the price of pollution a dual approach to valuing so2 allowances under the 1990 clean air act amendments a market based scheme to reduce u s sulfur dioxide emissions takes effect in 1995 indications are that participation in the market will be light and allowance prices will be lower than was once expected using an output distance function approach for wisconsin coal burning utility plants we estimate the shadow price of so2abatement which should approximate the allowance price the estimated average shadow price is above the prices at which the few observed allowance trades have occurred wisconsin s stringent state so2legislation may explain a portion of this divergence

the wage premium to a university education in canada 1971 1991 using micro data from the canadian survey of consumer finances 1971 91 we investigate the return to a university education our conclusions are that while there appears to have been some decline in the return to a university degree during the 1970s in canada similar to the united states the return did not rebound much during the 1980s except among the youngest experience age group there is however considerable noise in the ratios from year to year so that one is likely to draw misleading inferences if only a few years of data are used

substitutability among undesirable outputs in recent years economists have started to move beyond calculating regulatory effects on a pollutant by pollutant basis since their interaction is important in this study we take up this issue to allow for joint production of multiple pollutants and marketable output we specify our technology using a directional distance function this allows us to treat pollutants as joint outputs yet accounts for their undesirability we estimate the distance function for a sample of coal fired electric power plants from 1985 to 1998 which includes the first 4 years of phase i of the clean air act amendments of 1990 we focus on the interaction between so2 and no x as they became more highly regulated and estimate shadow prices of the pollutants and the morishima elasticity of transformation between two pollutants no x and so2 as well as with respect to the desirable output kilowatt hours of electricity as expected we find that power plants increase no x emissions as they decrease so2 i e they are subs

firm size and executive compensation using several data sets the relationship between executive income and firm size is shown to be relatively stable over time and in different countries the elasticity of executive earnings to firm size is about the same today as it was in the 1930s with evidence of a decline in the earnings of top executives controlling for firm size in addition to the effects of size and other firm and industry characteristics there are returns to age and experience there is also substantial variability in the level of compensation among firms of comparable size indicating that there may be impediments to mobility

efficiency analysis of chinese industry a directional distance function approach two efficiency measures of chinese industry were estimated at the provincial level from 1994 to 2002 using a directional output distance function one is a traditional efficiency measure that considers only desirable output while the other considers both desirable and undesirable outputs simultaneously a comparison of the two measures revealed that efficiency levels are biased only if desirable output is considered five coastal provinces municipalities that have attracted a large amount of foreign direct investment are found to be the most efficient when only desirable output is considered and also when both desirable and undesirable outputs are considered however omitting undesirable output tends to lead to an overestimate of industrial efficiency levels in shandong sichuan and hebei provinces we also found that a province s industrial structure has significant effects on its efficiency levels

some models for estimating technical and scale inefficiencies in data envelopment analysis in management contexts mathematical programming is usually used to evaluate a collection of possible alternative courses of action en route to selecting one which is best in this capacity mathematical programming serves as a planning aid to management data envelopment analysis reverses this role and employs mathematical programming to obtain ex post facto evaluations of the relative efficiency of management accomplishments however they may have been planned or executed mathematical programming is thereby extended for use as a tool for control and evaluation of past accomplishments as well as a tool to aid in planning future activities the ccr ratio form introduced by charnes cooper and rhodes as part of their data envelopment analysis approach comprehends both technical and scale inefficiencies via the optimal value of the ratio form as obtained directly from the data without requiring a priori specification of weights and or explicit delineation of assumed functional forms of relations between inputs and outputs a separation into technical and scale efficiencies is accomplished by the methods developed in this paper without altering the latter conditions for use of dea directly on observational data technical inefficiencies are identified with failures to achieve best possible output levels and or usage of excessive amounts of inputs methods for identifying and correcting the magnitudes of these inefficiencies as supplied in prior work are illustrated in the present paper a new separate variable is introduced which makes it possible to determine whether operations were conducted in regions of increasing constant or decreasing returns to scale in multiple input and multiple output situations the results are discussed and related not only to classical single output economics but also to more modern versions of economics which are identified with contestable market theories

discrimination in an equilibrium search model i construct an equilibrium search model where some employers have a distaste for hiring minority workers and show that this bias results in economic discrimination against minority workers although only unprejudiced firms hire minority workers minority workers receive lower wages than workers not facing discrimination whenever any employers in the market have a distaste for minority workers one implication of the model is that gender or racial wage differentials understate the utility loss from discrimination in addition the wages of minority workers increase when their proportion increases in the labor market

efficiency wage models of unemployment one view h lorne carmichael persistent wage rigidity and involuntary unemployment appear to be recurrent problems in most economies what could be preventing the wage adjustment necessary to clear the labor market many recent papers claim to have found the answer in efficiency wage models this paper surveys this literature and attempts to evaluate its accomplishments it concludes that the efficiency wage models fail to explain wage rigidity or persistent involuntary unemployment persistent involuntary unemployment of workers is a recurrent problem in labor markets all over the world unemployed workers seem unable to find work even though they are willing to accept lower wages than those being paid employed workers with similar skills what could be preventing wages from adjusting to clear these markets many recent papers known collectively as the efficiency wage literature now claim to have the answer this paper will survey the efficiency wage literature and critically evaluate some of its accomplishments efficiency wage models have already been examined by yellen 1984 katz 1986 and stiglitz 1987 and have received generally favorable reviews this paper is more critical its overall conclusion is that efficiency wage models provide some useful insights into the workings of the labor market but they do not provide a satisfactory account of wage rigidity or involuntary unemployment there are at least five separate versions of the efficiency wage model they share a common structure however and this is outlined in the first section of the paper this section also attempts to relate efficiency wage models to other recent models of unemployment section ii examines and criticizes the different approaches in detail section iii evaluates the achievements of this approach and suggests some directions for future work i a general efficiency wage model efficiency wage models as the name suggests are first of all models of wages they generate unemployment by showing that firms will sometimes want to set wages at non market clearing levels it is useful to begin therefore by reviewing how wages and employment are determined in some related models in a perfectly competitive labor market the wage for each type of labor is adjusted constantly to maintain equality of supply and demand overall employment fluctuates in response to demand changes as workers move up and down their labor supply curves unemployment is voluntary in that anyone who is not working prefers that state to employment at the going wage for people of his skills as well the value of a worker s marginal product is equal to the marginal value of his leisure so there are no unexploited wage bargains between unemployed workers and firms this model is successful in predicting the long term response of wages to shifts in demand and supply but it is clear that in the short run its depiction of voluntary unemployment and flexible wages is unrealistic a natural way to generate more realism is to assume that wages are inflexible in the short run in this case a reduction in demand away from a long run equilibrium will lead to rationing of jobs by employers as they attempt to stay on their labor demand curves the unemployment here is involuntary in that the unemployed would prefer to be working at the going wage and is inefficient in that there are lost gains from trade between these workers and firms the weakness of this model is that it is silent about the mechanism that keeps wages rigid unemployed workers who offer to work for less than the fixed wage ought to find work the early implicit contract models of azariadis 1975 baily 1974 and gordon 1974 provide one explanation for wage rigidity these models introduced the idea that wages can do more than just clear the market for labor wages in an implicit contract model are used to shift the risk generated by uncertain output market conditions from risk averse workers to the risk neutral firm

flexibility and firm diversity with demand fluctuations abstract this paper examines how demand induced output fluctuations are distributed by competitive firms within industries it shows that competitive equilibria in fluctuation prone industries may support technologically diverse firms some firms are more flexible than others and absorb a disproportionate share of industrywide output fluctuations others are less flexible and have output levels more stable than the industry as a whole their coexistence in competitive equilibrium is due to a tradeoff between flexibility and static efficiency within the discrete set of available production technologies

how the market solves an assignment problem the matching of lawyers with legal claims in the market for lawyers observable data on promotion and turnover can be explained by reference to the idea that there is positive assortative mating of lawyers and legal claims there is a scale of resources effect under which it is optimal to assign larger claims to lawyers of higher quality in a law firm the institution of tenure performs a sorting function lawyers found to be of high quality are given tenured positions and the rest leave the value of legal claims handled by a firm determines its sorting problem which in turn determines its promotion ladder and turnover

technical efficiency shadow price and substitutability of chinese industrial so2 emissions a parametric approach abstract in china s transition process towards sustainable development fighting against the rising so2 emission has become a great and urgent challenge based on a parametric quadratic directional distance function this paper investigates the inefficiency level shadow price and substitution elasticity of chinese industrial so2 emission from 1998 to 2011 the results show a u shape for the technical inefficiency indicating an efficiency improvement before 2005 but it getting worse since then which is that the east area displays a declining trend while the west goes up and the middle follows the national pattern at the east middle west region level as of the shadow price and morishima elasticity both the national and regional levels hold an increasing trajectory the shadow price is continuously increased a lot during the whole period implying to control additional so2 emission become more costly the positive morishima substitution elasticity suggests there may exist the win win opportunities for so2 regulation moreover the large regional disparity highlights the needs to adopt a differentiated regional policy

foreign know how firm control and the income of developing countries nber working paper seriesforeign know how firm control and the income of developingcountriesariel bursteinalexander monge naranjoworking paper 13073http www nber org papers w13073national bureau of economic research1050 massachusetts avenuecambridge ma 02138may 2007we thank manuel amador pol antras andy atkeson wilbur john coleman pete klenow eva nagypal giorgio primiceri andres rodriguez clare esteban rossi hansberg martin schneider aleh tsyvinski and seminar participants in various places for useful comments and suggestions gilberto arce providedsuperb research assistance the views expressed herein are those of the author s and do not necessarilyreflect the views of the national bureau of economic research 2007 by ariel burstein and alexander monge naranjo all rights reserved short sections of text not to exceed two paragraphs may be quoted without explicit permission provided that full credit including notice is given to the source

manual wage differentials collective bargaining and multi locational firms an analysis using northern ireland nes data harris r 1994 manual wage differentials collective bargaining and multilocational firms an analysis using northern ireland nes data reg studies 28 483 493 a number of studies have appeared in the literature which consider the impact on the wage distribution of for example gender and ethnic differences of union membership or coverage by collective agreements of firm size of belonging to the private vis a vis public sector of being self employed as opposed to an employee another potentially important determinant of wages is whether the firm employing an individual is locally owned or whether it is part of a multiregional or multinational organization which operates branches in various locations this paper sets out to investigate the size of this locational wage differential across all sectors for a region of the uk using a bivariate sample selectivity model where the choice of firm type i e locally owned or externally owned and union coverage are endogenous the results confirm that

the entrepreneur s reward for self policing the collaboration among people is often subject to shirking the net gain from the collaboration depends on the contract governing it i argue that the entrepreneur assumes the role of the residual claimant because his actions are more costly to monitor than those of the factors with which he collaborates by offering fixed pay contracts to others and himself becoming residual claimant the entrepreneur curtails his incentive to gain at the expense of his partners and the net gain from the collaboration is then maximized costly monitoring applies to both labor and capital and thus the entrepreneur may supply both labor services and capital the entrepreneur s capital serves to guarantee the pay of the other factors

it pays to be different endogenous heterogeneity of firms in an oligopoly abstract heterogeneous firms can be supported by familiar conditions of technology and demand in a two stage duopoly game firms choose technologies simultaneously in stage i from a continuous technology set in stage ii once technological commitments have been made firms choose quantities and the equilibrium price is determined if the technology set is insufficiently convex firms choose only the extreme production technologies in some cases they choose the same technology in others they choose different technologies when compared to socially optimal industry structures equilibria tend to have too little heterogeneity uncertainty about demand or costs favors the emergence of heterogeneous firms

wage posting evidence from job ads recent studies of search theory examine how employers use a wage setting mechanism either by bargaining or through the posting of a non negotiable wage offer in a job ad to facilitate search we contribute to this literature by examining wage posting in job ads in the us the uk and slovenia despite considerable differences in the incidence of wage posting employers in all three markets are less likely to post a wage offer when searching for skilled workers the decision on whether or not to post a wage offer is only weakly related to the outcomes of employers search des etudes recentes de la theorie de la recherche d employes examinent comment les employeurs utilisent le mecanisme de determination des salaires soit par marchandage soit en mentionnant une offre de salaire non negociable dans l annonce de l offre d emploi pour faciliter le processus de recherche on examine les salaires mentionnes dans les annonces d offre d emplois aux etats unis au royaume uni et en slovenie malgre des differences considerables dans l incidence de l annonce du salaire les employeurs dans ces trois marches sont moins susceptibles d annoncer un salaire quand ils cherchent des travailleurs qualifies la decision d annoncer un salaire ou non est seulement faiblement reliee aux resultats de la recherche des employeurs

mission control the development of personnel systems in u s industry this paper examines historical differences in personnel practices among u s industries to explore the roots of modern bureaucratic work control we report multivariate analyses of data describing organizational personnel practices collected by the national industrial conference board between 1935 and 1946 we find evidence of three early strands of bureaucratic labor control in different industrial sectors worker allocation and job evaluation techniques which evolved from scientific management in modern assembly line industries internal labor market mechanisms in white collar nonmanufacturing practices related to seniority and the formalization of rules in unionized and skilled industries our analyses suggest that the institutional environment and the historical period of an industry s founding were among the central contingencies shaping labor control in a particular sector as were several factors that past research has emphasized more such as technology and skills labor market conditions and unionization our analyses thus corroborate some previous accounts of industrial differences in bureaucratic control while also suggesting some revisions concerning where when and why employment relations first became bureaucratized

entrepreneurial strategy and the presence of small firms a model is presented hypothesizing that the level of small firm presence in any given industry emanates from the exogenous stock of entrepreneurial talent a stochastic element of managerial and entrepreneurial talent entry deterrence and the entrepreneurial strategy deployed by small firms using data newly released by the u s small business administration the hypothesis is tested for a sample of 247 four digit standard industrial classification industries spanning the entire spectrum of firm sizes we find that consistently for all the measures of small firm size and for all of the time periods used the existence of entry deterrence and reliance upon innovative strategy explains a significant proportion of the variation in the presence of small firms

firm size wage differentials in the netherlands an unsolved problem in modern labor economics is the positive relation between the size of the firm in which a worker is employed and his wage one line of research that has been developed quite recently in this field is the application of endogenous switching regression models in this paper we utilize such a model to investigate firm size wage differentials in the netherlands the principal findings are that larger firms pay higher returns on schooling whereas smaller firms tend to reward iq combined with the finding that high iq workers are sorted into the largest firms the results are consistent with a model of job screening furthermore we find that employed sons of self employed fathers are more likely to work in small firms and that wage prospects for all types of workers are indeed most favorable in larger firms

marginal abatement costs of carbon dioxide emissions in china a parametric analysis this paper investigates the technical inefficiency shadow price and substitution elasticity of hbox co 2 emissions of china based on a provincial panel for 2001 2010 using linear programming to calculate a quadratic parameterized directional output distance function we show that china s technical inefficiency increases over the period implying further scope for hbox co 2 emissions reduction in the medium and longer term at best by 4 5 and 4 9 respectively our results notwithstanding regional differences highlight increases in the shadow price of hbox co 2 abatement 1 000 yuan ton in 2001 to 2 100 yuan ton in 2010 additionally increasingly steep substitution elasticity highlights the difficult reality of reducing china s hbox co 2 emissions

co2 emission abatement cost and its decomposition a directional distance function approach accurately estimating carbon dioxide co2 abatement costs and effectively identifying the factors impacting those costs can improve the applicability and effectiveness of policy implementation this paper proposes a new method to estimate co2 abatement costs cac based on the directional distance function the method theoretically decomposes cac into carbon productivity and output elasticity of substitutions this decomposition can identify the types of cac the method also investigates the effects of development mode selection on cac by selecting different directional vectors following the theoretical discussion an empirical study is presented focusing on high energy consumption firms in the united states u s the results were as follows 1 in sustainable development mode changes in the average cac of all firms were caused both by carbon productivity and output elasticity of substitution carbon productivity dominated cac differences among different firm types 2 in general the amelioration potential of firm technology and environmental management was gradually explored by firms during sample period corresponding environmental regulatory strategies are needed for firms with different cac characteristics 3 firms selecting different development modes will realize significant differences in cac firms in the sustainable development mode had the highest cac levels however this mode was best for achieving a win win between economic benefits and environmental protection

the determinants of work related training in britain in 1995 and the implications of employer size this study uses a familiar set of variables to characterize the determinants of training based around individual characteristics qualifications and workplace characteristics however it goes further by using data drawn from a recent quarter of the uk labour force survey and thus contains an up to date and extensive set of core variables the dependent variable used covers three subgroups those who have never been offered training by their current employer those who have been offered but did not receive training in the last three months and those workers who received training within the last three months the hypothesis that large employers not only provide more work related training but that they are also more willing to train workers with characteristics that indicate a lower probability of obtaining a return on any investment outlay is tested this was confirmed especially for male workers along with a range of results that mostly accord with previous studies into the determinants of uk em

employer size wage effects evidence from matched employer employee survey data in the uk this paper employs a random sample of matched employer employee data from the uk to test seven possible explanations for the positive relationship between employer size and pay individual wage equations show a large employer size wage premium we then control for a range of establishment level variables based on seven hypotheses typically advanced to explain this premium each establishment level factor reduces the wage premium but a sizeable premium nonetheless remains in adjudicating on these hypotheses we find a strong association between the internal labour market and the employer size wage premium this finding supports the theory that the employer size wage effect may be due to the higher costs of turnover or monitoring in larger firms however we find contrasting effects for public versus private sector establishments

efficient labor contracts with employment risk this article analyzes efficient employment agreements where the demand for consumption insurance can be satisfied by noncontractual means we assume that workers can save and that consumption is determined by a strong form of the permanent income hypothesis under conditions of asymmetric information about exogenous shocks to labor demand we derive a unique compensation schedule that efficiently guides decisions by both workers and employers efficient employment outcomes are generated without a need for third party enforcement or monitoring and workers choose a consumption policy that leaves them indifferent among realizations of labor demand within this solution it is both costless and efficient for workers to delegate employment decisions to the firm within the context of the model we analyze implications for the equilibrium distribution of wages and for empirical studies of labor supply

directed search and firm size standard directed search models predict that larger firms pay lower wages than smaller firms contrary to the data this article proposes one way to obtain this positive size wage differential in a directed search setting i posit that there is an optimal size associated with a firm a firm suffers a penalty by not operating at its optimal size i show that if this penalty is sufficiently large the size wage differential will be obtained my model also gives a new way to look at the data because it highlights the importance of the distinction between intended and realized firm sizes

employer size and compensation the role of worker characteristics the substantial effect of employer size on wages health insurance and pension coverage is examined much of the size related variation in compensation is shown to result from the types of jobs and workers hired by large employers while firm and establishment size have similar effects on wages firm size effects clearly dominate in the provision of fringe benefits particularly for pensions worker and job types explain a larger share of the size related variation for wages than for health insurance or pension coverage possible explanations for these patterns are provided

capacity expansion and the size of plants scale economies in industrial plants confer a tradeoff on firms between the capacity of production facilities and the average cost of production this tradeoff is central to firms capacity expansion decisions in growing industries this article imbeds the cost versus capacity tradeoff in an investment timing game and explores the properties of equilibrium capacity expansion in growing industries with free entry some of the results are analytical and others are based on numerical examples using a particular class of demand functions equilibrium capacity expansion is suboptimal from a social point of view but it involves zero profits small plants with high unit costs can coexist in a rent dissipating equilibrium with large plants with low unit costs small plants sometimes precede and at other times follow the installation of large plants as the industry evolves along the equilibrium path

timing of investments in oligopoly under uncertainty a framework for numerical analysis abstract we present a modeling framework for the analysis of investments in an oligopoly market for a homogenous commodity the demand evolves stochastically and the firms carry out investment projects in order to adjust their production cost functions or production capacities the model is formulated as a discrete time state space game where the firms use feedback strategies the firms are assumed to move sequentially to ensure a unique markov perfect nash equilibrium once the equilibrium has been solved monte carlo simulation is used to form probability distributions for the firms cash flow patterns and accomplished investments such information can be used to value firms operating in an oligopoly market an example of the model is given in a duopoly market the example illustrates the trade off between the value of flexibility and economies of scale under competitive interaction

complex actions and simple outcomes how new entrepreneurs stay in business in this paper the entrepreneur within the new small firm is regarded as taking complex rather than simple actions which determine whether he or she will remain in business thus instead of simply choosing output as in the standard analysis of the competitive firm the entrepreneur may take actions which involve choices about markets finance organisation innovation and much else besides to explore this approach very detailed information on actions within small firms is required it is shown how this was obtained by a fieldwork study of new business starts using data from this fieldwork a rich statistical picture was created of actions within the new small firm in turn this permitted econometric analysis of actions that help a new small firm to stay in business over a three year period this indicates that the crucial actions which enable a small firm to stay in business are the rapid repayment of debt and the willingness to sacrifice short run profit for growth there is also evidence that staying in business is fostered by tight control of the wage bill especially by substituting other labour inputs for full time employees

marginal abatement costs of carbon dioxide emissions and its influencing factors a global perspective abstract reducing co 2 emissions has become a major and urgent environmental goal worldwide in this paper we sample the data of 41 regions including 165 countries from 2000 to 2014 and adopt a gravity model to obtain an overview of the global flows of co 2 emissions energy consumption the global economy and capital stock since the beginning of the 21st century we then investigate global technical efficiency reduction potential shadow prices and factors influencing the marginal abatement costs of co 2 emissions based on a quadratic directional output distance function the empirical results show the following 1 the global centres of gravity for co 2 emissions energy consumption and capital stock have accelerated their shift to the asian inland in the 21st century but the global centre of gravity for the economy did not show the same trend 2 global technical inefficiency demonstrates a u shape with a turning point in 2007 average annual total global co 2 emissions could be reduced by 4482 28 mt and the global marginal abatement costs of co 2 emissions are approximately 673 74 697 73 usd t 3 the relationship between economic development and marginal abatement costs is represented by a u shaped curve the world is currently in the climbing phase of this curve implying that controlling co 2 emissions is becoming more costly moreover energy structure industrial structure and co 2 emissions are negatively correlated with marginal abatement costs finally the financial crisis has had a significant effect on marginal abatement costs

wage determination of registered nurses in proprietary and nonprofit nursing homes this study explores why registered nurses employed in nonprofit nursing homes earn higher wages than those employed in proprietary facilities previous studies have explained this finding in a property rights context where higher wages were posited to result from the weaker incentives for cost minimization accompanying nonprofit status this paper tests an alternative explanation of sectoral wage differences which is predicated on the reason for the coexistence offor profit and nonprofit firms in a given industry informational constraints concerning the quality of care are posited to cause the long term health care market to fail to provide care at the upper levels of a quality of care continuum nonprofits are viewed as a response to this form of market failure acting to fulfill customers demand for higher quality and higher cost long term care with attendant demand for higher quality nurses than in for profit homes both the observed sectoral pattern in selectivity and wage decompositions based on selectivity corrected wage regressions call into question the property right explanation yet are consistent with an asymmetric information explanation

an empirical analysis of lumpy investment the case of us petroleum refining industry this paper employs five econometric models to examine lumpy investment and investigates the investment behavior of the us petroleum refining industry firms in the industry are classified into three groups by their size all three groups show zero investment disinvestment and investment in accordance with economic conditions the analysis finds the minimum amount of investment and disinvestment for each group which suggests that the size of fixed costs of investment is substantial regardless of firm size however small firms adjust capital stock more slowly than medium or large firms the analysis also suggests the existence of a convex adjustment cost

markets externalities and the dynamic gains of openness inflows of foreign knowledge can be the key for developing countries to catch up with the world technology frontier in this paper i construct a simple tractable model to analyze a the incentives of foreign firms to bring their know how to a developing country and b the incentives of domestic firms to invest in their own know how the model embeds the two mechanisms typically considered separately in the literature for the diffusion of knowledge externalities and markets the relative preponderance of these mechanisms significantly changes the dynamic implications of openness notably openness allows developing countries to fully catch up only when market transactions fully dominate the diffusion of ideas while externalities can also push domestic firms to upgrade their productivity the equilibrium exposure to ideas in the country is always below the frontier and asymptotically the country would remain importing foreign know how however in general the dynamic gains of openness are substantial

heterogeneous firms a consumer s report the august title the theory of the firm is well known to every student of economics less well known is what a firm is exactly what it may do or of what use this theory may be in understanding the world w y oi adds substance to our vague outline of a theory in his analysis of heterogeneous firms while posing a definite challenge of explanation for it if the result falls short of the mark it is an interesting attempt nevertheless

firms choice of method of pay using data from the bls industry wage survey the author tests the theory that firms choose their methods of pay by balancing the gains from more precise links between performance and pay against m

empirical age earnings profiles the human capital earnings function in which earnings are expressed as a quadratic in potential experience is probably the most widely accepted empirical specification in economics in spite of its widespread acceptance the human capital earnings function provides a very poor approximation of the true empirical relationship between earnings and experience the standard formulation understates early career earnings growth by about 30 50 and overstates midcareer growth by 20 50 however simple alternative specifications that fit the data are available

optimal mismatch and promotions i introduction a substantial proportion of workers are employed in jobs for which they appear to be either overqualified or underqualified for instance using data from the panel study of income dynamics sicherman 1991 finds that 40 percent of his sample are overeducated and another 16 percent are undereducated rumberger 1987 reports similar values using data from the quality of employment surveys other studies which find substantial education mismatch include duncan and hoffman 1981 verdugo and verdugo 1989 and hersch 1991 and evidence that a single firm hires both under and overqualified workers is presented here this paper provides an explanation for why firms hire both overqualified and underqualified workers firms hire overqualified workers because these workers require less training for their initial positions such workers also form a pool from which promotions are made which lowers hiring costs for higher level positions within the firm workers accept positions for which they are overqualified to enhance their probability of promotion and because of search and mobility costs but if they fail to be promoted to a position that better matches their qualifications they are more likely to quit firms hire underqualified workers despite their longer training requirement since such workers are less likely to quit and provide continuity of the labor force over time thus contrary to job matching arguments that would explain these hires as a result of imperfect information hiring of seemingly mismatched workers is optimal and these matches are made with perfect information the model developed in this paper yields three testable hypotheses 1 training time for entry level jobs is inversely related to overqualification at the time of hire 2 workers who are overqualified on their current job are those who have failed to be promoted to a job which better matches their qualifications and such workers are more likely to quit and 3 workers overqualified at time of hire are more likely to be promoted to test these hypotheses i use new data collected for this purpose previous empirical research such as that cited above was restricted by data availability to examining only the match between education and the worker s current job thus the quality of the match with the worker s initial job and the match between worker qualifications other than education has gone unexplored however various worker characteristics in addition to education are often substituted for each other in determining a worker s qualification for a job thus i examine additional qualifications including the match between the worker s experience level of previous job and use of skills information on the match between the worker s qualifications and those required for the initial job with the employer is particularly important since entry level qualifications determine training time for the initial job as well as the likelihood of promotion further individual specific training time for the initial job is necessary but typically not available since data sets providing information on training such as the panel study of income dynamics and quality of employment surveys request information on training time for the average worker and not for the individual worker the data set reveals several interesting statistics qualification mismatch at hire is fairly common for this firm 29 percent of the sample report themselves overqualified for their first job with the firm while 13 percent report themselves as underqualified lateral intra firm mobility is common and occurs far more frequently than promotions workers in the sample average 1 3 promotions but four different jobs with the employer this suggests that the job matching process occurs not only by turnover but through intrafirm mobility consistent with the assumptions and implications of the model the empirical results indicate that workers who are overqualified at hire receive less training and more promotions and that workers overqualified for their current job are more likely to quit

pensions and wage premia i introduction despite the widespread acceptance of the theory of compensating differences empirical efforts to estimate the magnitude of these differences have met with only mixed success 1 with the exception of fatal risks economists have not been able to consistently find a significant relationship between wages and other job characteristics the failure to find consistent evidence on compensating differentials has been attributed to either poor measures of non wage characteristics or inadequate controls for worker productivity 2 studies by gunderson hyatt and pesando 1992 montgomery shaw and benedict 1992 and moore 1987 which have been able to explicitly address these issues have had greater success in finding significant compensating differentials in this paper we focus on an alternative explanation for the variation in estimated compensating differentials that the magnitude of the compensating differential varies systematically across different sectors in the labor market the theory of compensating differentials predicts that the implicit price or cost of providing a job attribute such as pensions will be a function of firm or industry technological differences and that the value attached to that attribute will also vary across workers depending on their tastes if workers and firms are not randomly assigned to sectors this will lead to systematic variations in the size of the estimated compensating differential across sectors or markets the result of this variation is that studies using different subsamples of the labor force will yield very different estimates of the size of the compensating differential the few studies that have addressed sources of heterogeneity in compensating differentials have concentrated on testing for individual differences in tastes for risk 3 in contrast our emphasis is on firm side differences in technologies or market power we estimate the compensating differential between annual pension accruals and wage rates and let this tradeoff vary by firm size and union status with corrections for selectivity bias the implicit cost of pensions and hence the size of the compensating differential may vary by finn size or union status for a number of reasons greater ability to spread fixed administrative costs across a large work force more difficulty monitoring worker effort or the presence of market power thus the cost of fringe benefits to the firm may be lower in large or unionized firms than in small nonunion firms we find empirical evidence supporting this view the estimated wage pension compensating differentials are smaller in unionized and large firms than in small nonunion firms the results from this paper are significant for several reasons 1 they provide evidence that compensating differentials vary across markets this evidence could account for some of the differences in estimates of tradeoffs across studies that have used different nonrandom samples 4 more importantly these sectoral differences serve as a reminder that the labor market is in fact a multitude of markets and that technological differences that vary across markets should be considered when addressing issues ranging from estimating the returns to human capital investment to the impact of the minimum wage 5 2 these results also deepen our knowledge of the relationship between pensions and wages a relationship that has important implications for the shape of workers wage earnings profiles or for the mechanisms for motivating workers and for the returns to human capital and for the distribution of income regarding the latter pensions are a large component of compensation and work by even and macpherson 1990 mccarthy and turner 1983 and moore 1987 suggests that coverage rates and returns are smaller for women and blacks our analysis suggests that an element of the differences could be sectoral choices

establishment size job satisfaction and the structure of work this paper empirically investigates a the relationship between establishment size and the degree of flexibility in the work environment and b the extent to which establishment size differences in workers satisfaction with their jobs can be accounted for by differences in their work environment the main findings are that large establishments do organize production in a less flexible fashion than do smaller establishments and that observed lower levels of job satisfaction in larger establishments net of wage and fringe benefit effects can largely be explained by the inflexibility in the work environment

compensating differentials for shift work a model analyzing the choice of shift is developed and estimated using data from two supplements to the current population survey the findings show a positive wage premium for shift work that varies with personal characteristics and there is strong evidence showing the importance of self selection as workers with low potential daytime earnings are more likely to choose night work and supplement their earnings the findings demonstrate that cross section estimates of wage premiums for union membership and firm size are biased upward because they pick up some of the compensating differential for shift work

valuing social sustainability in agriculture an approach based on social outputs shadow prices abstract interest in sustainability has gained ground among practitioners academics and policy makers due to growing stakeholders awareness of environmental and social concerns this is particularly true for agriculture however relatively little research has been conducted on the quantification of social sustainability and the contribution of social issues to the agricultural production efficiency this paper proposes a framework based on state contingent outputs to compute shadow prices of social outputs our methodological approach is based on the directional distance function and illustrated using a farm level dataset from a sample of catalan arable crop farms in 2015 our results indicate that in the sample of 180 farms included in the analysis efficiency scores are relatively high for the three alternative states of the nature considered in our state contingent analysis in addition our findings show that social outputs shadow prices are positive indicating that producing more social outputs is considered as great value to the farm for the efficient farms the social outputs shadow prices are contingent upon on the state of nature in a way that social outputs shadow prices increase with the improvement in crop growth conditions these results have implications in terms of eu farm payment redistribution

why is there mandatory retirement an empirical reexamination a widely cited explanation of mandatory retirement age provisions is the incentives model developed and tested by lazear the research reported here builds upon lazear s empirical framework by adding testable implications drawn from a specific human capital explanation of mandatory retirement the role of monitoring costs in accounting for mandatory retirement rules is also discussed the evidence presented based on data from the nls mature men sample indicates that in addition to the personal characteristics examined by lazear a comprehensive explanation of mandatory retirement requires the consideration of both specific human capital and monitoring costs

beta firm size and concentration the asset beta of a firm is defined as the uncertainty about the firm s future value scaled by its current value empirically beta is negatively related to a firm s size and concentration in its major product market this relation has been interpreted as evidence that monopoly power affects beta this paper shows that this empirical result is also consistent with competitive product markets where greater firm size and concentration are due to greater efficiency in production thus the correlation between beta firm size and concentration is not prima facie evidence of widespread monopoly power

the compensation of spanish executives a test of a managerial talent allocation model abstract this paper provides empirical evidence in support of the theory on how managerial capabilities are allocated in hierarchical organizations developed by rosen bell journal of economics 1982 autumn 311 323 the evidence is obtained from a sample of spanish firms and covers managers at the top and middle positions in the hierarchy most previous empirical work has related rosen s model to the elasticity of compensation to size obtained estimating a structural model that explains the salary of the managers as a function of the size of the firm but since compensation and size are both endogenous variables the elasticity estimated by this way will be inconsistent using human capital variables as proxies of managerial talent we estimate the reduced form of the model and therefore the inconsistency problem is overcome

interindustry wage differentials and the gender wage gap using data from the march 1988 current population survey the authors find that the wages of female workers differ significantly by industry even when the analysis controls for workers productivity related characteristics although these interindustry wage differentials are at least as large as men s and are highly correlated with them as well there are statistically significant differences between the two of the overall gender wage gap the average female worker earns about 65 as much as the average male worker 12 22 can be explained by differences between the patterns of interindustry wage differentials of men and women and 15 19 by differences in the distribution of male and female workers across industries thus the combined industry effects explain about one third of the overall gender wage gap

efficiency wages and equilibrium wages i introduction economists have long sought to explain unemployment in ways consistent with individual agents optimizing behavior a recent although controversial model in this vein is the efficiency wage paradigm which focuses on the difficulty of monitoring worker performance when production is organized in teams to discourage nonperformance by employees firms monitor their workers and dismiss those who are caught shirking a firm may further discourage nonfeasance by paying its workers higher wages than they could earn elsewhere then workers caught shirking not only become unemployed but forfeit the rents associated with their jobs 1 in this scenario in order to maintain the incentives not to shirk firms will not cut wages even though equally qualified unemployed workers are willing to work for less the result is disequilibrium in the labor market and possibly involuntary unemployment 2 a series of theoretical studies have demonstrated the conditions under which efficiency wages may occur standard references include eaton and white 1982 1983 shapiro and stiglitz 1984 foster and wan 1984 bowles 1985 and calvo 1985 yellen 1984 reviews the early literature while katz 1986 stiglitz 1987 and carmichael 1990 discuss more recent work but as carmichael emphasizes in his review few papers have actually attempted to test the predictions of the efficiency wage models most of the existing empirical investigations examine the importance of industrial wage differentials krueger and summers 1987 1988 dickens and katz 1987 and murphy and topel 1987a find that there are substantial unexplained industrial wage differentials which bulow and summers 1986 and krueger and summers 1987 1988 attribute to efficiency wages however the magnitude as well as the interpretation of these industrial wage differentials is disputed see carmichael 1990 leonard 1987 and murphy and topel 1987a 1987b for differing views this paper extends the efficiency wage model in a straightforward way to address two questions will the labor market clear if firms can only imperfectly monitor worker effort and do industrial wage differentials provide a test for the importance of efficiency wages we offer two modifications to traditional efficiency wage models first we recognize that there may be an explicit cost to being fired for instance dismissed workers may find it more difficult to find future employment because of poor references from their previous employer they may incur high psychic costs as a result of being fired or they may have to suffer large search costs in locating another job second we let the firm choose the performance standard 3 it seems only natural that a firm wanting more effort from its employees would hold its workers to a more rigorous performance standard just as a firm seeking a higher quality labor force may require more schooling of its applicants while the firm must compensate the worker for the extra effort necessary to meet the higher performance standard payment of efficiency wages could be avoided following the efficiency wage literature we make the strong assumption that all implicit or explicit bonding mechanisms are prohibitively costly to implement our model of the worker s and firm s behavior is specified in section ii the model includes as special cases a market paying equilibrium wages one paying non market clearing efficiency wages and a dual labor market that is a combination of the two we demonstrate that the firm need not pay efficiency wages even in the presence of the agency problem the use of the performance standard gives the firm another instrument other than the wage to control worker effort and welfare there are limits to how high the performance standard will be adjusted however before the firm will offer an efficiency wage we present the details of these arguments in section iii

the shadow prices of co2 and so2 for chinese coal fired power plants a partial frontier approach abstract shadow prices are widely employed in guiding environmental policies this paper contributes to the literature by developing a novel partial frontier approach for estimating shadow prices the proposed method is advanced in handling outliers and provides a precise estimation of the marginal rate of substitution along the production frontier to cope with the different disposability characteristics of undesirable emissions so2 is treated as an environmental input that is strongly disposable because most different undesirable outputs are jointly reduced this study is the first to use directional derivatives instead of partial derivatives and proposes a new separation method that separates individual directional shadow price from the cost of joint reduction of multiple undesirable outputs we apply the proposed method to a sample of 93 coal fired power plants covering six years the estimated average shadow prices of co2 and so2 are 69 tonne and 2525 tonne under the newly developed partial frontiers when assuming some undesirable output to be strongly disposable both shadow prices fall 20 32 tonne and 1018 23 tonne the present paper suggests the estimated shadow prices will be much different across different levels of disposability the cost of joint reduction is calculated as 91 05 unit given the current production level which leads to a directional shadow price for the two undesirable outputs of 91 32 tonne and 1250 06 tonne the estimated shadow prices for both undesirable outputs dispersed widely under the partial frontiers spatial distribution of estimated shadow prices shows that coastal provinces and municipalities have higher co2 shadow prices but lower so2 shadow prices whereas the northeast provinces are the opposite the co2 shadow price is comparatively stable over the study period while the so2 shadow price fluctuates policy implications are discussed

small businesses as a research subject some reflections on knowledge of small businesses and its effects on economic theory most economists agree in their view of small and medium sized enterprises or small businesses smes as a marginal scientific subject they may go so far as to ignore them either because they think these economic units do not lend themselves to conventional economic studies studies which for instance take into account the sacred cow theory of economies of scale or because they see them as being not really different from big businesses

the research agenda for small business economics books reviewed in this article acs z and audretsch d b eds 1990 the economics of small firms a european challenge

pension portability and labor market efficiency a survey of the literature this paper reviews the theoretical and empirical literature evaluating the labor market effects of policies to enhance pension portability one perspective is that reducing the cost of job change w

allocation of entrepreneurial attention abstract limited attention has been recognized by many economists as a scarce resource to be allocated among a given number of alternative uses however limited entrepreneurial attention is allocated between improving current operations and innovating new products which increases the number of current operations and perhaps the demands on the entrepreneur s attention the allocation of entrepreneurial attention thus endogenizes the number of uses to which attention can be allocated and the opportunity cost of attention this allocation has implications for the relationships between innovation firm size and monopoly profits between firm size and firm growth and the organization of the firm

employer size and labor turnover the role of pensions the well documented lower labor turnover in large firms than in smaller firms has been cited as evidence that large firms pay workers above their opportunity wage this study investigates whether t

imperfect information and labor market bias against small and medium sized enterprises a korean case we examine the labor market s bias against small and medium sized enterprises focusing on the seoul digital industrial complex case we adopt heckman s approach to control selection bias and use primary data from questionnaire surveys conducted at both firm and employee levels we find that conventional firm specific factors such as wages fringe benefits and weekly work hours primarily explain the labor market bias but imperfect information is also positively associated with the bias for example a firm s inadequate ability to identify a pool of potential employee candidates or to provide them comprehensive firm or job specific information tends to worsen labor shortages and an employee s ex ante incomplete knowledge of on the job training or education opportunities tends to increase ex post turnover intentions our results suggest that reducing the market bias requires improving imperfect information as well as conventional firm specific conditions

should workers care about firm size the authors analyze how firms of different sizes reward measured skills and unmeasured ability the empirical methodology based on nonlinear instrumental variable estimation permits direct estimation of the returns to unmeasured ability by firm size an analysis of panel data from the canadian survey of labour and income dynamics for two periods 1993 1998 and 1996 2001 reveals statistically significant differences between firms of different sizes in particular returns to unmeasured ability are higher in medium sized firms than in either small firms or large firms the authors find that the firm size wage gap and the differential in returns to unmeasured ability between small and medium sized firms is mainly explained by ability sorting the fact that larger firms reward ability less than medium sized firms is consistent with an explanation based on monitoring costs when firms become too large monitoring costs may prevent them from rewarding ability directly through wages

earnings dynamics and inequality among canadian men 1976 1992 evidence from longitudinal income tax records using an extraordinary database drawn from longitudinal income tax records we decompose canada s growth in earnings inequality into its persistent and transitory components we find that the growth in earnings inequality reflects both an increase in long run inequality and an increase in earnings instability the canadian data strongly reject several restrictions commonly imposed in the u s literature and they also suggest that imposing these evidently false restrictions may lead to distorted inferences about earnings dynamics and inequality trends

new or used investment with credit constraints abstract used capital is cheap up front but requires higher maintenance payments later on we argue that the timing of these investment cash outflows makes used capital attractive to financially constrained firms since it is cheap when evaluated using their discount factor in contrast it may be expensive from the vantage point of an unconstrained agent we provide an overlapping generations model and determine the price of used capital in equilibrium agents with less internal funds are more credit constrained invest in used capital and start smaller firms empirically we find that the fraction of investment in used capital is substantially higher for small firms and varies significantly with measures of financial constraints

the trade off between supervision and wages evidence of efficiency wages from the nlsy standard efficiency wage models suggest that workers employed in places with lower probabilities of identifying shirking will earn more as will workers who have better alternative opportunities this paper provides new empirical evidence in support of efficiency wage theory using the national longitudinal surveys of youth data the empirical results support the prediction of the model that workers employed in larger work groups are paid more a finding consistent with a supervision wage trade off additional evidence supports the prediction that workers with better alternative opportunities earn more the classical competitive theories of wage determination predict that workers will be paid the value of their marginal product these theories suggest that after accounting for differences in working conditions there should be no variation in wages among homogeneous workers recent findings that industry affiliation and firm size affect wages suggest that part of the explanation of wage structure is missing these results call into question the view that industry wage differentials can plausibly be rationalized with textbook competitive models krueger and summers 1988 p 280 this paper follows the efficiency wage literature by assuming that one important determinant of wage differences is variation in employers ability to monitor workers efforts 2 this paper provides new empirical evidence in support of efficiency wage theory using data from the national longitudinal surveys of youth nlsy a data set that is noticeably absent from the efficiency wage literature efficiency wage models attempt to complete the explanation of wage structure by focusing

market enforced information asymmetry a study of claiming races this is a study of complementary markets the race track polices the betting market with information revealed in a claiming horse market this policing reduces the adverse consequences of asymmetric information experts in identifying horses and fraud are deterred from biasing betting odds against bettors at large consequently bettors specialize in evaluating published race information this monitoring theory is compared to a competing theory of claim races as a self assessed horse market parametric data is used to evaluate each theory institutional details also provide a test of each theory

measuring environmental efficiency of industry a case study of thermal power generation in india technical and environmental efficiency of some coal fired thermal power plants in india is estimated using a methodology that accounts for firm s efforts to increase the production of good output and reduce pollution with the given resources and technology the methodology used is directional output distance function estimates of firm specific shadow prices of pollutants bad outputs and elasticity of substitution between good and bad outputs are also obtained the technical and environmental inefficiency of a representative firm is estimated as 0 06 implying that the thermal power generating industry in andhra pradesh state of india could increase production of electricity by 6 while decreasing generation of pollution by 6 this result shows that there are incentives or win win opportunities for the firms to voluntarily comply with the environmental regulation it is found that there is a significant variation in marginal cost of pollution abatement or shadow prices of bad outputs across the firms and an increasing marginal cost of pollution abatement with respect to pollution reduction by the firms this result calls for the use of economic instruments like pollution taxes instead of command and control regulation used currently in india to reduce air pollution

turnover and promotion of lawyers an inquiry into gender differences this paper analyzes the turnover and promotion of male and female lawyers using data on two cohorts of lawyers one which entered law firms between 1969 and 1973 and the other entering between 1980 and 1983 this study considers whether law firm promotion decisions have differed for women and if so whether these differences have declined over time a competing risks duration model is employed to capture the link between the lawyer s decision to stay or leave and the firm s decision to grant or deny promotion we find that over the entire sample period women are considerably less likely to be promoted and slightly more likely to leave the firm without being promoted however we also find that the parametric differential between men and women in partnership hazards has been reduced substantially and in the most general of our specifications eliminated across the two cohorts in contrast the gap between male and female job turnover rates does not appear to change over time we find that the gap between males and females in the cumulative partnership rate at seven years of experience falls from 32 to 14 percent the turnover gap increases about 0 2 percent with females slightly more likely to exit from the firm in the later period

heterogeneous producers facing common shocks an overlapping generations example abstract an analytically tractable model of a competitive full information economy is provided in which for some parameter values entry and exit over the course of the business cycle is concentrated among small firms this model is intended to make the logical point that the relatively high sensitivity of small firms to business cycle fluctuations does not necessarily indicate the presence of informational or incentive constraints in financial markets

is bigger still better the decline of the wage premium at large firms author affiliation william e even evenwe muohio edudavid a macpherson david macpherson trinity edu acknowledgment we thank daniel becker christopher bollinger and barry hirsch for helpful comments 1 introductionlarge firms pay higher wages than small firms this fact was first documented nearly 100 years ago and has been confirmed by myriad studies since then considerable effort has been directed toward testing different theoretical explanations for the size premium these include the fact that larger firms employ a more skilled work force and provide them with more and better capital pay efficiency wages to deal with greater monitoring costs pay compensating differences for less pleasant working conditions or greater risk that results from the type of human capital that is acquired or share rents with workers because of union threats or monopoly profits while there has been extensive research attempting to determine the importance of these different explanations of the size premium a recent trend has gone unnoticed namely the firm size premium has fallen substantially over the past 20 years for example we show that workers in firms with over 500 workers earned 55 more than workers in firms with fewer than 25 workers in the early 1990s our most recent data indicate that the size premium dropped by 15 percentage points over the past 20 years we also show that the size premium fell much more rapidly among less educated workers for example among workers with less than a high school degree the size premium fell by 30 percentage points this study documents the trends in the size premium and explores some possible explanations for the trends section 2 provides an overview of the theoretical explanations and empirical evidence on the size premium in section 3 we discuss our data and review the evidence on trends in the size premium empirical analysis of the trends is provided in section 4 our main conclusions are as follows first the size premium dropped over the past 20 years for two primary reasons i the type of worker employed by large and small firms has become more similar over time and ii large and small firms have become more similar in terms of the ways in which they reward workers holding observed characteristics constant in addition while the size premium has diminished over time it remains quantitatively significant particularly among highly educated workers 2 backgroundoi and idson 1999 provide a wide ranging summary of the extant research on the size premium their review points out that the size premium was first documented nearly 100 years ago among female workers at textile firms their summary of empirical studies shows that the largest firms e g firms with 500 or more employees pay wages that are 30 50 higher than those of the smallest firms e g firms with fewer than 25 employees numerous theories for the size premium have been proposed and no single theory is capable of providing an empirical explanation for the entire size premium the more prominent theories for the size premium are based upon size related differences in monitoring costs capital technology working conditions monopoly power or union effects the monitoring costs explanation for the size premium first proposed by oi 1983 argues that greater monitoring costs at large firms cause them to hire more able workers to conserve on monitoring costs because larger firms hire more able workers wages increase with firm size in addition because of greater monitoring costs large firms may be more likely to pay efficiency wages or deferred pay to reduce monitoring problems and utilize higher capital labor ratios to conserve on the number of workers empirical evidence indicates that the greater use of advanced technology by large firms explains part of the size premium dunne and schmitz 1995 reilly 1995 tan and batra 1997 troske 1999 yu et al

sulfur dioxide control in china policy evolution during the 10th and 11th five year plans and lessons for the future china s central government established national goals to reduce sulfur dioxide so2 emissions by 10 in both the 10th and 11th five year plan periods 2001 2005 and 2006 2010 respectively but the early policies were unsuccessful at reducing emissions emissions increased 28 during the 10th five year plan after adapting a number of policies and introducing new instruments during the 11th five year plan so2 emissions declined by 14 we examine the evolution of these policies their interplay with technical and institutional factors and capture lessons from the 11th five year plan to guide future pollution control programs we find that several factors contributed to achievement of the 11th five year plan so2 reduction goal 1 instrument choice 2 political accountability 3 emission verification 4 political support 5 streamlined targets and 6 political and financial incentives the approach integrated multiple policy instruments market based command and control and administrative instruments specific to the chinese context the evolution of so2 reduction policies and programs has implications for further so2 reductions from power plants and other sources as well as control of other atmospheric pollutants such as nitrogen oxides nox and carbon dioxide co2 in china

heterogeneous firms and the organization of production firms in the same industry exhibit systematic differences in the organization of production and the structure of employment entrepreneurial ability is the specific scarce input that limits the size of a firm this input must be allocated to two activities coordinating production and monitoring workers able entrepreneurs can convert calendar time into larger supplies of coordinating effort that enable them to assemble large firms greater ability implies a higher shadow price of time which increases the implicit costs of monitoring a dispersion of entrepreneurial abilities generates an equilibrium size distribution of firms differences in monitoring costs affect the choice of worker productivities the design of products and the organization of production the monitoring cost hypothesis advanced in this paper goes a long way in explaining the equilibrium of an industry containing heterogeneous firms that differ in size and behavior