InGRID Presentation Gabriele Mazzolini (UNIMIB & UCSC) 22 - PowerPoint PPT Presentation

Creli Centro di ricerche per i problemi del lavoro e dell’impr esa InGRID Presentation Gabriele Mazzolini (UNIMIB & UCSC) 22 January 2016

Presentation outline • CRELI – Research Centre in Labour Economics and Human Resource Management • MCA – Multiple correspondence Analysis • Is there a bad effect of work organisation systems on health? with E.Cottini and C.Lucifora

Who we are • CRELI - Research Centre in Labour Economics and Human Resource Management gathers researchers in the broad fields of labour economics, human resource management and health and safety at work, with expertise both in theory and applied research. • We have gained reputation for econometric analysis of large micro data – Census data – Panel data surveys – Administrative archives – time-use diary data

Who we are • The main research topics of interest are: – Work organization in firms – Personnel economics: pay, incentives and careers within firm – Entrepreneurship – Gender pay differentials, occupational segregation and equal opportunity policies – Job quality – Health and safety at work – Schooling, training and investment in human capital – Wage determination, wage differentials and mobility – Labour market regulation – Industrial relations – Employment policies and welfare – Migration and labour market effects – Public and Private sector labour markets – Regional labour market and regional disparities

Who we are • The Centre has been leading research at the European level on topics related to work and labour market, within the EU Framework Programme such as: • LoWER , European Low-wage Employment Research network; • EQUALSOC , Economic Change, Quality of Life and Social Cohesion; • Health at Work , Health Economics and Working conditions; • LEED , Linked Employer Employee Data; • GINI – Growing Inequalities; • ERFI , Institut national d’etudes demographiques.

My research interest • Occupational health and safety • Flexicurity and the role of institutions in the labour market • The entry of young people in the labour market • The impact of tax audit on labour

Multiple Correspondence Analysis • Multiple correspondence analysis (MCA) is a data analysis technique for nominal categorical data, used to detect and represent underlying structures in a data set. • It represents data (outcomes of variables) as points in a Euclidean space. • MCA can be viewed as a generalization of PCA where the variables are categorical, not continuous.

Multiple Correspondence Analysis • MCA performs a PCA on an indicator or a Burt matrix; it explores the relationships within a set of variables. • Associations between variables are uncovered by calculating the inertia (the weighted variance of the coefficients) of the indicator or the Burt matrix • These associations are then represented graphically as "maps", which eases the interpretation of the structures in the data.

MCA: An application (1) • Suppose we run a MCA using some questions from the 2008 European Value Study survey to identify different group of voters in Italy and in Belgium • Q1 : Would you like to have immigrants as neighbors? Yes/No – 2 possible outcomes - Dummy variable • Q2 : Why are there people in this country who live in need? Choose between the following four possible reasons • because they are unlucky • because of laziness and lack of willpower • because of injustice in our society • it’s an inevitable part of modern progress – 4 possible outcomes - Categorically distributed variable • Q3 : Please tell me whether you think it can always, sometimes or never be justified paying cash for services to avoid taxes • 5 possible outcomes – Discrete variable

MCA: An application (2) Europeanism 2 1,5 1 0,5 Conservative Progressive 0 -2 -1 0 1 2 -0,5 -1 -1,5 -2 -2,5 -3 Anti Europeanism

MCA: An application (2_1) Europeanism 2 immigration_yes 1,5 1 0,5 Conservative Progressive 0 -2 -1 0 1 2 immigration_no -0,5 -1 -1,5 -2 -2,5 -3 Anti Europeanism

MCA: An application (2_2) Europeanism 2 1,5 poor=unlucky 1 poor=progress 0,5 Conservative Progressive 0 -2 -1 0 1 2 -0,5 -1 poor=system -1,5 poor=lazy -2 -2,5 -3 Anti Europeanism

MCA: An application (2_3) Europeanism 2 ok_black 1,5 black_happens 1 0,5 Conservative Progressive almost_ok_black 0 -2 -1 0 1 2 -0,5 preferebly_no_black -1 -1,5 -2 never_black -2,5 -3 Anti Europeanism

MCA: An application (3) Europeanism 2 immigration_yes ok_black 1,5 poor=unlucky black_happens 1 poor=progress 0,5 Conservative Progressive almost_ok_black 0 -2 -1 0 1 2 immigration_no -0,5 preferebly_no_black -1 poor=system -1,5 poor=lazy -2 never_black -2,5 -3 Anti Europeanism

MCA: An application (4) Europeanism 2 immigration_yes ok_black 1,5 poor=unlucky Forza Italia black_happens 1 poor=progress PD 0,5 Conservative Progressive almost_ok_black NCD 0 -2 -1 0 1 2 immigration_no -0,5 preferebly_no_black Lega -1 SEL Nord poor=system -1,5 poor=lazy M5S -2 never_black -2,5 -3 Anti Europeanism

MCA: An application (5) Authoritarian 2 never_black VB SP.A 1,5 immigration_no poor=unlucky 1 Conservative Progressive 0,5 black_happens CD&V immigration_yes 0 -3 -2 -1 0 1 2 3 ULD -0,5 poor=lazy almost_ok_black -1 poor=system preferebly_no_black -1,5 poor=progress Groen ok_black LDD -2 Liberal

Creli Centro di ricerche per i problemi del lavoro e dell’impr esa Is there a bad effect of work organisation systems on health? Elena Cottini (UCSC) Claudio Lucifora (UCSC and IZA) Gabriele Mazzolini (UNIMIB & UCSC)

 “ Workmen [ … ] when they are liberally paid by the piece, are very apt to overwork themselves, and to ruin their health and constitution in a few years ” (A. Smith, 1776, p.83).

Introduction • Substantial changes in the organisation of labour processes associated to: • product market competition • technological progress • erosion of union power • innovative management practices • What we observed in the last decades was that these changes contributed to increase firm performance and (also) workload demands with a larger use of HIM practices (Bloom and van Reenen 2010, for a review)

Introduction • Evidence for EU countries suggests employees are exposed to high work intensity (Eurofound, 2005): – high speed (25 per cent reporting to be exposed to almost constant high working speeds) – tight deadlines (30 percent) – shortage of time at work (22 percent) – long hours (20 percent) • What are the implication of the increase in work intensity on worker’s health? • Available evidence suggests that riskier and more stressful jobs are associated with poorer health (Oecd, 2008; Bardasi and Francesconi, 2004; Green, 2006; Caroli and Bassanini, 2014)

This paper • we present cross-country evidence , on the links between health at work and work organisation systems in Europe using the 2000 and 2005 waves of the European Working Conditions Survey (EWCS). • we complement existing evidence as follows: ₋ health at work indicators ₋ single indicators of mental and physical health ₋ management practices ₋ no ex-ante classification of single work practices, we use multiple correspondence analysis to see how practices bundle together (i.e. Traditional, Taylorism, Lean Production and Discretionary learning) ₋ distributional effects of different management practices

Review Work organisation and health • the adoption of work practices can have mixed effects on physical and mental health: (+) autonomy, teamwork, rotating tasks and multi- skilling processes, could enrich the working environment and improve well-being (-) intensified work pace, strict supervision, increased demands and work intensity could increase work strain and stress

Review • Several papers in the occupational health literature focused on the association between single practices and specific health risks: – physically demanding tasks, ergonomics and musculoskeletal disorders (Buckle 2005) – work intensity, stress and risk of cardiovascular disease (Chandola, 2008) – monotonous, repetitive tasks and mental health, anxiety or depression (Cottini and Lucifora, 2013) – long working hours, night shifts and and sleep-related problems (Harrington 2001) • Also papers in the health economics literature: – Booth and Francesconi 2002, Llena-Nozal 2009; Robone et al. 2011; Cottini and Lucifora 2014; Cottini 2009; Serrano and Cabral 2005 ; Caroli and Bassanini, 2014

Work Organisation systems • Work practices never come on their own but in bundles of coherent work organisation systems. (Macduffie 1995, Macduffie and Pil 1997). – i.e. work formalisation and constraints on pace of work are linked to repetitive tasks, while job autonomy is usually linked to learning new things as a consequence of autonomous problem-solving • Among the most referred work organization systems are: - Traditional - Taylorism - Lean production - Discretionary learning • Only few studies have investigated the effects of work organisation systems on different employees’ outcomes, and the majority of these studies refer to case studies, single industries or plants (see Hasle et al, 2012 for a review on the manufacturing industry).