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Browsing by Subject "http://www.yso.fi/onto/yso/p10821"

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  • Kuitunen, Satu (2022)
    Conflict-related violence and fragility are among the core development challenges of our time. Over the past decades, most armed conflicts have comprised one or more non-state actors, and conflicts commonly arise among domestic actors. These non-state actors cannot resort to conscript armies and thus need to motivate citizens to join their ranks. Due to this, addressing individual participation motivations is an integral part of the study of conflict. Armed conflict participation is puzzling because it comes with significant risks. In contrast, the possible benefits of conflict outcomes are often public and non-excludable goods, making conflict participation subject to a free rider problem. This thesis provides a narrative literature review of individual participation motivations in the presence of the free rider problem. The focus is on situations where individuals are not conscripts, and the armed groups cannot mobilise an existing reserve of combatants. The existing economic literature has addressed individual-level conflict participation motivations relatively little. This thesis assesses different motivational factors’ ability to solve the free rider problem and seeks to inspire future research. Both theoretical and empirical literature is covered. This thesis addresses three motivational factors: (1) material incentives and the opportunity cost of participation; (2) grievances and socio-emotional incentives; and (3) negative incentives, particularly forced participation and the cost of non-action. This thesis does not seek to determine which motivation provides the best explanation. Instead, the logic behind each motivational factor is illustrated, and their ability to solve the free rider problem is critically evaluated. This thesis concludes that each motivational factor can help solve the free rider problem, but relying on a single motivation is often insufficient. This thesis recommends that economists look beyond material incentives and account for various motivations. Complementing material incentives with socio-emotional and negative incentives, in particular, gives a fuller picture of why individuals are willing to participate and risk their lives in conflict activities. However, further empirical research is needed to identify and test the abovementioned motivations.
  • Saarinen, Juha (2023)
    The gender wage gap is still prevalent despite increases in female educational attainment and employment rates in many countries. Recent research has studied how much of the gender wage gap is due to firm pay policies by estimating the difference in firm pay premiums that men and women receive from their employers. This is called the firm effects gap. This gap can be further decomposed into bargaining and sorting effects which measure how much of this gap in pay premiums is due to women receiving lower pay premiums than men working in the same firm (bargaining) and how much is due to women working in low-paying firms (sorting). The first part of this thesis goes over this recent literature, and based on research from different countries, it is evident that firm pay policies have a non-negligible effect on the gender wage gap. The empirical part of this thesis uses Finnish data from organized firms, which are covered by collective agreements, over the period 2012-2021 and estimates the firm effects gap and its components in the overall sample and in various subgroups. Compared to other studies, the effect of firm pay policies on the gender wage gap is moderate in the overall sample: according to highest (lowest) estimate they explain 24.9% (4.9%) of the overall gender wage gap. Gender wage gaps increase over the life cycle, but this cannot be explained by firm pay policies as the firm effects gap and its components stay roughly at the same level across age groups. Firm effects gaps are smaller among people with a higher education degree and in larger firms, but differences are small. While gender wage gaps are larger for high earners, firm effects gaps are smaller in upper wage deciles. Although collective agreements are a prevalent feature of Finnish labor markets, not all firms are covered by them. Also, the sample is restricted to organized firms, which are not the only firms covered by collective agreements due to general applicability, and many small firms are excluded. Therefore, it is unclear whether these results can be generalized to the whole private sector in Finland.