Fellow's Seminar: Dr. Alban Alphonse Emmanuel AHOURE

Invitation to the Fellow’s Seminar Fiscal 2008-2009 (on November 10, 2008)

The Japan Foundation
Europe, Middle East and Africa Div.

The Japan Foundation would like to welcome you to join us for the Fellows' Seminar for Fiscal 2008-2009. The presenter is Dr. Alban Alphonse Emmanuel AHOURE from Republic of Cote d’IvoireAssistant professor, Department of Economics and Management, University of Cocody-Abidjan.

Date: Monday, November 10, 2008
Time: 15:00-16:45
Venue: JFIC Space “Keyaki” at the Japan Foundation Head Office.

Note: The Japan Foundation headquarters moved to the new office. Please refer to the link below.

Admission Fee: Free
Language: English (no interpretation)
Contact: If you would like to attend the seminar, please notify Japanese Studies and Intellectual Exchange Dept. by November 10, 2008 with your name, affiliation, and contact information (tel., fax or e-mail).
If you would apply by e-mail, please be aware to write the name of the presenter and the date of the seminar in the title. If you have any questions, please feel free to contact us.
Tel: 03-5369-6069/ Fax: 03-5369-6041 E-mail
Presenter: Dr. Alban Alphonse Emmanuel AHOURE
Assistant professor, Department of Economics and Management
University of Cocody-Abidjan, Republic of Cote d’Ivoire
He obtained PhD in Economics on March 2006 at Kobe University, Japan and DEA in Economics on December 1998 at University of Cocody-Abidjan, Cote d’Ivoire. His field of expertise is Human Resource Economics and his present themes of research are “Migrations, Remittances, Governance and Growth in Sub-Saharan African Countries: a Dynamic Panel Data Analysis” and “Ageing Workforce, Pay for Performance System and Employees’ Intrinsic Satisfaction with Job: an Analysis based on Japanese micro-data”.
Presentation Theme: “Ageing Workforce, Pay for Performance System and Employees' Intrinsic Satisfaction with Job: an Analysis based on Japanese micro-data”

This paper focuses on two main questions. Why are firms reluctant to use more intensively the performance-pay incentive scheme when they face an increase in the average age of their workforce? And, what is the impact of the performance-pay system on employees’ satisfaction with their job? Estimations based on employees as well as firms micro-data show that (1) Older workers are less inclined to invest in training indicating that the effect of training on mitigating the negative impact of the performance-pay system on workers’ morale is reduced in presence of an ageing workforce. (2) Firms with higher proportion of older workers are more inclined to basically maintain lifetime employment, seniority-based wages system and less likely to hire section’s managers. They put high value on skill development. (3) Under performance-pay scheme, earnings ranks do affect employees’ satisfaction with intrinsic motives of job (work content, communication and human relations). This is not observed for workers under alternative pay systems. There is a crowding-out of the intrinsic satisfaction with job when pay becomes more importantly related to short-term performances. We conclude that skill development is an important factor for management decision to intensively use the performance-pay scheme when company faces an ageing workforce and this pay system may deteriorate employees’ intrinsic satisfaction with job.

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