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In most rapidly ageing industrialised countries, ageing problems have become an important social issue. In Japan, owing to the rapidly ageing population, the government has been intervening in both the demand side and supply side of labour to increase employment of older adults. This study examines labour supply responses to the increasing pension eligibility age and labour demand responses to company expansion and the abolition of the employee selection mechanism. This study is based on Japanese longitudinal survey data (Keio Household Panel Survey) from 2008 to 2018. Since employment law revisions and social security revisions are inextricably linked, one way to examine the effect of revisions to both simultaneously is to investigate them by cohort. The difference-in-difference model was used to compare revision-affected cohorts born between April 1953 and January 1956 and unaffected cohorts born between April 1949 and March 1953. It was found that the revisions had almost no impact on the employment of older adults and their receipt of pensions. However, they did have significant positive effects on job transfers and resignations. Hence, although the system was modified, it also gave companies the option of placing older adults in associated companies and of retaining some routes for older adults to retire, much as before the revisions.

Peer support approaches are gaining increasing importance within the mental health sector as an effective way to assist people with mental and addictive disorders. This article explores peer support volunteers’ motives for voluntary engagement in a model project in Germany. It aims to gain a deeper understanding of peer support approaches and their underlying motivations in an innovative context. Twenty-three qualitative interviews with peer support volunteers were analyzed according to Mayring’s qualitative content analysis. Results showed that voluntary engagement fulfills a heterogeneous range of functions for peer support volunteers. Alongside “typical” volunteers’ motives, there were peer-specific functions such as motivation due to own personal experiences and the objective of changing societal attitudes toward mental health. Furthermore, the context of employment promotion played a motivational role: Many interview partners aimed to transform counseling structures within the institutions they had experienced as clients themselves.

   Objective:  to systematize and develop ideas about the improvement of the Russian state policy to promote youth employment.    Methods:  the work is based on the analysis of literature and normative-legal documents using general scientific methods of cognition.    Results:  the paper reveals the legal bases for the activities of Russian authorities in the field of promoting youth employment and developing labor market. It is shown that, despite the variety of measures, young people still face serious barriers to successful career starting and stable employment in general. The analysis summarizes the priority areas of action to overcome the most pressing problems, including: loose regulation of the status of a young specialist; limited statistics; low awareness of young people about the situation on the labor market; mismatch between the personnel produced and the current needs of the economy, etc. The conclusion emphasizes the importance to summarizing the accumulated experience and practical application of the most beneficial solutions, taking into account the specifics of the Russian labor market.    Scientific novelty:  the conducted research contributes to the development of theoretical and practical issues of promoting youth employment, including the deepening of ideas about the main barriers to stable employment and measures to overcome them.    Practical significance:  the study results can be used, first of all, in the practice of public administration at any level to improve the policy to promote youth employment.

This study utilises panel data of 46 countries from 2005 to 2019 to examine the impact of digital service trade (DST) on inclusive growth. Inclusive growth is a growth model that promotes economic growth and development, while also building social equity and inclusiveness and balancing environmental sustainability. The findings indicate that a nation’s DST development significantly fosters domestic economic growth and development, specifically through its employment enhancement effect. DST substantially promotes social equity and inclusiveness, mainly through the inclusive innovation effect. However, DST is also found to increase carbon emissions, impeding environmentally sustainable growth, specifically via the energy demand effect. Hence, DST exerts diverse impacts on different facets of inclusiveness. The study also reveals heterogeneity in the effects of DST on the three aspects of inclusive growth related to trade’s import–export dynamics, income levels, and DST barrier intensities. This paper contributes to and refines the body of research on the relationship between DST and inclusive growth. It offers policy suggestions for crafting more open and mutually beneficial DST policies to foster social equity and inclusive global trade.

This research approaches the theoretical discourse on accessibility from an empirical perspective using a qualitative study in a specific field of social services. In Germany, jobcentres are institutions responsible for promoting employment, providing benefits, and offering counselling to unemployed people. Due to their hierarchical structures, standardised processes, and orientation towards the paradigms of an activating labour market policy, jobcentres can be described as organisations that are difficult to access for clients, especially for people with mental disorders. Based on a qualitative analysis, this article examines an innovative model project that implements a peer support approach in this context. Peer support volunteers have experienced mental disorders themselves and support users on this basis. The analysis comprises 38 individual interviews and seven group discussions with peer support volunteers and users, addressing the research question of how the introduction of peer support has changed the perception of accessibility within the jobcentre institution. The empirical results show that changes are taking place both at a structural level and concerning the relationships and organisation of support. However, certain barriers within the organisation remain and restrict accessibility. With reference to Clarke’s access theory, the majority of the identified changes can be understood as conservative active‐outreach strategies aligned with the existing system and its normative orientations. Additionally, the involvement of the previously little‐heard and potentially stigmatised perspective of people who have experienced mental disorders themselves reveals a transformative potential at certain points.

The best worker is not always the best candidate for manager. In these cases, do firms promote the best potential manager or the best worker in their current job? Using microdata on the performance of sales workers at 131 firms, we find evidence consistent with the Peter Principle, which proposes that firms prioritize current job performance in promotion decisions at the expense of other observable characteristics that better predict managerial performance. We estimate that the costs of promoting workers with lower managerial potential are high, suggesting either that firms are making inefficient promotion decisions or that the benefits of promotion-based incentives are great enough to justify the costs of managerial mismatch. We find that firms manage the costs of the Peter Principle by placing less weight on sales performance in promotion decisions when managerial roles entail greater responsibility and when frontline workers are incentivized by strong pay for performance.

Both theory and empirical evidence suggest that managers’ career concerns can serve as an important source of implicit economic incentives. We examine how incentives for political promotion are related to compensation policy and firm performance in Chinese state-owned enterprises. We find that the likelihood that the CEO receives a political promotion is positively related to firm performance. We also find that CEOs with a higher likelihood of political promotion have lower pay levels and lower pay–performance sensitivity. Overall, the evidence suggests that competition in the political job market helps mitigate weak monetary incentives for CEOs in China. Data are available at https://doi.org/10.1287/mnsc.2017.2966 . This paper was accepted by Lauren Cohen, finance.

This study examines the effect of restrictions on managers' outside employment opportunities on voluntary corporate disclosure. The recognition of the Inevitable Disclosure Doctrine (IDD) by courts in the U.S. states in which the firms are headquartered places greater restrictions on their managers from joining or forming a rival company. We find that, on average, the IDD adoption increases the asymmetric withholding of bad news. We further show that the IDD adoption increases the asymmetric withholding of bad news relative to good news for firms whose managers are mainly concerned about losing their current job. However, an opposite effect is observed for firms whose managers are mainly interested in seeking promotion elsewhere. Furthermore, these effects are less pronounced for firms subject to greater monitoring of their disclosure policy. These results suggest that managers' career concerns affect corporate disclosure policy, and the effect varies with the type of career concerns.

This paper uses administrative data to analyze a large employer-borne payroll tax rate cut for young workers in Sweden. We find no effect on net-of-tax wages of young treated workers relative to slightly older untreated workers, and a 2–3 percentage point increase in youth employment. Firms employing many young workers receive a larger tax windfall and expand right after the reform: employment, capital, sales, and profits increase. These effects appear stronger in credit-constrained firms. Youth-intensive firms also increase the wages of all their workers collectively, young as well as old, consistent with rent sharing of the tax windfall.

The authors investigate potential discrimination against people with disabilities through a field experiment that sent job applications to 6,016 accounting positions for which the applicants’ disabilities are unlikely to affect productivity. One-third of the cover letters disclosed that the applicant had a spinal cord injury, one-third disclosed the presence of Asperger’s syndrome, and one-third did not mention disability. The disability applications received 26% fewer expressions of employer interest. This gap was concentrated among experienced applicants and small private companies that are not covered by the Americans with Disabilities Act (ADA). Tests suggest possible positive effects of the ADA, but not of state laws, in reducing the disability gap. Results indicate there may be substantial room for employer and policy initiatives to improve employment opportunities for people with disabilities.