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on Human Capital and Human Resource Management |
| By: | Huber, Martin; Lechner, Michael; Wunsch, Conny |
| Abstract: | In this paper, we assess the impact of firms introducing part-time work schemes for gradual labour market exit of elderly workers on their employees’ labour market outcomes. The analysis is based on unique linked employer-employee data that combine high-quality survey and administrative data. Our results suggest that partial or gradual retirement options offered by firms are an important tool to alleviate the negative effects of low labour market attachment of elderly workers in ageing societies. When combined with financial incentives to hire unemployed or young jobseekers as replacement, they seem to be particularly beneficial, especially when labour market conditions are difficult. Under such circumstances, they can even have positive spill-over effects on younger workers. Firms should thus be encouraged to offer such schemes. |
| Keywords: | part-time work, elderly employees, treatment effects, matching |
| JEL: | J14 J26 C21 |
| Date: | 2013–08 |
| URL: | http://d.repec.org/n?u=RePEc:usg:econwp:2013:16&r=hrm |
| By: | Nava Ashraf; Oriana Bandiera; Scott Lee |
| Abstract: | Organizations often use awards to incentivize performance. We design a field experiment to unbundle the mechanisms through which awards may affect behavior: by facilitating social comparison and by conferring recognition and visibility. In a nationwide health worker training program in Zambia, employer recognition and social visibility increase performance while social comparison reduces it, especially for low-ability trainees. These effects appear when treatments are announced and persist through training. The findings are consistent with a model of optimal expectations in which low-ability individuals exert low effort in order to avoid information about their relative ability. |
| Keywords: | awards, social comparison, optimal expectations, incentives. |
| JEL: | D84 D83 J33 M52 O15 |
| Date: | 2013–07 |
| URL: | http://d.repec.org/n?u=RePEc:cep:stieop:46&r=hrm |
| By: | Serafinelli, Michel |
| Abstract: | I present direct evidence on the role of firm-to-firm labor mobility in enhancing the productivity of firms located near highly productive firms. Using matched employer-employee and balance sheet data for the Veneto region of Italy, I identify a set of high-wage firms (HWF) and show they are more productive than other firms. I then show that hiring a worker with HWF experience increases the productivity of other (non-HWF) firms. A simulation indicates that worker flows explain 10-15 percent of the productivity gains experienced by other firms when HWFs in the same industry are added to a local labor market. |
| Keywords: | productivity, agglomeration advantages, linked employer-employee data, labor mobility. |
| JEL: | J24 J31 J61 R2 R23 |
| Date: | 2013–06–09 |
| URL: | http://d.repec.org/n?u=RePEc:pra:mprapa:49055&r=hrm |
| By: | Sorger, Gerhard; Stark, Oded; Wang, Yong |
| Abstract: | This paper studies the growth dynamics of a developing country under migration. Assuming that human capital formation is subject to a strong enough, positive intertemporal externality, the prospect of migration will increase growth in the home country in the long run. If the external effect is less strong, there exists at least a level effect on the stock of human capital in the home country. In either case, the home country experiences a welfare gain, provided that migration is sufficiently restrictive. These results, obtained in a dynamic general equilibrium setting, extend and strengthen the results of Stark and Wang (2002) obtained in the context of a static model. |
| Keywords: | Overlapping-generations growth model, Intertemporal human capital externalities, Long-run growth effect of the prospect of migration, Social welfare gains, Community/Rural/Urban Development, Institutional and Behavioral Economics, Labor and Human Capital, F22, I30, J24, J61, O15, O40, |
| Date: | 2013–07 |
| URL: | http://d.repec.org/n?u=RePEc:ags:ubzefd:155027&r=hrm |
| By: | Pepper, Alexander; Gore, Julie |
| Abstract: | The world-wide inflation in executive compensation in recent years has been accompanied by an increase in the prevalence of long-term incentives. This article demonstrates how the subjectively perceived value of long-term incentives is affected by risk aversion, uncertainty aversion, and time preferences. Based on a unique empirical study which involved collecting primary data on executive preferences from around the world, and using a theoretical framework which draws on behavioral agency theory, we conclude that, while long-term incentives are perceived by executives to be effective, they are not in fact an efficient form of reward, and that this outcome is not significantly affected by cross-cultural differences. We conjecture that boards of directors, acting on behalf of shareholders, increase the size of long-term incentive awards in order to compensate executives for the perceived loss of value when compared with less risky, more certain and more immediate forms of reward. |
| Date: | 2013 |
| URL: | http://d.repec.org/n?u=RePEc:ner:lselon:http://eprints.lse.ac.uk/51655/&r=hrm |
| By: | Meghan Skira (University of Georgia) |
| Abstract: | This paper formulates and estimates a dynamic discrete choice model of elder parent care and work to analyze how caregiving affects a woman's current and future labor force participation and wages. The model incorporates parental health changes, human capital accumulation, and job offer availability. The estimates indicate that women face low probabilities of returning to work or increasing work hours after a caregiving spell. I use the estimated model to simulate the caregiving, employment, and welfare effects of a longer unpaid work leave than currently available under the Family and Medical Leave Act, a paid leave, and a caregiver allowance. |
| Date: | 2013 |
| URL: | http://d.repec.org/n?u=RePEc:red:sed013:79&r=hrm |
| By: | Janger, Jürgen (Austrian Institute of Economic Research); Nowotny, Klaus (University of Salzburg) |
| Abstract: | Based on a unique survey, we conduct a stated choice experiment to examine the determinants of career choice in academia. Both early and later stage researchers value a balance between teaching and research, appropriate salaries, working with high-quality peers and good availability of external grants. Attractive academic jobs for early stage researchers feature in addition a combination of early independence and career (tenure) perspectives; later stage researchers favour jobs which make it easy to take up new lines of research, which pay according to a public scheme including a performance element and where research funding is provided by the university. Our findings have important implications for the structure of academic careers and for the organisational design of research universities. Furthermore, they shed light on the institutional determinants of the asymmetric mobility of highly talented scientists between the EU and the U. S. |
| Keywords: | academic careers; academic labour market; university organisation; brain drain |
| JEL: | I23 I25 I28 |
| Date: | 2013–08–14 |
| URL: | http://d.repec.org/n?u=RePEc:ris:sbgwpe:2013_004&r=hrm |
| By: | Todd Schoellman (Arizona State University) |
| Abstract: | This paper quantifies cross-country differences in early childhood human capital. I embed a standard human capital production function into a cross-country model of human capital investment and labor market outcomes. The model predicts that only some human capital investment channels generate cross-country differences in early childhood human capital. I derive an empirical test of the importance of these channels. The test compares the late-life outcomes of otherwise identical immigrants who entered the U.S. at age 0 or age 5. I implement this test using the Indochinese refugees, who immigrated from poor countries during trying times, and for whom selection is unlikely to bias my results. The empirical results document a striking fact: there is no difference in late-life outcomes between Indochinese refugees who arrived at age 0 or age 5. I conclude that cross-country differences in early childhood human capital are small. |
| Date: | 2013 |
| URL: | http://d.repec.org/n?u=RePEc:red:sed013:52&r=hrm |
| By: | Stark, Oded; Jakubek, Marcin |
| Abstract: | We draw a distinction between the social integration and economic assimilation of migrants, and study an interaction between the two. We define social integration as blending into the host country’s society, and economic assimilation as acquisition of human capital that is specific to the host country’s labor market. We show that a non-integrated migrant finds it optimal to acquire a relatively limited quantity of human capital; with fellow migrants constituting his only comparison group, a non-integrated migrant does not have a relative-deprivation-based incentive to close the income gap with the natives. However, when a migrant is made to integrate, his social proximity to the natives exposes him to relative deprivation, which in turn prompts him to form more destination-specific human capital in order to increase his earnings and narrow the income gap with the natives. In this way, social integration becomes a catalyst for economic assimilation. |
| Keywords: | Assimilation, Integration, Social proximity, Interpersonal comparisons, Relative deprivation, Human capital formation, Consumer/Household Economics, Institutional and Behavioral Economics, Labor and Human Capital, D01, F22, J15, J24, J61, O15, Z10, |
| Date: | 2013–08 |
| URL: | http://d.repec.org/n?u=RePEc:ags:ubzefd:155148&r=hrm |