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New technologies, workplace organisation and the age structure of the workforce: Firm-level evidence

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Author Info

  • Patrick Aubert

    (CREST - Centre de Recherche en Économie et Statistique - INSEE - École Nationale de la Statistique et de l'Administration Économique, INSEE-D3E - Département des études économiques d'ensemble - INSEE)

  • Eve Caroli

    ()
    (EconomiX - CNRS : UMR7166 - Université Paris X - Paris Ouest Nanterre La Défense, PSE - Paris-Jourdan Sciences Economiques - CNRS : UMR8545 - École des Hautes Études en Sciences Sociales (EHESS) - École des Ponts ParisTech (ENPC) - École normale supérieure [ENS] - Paris)

  • Muriel Roger

    (LEA - Laboratoire d'Economie Appliquée - Institut national de la recherche agronomique (INRA) : UR1043)

Abstract

This paper investigates the relationships between new technologies, innovative workplace practices and the age structure of the workforce in a sample of French manufacturing firms. We find evidence that the wage-bill share of older workers is lower in innovative firms and that the opposite holds for younger workers. This age bias affects both men and women. It is also evidenced within occupational groups, thus suggesting that skills do not completely protect workers against the labour-market consequences of ageing. More detailed analysis of employment inflows and outflows shows that new technologies essentially affect older workers through reduced hiring opportunities as compared to younger workers. In contrast, organisational innovations mainly affect the probability of exit, which decreases much more for younger than for older workers following reorganisation.

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Bibliographic Info

Paper provided by HAL in its series PSE Working Papers with number halshs-00590805.

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Date of creation: Jun 2005
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Handle: RePEc:hal:psewpa:halshs-00590805

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Keywords: new work practices ; technology ; older workers ; labour demand;

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  1. Lisa M Lynch & Sandra E Black, 2002. "How to Compete: The Impact of Workplace Practices and Information Technology on Productivity," Working Papers 02-04, Center for Economic Studies, U.S. Census Bureau.
  2. Bauer, Thomas & Bender, Stefan, 2002. "Technological Change, Organizational Change, and Job Turnover," CEPR Discussion Papers, C.E.P.R. Discussion Papers 3534, C.E.P.R. Discussion Papers.
  3. Neuman, Shoshana & Weiss, Avi, 1995. "On the effects of schooling vintage on experience-earnings profiles: Theory and evidence," European Economic Review, Elsevier, Elsevier, vol. 39(5), pages 943-955, May.
  4. Bartel, Ann P & Sicherman, Nachum, 1993. "Technological Change and Retirement Decisions of Older Workers," Journal of Labor Economics, University of Chicago Press, University of Chicago Press, vol. 11(1), pages 162-83, January.
  5. Timothy F. Bresnahan & Erik Brynjolfsson & Lorin M. Hitt, 1999. "Information Technology, Workplace Organization and the Demand for Skilled Labor: Firm-Level Evidence," NBER Working Papers 7136, National Bureau of Economic Research, Inc.
  6. John S. Heywood & Lok-Sang Ho & Xiangdong Wei, 1999. "Determinants of hiring older workers: Evidence from Hong Kong," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 52(3), pages 444-459, April.
  7. Patrick Aubert & Bruno Crépon, 2003. "La productivité des salariés âgés : une tentative d'estimation," Économie et Statistique, Programme National Persée, Programme National Persée, vol. 368(1), pages 95-119.
  8. Caroli, Eve & Van Reenen, John, 1999. "Skill biased organizational change? Evidence from a panel of British and French establishments," CEPREMAP Working Papers (Couverture Orange) 9917, CEPREMAP.
  9. Leora Friedberg, 2003. "The impact of technological change on older workers: Evidence from data on computer use," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 56(3), pages 511-529, April.
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