empathy or antipathy the impact of diversity mixing across ethnic and class lines could potentially either spur understanding or inflame tensions between groups we find that white students at a large state university who were randomly assigned african american roommates in their first year are more likely to endorse affirmative action policies several years later whites who were randomly assigned black roommates are also more likely to say they have more personal contact with and interact more comfortably with members of minority groups whites who were assigned either black or low income roommates are more likely to view a diverse student body as essential for a high quality education students become less supportive of higher taxes for the wealthy when assigned roommates from high income families and they appear more likely to volunteer when assigned roommates from low income families taken together these results suggest that students become more empathetic with the social groups to which their roommates belong

occupational self selection a human capital approach to sex differences in occupational structure a rich and diverse literature exists concerning the distribution of labor incomes one approach namely that of human capital concentrates on lifetime accumulation paths of earnings capacity units human capital individual variations in human capital imply differences in earnings power thereby yielding strong implications concerning earnings distribution within a population despite its explanatory power the human capital model has been widely criticized one criticism centers on its inability to obtain inferences concerning occupational distribution the purpose of this paper is to alleviate at least some such criticism by applying the hedonic price approach so as to embed occupational choice into the human capital framework the significance is that neoclassical economic theory can be used to obtain implications concerning the determinants of occupational structure excerpt

does one soros make a difference a theory of currency crises with large and small traders do large investors increase the vulnerability of a country to speculative attacks in the foreign exchange markets to address this issue we build a model of currency crises where a single large investor and a continuum of small investors independently decide whether to attack a currency based on their private information about fundamentals even abstracting from signaling the presence of the large investor does make all other traders more aggressive in their selling relative to the case in which there is no large investors small investors attach the currency when fundamentals are stronger yet the difference can be small or null depending on the relative precision of private information of the small and large investors adding signaling makes the influence of the large trader on small traders behaviour much stronger

speculative attacks and the information role of the interest rate this paper models currency attacks as carried out by speculators who condition their actions on private signals about the state and on the market clearing interest rate besides affecting speculators payoffs this interest rate also provides an endogenous public signal for a plausible type of investment strategies the dual role of the interest rate allows the model to explain abrupt and intense speculative attacks solely via economic fundamentals without resorting to sunspot variables this result underlies a novel policy implication an official intervention in the foreign exchange market may reinforce a currency peg by influencing the precision of public information jel d82 d84 f31

agents of change or cogs in the machine reexamining the influence of female managers on the gender wage gap do female managers act in ways that narrow or instead act in ways that preserve or even widen the gender wage gap although conceptual arguments exist on both sides of this debate the empirical evidence to date has favored the former view yet this evidence comes primarily from cross establishment surveys which do not provide visibility into individual managers choices using longitudinal personnel records from an information services firm in which managers had considerable discretion over employee salaries we estimate multilevel models that indicate no support for the proposition that female managers reduce the gender wage gap among their subordinates consistent with the theory of value threat we instead find conditional support for the cogs in the machine perspective in the subsample of high performing supervisors and low performing employees women who switched from a male to a female supervisor had a lower salary in the following year than men who made the same switch

gender sorting and the glass ceiling in high tech firms with few exceptions studies have conceived of the glass ceiling as reflecting internal promotion biases in this article the authors argue that glass ceiling patterns can also be the result of external recruitment and hiring processes using data on people applying by means of the internet for jobs at 441 small and medium sized high tech firms they find evidence that the glass ceiling is produced by both internal and external hiring processes on the supply side females are sorted into lower level job queues than males on the demand side screening biases against women also are evident but a series of what if simulations suggest that demand side screening processes play a comparatively minor role in producing the glass ceiling pattern these results suggest that bias remediation policies designed to equalize gender differences in hiring chances are likely to be less effective than recruitment and outreach policies designed to improve gender disparities in candidate pools

ethnic discrimination evidence from china abstract we study the role of ethnicity in experimental labor markets where employers determine wages of workers who perform a real effort task this task requires a true skill which we show is not affected by minority status in some treatments we provide subtle priming to employers about minority status of workers as commonly depicted on chinese hukou identification system we conduct our experiments at two sites located in provinces that differ by their historical shares of ethnic groups in the population we find that 1 han and minority workers are equally productive in both provinces 2 in the diverse province there is no difference in the wages between han and minority workers 3 in the non diverse province minority workers receive 4 7 lower wages than han workers

competitiveness through management of diversity effects on stock price valuation this study s premise is that firms that can lower their costs and enhance their differentiation through the effective management of their human resources have a competitive advantage using data fr

models of currency crises with self fulfilling features the discomfort a government suffers from speculation against its currency determines the strategic incentives of speculators and the scope for multiple currency market equilibria after describing an illustrative model in which high unemployment may cause an exchange rate crisis with self fulfilling features the paper reviews some other self reinforcing mechanisms recent econometric evidence seems consistent with the practical importance of these mechanisms

when pegging is a commitment device revisiting conventional wisdom about currency crises abstract could a less conservative central bank that is one with a smaller aversion to inflation be more likely to withstand pressure on its currency peg traditional currency crisis models provide an unambiguous answer no we argue that this answer stems from the models narrow focus on how a central bank s resistance to private sector pressure affects output and inflation in the short run the answer may reverse if pegging is a commitment device serving to address domestic credibility issues in the long run by transferring the conduct of monetary policy abroad as a less conservative central bank stands to benefit more from such a transfer it should find a peg more valuable

mentoring and diversity we study how diversity evolves at a firm with entry level and upper level employees who vary in ability and type gender or ethnicity the ability of entry level employees is increased by mentoring an employ receives more mentoring when more upper level employees have the same type optimal promotions are biased by type and this bias may favor either the minority or the majority we characterize possible steady states including a glass ceiling where the upper level remains less diverse than the entry level a firm may have multiple steady states whereby temporary affirmative action policies have a long run impact

blind ambition the effects of social networks and institutional sex composition on the job search outcomes of elite coeducational and women s college graduates in this paper i develop a perspective on women s career attainment focused on how employers salary offers may be constructed based on their assumptions regarding women s access to comparative salary information therefore although the use of social networks in job search may enhance women s actual knowledge of prevailing wages i hypothesize that institutional characteristics that employers could assume to constrain women s networks and concomitant access to salary information will directly affect salary offers as well as moderating the influence of network ties on pay to test this perspective job search outcomes of women attending elite coeducational and women s colleges were examined regarding the number of offers obtained women who consulted with proportionally more male peer and employed adult male advice ties received significantly more job offers than women using fewer male advice contacts with regard to salary offers this study reveals an institutional sex composition effect women exiting single sex institutions i e women s colleges received significantly lower salary offers than women from coeducational schools even after accounting for human capital job characteristics and institutional reputation the effects of social networks on pay were moderated by institutional sex composition such that women exiting women s colleges received lower returns in the form of salary to their cross gender advice ties than did women from a matched coeducational institution implications of these results for theories of social capital and women s occupational attainment are discussed

partial gift exchange in an experimental labor market impact of subject population differences productivity differences and effort requests on behavior we report a gift exchange experiment firms make wage offers workers respond by determining an effort level higher effort is more costly to workers and firms have no mechanism for punishing or rewarding workers consistent with the gift exchange hypothesis workers provide more effort at higher wages but undergraduates provide substantially less effort than mbas evidence suggests this results from differences in prior work experience firms nonbinding effort requests are at least partially honored resulting in increased overall effort for undergraduates although higher wages are relatively more costly for lower productivity firms workers do not provide them with more effort

do women choose different jobs from men mechanisms of application segregation in the market for managerial workers this paper examines differences in the jobs for which men and women apply in order to better understand gender segregation in managerial jobs we develop and test an integrative theory of why women might apply to different jobs than men we note that constraints based on gender role socialization may affect three determinants of job applications how individuals evaluate the rewards provided by different jobs whether they identify with those jobs and whether they believe that their applications will be successful we then develop hypotheses about the role of each of these decision factors in mediating gender differences in job applications we test these hypotheses using the first direct comparison of how similarly qualified men and women apply to jobs based on data on the job searches of mba students our findings indicate that women are less likely than men to apply to finance and consulting jobs and are more likely to apply to general management positions these differences are partly explained by women s preference for jobs with better anticipated work life balance their lower identification with stereotypically masculine jobs and their lower expectations of job offer success in such stereotypically masculine jobs we find no evidence that women are less likely to receive job offers in any of the fields studied these results point to some of the ways in which gender differences can become entrenched through the long term expectations and assumptions that job candidates carry with them into the application process

corporate demography and income inequality we examine the relationship between income inequality and corporate demography in regional labor markets and specify two mechanisms through which the number and diversity of employers in a labor market affect wage dispersion vertical differentiation or variation in the ability of organizations of a particular kind to benefit from labor inputs amplifies inequality through quality sorting as the most productive employees in a particular domain pair with the most productive employers increasing horizontal differentiation variation in the kinds of organizations reduces inequality as individuals can more easily find firms interested in their distinctive attributes and talents our analysis of danish census data provides support for each thesis increased numbers of organizations operating within an industry in a region a proxy for vertical differentiation increases wage dispersion in that industry region variation in wages however declines with increased horizontal differentiation among employers th

hierarchical rank and women s organizational mobility glass ceilings in corporate law firms this article revives the debate over whether women s upward mobility prospects decline as they climb organizational hierarchies although this proposition is a core element of the glass ceiling metaphor it has failed to gain strong support in previous research the article establishes a firm theoretical foundation for expecting an increasing female disadvantage with an eye toward defining the scope conditions and extending the model to upper level external hires the approach is illustrated in an empirical setting that meets the proposed scope conditions corporate law firms in the united states results confirm that in this setting the female mobility disadvantage is greater at higher organizational levels in the case of internal promotions but not in the case of external hires

unique equilibrium in a model of self fulfilling currency attacks even though self fulfilling currency attacks lead to multiple equilibria when fundamentals are common knowledge we demonstrate the uniqueness of equilibrium when speculators face a small amount of noise in their signals about the fundamentals this unique equilibrium depends not only on the fundamentals but also on financial variables such as the quantity of hot money in circulation and the costs of speculative trading in contrast to multiple equilibrium models our model allows analysis of policy proposals directed at curtailing currency attacks

religious beliefs gambling attitudes and financial market outcomes this study investigates whether geographic variation in religion induced gambling norms affects aggregate market outcomes we conjecture that gambling propensity would be stronger in regions with higher concentrations of catholics relative to protestants consistent with our conjecture we show that in regions with higher catholic protestant ratios investors exhibit a stronger propensity to hold lottery type stocks broad based employee stock option plans are more popular the initial day return following an initial public offering is higher and the magnitude of the negative lottery stock premium is larger collectively these results indicate that religion induced gambling attitudes impact investors portfolio choices corporate decisions and stock returns

coming with baggage past rejections and the evolution of market relationships we examine the role of past rejections in the evolution of market relationships we identify a theoretical tension between the informational benefits and the negative affect resulting from interactions in which one actor rejected another rejection can help select future mutually beneficial transactions but it can also trigger negative affect and lead rejected actors to decline exchange opportunities with those who rejected them in the past we test this theory with longitudinal data on candidates considered by an executive search firm using insights from fieldwork and interviews to understand better what motivates the parties reactions to being rejected this paper contributes to research on relationship evolution and highlights the importance of handling rejection in market interactions

the visible hand race and online market outcomes we examine the effect of race on market outcomes by selling ipods through local online classified advertisements throughout the us each advertisement features a photograph including a dark or light skinned hand or one with a wrist tattoo black sellers receive fewer and lower offers than white sellers and the correspondence with black sellers indicates lower levels of trust black sellers outcomes are particularly poor in thin markets suggesting that discrimination may not survive competition among buyers and those with the most racial isolation and property crime consistent with channels through which statistical discrimination might operate economic outcomes in the us are highly correlated with race but the causal mechanisms underlying these correlations are not well understood in particular it remains unclear how much of the correlation is due to discrimination and how much is due to other characteristics that are correlated with race such as education there is an extensive literature on the effect of race on market outcomes focusing on both labour and goods including housing markets however discrimination is not a monolithic phenomenon and it is important to investigate its extent and causes in a variety of different contexts across which they may differ our study asks the following question when the typical person engages in a consumer transaction usually as a buyer does he or she try to avoid dealing with minority sellers and does she treat minority sellers differently

minimum wage impacts on han minority workers wage distribution and inequality in urban china abstract this paper examines the distributional impacts of the minimum wage on the urban wages of han minority workers and the implications for urban inequality county level minimum wage data is combined with recent proprietary household survey data representative of china s ethnically diverse areas the identification strategy relies on an unconditional quantile regression framework that takes into account policy endogeneity using an instrument variable approach the findings show that minimum wages lead to wage compression along the bottom and middle parts of the urban wage distribution the minimum wage effects are larger for lower skilled workers located in ethnic minority counties or that belong to an ethnic minority group counterfactual analysis further shows that minimum wages help to significantly reduce aggregate urban wage inequality increasing minimum wages from a counterfactual benchmark to their observed levels an average increase of 26 reduces the gini coefficient of wages by 10 12

on testing the arbitrage pricing theory inter battery factor analysis this paper tests the arbitrage pricing theory apt by estimating the factor loadings that are consistent between two industry groups of securities one of the pitfalls in the study by roll and ross is that the factors estimated in one group may not be the same with the factors estimated in another group this raises some concerns on the acceptability of their conclusions for our study we employ inter battery factor analysis which enables us to estimate factor loadings by constraining the factors to be the same between two different groups our results show that there seem to be five or six inter group common factors that generate daily returns for two industry groups of securities and these inter group common factors do not seem to depend on the size of groups also based on our cross sectional tests on the risk premia we conclude that the apt should not be rejected the arbitrage pricing theory apt introduced by ross 35 36 provides another model for explaining the relationship between return and risk the apt may be conceived as an alternative to the well known capital asset pricing model capm introduced by sharpe 39 lintner 27 and mossin 29 and later modified by black 1 both models assert that every asset must be compensated only according to its systematic risk one of the major differences is that in the capm the systematic risk of an asset is defined to be the covariability of the asset with the market portfolio whereas in the apt the systematic risks are defined to be the covariability with not only one factor but also possibly with several economic factors another difference is that the capm requires the economy to be in equilibrium whereas the apt requires only that the economy has no arbitrage opportunities note that the absence of arbitrage condition is necessary but not sufficient for the economy to be in equilibrium thus the apt is a more fundamental relationship than the capm in the sense that a rejection of the apt implies the rejection of the capm but not vice versa despite numerous attempts the capm has not been satisfactorily tested and furthermore roll s critique 32 33 casts serious doubts on the testability of the capm itself roll argues that the linear relationship between return and risk will hold for any efficient portfolio thus unless the market portfolio is observed a test of the capm using ex post data is ambiguous it results only in testing the

endogeneity and the dynamics of internal corporate governance abstract we use a well developed dynamic panel generalized method of moments gmm estimator to alleviate endogeneity concerns in two aspects of corporate governance research the effect of board structure on firm performance and the determinants of board structure the estimator incorporates the dynamic nature of internal governance choices to provide valid and powerful instruments that address unobserved heterogeneity and simultaneity we re examine the relation between board structure and performance using the gmm estimator in a panel of 6 000 firms over a period from 1991 to 2003 and find no causal relation between board structure and current firm performance we illustrate why other commonly used estimators that ignore the dynamic relationship between current governance and past firm performance may be biased we discuss where it may be appropriate to consider the dynamic panel gmm estimator in corporate governance research as well as caveats to its use

does industrial structure explain the benefits of international diversification abstract we examine the influence of industrial structure on the cross sectional volatility and correlation structure of country index returns for 12 european countries between 1978 and 1992 we find that industrial structure explains very little of the cross sectional difference in country return volatility and that the low correlation between country indices is almost completely due to country specific sources of return variation diversification across countries within an industry is a much more effective tool for risk reduction than industry diversification within a country

indivisible labor and the business cycle abstract a growth model with shocks to technology is studied labor is indivisible so all variability in hours worked is due to fluctuations in the number employed we find that unlike previous equilibrium models of the business cycle this economy displays large fluctuations in hours worked and relatively small fluctuations in productivity this finding is independent of individuals willingness to substitute leisure across time this and other findings are the result of studying and comparing summary statistics describing this economy an economy with divisible labor and post war u s time series

are emily and greg more employable than lakisha and jamal a field experiment on labor market discrimination we study race in the labor market by sending fictitious resumes to help wanted ads in boston and chicago newspapers to manipulate perceived race resumes are randomly assigned african american or white sounding names white names receive 50 percent more callbacks for interviews callbacks are also more responsive to resume quality for white names than for african american ones the racial gap is uniform across occupation industry and employer size we also find little evidence that employers are inferring social class from the names differential treatment by race still appears to still be prominent in the u s labor market jel j71 j64

fishing in different pools job search strategies and job finding success in canada in the early 1980s this article examines the job search methods of jobless workers and emphasizes sample selectivity in choice of job search strategies especially use of public employment agencies longitudinal data from the labour force survey of canada for 1981 1983 and 1986 indicate that job search methods change with the business cycle and that many people find jobs without any reported search the determinants of job search success also vary substantially over the business cycle implying a substantial social return to public employment agencies at the 1983 trough of the recession but no noticeable benefits when aggregate unemployment is relatively low

gender economics an assessment concerns about gender equality have jumped to the forefront of public debate in recent years and gender economics is slowly affirming its place as a major field of study this assessment examines where we are in terms of gender equality it reviews the theoretical foundations that can explain existing inequalities and documents the empirical findings supported by the theories identifying avenues for future research and providing a fruitful framework to think about the effectiveness of policies and interventions targeting gender inequality in doing so i provide the foundations against which the contributions in this issue can be placed

appointments pay and performance in uk boardrooms by gender this article uses uk data to examine issues regarding the scarcity of women in boardroom positions the article examines appointments pay and any associated productivity effects deriving from increased diversity evidence of gender bias in the appointment of women as non executive directors is found together with mixed evidence of discrimination in wages or fees paid however the article finds no support for the argument that gender diverse boards enhance corporate performance proposals in favour of greater board diversity may be best structured around the moral value of diversity rather than with reference to an expectation of improved company performance

people i know job search and social networks we assess the strength of information spillovers relating unemployment duration of workers displaced by firm closures to their former colleagues current employment status displaced specific networks are recovered from a 20 year panel of matched employer employee data spillovers are identified by comparing performances of codisplaced workers a one standard deviation increase in the network employment rate reduces unemployment duration by about 8 the effect is magnified if contacts recently searched for a job and if their current employer is spatially and technologically closer to the displaced worker stronger ties and lower competition for information favor reemployment several indirect tests exclude other interaction mechanisms

a critical reexamination of the empirical evidence on the arbitrage pricing theory this paper demonstrates that the roll and ross rr and other previously published tests of the apt are subject to several basic limitations there is a general nonequivalence of factor analyzing small groups of securities and factor analyzing a group of securities sufficiently large for the apt model to hold it is found that as one increases the number of securities the number of factors determined increases this increase in the number of factors with larger groups of securities cannot readily be explained by a distinction between priced and nonpriced risk factors as it is impermissible to carry out tests on whether a given risk factor is priced using factor analytic procedures the apt model as exposited by ross 17 18 and extended by huberman 9 has provided the basis of an extensive literature as for example brown and weinstein 1 chen 3 hughes 10 ingersoll 11 jobson 12 reinganum 15 roll and ross rr 16 and shanken 17 to mention but a few it has also been treated in a more general context by chamberlain and rothschild 2 our purpose here is not to comment on this collection of papers many of which are unpublished but to reexamine the evidence presented by rr and point out major pitfalls involved in the empirical methodology employed by them and others who have followed their lead rr claim that on theoretical and more importantly on empirical grounds arbitrage pricing theory apt is an attractive alternative to the capital asset pricing model capm the apt it is argued requires less stringent and presumably more plausible assumptions is more readily testable since it does not require the measurement of the market portfolio and may be better able to explain the anomalies found in the application of the capm to asset returns the acceptability of the apt like that of the capm or any other theory ultimately depends on its ability to explain the relevant empirical evidence our subsequent discussion will show that many of the prqblems associated with the capm are also present in the apt context and that its ability to explain the relevant empirical evidence is not markedly superior moreover it raises questions not only about the rr and related empirical investigations of the apt but also about the testability of that theory in the present state of the art a major part of the problem results from the necessity to break down the universe being analyzed through the apt model this is forced upon the investigator by the fact

breaking the glass ceiling the effect of board quotas on female labor market outcomes in norway in late 2003 norway passed a law mandating 40 representation of each gender on the board of public limited liability companies the primary objective of this reform was to increase the representation of women in top positions in the corporate sector and decrease the gender disparity in earnings within that sector we document that the women appointed to these boards post reform were observably more qualified than their female predecessors along many dimensions and that the gender gap in earnings within boards fell substantially however we see no robust evidence that the reform benefited the larger set of women employed in the companies subject to the quota moreover the reform had no clear impact on highly qualified women whose qualifications mirror those of board members but who were not appointed to boards finally we find mixed support for the view that the reform affected the decisions of young women while the reform was not accompanied by any change in female enrollment in business education programmes we do see some improvements in labour market outcomes for young women with graduate business degrees in their early career stages however we observe similar improvements for young women with graduate science degrees suggesting this may not be due to the reform overall seven years after the board quota policy fully came into effect we conclude that it had very little discernible impact on women in business beyond its direct effect on the women who made it into boardrooms

improving patent valuations for management purposes validating new indicators by analyzing application rationales abstract this paper analyzes the validity of so far untested indicators of patent value to enhance the quality of patent assessments using indicators at the corporate level the article expands the theory by eliciting patent attorneys filing rationales to maximize profits from protecting intellectual property to inspire the computation of new value indicators including patent full texts then based on a newly compiled data set consisting of 813 ep patents the probability of an opposition against a patent is modeled by established and new value indicators the results show that accelerated examination requests and qualified word counts enhance the quality of existing valuation methods

taking stock of work family initiatives how announcements of family friendly human resource decisions affect shareholder value this study examines share price reactions to 231 work family human resource policies adopted by fortune 500 companies and announced in the wall street journal between 1971 and 1996 consistent with

country v sector effects in equity returns and the roles of geographical and firm size coverage since roll the journal of finance 47 1 3 41 1992 and heston and rouwenhorst journal of financial economics 36 3 27 1994 there has been a debate whether country factors in international stock returns are typically more variable than sector factors the addition of emerging markets ems does boost the ratio of country factor variance relative to industry factor variance these markets have a higher variability but are also less related to global factors investigating to what extent this phenomenon can be tracked down to the impact of adding more small firms we find the following 1 small firms do have higher volatility but only after controlling for country and sector affiliation 2 small firms do have weaker sector affinity as expected 3 small firms unexpectedly have weaker local market sensitivities than large firms facts 2 and 3 mean that adding more small firms to the data base has a diversifying effect on both the sector and country factor variance while the impact on sector variance is larger the net effect turns out to be tiny 4 adding emerging markets has a very marked impact on the variance ratio in fact the addition of small stocks to the sample hardly dents the effect of adding ems thus the role of ems cannot be reduced to just a small firm phenomenon

community and capital in entrepreneurship and economic growth we argue that social integration in the sense of within community interconnectedness and venture capital have a complementary relationship in fostering innovation entrepreneurship and economic gr

on corporate governance a study of proxy contests abstract this paper examines a sample of firms experiencing proxy contests for seats on their board of directors dissident shareholders usually fail to obtain a majority of board seats nevertheless they capture some seats via mechanisms such as cumulative voting in over half of the sample contests regardless of proxy contest outcome positive and statistically significant share price performance is associated with the contest that finding is predicted by the standard economic analysis of proxy contests in which the challenges benefit shareholders by improving corporate performance the finding runs counter to the claim of berle 1962 that the economists view of proxy contests is a wholly imaginary picture a portion of the positive share price changes taking place in the early stages of some proxy contests is not permanent however and as suggested by manne 1962 is at least partially attributable to temporary increases in the market value of the vote attached to corporate shares

once in the door gender tryouts and the initial salaries of managers although women pursue managerial credentials at nearly the same rate as men gender disparities in wages exist because of the shortfall in wages women sustain relative to men at the onset of their careers this article develops a tryout approach to test for the presence of demand side contributions to initial wage inequality while also developing and testing theory on why it may be lessened through internships using detailed data on graduates from an elite management program from 2009 2010 our analyses reveal that internships are associated with the gap in men s and women s initial salaries for men there is no difference in salary offers from employers where an internship occurs versus one where an internship does not occur however women receive higher salaries from employers where an internship first takes place this paper was accepted by olav sorenson organizations

the advantage of tying one s hands ems discipline and central bank credibility abstract it is often argued that the ems is an effective disciplinary device for inflation prone countries in europe since it forces the respective policy makers to pursue more restrictive monetary policies than they would otherwise it is not clear however why these countries should submit themselves to such discipline this paper argues that to answer this question appropriately one must consider that ems membership brings potentially large credibility gains policy makers in inflation prone countries the reason is that not only it attaches an extra penalty to inflation in terms of real appreciation but makes the public aware that the policy maker is faced with such penalty and thus helps to overcome the inefficiency stemming from the public s mistrust of the authorities

does diversity pay race gender and the business case for diversity the value in diversity perspective argues that a diverse workforce relative to a homogeneous one is generally beneficial for business including but not limited to corporate profits and earnings this is in contrast to other accounts that view diversity as either nonconsequential to business success or actually detrimental by creating conflict undermining cohesion and thus decreasing productivity using data from the 1996 to 1997 national organizations survey a national sample of for profit business organizations this article tests eight hypotheses derived from the value in diversity thesis the results support seven of these hypotheses racial diversity is associated with increased sales revenue more customers greater market share and greater relative profits gender diversity is associated with increased sales revenue more customers and greater relative profits i discuss the implications of these findings relative to alternative views of diversity in the workplace

social identity and preferences social identities prescribe behaviors for people we identify the marginal behavioral effect of these norms on discount rates and risk aversion by measuring how laboratory subjects choices change when an aspect of social identity is made salient when we make ethnic identity salient to asian american subjects they make more patient choices when we make racial identity salient to black subjects non immigrant blacks but not immigrant blacks make more patient choices making gender identity salient has no effect on intertemporal or risk choices

why beauty matters we decompose the beauty premium in an experimental labor market where employers determine wages of workers who perform a maze solving task this task requires a true skill which we show to be unaffected by physical attractiveness we find a sizable beauty premium and can identify three transmission channels a physically attractive workers are more confident and higher confidence increases wages b for a given level of confidence physically attractive workers are wrongly considered more able by employers c controlling for worker confidence physically attractive workers have oral skills such as communication and social skills that raise their wages when they interact with employers our methodology can be adopted to study the sources of discriminatory pay differentials in other settings

self employment and the earnings of immigrants we examine the question of the economic returns to immigrants engaged in self employment based on samples of four entrepreneurial immigrants plus control samples of blacks and whites from the 1980 u s public use microdata sample we find large differences in the net effect of self employment depending on the use of a linear absolute dollar values or loglinear relative returns form we examine various explanations for the discrepancy and identify the role of outliers as significant the loglinear form fits the data better but at the cost of obliterating substantively important information namely the preponderance of the self employed among positive outliers effects of excluding the latter from the linear form and the theoretical and policy implications of alternative specifications of the earnings equation are examined excerpt

the construct validity of the kinder lydenberg domini social performance ratings data carroll 1991 encouraged researchers in social issues management sim to continue to measure corporate social performance csp from a variety of different perspectives utilizing a variety of different measures in addition wolfe and aupperle 1991 and others have asserted that there is no single best way to measure csp and that multiple measures and perspectives help develop the field however pfeffer 1993 suggest that a lack of consistent measurement has constrained organization studies and by implication the field of social issues management in its development as a field it may be in the best interest of social issues management researchers to try to development a common body of measures and data recently kinder lydenberg and domini co kld a social choice investment advisory firm has made available their social performance database the kld data have potential to become a widely accepted set of csp measures the purpose of this paper is to present a construct validity study comparing the kld data to other measures of csp

does religion matter in corporate decision making in america abstract we examine how corporate culture influences firm behavior prior research suggests a link between individual religiosity and risk aversion we find that this relationship also influences organizational behavior firms located in counties with higher levels of religiosity display lower degrees of risk exposure as measured by variances in equity returns or returns on assets they exhibit a lower investment rate and less growth but generate a more positive market reaction when they announce new investments finally chief executive officers are more likely to join a firm with a similar religious environment as in their previous firm when they switch employers

to be or not to be in monetary union a synthesis article i nfo monetary union can benefit countries suffering from policy credibility problems if it eliminates the inflation bias and also allows for more efficient management of certain shocks but it also carries costs as some stabilization may be feasible even in the absence of credibility and this may be more than what an individual country can hope for in a monetary union in this paper we combine the stabilization and credibility branches of the currency union literature and construct a simple welfare criterion that can be used to evaluate alternative monetary arrangements we produce examples where monetary union may be welfare improving even for low modest levels of inflation bias 2 3 as long as business cycles are not too a synchronized across countries

orchestrating impartiality the impact of blind auditions on female musicians a change in the audition procedures of symphony orchestras adoption of blind auditions with a screen to conceal the candidate s identity from the jury provides a test for sex biased hiring using data from actual auditions in an individual fixed effects framework we find that the screen increases the probability a woman will be advanced and hired although some of our estimates have large standard errors and there is one persistent effect in the opposite direction the weight of the evidence suggests that the blind audition procedure fostered impartiality in hiring and increased the proportion women in symphony orchestras

diversity and performance this study measures the performance of u s firms initiating same sex domestic partnership benefit ssdpb policies the results show that holding these firms upon their ssdpb initiation in a calendar portfolio earns a four factor annualized excess return alpha of approximately 10 over the 1995 2008 sample period beating 95 of all professional mutual funds in the united states this finding is robust to several tests of reverse causality ssdpb adopters also show significant improvement in operating performance relative to nonadopters this paper was accepted by brad barber finance

she works hard for the money household responsibilities and the allocation of work effort recent developments in human capital theory suggest that men and women differ in how they allocate effort to work activities this paper uses the 1973 and 1977 quality of employment surveys to test the assumtion that women allocate less effort to work because of their family and household responsibilities regression and ordered probit analyses show that on average women allocate more effort to work than do men further the sex difference is substantial when men and women with comparable family situations and market human capital are compared the paper discusses how experiments on sex differences in standards of personal entitlement and research on sex segregated workplaces provide an alternative to the economists perspective finally the paper argues for an integration of human capital models research on social equity and structural theories of work organization in order to provide a more complete explanation of men s and women s orientations toward work and family

bending the pipeline executive search and gender inequality in hiring for top management jobs we study the sources of women s underrepresentation in hiring for top management jobs by focusing on the context of executive search using data that include proprietary information on 10 970 individuals considered by a search firm we examine the sources of the low proportion of women placed in senior roles contrary to received wisdom we find limited evidence that demand side screeners strongly contribute to gender disadvantage in this setting what gender differences exist tend to play out at the start of the hiring process and are driven both by supply side and demand side actors once considered for a position women are no less likely than men to be hired though they are slightly less likely to be interviewed by the search firm our findings highlight the theoretical importance of disentangling candidates self steering behavior from the pipeline bending of hiring agents we discuss the implications of our results for understanding gender inequality at upper echelons of the labor market this p

introduction to the economics of religion after a very long hiatus economists have begun again to study the relationship between economics and religion this article seeks to summarize and evaluate the principal themes and empirical findings that have appeared in some 200 recent papers on the economics of religion although some of the research concerns the economic consequences of religiosity most applies standard economic theory to the study of individual religious activity the characteristics of religious groups and the impact of regulation and competition on religious markets

anticipatory sorting and gender segregation in temporary employment we examine the roots of gender segregation in the screening process by using a longitudinal data set of candidates considered for temporary projects at a staffing firm and following their progress through the hiring pipeline theories invoked to explain gender segregation across jobs traditionally rely on firm specific human capital and expectations of future commitment to explain this phenomenon these do not apply in this setting yet we find that the staffing firm is more likely to shortlist women for low paid projects and less likely to do so for high paid ones these effects are due to women being considered for different projects than men and associated at least partially to the level of competition within vacancies although client companies also exhibit some gender sorting behavior in the later steps of the hiring process they are more likely to prefer women and less likely to sort them into lower paid projects our findings are consistent with anticipatory gender sorting mechanisms by which first screeners generate segregation when narrowing down the pool of candidates for later decision makers we discuss the implications of this case for theories of gender stratification and workplace inequality especially in mediated labor markets this paper was accepted by jesper sorensen organizations

equal but inequitable who benefits from gender neutral tenure clock stopping policies many skilled professional occupations are characterized by an early period of intensive skill accumulation and career establishment examples include law firm associates surgical residents and untenured faculty at research intensive universities high female exit rates are sometimes blamed on the inability of new mothers to survive the sustained negative productivity shock associated with childbearing and early childrearing in these environments gender neutral family policies have been adopted in some professions in an attempt to level the playing field the gender neutral tenure clock stopping policies adopted by the majority of research intensive universities in the united states in recent decades are an excellent example but to date there is no empirical evidence showing that these policies help women using a unique data set on the universe of assistant professor hires at top 50 economics departments from 1985 2004 we show that the adoption of gender neutral tenure clock stopping policies substantially reduced female tenure rates while substantially increasing male tenure rates

national versus global influences on equity returns simple factor models of worldwide equity returns are used to explore the level and trend in international capital market integration global influences and national influences are of roughly equal importance in explaining the common movements in equity returns significant evidence indicates a trend toward increasing integration within the european union but not worldwide

the association between stock returns and foreign gaap earnings versus earnings adjusted to u s gaap abstract this study examines the association between stock returns and foreign gaap earnings versus earnings adjusted to u s gaap using a sample of foreign firms with common stock or american depositary receipt adr traded in u s exchanges we compare the returns earnings relations between u s and foreign gaap based earnings results based on the ja test indicate that earnings based on foreign gaap are more closely associated with contemporaneous stock returns than earnings reconciled to u s gaap we find evidence that our results may be driven by institutional factors which are specific to foreign markets

female led firms and gender wage policies using a longitudinal data set covering the period 1987 2000 the authors explore the impact of female employers and gender segregation on wages in portugal in the context of becker s 1957 taste for discrimination theory they investigate whether the gender of a firm manager affects gender wage differences they find that females benefit from higher wages in female led firms than in male led firms further when females lead the wage gap between female and male workers is reduced by 1 5 regardless of the gender composition of the workforce at the same time the higher the share of females in a firm the lower the wages overall for both female and male workers the authors results are compatible with the notion that job promotion is an important factor in wage increases the more females are mentored and promoted the less men will be however as more females in the firm compete for promotion opportunities for both females and males to be promoted diminish author s abstract

gender diversity on corporate boards do women contribute unique skills abstract we show that gender diversity in corporate boards could improve firm value because of the contributions that women make to the board prior studies examine valuation effects of gender diverse boards and reach mixed conclusions to help resolve this conundrum we consider how gender diversity could affect firm value that is what mechanisms could explain how female directors benefit corporate board performance we hypothesize and provide evidence that women directors contribute to boards by offering specific functional expertise often missing from corporate boards the additional expertise increases board heterogeneity which kim and starks 2015 show can increase firm value

workforce diversity and religiosity workforce diversity has received increasing amounts of attention from academics and practitioners alike in this article we examine the empirical association between a firm s workforce diversity hereafter diversity and the degree of religiosity of the firm s management by investigating their unidirectional and endogenous effects employing a large and extensive u s sample of firms from the years 1991 2010 we find a positive association between a measure of the firm s commitment to diversity and the religiosity of the firm s management after controlling for various firm characteristics in addition after controlling for endogeneity with the dynamic panel generalized method of moment we still find a positive association between the firm s diversity and management s religiosity we interpret these results as supportive of the religious motivation explanation that views the firm as a human community and considers religion as a factor that influences managers to more positively embrace diversity our results however provide no support for the resource constraint hypothesis that views the firm as a nexus of contracts and sees managers as aiming to maximize shareholder returns under resource constraints that force them to invest only in projects that have a positive net present value npv and reject diversity initiatives since these do not have a positive npv

international arbitrage pricing theory an empirical investigation in this paper we test the arbitrage pricing theory apt in an international setting inter battery factor analysis is used to estimate the international common factors and the chow test is used in testing the validity of the apt our inter battery factor analysis results show that the number of common factors between a pair of countries ranges from one to five and our cross sectional test results lead us to reject the joint hypothesis that the international capital market is integrated and that the apt is internationally valid our results however do not rule out the possibility that the apt holds locally or regionally in segmented capital markets finally the basic results of both the inter battery factor analysis and the cross sectional tests are largely invariant to the nume raire currency chosen numerous authors notably solnik 21 grauer litzenberger and stehle 11 and stulz 24 have derived various versions of the international asset pricing model iapm under alternative views of the structure of international capital markets however only a few serious attempts have been made to test various versions of the iapm these tests are largely inconclusive see solnik 20 and stehle 23 apart from the problem stressed by roll 16 of identifying the world market portfolio previous tests of the iapms suffer from the technical problem of aggregating assets of national investors using different numeraire currencies differences in the numeraire arise from differences in consumption baskets in an environment characterized by exchange rate uncertainty in a fruitful attempt to extend the arbitrage pricing theory apt of ross 18 to an international setting solnik 22 derives an international arbitrage pricing theory which is largely devoid of the aforementioned difficulties and thus more amenable to empirical testing 1 as shown by solnik testability of the apt in an

gender diversity in firms this paper explores the recent efforts by the corporate world and public policy to increase the number of women in leadership positions in the workplace we review and empirically evaluate the business case for gender equality showing some evidence in favour of it despite the evidence and growing support progress towards more diversity in leadership positions has been slow we study the importance of supply side constraints as well as the main diversity policies gender quotas mentoring and network programs diversity training to change firm culture and family friendly policies that have been implemented we focus on the effectiveness of these policies their shortcomings as well as potential future steps that could help guide policy

fiscal policies and the choice of exchange rate regime a common argument against either a monetary union or a regime or a fixed exchange rates is that they preclude flexible use of the inflation tax the authors address this point of view by comparing three alternative exchange rate regimes a pure float an ems regime in which the exchange rate is fixed but can be realigned and a monetary union the authors model the three regimes as alternative commitments on future seigniorage policies this approac h suggests that it is not possible to pareto rank the three regimes o n the other hand the authors provide intuitive conditions under which each of the systems is superior to the others copyright 1993 by royal economic society

event studies in management research theoretical and empirical issues we examined the use of event studies in management research and found that there was inadequate attention paid to theoretical and research design issues this lack of attention may lead to false in

collapsing exchange rate regimes some linear examples abstract we construct a pair of linear examples to study the collapse time of a fixed exchange rate regime the first example is a perfect foresight continuous time model which allows calculation of the exact collapse time and the tracking of reserves the second example is a discrete time stochastic model which yields an endogenous probability distribution over the collapse time and produces a forward discount of the exchange rate

the changing of the boards the impact on firm valuation of mandated female board representation in 2003 a new law required that 40 of norwegian firms directors be women at the time only 9 of directors were women we use the prequota cross sectional variation in female board representation to instrument for exogenous changes to corporate boards following the quota we find that the constraint imposed by the quota caused a significant drop in the stock price at the announcement of the law and a large decline in tobin s q over the following years consistent with the idea that firms choose boards to maximize value the quota led to younger and less experienced boards increases in leverage and acquisitions and deterioration in operating performance copyright 2012 oxford university press

race ranking promotions and pay at a federal facility a logit analysis this study analyzes rank assignments and promotions among a group of federal civilian employees at a u s army base with special attention to racial differences by estimating a multinomial logit model and using pooled data from four different years the authors find that position and compensation although closely related are by no means identical nor are promotions and changes in pay for example the racial differential in compensation at this base is accompanied by a racial differential in ranking under which blacks are more likely than comparable whites to be in blue collar occupations and less likely to be in white collar occupations whereas the gender differential in compensation is accompanied by a gender differential in ranking under which women are more likely than comparable men to be in low level white collar occupations and less likely to be in other occupations similarly a narrowing of the racial differential in earnings over time coexisted with a racial differential in promotions that

venture capital entrepreneurship and economic growth abstract using a panel of u s metropolitan areas we find that increases in the supply of venture capital positively affect firm starts employment and aggregate income our results remain robust to a variety of specifications including ones that address endogeneity the estimated magnitudes imply that venture capital stimulates the creation of more firms than it funds which appears consistent with two mechanisms first would be entrepreneurs anticipating financing needs more likely start firms when the supply of capital expands second funded companies may transfer know how to their employees thereby enabling spin offs and may encourage others to become entrepreneurs through demonstration effects

the relative importance of common factors across the european equity markets abstract in this paper we try to shed additional light on the question of integration or segmentation of european equity markets by studying the statistical relevance of some intuitively appealing international factors of return the relevance of these factors is also investigated through time in order to evaluate a possible increase in market integration over the recent past

working for the woman female managers and the gender wage gap most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the glass ceiling we offer the first largescale analysis that tur

social networks employee selection and labor market outcomes we provide a direct empirical test of montgomery s 1991 notion that firms hire workers through social ties of productive employees as these workers know others with high unobserved productivity we focus on coworker networks and show that firms recruit workers with better military draft test scores but shorter schooling when hiring previous colleagues of current employees suggesting that firms use these networks to attract workers with better qualities in hard to observe dimensions incumbent workers abilities predict the incidence abilities and wages of linked entrants these results suggest that firms rely on the ability density of the studied networks when setting entry wages

culture openness and finance abstract differences in culture proxied by differences in religion and language cannot be ignored when examining why investor protection differs across countries we show that a country s principal religion predicts the cross sectional variation in creditor rights better than a country s natural openness to international trade its language its income per capita or the origin of its legal system catholic countries protect the rights of creditors less well than protestant countries a country s natural openness to international trade mitigates the influence of religion on creditor rights culture proxies are also helpful in understanding how investor rights are enforced across countries

international portfolio diversification currency industry and country effects revisited we examine the relative importance of country industry world market and currency risk factors for international stock returns our approach focuses on testing the mean variance efficiency of the various factor portfolios an unconditional analysis does not show significant differences between country industry and world portfolios nor any role for currency risk factors however when we allow expected returns volatilities and correlations to vary over time we find that equity returns are mainly driven by global industry and currency risk factors we propose a novel test to evaluate the relative benefits of alternative investment strategies and find that including currencies is critical to take full advantage of the diversification benefits afforded by international markets

the financial impact of product recall announcements in china abstract a product recall can be viewed as a firm s worst nightmare although the long term damage to brand equity and company reputation may be difficult if not impossible to quantify the short term impact on shareholders wealth is readily estimable while many studies have examined this issue in the western context little is known about the financial impact of a product recall announcement in china to advance the knowledge about the financial impact of a product recall announcement we explore this issue using event study methodology in general our findings are congruent with previous research that product recalls result in negative abnormal returns interestingly however we found that chinese companies suffered from greater financial losses than their western counterparts did this study also provides evidence that the chinese food industry experiences a more severe stock market reaction than the automobile industry and that a passive recall strategy was associated with a more negative stock market reaction than a proactive recall strategy we conclude with several future research avenues for global research on product recalls

chipping away at the glass ceiling gender spillovers in corporate leadership this paper examines the role of women helping women in corporate america using a merged panel of directors and executives for large u s corporations between 1997 and 2009 we find a positive association between the female share of the board of directors in the previous year and the female share among current top executives the relationship s timing suggests that causality runs from boards to managers and not the reverse this pattern of women helping women at the highest levels of firm leadership highlights the continued importance of a demand side glass ceiling in explaining the slow progress of women in business

risk and wealth in a model of self fulfilling currency attacks market participants risk attitudes wealth and portfolio composition in uence their positions in a pegged foreign currency and therefore may have important efiects on the sustainability of currency pegs we analyze such efiects in a global game model of currency crises with continuous action choices generating a rich set of theoretical comparative static predictions related to often discussed but rarely modelled accounts of the onset and timing of currency crises the model can be solved in closed form and the methods could be used to study other economic issues in which coordination and risk aversion play important roles

exchange rate flexibility under the zero lower bound an independent monetary policy and a flexible exchange rate generally help a country in adjusting to macroeconomic shocks but recently in many countries interest rates have been pushed down close to the lower bound limiting the ability of policy makers to accommodate shocks even with flexible exchange rates this paper argues that when the zero bound constraint on nominal interest rates is binding and policy lacks an effective forward guidance mechanism a flexible exchange rate system may be inferior to a single currency area with monetary policy constrained by the zero bound a flexible exchange rate exacerbates the impact of shocks remarkably this may hold true even if only a subset of countries are constrained by the zero bound and other countries optimally adjust their interest rate targets for a regime of multiple currencies to dominate a single currency in a zero bound environment it is necessary to have effective forward guidance in monetary policy

stock prices asset portfolios and macroeconomic variables in ten european countries abstract this paper investigates the relationship between stock indices asset portfolios and macroeconomic variables in ten european countries it is shown that employment imports inflation and interest rates are inversely related to stock prices expectations about future real activity measures for money and the u s yield curve are positively related to stock prices a portfolio of european stock indices was constructed and it is shown that this portfolio is the variable that most strongly explains the variation in the stock prices the associations between stock prices and macroeconomic variables are shown to be strongest in germany the netherlands switzerland and the united kingdom there is a high degree of similarity between the effects in the first three of these countries in several instances the stock prices are related to historic value of economic variables indicating that predictive models can be constructed