School of Human Resource Management
Permanent URI for this collection
Browse
Browsing School of Human Resource Management by Author "Fang, Tony"
Now showing 1 - 6 of 6
Results Per Page
Sort Options
Item Open Access Career success of immigrant professionals: stock and flow of their career capital(Emerald, 2009) Novicevic, Milorad M.; Zikic, Jelena; Fang, TonyPurpose - The purpose of this paper is to investigate how the interplay between individual and organizational human capital investments may impact on immigrant career success Design/methodology/approach - Analysis is based on the 2003 Canadian Workplace and Employee Survey (WES) in order to determine the impact of training (both self-funded and employer-sponsored) and other human resource practices (such as training expenditure per employee, membership of a team, and job rotation) on employee career outcomes. The most basic estimate is a linear function based on immigrant and non-immigrant sub-samples of the WES. Findings - A positive relationship was found between employers' investment in training and development (as indicated by their training expenditure per employee), and objective career success indicators (wage and promotions) for non-immigrants but not for immigrant professionals (IPs). Practical implications - The topic is timely, given the growing need to explore the relationship between the existing labour shortages emerging under the forces of globalization and the talent flow of internationally mobile and experienced professionals. In particular, as organizations strive to become more global, their ability to integrate and leverage the international expertise, language knowledge, and networks that IPs bring with them is paramount., Originality/value - The study is original and makes a unique contribution because it combines the individualistic and organizational perspectives concerning the stock and flow of human capital with regard to immigrant professionals. While most research to date has focused on the individualistic approach and on capital investments made by the immigrant, the study addresses the equally important organizational perspective.Item Open Access Immigration, ethnic wage differentials and output pay in Canada(Wiley-Blackwell, 2010) Heywood, John S.; Fang, TonyRecent work suggests that ethnic minority wage differentials in Canada are smaller among those receiving performance pay and that the returns to performance pay are larger for ethnic minorities. This article adds to these findings. First, it demonstrates critical gender differences. The earlier findings are generated almost exclusively by males, as we show that the minority wage differential is small or zero for women in both the time rate sector and the performance pay sector. Second, accounting for immigration and language tends to move the ethnic wage differential in favour of minorities. Minority women on output pay are shown to earn more than non-minority women. While the differential often remains negative for minority men on time rates, it becomes insignificant in our most narrow comparison.Item Open Access Minimum wage impacts on older workers: longitudinal estimates from Canada(Wiley-Blackwell, 2009) Gunderson, Morley; Fang, TonyWe use the longitudinal nature of the master file of the Survey of Labour and Income Dynamics in Canada for the period 1993-99 to estimate the employment impacts for older workers of the large number (24) of minimum wage increases that have occurred across the different provincial jurisdictions over that period Perhaps somewhat surprisingly, the minimum wage increases have positive impacts on the employment of older workers compared with the negative impacts that are commonly estimated for youths in Canada. The results are robust across various comparison groups and measures of the minimum wage increases. Reasons for this unusual finding are discussed.Item Open Access Overeducated Immigrants in the Canadian labour market: evidence from the workplace and employee survey(University of Toronto Press, 2008) Wald, Steven; Fang, TonyThis paper addresses the overeducation of recent immigrants in the Canadian labour market. Data from the 1999 Workplace and Employee Survey are used to explore the determinants and earnings consequences of overeducation. Although a well-developed body of literature examines the earnings consequences of overeducation, this paper presents the first Canadian estimates of returns to years of schooling that are contingent upon perceived job requirements. Compared with Canadian-born workers, recent immigrants are found to have a relatively high incidence of overeducation and to earn relatively low returns for surplus schooling. These are shown to be major contributors to the earnings gap between recent immigrants and workers born in Canada.Item Open Access Transitions from temporary to permanent work in Canada: who makes the transition and why?(Springer Verlag, 2008) Fang, Tony; MacPhail, FionaThe focus of this paper is on a microeconomic analysis of the annual transition rate from temporary to permanent work of individual workers in Canada for the period 1999-2004. Given that a large proportion of temporary employment is involuntary, an understanding of the factors associated with the transition to permanent work may inform public policy. Factors associated with the transition, namely, human capital, household structures and labour market segmentation are analyzed using data from the Statistics Canada's Survey of Labour and Income Dynamics (SLID) for the period 1999-2004, limited to paid workers aged 2-4 years, excluding students. Among the key factors associated with the transitions are younger age and low unemployment rates. The analysis adds to the Canadian and international literature on transitions from temporary to permanent work.Item Open Access Workplace response to vacancies and skill shortages in Canada(Emerald, 2009) Fang, TonyPurpose - The purpose of this paper is to analyze employer responses to vacancies and skill shortages by adopting certain workplace practices. Design/methodology/approach - Making use of the longitudinal nature of the Workplace and Employee Survey, a nationally representative sample of Canadian organizations, the paper applies both linear and probit models to examine incidence of positive vacancies and vacancy rates and subsequent adoptions of various workplace practices in response to such vacancies and skill shortages. Findings - Employers respond to labour and skill shortages in a number of ways, focusing more on short-term and less costly solutions, such as adoption of flexible working hours and increases in overtime hours, greater reliance on flexible job design and part-time workers, and implementation of self-directed work groups and problem-solving teams. There is no evidence that workplaces would raise employee wages or fringe benefits to alleviate shortages. Practical implications - In the absence of a well-developed internal market, firms are likely to continue using short-term and less costly solutions. Governments should work with firms, workers and their representatives and act strategically to resolve issues of timely identification of skill shortages in order to make informed decisions and put mechanisms in place to address such shortages. Originality/value - The results are based on a national longitudinal survey and a number of important practical and policy implications are discussed in the paper.