learning and wage dynamics we develop a dynamic model of learning about worker ability in a competitive labor market the model produces three testable implications regarding wage dynamics 1 although the role of schooling in the labor market s inference process declines as performance observations accumulate the estimated effect of schooling on the level of wages is independent of labor market experience 2 timeinvariant variables correlated with ability but unobserved by employers such as certain test scores are increasingly correlated with wages as experience increases and 3 wage residuals are a martingale we present evidence from the nlsy that is broadly consistent with the model s predictions

social interaction co worker altruism and incentives social interaction with colleagues is an important job attribute for many workers to attract and retain workers managers therefore need to think about how to create and preserve high quality co worker relationships this paper develops a principal multi agent model where agents do not only engage in productive activities but also in social interaction with their colleagues which in turn creates co worker altruism we study how financial incentives for productive activities can improve or damage the work climate we show that both team incentives and relative incentives can help to create a good work climate

job mobility and earnings instability there is still no consensus on the causes of the increase in the variance of transitory earnings earnings instability in the united states it is difficult to attribute the rise in instability to job mobility because there is no evidence of a concurrent increase in job turnover or separations using an error component model of the covariance structure of earnings on panel survey of income dynamics and survey of income and program participation data this study shows that job mobility and the increase in the variance of wage changes upon job change accounts for a substantial part of the increase in earnings instability the empirical evidence is consistent with the simulations of a search and matching model where an increase in the variance of productivity shocks increases on the job search and earnings instability among job changers while leaving job turnover approximately constant jel j21 j31

experimentation with strategy and the evolution of dynamic capability in the indian pharmaceutical sector this paper demonstrates that radical regulatory changes can be tantamount to technological revolutions by studying indian pharmaceutical firms it shows that radical regulatory changes such as the indian patent act of 1970 the new industrial policy of 1991 and the signing of trips trade related intellectual property rights system in 1995 served to open up new economic opportunities and constraints in the wake of which the winners and losers were selected as a function of the dynamic firm capabilities most appropriate for the new market environment

the rising instability of u s earnings the inequality of earnings and of family incomes in the united states has increased since the late 1970s autor katz and kearney 2008 this increase in cross sectional inequality has largely been interpreted as a growing disparity in permanent incomes between those with high incomes and those with low incomes however growing inequality could equally well be a result of growing income instability if workers experience increasingly large fluctuations in earnings from year to year this would also increase the measured inequality of earnings from year to year for example if everyone maintained the same level of permanent income but some experienced a 500 increase in their income in the first year and then a reversal to 500 below their permanent incomes in the following year while an equal number experienced the opposite a drop in income followed by an offsetting rise measured inequality would rise though nothing would have happened to the dispersion of permanent incomes while this example is an extreme one it points to the fact that the large rise in earnings inequality between the 1970s and the 1990s could reflect either a rise in disparity of permanent incomes a rise in earnings instability or some portion of both without longitudinal data it is impossible to distinguish between these two very different explanations for increased cross sectional measures of inequality in this paper we provide longitudinal measures that separate changes in income inequality into changes that permanently change income to new levels and those that only reflect transitory change we refer to the latter as changes in income instability and discuss how the instability of individual earnings and family income in the united states has evolved over the last quarter century

the quit propensity of married men this paper hypothesizes that the quit propensity of married men rises with an increase in their wives income assuming that individuals are risk averse and that quitting is risky the wife s income increases the husband s expected value of quitting by reducing the variance of expected family income using the longitudinal data from the michigan panel study of income dynamics psid the wife s income is found to have a large effect on quits the average husband s quit rate increases by about 45 when the wife s income rises from zero to two thirds that of the husband s the wife s income effect nearly offsets the negative effect that marriage typically has on male quit rates

trends in the transitory variance of male earnings methods and evidence we estimate the trend in the transitory variance of male earnings in the united states using the michigan panel study of income dynamics from 1970 to 2004 using an error components model and simpler but only approximate methods we find that the transitory variance started to increase in the early 1970s continued to increase through the mid 1980s and then remained at this new higher level through the 1990s and beyond thus the increase mostly occurred about 30 years ago its increase accounts for between 31 and 49 percent of the total rise in cross sectional variance depending on the time period

growth rate heterogeneity and the covariance structure of life cycle earnings using u s panel data on adult males i compare the profile heterogeneity model of earnings dynamics in which the earnings experience profile varies across individuals to a competing model in which earnings has a unit root the latter specification enjoys increasing popularity among researchers my analysis questions this favor suggesting the profile heterogeneity model provides a more consistent representation of the data i also provide new estimates of the variation in earnings growth rates previous evidence is from relatively unrepresentative samples individuals one standard deviation above the mean enjoy a 20 30 earnings advantage in just 10 years

high powered performance pay and crowding out of nonmonetary motives a previous literature cautions that paying workers for performance might crowd out nonmonetary motives to work hard empirical evidence from the field however has been based on between subjects designs that are best suited for detecting crowding out due to low powered incentives high powered incentives in the workplace tend to increase output but it is unknown whether this masks crowding out this paper uses a within subject experimental design and finds evidence that crowding out also extends to high powered incentives in a real work setting with paid workers there is individual heterogeneity however with a minority of workers reporting crowding in of motivation thus the impact of performance pay might depend on the mix of worker types data and the online appendix are available at https doi org 10 1287 mnsc 2017 2846 this paper was accepted by uri gneezy behavioral economics

the effect of job displacement on couples fertility decisions this paper analyzes the effects of job displacement on fertility using finnish longitudinal register data we focus on couples where one spouse has lost a job due to a plant closure and follow them for several years before and following the job loss the results show that female job loss decreases fertility for every 100 displaced females there are three fewer children born male job loss has no impact on fertility despite resulting in a stronger decrease in family income than female job loss this indicates that the income effect is not the mechanism through which job displacement influences fertility

screening for managerial objectives the debate between agency and stewardship theorists on the nature of managerial objectives in itself implies that a principal may be uninformed about managers objectives this article introduces a model of adverse selection in managerial types where classically opportunistic agents are contrasted with stewards who exhibit intrinsic preferences for the organization s success and experience betrayal crowding out when they are incentivized as if they were agents the analysis characterizes stewardship inefficiencies not previously identified by stewardship theorists this inefficiency is minimized via a menu of contracts that emphasizes the fixed component of pay for stewards moreover steward run firms are more successful than agent run firms

changes in earnings instability and job loss this paper examines the contribution of job loss or displacement to increasing male earnings instability between 1970 and 1991 earnings instability increased among both displaced and not displaced men so changes associated with job loss cannot fully explain rising instability changes in the incidence and consequences of job loss did however add substantially to growing earnings instability and to the overall variance of earnings there is evidence that displacement substantially raised earnings volatility for several years after job loss that effect combined with increased numbers of recently displaced workers in the 1980s relative to the previous decade contributed to rising overall earnings instability

altruism within the family reconsidered do nice guys finish last this paper criticizes the view that altruism either increases the benefits of group interactions or improves the allocation of resources within families the authors identify a variety of circumstances in which members of a group would prefer to interact with less altruistic individuals and in which the efficiency of resource allocation is inversely related to the prevailing degree of altruism reasons that altruism might be a counter productive social force include 1 it can alter the social utility possibility frontier in surprising and sometimes unfortunate ways 2 it can entail exploitability causing family members to behave in ways that leave all parties worse off 3 altruists may take inefficient actions to preempt exploitation and 4 family members may establish efficient resource allocation by punishing selfish behavior a rise in the level of altruism may lead to the exclusion of certain punishment strategies on the grounds of credibility 1 general positive result is that sufficiently high levels of altruism almost always lead to efficient resource allocation one should not necessarily expect to find strong altruistic linkages between spouses nor should altruism necessarily contributed to marital stability in addition to the connections between this work and the literature on family behavior this analysis has broader implications concerning the role of altruism in society and the evolution of social conscience

cluster versus firm specific factors in the development of dynamic capabilities in the pharmaceutical industry in ireland a study of responses to changes in environmental protection regulations hilliard r and jacobson d cluster versus firm specific factors in the development of dynamic capabilities in the pharmaceutical industry in ireland a study of responses to changes in environmental protection regulations regional studies this paper uses the evolutionary economic theory of the firm to examine the response of pharmaceutical manufacturing firms to changes in environmental regulations quantitative indicators of firms learning and problem solving are developed using data reported to the irish environmental protection agency epa these are used to look at differences in capability between firms that are part of a pharmaceutical agglomeration and firms that are stand alone analysis shows that spatial proximity may be a factor in firms ability to implement both cleaner technology and the mandated managerial processes but that the strength of problem solving routines is also associated with firm specific capabilities hilliard r et jacobson d les facteurs specifiques aux grappes par r

sources of earnings inequality estimates from an on the job search model of the us labor market since the early 1980s the labor market in the united states has seen a substantial increase in earnings dispersion we study the issue by developing an on the job search model of the us labor market that allows for wage and employment mobility as a result of optimal individual behavior we estimate its structural parameters on psid data at different points in time to clarify the sources of the evolution of earnings inequality and instability between 1987 and 1996 this procedure allows to compute lifetime measure of inequality on top of the usual cross sectional measure of inequality and provide counterfactual experiments that evaluate the contribution of different parameters to changes over time by taking into account some equilibrium effects we find that the increase in lifetime inequality and in cross sectional inequality have been generated by different sources and that these sources are different by skills changes in the wage offer distribution are the main determinant of the increase in inequality for skilled workers while both mobility changes and wage offer distribution changes are needed to explain changes for the unskilled

the economic consequences of labor mobility unlike most previous research on the relative changes in earnings of job stayers and job changers this study examines the variance in earnings changes rather than simply average changes men and women rather than only men and the five year period following job change rather than only the first year or two the author finds great variability in earnings changes both within and across race and gender groups notably men gained more from quits and except in the case of low wage workers lost less from layoffs than women also men suffered a much smaller penalty than women for repeated job changes for all groups the percentage difference between earnings before and after leaving a job generally persisted for several years

returns to seniority in union and nonunion jobs a new look at the evidence in cross sectional data the positive association between seniority and earnings is typically much stronger for nonunion workers than for union workers a finding that seems inconsistent with the generalization that seniority is more important in the union sector than in the nonunion sector the authors of this paper show that standard estimates of the return to seniority are likely to be biased upward due to unmeasured worker heterogeneity job heterogeneity or both and they argue that this bias is likely to be larger in the nonunion sector than in the union sector when they correct for this problem in analyzing data on male blue collar workers for the years 1968 80 they find a larger return to seniority in the union sector than in the nonunion sector

the costs of worker displacement this study identifies part of the social loss attendant upon displacement as the remaining value of the assets specific to the severed employment relationship a bargaining model is used to link wage tenure profiles to the amount of information firms and workers possess about the duration of that relationship if information is good the profile will flatten as displacement approaches using psid data for workers separated between 1977 and 1981 wage tenure profiles are found not to change this suggests that either workers or both firms and workers are surprised by the displacement the present value of that part of the social loss attributable to the worker s share of firm specific capital is around 7 000 1980 dollars

screening competition and job design economic origins of good jobs in recent decades many firms offered more discretion to their employees often increasing the productivity of effort but also leaving more opportunities for shirking these high performance work systems are difficult to understand in terms of standard moral hazard models we show experimentally that complementarities between high effort discretion rent sharing screening opportunities and competition are important driving forces behind these new forms of work organization we document in particular the endogenous emergence of two fundamentally distinct types of employment strategies employers either implement a control strategy which consists of low effort discretion and little or no rent sharing or they implement a trust strategy which stipulates high effort discretion and substantial rent sharing if employers cannot screen employees the control strategy prevails while the possibility of screening renders the trust strategy profitable the introduction of competition substantially fosters the trust strategy reduces market segmentation and leads to large welfare gains for both employers and employees

earnings instability and tenure we study the effect of tenure on earnings instability in italy using two alternative estimation strategies first we use a descriptive measure of earnings instability and fixed effects regressions second we develop a formal model of earnings dynamics distinguishing permanent from transitory earnings and exploit variation of tenure and instability over time and across birth cohorts in estimation we use the two approaches also to evaluate earnings instability associated with temporary contracts short tenure contracts our results indicate that each year of tenure on the job reduces earnings instability on average by 11 workers on a temporary contract have an earnings instability up to 50 higher than workers on a permanent contract

a theory of career mobility this paper analyzes theoretically and empirically the role and significance of occupational mobility in the labor market focusing on individuals careers it provides additional dimensions to the analysis of investment in human capital wage differences across individuals and the relationships among promotions quits and interfirm occupational mobility it is shown that part of the returns to education is in the form of higher probabilities of occupational upgrading within or across firms given an origin occupation schooling increases the likelihood of occupational upgrading furthermore workers who are not promoted despite a high probability of promotion are more likely to quit

who is interested in biotech r d strategies knowledge base and market sales of indian biopharmaceutical firms this paper addresses three main questions on indian pharmaceutical firms that have integrated biotechnology in their marketing production or research activities i what kind of labour stocks of the knowledge base have an impact on market sales ii which components of the r d strategy are strategic substitutes and which are strategic complements iii what are the distinguishing features of firms that have already integrated biotechnology in their research activities the paper shows that market sales are an increasing function of qualified labour stocks internal r d and foreign collaborations are strategic substitutes while patents and publications are strategic complements firms that are active in biotechnology research are likely to be younger and implementing more aggressive learning strategies

gift exchange incentives and heterogeneous workers by incorporating reciprocity in an otherwise standard principal agent model i investigate the relation between monetary gift exchange and incentive pay while allowing for worker heterogeneity i assume that some but not all workers care more for their principal when they are convinced that the principal cares for them the principal can be egoistic or altruistic absent worker heterogeneity an altruistic principal signals his altruism by offering relatively weak incentives and a relatively high expected total compensation however the latter is not always required to credibly signal altruism furthermore since some workers do not reciprocate the principal s altruism the principal may find it optimal to write a contract that simultaneously signals his altruism and screens reciprocal worker types such a contract is characterised by excessively strong incentives and a relatively high expected total compensation

a theory of quits and layoffs with efficient turnover this paper answers the efficient turnover literature s long silence regarding the quit layoff distinction treating quits as worker initiated separations and layoffs as firm initiated separations i establish that the existence of layoffs is compatible with optimizing workers and firms forming and dissolving employment matches to exploit all the gains from trade the efficient turnover approach is shown to be consistent with many empirical regularities that distinguish quits from layoffs structural implications of the model are tested on data from the psid

job duration over the business cycle evidence from the national longitudinal survey of youth nlsy suggests that the cyclicality of job duration depends on the worker s prior and future employment status for example among matches formed with previously nonemployed workers those that end with the worker returning to nonemployment display procyclical duration in contrast matches that end because the worker switches to another job have countercyclical duration moreover differences in starting wages do not account for these patterns

explaining gift exchange the limits of good intentions this paper explores the limitations of intention based social preferences as an explanation of gift exchange between a firm and a worker in a framework with one self interested and one reciprocal player gift giving never arises in equilibrium instead any equilibrium in a large class of multistage games must involve mutually unkind behavior of both players besides gift exchange this class of games also includes moral hazard models and the rotten kid framework even though equilibrium behavior may appear positively reciprocal in some of these games the self interested player never benefits from reciprocity we discuss the relation of these results to the theoretical and empirical literature on gift exchange in employment relations

optimal provision of public goods with altruistic individuals abstract we study the optimal provision of public goods in the context of a special class of altruistically linked utility functions we show that the usual samuelson condition hold as if the utility functions independent

explaining divergence in catching up in pharma between india and brazil using the nsi framework since the mid twentieth century the national objective of india and brazil has been to develop industrial capabilities in essential sectors such as pharmaceuticals at the outset they shared some common features a considerable period of lax intellectual property rights regimes a large internal market and a reasonably strong cadre of scientists and engineers however over sixty years india has had much more success in building indigenous capabilities in pharmaceuticals than brazil at least to date why in exploring the answer to this question we show that in both countries the design of state policy played a crucial role and the endogenous responses in the national system of innovation consisted of two parts on the one hand most of the time the predicted and desired outcome was partially realized and on the other hand there were invariably other unpredicted responses that emerged the latter unexpected elements which were specific to the two countries pushed them along distinctive trajectories

interpreting panel data on job tenure tenure responses in the panel study of income dynamics psid and the national longitudinal surveys are often inconsistent with calendar time these inconsistencies pose special problems in the psid because job changes cannot be identified directly so researchers must infer them from error ridden tenure data we use alternative rules for partitioning psid data into jobs and then estimate several wage and mobility models to assess the sensitivity of parameter estimates to the partitioning method we also assess the importance of replacing raw tenure data with imputed measures that are internally consistent

the interaction of explicit and implicit contracts a signaling approach abstract we analyze the interaction of explicit and implicit contracts in a model with selfish and fair principals fair principals are willing to honor implicit agreements selfish principals are not we investigate a separating equilibrium in which principals reveal their type through the contract offer to the agent explicit and implicit contracts are shown to be substitutes since the agent learns the principal s type a selfish principal must rely on explicit incentives a fair principal by contrast can effectively induce implicit incentives and does not need to use explicit incentives we also find a strategic complementarity between explicit and implicit incentives

trends in men s earnings volatility what does the panel study of income dynamics show abstract many recent studies have investigated trends in u s men s earnings volatility but the studies based on the panel study of income dynamics appear to conflict with each other and with studies based on other data we critique some of the existing methods of measuring earnings volatility and we advocate for transparent methods that focus on simple measures of dispersion in year to year earnings changes applying such measures in the psid we find that apart from the well known counter cyclicality of earnings volatility men s earnings volatility increased during the 1970s but did not show a clear trend afterwards until a new upward trend appeared after 1998

the dynamics of dual job holding and job mobility this article concerns dual job holding and its link to job mobility we present evidence from u s data on patterns of dual job holding hours changes and job mobility we find that workers move into and out of second jobs frequently that these movements are associated with large changes in work hours and that hours constraints may prompt workers to take second jobs second we review theories of dual job holding and present a stochastic dynamic model of dual job holding and job mobility in which decisions to take second jobs and or change main jobs are made simultaneously

is job stability in the us falling reconciling trends in the current population survey and panel study of income dynamics this article considers whether two commonly used sources of information on employer tenure the panel study of income dynamics and the current population survey yield systematically different trends in employer tenure little evidence of a discrepancy between the data sets in the 1980s or 1990s is found when comparable samples variable definitions and time frames are used neither data set shows a significant trend in the share of workers with 1 year or less of tenure while both data sets show an increase in the fraction of men with less than 10 years of tenure starting in the late 1980s

do wages rise with job seniority many previous studies have found a strong positive effect of job seniority tenure on wages this paper re examines the evidence using a simple instrumental variables scheme to deal with the fact that tenure is likely to be related to unobserved individual and job characteristics that affect the wage we use the variation of tenure over a given job match as the principal instrumental variable for tenure the variation in tenure over the job is uncorrelated by construction with the fixed individual and job match specific components of the error term of the wage equation our main finding is that the partial effect of tenure on wages is small and that general labour market experience and job shopping account for most wage growth over a career the strong cross section relationship between tenure and wages is due primarily to heterogeneity bias prior researchers see mincer and jovanovic 1981 bartel and borjas 1981 borjas 1981 cline 1979 and mellow 1981 and many others have established that job seniority has a strong positive relationship with wage rates in a cross section or a cross section time series of individuals in this paper we re evaluate the evidence concerning the partial effects on wages of job seniority tenure and total labour market experience the extent to which wages rise with tenure is important for several reasons first and foremost the wage tenure profile is a fundamental question about the structure of earnings over careers second the wage tenure profile is a key determinant of the extent to which the earnings power of individuals is tied to specific jobs and it is important for assessment of the losses suffered by displaced workers hamermesh 1984 third evidence that wages rise with job tenure has been used to explain the decline in quits with tenure since the wage growth on the current job lowers the probability that the worker will locate a superior alternative a growing theoretical literature surveyed in parsons 1984 has taken the evidence of a strong wage tenure profile at face value and sought to provide an explanation for the relationship the most prominent explanation is the theory of specific human capital oi 1962 becker 1962 mincer 1974 parsons 1972 kuratani 1973 and hashimoto 1980 in which the growth of wages with tenure holding experience constant is attributed to the worker s share of investments in firm specific skills more recently lazear 1981 has presented a supervision model of wage growth in which firms defer compensation as a means of inducing workers not to shirk freeman 1977 and harris and holmstrom 1982 provide an explanation for wage growth based on an insurance motive salop and salop 1976 nickell 1976 and guasch and weiss 1982 present adverse selection models of wage growth in which firms use a wage tenure profile as a

dynamic capabilities what are they this paper focuses on dynamic capabilities and more generally the resource based view of the firm we argue that dynamic capabilities are a set of specific and identifiable processes such as product development strategic decision making and alliancing they are neither vague nor tautological although dynamic capabilities are idiosyncratic in their details and path dependent in their emergence they have significant commonalities across firms popularly termed best practice this suggests that they are more homogeneous fungible equifinal and substitutable than is usually assumed in moderately dynamic markets dynamic capabilities resemble the traditional conception of routines they are detailed analytic stable processes with predictable outcomes in contrast in high velocity markets they are simple highly experiential and fragile processes with unpredictable outcomes finally well known learning mechanisms guide the evolution of dynamic capabilities in moderately dynamic markets the evolutionary emphasis is on variation in high velocity markets it is on selection at the level of rbv we conclude that traditional rbv misidentifies the locus of long term competitive advantage in dynamic markets overemphasizes the strategic logic of leverage and reaches a boundary condition in high velocity markets copyright 2000 john wiley sons ltd

industrial policy and the creation of new industries evidence from brazil s bioethanol industry industrial policy programs are frequently used by governments to stimulate economic activity in particular sectors of the economy this study explores how an industrial policy program can affect the creation and evolution of an industry and ultimately the long term performance of firms we examine the history of the brazilian bioethanol industry focusing on the industrial policy program implemented by the brazilian government in the 1970s to develop the industry we put together a novel data set containing detailed information about the history of bioethanol producers our findings show that plants founded during the industrial policy program tend to be in the long run more productive than those founded before the program was in place based on additional analyses and complementary fieldwork we infer that the wave of acquisitions that occurred after the end of the industrial policy program had an important effect on the performance of the plants founded when the program was in place industrial policy especially in conjunction with a competitive post industrial policy business landscape can succeed in nurturing competitive firms

intention based reciprocity and the hidden costs of control abstract empirical research suggests that despite strengthening conventional incentives to put in effort exerting control might reduce worker performance the present paper shows that intention based reciprocity can explain such hidden costs of control if individuals differ in their propensity for reciprocity and preferences are private information not being controlled might then be considered to be kind because not everybody reciprocates not being controlled with high effort this argument contrasts existing theoretical wisdom on the hidden costs of control that is almost exclusively based on signaling

overeducation in the labor market this article examines the reasons for the observed discrepancy between workers actual and required levels of schooling and the resulting differences in returns to schooling overeducated workers are found to be younger and to have lower amounts of on the job training than workers with the required level of schooling they also have higher rates of firm and occupational mobility characterized by movement of higher level occupations the findings suggest that overeducation can be explained by the trade off between schooling and other components of human capital and by the mobility patterns of overeducated workers

performance pay and wage inequality an increasing fraction of jobs in the u s labor market explicitly pay workers for their performance using bonus pay commissions or piece rate contracts using data from the panel study of income dynamics we show that compensation in performance pay jobs is more closely tied to both observed and unobserved productive characteristics of workers than compensation in non performance pay jobs we also find that the return to these productive characteristics increased faster over time in performance pay than in non performance pay jobs we show that this finding is consistent with the view that underlying changes in returns to skill due for instance to technological change induce more firms to offer performance pay contracts and result in more wage inequality among workers who are paid for performance thus performance pay provides a channel through which underlying changes in returns to skill get translated into higher wage inequality we conclude that this channel accounts for 21 of the growth in the variance of male wages between the late 1970s and the early 1990s and for most of the increase in wage inequality above the eightieth percentile over the same period

social comparison and performance experimental evidence on the fair wage effort hypothesis we investigate the impact of wage comparisons for worker productivity we present three studies which all use three person gift exchange experiments consistent with akerlof and yellen s 1990 fair wage effort hypothesis we find that disadvantageous wage discrimination leads to lower efforts while advantageous wage discrimination does not increase efforts on average two studies allow us to measure wage comparison effects at the individual level we observe strongly heterogeneous wage comparison effects we also find that reactions to wage discrimination can be attributed to the underlying intentions of discrimination rather than to payoff consequences

friends or foes optimal incentives for reciprocal agents abstract widely used performance based contracts put positive or negative externalities on co workers these externalities have been proven to shape an organization s working climate especially when workers exhibit social preferences however it is a priori unclear whether a more friendly or a more competitive working environment should be encouraged in this paper we develop a theoretical model in which a self interested principal has to motivate a set of agents to work hard agents are symmetric potentially risk averse and exhibit reciprocity concerns towards each other we show that the principal reduces the cost of achieving high effort provision by designing a psychological gift exchange game thereby replacing monetary with psychological incentives we find that the optimal incentive scheme depends on the interplay between the agents attitudes towards risks and their preferences for reciprocity in particular the optimal scheme implements i a relative performance compensation scheme which induces an exchange of unkindness if agents are relatively little risk averse and ii a joint performance compensation scheme which induces an exchange of kindness if agents are sufficiently risk averse our findings can explain some puzzling empirical results

occupational specificity of human capital we find that returns to occupational tenure are substantial everything else being constant 5 years of occupational tenure are associated with an increase in wages of 12 20 moreover when occupational experience is taken into account tenure with an industry or employer has relatively little importance in accounting for the wage one receives this finding is consistent with human capital being occupation specific

on the relevance and composition of gifts within the firm evidence from field experiments we investigate the economic relevance and the composition of gifts within a firm where output is contractible we develop a structural behavioral model that identifies workers optimal reaction to monetary gifts received from their employer we estimate the model using data from two separate field experiments conducted within a tree planting firm we use the estimated structural parameters to generalize beyond the experiment simulating how workers would react to different gifts on the part of the firm within different labor market settings we find that gifts have a role to play within this firm increasing in importance when the workers outside alternatives deteriorate profit maximizing gifts would increase profits within slack labor markets by up to 10 on average and by up to 17 for certain types of workers

do volatile firms pay volatile earnings evidence from linked worker firm data abstractdespite the importance of earnings instability little is known about its correlates or causes this article seeks to better understand earnings instability by studying whether volatile firms pay volatile earnings and is the first to directly test the relationship using us linked employer employee data the article finds a positive and statistically significant relationship using within firm variation in addition this article finds that lower earning workers are passed significantly more volatility from their employing firms than are higher earning workers

changing consequences of job separation in the united states using the panel study of income dynamics the author examines the consequences of job loss between the periods 1976 81 and 1986 91 he finds stability in the overall incidence of job separation but a statistically significant increase in the incidence of involuntary job loss relative to quits for older workers he also finds that the consequences of involuntary job loss worsened the reemployment rate of workers who experienced involuntary job loss dropped from 67 in 1976 81 to 62 in 1986 91 and among those who found new jobs the odds of receiving a large wage cut rose from 9 in 1976 81 to 17 in 1986 91

job finding and separation rates in the oecd abstract we provide a set of comparable estimates of average monthly job finding and separation rates for over 20 oecd countries that can be used for the cross country analysis of labor markets

are workers permanently scarred by job displacements this paper investigates whether workers suffer lasting scars following job displacements using david t ellwood s 1982 terminology scars represent persistent effects whereas blemishes are transitory adjustments which dissipate over time more precisely dislocated individuals are defined as scarred if they continue to earn less or to be unemployed more than their nondisplaced counterparts even after the conclusion of a several year adjustment period