infonet-economy

This paper extends the traditional focus of active labor market policy evaluation from a static comparison of participation in a program versus nonparticipation (or participation in another program) to the evaluation of the effects of program sequences, i.e. multiple participation or timing of such programs. We use a dynamic evaluation framework that explicitly allows for dynamic selection into different stages of such sequences based on past intermediate outcomes to analyse multiple programs, the timing of programs, or the order of program. Such a demanding analysis is made possible by having available exceptionally comprehensive data of the Austrian workforce population. Our findings suggest that (i) active job search programs are more effective after a qualification program compared to the reverse order, that (ii) multiple participation in qualification measures dominates single participation, and that (iii) the effectiveness of specific labor market programs deteriorates the later they start.

Not available in German. This paper advocates the use of a nonparametric bounds analysis to check the robustness of the results of applied evaluation studies to the problem of a lack of common support. The typical responses by researchers of either ignoring it, or obtaining estimates only for the subpopulation within the common support, can both be misleading: Ignoring the problem may result in biases because the comparison group may not be comparable. Deleting observations at best yields an estimator that is consistent for the common support. When treatment effects are heterogeneous inside and outside the common support this estimator does is inconsistent. Furthermore, useful information is ignored, because the response of the treated to the treatment can be estimated even outside the common support. This information can be used to derive bounds with width depending on the configuration of the data. The application to an evaluation study of Swiss active labour market policies shows that the relevance of the bounds for changing the interpretation of the results depends very much on the particular data configuration. Download Discussion Paper: (pdf, 264 kb)

In this study the effects of various types of rehabilitation programmes on labour market out-comes are estimated. A main feature of this study is that it jointly evaluates multiple treat-ments by nonparametric matching estimators. The study is based on a large sample of per-sons in western Sweden who are long-term sick and could participate in rehabilitation pro-grammes. Our results suggest that work-place training is superior to the other rehabilitation programmes with respect to labour market outcomes, but compared to non-participation no positive effects are found.
(doi:10.1002/jae.757) Download appendix: (pdf, 147 kb)

Purpose
– The purpose of this paper is to explore how and when customers influence organizational climate and organizational health through their feedback. Based on affective events theory, the authors classify both positive and negative customer feedback (PCF and NCF) as affective work events. The authors expect that these events influence the positive affective climate of an organization and ultimately organizational health, and that the relationships are moderated by empowerment climate.

Design/methodology/approach
– Structural equation modeling was utilized to analyze survey data obtained from a sample of 178 board members, 80 HR representatives, and 10,953 employees from 80 independent organizations.

Findings
– The findings support the expected indirect effects. Furthermore, empowerment climate strengthened the impact of PCF on organizational health but does not affect the relationship between NCF and organizational health.

Research limitations/implications
– The cross-sectional design is a potential limitation of the study.

Practical implications
– Managers should be aware that customer feedback influences an organization’s emotional climate and organizational health. Based on the results organizations might actively disseminate PCF and establish an empowerment climate. With regard to NCF, managers might consider the potential affective and health-related consequences for employees and organizations.

Social implications
– Customers are able to contribute to an organization’s positive affective climate and to organizational health if they provide positive feedback to organizations.

Originality/value
– By providing first insights into the consequences of both PCF and NCF on organizational health, this study opens a new avenue for scientific inquiry of customer influences on employees at the organizational level.

Experiencing work as meaningful benefits both individuals and organizations. While prior research has indicated that leaders may shape followers’ work meaningfulness, little is known about the role of leaders’ own work meaningfulness in this process. Drawing from self-concept based theory and interpersonal sensemaking processes, we argue that work meaningfulness trickles down from strategic leaders to mid-level leaders to employees through visionary leadership. Additionally, we propose that organizational tenure shapes this transfer in such a way that leaders’ influence is higher for followers new to the organization. Finally, we expect work meaningfulness to positively relate to important behavioral outcomes across different hierarchies. In order to test the derived hypotheses, we conducted two multilevel studies among 54 CEOs and 267 mid-level managers (Study 1), and 39 mid-level leaders and 173 employees (Study 2). Using multilevel structural equation modeling, our results confirmed most hypotheses. Implications for theory and practice are discussed.