The aim of the 2021 workshop of IZA's Environment, Health, and Labor Markets program area is to bring together researchers analyzing the impact of environmental factors and health policies on labor market outcomes, human capital outcomes, industrial activity, production decisions and demographic outcomes.
Cedefop, Eurofound and IZA Conference on Workplace and Management Practices
May 2021Philadelphia, United States
The Society of Labor Economists will hold the 26th Annual Meetings on May 14-15, 2021 at the Sonesta Philadelphia, 1800 Market Street Philadelphia, PA, 19103.
4th IZA/Higher School of Economics Workshop: Thirty Years after the Fall of the Iron Curtain: The Contribution of Labor Market Adjustment to Transition and ConvergenceOnline
This is an updated call for papers as the workshop planned for 2020 was cancelled due the COVID-19 crisis. We still would like to keep the overall theme developed for 2020, but we also intend to include two sessions that deal with the impact of COVID-19 on labor markets in post-transition and emerging economies.
We are pleased to invite submissions for the next IZA Workshop on Labor Market Institutions. The aim of the meeting is to bring together senior and junior researchers to discuss their most recent research related to labor market institutions.Madrid, Spain
The 2020 World Employment Conference originally planned to take place from September 29 to October 1 in Madrid, Spain has been postponed to September 2021.Padua, Italy
The European Association of Labour Economists are pleased to invite all labour economists to submit papers for presentations at the 33rd Annual Conference of the European Association of Labour Economists, to be held in Padua Italy, 16-18 September 2021.
4th IDSC of IZA Workshop: Matching Workers and Jobs Online - New Developments and Opportunities for Social Science and PracticeOnline
Like many forms of economic exchange, the process of matching workers to jobs has rapidly migrated online in the last two decades. Thus, understanding how online labor matching mechanisms work; how they affect economic outcomes like employment, wages, and inequality; and learning how to take advantages of the ‘big data’ that are generated by online markets all have important implications for the future of labor.
Firms differ in the ways they organise the workplace. Productivity differences between establishments have been linked to the different managerial practices adopted and types of workplace settings in place (High Performance Workplaces). The bundles of workplace practices adopted by establishments affect the quality of the work environment and the well-being of employees. Good workplaces experience less turnover and higher levels of employee engagement thus providing a link between the quality of the working life and business performance. Depending on their managerial strategy and the workplace practices they have in place, establishments design their jobs differently and have different success in leveraging the skills of their workforce. The mobilisation of human resources requires the right incentives to be in place. These may involve utilising various forms of union and non-union workers’ representation (such as works councils) or various forms of direct employee involvement. In turn, a better use of human resources can lead to efficiency gains through process innovation (for example, less machine downtime, better maintenance, improved work processes and customer care) and through a better exploitation of business opportunities, for example following improvements in product (or service) design, product (or service) innovation, or novel marketing methods. These differences at the workplace level can result in large variations in productivity between establishments, which are highly persistent, and contribute significantly to disparities in economic performance over time and across countries. Differences in productivity across establishments also drive cross-sectional wage inequality.
The aim of the conference is to bring together researchers studying organisational issues from an international comparative perspective. Contributions based on all sources of enterprise data are welcomed.
Two keynote lectures will be delivered by Professor Kathryn Shaw (Stanford University and IZA) and Professor Christopher Warhurst (University of Warwick).
Possible topics might cover (but are not limited to):
- The effects of the adoption of managerial strategies and workplace practices on wages and other business outcomes
- The effect direct and indirect employee involvement on business outcomes
- The interplay between the adoption of general management practices and bundles of workplace practices
- The relationship between job complexity and job tasks and skills use and the adoption of workplace practices
- The importance of trust in the workplace
- The effects of employee involvement on skill utilisation
- Associations between bundles of workplace practices, skills strategies and innovation
- Associations between bundles of workplace practices, skills strategies and productivity
The Program Committee will select and invite about 20 papers.
A selection of papers presented at the workshop will be included in a volume of the journal Research in Labor Economics (RLE).