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Lindner, Nikolaus Peter Lang 2005 국내박사
Three Essays on Social Security Disability Insurance
Lindner, Stephan Reinhard University of Michigan 2011 해외박사(DDOD)
This dissertation studies two central aspects of the Social Security Disability Insurance (DI) program: economic factors influencing application decisions and the program's employment effect. The first chapter documents that most applications for DI occur after a job loss, and most of them report a health shock shortly beforehand. However, applicants typically do not apply immediately after having stopped working. Classifying non-employment episodes ending with DI application by beginning events and comparing their first and last month reveals notable differences in terms of job search, transfer recipiency, and other factors likely to influence applications decisions for DI. Building on these insights, the second chapter examines how Unemployment Insurance affects the decision to apply for DI. Theoretically, higher UI benefits may make it less necessary to obtain DI cash benefits, but they also facilitate applications by providing income support during the application process. Workers may also believe that UI take-up reduces the chances of a successful DI application. These predictions are tested by jointly estimating a hazard model of DI application and UI take-up. Results show that both UI take-up and a higher UI benefit level reduce the probability of applying for DI, which suggest that application decisions for DI are sensitive to short-term income flows. However, increasing UI benefits to reduce expenses for DI is not cost-effective because such a policy does not target workers at risk of applying for DI well enough. The third chapter, which is joint with John Bound and Timothy Waidmann, turns to the employment effect of the DI program. Between 1990 and 2005, enrollment for DI rapidly increased while employment rates for men with disabilities decreased, suggesting a strong employment effect. However, studies using denied applicants find a low to moderate employment effect of DI for the majority of applicants. In order to reconcile these findings, changes in total employment are decomposed into population and employment changes for non-participants, DI beneficiaries, and denied applicants. Results for men with disabilities show that the DI program played at most a moderate role in explaining the continuing employment decline, especially after the mid-1990s.
Lindner, James Richards The Ohio State University 2000 해외박사(DDOD)
This study was designed to examine perceptions of Ohio State University Extension County Chairs regarding their levels of competence and performance regarding their human resource management responsibilities. The study design was description-correlational with data collected using a written questionnaire that was mailed to all Ohio State University Extension County Chairs. Results were computed using the mean and standard deviation for each factor. T-tests and analysis of variances were conducted to examine the relationship between personal characteristics and human resource management competencies and activities. Coefficients of correlation were conducted to explore the patterns of relationship between human resource management competencies and human resource management activities. Findings indicate County Chairs perceived their level of performance as good to excellent on the fourteen identified human resource management activities. They perceived their level of competence as high to very high on seven human resource management competencies and average to high on 12. The use of formal class work and self-directed learning by County Chairs to increase their human resource management knowledge was related to higher human resource management activity and competency scores. Shadowing or mentoring was related to higher competency scores. Competency and activity scores were not related to gender, age, tenure in Extension, tenure as chair, level of education, and program area. The correlation between summated human resource management competency and activity scores were found to be significant with a very strong positive relationship between the variables. All 19 of the human resource management competencies were correlated with at least four of the human resource management activities.