Browsing by Author "Zangelidis, Alexandros"

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Demand and supply effects on native-immigrant wage differentials : the case of Malaysia
(2023-08-05) Abdullah, Borhan; Zangelidis, Alexandros; Theodossiou, Ioannis; University of Aberdeen.Centre for Labour Market Research (CeLMR); University of Aberdeen.Centre for Energy Transition; University of Aberdeen.Economics
Do Career Prospects Make Happy Workers? Evidence from Panel Data
(University of Aberdeen Business School, 2006) Theodossiou, Ioannis; Zangelidis, Alexandros
This paper investigates the relationship between career profile, job tenure, earnings and job satisfaction utilising the British Household Panel Survey Dataset (BHPS). Career status is modelled as an endogenous variable, subject to an initial job choice and the potential endogeneity of the tenure-earnings and tenure-job satisfaction relationship is taken into account by the use of instrumental variable estimation. It is found that job satisfaction of individuals employed in jobs with career prospects is not only higher compared with those who are not, but also that their returns to tenure in terms of job satisfaction are significantly higher.
Eye Care Service in Scotland: Did the Scots Get it Right? : Project Report
(2018-04) Dickey, Heather Suzanne; Norwood, Patricia Fernandes; Watson, Verity; Zangelidis, Alexandros; University of Aberdeen.Health Economics Research Unit; University of Aberdeen.Institute of Applied Health Sciences; University of Aberdeen.Economics
Hybrid Working and Union Membership : Does Working from Home Undermine Union Power?
(University of Aberdeen: Business School, 2023-11-01) Theodossiou, Ioannis; Zangelidis, Alexandros; University of Aberdeen.Centre for Labour Market Research (CeLMR); University of Aberdeen.Economics
The Impact of Employer Sympathy on Women's Labour Market Prospects : A Focus on Thyroid Conditions
(University of Aberdeen, 2024-02) Montagna, Catia; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Centre for Labour Market Research (CeLMR)
Inequality and Participative Democracy : A Self‐Reinforcing Mechanism
(2020-03) Theodossiou, Ioannis; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Centre for Labour Market Research (CeLMR)
Inequality and Participative Democracy A Self-Reinforcing Mechanism
(University of Aberdeen: Business School, 2015-12) Theodossiou, Ioannis; Zangelidis, Alexandros; University of Aberdeen.Economics
Labour Market Implications of Thyroid Disfunctions
(University of Aberdeen: Business School, 2022) Montagna, Catia; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Centre for Labour Market Research (CeLMR); University of Aberdeen.Centre for Energy Transition
Labour Market Implications of Thyroid Dysfunctions
(2023-08) Montagna, Catia; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Centre for Energy Transition; University of Aberdeen.Centre for Labour Market Research (CeLMR)
Looking after number two? Competition, cooperation and workplace interaction
(2016-11) Barmby, Tim; Sessions, John G.; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Centre for Labour Market Research (CeLMR)
More Than Meets The Eye : Has the Eye Care Policy in Scotland Had Wider Health Benefits?
(University of Aberdeen: Business School, 2018-01) Dickey, Heather Suzanne; Norwood, Patricia Fernandes; Watson, Verity; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Health Economics Research Unit; University of Aberdeen.Institute of Applied Health Sciences; University of Aberdeen.Centre for Labour Market Research (CeLMR)
Multiple Job Holding, Skill Diversification, and Mobility
(2014-04) Panos, Georgios A.; Pouliakas, Konstantinos; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Centre for Labour Market Research (CeLMR)
Native-immigrant Wage Differentials in Malaysia
(2020-07) Abdullah, Borhan; Theodossiou, Ioannis; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Centre for Labour Market Research (CeLMR)
Occupational and industry specificity of human capital in the British labour market
(2007-10-16T10:01:44Z) Zangelidis, Alexandros
This paper builds on the recent literature on the importance of occupational and industry experience on wages and extends Kambourov and Manovskii’s (2002) study using British data. Occupational experience is estimated to make a significant contribution to wage growth, while the evidence on industry specificity is not very supportive. The second contribution of the paper is that it assesses whether there is heterogeneity in the estimated returns to work experience across 1-digit industries and occupations. The findings suggest that industry and occupational experience is important for individuals in professional and managerial jobs or jobs in the banking and finance sector.
People's Experience with Thyroid Disease : Survey Report
(University of Aberdeen: Business School, 2023-05-25) Montagna, Catia; Zangelidis, Alexandros; University of Aberdeen.Economics; University of Aberdeen.Centre for Labour Market Research (CeLMR)
Profitable Career Paths: The Importance of Occupational and Industry Expertise
(University of Aberdeen Business School, 2004-10) Zangelidis, Alexandros
This paper departs from the conventional assumption that divides accumulated in work human capital into employer-specific and general labour market skills, and pursues the idea of industry and occupational specificity. Occupation-specific skills are estimated to have an important contribution in wage determination, while the evidence on industry specificity is not strong and in some cases inconclusive. The findings also outline that industry and occupational expertise are truly important to individuals’ earnings in industry sectors and occupations that are characterised by high-paying, prestigious but, competitive and demanding jobs, like professional and managerial jobs or jobs in the banking and finance sector.
The Relationship Between Obesity, Lifestyles and Employment Status
(University of Aberdeen Business School, 2004-10) Goode, Alison; Mavromaras, Kostas; Zangelidis, Alexandros
This paper investigates the relationship between obesity and lifestyles in the light of different employment status. The distinction between Employed and Not-employed individuals is used in order to represent the different constraints that face the two types of individuals: the average Employed has more money and less time and the average Not-employed has less money and more time. Typically, healthy eating is more expensive than less healthy lower quality food and the price of healthy eating is usually outwith the control of individuals. By contrast, the price of physical activity can be controlled by individuals, but only when they have sufficient free time. Economic theory would then suggest that where obesity may be perceived to be a problem by the individual, the Employed will engage more in (expensive but not time consuming) healthy eating and the Not-employed will engage more in (less expensive but time consuming) physical activity. The paper uses quantile regression in order to investigate these effects at different segments of the BMI distribution. Instrumental variables are used in order to control for endogeneity bias. Conditional estimates lend support to the predictions of economic theory: the Employed engage more in healthy eating and the Not-employed engage more in physical activity.
The Role of Energy Poverty on the Gender-Health Gap in Ghana
(2025-11) Iddrisu, Abdul; Phimister, Euan; Zangelidis, Alexandros; University of Aberdeen.Finance; University of Aberdeen.Economics; University of Aberdeen.Africa-Asia Centre for Sustainability (AACS)
Seniority profiles in unionised workplaces:Do unions still have the edge?
(University of Aberdeen Business School, 2004-10) Zangelidis, Alexandros
This paper, using data from the British Household Panel; Survey, explores how institutional arrangements influence employees’ wages. Particularly, it distinguishes the different paths seniority-earnings profiles follow depending on whether the individual is employed in a workplace where trade unions and collective bargaining are present, or not. Within this framework, two propositions are set. It is argued that in the union sector seniority should be an important determinant of wages, while in the less structured non-union sector true productivity, proxied by the more competitive accumulated skills and professional expertise, should have a key role on earnings profiles. Indeed the empirical analysis on male employees verifies both propositions. Seniority-earnings profiles appear to be steeper in the union-sector, while occupational expertise is estimated to have a more significant role in non-union jobs.
Should I stay or Should I Go? The effect of Gender, Education and Unemployment on Labour Market Transitions
(2007-03-07T10:45:26Z) Theodossiou, Ioannis; Zangelidis, Alexandros
The literature on job mobility patterns and search behaviour has highlighted significant gender differences. Women on average appear to suffer a higher risk of redundancy or dismissal, they exhibit a lesser commitment to the labour market activity, and they are relatively less mobile than men (Theodossiou, 2002). They are also more likely to exit employment for employee-initiated reasons, namely a family or personal reason, in contrast to men who are more likely to exit employment for an employer-initiated reason such as layoff or dismissal (Keith and McWilliams, 1997). However, although women are more likely to exit employment for a voluntary reason compared to men, men are more likely to be engaged in on-the-job search aiming at voluntary job mobility compared to women (Parson, 1991; van Ophem, 1991; Keith and McWilliams, 1999). The primary reason for these gender differences in the labour market behaviour are the societal constraints associated with women’s dominant role in childcare. Hersch and Stratton (1997) show that women, especially married women, spend three times more time engaged in household activities and are substantially more prepared to quit their job for a family-related reason than men are (Keith and McWilliams, 1997; Theodossiou, 2002).