wall street occupations many finance jobs entail the risk of large losses and hard to monitor effort we analyze the equilibrium consequences of these features in a model with optimal dynamic contracting we show that finance jobs feature high compensation up or out promotion and long work hours and are more attractive than other jobs moral hazard problems are exacerbated in booms even though pay increases employees whose talent would be more valuable elsewhere can be lured into finance jobs while the most talented employees might be unable to land these jobs because they are too hard to manage

testing the morale theory of nominal wage rigidity this paper tests the morale theory of nominal wage rigidity according to which firms resist making nominal cuts to workers pay even in adverse economic conditions because such cuts hurt worker morale and productivity the authors analyze data from an employer employee survey they conducted in japan in 2000 that year coincided with a rare spell of deflationary recession which the authors argue is a good setting in which to study how nominal pay cuts affect morale they find that a nominal annual pay freeze experienced by 21 of the sampled workers demoralized workers by reducing their trust in the firm and that even greater demoralization not wholly attributable to reduced trust was associated with a nominal pay cut which affected 17 of the workers the observed negative relationship between nominal pay cuts and morale persists even when the estimation includes controls and firm fixed effects

substance use and adolescent sexual activity using the national longitudinal survey of youth 1997 we examine the relationship between initiating substance use and youth sexual behaviour we employ a combination of panel data and propensity score matching techniques to control for observed and unobserved heterogeneity the results indicate striking differences across gender for males initiating alcohol or marijuana use is positively and significantly associated with the likelihood of engaging in sexual intercourse and uncontracepted sexual intercourse for females in contrast there is no robust evidence for such links

a model of efficiency wages as a signal of firm value we consider performance contracts with firm private information the verifiable components of the contract an up front wage and employment may serve both as a signal and a performance incentive job rent may be necessary for signaling and since efficient signaling is multidimensional there is an inextricable link between job rent and underemployment signaling can explain the lack of explicit bonding in actuality though our basic model is static our underemployment result is not a consequence of firm myopia when the firm is farsighted it will not maximize the joint future surplus if it cannot extract the worker s share at present copyright 1993 by economics department of the university of pennsylvania and the osaka university institute of social and economic research association

entrepreneurs perceived chances for success abstract entrepreneurs involved in planning or starting firms must engage in a continuing process of appraising prospects for success these assessments presumably bear upon the preparations they make as well as at some later point whether they decide to make major changes or even to discontinue the business in this study data from 2994 entrepreneurs who had recently become business owners were analyzed to determine their perceived changes of success although previous evidence on business survival led to the hypothesis that the entrepreneurs would only be cautiously optimistic this was not the case they perceived their prospects as very favorable with 81 seeing odds of 7 out of 10 or better and a remarkable 33 seeing odds of success of 10 out of 10 in considering the prospects for other businesses like their own they perceived odds which were significantly lower but still moderately favorable based upon previous research on factors associated with new business success it was hypothesized that those who were more likely to succeed based upon their personal backgrounds and the nature of their new firms would be more optimistic however this was not the case those who were poorly prepared were just as optimistic as those who were well prepared at this point shortly after having become business owners the assessment by entrepreneurs of their own likelihood of success was dramatically detached from past macro statistics from perceived prospects for peer businesses and from characteristics typically associated with higher performing new firms the psychological literature on post decisional bolstering suggests that decision makers in many settings tend to bolster or exaggerate the attractiveness of an option after it has been chosen this coupled with the tendency of entrepreneurs to believe that they can control their own destinies implies that the extreme optimism observed here is probably a typical occurrence for entrepreneurs the findings suggest that it is probably natural to experience feelings of entrepreneurial euphoria when first becoming a business owner with the available evidence it is difficult to judge whether this leads to inadequate preparations or an inability to diagnose problems and make adjustments after the business is started this extreme optimism probably does contribute to the heavy personal commitments observed here in which the median entrepreneur devoted more than 60 hours per week to the business the entrepreneur would seem well advised to form relationships with outsiders such as board members and professional advisors who can be objective and detached in diagnosing problems and assessing objectively the prospects for the business in its current form

wage changes and intrafirm job mobility over the business cycle two case studies despite the many reasons to expect sluggish wage adjustment recent evidence suggests that real wages are quite procyclical growing more rapidly during economic expansions than during recessions and that this wage procyclicality pertains even to workers who stay with the same employer one possible explanation for these findings is the old hypothesis that a portion of firms cyclical adjustment of labor costs is achieved not by changing the wages paid in particular jobs but by changing the quality of labor assigned to those jobs the authors analysis of interwar personnel data from the ford motor company and the a m byers company supports that hypothesis the authors recognize that case studies of only two firms cannot be definitive but they conclude that cyclicality in workers job assignments deserves further attention

gender differences in training capital and wages this paper constructs an equilibrium job matching model where workers differ in their attachment to the labor force the model predicts that workers with weaker attachment to the labor market will receive lower starting wages and lower post training wages and will be placed in jobs that offer less training and use less capital the implications of the model for gender differences in pay and job assignment are tested with the eopp data set ourfindings suggest that while training intensity during the first three months of employment is similar in positions filled by males and females females are employed in positions that have a shorter duration of on the job training and that use less capital these differences in on the job training and capital in positions filled by men and women as well as a lower market value for women s prior labor market experience account for a substantial part of the gap in wages between males and females

dynamic contracts with worker mobility via directed on the job search this article proposes a model with dynamic incentive contracts and on the job search in a frictional labor market the optimal long term contract exhibits an increasing wage tenure profile with increasing wages worker effort also increases with tenure these two features imply that the probabilities of both voluntary and involuntary job separation decrease with both job tenure and the duration of employment given these results workers experience differing labor market transitions between employment unemployment and across different employers and the equilibrium generates endogenous heterogeneity among ex ante homogeneous workers abstract from author

the british low wage sector and the employment prospects of the unemployed abstractare low wages a way for the unemployed to switch to higher paying jobs using data from the british household panel survey the labour market dynamics of unemployed low paid and higher paid employed men are analysed moreover the respective un employment duration and occupational skill level are accounted for results show that in general low wages significantly reduce the risk of future unemployment and increase the chances of ascending the salary ladder especially in the case of long term unemployment 360 days furthermore the occupational skill level has a substantial influence on the upward mobility of low paid jobs individuals working in the initial period in a low paid and higher skilled occupation have on average an 11 percentage points higher probability of entering higher pay compared to when working in a low paid and low skilled occupation

personal networks and firm competitive strategy a strategic or coincidental match abstract this article is based upon the premise that the personal network of the owner manager is the most important resource upon which he or she can draw in the early days of the firm s development this is particularly the case as the concept of personal networks is sufficiently general to include dimensions that include for example attention to customers understanding of the business market orientation or stress on quality as such it is intuitively obvious that the nature and use of these networks must impinge upon the resultant strategy adopted in the firm albeit often implicit rather than explicit however as yet there is no empirical evidence to support this conclusion therefore this article probes one question how do the characteristics of the owner manager s network relate to the competitive strategy of new ventures clearly within this we expected to find relationships that were logically consistent the research was conducted in two counties in england that possessed similar industrial structures and equal rates of new firm formation a list of firms was obtained from local business directories and all 629 firms that fit the criteria were contacted by telephone validation of the firms at this point resulted in a significant reduction in those that fit the sampling criteria four hundred twenty three firms were mailed an 11 page questionnaire resulting in a 52 response rate preliminary analysis of the strategy variables identified six components that were consistent with previous literature these were labeled as marketing differentiation product innovation market segmentation distribution growth through outside capital and differentiation through quality correlation of these components with the networking characteristics of propensity to network network activity network density network intensity and content of network exchanges supports our proposition that entrepreneurs differ in their networking activities according to the competitive strategy pursued by the firm further classification of the owner managers into strategic clusters demonstrates that most firms appear to follow multiple patterns of strategic behavior moreover the comparison with the networking characteristics shows that owner managers appear to differ in a logical manner in the use of their networks bailey montera and cardow 1992 argue that a firm s resource base consists of financial physical and human resources and that the manner in which those resources interact is determined by the firm s strategy previous research on entrepreneurial networks has shown the amount of time and energy the owner manager devotes to the development and maintenance of contacts the underlying assumption of social network theory is that through a personal network the owner manager of a new venture gathers access to critical resources which for a variety of reasons the new firm does not possess internally consequently this research has argued that this resource base cannot be ignored when attempting to understand the concept of strategy among new and small firms in fact this resource base may play a dominant role in formulating as well as implementing strategy

threats and opportunities faced by private businesses in china abstract this article presents a comprehensive analysis of the environment experienced by private businesses in china through examining their relationships with the major stakeholders namely government supplier employee customer and competitor since the announcement of the economic reform in 1978 substantial political and economic power has been delegated from the central government to the regions endowed with this power local governments have crucial influence on the size of the private sector within their jurisdiction being outside the state allocation plan private firms have less access to raw materials and credit in the volatile political climate of china they are vulnerable to attack during political campaigns maintaining a cordial relationship with local cadres through paying bribes and various charges is thus a prerequisite for survival having solicited political backing a private entrepreneur can not only run his business more smoothly but also may be more tolerated in his illegal activities such as tax evasion profiteering and selling banned products in short the whole situation can be described as a collusion of local governments and private businesses at the expense of the central government s interest under the economic reform the distribution system has become less rigid than before it is easier for private firms to secure supplies whether raw materials or manufactured goods labor input is also not a problem for most private firms which are small in size and employ mainly unskilled workers however large private enterprises have to compete with state collective and foreign enterprises for managerial staff who are in short supply there have been marked changes in the consumption pattern since the early 1980s people spend less on staple foods and more on non staple foods consumer goods and services moreover china is experiencing a consumption boom altogether this offers great opportunities to the private sector which has been expanding its share of industrial output and retail sales very fast on the other hand competition is becoming much keener state enterprises are improving their efficiency and giant multinational corporations are rushing in as there are few entry barriers private entrepreneurs are also competing fiercely among themselves the ideological contradiction of having labor exploitation by private entrepreneurs in a socialist country has prevented the chinese government from actively encouraging private business the private sector has been assigned a supplementary role in the dominant public economy this status has led to discrimination against private firms in obtaining factor inputs accounting partly for their vulnerability to bureaucratic harassment by local cadres this will continue to hamper private business development it is concluded that ideological and political reforms in addition to the economic reform are required for providing a more conducive environment for private businesses the chinese experience of liberalizing the private sector offers useful insights to governments of other developing countries

firm specific human capital a skill weights approach the theory of human capital is agnostic on what constitutes firm specific skills the theory specifies that specific skills contribute to productivity only at the current firm a broader approach lets all skills be general but firms use them with different weights attached for example computer programming economics and accounting are general skills but there may be only one firm that wants workers trained in all three one implication is that wage profiles and the split of human capital costs depend on thickness of the market another is that firms pay for what appears to be general training

contribution of new technology based firms to the strengthening of technological capabilities in intermediate economies this paper argues that the main contribution of new technology based firms ntbfs is their technological dynamism which invests them with two major roles a challenging role implicit in their creation whereby they break with the inertia of existing organisations and a more long standing technology transfer role acting as a source of new technologies which they acquire and deliver by several means the performance of these roles can be particularly valuable in less advanced economies contributing to a strengthening of the indigenous capabilities in new technologies empirical research on a sample of portuguese ntbfs has shown that these firms have indeed performed an important function by accessing new technological knowledge both from local public research and from more advanced countries which they further developed turned into marketable applications and commercialised but the conditions found in an intermediate economy such as portugal present ntbfs with particular problems the limited number of knowledgeable users prepared to adopt their products and the firms difficulty to reach other type of clients can be a major obstacle to their development therefore if the country is to profit from ntbfs challenging behaviour and technological competences their acquisition and diffusion efforts should be backed and complemented by demand oriented policies

the firm as a dedicated hierarchy a theory of the origins and growth of firms in the formative stages of their businesses entrepreneurs have to provide incentives for employees to protect rather than steal the source of organizational rents we study how the entrepreneur s response to this problem determines the organization s internal structure growth and its eventual size large steep hierarchies will predominate in physical capital intensive industries and will have seniority based promotion policies by contrast e at hierarchies will prevail in human capital intensive industries and will have up or out promotion systems furthermore e at hierarchies will have more distinctive technologies or cultures than steep hierarchies the model points to some essential differences between organized hierarchies and markets at the root of most enterprises generating economic surplus is an entrepreneur with a unique critical resource such as an idea good customer relationships a new tool or superior management technique a fundamental problem of entrepreneurship is how to enlist the cooperation of the many agents necessary for production without ceding to them too much of the surplus generated by the enterprise the risk of being expropriated however is always inherent in production in particular the entrepreneur has to give her employees whom we call managers close proximity or access to the critical resource for them to learn to produce effectively for example a manager has to understand the idea be in contact with the key customers and suppliers or even learn the entrepreneur s unique managerial techniques in order to work effectively but access also gives the manager the opportunity to expropriate this critical resource and compete against the entrepreneur managers may steal the idea walk away with clients or mimic the entrepreneur s management style and start up a rival concern the greater the access a manager has the more he can appropriate and the more effectively he can compete this paper explores the role of organizational design in

should i stay or should i go career choices for young workers in latin america labor market institutions shape the return to workers skills they define the incentives of firms and workers to invest in general and specific skills affecting the returns to experience and tenure this paper presents an empirical assessment of this hypothesis we take advantage of rich administrative data from brazil and chile two countries with different regulatory frameworks we focus on young workers as they face to a greater extent the trade off between accumulating general or specific skills the analysis is motivated by a simple conceptual framework from which we derive empirical predictions it takes into account the potential endogeneity of occupational choices while allowing for heterogenous returns to tenure and experience we find positive average returns to both dimensions in both countries with larger returns to tenure in brazil and larger returns to experience in chile this is consistent with the original conjecture as the more rigid labor market legislation in brazil encourages firms to carry out additional investments in young workers s specific skills chile s institutions on the contrary promote the acquisition of general skills we further examine how these returns differ by educational attainment an important policy consideration in the region and find that more educated workers in both countries face larger returns to experience and tenure relative to their less educated counterparts

the transition to a market economy pitfalls of partial reform we present a theory of a partial economic reform of a planned economy similar to the one that took place in russia since 1988 and in china earlier in such a reform some markets are liberalized in the sense that producers can sell output to whomever they want including private firms at free prices but at the same time must sell to state firms at state prices we show that such a reform can result in a substantial diversion of subsidized inputs away from state firms and toward private firms even when state firms value these inputs more the result may be a reduction of total output the simple analysis sheds light on many consequences of the soviet reform such as breakdown of coordination of production increased state policing of delivery quotas prohibitions of trading cooperatives and opposition to privatization the model also explains why partial reform failed in russia but worked in china

moral hazard in high office and the dynamics of aristocracy both aristocratic privileges and constitutional constraints in traditional monarchies can be derived from a ruler s incentive to minimize expected costs of moral hazard rents for high officials we consider a dynamic moral hazard model of governors serving a sovereign prince who must deter them from rebellion and hidden corruption which could cause costly crises to minimize costs a governor s rewards for good performance should be deferred up to the maximal credit that the prince can be trusted to pay in the long run we find that high officials can become an entrenched aristocracy with low turnover and large claims on the ruler dismissals for bad performance should be randomized to avoid inciting rebellions but the prince can profit from reselling vacant offices and so his decisions to dismiss high officials require institutionalized monitoring a soft budget constraint that forgives losses for low credit governors can become efficient when costs of corruption are low

networking and growth of young technology intensive ventures in china abstract more often than not new ventures lack established products known technologies longstanding customer relations experienced managerial teams sufficient capital and strong reputations almost by definition small new firms lack the resources of many larger established firms the task of an infant firm and a measure of its success is to make a transition from being resource weak to being resource strong how can resources that are critical for profitable growth be acquired for the resource weak new venture researchers have found that entrepreneurs can gain access to valuable resources and they can seek to achieve competitive advantage through networking activities forming and utilizing available relationships with external organizations can allow entrepreneurs to build credibility gain advice financing and customer access build a positive image and obtain resources at below market prices and obtain channel access information and innovations business relationships with other organizations allow an entrepreneur to achieve desired business results through asset parsimony a favorable view toward networking for new ventures leaves a number of unanswered questions however relevant research questions might include who should the entrepreneur seek as a business partner are all inter organizational relationships equal or are some types more valuable to new ventures than other relationships do firms relying on high levels of networking activities actually outperform firms that less actively seek resources through external organizational relationships the present study provides a specific understanding of the concept of networking for entrepreneurs we propose that networking can be understood in terms of range the number of external relationships to obtain resources and of intensity the frequency of contact of and amount of resource obtained from these relationships this research project evaluates the range and intensity of networking among high growth and low growth entrepreneurial ventures extensive interviewing with managers of six young technology oriented firms in the people s republic of china prc affirmed the importance of entrepreneurial networking managers in the three high growth firms reported greater range and intensity of business networking than did managers of three low growth firms matched by industry and age moreover the relationship between networking activities and growth transcended the stage of firm development where networking range and intensity are deemed important in the growth process new venture success may call for entrepreneurs to reach out deliberately to external organizations to capture needed resources to a certain extent such networking activities run counter to important entrepreneurial motivations of independence and autonomy the concept of networking and the results of this study imply that entrepreneurs need to combine the spirit of independence with the reality of resource dependence and they need to balance personal autonomy with strategic business relationships this study also contributes to the understanding of entrepreneurship in our increasingly global economy particularly in the prc business relationships between the united states and the prc have been expanding rapidly in the last decade many foreign businesses seek license agreements joint venture partners equity participation or channel relationships with young ventures in that country do the same rules of networking apply in the prc as the literature suggests apply in the united states new ventures in this study were found to engage in processes of networking activities consistent with those in the west although networking activities may have different cultural roots firm success appeared influenced by the same principles of networking

a nonuniform pricing model of union wages and employment unlike implicit contracts models the nonuniform pricing model of unions assumes that firms can always shut down ex post to avoid any payments to the union under this restriction employment can differ from a first best even if both workers and firms are risk neutral in general the union chooses to offer quantity discounts on labor and needs to use a seniority rule that regulates the order in which workers are hired to implement these discounts unions lower almost all workers employment probabilities and increase the cyclical volatility of employment and the union nonunion average wage differential will move countercyclically workers preferences over union wage profiles conditional on their seniority exhibit within limits a convenient unanimity property

a quantitative content analysis of the characteristics of rapid growth firms and their founders a group of firms that is attracting attention are rapid growth firms these firms are of particular interest because rapid growth is an indication of market acceptance and firm success by studying rapidgrowth firms researchers can help all firms better understand the attributes associated with firm growth despite these positive outcomes however rapid firm growth is difficult to achieve and maintain this study adds to the literature through a quantitative content analysis of the narrative descriptions of 50 rapid growth firms and a comparison group of 50 slow growth companies the purpose of the study was to draw from the narratives a list of empirically grounded growth related attributes that are associated with rapid growth firms the findings of the study resulted in the advancement of a conceptual model of the attributes of rapid growth firms in four areas founder characteristics firm attributes business practices and human resource management hrm practices

the impact of managerial networking intensity and market based strategies on firm growth during institutional upheaval a study of small and medium sized enterprises in a transition economy varying institutional environments provide the foundation for a great deal of international business research yet relatively little empirical work has examined the determinants of small and medium sized enterprise sme growth during institutional upheaval although the importance of sme development for economic transition and growth is widely acknowledged our paper addresses this gap in the literature by examining how the competitive strategies of smes evolve during institutional transitions and assessing the implications for firm growth using data collected from 135 smes in 1993 and 200 smes in 2001 we find that managerial networking intensity i e developing and maintaining relationships that may be used for business purposes declines markedly over time whereas the importance of market based strategies increases managerial networking intensity is strongly associated with firm growth early in the institutional transition process but not later market based strategies are not associated with firm growth in either time period drawing on convergent insights from multiple theoretical perspectives we argue that changes in strategy are concurrently driven by socially constructed norms that legitimize new ways of competing and delegitimize old ones and by knowledge acquisition and learning which provide managers with a more diverse set of tools with which to exercise their strategic choices

job assignments signalling and efficiency this article analyzes a model in which information about a worker s ability is only directly revealed to the firm employing the worker other firms however use the worker s job assignment as a signal of ability three results recur throughout the analysis first wage rates tend to be more closely associated with jobs than with ability levels second there is frequently an inefficient assignment of workers to jobs i e even when a firm has complete information about a worker s output third the severity of this inefficiency tends to be negatively correlated with the level of firm specific human capital in the economy

seniority and efficiency the role of seniority in efficient compensation and employment arrangements between a firm and its labor pool is examined seniority is treated as an endogenous factor in a dynamic model with uncertainty nonseparability over time in preferences and production emerges as a pivotal aspect of seniority provisions in efficient allocations the analysis focuses on two dynamic factors that have been emphasized in the literature nonseparable worker preferences in leisure and a learning by doing process of human capital accumulation copyright 1992 by the editors of the scandinavian journal of economics

implementing high powered contracts to motivate intertemporal effort supply we characterize the optimal contract between a principal and a risk neutral wealth constrained agent when an adverse selection problem follows a moral hazard problem the optimal contract in this setting often is more steeply sloped for the largest output levels than is the optimal contract in either the standard moral hazard setting or the standard adverse selection setting the large incremental rewards for exceptional performance motivate the agent to deliver substantial effort both before and after he acquires privileged information about the production environment

are wages habit forming evidence from micro data although utility functions play a central role in economics the axiom that utility depends only on the absolute levels of its arguments is rarely tested this paper uses panel data on 2000 british employees who remain with the same employer and who are not promoted from one wave to the next it is shown that one important measure of well being overall job satisfaction is strongly positively correlated with the change in the worker s pay between waves but is unrelated to the current level of pay empirical tests suggest that a reference dependent satisfaction function where individual well being depends on current pay relative to past pay is more consistent with these regression results than are productivity or agency explanations of increasing wage profiles some evidence is presented of greater job satisfaction effects of pay rises for lower paid less well educated and younger workers these results provide some micro evidence consistent with the theory widespread in social science of habituation individuals may become used to any given level of consumption or income as such they tie in with the finding that a country s well being as measured by the average happiness of its citizens is only weakly correlated with its per capita gnp

the wage effects of cumulative job mobility this analysis of data from the national longitudinal survey of youth shows that cumulative job mobility had statistically significant effects on wages in the years 1979 88 the direction of the wage effects positive or negative and their magnitude varied depending on the type of cumulative mobility examined employee initiated versus employerinitiated separations economic versus family related quits layoffs versus discharges the results also indicate that although men and women had different mobility histories men for example had been discharged more often than women and women had quit for family related reasons more often than men the wage effects of each type of cumulative mobility economic quits family related quits layoffs and discharges were similar for men and women tn this paper we examine the impact of cumulative job mobility on the subsequent wages of young men and women most previous work on this subject has focused on the impact of specific mobility events such as quits or layoffs rather than on the impact of total job history on wages researchers looking at single mobility decisions have consistently reported evidence that a change in employers does affect a worker s subsequent wage therefore it is reasonable to ask whether the impact ofjob change is cumulative that is does a worker s current wage reflect the impact of all past mobility decisions quits layoffs and discharges also since most of the

carrots and sticks pay supervision and turnover the efficiency wage model ewm has been advanced as an explanation for large and persistent wage differentials the shirking version of the ewm assumes a trade off between self supervision and external supervision the turnover version assumes turnover is costly to the firm variation across firms in the cost of monitoring shirking or turnover then is hypothesized to account for wage variations across firms for homogeneous workers using a new sample of firm data this paper presents empirical evidence of the trade off of wage premiums for supervisory intensity and turnover little evidence is found to support either version of the ewm

salaries and piece rates compensation can take many forms remuneration can come as pecuniary payments as fringes such as health and pension benefits or as a nonpecuniary reward such as plush office furniture that costs the firm less than it benefits the worker a significant literature has examined the trade offs between pecuniary and nonpecuniary compensation the modern work having been pioneered by rosen 1974 more recently another body of literature has examined the selection of method of total compensation ignoring the distinction between pecuniary and nonpecuniary payment this work has focused on risk and incentive factors it has resulted in comparisons of compensation based on absolute output levels to that based on relative performance it has also led to explorations of the relation of compensation to experience over the work life 2 little attention has been paid to what may be among the most important and obvious distinction in methods of compensation namely the choice between a fixed salary for some period of time that is paying on the basis of input and some workers receive compensation that is specified in advance and not directly contingent on performance instead it depends on an input measure such as hours worked for others compensation is directly related to output this essay is an attempt to predict a firm s choice of compensation method piece rates are defined more rigorously among the more important factors discussed are worker heterogeneity incentives sorting considerations monitoring costs and asymmetric information one result is that salary workers tend to be of lower quality and more homogeneous than are their piece rate counterparts numerous additional results are provided helpful comments by victoria lazear and yoram weiss are gratefully acknowledged support was provided by the department of labor and the national science foundation 1 see lazear and rosen 1981 stiglitz 1981 holmstrom 1982 green and stokey 1983 2 see lazear 1979 1981 and harris and holmstrom in press

relation of dominant problems to stages of growth in technology based new ventures two studies investigating the growth patterns of new ventures are presented in the first study a stage of growth model theorized to apply specifically to technology based new ventures was develop

implicit contracts explicit contracts and wages over the past decade the search for an explanation of aggregate money wage stickiness in the face of substantial shifts in the marginal revenue product of labor of the kind that was associated with an increase in real wages in the depression of the 1930 shas led to an extensive examination of explicit union and implicit nonunion employment contracting arrangements this distinction can be exaggerated long term union contracts have an implicit element in the sense that they specify only a limited number of contingencies to which wages will be adjusted moreover the implicit contracting branch of the literature has pushed in the direction of implying that the explicit contracts observed in the union sector may be formalizations of common informal arrangements in the nonunion sector so that differences between the sectors in the behavior of wages and employment may be more apparent than real the purpose of this paper is to examine the empirical basis for some of the key propositions of implicit contract theories and to note some important differences in the outcome of implicit and explicit contracting

an empirical study of labor market equilibrium under working hours constraints predictions of economic theory for the equilibrium condition of workers in three labor markets with differing working hours constraints are tested original data allow the marginal rate of substitution of income for leisure to be estimated directly in two markets working hours constraints resulting from high fixed employment costs and the overtime premium respectively cause workers to desire fewer and more hours in the third market agricultural labor constraint factors are absent the predicted relationship between the wage and the marginal rate of substitution of income for leisure holds in each case implications for agency and human capital models are investigated additionally in the agricultural case preferences and equilibria are indistinguishable for legal and illegal workers copyright 1990 by mit press

unionization and plant closure in canada this paper examines for the first time the role of unionization as a determinant of plant closings in canada using the 1999 to 2001 canadian workplace and employee survey the paper contributes to the north american evidence by showing that the share of a plant s workers covered by collective bargaining has a robust positive partial correlation with the probability of larger plants closing for smaller plants the extent of unionization tends to be much lower and its variation plays no role in plant closure the study highlights the theoretical and statistical importance of examining closure separately for large and small plants ce memoire examine pour la premiere fois le role de la syndicalisation en tant que determinant de la fermeture d usines au canada a l aide des resultats de l enquete sur le milieu de travail et les employes de 1999 et de 2001 emte le texte contribue a enrichir le dossier qui montre qu il y a correlation positive partielle robuste entre la portion des travailleurs d usines couverts par une convention collective et la probabilite de fermeture des grandes usines pour les plus petites usines le degre de syndicalisation tend aetre plus faible et sa variation ne joue pas de role dans le processus de fermeture d usines cette etude montre l importance theorique et pratique qu il y a aetudier separement les fermetures des grandes et des petites usines

an empirical look at franchising as an organizational form franchise contracts are identified as a hybrid form of economic organization motives for the dominance of franchise arrangements are identified by examining the theoretical literature on franchising and related literatures on the theory of the firm firm growth managerial and employee selection a nd brand name capital empirical tests are performed on the incidence of franchise contracts across states for three industries in which f ranchising is prominent and data are readily available the results s uggest that both principal agent incentives and informational incenti ves favor the use of franchise arrangements copyright 1988 by the university of chicago

employer seniority discrimination evidence from enterpreneurial occupational choice abstract this research examines the theories presented in the human capital literature by becker 1975 lazear 1979 1981 and others that the relative paths of earnings and value of marginal product henceforth vmp diverge over the worklife the findings support lazear s work incentive theory for professionals but reject its application to non professionals as predicted by orthodox human capital theory documentation is also developed that earnings for non professionals equal their vmp over the job life cycle on the other hand the analysis provides no support to becker s specific training model

dynamic labor market competition and wage seniority abstract we design an overlapping generations model of the labor market experienced workers bear costs of switching employers whereas the segment for junior workers is horizontally differentiated the literature typically explains wage seniority premia with reference to productivity gains generated by the accumulation of worker experience or mechanisms associated with incomplete information in contrast this paper characterizes how the wage seniority premium depends on the relative intensities of competition in the markets for junior and senior workers in particular we show that a wage seniority premium may prevail even under circumstances where senior workers are less productive than junior workers

firm networks and firm development the role of the relational mix abstract this study examines the role of different networks called the relational mix on the development of the entrepreneurial firm our regression analysis of survey data from 60 venture capital financed firms questions the importance of network size on firm development rather our results suggest that different types of networks are more important for firm development in particular we found a significant positive relationship for reputational networks and a weak significant negative relationship for cooperative technology networks at founding with time to break even social networks at founding have no direct effect on time to break even and a significant negative relationship with sales in the years after foundation furthermore our findings show the important role of marketing information and co opetition networks relationships with direct competitors on firm development in the years after foundation these results suggest that the relational mix is a more appropriate construct for explaining network development than network size alone

seniority rules and productivity an empirical test the primary purpose of this paper is to test empirically the effect of labor quality on short run manufacturing productivity in doing so the study makes major advances in two areas for the first time a job tenure function is estimated and a time series of job tenure in manufacturing is developed this estimated tenure series empirically verifies the use of seniority rules in the firm worker employment relationship having generated a tenure series the authors then test whether tenure enhances productivity in manufacturing the results clearly indicate that seniority rules have a statistically significant positive impact on productivity and the pattern of the seniority rules is reminiscent of a model where human capital has a specific component copyright 1989 by the london school of economics and political science

does rising productivity explain seniority rules for layoffs seniority rules for layoffs are a widespread feature of the union and nonunion workplace many explanations have been offered for their existence some emphasize the role of unions but others argue that seniority rules can promote economic efficiency in this context the rules are simple easy to implement and widely regarded as fair they may help control turnover and conserve valuable investments in specific capital they may also be a response to the higher reliability of more experienced workers or they may reflect the higher value young workers place on their time at home or at search in this company a new explanation is hardly needed and this note will not provide one rather i will show that one of the most commonly accepted explanations is based on an assumption that is quite unrealistic one of the most plausible explanations for seniority rules seems to follow directly from human capital theory 2 senior workers having had more time to invest in on the job training are likely to be more productive the seniority rule may therefore be a convenient rule of thumb which ensures that on average it is the less productive workers who are let go while the more productive ones are hoarded until business picks up this argument has been given added weight by some results from implicit contract theory when workers differ in skill levels but share the same value of time at home efficient contracts will always lay off the unskilled workers before the skilled ones the natural corollary again seems to be that where senior workers are more skilled they should be last to go 3 i show in this paper however that when skill grows with experience as human capital models predict this corollary is false in fact human capital growth by itself predicts that it is the most senior workers who should be laid off first previous writers have missed this result because they have implicitly and unrealistically assumed that workers continue to gain productive skills while sitting at home on layoff my analysis will also shed light on some aspects of collective bargaining contracts and on the phenomenon of early retirement the results are first derived in the context of an implicit contract model which is stripped of all but the barest essentials subsequently the robustness of the conclusions is examined in a series of extensions finally some implications of the analysis are discussed

illicit drug use and labour market achievement evidence from the uk this study using data from the british crime survey bcs examines the effect of drug use on occupational achievement it starts by attempting to overcome the identification problem that results from the limited set of drug use questions presented in the bcs taking this into account and allowing for the endogeneity of drug use in equations for unemployment and labour market outcomes that a mild positive association with soft drugs and occupational achievement is observed that diminishes with age this relationship holds for males but not for females in contrast it is also found that past use of hard drugs significantly increases the likelihood of current unemployment although it appears to be unrelated to occupational success conditional on achieving employment

implicit contracts with heterogeneous labor the formation of implicit contracts in labor markets with heterogeneous employees is studied if layoffs occur the firm finds it optimal to offer differing contracts to differing employees with employees who place a higher priority on leisure accepting contracts with higher layoff probabilities the firm can do so without violating the constraint that employees voluntarily sort themselves into these contracts under plausible assumptions the contracts match the empirical observation that relatively low wage rates and high unemployment probabilities tend to be correlated finally an average or composite wage rate varies over states of nature calling into question the ability of implicit contracts models to account for the constant representative wage rate often found in macroeconomic models

returns to seniority among public school teachers returns to seniority account for a substantial share of public k 12 expenditures over the first ten to 15 years of a career public school teachers enjoy average wage growth at least equivalent to that of other white collar workers explanations for this structure in terms of human capital or costly monitoring lack theoretical and empirical support a steeper wage tenure profile reduces turnover but it is doubtful that the costs of turnover are high enough to make this an optimal use of school resources we conclude that the structure of teacher pay in public education is more consistent with rent seeking than efficient contracting

intertemporal incentives under loss aversion this paper studies the intertemporal allocation of incentives in a repeated moral hazard model with reference dependent preferences as in k oszegi and rabin 2009 besides consumption utility the agent experiences utility from the change in his beliefs about present and future eort and income when eort plans are rational the prospect of being disappointed by the outcome realization equals that of being pleasantly surprised and hence the loss averse agent is on net hurt by news in contrast to the prediction with classical preferences but consistent with real world contracts if consumption utility is not too concave and news about present income carries suciently larger weight in utility than news about future income a contract setting a current

some evidence on the relationship between performance related pay and the shape of the experience earnings profile we investigate the relationship between performance related pay prp and the shape of workers experience earnings profiles in particular we argue that the slope of the profile depends critically upon the degree of equity held by workers in their enterprise as measured by the extent of prp the implication is that the slope of the profile for prp workers falls between those of their zero equity fixed wage and one hundred per cent equity self employed counterparts our empirical analysis of three british data sets namely the british social attitudes survey the british household panel survey and the british family expenditure survey supports this prior in this paper we explore the shape of the experience earnings profile for individuals employed under different types of contracts fixed wage performance related pay prp and self employment contracts we follow lazear 1979 1981 and lazear and moore 1984 in hypothesizing that the slope of the experience earnings profile reflects agency costs and the reduction thereof with increased agency costs inducing steeper profiles if monitoring costs are high firms may implement compensation schemes designed to encourage employees to self select behavior in the firms interests one such scheme defers a substantial amount of compensation until the later years of tenure the resulting experience earnings profile provides a penalty for shirking lazear and moore 1984 we therefore presume that the profiles of workers employed under fixed wage contracts are steeper than those of self employees for whom the issue of agency does not arise because of the duality of principal and owner lazear and moore 1984 the interesting case is that of workers employed under prp if such contracts represent a hybrid between fixed wage and self employment then one would expect their experience earnings profiles to lie somewhere between these two extreme

the role of contractual governance flexibility in realizing the outcomes of key customer relationships abstract an entrepreneurial firm s relationships with customers suppliers investors universities and other organizations have a significant and long lasting impact on the survival and success of the firm yet little research has focused on how the management of these relationships influences outcomes for entrepreneurial firms this paper focuses on the customer relationships of new technology based firms ntbfs we aim to contribute to the literature on the governance of exchange relationships between ntbfs and their customers further in so doing we seek to explore the implications of such governance for the performance of new firms because of their small size their liabilities of newness and their highly specialized knowledge intensive resources ntbfs are able to maintain only a limited number of close customer relationships consequently ntbfs often become highly dependent on one or a few of their customers in this study we focus on the relationships between ntbfs and their single largest customers we refer to the customer that accounts for the highest proportion of an ntbf s total revenue as the key customer strategic management literature resource dependence theory and transaction cost economics emphasize the risks associated with being dependent on an exchange relationship focusing on the opportunistic use of power by the exchange partner these perspectives suggest that firms can minimize their external dependencies and protect themselves against opportunism through the use of contracts the present paper expands this view by also examining how flexibility in exchange governance may unlock potential benefits or dampen potential dangers that an ntbf faces in its commitment to its single largest customer e g sharing the costs and risks of r d with the customer improving the reputation of the ntbf and realizing savings in sales and marketing costs we examine the extent to which the realization of the potential positive and negative outcomes of a high level of dependence are moderated by the flexibility of the exchange partners attitudes toward contractual agreements the research question that we seek to answer is does the manner in which a contractual agreement is implemented affect the outcomes of a customer relationship for an ntbf at high levels of exchange dependence on the key customer we develop a set of hypotheses that examines how the governance of the key customer relationship affects the ntbf s new product development reputation and sales costs when exchange dependence on the key customer is high we use the term contractual governance flexibility to refer to the extent to which the exchange partners are willing to adjust to changes in the relationship instead of relying on the contract we test the hypotheses with survey data from 195 ntbfs in the uk the results of regression analyses reveal that contractual governance flexibility moderates the relationship between exchange dependence and outcomes in relationships with a high level of exchange dependence greater contractual governance flexibility was associated with greater new product development and sales cost advantages no such benefits were realized for relationships in which exchange partners relied heavily on the contract these findings are important because they suggest that by relaxing formal contractual mechanisms governing a relationship ntbfs can derive benefits from key customer relationships that are characterized by a high level of dependence our findings suggest that at high levels of exchange dependence on key customers ntbfs can benefit when greater contractual governance flexibility is present our data indicated that interestingly ntbfs tend to do just the opposite at higher levels of exchange dependence ntbfs are inclined to rely increasingly on the contract by so doing they may fail to realize the potential benefits of the relationships such as gaining access to complementary resources and reducing costs these outcomes which may be derived from dependent exchange relationships by means of contractual governance flexibility can have a significant influence on the long term development and competitive advantage of an entrepreneurial firm

performance responses to competition across skill levels in rank order tournaments field evidence and implications for tournament design tournaments are widely used in the economy to organize production and innovation we study individual data on 2775 contestants in 755 software algorithm development contests with random assignment the performance response to added contestants varies nonmonotonically across contestants of different abilities precisely conforming to theoretical predictions most participants respond negatively whereas the highest skilled contestants respond positively in counterfactual simulations we interpret a number of tournament design policies number of competitors prize allocation and structure number of divisions open entry and assess their effectiveness in shaping optimal tournament outcomes for a designer

do workers prefer increasing wage profiles we present survey data challenging the assumption implicit in analyses of labor supply that all else being equal workers prefer declining over increasing wage profiles we test several explanations for our results including that a there is something special about wages e g their association with productivity as opposed to other types of payments that induces the preference for increasing wages b utility depends not only on absolute levels of consumption but also on changes in consumption over time and c respondents who prefer increasing wage profiles are irrational and would change their behavior if the rationale for preferring declining wages were explained

human development and alcohol abuse in adolescence the aim of this article is to analyse the development of human capital in adolescents as represented by their state of health and educational attainment when this capital is affected by the abusive consumption of alcohol measured by grams of ethanol to that end we adopt a theoretical framework derived from the model of rational addiction the model of health demand and the model of schooling demand which is then estimated by using data drawn from the spanish national survey on drug use in the school population 1996 1998 2000 results confirm that higher alcohol consumption leads to worse health states and lower academic efficiency among adolescents which suggests the need to implement effective policies aimed at reducing alcohol abuse among this population group

human capital vs signalling explanations of wages increases wages by directly increasing the worker s productivity this learning explanation is usually associated with human capital theory however it seems unlikely that learning explains all the wage differences associated with schooling and work history better educated workers are not a random sample of workers they have lower propensities to quit or to be absent are less likely to smoke drink or use illicit drugs and are generally healthier it is unlikely that employers make full use of differences in propensities to quit or to be absent or sick when hiring workers these characteristics are often not directly observed and the americans with disabilities act precludes firms from using either poor health or the likelihood of future sickness as a hiring criterion unless it is directly related to job performance however if low levels of education are associated with these unfavorable employee characteristics and employers are allowed to take education into account when hiring workers we would expect employers to favor better educated workers as a means of reducing their costs of sickness and job turnover in turn students will take these hiring criteria into account when deciding how long to stay in school students will choose a length of schooling to signal their ability to employers and employers will demand a minimum level of schooling

tenure unions and the relationship between employer size and wages the unionization rate in a worker s industry and the worker s tenure are interacted with employer size in wage regressions using current population survey data the results provide insight into the relatively small size wage relationship in the union sector nonunion tenure profiles steepen sharply with establishment size while union profiles flatten also the effect of industry unionization increases with firm size in the nonunion sector a pattern indicative of threat effects a separate analysis of nonunion wages indicates that size wage relationships are stronger in occupations associated with high monitoring costs

a model for analyzing youth labor market policies this article formulates a general equilibrium model for analyzing the youth labor market at the heart of the model is an interplay between a labor force with heterogeneous ability levels and a minimum wage restriction ability affects performance on skilled jobs and to a lesser extent on unskilled jobs workers are less productive as youths than as adults the model is applied to rationalize several results from available studies and to analyze the effects of three representative policies a youth subminimum wage subsidies paid to firms that hire youths and subsidies that offset the costs of on the job training

the high growth in new metal based manufacturing and business service firms in finland this study examined the effects of the factors involved in the start up situation and the first seven years development on the subsequent high growth of firms the criterion of success used in this study was high growth in business during the first seven years the subjects were finnish metal products manufacturing firms and business service firms established in 1990 the results indicated firstly that it is the internal networks of firms that bring about competitive advantage innovations and efficiency in these entrepreneurial team driven firms a group of people participate in the strategic management of the firm it was also found that co operation between firms and changes in external personal networks contributed to a high rate of growth the empirical results showed that new firms had equal chances for growth irrespective of their locality on the other hand growth was affected by changes in a new firm s competitive situation and by changes in strategic factors the results also clearly indicated that high growth firms were characterised by rising productivity of labour at the same time as they were generating new jobs

minimum wage legislation in a dual labor market the paper studies the equilibrium effects of minimum wage legislation in an economy with coexisting primary and secondary labor markets owing to difficulties in monitoring relative wages and the threat of job loss play a functional role in eliciting effort from primary sector workers minimum wage laws hence affect the primary wage and employment level even if the law only binds in the secondary labor market furthermore interaction between the two sectors can also alter the secondary outcome relative to the standard analysis and has implications for participation decisions and for the level of unemployment

promotions as work incentives i introduction why do professional partnerships like law firms accounting practices and management consulting groups to name a few rely almost exclusively on promotions for incentives and do not typically use incentive pay to motivate their associates we offer a possible explanation for this observation that is based upon the fact that these firms face similar capital constraints that is when capital is required in professional partnerships the funds are usually obtained internally from the firm s partners since partnerships are legally prohibited from incorporating and selling shares to the public it is this common capital restriction which may explain the widespread use of promotion based contests in this class of firms 1 we argue that principals cannot effectively set compensation rules without at least some knowledge of the production environment while such knowledge is costly to acquire it is jointly produced while performing supervisory services supervision may also provide information on the states of the world knowledge which is important for the design of compensation mechanisms it appears therefore that principals are likely to be active participants in supervision rather than passive bystanders who delegate all production responsibilities this improves the efficiency of owner managed firms relative to that of firms owned by passive shareholders most papers in the literature such as lazear and rosen 1981 nalebuff and stiglitz 1983 and holmstrom 1982 concentrate on the moral hazard arising from the inability of the passive principal to observe workers effort we allow for a similar moral hazard on the part of the supervising principal generally within the type of organization considered here it is at least as difficult for workers to observe supervisory effort as it is for the supervisor to observe worker s effort hence both workers and their supervisor are subject to moral hazard which must be resolved by the appropriate choice of compensation scheme lazear and rosen 1981 green and stokey 1983 and nalebuff and stiglitz 1983 have shown that where the agents and principal are risk neutral both piece rates which are related to an individual s measured output and tournaments which pay a monetary prize to the highest producers yield first best results in contrast when workers are risk averse neither mechanism is efficient the relative efficiency of each compensation mechanism has been shown to depend upon the relative magnitude of the common errors in the measurement of total group output and the individual errors associated with the measurement of the individual s effort on the one hand and the degree of workers risk aversion on the other hand we believe such comparisons between economic contests and piece rates are unduly restrictive and may obscure some important elements in the theory of compensation both tournaments and individualistic piece rates are imperfect instruments which omit different pieces of relevant information tournaments ignore information on quantitative differences among participants while individualistic piece rates ignore information about the group it is quite straightforward to show that the existence of common error and risk aversion cannot explain the prevalence of tournaments in these firms relative piece rates for example will reduce the variance in compensation due to errors in the measurement of effort associated with group output without the additional variance associated with the discrete nature of the tournament reward risk averse employees would therefore prefer relative piece rate schemes to tournaments what we see however is the widespread use of contests as compensation mechanisms in the type of firms examined in this paper to explain this phenomenon it is necessary to focus on the often ignored fact that most contests in these firms take the form of promotions to partnership which in turn entails supervisory responsibilities

equilibrium long term labor contracts the paper presents a labor market equilibrium analysis of implicit contract theory a two period single good model is used to propose consistent notions of labor market equilibrium for long term employment contracts both when labor is specialized and cannot move in the second period and when there is free mobility without costs the result that long term contracts emerge in equilibrium even without mobility costs is novel and contrary to common beliefs the main features of equilibrium are that risk neutral firms will insure risk averse workers against downside risk yielding downward rigid wages wages are not fully rigid as in earlier work on contract theory because workers may quit and wages have to be bid up to retain them the firm gets its return of the insurance deal by paying less than marginal product in the first period the resulting equilibrium is second best and lies between productive efficiency and full insurance workers gain from long term contracts in comparison to spot markets whereas owners may not in the model with specialized skills there exist transfer payments such that both parties are better off within an equilibrium with long term contracts

entrepreneurship and growth the strategic use of external resources abstract a common characteristic of entrepreneurial farms is fast growth a common problem for their managers is obtaining enough resources to accommodate that growth a typical entrepreneur either individual or corporate often desires to pursue a detected opportunity but lacks the necessary resources to make it happen again gaining access to those resources becomes the first entrepreneurial problem one of the most efficient weapons used by entrepreneurial firms to gain market share from larger more powerful corporations is their flexibility but the progressive accumulation of resources that growth often entails brings almost necessarily a loss of that very flexibility that made the firm successful in the first place this can be termed the second entrepreneurial dilemma networking practices are a way to overcome these problems essentially networking is a system by which entrepreneurs can tap resources that are external to them i e that they don t control in its simplest form networking consists of the use of all personal relationships to obtain advice financing insider sales etc birley 1986 in its most sophisticated form entrepreneurs set up an elaborate web of relationships between companies most of them of similar entrepreneurial characteristics that are extremely efficient and flexible at delivering a product or service in all cases we find that the ability to exploit resources that are outside the entrepreneur s control is a constant of entrepreneurial high growth management this is why entrepreneurs have been defined as being primarily motivated by the pursuit of opportunities as opposed to those managers exclusively concerned with the proper management of the resources already controlled by their firm stevenson 1983 stevenson and gumpert 1985 this paper proposes a view whereby the essence of entrepreneurship is seen precisely in the ability and willingness to use external resources a statistical validation of the main hypothesis i e that entrepreneurial fast growing firms do use more external resources than their competitors is then attempted the results strongly support the hypothesis it is found that the fastest growing firms in a very large sample of public companies are much less integrated make more use of external resources than their competitors in addition those firms that are at the forefront of using external resources grow on average much faster more than 10 every year than their competitors over a long period of time ten years this study s implication for managers seems clear it constitutes yet another piece of evidence in favor of the efficiency of networking arrangements being flexible enough to use external resources allows the entrepreneurial firm to break through the limits to sustainable growth and at the same time lowers its risk for it taps into someone else s experience and know how entrepreneurs and entrepreneurial managers must not be deterred by the lack of resources in the pursuit of opportunities

intergenerational conflicts of interest and seniority systems in organizations this paper studies the role of a proposed seniority system in an organization the organization consists of at least three overlapping generations of short lived members and chooses either a shortsighted or a farsighted action in each period this results in intergenerational conflicts of interest the old generation desires to obtain an immediate profit while the middle and young generations have incentives to invest for future profits we use a model of infinitely repeated games and demonstrate that the seniority system solves these conflicts in the sense that the farsighted action profile is sustainable in equilibrium

political economy of mechanisms we study the optimal mirrlees taxation problem in a dynamic economy in contrast to the standard approach where the taxation mechanism is operated by a benevolent planner with full commitment power we focus on economies in which policy decisions are made by self interested politicians who cannot commit to policies the society controls politicians using elections we show that the provision of incentives to politicians can be partly separated from redistribution across agents and that political economy constraints can be modeled as introducing additional aggregate distortions in the dynamic mirrlees problem we provide conditions under which the political economy distortions persist or disappear in the long run if the politicians are as patient as the agents the best sustainable mechanism leads to an asymptotic allocation where the aggregate distortions arising from political economy disappear in contrast when politicians are less patient than the citizens positive aggregate labor and capital taxes remain even asymptotically we conclude by providing a brief comparison of centralized

health insurance market reform and employee compensation the case of pure community rating in new york abstract pure community rating which was enacted to improve access to health insurance in new york s small group market in 1993 prevents carriers from charging different premiums based on the ages of a firm s workers if small firms were adjusting compensation packages prior to reform to offset higher health care costs of older workers then community rating could lead to greater relative wages for older workers post reform and not necessarily induce adverse selection that results in changes in who is insured i present evidence showing that relative wages of older workers in small firms increased in comparison with other states and with large firms within new york following reform

gradualism in trade agreements with asymmetric countries this paper uses recursive methods to characterize the payoff frontier of self enforcing trade agreements between countries of asymmetric size we show that at points on the frontier where only one country s incentive constraint binds the efficient agreement will be a non stationary one that starts with a positive trade distortion but eventually reaches free trade our analysis illustrates how i relative country size ii consumption smoothing incentives and iii sunk investments affect the form of efficient trade agreements in contrast to previous work on gradualism our results are obtained from a model in which the economic environment is stationary