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| Author | : Olof Rosenqvist |
| Publisher | : |
| Total Pages | : |
| Release | : 2016 |
| Genre | : |
| ISBN | : 9789185519682 |
| Author | : Melissa Christine LoPalo |
| Publisher | : |
| Total Pages | : 412 |
| Release | : 2019 |
| Genre | : |
| ISBN | : |
This dissertation examines determinants of worker productivity, labor market outcomes, and population health. The first chapter, previously published in the Journal of Public Economics, examines the impacts of cash assistance on refugee labor market outcomes. I exploit variation across states and over time in the generosity of cash assistance available to refugees upon arrival in the U.S. and study the impacts on wages and employment. I argue that cash assistance is randomly assigned to refugees conditional on characteristics such as education and country of origin, as refugee placement is decided by a committee that does not meet with the refugees or learn their preferences. I find that refugees resettled with more generous cash assistance go on to earn higher wages, with no significant change in the probability of employment. The effects are largest for highly-educated refugees. The second chapter examines the impact of temperature on the productivity and job performance of outdoor workers in developing countries. I overcome data challenges with studying individual-level productivity by studying household survey interviewers as workers. Using data from Demographic and Health Survey interviewers in 46 countries, I find that interviewers complete fewer interviews per hour worked on hot and humid days, driven by an increase in working hours. I also find evidence that suggests that workers allocate their effort towards tasks that are more easily observed by supervisors on hot days. The third chapter, previously published in Social Justice Research and co-authored with Diane Coffey and Dean Spears, examines the role of social inequality in population health outcomes in India, focusing on the case of casteism and child height in India. We describe evidence from the India Human Development Survey showing that children in villages with more strongly casteist attitudes are shorter on average, an association that is statistically explained by the association between casteism and the prevalence of open defecation
| Author | : Anjali Priya Verma |
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| Total Pages | : 0 |
| Release | : 2022 |
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| ISBN | : |
This dissertation examines the determinants of disparity in education and labor market outcomes. The first chapter, co-authored with Imelda, examines the impact of clean energy access on adult health and labor supply outcomes by exploiting a nationwide roll-out of clean cooking fuel program in Indonesia. This program led to a large-scale fuel switching, from kerosene, a dirty fuel, to liquid petroleum gas, a cleaner one. Using longitudinal survey data from the Indonesia Family Life Survey and exploiting the staggered structure of the program rollout, we find that access to clean cooking fuel led to a significant improvement in women’s health, particularly among those who spend most of their time indoors doing housework. We also find an increase in women’s work hours, suggesting that access to cleaner fuel can improve women’s health and plausibly their productivity, allowing them to supply more market labor. For men, we find an increase in the work hours and propensity to have an additional job, mainly in households where women accrued the largest health and labor benefits from the program. These results highlight the role of clean energy in reducing gender disparity in health and point to the existence of positive externalities from the improved health of women on other members of the household. The second paper studies the labor supply response of women to changes in expected alimony income. Using an alimony law change in the US that significantly reduced the post-divorce alimony support among women, I first show that this led to an increase in divorce probability. Second, consistent with the theoretical prediction from a simple model of labor supply, the reform led to an increase in the female labor force participation, with a larger increase among ever-married and more educated samples of women. As a result, the average female wage income increased after the reform. While labor supply increased, I show that most of this increase was concentrated in part-time employment, which may not be sufficient to compensate for the expected loss in alimony income. In light of the recent movement in the US to reform alimony laws, these findings are pertinent to understand its implications on women’s labor supply and economic well-being. The third chapter, co-authored with Akiva Yonah Meiselman, studies the long-run effects of disruptive peers in disciplinary schools on educational and labor market outcomes of students placed at these institutions. Students placed at disciplinary schools tend to have significantly worse future outcomes. We provide evidence that the composition of peers at these institutions plays an important role in explaining this link. We use rich administrative data of high school students in Texas which provides a detailed record of each student’s disciplinary placements, including their exact date of placement and assignment duration. This allows us to identify the relevant peers for each student based on their overlap at the institution. We leverage within school-year variation in peer composition at each institution to ask whether a student who overlaps with particularly disruptive peers has worse subsequent outcomes. We show that exposure to peers in highest quintile of disruptiveness relative to lowest quintile when placed at a disciplinary school increases students’ subsequent removals, reduces their educational attainment, and worsens labor market outcomes. Moreover, these effects are stronger when students have a similar peer group in terms of the reason for removal, or when the distribution of disruptiveness among peers is more concentrated than dispersed around the mean. Our findings draw attention to an unintended consequence of student removal to disciplinary schools, and highlights how brief exposures to disruptive peers can affect an individual’s long-run trajectories
| Author | : Alexander Lars Philip Willén |
| Publisher | : |
| Total Pages | : 0 |
| Release | : 2018 |
| Genre | : |
| ISBN | : |
This dissertation consists of three essays, each using advanced empirical methods to address important questions within the fields of labor and education economics. In Chapter 1, I exploit a Swedish reform that eliminated the fixed national pay scale for teachers to present novel evidence on the labor market effects of wage decentralization. Identification of the causal effect of the reform is achieved by using differences in non-teacher wages across local labor markets prior to the reform as a measure of treatment intensity in a dose-response difference-in-difference framework. I find that decentralization induces large changes in teacher pay, and that these changes are entirely financed through a reallocation of existing education resources. The magnitude of the wage effect is negatively related to teacher age, such that the reform led to a disproportionate increase in entry wage and a flattening of the age-wage relationship. Contrary to the predictions of the Roy model, decentralization does not impact teacher composition or student outcomes. I show that a main reason for this relates to general equilibrium and wage spillover effects to substitute occupations. In Chapter 2, which is joint work with Anders Böhlmark, we examine how ethnic residential segregation affects long-term outcomes of immigrants and natives. The key challenge with identifying neighborhood effects is that individuals sort across regions for reasons that are unobserved by the researcher but relevant as determinants of individual outcomes. Such nonrandom selection leads to invalid inference in correlational studies since individuals in neighborhoods with different population compositions are not comparable even after adjusting for differences in observable characteristics. To overcome this issue, we borrow theoretical insight from the one-sided tipping point model used by Card, Mas and Rothstein (2008). This model predicts that residential segregation can arise due to social interactions in white preferences: once the minority share in a neighborhood passes a certain “tipping point,” the neighborhood will be subject to white flight and avoidance, causing a discontinuity in white population growth. After having found evidence for the tipping phenomenon in Sweden, we use the tipping threshold as a source of exogenous variation in population composition to provide new evidence on the effect of neighborhood segregation on individual outcomes. We find negative effects on the educational attainment of native children. These effects are temporary and do not carry over to the labor market. We show that these transitory education effects are isolated to natives who leave tipped areas, suggesting that they may be driven by short-term disruptions caused by moving. In Chapter 3, which is joint work with Michael Lovenheim, we analyze the effect of teacher collective bargaining laws on long-run labor market and educational attainment outcomes, exploiting the timing of passage of duty-to-bargain (DTB) laws across cohorts within states and across states over time. We find robust evidence that exposure to teacher DTB laws worsens the future labor market outcomes of men: in the first 10 years after passage of a DTB law, male earnings decline by $1,974 (or 3.64%) per year and h.
| Author | : Nagham Sayour |
| Publisher | : |
| Total Pages | : |
| Release | : 2016 |
| Genre | : |
| ISBN | : |
"This thesis is comprised of three empirical essays on the theme of human capital. The essays use natural and laboratory experiments to study the determinants, returns and components of human capital. We first consider the determinants of human capital by studying the effects of maternal care as a determinant of children's human capital. Then we investigate the returns to human capital by studying the effects of immigration policies on immigrants' characteristics and labour market outcomes. Lastly, we examine specific components of human capital through an experiment on non-cognitive skills and preferences. The first essay estimates the causal impact of maternal care on the developmental outcomes of children aged 2-3 years using a parental leave reform implemented in Canada at the end of 2000 as an exogenous variation to maternal care. The reform increased the time mothers spend with their newborns by 3 months without affecting their income net of taxes, transfers and child care costs. Using the Canadian National Longitudinal Survey of Children and Youth, we employ a difference-in-differences methodology to compare children with a sibling born after the reform to those with a sibling born before the reform, relative to children of the same birth cohorts who did not have a younger sibling in the period surrounding the reform. We find that treated children enjoy a 16 percent increase in the time they spend with their mothers, with maternal care crowding out informal care. The increase in maternal care does not translate into better cognitive, non-cognitive or health outcomes in the short-run or the medium-run. The second essay uses a natural experiment to study the effects of a change in the point system, a system that selects immigrants based on specific observable characteristics, on immigrants' characteristics and labor market outcomes. Specifically, in 2001, Quebec changed its point system, by increasing the points for education and French language and decreasing the points for a subjective category "adaptability". The objective of the reform was to increase the number of French-speaking immigrants without deteriorating their labor market performance. Using a difference-in-differences and triple differences methodology, we show that, compared to immigrants to the Rest of Canada, immigrants to Quebec after the reform hold more bachelor's degrees and know more French than immigrants to Quebec before the reform. However, this does not translate into better labor market outcomes. This essay shows how point systems can be used to shape the immigrant workforce according to policy goals. Non-cognitive skills are a recently incorporated component of human capital in the economics literature. In the third essay, we contribute to this literature through a laboratory experiment on personality traits and risk and ambiguity preferences. We also study the effects of personality traits prevalence in a group on the decision making of each group member. In the experiment, subjects reveal their risk and ambiguity preferences through lottery choices. They then participate in an unstructured group chat. Afterwards, they are given the chance to revise their initial lottery choices. Results show that personality traits affect risk and ambiguity preferences before the chat. Specifically, conscientiousness is negatively related to risk and ambiguity aversion and agreeableness is negatively related to ambiguity aversion. We also show that the probability of changing decisions after the chat is affected by the individual's non-cognitive traits but not by the traits of the other group members." --
| Author | : MinSub Kim |
| Publisher | : |
| Total Pages | : 0 |
| Release | : 2021 |
| Genre | : Industrial management |
| ISBN | : |
This dissertation studies the importance of networks and other institutional factors on workers' labor market outcomes. I particularly focus on manager-employee networks formed within the workplace, for two main reasons: these networks play a critical role in determining the productivity of individual employees, and also affect the equitability of a given working environment, which in turn influences workers' outcomes. Because social networks are more likely to form among those who share similar backgrounds (such as gender or ethnicity), vertical co-worker connections may worsen existing intra-institutional gaps between majority and minority groups, as there is a higher chance of such bonds emerging among the majority. Hence understanding the characteristics and mechanisms of manager-employee connections may yield significant implications for policymakers in empowering a diverse workforce and redressing disparities. Despite having consequential ramifications for an employee's career outcomes, little attention has been paid to manager-employee networks in the workplace, mainly due to the limited data at hand. This, in turn, limits causal evidence in the existing literature. In the first two chapters below, using web scraping techniques, I construct unique datasets that allow me to identify co-worker connections in specific professions to provide causal evidence of the effects of manager-employee connections. In Chapter 1, I inquire whether the gender of academic leaders, i.e., college deans and department chairs, affects outcomes of faculty members in terms of (i) wages and (ii) share of female faculty in an academic unit. Exploiting data allowing for a year-by-year identification of any changes in individual departments/colleges such as chair/dean transitions, I adopt an event study design which compares female and male faculty who are exposed to a gender-constant head transition (e.g., male-to-male department chair transition) and those who are exposed to a transition that also involves a change in the leader's gender (e.g., male-to-female department chair transition). I find that managers can improve or worsen female outcomes relative to male outcomes, but the effect of managers does not depend on their gender. This finding is contrary to the common expectation that promoting female managers will have positive spillover effects on other female workers: my findings suggest that merely appointing female managers is not sufficient to reduce gender disparities and improve women's representation in universities. In Chapter 2, I investigate whether and to what extent connections with "successful" senior colleagues (i.e., senior colleagues who rise to high-ranking positions during the course of their career paths) affect a junior prosecutor's chances of promotion. This study focuses on a professional organization that is marked by its bureaucratic hierarchy where managers train, supervise, and assess juniors as well as hold the influence to recommend them for promotion. To identify a causal network effect of successful seniors, I exploit exogenous variation in networks arising from personnel transfer assignments, an organization-specific attribute unique to the Korean prosecution service. I find that connections to successful seniors have a positive spillover effect on junior prosecutors: a one standard deviation increase in the number of connections with successful seniors increases the probability of being promoted for a junior by 10 percentage points. I further provide empirical evidence that there are at least three potential mechanisms behind the network effect: (i) skill spillovers from a senior to a junior, (ii) transmission of information on a junior's performance between seniors, and (iii) nepotism based on alma-mater connections. I also find that social networks arising within workplaces can reinforce the disparity between the minority and majority groups: the alumni of a major university. My findings thus propose that matching a successful senior with a junior within the same minority group of a given institution is an effective way of supporting the minority group within the workplace. In Chapter 3, we study the gender gap for academic economists across a wide range of departments and institutions. Extending the faculty salary data used in Chapter 1, we quantify how much of the gender pay gap arises within versus between departments (and institutions), and explore potential explanations for the variations in the magnitude of gender disparity across different departments and universities, focusing on institutional factors such as gender composition and the overall level of dispersion in salaries at an institution and in a department.
| Author | : Dario S. Judzik |
| Publisher | : |
| Total Pages | : 118 |
| Release | : 2014 |
| Genre | : |
| ISBN | : 9788449045745 |
Esta tesis está constituida por tres ensayos empíricos sobre los determinantes de las dinámicas del mercado laboral. Cada uno de estos ensayos se centra en tres variables fundamentales para el mercado laboral: el salario real, la intensidad de capital (o capital por trabajador), y el empleo a nivel sectorial. El primer ensayo presenta un análisis sobre el proceso de fijación de salarios aplicado a 8 países, de acuerdo con la clasificación del mercado de trabajo de Daveri y Tabellini (2000): anglosajón (EE.UU. y Reino Unido), Europa continental (Francia, Italia y España), los países nórdicos (Suecia y Finlandia), y Japón. Los resultados muestran que la determinación de los salarios en las últimas décadas ha estado condicionada por tres factores estructurales, independientemente de las diferencias entre estos modelos económicos. Es decir, los resultados son robustos a diferentes estructuras institucionales, por ejemplo, si el mercado laboral se ve afectado por una más o menos estricta legislación de protección del empleo. La identificación de estos principales motores de la determinación de los salarios es fundamental para el diseño de políticas de desempleo porque éstos determinan los resultados del mercado laboral a través de la presión sobre los salarios. Dichos factores estructurales son: el crecimiento de la productividad, la desafiliación sindical, y el comercio internacional. También se pone de manifiesto que la desafiliación sindical y el comercio, mediante evitar que los salarios reales suban aún más, y aumentando así la brecha entre salario y productividad, han actuado como importantes contribuyentes a la continua caída en la participación de las rentas del trabajo. El segundo ensayo se centra en la intensidad de capital (es decir, la relación capital por trabajador), que generalmente se considera como un factor en crecimiento económico, y la evaluación empírica de sus factores determinantes ha sido un tema en general descuidado. Se presenta un marco analítico que incluye consideraciones del lado de la demanda en el modelo uniecuacional estándar de intensidad de capital. Los resultados de las estimaciones confirman el coste relativo de los factores de producción como motor de la oferta fundamental de la intensidad de capital generando, también, estimaciones plausibles de la elasticidad de sustitución entre capital y trabajo. Los dos proxies que consideramos para las presiones del lado de la demanda resultan también relevantes. Este resultado requiere un enfoque más amplio que el habitual cuando se trabaja con los factores de la demanda de producción y, como lo hemos hecho, al examinar los determinantes de la intensidad de capital. Este ensayo también revela la posibilidad de una naturaleza diferente de los cambios tecnológicos en Japón y los EE.UU. Como se ha argumentado, esta misma diferencia proporciona una explicación de la diferente evolución de la intensidad de capital en Japón y los EE.UU., e incluso de sus modelos de crecimiento ya bien conocidos, siendo Japón, tradicionalmente, uno de los grandes exportadores netos mundo; y los EE.UU. una de las mayores economías importadoras netas. Nuestros resultados alertan sobre un diseño simplista de las políticas basadas exclusivamente en consideraciones relativas a la oferta, y requieren un cuidadoso diseño de las políticas que afectan a las decisiones de las empresas sobre la inversión y la contratación de trabajo. La razón es que estas políticas afectan de manera crucial el comportamiento procíclico de la relación entre las tasas de utilización de la capacidad instalada y el empleo, ya que en las expansiones económicas la tasa de utilización de la capacidad tiende a aumentar proporcionalmente más que la tasa de empleo, probablemente debido a que en el muy corto plazo es menos costoso utilizar una mayor proporción de la capacidad ya instalada que contratar a nuevos trabajadores. En el tercer ensayo se analiza la heterogeneidad de la demanda laboral desde dos perspectivas empíricas. Por un lado, se calcula la elasticidad a nivel sectorial de la demanda de mano de obra y encontramos que estos valores varían significativamente entre las actividades económicas. Éstos son, generalmente, más altos en los EE.UU. y en Suecia que los que se encuentran en el caso de Alemania. Por otra parte, se investigan los efectos sobre el empleo de una mayor exposición al comercio internacional. Hacemos esto mediante la ampliación de un modelo de demanda de trabajo sectorial con apertura al comercio en la ecuación empírica. Luego, se desagrega la apertura al comercio en cuatro variables de acuerdo a cuatro tipos de mercancías: manufacturas, servicios, agricultura y combustibles. Por último, este ensayo también verifica la presencia de cambio tecnológico ahorrador de trabajo (labor-saving) en los tres países estudiados. Este descubrimiento es un resultado común en la literatura relacionada (Klump et al. 2012, Feldmann 2013). En particular, en los EE.UU. y Suecia se detecta una tasa de crecimiento de la eficiencia del trabajo similar. Dado que hay un efecto negativo sobre el empleo del cambio técnico, esta menor tasa de crecimiento de la eficiencia en el caso de Alemania puede explicar, en parte, su desempeño laboral diferenciado en la última década.
| Author | : Paul Obermann |
| Publisher | : |
| Total Pages | : 0 |
| Release | : 2023 |
| Genre | : Electronic dissertations |
| ISBN | : |
CHAPTER 1 I study the turnover of Human Resource Officers (HROs) in large U.S. corporations. While poor firm financial performance does not significantly increase the probability of turnover, another factor seems vital: Employee Sentiment. Using evaluations by current firm employees on Glassdoor.com, I show that the likelihood of HRO dismissal decreases when employee sentiment regarding the overall firm, senior leadership, career opportunities, compensation and benefits, work-life balance, or culture and values is higher. These factors seem exclusive to HRO turnover and hold no explanatory power with CEO turnover, suggesting that HROs face different factors in their performance evaluation than other Executives. An analysis of CEO and HRO turnover dynamics indicates that the probability of HRO turnover is marginally higher if the CEO was replaced recently. CHAPTER 2 We study the role of connections between CEOs and division managers in managerial career outcomes. Holding divisional and managerial characteristics constant, we find that CEOs are substantially less likely to dismiss division managers with whom they share a personal connection. Additionally, the sensitivity of turnover to divisional performance is significantly smaller for more connected division managers relative to others. These findings hold even when we consider CEO-division manager relationships that are more likely to arise for exogenous reasons, suggesting a causal role for personal connections in how managers are treated in a firm's internal labor market. Complementing this evidence,we find that division managers connected to the CEO are relatively more likely to be promoted within the firm. Turning to the external labor market, we find that dismissed division managers who were connected to the CEO fare particularly poorly in the external labor market, suggesting that the ability floor leading to the dismissal of a connected manager is particularly low. We argue that the collective evidence we present is most consistent with personal connections leading, on average, to inefficient job allocation assignments in the senior executive ranks. CHAPTER 3 Recent global market shocks and extreme volatility warrant a renewed practical interest inexecutives' strategic risk management. Risk and uncertainty in organizations has been studied in management primarily at the macro-organizational level, focusing on how firm investments take on risk to shape future capabilities and financial outcomes. Risk has also been studied in finance, with a focus more on how executives can protect the firm by reducing future financial volatility. Yet neither stream of research has been connected to micro-organizational research on how employees experience and perceive organizational conditions (e.g., climate), and how those perceptions shape employee job attitudes. Given employees are a key stakeholder of firms and are potential benefactors (or victims) of firms' risk management, we seek to bring these perspectives together. Results of our study suggest firms' strategic risk management indeed shape employees' perceptions of risk and job satisfaction. Specifically, risk-taking activities (i.e., aimed at increasing future firm returns) and risk-reducing activities (i.e., hedging) have a positive indirect effect one mployee job satisfaction (through employees' perceptions of job satisfaction). Our research builds theoretical implications by connecting multiple levels of analysis and disciplinary perspectives. Further, the practical implications of our research suggest strategic risk management not only influences financial outcomes, but also shapes employees' experiences within the firm.
| Author | : Christopher F. Parmeter |
| Publisher | : Emerald Group Publishing |
| Total Pages | : 487 |
| Release | : 2024-04-05 |
| Genre | : Business & Economics |
| ISBN | : 1837978735 |
It is the editor’s distinct privilege to gather this collection of papers that honors Subhal Kumbhakar’s many accomplishments, drawing further attention to the various areas of scholarship that he has touched.
| Author | : Hye Jin Rho |
| Publisher | : |
| Total Pages | : 150 |
| Release | : 2018 |
| Genre | : |
| ISBN | : |
This dissertation examines how the changing nature of work and organizations has altered the U.S. labor market to influence employment outcomes for job seekers (1) in alternative work arrangements and (2) of different genders. The first essay describes recent developments in the labor market for nonstandard workers, that is, an increase in the variety of pathways through which nonstandard workers are assigned to work. I suggest that changes in the regulatory environment, the rhetoric around competition, and technological developments have shaped inter-organizational relationships and norms in the industry to bring about a very different system of labor markets than was traditionally understood. I contend that such a multifaceted employment model with a diverse set of exchanges among multiple actors has profound implications for the future of IR research. The second essay examines the "multi-layered labor contracting" structure in which the recruitment of nonstandard workers is outsourced to an intermediating organization, who then selects workers from a group of competing suppliers. Drawing on power-dependence theories, I examine the link between these new contractual relationships and economic outcomes for lead firms and workers. Using proprietary data from employment records of nonstandard workers in Fortune 500 firms, I find that an additional contracting layer between lead firms and workers is associated with higher returns to firms and lower returns to workers. The loss from an additional contracting layer is reduced when workers gain bargaining power through pre-existing relationships with the firm. The third essay addresses how interactional processes between employers and job seekers at an initial recruitment phase online influence gender sorting of job seekers. We use unique data from a field study and (Study 1) a field experiment (Study 2) of online job postings to test two distinct interactional mechanisms: gendered language (as experienced by job seekers) and in-group preferences (as exercised by job seekers). We mostly find support for our predictions that, compared to male job seekers, female job seekers are more likely to show interest in and apply to a job when the job is described using more stereotypically feminine words or by female recruiters.
