nep-hrm New Economics Papers
on Human Capital and Human Resource Management
Issue of 2017‒08‒27
four papers chosen by
Patrick Kampkötter
Eberhard Karls Universität Tübingen

  1. Who Moves Up the Job Ladder? By John Haltiwanger; Henry Hyatt; Erika McEntarfer
  2. The Impact of Firm Size on Dynamic Incentives and Investment By Chi, Chang Koo; Choi, Kyoung Jin
  3. Factors Affecting Employee Motivation Towards Employee Performance: A Study on Banking Industry of Pakistan By Khan, Abdullah; Ahmed, Shariq; Paul, Sameer; Alam Kazmi, Syed Hasnain
  4. Racial/Ethnic Differences In Non-Work At Work By Daniel S. Hamermesh; Katie R. Genadek; Michael C. Burda;

  1. By: John Haltiwanger; Henry Hyatt; Erika McEntarfer
    Abstract: In this paper, we use linked employer-employee data to study the reallocation of heterogeneous workers between heterogeneous firms. We build on recent evidence of a cyclical job ladder that reallocates workers from low productivity to high productivity firms through job-to-job moves. In this paper we turn to the question of who moves up this job ladder, and the implications for worker sorting across firms. Not surprisingly, we find that job-to-job moves reallocate younger workers disproportionately from less productive to more productive firms. More surprisingly, especially in the context of the recent literature on assortative matching with on-the-job search, we find that job-to-job moves disproportionately reallocate less-educated workers up the job ladder. This finding holds even though we find that more educated workers are more likely to work with more productive firms. We find that while more educated workers are less likely to match to low productivity firms, they are even less likely to separate from them, with less educated workers both more likely to separate to a better employer in expansions and to be shaken off the ladder (separate to nonemployment) in contractions. Our findings underscore the cyclical role job-to-job moves play in matching workers to higher productivity and better paying employers.
    JEL: E24 E32 J63
    Date: 2017–08
  2. By: Chi, Chang Koo; Choi, Kyoung Jin
    Abstract: Recent studies conclude that small firms have higher but more variable growth rates than large firms. To explore how this empirical regularity affects moral hazard and investment, we develop an agency model with a firm size process having two features: the drift is controlled by the agent's effort and the principal's investment decision, and the volatility is proportional to the square root of size. The firm improves on production efficiency as it grows, and wages are back-loaded when size is small but front-loaded when it is large. Furthermore, there is underinvestment in a small firm but overinvestment in a large firm.
    Keywords: Time-Varying Firm Size, Size-Dependence Regularity, Firm Size Effect, Dynamic Moral Hazard, Investment
    JEL: D82 D86 D92
    Date: 2016–05–20
  3. By: Khan, Abdullah; Ahmed, Shariq; Paul, Sameer; Alam Kazmi, Syed Hasnain
    Abstract: The study provides the cognitive support for developing employee’s motivation level at optimized level through consciousness towards applied approach and unrealistic ideas. The diligence of the research is to present the factors that help to motivate the employees to perform their job well. Whereas, the study restrains empirical and descriptive analysis of variables which comprehensibly highlight the significant relationship among the independent variable and dependent variable; the close-ended questionnaire is constructed to compute the statistical data. The study identifies the strong relationship among the defined factors that enhance the employee’s motivation level in banking sector. Although the research is also aware the management and the managers of banks about the most preference factors that improves the employee motivation in the banks. This study valued the integrating knowledge, experience, action to groom skilled employees in the banks. Moreover, the main contribution of the research evaluating the role of the motivational factors in banking industry.
    Keywords: Motivation; Empowerment; Job environment; Banking; Employee performance algorithm
    JEL: M1 M2 M31 O1
    Date: 2017–06–29
  4. By: Daniel S. Hamermesh; Katie R. Genadek; Michael C. Burda;
    Abstract: See content.
    Keywords: time use, work effort, racial differences, discrimination
    JEL: J15 J22 J31
    Date: 2017–08

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