educational mismatch work outcomes and entry into entrepreneurship a growing body of research explores how employees organizational context shapes their entrepreneurial activity we add to this work by examining how educational mismatch when a job does not utilize the skills an employee has acquired during education relates to subsequent transitions into entrepreneurship while prior research has focused on mismatch due to labor market frictions workers may also enter mismatches for other reasons such as family obligations or a change in career interests different reasons in turn may relate in distinct ways to wages and job satisfaction and thus to the opportunity costs of entering entrepreneurship moreover mismatch may also affect human capital development including the formation of a broader range of skills that is beneficial in entrepreneurship using longitudinal data from over 25 000 scientists and engineers we document a broad range of reasons for educational mismatch and show that the relationships between educational mismatch and wages job satisfacti

multiple equilibrium overnight rates in a dynamic interbank market game abstract we analyse a two period model of the interbank market i e the market where banks trade liquidity we assume that banks do not take the interbank interest rate as given but instead negotiate on interest rates and transaction volumes with each other the solution concept applied is the shapley value we show that there are a multiplicity of average equilibrium interest rates of the first period so that the average interest rate in this period does not convey any information on the expected liquidity situation on the interbank market as the banks control not only the transaction volumes but also the interest rates they can leave the interest rates constant and adjust the transaction volumes when for example a liquidity deficit becomes more likely

bargaining foundations of shapley value1 a transferable utility economy in which each agent holds a resource which can be used in combination with the resources of other agents to generate value according to the characteristic function v is studied using a dynamic model of bargaining the main theorem establishes that the payoffs associated with efficient equilibria converge to the agents shapley values as the time between periods of the dynamic game goes to zero in addition it is demonstrated that an efficient equilibrium exists and is unique when an additivity condition is satisfied to demonstrate the sensitivity of the solution to the institutional detail we modify the model to allow for partnerships and show that the shapley value is no longer achieved

regional differences in job satisfaction job satisfaction is significantly higher in wales than in london and the south east the rest of england and scotland this is despite the fact that among these four regions earnings are lowest in wales using data from the british household panel survey bhps we investigate the determinants of job satisfaction and attempt to explain why workers in wales are happier in their work than workers in other parts of the uk we find that workers in wales appear to be less concerned about pay than workers in other regions we suggest that because lower earnings tend to be associated with higher levels of unemployment and inactivity being in work may be regarded more favourably in more economically depressed regions we also suggest the climate of industrial relations as perceived by workers is better in wales than elsewhere

game theoretic methods in general equilibrium analysis list of figures list of authors introduction j f mertens a the core and the bargaining set i general equilibrium and cooperative games basic results e allen s sorin ii core convergence in perfectly competitive economies r m anderson iii economies with atoms j f mertens iv bargaining sets r vohra b the value v the shapley value r j aumann vi value of games with a continuum of players a neyman vii the tu value the non differentiable case j f mertens addendum the shapley value of a perfectly competitive market may not exist f lefevre viii the harsanyi value s hart ix value equivalence theorems the tu and ntu cases s hart x economic applications of the shapley value r j aumann c the cooperative approach to large markets and games xi an axiomatic approach to the equivalence phenomenon p dubey a neyman xii large games and economies with effective small groups m h wooders d the non cooperative approach xiii strategic market games a survey of some results p dubey xiv from nash to walras equilibrium e allen h polemarchakis xv correlated and communication equilibria j f mertens xvi notes on correlated equilibrium and sunspot equilibrium j peck xvii implementation with plain conversation s sorin

life satisfaction and self employment a matching approach despite lower incomes the self employed consistently report higher satisfaction with their jobs but are self employed individuals also happier more satisfied with their lives as a whole high job satisfaction might cause them to neglect other important domains of life such that the fulfilling job crowds out other pleasures leaving the individual on the whole not happier than others moreover self employment is often chosen to escape unemployment not for the associated autonomy that seems to account for the high job satisfaction we apply matching estimators that allow us to better take into account the above mentioned considerations and construct an appropriate control group in terms of balanced covariates using the bhps dataset that comprises a large nationally representative sample of the british populace we find that individuals who move from regular employment into self employment experience an increase in life satisfaction up to 2 years later while individuals moving from unemployment to self employment are not more satisfied than their counterparts moving from unemployment to regular employment we argue that these groups correspond to opportunity and necessity entrepreneurship respectively these findings are robust with regard to different measures of subjective well being as well as choice of matching variables and also robustness exercises involving simulated confounders

job satisfaction trade unions and exit voice revisited many studies have found that unionized workers express less job satisfaction than nonunion workers the exit voice explanation of this phenomenon is that dissatisfied nonunion workers tend to qui

valuation equilibrium with clubs abstract this paper considers model worlds in which there is a continuum of individuals who form finite sized associations to undertake joint activities we show how through a suitable choice of commodity space restrictions on the composition of feasible groups can be incorporated into the specification of the consumption and production sets of the economy we also show that if there are a finite number of types then the classical results from the competitive analysis of convex finite agent economies can be reinterpreted to apply journal of economic literatureclassification numbers d51 h41

bidding for the surplus a non cooperative approach to the shapley value abstract we propose a simple mechanism to determine how the surplus generated by cooperation is to be shared in zero monotonic environments with transferable utility the mechanism consists of a bidding stage followed by a proposal stage we show that the subgame perfect equilibrium outcomes of this mechanism coincide with the vector of the shapley value payoffs we extend our results to implement the weighted shapley values finally we generalize our mechanism to handle arbitrary transferable utility environments the modified mechanism generates an efficient coalition structure and implements the shapley values of the super additive cover of the environment journal of economic literature classification numbers c71 c72

the korean textile industry still competitive after all these years although a vital part of the economy the korean textile industry has been challenged by the recent reduction of international trade barriers particularly as this industry was fully integrated into general agreement on tariffs and trade gatt in 2005 the textile industries in japan and many other countries have also faced difficulties this study examines future prospects for the korean industry by investigating the presence of economies of scale and relationships among the inputs of domestic capital labour and intermediate goods as well as foreign intermediate goods the findings are consistent with constant returns to scale and a substitutes relationship among all input pairs except for domestic capital and foreign intermediate goods thus there appear to be no further cost reductions available through increased output and economies of scale however some reduction in industry output may not result in increased unit costs either a reduction in the price of foreign intermediate goods will not onl

correlated equilibrium in stochastic games we study the existence of uniform correlated equilibrium payoffs in stochastic games the correlation devices that we use are either autonomous they base their choice of signal on previous signals but not on previous states or actions or stationary their choice is independent of any data and is drawn according to the same probability distribution at every stage we prove that any n player stochastic game admits an autonomous correlated equilibrium payoff when the game is positive and recursive a stationary correlated equilibrium payoff exists journal of economic literature classification numbers c72 c73

employer size and on the job training decisions the effect of employer size on labor market outcomes have been the subject of extensive although relatively recent research by economists it has been widely demonstrated that large and small firms exhibit a number of differential characteristics with regard to their employment relationships 29 42 employees at large firms have higher wages and fringe benefits 16 10 15 22 32 35 higher levels of job mobility within the firm 19 greater job stability 44 a greater tendency to have mandatory overtime rules 23 higher education levels 8 a more structured work environment 20 26 46 and higher levels of investments by the firm both in the form of search costs 4 5 and direct on the job training 6 10 while numerous theories exist that account for many of these relationships such as monitoring and on the job training models no single explanation has been able to account definitively for the observed empirical patterns clearly size of employer is a significant factor in the dynamics of labor markets that still requires much investigation the focus of this paper is on one particular aspect of employer size effects the observed higher training investments in large firms we propose and test a model in the human capital tradition of viewing on the job training ojt as an investment 9 36 38 39 42 which not only explains the greater investment in on the job training by larger firms but additionally generates predictions with regard to the allocation of the firm s resources across investment in people with different demographic characteristics these latter implications of the model facilitate empirical comparisons to alternative explanations our central hypothesis is that large employers exhibit different behavior from small employers with regard to the risk component of the investments in their employees other training decision models that have addressed firm behavior under uncertainty have done so in the context of monitoring difficulties introduced by either the higher opportunity cost of managers time 43 or diseconomies of scale in monitoring 16 in larger firms although both of these approaches

outstanding female economists in the analysis and practice of development economics abstract this article examines the contributions of five eminent economists all women to the analysis and practice of development economics irma adelman frances stewart and nancy birdsall are leading advocates of alternative development strategies that focus on poverty alleviation and investment in human capital anne krueger and alice amsden stand at the forefront of two opposing camps in a lively and long lasting debate on the appropriate role of government in trade and industrialization we use the storied careers of these economists as a vehicle to convey the big picture of how development economics has evolved and which topics have proved durable

the strategic marshallian cross we prove existence and uniqueness of non autarkic equilibria in bilateral oligopoly assuming only that preferences are binormal and satisfy a weakened version of gross substitutes we permit complete heterogeneity of preferences and our analysis exploits the fact that payoffs depend only on own strategy and two universal aggregates this allows us to define strategic versions of supply and demand curves such that non autarkic nash equilibria are in 1 1 correspondence with intersections of these curves the same approach can be used to establish comparative statics under the assumptions above as examples we focus on adding players and changing endowments this competitive approach also allows us to conclude that much of conventional marshallian analysis is robust to strategic manipulation strategic marshallian cross strategic manipulation imperfect competition

the demand for imports in korea a production analysis approach abstract balance of trade problems in the united states and other highly industrialized countries have resulted in cries for korea to liberalize its import policies this paper uses a translog cost function to investigate korea s demand for imports and the effects of trade liberalization on the demand for the country s domestic inputs this study suggest that the domestic inputs and imports are substitutes and that as the proportion of investment goods in korea s gdp increases the demand for imports will also increase thus further liberalization of korea s import policies could present short run problems in the domestic input markets

a selectivity model of employer size wage differentials this article investigates wage differentials for employees of different size firms utilizing an econometric methodology that allows the size of employer to be treated as endogenous in the context of discrete ordered employer size data as a result we are able to estimate i employer size wage gaps which are corrected for selectivity bias and ii the magnitude and direction of the selection bias decompositions of the resulting wage differentials are computed with comparisons of the conditional on sorting across employer size and unconditional wage gaps

extensive search intensive search and hiring costs new evidence on employer hiring activity this paper presents recent evidence on employer search to fill a position a 1982 employer survey sponsored by the national institute of education and the national center for research in vocational education provides the basis for analyzing employer search and hiring costs the paper examines the effects of such factors as employer size dismissal costs unionization on the job training adjustment costs capital and labor market conditions on intensive employer search extensive employer search and hiring costs intensive employer search is measured by the average number of hours the employer spends recruiting screening and interviewing per applicant extensive search is measured by the number of applicants seen per applicant interviewed and the number interviewed per employment

job satisfaction in britain individual and job related factors recently there has been a resurgence of interest in the analysis of job satisfaction variables job satisfaction is correlated with labour market behaviour such as productivity quits and absenteeism in this paper four different measures of job satisfaction are related to a variety of personal and job characteristics the data used are from the 28 240 british employees in the workplace employee relations survey 1997 this data set is larger and more recent than in any previous studies four measures of job satisfaction that have not previously been used are considered satisfaction with influence over job satisfaction with amount of pay satisfaction with sense of achievement and satisfaction with respect from supervisors the paper contributes to the literature by analysing job satisfaction with respect to industrial composition and occupations one of the striking findings is that those in the education and health sectors are less satisfied with their pay but more satisfied with their sense of achie

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

work disutility and compensating differentials estimation of factors in the link between wages and firm size this paper investigates the positive wage firm size relationship using a sample of workers performing the same jobs in different sized firms controlling for skill differences wages are still found to be higher in larger firms using an estimate of the marginal rate of substitution of income for leisure as a measure of job disutility the difference in wages between large and small firms is found to be greater than the difference in disutility ruling out compensating differentials as the sole cause of the wage size relationship hence the argument that labor extracts some of the higher profits of larger firms is plausible

determinants of voluntary overtime decisions determinants of voluntary overtime decisions i introduction since the passage of the fair labor standards act in 1938 the minimum legal overtime pay premium has remained time and one half for persons working more than forty hours per week in 1978 approximately 59 percent of the labor force was subject to this provision and coverage has not changed since then 1 the labor market effects of overtime provisions including the decision on the part of both employers and employees to utilize overtime has generated a great deal of intellectual debate for example union groups have long stressed the importance of raising the legal minimum premium in order to stimulat employment through a substitution of additional employees for longer e g overtime hours previous research by ehrenberg and schumann 1982 has estimated that these effects are likely to be quite small to date studies of overtime behavior such as ehrenberg 1971a have focused on the decisions of employers implicit in these studies is the assumption of a perfectly elastic supply response by the employee to employer overtime policy however just as employers attempt to minimize costs in demanding overtime hours taking into account quasi fixed labor costs in addition to overtime premiums employees attempt to maximize utility in supplying overtime hours from the worker s perspective the decision to work overtime and perhaps more generally to take a job where overtime is regularly available or required can be thought of as resulting from a comparison of the utility derived from an overtime versus a no overtime state within this framework the voluntary overtime decision depends on relative wages overtime to straight time and nonlabor income and will be strongly conditioned on such personal factors as the worker s marital status and age this study attempts to advance our knowledge of the labor market effects of overtime policies by explicitly modelling employee responses to variations in the legal parameters of the overtime system 2 our model allows us to estimate substitution and income elasticities for overtime and thereby enables us to evaluate the effects of a variety of policies on a worker s voluntary overtime decision policy simulations suggest that legislative changes to increase the overtime premium or reduce the number of hours after which the mandatory premium takes effect would induce greater voluntary overtime on the part of worker yet because of offsetting income and substitution effects the net induced effects of such policies are not quantitatively large we also find that mandatory overtime provisions are most likely to be found in settings where quasi fixed employment costs are highest the remainder of this paper is organized as follows section ii develops a theoretical model of the voluntary overtime decision section iii presents the empirical model to be estimated section iv discusses the data used in estimation and the construction of key variables section v presents the empirical findings section vi reports the results of a simulation analysis of the effects of a number of policy alternatives on the voluntary overtime decision section vii investigates the sensitivity of the policy simulations to the empirical specification finally section viii summarizes the major conclusions and gives suggestions for further research ii the voluntary overtime decision the voluntary overtime decision can be though of as resulting from a straightforward maximization of utility subject to a budget constraint consider a worker who possesses a monotonic strictly quasi concave utility function in market goods income and labor supply u y h where y is income and h is hours of work the budget constraint facing the worker is y wh n where w is the net of taxes wage rate and n is net nonwage income to make the problem empirically tractable we utilize the stone geary utility function in this paper

knowledge flows in the global innovation system do u s firms share more scientific knowledge than their japanese rivals in this paper i test the common assumption that japanese firms strive to appropriate knowledge from the global scientific community while sharing little in return i found no support for this conventional perspective in the flat panel display industry u s firms shared no more knowledge with their global scientific community than japanese firms similarly japanese firms appropriated no more knowledge from the global community than their u s counterparts

an analysis of the determinants of job satisfaction when individuals baseline satisfaction levels may differ a growing literature seeks to explain differences in individuals self reported satisfaction with their jobs the evidence so far has mainly been based on cross sectional data and when panel data have been used individual unobserved heterogeneity has been modelled as an ordered probit model with random effects this article makes use of longitudinal data for denmark taken from the waves 1995 1999 of the european community household panel and estimates fixed effects ordered logit models using the estimation methods proposed by ferrer i carbonel and frijters 2004 and das and van soest 1999 for comparison and testing purposes a random effects ordered probit is also estimated estimations are carried out separately on the samples of men and women for individuals overall satisfaction with the jobs they hold we find that using the fixed effects approach that clearly rejects the random effects specification considerably reduces the number of key explanatory variables the impact of central economic factors is the same as in previous studies though moreover the determinants of job satisfaction differ considerably between the genders in particular once individual fixed effects are allowed for

i m too clever for this job a bivariate probit analysis on overeducation and job satisfaction in australia using data from the first wave of the household income and labour dynamics in australia data set this article establishes an empirical relationship between overeducation and workplace satisfaction for australian adult males in the labour force in a departure from much of the existing literature both univariate and bivariate probit models are used to account for potential unobserved heterogeneity we find that estimates in the univariate probit models are positively biased for three of the six measures of workplace satisfaction studied this suggests that consideration should be given to the use of bivariate models when studying the determinants of workplace satisfaction and overeducation results show although levels of satisfaction remain high that across all measures of workplace satisfaction overeducated workers are less satisfied compared to their nonovereducated counterparts this intimates that satisfaction levels should be viewed from a relative rather than an absolute perspective pleasure in the job puts perfection in the work aristotle 384bc 322bc

job satisfaction in the low wage service sector the stylized facts associated with workers satisfaction are tested using a distinctive data set using principal components analysis five distinct measures of workers satisfaction and the factors that determine each one are examined the data set covering three low wage service sectors enables control for workplace characteristics to be made it is shown that characteristics previously identified as important by the job satisfaction literature in fact have differing effects according to the type of satisfaction being considered then is examined which of the satisfaction components has the greatest impact on overall satisfaction satisfaction with short term rewards and long term prospects are found to be far more influential in determining overall satisfaction than contentment with social relationships or work intensity

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

the east asia challenge to neoclassical orthodoxy abstract this article reviews the east asian miracle economic growth and public policy which concludes that east asian economic success has little to do with government using criteria similar to that used in the world bank report this study shows that contrary to world bank contention industrial policies used in east asian economies have been effective non neoclassical tools for economic development with government complementing market factors by creating an environment conducive to economic growth given that japan and korea are the most representative examples of industrial policies and that the report seems to acknowledge the success of the japanese industrial policies the present study confines itself largely to a discussion of korean evidence

risk assessment and profit sharing in business networks abstract nowadays network is the preferred governance form to conduct economic transactions network solution allows to reach flexibility maintaining cost and quality level since network concept refers to a great variety of organizational hybrids it is possible to choose the one that fits better market requirements the new trends in inter organization relationships push towards network solutions companies are interested in relationships with partners and customers to overcome resource dependence to enter too risky market or simply differentiate their business portfolio the proposed research focuses on the network concept aiming at highlighting threats and opportunities to investigate the double nature of the risk concept network structures offer flexibility and higher profit as a consequence and business risk sharing opportunity these two aspects profit and risk are strictly related and have to be considered together to depict a complete scenario this implies that risk assessment and management in network environment cannot neglect profit sharing or in other words that profit sharing mechanisms should use risk as driver in this context our research proposes a methodology to measure risk taking into account network peculiarities risk estimation is a basic step to evaluate the opportunity cost of capital needed to compute the network net present value npv that is assumed as base in the profit sharing process the profit sharing process has been tackled using the shapley value approach that is inspired to the fairness principle while the opportunity cost of capital is assessed using the capital asset pricing model capm

sunspots correlation and competition correlated equilibria in strategic market games played simultaneously by overlapping generations of players correspond to sunspot equilibria in the associated competitive economy we provide a necessary and sufficient condition for existence of effective correlation an increase in the number of agents in a given economy may allow for effective correlation

tiebout economies with differential genetic types and endogenously chosen crowding characteristics abstract we consider a tiebout economy with differential crowding and public projects in which agents are distinguished by their tastes and genetic endowments agents choose which crowding characteristic for example a skill they wish to express and this affects their value to other members of their jurisdiction club firm etc an agent s choice is influenced both by his genetic endowment which affects his cost of acquiring crowding characteristics and by his preferences over which crowding characteristic he expresses we show that if small groups are strictly effective the core is equivalent to the set of anonymous competitive equilibrium outcomes but that the core generally contains taste homogeneous jurisdictions journal of economic literature classification numbers h41 h72

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

diffusion of development the late industrializing model and greater east asia diffusion of development the late industrializing model and greater east asia author s alice h amsden source the american economic review vol 81 no 2 papers and proceedings of the hundred and third annual meeting of the american economic association may 1991 pp 282 286 published by american economic association stable url http www jstor org stable 2006870 accessed 15 01 2010 13 30

oil and democracy endogenous natural resources and the political resource curse by the end of the twentieth century a scholarly consensus emerged around the idea that oil fuels authoritarianism and slow growth the natural abundance once thought to be a blessing was unconditionally and then later only conditionally a curse for political and economic development we re examine the relationship between oil wealth and political regimes challenging the conventional wisdom that such natural resource rents lead to authoritarian outcomes we contend that most efforts to examine the causal linkages between natural resource abundance and political regime have been complicated by the likelihood that both democracy and oil revenue are endogenous to the industrialization processes itself particularly in its developmentalist form our quantitative results based on an analysis of global data from 1970 to 2006 show that both resource endogeneity and several mechanisms of intraregional regime diffusion are powerful determinants of democratic outcomes qualitative evidence from the history of industrialization in latin america yields support for our proposed causal claim oil wealth is not necessarily a curse and may even be a blessing with respect to democratic development

worker heterogeneity job screening and firm size a model of job screening is developed in which firms make wage offers to workers based on an imperfect evaluation of their abilities if large firms have higher costs of acquiring information about workers they screen workers with less accuracy and choose a wage compensation scheme different from the one small firms choose this generates the often observed positive correlation between firm size and wages the model also predicts that wage structure and perhaps wage dispersion will differ by firm size and that individuals who acquire more schooling will also choose to work in a larger firm these hypotheses are tested and supported using data from the national longitudinal survey

a cost function analysis of import demand and growth in south africa abstract this study investigates the substitutability relationships among capital labor and imported inputs for south africa utilizing the estimates obtained from an aggregate cost function our results are consistent with the hypothesis that capital is a substitute for both domestic labor and imports but that labor and imports are complementary inputs this latter result suggests that relaxing south african trade restrictions may have a positive impact in both the long and the short run on the demand for domestic labor other results suggest that the reduction of market impediments may also positively impact the production of investment goods and economic growth