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The principal aim of this paper is to measure the impact of pre-job training programs on the subsequent earnings of trainees, with special attention given to engineers employed by high-tech firms in Taiwan. With the effects of educational attainment, age, and seniority controlled for, this study concludes that public training programs have no impact on the earnings of participants in later jobs. However, it finds that participation in private training programs does have a significantly positive effect on post-training earnings. A comparison between this study and others is made, and implications are briefly discussed.

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This paper introduces an empirical analysis on three key points: (i) whether the introduction of foreign workers into the labor market will serve to lower wages for Japanese workers; (ii) whether the introduction of foreign workers will affect the supply behaviour of Japanese workers in a region; and (iii) whether the introduction of foreign workers will affect companies’ technology choices. Since statistical data about foreign workers are limited in Japan, it is difficult to make a strict analysis on the relationsip between Japanese and foreign workers. This paper analyzes this relationship, focusing on the above three key points and matching individual data by using existing statistical data including the population census, the establishment and enterprise census, the basic survey on wage structure, and the employment status survey. Analytical findings indicate that the introduction of foreign workers has positive effects on wages for domestic workers in Japan - as seen in other countries that accept foreign workers - and that the inflow of foreign workers into a region could cause an outflow of Japanese workers through its effect on the labor supply behavius of Japanese workers.

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This paper discusses the extent to which migrants to Britain have been assimilated into the workforce. Migration into Britain has increased over the last 25 years, with a big increase in inflows in recent years. The paper shows that when a migrant worker first arrives they experience a pay gap with native born counterparts of over 30% for men and 15% for women. This pay penalty declines with years spent in Britain. For migrant men it takes 20 years to eradicate this difference; for migrant women just 4-6 years. Different nationalities experience different rates of assimilation, with Europeans catching up the fastest but Asian men showing little signs of catching up at all. More recent entry cohorts of migrants have fared better but this is largely because they enter with a smaller pay penalty rather than experience faster wage growth.

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In this paper, the potential earnings losses experienced by this year's class of high school and postsecondary graduates as a result of Coronavirus Disease 2019 (COVID-19) are simulated. These graduates may face very challenging conditions as they enter the labour market, which could have long-term ramifications for their earnings prospects. Consequently, earnings losses are simulated up to five years after graduation, based on various scenarios of this year's youth unemployment rate.

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In this paper [the authors] study the impact of the international migration of unskilled workers on skill formation and the average skill level in the home country. [The authors] analyze what appears to be the least threatening scenario from the point of view of its effect on the supply of skills at home: namely, migration exclusively by unskilled workers. Somewhat surprisingly, [the authors] find that even without the departure of skilled workers, the home country suffers reduced aggregate skill formation. Although as a response to a higher wage rate per unit of human capital in the new equilibrium skilled workers choose to accumulate more human capital than before the opening up to migration of unskilled workers, the number and share of skilled workers in the home country's workforce fall. The combined effect is a decrease in the average level of human capital in the home country.

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[The authors] use fixed effects and difference-in-differences methodologies to investigate the nature of Australia's part-time wage premium, a phenomenon not observed in other countries. Salary sacrifice and non-cash benefits, previously unexplored explanations, are eliminated. The premium is not explained by occupation and it is observed for people with only one change of employment status and for those with multiple changes. [The authors] find that changing from full-time to part-time work with the same employer results in a large and sustained increase in the hourly wage, whereas a temporary decrease in the hourly wage accompanies a change from part-time to full-time work with the same employer. Notably, [the authors] find no significant wage change when a move between full-time and part-time work is accompanied by a change of employer.

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