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After establishment closure

PublikationRapporter
Arbetslöshet, Arbetsmarknad, Företagsnedläggning, Ingrid Ros, Kompetens för tillväxt, Kreativ förstörelse, Kristina Nyström
After establishment closure
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Mastersuppsats: ”After establishment closure – Individual characteristics that determines re-employment probabilities of displaced workers in Sweden”, Ingrid Ros (KTH 2013).

Ingrid Ros har undersökt vilka faktorer som avgör hur snabbt man kommer tillbaka i anställning efter uppsägning vid företags nedläggning. Kristina Nyström har varit handledare och arbetet ingår i forskningsprojektet Kompetens för tillväxt, som bedrivs av Ratio med finansiellt stöd av bl a Vinnova.

Uppsatsen studerar sambandet mellan individuella egenskaper för uppsagda anställda och sannolikheten för återanställning. En hazard-modell har används för att skilja utfallet att man går från arbetslöshet till egenföretagande eller att bli anställda.


Liknande innehåll

Working Paper No. 333: Balancing employment protection and what’s good for the company
Working paperPublikation
Stern, C. & Weidenstedt, L.
Publiceringsår

2020

Publicerat i

Ratio Working Paper

Sammanfattning

Like most developed countries, Sweden has institutionalized employment protection legislation, called LAS. LAS is interesting theoretically because parts of it are semi-coercive. The semi-coerciveness makes it possible for firms and unions under collective agreements to negotiate departures from the law, for instance regarding seniority rules and terminations due to employees’ fit and/or misconduct. In this sense, the law is more flexible than the legal text suggests. The present study explores how the semi-coercive institution of employment protection is perceived and implemented by managers of smaller manufacturing companies. The results suggest that managers support the idea of employment protection rules in principle but face a difficult balancing act in dealing with LAS. Thus, the institutional legitimacy of the law is low. LAS ends up producing local cultures of hypocrisy and pretense. The paper gives insights into how institutions aimed at producing good moral behavior sometimes end up producing the opposite.

Working paper No. 276: Regional resilience to displacement
Working paperPublikation
Nyström, K.
Publiceringsår

2016

Publicerat i

Ratio Working Paper

Sammanfattning

This paper contributes to knowledge about regional resilience to displacement and examines the extent to which the characteristics of the i) regional closures, ii) individuals in a region, iii) regional industry, iv) regional economy and v) regional attractiveness influence the re-employment of displaced employees. The results indicate that regions where the average size of establishment closures is large or the regional displacement rate is high exhibit increased resilience in terms of re-employing displaced employees in the same region. Unrelated and related industrial variety are positively related to resilience to displacement in regions with low re-employment capacities, whereas there is some evidence that regional attractiveness is positively related to resilience in regions with a good ability to re-employ displaced employees.
Related content: Regional resilience to displacement

New firms as employers: The wage penalty for voluntary and involuntary job switchers
Artikel (med peer review)Publikation
Nyström, K. & Zhetibaeva Elvung, G.
Publiceringsår

2015

Publicerat i
Sammanfattning

According to previous research, new firms pay lower wages (Shane, 2009). However, previous studies have been unable to control for the possibility that the opportunity costs of accepting employment at new firms may differ across individuals. In this paper, we investigate whether a wage penalty for being employed at a new firm exists if we take the individual employee’s experience and status in the labour market into consideration. We focus on individuals who decide to switch jobs and use matched employee-employer data about all firms and employees in Sweden for the period 1998-2010. Our results show that the share of job transitions into lower wages are higher for those who switch to new firms compared to incumbent firms (40 percent and 31 percent respectively). Our endogenous wage equation estimates indicate that being an involuntary job switcher has an equally negative effect on wages at both new and incumbent firms. However, the positive effect of education on wages is more pronounced for job switchers selecting into incumbent firms.

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