Job and worker flows in the Finnish business sector are studied during a deep recession in the early 1990s. The data set covers effectively the whole work force. The gross job and worker flow rates are fairly high. The evidence suggests that the adjustment of labor input has happened through a...

Purpose – The objective of this paper is to analyse the role of adverse working conditions in the determination of individual wages and job satisfaction in the Finnish labour market. Design/methodology/approach – The paper uses estimation of econometric models for wages and job satisfaction...

Purpose – The purpose of this paper is to analyse the determinants of hiring and exit rates by age at the firm level and firm-level age segregation in hirings and separations in Finland. Design/methodology/approach – The use Finnish linked employer-employee data from 1990 to 2004. The...

Linked employer-employee data from Finnish business sector is used in analysing worker turnover. The data set is an unbalanced panel with over 219 000 observations in 1991-97. The churning (excess worker turnover), worker inflow, and worker outflow rates are explained by plant and employee...

A model of service duopoly is formulated, where the arrival of customers and their service time in the firm are stochastic. The firms first choose the service capacity, and given the capacity they then choose the price in a Bertrand competition. Capacity choices have a negative externality on...

Organizational activity, information and communication technology work, and research and development (R&D) can be classified as work that creates intangible capital. We measure the returns to these three types of labor input by accounting for differences in their productivity compared with other...

The relationships of worker characteristics and productivity are examined using a matched worker-plant data set from Finnish manufacturing. The panel data are used for estimating productivity and wage profiles according to average age, seniority, and education. We measure productivity using the...

Employees exposed to high involvement management (HIM) practices have higher subjective wellbeing, fewer accidents but more short absence spells than “like” employees not exposed to HIM. These results are robust to extensive work, wage and sickness absence history controls. We highlight the...