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Author: O'Halloran, Patrick L.
Resulting in 3 citations.
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O'Halloran, Patrick L. |
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Gender Differences in Formal On-The-Job Training: Incidence, Duration, and Intensity Labour: Review of Labour Economics and Industrial Relations 22,4 (December 2008): 629-659. Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1467-9914.2008.00427.x/abstract Cohort(s): NLSY79 Publisher: Blackwell Publishing, Inc. => Wiley Online Keyword(s): Discrimination; Discrimination, Sex; Gender Differences; Training, On-the-Job This paper explores whether there is a gender gap in the incidence, duration, intensity, and number of events of on-the-job training. Overall, women appear to receive a higher incidence of on-the-job training whereas men receive on-the-job training of longer duration. Including measures intended to capture the extent of labor force attachment and expected tenure fails to reduce the gender gap in the duration of on-the-job training. Therefore, the gender gap in the duration of on-the-job training must be attributed to differences in unobserved worker characteristics that differ by gender or discrimination. |
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Bibliography Citation
O'Halloran, Patrick L. "Gender Differences in Formal On-The-Job Training: Incidence, Duration, and Intensity." Labour: Review of Labour Economics and Industrial Relations 22,4 (December 2008): 629-659.
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O'Halloran, Patrick L. |
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Performance Pay and Employee Turnover Journal of Economic Studies 39,6 (2012): 653-674. Also: http://www.emeraldinsight.com/doi/abs/10.1108/01443581211274601 Cohort(s): NLSY79 Publisher: Emerald Keyword(s): Job Turnover; Performance pay Permission to reprint the abstract has not been received from the publisher. The purpose of this paper is to explore how various performance related pay (PRP) schemes influence employee turnover. It also tests whether profit sharing has a differential impact on turnover in comparison to other forms of PRP. |
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Bibliography Citation
O'Halloran, Patrick L. "Performance Pay and Employee Turnover." Journal of Economic Studies 39,6 (2012): 653-674.
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| 3. |
O'Halloran, Patrick L. |
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Union Coverage, Membership and Performance-Related Pay: Are Piece Rates Different? National Institute Economic Review 226,1 (November 2013): R30-R41. Also: http://ner.sagepub.com/content/226/1/R30.abstract Cohort(s): NLSY79 Publisher: Sage Publications Keyword(s): Benefits, Fringe; Performance pay; Unions Permission to reprint the abstract has not been received from the publisher. This paper revisits a literature on the links between unionisation and performance-related pay (PRP), which offers a disparate set of results. Part of the reason for this is the usual inability to distinguish between different types of PRP and the lack of rich panel data containing such measures. Analysis of panel data containing six separate PRP schemes reveals that union members are less likely to receive PRP in general and less likely to receive bonus payments, stock options, or profit sharing than non-members. Furthermore, profit sharing is negatively related to both union membership and coverage. However, union members or those covered by a union contract are more likely to be paid piece rates, providing further evidence that piece-rate pay differs from other forms of PRP. Copyright © 2013 by National Institute of Economic and Social Research |
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Bibliography Citation
O'Halloran, Patrick L. "Union Coverage, Membership and Performance-Related Pay: Are Piece Rates Different?" National Institute Economic Review 226,1 (November 2013): R30-R41.
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