This work consists of four seemingly independent research tasks, using the British Household Panel Survey. Firstly, we endeavour to ascertain the impact of personal characteristics on the concept of Job Mobility with respect to Hour Constraints. Descriptive evidence suggests that almost 40% of British employees are not happy with their working hours. Whether this fact can stimulate job mobility is of our primary interest. We then focus on job satisfaction in attempt to isolate those parameters that can have a decisive effect on it. We exploit a series of subjectively measured covariates in order to tackle unobserved heterogeneity and handle the issue of interpersonal judgements in a more consistent way. Additionally, we estimate job satisfaction profiles to see if the pattern of job satisfaction is different between those employees who changed job and those who did not. The third empirical chapter examines the issues of earnings profiles between the private and the public sector. We argue that the motivational basis for choosing either sector is fundamentally different and this fact should have an impact on the relevant earnings profiles. Public sector workers are expected to exchange a flatter earnings profile for non-pecuniary aspects of their job, including the satisfaction with the work it self. Finally, we look at the probability of becoming self-employed, conditional upon the receipt of a windfall and the consideration of social capital variables. We want to see if the inclusion of the latter can have any impact on the predicting power of windfalls, given that recent research highlighted the relationship between social capital variables and the probability of receiving a windfall.
|Date of Award||1 May 2009|
|Supervisor||John Sessions (Supervisor)|
Job Mobility, Job Satisfaction, Earnings Profiles and the Exogeneity of Windfalls: Evidence from the UK
Katsaros, A. (Author). 1 May 2009
Student thesis: Doctoral Thesis › PhD