Discussion Papers

This paper presents the first empirical evidence on the nature and effects of human resource practices (HRM) in the Finnish manufacturing sector. In the analysis, we use the novel survey on HRM practices, based on a representative random sample from the population of the Finnish manufacturing firms who had 50 or more employees in 2005.

This paper investigates occupational segregation by gender in the Finnish private sector during the period 1995-2004 using Statistics Finland’s Structure of Earnings data. The results show that although the occupational differences between genders have decreased during the investigation period occupational segregation by gender is still high in the Finnish labour market. The level of segregation

The purpose of this paper is to assess the current state of the software industry in Finland. The GDP share of the IT industry in Finland has doubled during the last 10 years, being currently approximately 2 percent. In 2006, the Finnish IT industry consisted of approximately 8000 firms with 46 000 employees, of which

This study examines gender differences in the career development of young white-collar workers during the first years of their career. In the descriptive analysis the hierarchical level of the first job and the job mobility of men and women are compared. Then, in the econometric part of the study, the probabilities to change jobs and

even though inter-firm networking is often argued to be among the factors enhancing business performance, empirical research on the topic is scarce. We exploit Eurostat’s and Statistic Finland’s pilot survey on inter-enterprise relations to study the issue. Our uni- and multivariate analysis does not suggest that there is a statistically significant positive or negative relationship

An employer-employee panel is used to study whether the movement of workers across firms is a channel of unintended diffusion of R&D-generated knowledge. Somewhat surprisingly, hiring workers from others’ R&D labs to one’s own does not seem to be a significant spillover channel. Hiring workers previously in R&D to one’s non-R&D activities, however, boosts both