scholarly journals The Labor Market Returns to Cognitive and Noncognitive Ability: Evidence from the Swedish Enlistment

2011 ◽  
Vol 3 (1) ◽  
pp. 101-128 ◽  
Author(s):  
Erik Lindqvist ◽  
Roine Vestman
Keyword(s):  
Labor Market ◽  
Cognitive Ability ◽  
Strong Evidence ◽  
Labor Market Outcomes ◽  
Skilled Workers ◽  
Personal Interview ◽  
Market Returns ◽  
Market Outcomes ◽  
Noncognitive Ability ◽  
Annual Earnings

We use data from the Swedish military enlistment to assess the importance of cognitive and noncognitive ability for labor market outcomes. The measure of noncognitive ability is based on a personal interview conducted by a psychologist. We find strong evidence that men who fare poorly in the labor market—in the sense of unemployment or low annual earnings—lack noncognitive rather than cognitive ability. However, cognitive ability is a stronger predictor of wages for skilled workers and of earnings above the median. (JEL J24, J31, J45)

scholarly journals Do Temporary-Help Jobs Improve Labor Market Outcomes for Low-Skilled Workers? Evidence from “Work First”

2010 ◽  
Vol 2 (3) ◽  
pp. 96-128 ◽  
Author(s):  
David H Autor ◽  
Susan N Houseman
Keyword(s):  
Labor Market ◽  
Labor Market Outcomes ◽  
Welfare To Work ◽  
Skilled Workers ◽  
Market Outcomes ◽  
Work Program ◽  
Unique Structure ◽  
Temporary Help ◽  
Work First

Temporary-help jobs offer rapid entry into paid employment, but they are typically brief and it is unknown whether they foster longer term employment. We utilize the unique structure of Detroit's welfare-to-work program to identify the effect of temporary-help jobs on labor market advancement. Exploiting the rotational assignment of welfare clients to numerous nonprofit contractors with differing job placement rates, we find that temporary-help job placements do not improve and may diminish subsequent earnings and employment outcomes among participants. In contrast, job placements with direct-hire employers substantially raise earnings and employment over a seven quarter follow-up period. (JEL J22, J23, J24, J31, J68)

Are tattoos associated with employment and wage discrimination? Analyzing the relationships between body art and labor market outcomes

2018 ◽  
Vol 72 (5) ◽  
pp. 962-987 ◽  
Author(s):  
Michael T French ◽  
Karoline Mortensen ◽  
Andrew R Timming
Keyword(s):  
Labor Market ◽  
Labor Market Outcomes ◽  
The United States ◽  
Job Applicants ◽  
Wage Discrimination ◽  
Body Art ◽  
Market Outcomes ◽  
Hiring Managers ◽  
Research Findings ◽  
Annual Earnings

Do job applicants and employees with tattoos suffer a penalty in the labor market because of their body art? Previous research has found that tattooed people are widely perceived by hiring managers to be less employable than people without tattoos. This is especially the case for those who have visible tattoos (particularly offensive ones) that are difficult to conceal. Given this backdrop, our research surprisingly found no empirical evidence of employment, wage or earnings discrimination against people with various types of tattoos. In our sample, and considering a variety of alternative estimation techniques, not only are the wages and annual earnings of tattooed employees in the United States statistically indistinguishable from the wages and annual earnings of employees without tattoos, but tattooed individuals are also just as likely, and in some instances even more likely, to gain employment. These results suggest that, contrary to popular opinion as well as research findings with hiring managers and customers, having a tattoo does not appear to be associated with disadvantage or discrimination in the labor market.

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