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on Human Capital and Human Resource Management |
| By: | Böhm, Michael (University of Bonn); Metzger, Daniel (Stockholm School of Economics); Strömberg, Per (SIFR) |
| Abstract: | Relative pay in the financial sector has experienced an extraordinary increase over the last few decades. A proposed explanation for this pattern has been that the demand for skilled workers in finance has risen more than in other sectors. We use Swedish administrative data, which include detailed cognitive and non-cognitive test scores as well as performance in high-school and university, to examine the implications of this hypothesis for talent allocation and relative wages in the financial sector. We find no evidence that the selection of talent into finance increased or improved, neither on average nor at the top of the talent distribution. A changing composition of talent or their returns cannot account for the surge in the finance wage premium. These findings alleviate concerns about a “brain drain” into finance at the expense of other sectors, but they also suggest that rents in finance are high, increasing, and largely unexplained. |
| Keywords: | Finance wage premium; talent allocation; wage inequality |
| JEL: | G20 J31 M52 |
| Date: | 2015–11–01 |
| URL: | http://d.repec.org/n?u=RePEc:hhs:rbnkwp:0313&r=hrm |
| By: | Alexey Ulanovsky (National Research University Higher School of Economics) |
| Abstract: | This article studies coaching in an organizational context. The research focuses on analysing the specifics of clients’ experiences before, during and after coaching sessions, based on a survey (N=68) and sets of interviews with executives, managers and employees (N=18). It investigates the role and types of coaching expectations, the dynamics of client evaluations during the sessions, their feeling of security, the perception of the coach’s style, types of work (psychologically-oriented and managerial-oriented) and organizational context. Special attention is paid to the qualitative analysis of the positive and negative metaphors of coaching in relation to client satisfaction or dissatisfaction with the sessions, and the conditions which contribute to, or hinder, the efficacy of corporate sessions. |
| Keywords: | coaching; organization, qualitative research, metaphors, satisfaction, coaching sessions. |
| JEL: | Z |
| Date: | 2015 |
| URL: | http://d.repec.org/n?u=RePEc:hig:wpaper:51psy2015&r=hrm |
| By: | Rudi Rocha; Claudio Ferraz; Rodrigo R. Soares |
| Abstract: | This paper examines the role of human capital persistence in explaining long-term development. We exploit variation induced by a state-sponsored settlement policy that attracted a pool of immigrants with higher levels of schooling to particular regions of Brazil in the late 19th and early 20th century. We show that municipalities that received settlements experienced increases in schooling that persisted over time. One century after the policy, localities that received state-sponsored settlements had higher levels of schooling and income per capita. We provide evidence that long-run effects were driven by persistently higher supply and use of educational inputs and shifts in the structure of occupations towards skill-intensive sectors. |
| Date: | 2015 |
| URL: | http://d.repec.org/n?u=RePEc:ioe:clabwp:22&r=hrm |
| By: | Katolnik, Svetlana; Kukec, Sandra K.; Schöndube, Jens Robert |
| Abstract: | Efficiency of the board structure is usually perceived as linked to a higher degree of monitoring. If monitoring improves performance measurement signals, on which a manager is compensated, it can be considered desirable from the manager's point of view. As a result, having a low degree of board independence (many insiders on the board) may incentivize the board to improve its monitoring technology. However, from a dynamic perspective board monitoring is not always desirable, since it can destroy the ex ante efficient trade-off between risk and incentives under the presence of renegotiation possibility. This provides predictions for an optimal board composition seen from a dynamic perspective. |
| Keywords: | Corporate governance, Board composition, Inside directors, Board incentives |
| JEL: | D81 G34 M41 |
| Date: | 2015–12 |
| URL: | http://d.repec.org/n?u=RePEc:han:dpaper:dp-567&r=hrm |
| By: | Hensvik, Lena (IFAU - Institute for Evaluation of Labour Market and Education Policy); Rosenqvist, Olof (IFAU - Institute for Evaluation of Labour Market and Education Policy) |
| Abstract: | We study how employee sickness absence affects worker-firm matching. We build on the idea that firms are sensitive to absence in jobs with few substitutes (unique positions). Consistent with this, we show that unique employees are less absent conditional on individual characteristics, establishment fixed effects and detailed occupational information. Half of this association is explained by sorting of low-absence workers into unique positions but sorting is less pronounced under imperfect information. Finally, job separations respond more to realized sickness absence in unique positions. The findings suggest that the cost of production disruptions is an important aspect of firms’ hiring choices. |
| Keywords: | Sickness absence; production disruption; coworker substitutes; hiring strategies |
| JEL: | J23 J24 L23 M51 |
| Date: | 2015–11–23 |
| URL: | http://d.repec.org/n?u=RePEc:hhs:ifauwp:2015_028&r=hrm |
| By: | Macchiavello, Rocco (University of Warwick); Menzel, Andreas (University of Warwick); Rabbani, Atonu (University of Dhaka); Woodruff, Christopher (University of Warwick) |
| Abstract: | Large private firms are still relatively rare in low-income countries, and we know little about how entry-level managers in these firms are selected. We examine a context in which nearly 80 percent of production line workers are female, but 95 percent of supervisors are male. We evaluate the effectiveness of female supervisors by implementing a training program for selected production line workers. Prior to the training, we find that workers at all level of the factory believe males are more effective supervisors than females. Careful skills diagnostics indicate that those perceptions do not always match reality. When the trainees are deployed in supervisory roles, production line workers initially judge females to be significantly less effective, and there is some evidence that the lines on which they work underperform. But after around four months of exposure, both perceptions and performance of female supervisors catch up to those of males. We document evidence that the exposure to female supervisors changes the expectations of male production workers with regard to promotion and expected tenure in the factory. |
| Keywords: | JEL Classification: |
| Date: | 2015 |
| URL: | http://d.repec.org/n?u=RePEc:cge:wacage:256&r=hrm |
| By: | Rui Dang |
| Abstract: | This paper is the first to estimate the causal effect of local human capital stock on individual adiposity and adds to the existing literature on estimating human capital externalities at the neighborhood level. We explore the possible causal pathways that college-educated neighbors exert on individual body weight, with the results revealing small yet significant human capital spillover effects. Among all adults, a percentage point increase in the neighborhood college graduates share results in a decrease of individual body mass index by 0.0026 log points, as well as a decrease of the individual likelihood of being overweight by 0.77 percentage points. Among high school graduates and college graduates, a percentage point increase in the neighborhood college graduates share results in a decrease of individual likelihood of being overweight by approximately 0.83 percentage points. |
| Keywords: | Obesity, local human capital externalities, control function, non-random sorting |
| JEL: | I00 R23 |
| Date: | 2015 |
| URL: | http://d.repec.org/n?u=RePEc:diw:diwsop:diw_sp805&r=hrm |