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"The global economic crisis has led to a sharp slowdown in growth and an even greater slowdown in employment creation. The resulting deterioration in the quality of employment has exacerbated the longer-term trend of rising inequal-ity. Jobless growth has dampened output growth through a worsening income dis-tribution. Wages are costs on the supply side but are also incomes on the demand side, so that prot-led growth and wage-led growth are complements, not substitutes. Thus, growth can create jobs, while added jobs can drive growth. More employ-ment and better jobs can also mitigate rising inequality. If macroeconomic policies focus on fostering employment creation and supporting economic growth, rather than on price stability and balanced budgets, employment would revive growth and reduce inequality"

"The global economic crisis has led to a sharp slowdown in growth and an even greater slowdown in employment creation. The resulting deterioration in the quality of employment has exacerbated the longer-term trend of rising inequal-ity. Jobless growth has dampened output growth through a worsening income dis-tribution. Wages are costs on the supply side but are also incomes on the demand side, so that prot-led growth and wage-led growth are complements, not substitutes. Thus, growth can create jobs, while added jobs can drive growth. More employ-ment and better jobs can also mitigate rising inequality. If macroeconomic policies focus on fostering employment creation and supporting economic growth, rather than on price stability and balanced budgets, employment would revive growth and reduce inequality"

"The global economic crisis has led to a sharp slowdown in growth and an even greater slowdown in employment creation. The resulting deterioration in the quality of employment has exacerbated the longer-term trend of rising inequal-ity. Jobless growth has dampened output growth through a worsening income dis-tribution. Wages are costs on the supply side but are also incomes on the demand side, so that prot-led growth and wage-led growth are complements, not substitutes. Thus, growth can create jobs, while added jobs can drive growth. More employ-ment and better jobs can also mitigate rising inequality. If macroeconomic policies focus on fostering employment creation and supporting economic growth, rather than on price stability and balanced budgets, employment would revive growth and reduce inequality"

"Theories of efficiency wage and human capital formation suggest that both should have a significant influence on employee turnover in offshore manufacturing sites....."

"Workers' committees in Israel are adapting to the neoliberal economy, and the resulting changes in the labour market, by increasingly accepting various non-standard forms of employment. At the same time, however, they are resisting this reconfiguration of the capitalist economy, in an effort to safeguard workers' rights. Torn between the two positions, workers' committees find themselves in a state of permanent “liminality”, their role reduced to merely seeking compromises and ad hoc solutions. As a result, opposition to the adverse effects of non-standard employment remains localized and fragmented, thereby consolidating such employment arrangements."

"Based on comprehensive regression analysis, the authors find that weak wage growth and a smaller labour share of national income significantly reduce labour productivity growth. They conclude that supply-side labour market reforms have contributed to reducing labour productivity growth: this cannot be explained by a deregulation-induced inflow of low-productivity labour as proposed by OECD researchers. They also discuss why deregulation, easier firing and higher labour turnover may damage learning and knowledge accumulation in companies, notably by weakening the functioning of the “routinized” innovation model (“Schumpeter II”). Finally, their findings raise doubts about the relevance of Baumol's law and Verdoorn's law."

"This article investigates the wage effects of employment in care work – conceptualized as work providing face-to-face client services that strengthen the health, skills or safety of recipients – in 12 countries representing a range of economic and policy contexts. While previous research has found an earnings penalty for care work, this article finds remarkable cross-national variation in that effect. The authors find that worker characteristics and job characteristics shape the effect of care employment on earnings. They also consider how country-level factors – earnings inequality, size of public sector, and trade union strength – impact upon cross-national variation in the effect of care employment on earnings."

"his paper examines the implications and issues for female employment under the rationale of “diverse regular employees,” whereby restrictions are placed on an employee’s work type, place of work, etc. In Japan, the introduction of a course-based employment management system has been advocated by employers’ associations since around the 1980s. Particularly in larger companies, the majority of male employees have been hired on the “managerial career track,” with no restriction on working hours, work type and place of work, and the majority of females on the “clerical career track,” with restrictions on work type and place of work, on the assumption of short-term employment. The conventional course-based employment management system and “diverse reg- ular employees” resemble each other, in that they both create categories of employment management in which there are restrictions on the work type and place of work, etc. But if we consider the ideal employment management sys- tem, there is a difference as to whether the respective employment is “short-term” or “medium- to long-term.” Depending on how systems are de- signed with a view to forming medium- to long-term careers, the policy of “diverse regular employees” could in fact both reinforce and eliminate Japan’s gender pay gap and gender imbalance in types of employment, which are on the large side among industrialized nations"

"In the field of labor administration in Japan there is growing interest in the in- troduction of “restricted regular employment.” This paper investigates two types of restricted regular employment: regular employment with restrictions on type of work (“work-type-restricted regular employment”) and regular em- ployment with restrictions on work location (“work-location-restricted regular employment”). It provides analysis of quantitative and qualitative data that sheds light on the extent to which such employees are currently utilized, what kinds of places of business utilize them, and the attributes, aspects of em- ployment, and personnel management challenges of each type. Work-type-restricted regular employees face difficulties developing their ca- reer to managerial level, due to the fact that they are assigned different work duties and receive different training to regular employees without restrictions on their work type. They also consequently tend to remain in a job for shorter periods than regular employees without restrictions on their work type. Work-location-restricted regular employees tend to have lower wage levels than regular employees without restrictions on their work location. As work-location-restricted regular employees may engage in the same work du- ties as regular employees without restrictions on their work location, they are prone to be dissatisfied with their wages. In order to allow for more wide- spread use of work-type-restricted regular employment, it is necessary to es- tablish external labor markets—namely, to develop environments in which such employees can change jobs without disadvantage—and in order to allow for more widespread use of work-location-restricted regular employment it is necessary to establish systems within companies by which employees from various employment categories are able to voice their opinions on wage levels."