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Abstract:
This paper examines the determinants of job satisfaction in Britain using nationally representative linked employer-employee data (WERS2004) and alternative econometric techniques. It uses eight facets of job satisfaction for the purpose. As well as underscoring the importance of accounting for unobserved workplace heterogeneity, the paper is able to highlight some new findings that relate to differential effects of dependent children and other dependents, type of employment contract and gaps between employees' skill and skills requirements of their job. Working long hours is found to be positively associated with intrinsic aspect of jobs. Public sector employment is positively associated with all facets of job satisfaction except satisfaction with pay.

job satisfaction, linked employer-employee data, Britain

Abstract:
This paper attempts to establish empirically the link between workplace gender diversity and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ econometric techniques that account for unobserved workplace heterogeneity. I find that gender diversity is associated with lower employee well-being among women in several of the equations estimated. The magnitudes of the estimated effects also tend to increase with (women's) group size. Workplace equality policies do not appear to ameliorate these effects.

gender diversity, job-related well-being, linked employer-employee data, Britain

Abstract:
This paper uses the traditional income framework and a non-monetary framework to estimate intergenerational mobility in economic status for a sample of 26-year-old whites, blacks and Hispanics in the USA using data from the first and fifth sweeps of the National Educational Longitudinal Study (1988 and 2000). Intergenerational income mobility is found to be greater for males than for females, although there are differences between whites, blacks and Hispanics. Transition probabilities indicate that Hispanics are the most upwardly mobile in terms of educational attainment and occupational status. Ordered logits are used to estimate the impact of parental education and occupation on educational and occupational outcomes.

Abstract:
This paper analyses job separations in Germany using data from the German Socio- Economic Panel spanning from 1984 to 2003. Based on detailed reasons for job separation and different SOEP samples, the paper attempts to establish the nature of job separations in Germany. It brings to light some patterns of separations that have hitherto been unexplored. The findings of the study suggest, among others, that minority group status is important in characterising job separations, particularly in the event of exogenous shocks. Targeting minorities in the face of a major shock of the sort experienced in Germany might be a policy option.

job separations, job turnover, economics of minorities

Abstract:
This paper analyses job separations in Germany using data from the German Socio-Economic Panel spanning from 1984 to 2003. Based on detailed reasons for job separation and different SOEP samples, the paper attempts to establish the nature of job separations in Germany. It brings to light some patterns of separations that have hitherto been unexplored. The findings of the study suggest, among others, that minority group status is important in characterising job separations, particularly in the event of exogenous shocks. Targeting minorities in the face of a major shock of the sort experienced in Germany might be a policy option.

job separations, job turnover, economics of minorities

Abstract:
This paper attempts to establish empirically whether there is a link between workplace disability and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ alternative econometric techniques to account for unobserved workplace heterogeneity. I find that workplace disability diversity is associated with lower employee well-being among people with no reported disability. Tests conducted also indicate that workplace equality policies do not ameliorate this effect.

disability diversity, job-related well-being, linked employer-employee data, Britain