2017-2018 Academic Year
All seminars are held 12:30-2:00 pm in Carlson 1-127 unless otherwise noted.
Janna Johnson (Humphrey) and Morris Kleiner (Humphrey)
Title: Is Occupational Licensing a Barrier to Interstate Migration?
Abstract: Occupational licensure, the legal process establishing qualifications to practice a trade or profession, has become one of the most significant labor market regulations in the United States. Nearly one quarter of the US labor force now requires a license to work, up from only 5 percent in 1950. Little is known about occupational licensing’s potential to restrict the geographic mobility of licensed workers. We consider the migration patterns of members of 13 occupations licensed in every state in both the healthcare and non-healthcare fields. Our evidence suggests that the state-specific nature of occupational licensure significantly restricts the ability of those in non-healthcare fields to move between states; their interstate migration rate is 10 to 47 percent lower than those in other occupations, while they move within states at a similar rate. The interstate migration of members of healthcare fields appears unaffected by state licensure. Using state licensing requirements, we show a causal link between the interstate movement of lawyers and the relative ease of obtaining licensure across states. We estimate the increase in occupational licensing can explain 10 percent of the decline in total interstate migration and 9 percent of the decline in job-to-job transitions between 1998 and 2010.
Abdifatah Ali (Carlson)
Title: I feel good and fulfilled, therefore I fit: Needs fulfillment and core affect as antecedents to person-organization fit during recruitment
Abstract: Candidate’s person-organization (PO) fit perceptions are invaluable to organizations because they lead to positive organizational attraction and job acceptance decisions. Yet, the recruitment literature provides a narrow perspective on the factors that contribute to the development of PO fit. Extending recent theorizing on the dynamics of PO fit, I propose and test a multilevel model that seeks to elaborate on the factors that govern candidates’ PO fit perceptions during the recruitment process. At the within-person, I draw on insights from self-determination theory and core affect to propose that job candidate’s hedonic experiences and needs fulfillment function as proximal determinants of PO fit. At the between-person, I propose that job candidate’s motivational orientation towards the recruitment process—i.e., a promotion focus versus a prevention focus—operates as a cross-level moderator shaping the effects of core affect on PO fit. Using a longitudinal sample of new labor market entrants and adult job seekers (n = 70), the data showed that at the within-person level, higher levels of needs fulfillment positively related to both activated (e.g., excitement) and deactivated (e.g., contentment) positive affect and negatively related to both activated (e.g., frustration) and deactivated (e.g., sadness) negative affect. Findings also showed that activated positive affect was positively related to PO fit, whereas activated negative affect was negatively related to PO fit. Finally, the results did not support the cross-level moderation. These findings are discussed in terms of their theoretical implications for understanding the determinants of PO fit, and practical implications as to how the recruitment process can be managed in order to lead to positive recruitment outcomes.
Derek Avery (Wake Forest Univ)
Sima Sajjadiani (Carlson)
Russell Johnson (Michigan State Univ)
Connie Wanberg (Carlson) and John Kammeyer-Mueller (Carlson)
Derek Weng (Univ of Science and Tech of China)