Percorrer por autor "Tavares, Marisa"
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- Barriers to social innovationPublication . Mendes, Américo M. S. Carvalho; Batista, António; Fernandes, Liliana; Macedo, Palmira; Pinto, Filipe; Rebelo, Luis; Ribeiro, Marta; Sottomayor, Miguel; Tavares, Marisa; Verdelho, VítorA deliverable of the project: “The theoretical, empirical and policy foundations for building social innovation in Europe
- The Portuguese forests: country level report delivered to the EFFE Project: evaluating financing of forestry in EuropePublication . Mendes, Américo M. S. Carvalho; Feliciano, Diana; Tavares, Marisa; Dias, Rafael
- The implications of inequality for European economic policyPublication . Martins, Nuno Ornelas; Costa, Leonardo; Leitão, Alexandra; Marcelo, Gonçalo; Oliveira, Francisca Guedes de; Tavares, Marisa
- The spatial dimension of internal labormarketsPublication . Tavares, Marisa; Carneiro, Anabela; Varejão, JoséWe integrate into a unified framework the spatial and the employment dimensions of worker mobility, tracing workers across firms, across establishments, and across regions. Drawing upon the spatial dimension of internal labor markets in firms with multiple establishments in multiple locations, our results indicate that the contemporaneous wage premium to migration is around 3 percentage points. For the case of job switchers, we find that the return to regional migration is due to access to better jobs at the destination. We also document the existence of an urban premium for same‐employer migrants but for employer changes this premium is driven by selection.
- The Spatial Dimension of Internal Labour MarketsPublication . Tavares, Marisa; Carneiro, Anabela; Varejão, JoséUsing Quadros de Pessoal (QP), a matched employer-employee survey, this paper explores workers’ mobility within and across regions and within and across employers. The novelty in our work comes from considering the spatial dimension of internal labour markets combining the spatial and the firm dimensions of mobility. We emphasize the relevance of space for intra-firm mobility in multi-plant firms that have establishments in different locations. Our results seem to suggest that mobility across establishments within the same employer is a channel to improve wage growth opportunities. This is consistent with our hypothesis that in multi-plant firms there exists a global internal labour market based and organized on the firm as a whole. Besides analyzing the determinants and the returns to different types of mobility we also suggest a new strategy to isolate the returns to migration by looking at the wage premiums of workers that migrated without changing employer. Moreover, the longitudinal dimension of our survey also allow us to distinguish between immediate and lagged gains to mobility. We conclude that there exists a larger wage premium when employees have to incur in additional costs such as those involved in migration. However, we also find that individual and firm specific characteristics are extremely relevant for this decision and taking into account individual and firm unobserved heterogeneity considerably decreases the value of the premium. We also find that, to encourage migration to non-urban regions, workers demand a higher premium.
- O trabalho é mão de obra quantificável?Publication . Tavares, Marisa
- Workers' mobility and internal labour marketsPublication . Carneiro, Anabela; Varejão, José; Tavares, Marisa
- Workers' Mobility and Internal Labour MarketsPublication . Carneiro, Anabela; Varejão, José; Tavares, MarisaUnderstanding factors that influence mobility is relevant and has benefits for both organizations and individuals. In this study, we propose a different outlook on internal mobility and on the internal working of the firm. Instead of focusing on the determinants of mobility and promotions within the same establishment, we will focus on internal mobility that involves an establishment change. On the other hand, we will focus on the outcomes of mobility but, our approach, will allow us to quantify and distinguish between different returns to different types of mobility. To understand the determinants of mobility and to identify the respective returns we will organize mobility into the following classification: Same-employer transfers without region change; Same-employer transfers with region change; Employer changes without region change; Employer changes with region change; and our base category, employees that remain in the same establishment of the same firm. The dataset in this study comes from Quadros de Pessoal (QP), a matched employer-employee survey. Our results indicate that same-employer transfers include workers that are performing well at the present .rm. These transfers may act as a "promotion" within the firm which is consistent with our hypothesis that in multi-plant firms there exists a global internal labour market which is built on the firm as a whole. Comparing wage premiums for the group of same-employer transfers involving region changes with the group of same-employer transfers that were locally transferred, we propose a new approach to estimate wage premiums for migration. We conclude that there exists a greater reward when employees have to incur in additional costs such as those involved in relocation.