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This article examines the effect of top income shares on crude death and infant mortality rates. We use balanced panel data that covers nine advanced countries over the period 1952-1998. Top income shares are measured as the shares of pre-tax income going to the richest 0.1 per cent, 1 per cent, and 10 per cent of the population. The main finding is that there is no overall relationship between top income shares and mortality measures. We also estimate separate effects on both female and male mortality rates. If anything, these estimates suggest that the male death rate is negatively correlated with inequality.

Die Studie untersucht, wodurch regionale Erwerbslosigkeit in Finnland bestimmt wird. Die Evaluation des regionalen Arbeitsmarktes stützt sich auf Paneldaten. Der bemerkenswerte Befund besteht darin, dass die Neuordnung der Arbeitsmärkte die Erwerbslosenrate in den finnischen Regionen senkt. Mit anderen Worten: die Neuzuteilung von Arbeitskräften scheint der regionalen Erwerbstätigkeit gut zu tun. (IAB)

This paper examines the employment effects of mergers and acquisitions (M&As) by using matched establishment-level data from Finland. Our data register practically almost all M&As in all sectors. We compare the employment effects of cross-border M&As with the effects arising from two different types of domestic M&As and internal restructurings. The results show that cross-border M&As lead to downsizing in manufacturing employment. The effects of cross-border M&As on employment in non-manufacturing are much weaker. Changes in ownership associated with domestic M&As and internal restructurings also typically cause employment losses, but they exhibit an interesting sectoral variation.

AbstractThe literature on the Ghent system has focused on the link between voluntary unemployment insurance and union membership in terms of industrial relations. Less attention has been paid to unemployment benefits and employees' decision‐making concerning unemployment insurance, even though the core function of the Ghent system is to provide unemployment insurance. This paper examines both of the options that precarious workers (i.e., part‐timers, temporary employees, and low‐skilled service employees) choose regarding unemployment insurance membership and the change in union density after the Ghent system reform in Finland. First, the results show that the growth of the independent unemployment insurance fund was the main reason for declining union density in the 2000s and early 2010s. Second, in terms of precarious workers, we find that the emergence of the independent fund has affected their choices about unemployment insurance membership and that their choices depend on the type of precarious employment they have. Moreover, part‐timers and temporary employees younger than 35 years of age are much less likely to enroll in unemployment insurance than older employees who have the same types of employment contracts.

We construct multi-country employer-employee data to examine the consequences of last-in, first-out rules. We identify the effects by comparing worker exit rates between different units of the same firms operating in Sweden and Finland, two countries that have different seniority rules. We observe a relatively lower exit rate for more senior workers in Sweden in the shrinking firms and among the low-wage workers. These empirical patterns are consistent with last-in, first-out rules in Sweden providing protection from dismissals for the more senior workers among the worker groups to whom the rules are most relevant. Similarly, we observe a steeper seniority-wage profile in Sweden, suggesting that last-in, first-out rules may also be beneficial for more senior workers in terms of compensation. ; peerReviewed

We use twin data linked to register‐based information on earnings to examine the long‐standing puzzle of nonexistent compensating wage differentials. The use of twin data with a panel dimension allows us to alleviate the impact of otherwise unobserved productivity differences that have been the prominent reason for estimation bias in prior studies. Using a twin design, we find some evidence for positive compensation of adverse working conditions in the labor market.

We construct a multi-country employer-employee data to examine the consequences of employment protection. We identify the effects by comparing worker exit rates between units of the same firm that operate in two countries that have different seniority rules. The results show that last-in-first-out rules reduce dismissals of older, more senior workers, especially in shrinking multinational firms, and increase their bargaining power, resulting in a steeper seniority-wage profile.

We construct a multi-country employer-employee data to examine the consequences of employment protection. We identify the effects by comparing worker exit rates between units of the same firm that operate in two countries that have different seniority rules. The results show that last-in-first-out rules reduce dismissals of older, more senior workers, especially in shrinking multinational firms, and increase their bargaining power, resulting in a steeper seniority-wage profile.

We construct a multi-country employer-employee data to examine the consequences of employment protection. We identify the effects by comparing worker exit rates between units of the same firm that operate in two countries that have different seniority rules. The results show that last-in-first-out rules reduce dismissals of older, more senior workers, especially in shrinking multinational firms, and increase their bargaining power, resulting in a steeper seniority-wage profile.