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Blomskog, Stig
Publications (10 of 12) Show all publications
Blomskog, S. (2017). An Analysis of Permission Processes for Wind Power in Sweden. In: Bali Swain, Ranjula (Ed.), Environmental Challenges in the Baltic Region: A Perspective from Economics (pp. 173-199). Basingstoke: Palgrave Macmillan
Open this publication in new window or tab >>An Analysis of Permission Processes for Wind Power in Sweden
2017 (English)In: Environmental Challenges in the Baltic Region: A Perspective from Economics / [ed] Bali Swain, Ranjula, Basingstoke: Palgrave Macmillan, 2017, p. 173-199Chapter in book (Refereed)
Place, publisher, year, edition, pages
Basingstoke: Palgrave Macmillan, 2017
National Category
Economics
Research subject
Baltic and East European studies
Identifiers
urn:nbn:se:sh:diva-33362 (URN)10.1007/978-3-319-56007-6_8 (DOI)2-s2.0-85034857950 (Scopus ID)978-3-319-56006-9 (ISBN)978-3-319-56007-6 (ISBN)
Available from: 2017-09-12 Created: 2017-09-12 Last updated: 2017-12-07Bibliographically approved
Blomskog, S. (2015). An evaluation of the weighting method in a gender-neutral job evaluation tool recommended by the International Labor Office (ILO). Huddinge: Södertörns högskola
Open this publication in new window or tab >>An evaluation of the weighting method in a gender-neutral job evaluation tool recommended by the International Labor Office (ILO)
2015 (English)Report (Other academic)
Abstract [en]

Gender-neutral job evaluation has become a key method for confirming the presence of value discrimination when accounting for job-related factors such as required skills, responsibility levels, effort and working conditions, and for correcting for a gender-biased pay setting. However, this extensive use of gender-neutral job evaluation tools makes it important to examine the validity of these tools.

The purpose of this report is to evaluate the validity of a weighting method stated in a gender-neutral job evaluation tool that is recommended by the International Labor Office (ILO). The purpose of the ILO tool is to function as a general and worldwide guideline for gender-neutral job evaluations. The evaluation starts from the basic validity requirement that a weighting method has to be based on a correct interpretation of the weights in additive value models, which are used as “measures” of the value of jobs. The conclusion of the evaluation is that the ILO weighting method does not fulfill this basic validity requirement. The conclusion is reached in the following way:

First, I show that the meaning of the weights in additive value models is to determine so-called compensatory relations between job-related factors, which have an important impact on the results of job evaluations.

Second, by analyzing the weighting instructions in the ILO tool, I find that this weighting method is based on so-called direct rating of the relative importance of the job-related factors.

Third, I show that direct rating is based on an incorrect interpretation of the weights. Thus, users of the ILO tool will probably misinterpret the consequences of their weighting decisions. This, in turn, might give rise to a biased weighting, i.e. a weighting that the users would reject when they come to know the correct meaning of the weights.

Place, publisher, year, edition, pages
Huddinge: Södertörns högskola, 2015. p. 29
Series
PESO Research Reports ; 3
Keywords
Job evaluation, additive value model, direct rating, biased weighting, compensatory weighting
National Category
Economics
Identifiers
urn:nbn:se:sh:diva-27732 (URN)
Available from: 2015-06-16 Created: 2015-06-16 Last updated: 2016-01-11Bibliographically approved
Blomskog, S. & Bring, J. (2009). Hur bör en arbetsvärderingsmodell specificeras?: en analys baserad på mångdimensionell beslutsteori. Uppsala: IFAU
Open this publication in new window or tab >>Hur bör en arbetsvärderingsmodell specificeras?: en analys baserad på mångdimensionell beslutsteori
2009 (Swedish)Report (Other academic)
Place, publisher, year, edition, pages
Uppsala: IFAU, 2009. p. 82
Series
IFAU Rapport, ISSN 1651-1158 ; 2009:19
National Category
Economics
Identifiers
urn:nbn:se:sh:diva-11788 (URN)
Available from: 2011-09-29 Created: 2011-09-29Bibliographically approved
Blomskog, S. (2007). A formal analysis of a conventional job evaluation system. Huddinge: Södertörns högskola
Open this publication in new window or tab >>A formal analysis of a conventional job evaluation system
2007 (English)Report (Other academic)
Abstract [en]

In this paper we analyze the use of numerical information in the context of job evaluation. The analysis is based on the job evaluation system Steps to Pay Equity, which is recommended by the European Project on Equal Pay supported by the European commission. The main findings can be summarized as follows. Firstly, in Steps to Pay Equity no method is suggested that can be used in order to construct stronger scales than ordinal scales. This implies that rankings of jobs are based on the addition of ordinal scales, which means that the rankings are very unstable for admissible transformations. Secondly, there is no explicit definition or explanation how the weights should be interpreted, something that hampers an assessment about the reasonability of the assigned weights. Thirdly, the convention to classify jobs on predefined levels can give rise to heavy deformations of relevant differences between jobs, which means that received rankings of jobs are unjustified guidance for impartial pay setting. We suggest a possible remedy by illustrating the use of a specific multi-attribute evaluation model.

Place, publisher, year, edition, pages
Huddinge: Södertörns högskola, 2007. p. 32
Series
Working Paper, ISSN 1404-1480 ; 2007:5
National Category
Economics Mathematics
Identifiers
urn:nbn:se:sh:diva-1373 (URN)
Available from: 2007-09-24 Created: 2007-09-24 Last updated: 2017-09-22Bibliographically approved
Blomskog, S. (2007). An analysis of the principle ”Equal Pay for Jobs of Equal Value”. Huddinge: Södertörns högskola
Open this publication in new window or tab >>An analysis of the principle ”Equal Pay for Jobs of Equal Value”
2007 (English)Report (Other academic)
Abstract [en]

In this paper we analyze a number of assumptions and conceptual issues that arise in applications of conventional job evaluations, which are used in order to implement the principle “Equal Pay for Jobs of Equal Value” according to the Equal Pay Acts.

The main findings of the analysis can be summarized as follows: 1) A lack of a distinction between subjective and objective criteria as well as between descriptive and evaluative criteria, 2) A defective interpretation of independency conditions that are necessary in order to represent evaluation of jobs by weighted sums of scores, 3) An incorrect diagnosis and subsequently incorrect remedies of defects in job evaluation methods, 4) An incorrect interpretation of the meaning of key concepts such as “Jobs of Equal Value”, 5) Unwarranted assumptions about formal features of relations defined by the concept “Jobs of Equal Value”.

Place, publisher, year, edition, pages
Huddinge: Södertörns högskola, 2007. p. 39
Series
Working Paper, ISSN 1404-1480 ; 2007:4
National Category
Economics Mathematics
Identifiers
urn:nbn:se:sh:diva-1372 (URN)
Available from: 2007-09-24 Created: 2007-09-24 Last updated: 2011-09-29Bibliographically approved
Blomskog, S. (2007). An Evaluation of Employee Performance Based on Imprecise Value Judgments: Two Experiments. Huddinge: Södertörns högskola
Open this publication in new window or tab >>An Evaluation of Employee Performance Based on Imprecise Value Judgments: Two Experiments
2007 (English)Report (Other academic)
Abstract [en]

In this paper we test the usefulness of imprecise value judgments in evaluating employee performance. The test is based on two experiments which evaluate the performance of college lecturers. The experiments are carried out by applying the PRIME model (Preference Ratios in Multi-attribute Evaluation), a specific multi-attribute value model that supports the use of imprecise value judgments. The test shows that the use of imprecise value judgments, as synthesized by the PRIME model, can remedy a number of defects that are identified in conventional evaluation models in regard to job requirements and employee performance.

Place, publisher, year, edition, pages
Huddinge: Södertörns högskola, 2007. p. 36
Series
Working Paper, ISSN 1404-1480 ; 2007:2
Keywords
employee performance, imprecise value judgments, salary compensation
National Category
Mathematics Economics
Identifiers
urn:nbn:se:sh:diva-1142 (URN)
Available from: 2007-04-25 Created: 2007-04-25 Last updated: 2011-09-29Bibliographically approved
Blomskog, S. (2007). En analys av tillförlitlighet hos arbetsvärderingsmetoder. Huddinge: Södertörns högskola
Open this publication in new window or tab >>En analys av tillförlitlighet hos arbetsvärderingsmetoder
2007 (Swedish)Report (Other academic)
Abstract [sv]

Resultatet av en arbetsvärdering är att varje arbete tillordnas en viktad summa av poäng. Poängsumman kan tolkas som ett mått på en sammantagen värdering av krav och svårigheter som förknippas med arbetenas utförande. Måttet används för att bedöma vilka arbeten som är likvärdiga. En viktig fråga är i vilken mån detta mått utgör en tillförlitlig grund för att bedöma vilka arbeten som är likvärdiga. I arbetsvärderingssystemet Analys Lönelots, som rekommenderas av JämO, finns ett förslag på hur måttet kan användas på ett tillförlitligt sätt. I uppsatsen visas att förslaget har uppenbara brister. Vidare visas att problemet med tillförlitlighet hos måttet kan överföras på problemet med tillförlitlighet av precist angivna vikter och skalor, som avser att representera en beslutsfattares värderingar av relevanta egenskaper hos arbeten. Det finns uppenbara skäl att betvivla att en beslutsfattare kan motivera sådana precisa värderingar som följer av en precist angiven numerisk representation. I uppsatsen presenteras också ett alternativt sätt att numeriskt representera en beslutsfattares värderingar av arbeten. Denna typ av numeriska representation kan beakta att värderingar av arbeten är osäkra.

Place, publisher, year, edition, pages
Huddinge: Södertörns högskola, 2007. p. 32
Series
Working Paper, ISSN 1404-1480 ; 2007:3
National Category
Business Administration
Identifiers
urn:nbn:se:sh:diva-1143 (URN)
Available from: 2007-04-25 Created: 2007-04-25 Last updated: 2017-09-22Bibliographically approved
Blomskog, S. (2006). Lönediskriminering och jämförbarhet av olika arbeten: en diskussion av fem argument för icke-jämförbarhet. Tidskrift för politisk filosofi, 10(2), 19-44
Open this publication in new window or tab >>Lönediskriminering och jämförbarhet av olika arbeten: en diskussion av fem argument för icke-jämförbarhet
2006 (Swedish)In: Tidskrift för politisk filosofi, ISSN 1402-2710, Vol. 10, no 2, p. 19-44Article in journal (Other academic) Published
National Category
Economics
Identifiers
urn:nbn:se:sh:diva-11789 (URN)
Available from: 2011-09-29 Created: 2011-09-29 Last updated: 2017-12-08Bibliographically approved
Blomskog, S. (2003). Analys av ett individuellt lönesystem baserad på mångdimensionell beslutsteori. Huddinge: Södertörns högskola
Open this publication in new window or tab >>Analys av ett individuellt lönesystem baserad på mångdimensionell beslutsteori
2003 (Swedish)Report (Other academic)
Place, publisher, year, edition, pages
Huddinge: Södertörns högskola, 2003. p. 57
Series
Working Paper, ISSN 1404-1480 ; 2003:5
National Category
Mathematics Business Administration
Identifiers
urn:nbn:se:sh:diva-59 (URN)
Available from: 2003-10-13 Created: 2003-10-13 Last updated: 2011-09-29Bibliographically approved
Albæk, K., Asplund, R., Barth, E., Blomskog, S., Gudmundsson, B. R., Karlsson, V. & Strøjer Madsen, E. (2000). The Wage-Unemployment Relationship in the Nordic Countries: Wage flexibility without wage curves. Research in Labor Economics, 19, 345-381
Open this publication in new window or tab >>The Wage-Unemployment Relationship in the Nordic Countries: Wage flexibility without wage curves
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2000 (English)In: Research in Labor Economics, ISSN 0147-9121, Vol. 19, p. 345-381Article in journal (Refereed) Published
National Category
Social Sciences
Identifiers
urn:nbn:se:sh:diva-13370 (URN)10.1016/S0147-9121(00)19014-4 (DOI)
Note

ISBN: 978-0-76230-693-0

Available from: 2011-11-17 Created: 2011-11-17 Last updated: 2017-12-08Bibliographically approved
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