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Publications

Work organization in social enterprises: A source of job satisfaction?Journal articleXavier Joutard, Francesca Petrella et Nadine Richez-Battesti, Kyklos, Volume 78, Issue 1, pp. 111-148, 2025

Many studies suggest that employees of social enterprises experience greater job satisfaction than employees of for-profit organizations, although their pay and employment contracts are usually less favorable. Based on linked employer–employee data from a French survey on employment characteristics and industrial relations and using a decomposition method developed by Gelbach (2016), this paper aims to explain this somewhat paradoxical result. Focusing on work organization variables, we show that the specific work organization of social enterprises explains a large part of the observed job satisfaction differential both in general and more specifically, in terms of satisfaction with access to training and working conditions. By detailing the components of work organization, the higher job satisfaction reported by employees in social enterprises stems from their greater autonomy and better access to information. In contrast to earlier studies, however, our results show that these work organization variables do not have more value for social enterprise employees than for for-profit organization employees in the case of overall job satisfaction. This result casts doubt on the widespread hypothesis that social enterprise employees attach more weight to the nonmonetary advantages of their work than their counterparts in for-profit organizations.
Quelles conditions d'accès à l'emploi pour les jeunes mères isolées ?Book chapterStephen Bazen, Xavier Joutard et Hélène Périvier, In: Chemins vers l’emploi et la vie adulte : l’inégalité des possibles, Thomas Couppié, Arnaud Dupray, Céline Gasquet et Elsa Personnaz (Eds.), 2022-12, Number 4, pp. 97-105, CEREQ - Centre d'études et de recherches sur les qualifications, 2022

Si la présence d’un enfant pénalise l’accès à l’emploi des jeunes mères, la monoparentalité n’aggrave pas leur capacité d’accès à un premier emploi. En revanche, être mère isolée retarde l’accès au CDI à temps complet des femmes les moins diplômées, et donc leur insertion durable, à l’inverse des plus diplômées.
Business Training with a Better-Informed Lender: Theory and Evidence from Microcredit in FranceJournal articleRenaud Bourlès, Anastasia Cozarenco, Dominique Henriet et Xavier Joutard, Annals of Economics and Statistics, Issue 148, pp. 65-108, 2022

In the microfinance sector, experienced lenders enjoy an information advantage over first-time entrepreneurs. Our study proposes an analysis of the business training provided on a par with microloans and its potential effect on borrowers’behavior. First, we present a simple theoretical mechanism showing that an information advantage concerning borrower risk can lead to a non-monotonic relationship between risk and business training provision. Second, using a hand-collected data set of loan applications to a French MFI, we empirically examine the relationship between business training provision and borrower risk, controlling for selection bias and endogeneity. The collected evidence supports the existence of a non-monotonic relationship and shows that business training significantly increases the survival time of loans. Our results are robust to alternative econometric models.
Étude sur la situation économique et sociale des parents isolés : niveau de vie, marché du travail et politiques publiquesReportHélène Périvier, Guillaume Allègre, Stephen Bazen, Bruno Ducoudre, Xavier Joutard, Pierre Madec, Muriel Pucci et Raul Sampognaro, pp. 72, 2020
Recours aux arrêts-maladie et au temps partiel thérapeutique après un diagnostic de cancerBook chapterCaroline Alleaume, Philippe-Jean Bousquet, Xavier Joutard, Alain Paraponaris, Patrick Peretti-Watel et Valerie Seror, In: La vie cinq ans après un diagnostic de cancer, MK Ben Diane, AD Bouhnik, J Mancini et P. Peretti-Watel (Eds.), 2018-06, pp. 222-242:Ch13, INCa, 2018

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Trajectoires professionnelles après un diagnostic de cancerBook chapterCaroline Alleaume, Philippe-Jean Bousquet, Xavier Joutard, Alain Paraponaris, Patrick Peretti-Watel et Valerie Seror, In: La vie cinq ans après un diagnostic de cancer, MK Ben Diane, AD Bouhnik, J Mancini et P. Peretti-Watel (Eds.), 2018-06, pp. 202-220:Ch12, INCa, 2018

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Situation professionnelle cinq ans après un diagnostic de cancerBook chapterCaroline Alleaume, Philippe-Jean Bousquet, Xavier Joutard, Alain Paraponaris, Patrick Peretti-Watel, Valerie Seror et Patricia Vernay, In: La vie cinq ans après un diagnostic de cancer, MK Ben Diane, AD Bouhnik, J Mancini et P. Peretti-Watel (Eds.), 2018-06, pp. 174-201:Ch11, INCa, 2018

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Évolution des revenus cinq ans après le diagnostic d’un cancerBook chapterCaroline Alleaume, Xavier Joutard, Lionel Lafay, Alain Paraponaris, Patrick Peretti-Watel et Valerie Seror, In: La vie cinq ans après un diagnostic de cancer, MK Ben Diane, AD Bouhnik, J Mancini et P. Peretti-Watel (Eds.), 2018-06, pp. 150-173:Ch10, INCa, 2018
An Oaxaca decomposition for nonlinear modelsJournal articleStephen Bazen, Xavier Joutard et Brice Magdalou, Journal of Economic and Social Measurement, Volume 42, Issue 2, pp. 101-121, 2017

The widely used Oaxaca decomposition applies to linear models. Extending it to commonly used nonlinear models such as duration models is not straightforward. This paper shows that the original decomposition that uses a linear model can also be obtained by an application of the mean value theorem. By extension, this basis provides a means of obtaining a decomposition formula which applies to nonlinear models which are continuous functions. The detailed decomposition of the explained component is expressed in terms of what are usually referred to as marginal effects. Explicit formulae are provided for the decomposition of some nonlinear models commonly used in applied econometrics including binary choice, duration and Box-Cox models.
Pratiques et impact des activités réduitesBook chapterXavier Joutard, Nathalie Havet et Laila Ait Bihi Ouali, In: Pratiques et impact des activités réduites : les résultats issus de 5 recherches soutenues par Pôle emploi, 2016-08, Volume online, pp. 139-232, 2016

Ce document présente les résultats des travaux menés sur le thème de l’activité réduite, par cinq laboratoires sélectionnés dans le cadre d’un appel à propositions de recherches lancé par Pôle emploi avec le concours de son conseil scientifique.
Au-delà de la diversité des pratiques observables des activités réduites, plus souvent subies que choisies, leurs effets sont globalement positifs. En permettant de conserver un lien étroit au monde du travail, l’activité réduite évite le plus souvent de s’enfermer dans la précarité et de bénéficier d’un « effet tremplin » pour sortir du chômage et accéder à un emploi plus durable. De plus, dans un contexte où les formes particulières d’emploi se diffusent et deviennent de moins en moins atypiques, l’attitude des recruteurs peut bénéficier à ceux qui ont connu le temps partiel ou les emplois temporaires entrecoupés de périodes de chômage, dès lors que cette situation devient banale dans le métier considéré.
Work organization in social enterprises: A source of job satisfaction?Journal articleXavier Joutard, Francesca Petrella et Nadine Richez-Battesti, Kyklos, Volume n/a, Issue n/a, Forthcoming

Many studies suggest that employees of social enterprises experience greater job satisfaction than employees of for-profit organizations, although their pay and employment contracts are usually less favorable. Based on linked employer–employee data from a French survey on employment characteristics and industrial relations and using a decomposition method developed by Gelbach (2016), this paper aims to explain this somewhat paradoxical result. Focusing on work organization variables, we show that the specific work organization of social enterprises explains a large part of the observed job satisfaction differential both in general and more specifically, in terms of satisfaction with access to training and working conditions. By detailing the components of work organization, the higher job satisfaction reported by employees in social enterprises stems from their greater autonomy and better access to information. In contrast to earlier studies, however, our results show that these work organization variables do not have more value for social enterprise employees than for for-profit organization employees in the case of overall job satisfaction. This result casts doubt on the widespread hypothesis that social enterprise employees attach more weight to the nonmonetary advantages of their work than their counterparts in for-profit organizations.
Work organization in social enterprises: A source of job satisfaction?Journal articleXavier Joutard, Francesca Petrella et Nadine Richez-Battesti, Kyklos, Volume n/a, Issue n/a, Forthcoming

Many studies suggest that employees of social enterprises experience greater job satisfaction than employees of for-profit organizations, although their pay and employment contracts are usually less favorable. Based on linked employer–employee data from a French survey on employment characteristics and industrial relations and using a decomposition method developed by Gelbach (2016), this paper aims to explain this somewhat paradoxical result. Focusing on work organization variables, we show that the specific work organization of social enterprises explains a large part of the observed job satisfaction differential both in general and more specifically, in terms of satisfaction with access to training and working conditions. By detailing the components of work organization, the higher job satisfaction reported by employees in social enterprises stems from their greater autonomy and better access to information. In contrast to earlier studies, however, our results show that these work organization variables do not have more value for social enterprise employees than for for-profit organization employees in the case of overall job satisfaction. This result casts doubt on the widespread hypothesis that social enterprise employees attach more weight to the nonmonetary advantages of their work than their counterparts in for-profit organizations.