Industrial Relations

Job training is one of the most important aspects of skill formation and human capital accumulation. In this study, we use longitudinal Canadian linked employer–employee data to examine whether white/visible minority immigrants and Canadian‐born emplooyees experience different opportunities in two well‐defined measures of firm‐sponsored training: on‐the‐job training and classroom training. While we find no differences in on‐the‐job training between different groups, our results suggest that visible minority immigrants are significantly less likely to receive classroom training, and receive fewer and shorter classroom training courses, an experience that is not shared by white immigrants. For male visible minority immigrants, these gaps are entirely driven by their differential sorting into workplaces with fewer training opportunities. For their female counterparts, however, they are mainly driven by differences that emerge within workplaces. We find no evidence that years spent in Canada or education level can appreciably reduce these gaps. Accounting for potential differences in career paths and hierarchical level also fails to explain these differences. We find, however, that these gaps are only experienced by visible minority immigrants who work in the for‐profit sector, with those in the nonprofit sector experiencing positive or no gaps in training. Finally, we show that other poor labor market outcomes of visible minority immigrants, including their wages and promotion opportunities, stem in part from these training gaps.

Benoit Dostie

Mohsen Javdani

Industrial Relations: A Journal of Economy and Society

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

移民与职场培训：来自加拿大雇主-雇员关联数据的证据

Abstract This article uses the British Workplace Employee Relations Survey to investigate the links between gender or ethnic diversity and workers' level of trust in managers or the extent of identity with the values and objectives of the firm – dimensions of what we might call social capital within the workplace. These are both factors that one might expect to make firms more cooperative and, hence, productive. Controlling for plants workforce composition, we find an opposite effect of females and ethnic minorities: a higher female share in the plant is associated with higher trust and identity for both men and women (men much more than women), while a higher minority share is associated with lower trust and identity.

Thomas Breda

Alan Manning

Industrial Relations A Journal of Economy and Society

Diversity and social capital within the workplace: Evidence from Britain

工作场所的多样性与社会资本：来自英国的证据

Abstract The Labor Standards Act of Japan requires employers to compensate employees based on hours worked, but exemptions apply to specific occupations with agreements between employers and employees. We assess the impact of being exempted on hours worked, earnings, and the physical and mental health conditions of employees. We find that, on average, exempt workers work longer hours and earn more than nonexempt workers, without hurting their health status. We also find, however, that being exempted exacerbates health status when it is applied to employees who do not have discretion in how and when they work.

Yutaro Izumi

Daiji Kawaguchi

Sachiko Kuroda

Taiga Tsubota

Exemption and work environment

豁免与工作环境

Abstract Pay secrecy (PS) policies, commonly found in the US private sector, restrict pay communication among employees. Previous research suggests that these policies help prevent pay dissatisfaction and attrition among low earners by limiting salary comparisons. However, by exploiting the staggered adoption of PS bans across US states as a negative shock to PS, I find no causal relationship between PS and voluntary turnover. This suggests that workers' reluctance to ask others about their pay renders PS policies irrelevant for retention purposes. This, in turn, highlights the need for organizations to consider alternative approaches to enhance employee retention and commitment.

Carlos Acuna

Do pay secrecy policies prevent voluntary turnover?

薪酬保密政策能防止自愿离职吗？

Abstract In this article, we study whether performance evaluations can serve as an instrument for firms to increase employee retention. Feedback on one's own performance may affect individual turnover intentions differently depending on the relative wage rank of workers among their peers. In line with these considerations, empirical evidence based on panel employer–employee data shows that relatively low‐paid employees decrease their turnover intentions after the implementation of a performance evaluation system at the establishment level. We find no effect for relatively high‐paid employees.

Laura Pohlan

Susanne Steffes

Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data

绩效评估与员工离职意向：基于雇主-雇员关联数据的实证证据

Abstract This paper addresses the role of technology in shaping worker‐level task prices, exploiting within‐occupation variation using a unique survey linked to administrative data for over 180,000 Dutch workers between 2014 and 2020. Nonroutine abstract and interactive tasks are related to wage premia, and routine tasks to wage penalties. However, these task returns vary according to exposure to the types of (new) technology, such as computers, robots and artificial intelligence. Overall, wages are higher in technology‐intensive industries, but newer technologies target non‐routine tasks differently. This may have profound implications for the nonroutine wage premium given the rise of artificial intelligence.

Femke Cnossen

Tasks, wages and new technologies<sup>1</sup>

任务、工资与新技术<sup>1</sup>

短名	Ind Relat
Journal Impact	2.29
国际分区	INDUSTRIAL RELATIONS & LABOR(Q2)
期刊索引	SCI Q3中科院 3 区

ISSN	0019-8676, 1468-232X
h-index	63
国内分区	管理学(3区)管理学劳动关系学(3区)

涉及主题	经济政治学劳动经济学法学业务社会学人口经济学计算机科学市场经济数学
出版信息	出版商: Wiley-Blackwell Publishing Ltd，出版周期: ，期刊类型: journal，开源期刊: 否
基本数据	创刊年份: 1961，原创研究文献占比: 100.00%，自引率:12.50%， Gold OA占比: 50.68%

Industrial Relations

期刊引文格式

有 1 位以上作者的期刊

有 2 位作者的期刊

有 3 位作者的期刊

有 5 位以上作者的期刊

书籍引用格式

学位论文引用格式

网页引用格式

专利引用格式

手工熬夜修改参考文献？研飞自动匹配期刊，一键轻松成稿，支持 Word/WPS

投稿经验分享

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

Diversity and social capital within the workplace: Evidence from Britain

Exemption and work environment

Do pay secrecy policies prevent voluntary turnover?

Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data

Diversity and social capital within the workplace: Evidence from Britain

Exemption and work environment

Do pay secrecy policies prevent voluntary turnover?

Tasks, wages and new technologies¹

Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data

Industrial Relations

期刊引文格式

有 1 位以上作者的期刊

有 2 位作者的期刊

有 3 位作者的期刊

有 5 位以上作者的期刊

书籍引用格式

学位论文引用格式

网页引用格式

专利引用格式

手工熬夜修改参考文献？研飞自动匹配期刊，一键轻松成稿，支持 Word/WPS

投稿经验分享

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

Diversity and social capital within the workplace: Evidence from Britain

Exemption and work environment

Do pay secrecy policies prevent voluntary turnover?

Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data

Diversity and social capital within the workplace: Evidence from Britain

Exemption and work environment

Do pay secrecy policies prevent voluntary turnover?

Tasks, wages and new technologies1

Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data

Tasks, wages and new technologies¹