler, Richard; Han, Tzu-Shian; Liu, Nien-Chi; Park, Yong-Seung. |
| Most retail food firms adhere to traditional human resources management practices, with employees enjoying little involvement in decision-making and little participation in company financial returns. More than one tenth of non-food firms have innovative human resources systems, with much individual and group involvement in decision-making and financial returns, but only a minuscule proportion of food firms have such systems. At the other end of the spectrum, more than one-fifth of food stores and eating and drinking places (and nearly one-third of food wholesale firms) have traditional systems, as compared to only one-tenth of non-food firms. The tasks and the human resource practices typical of retail food firms are consistent with each other. Core... |
| Tipo: Working or Discussion Paper |
Palavras-chave: Labor and Human Capital; Marketing. |
| Ano: 1999 |
URL: http://purl.umn.edu/14315 |
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