Given the prevalence of informality, this article proposes a typology for classifying countries by the extent and nature of employment in the informal economy, rather than by the composition of their formal economies. The author analyses ILO data on employment in the informal economy in 36 developing countries, and shows that there is a significant correlation between cross-national variations in the degree and intensity of informalization and cross-national variations in social and economic indicators such as levels of GNP per capita, corruption, poverty, taxation and social contributions. The article concludes by discussing implications for theory and policy.

The case presents a series of dilemmas facing senior executives thinking through the potential application of robotic process automation (RPA) into a human resource (HR) function and global business service (GBS) operations. The executives are pointed to successful RPA implementation by business process service provider Xchanging, operating in the back office of the London insurance market. The teaching case focuses on what can be learned from that experience, and how their own RPA use may differ in HR and GBS contexts. The teaching case requires important decisions to be made about the business case for RPA and cognitive automation, the type of automation to be deployed, how to implement effectively in HR and GBS contexts, and whether to use RPA tactically or strategically, and if the latter, the implications of this decision. Students and practitioners will gain insight into the service automation landscape, RPA risks, challenges, and effective deployment, and will lean how to plan for (a) service automation strategy and building a mature automation capability, (b) mitigate the risks, and (c) progress launch, change management and detailed implementation in multiple business contexts.

We used self-report surveys to gather information on a broad set of non-cognitive skills from 1,368 eighth graders. At the student level, scales measuring conscientiousness, self-control, grit, and growth mindset are positively correlated with attendance, behavior, and test-score gains between fourth grade and eighth grade. Conscientiousness, self-control, and grit are unrelated to test-score gains at the school level, however, and students attending over-subscribed charter schools score lower on these scales than do students attending district schools. Exploiting admissions lotteries, we find positive impacts of charter school attendance on achievement and attendance but negative impacts on these non-cognitive skills. We provide suggestive evidence that these paradoxical results are driven by reference bias or the tendency for survey responses to be influenced by social context.

A fundamental shift in the future of work is underway, with significant implications for the number, location, and types of jobs. This shift is entangled in a wider set of longer-term transitions. The disruptive nature of this shift presents new policy challenges and carries implications for maintaining the social contract. This paper shares recent examples of global Foresight that have been developed by the OECD to help national governments to appreciate and prepare for this shift, both individually and via international cooperation. Despite the potential value of using Strategic Foresight methods, a scarcity of strategic conversation at the international level is a key constraint in preparing whole societies for this shift.

An analytical job creation model for the US power sector from 2009 to 2030 is presented. The model synthesizes data from 15 job studies covering renewable energy (RE), energy efficiency (EE), carbon capture and storage (CCS) and nuclear power. The paper employs a consistent methodology of normalizing job data to average employment per unit energy produced over plant lifetime. Job losses in the coal and natural gas industry are modeled to project net employment impacts. Benefits and drawbacks of the methodology are assessed and the resulting model is used for job projections under various renewable portfolio standards (RPS), EE, and low carbon energy scenarios We find that all non-fossil fuel technologies (renewable energy, EE, low carbon) create more jobs per unit energy than coal and natural gas. Aggressive EE measures combined with a 30% RPS target in 2030 can generate over 4 million full-time-equivalent job-years by 2030 while increasing nuclear power to 25% and CCS to 10% of overall generation in 2030 can yield an additional 500,000 job-years.

Despite frequent references to "the changing nature of work," little empirical research has investigated proposed changes in work context perceptions. To address this gap, this study uses a cross-temporal meta-analysis to examine changes in five core job characteristics (e.g., task identity, task significance, skill variety, autonomy, and feedback from the job) as well as changes in the relationship between job characteristics and job satisfaction. An additional analysis of primary data is used to examine changes in two items related to interdependence. On average, workers perceived greater levels of skill variety and autonomy since 1975 and interdependence since 1985. In contrast, the results of a supplemental meta-analysis did not support significant changes in the association between the five core job characteristics and satisfaction over time. Thus, although there is some evidence for change in job characteristics, the findings do not support a change in the value placed on enriched work. Implications for researchers and organizations navigating the modern world of work are highlighted.

The main purpose of this paper is to analyze the level of competences among postgraduate students of Big Data, digital marketing and trend-watching specialization at the Department of Journalism, Communication and Technological Studies University of Lower Silesia and to indicate the key competences on the contemporary and future labor market.

Recent economic events have sparked debates over the degree of structural mismatch in the U.S. economy. One of the most frequent claims is that workers lack the skills that employers demand. The existing literature, however, analyzes this potential mismatch at a high level of aggregation with abstract indices and noisy proxies that obscure the underlying mechanisms. The authors address these issues by presenting and analyzing results from a survey of U.S. manufacturing establishments. The survey is the first, to their knowledge, to directly measure concrete employer skill demands and hiring experiences in a nationally representative survey at the industry level. The findings indicate that demand for higher-level skills is generally modest, and that three-quarters of manufacturing establishments do not show signs of hiring difficulties. Among the remainder, demands for higher-level math and reading skills are significant predictors of long-term vacancies, but demands for computer skills and other critical-thinking/problem-solving skills are not. Of particular interest, high-tech plants do not experience greater levels of hiring challenges. When the authors examine the potential mechanisms that could contribute to hiring difficulties, they find that neither external regional supply conditions nor internal firm practices are predictive of hiring problems. Rather, the data show that establishments that are members of clusters or that demand highly specialized skills have the greatest probability of incurring long-term vacancies. The authors interpret these results as a sign that it is important to think about factors that complicate the interaction of supply and demand—such as disaggregation and communication/coordination failures—rather than simply focusing on inadequate labor supply.

The arrival of robotics in surgery alters the activity of operating room teams. It generates a spatial reconfiguration of the block and has an impact on the functioning of the work team particularly at communication and work organization. Research in the field highlight the interest of the checklist and development of soft skills by emphasizing the training and evaluation of the past including a performance goal. In a more comprehensive framework for expansive learning and through a pragmatist approach, we propose a different track: the creation of exchanges mediated by artifacts spaces to transform practices in the operating room. [googletranslate_en]