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on Human Capital and Human Resource Management |
| By: | Christopher S. Cotton (Queen’s University - Department of Economics); Brent R. Hickman (Washington University in St. Louis - Olin Business School); John A. List (University of Chicago - Department of Economics; Australian National University; NBER); Joseph Price (Brigham Young University - Department of Economics); Sutanuka Roy (University of Chicago - Department of Economics, Australian National University) |
| Abstract: | We leverage a field experiment across three distinct school districts to identify key pieces of a structural model of adolescent human capital production. Our focus is inspired by the contemporary psychology of education literature, which expresses learning as a function of the ratio of the time spent on learning to the time needed to learn. By capturing two crucial student-level unobservables—which we denote as academic efficiency (turning inputs into outputs) and time preference (motivation)—our field experiment lends insights into the underpinnings of adolescent skill formation and provides a novel view of how to lessen racial and gender achievement gaps. One general insight is that students who are falling behind their peers, whether correlated to race, gender, or school district, are doing so because of academic efficiency rather than time preference. We view this result, and others found in our data, as fundamental to practitioners, academics, and policymakers interested in designing strategies to provide equal opportunities to students. |
| Keywords: | Adolescent human capital; field experiment; structural econometrics; psychology of education |
| JEL: | C93 I21 I24 J22 J24 |
| Date: | 2020 |
| URL: | http://d.repec.org/n?u=RePEc:bfi:wpaper:2020-150&r=all |
| By: | Subhasish M. Chowdhury (University of Bath); Joo Young Jeon (University of Reading); Chulyoung Kim (Yonsei Univ); Sang-Hyun Kim (Yonsei Univ) |
| Abstract: | We investigate gender difference in lying behavior when the opportunity to tell lies is repeated. In specific, we distinguish the situations in which such an opportunity can be planned versus when it comes as a surprise. We use data from an existing study (Chowdhury et al., 2021) and show that when the opportunity to tell a lie comes as a surprise, then on the first occasion, males lie more than females. However, when telling lies can be planned, there is no gender difference in telling a lie. When planning is possible, females tell more lies in the first occasion than when it is not. Males do not show such behavior. On the second and final occasion, males lie more than females only when they either could not plan but had an opportunity to lie before or could plan but did not have to tell a lie before. |
| Keywords: | Dishonesty; Lying; Pre-planning; Gender |
| JEL: | C91 D01 D91 J16 |
| Date: | 2021–01 |
| URL: | http://d.repec.org/n?u=RePEc:yon:wpaper:2021rwp-184&r=all |
| By: | Olga Kuzmina (New Economic School); Valentina Melentyeva (ZEW and University of Mannheim) |
| Abstract: | Using data across European corporate boards, we investigate the effects of quota-induced female representation on firm value and operations. We use quasi-random assignment induced by rounding and find that promoting gender equality is aligned with shareholder interests. This result is in stark contrast with previous work finding large negative effects of women on firm value. This discrepancy arises because these papers considered firms with different pre-quota shares of women to be good counterfactuals to each other. In our data, we see that such firms grew differently already before the regulation, resulting in a negatively biased estimate of the effect. We overcome this bias by considering sharp increases that arise whenever percentage-based regulation applies to a small group of people. We further show that these large positive effects of female directors are not explained by increased risk-taking or changes in board characteristics, but rather by scaling down inefficient operations and empire-"demolishing". |
| Keywords: | Gender diversity, gender quota, board of directors, firm performance |
| JEL: | J16 J48 G34 G38 C18 |
| Date: | 2021–02 |
| URL: | http://d.repec.org/n?u=RePEc:abo:neswpt:w0282&r=all |
| By: | J.D. Tena; Jorge Tovar |
| Abstract: | Emotions are intrinsic components of human behavior that have the capacity to affect how individuals perform in their daily activities. Much of the literature has explored the topic using experimental data or, when using sporting events, focusingon pre-competition triggers. This paper uses, granular, event-level data from the 2018 FIFA football World Cup to study for the first time how observed and naturally induced emotions impact performance as measured by each player's passing ability. The quasi-natural experimental set up is rich enough to study the influence of positive and negative emotions and their duration. The paper finds that negative emotions harm performance between 3 to 9 minutes after the trigger. At the same time,there is weak evidence that positive emotions also constrain performance, but only between 6 to 8 minutes after the trigger event. |
| Keywords: | sports economics, workers performance, emotions |
| JEL: | D91 Z29 C21 |
| Date: | 2021–01 |
| URL: | http://d.repec.org/n?u=RePEc:liv:livedp:202105&r=all |
| By: | Diane Pelly (School of Economics, University College Dublin); Michael Daly (Department of Psychology, Maynooth University); Liam Delaney (Behavioural Science Unit, London School of Economics); Orla Doyle (School of Economics, University College Dublin) |
| Abstract: | The potential impact of COVID-19 restrictions on worker well-being is currently unknown. In this study we examine 15 well-being outcomes collected from 621 full-time workers assessed before (November, 2019 - February, 2020) and during (May-June, 2020) the COVID-19 pandemic. Fixed effects analyses are used to investigate how the COVID-19 restrictions and involuntary homeworking affect well-being and job performance. The majority of worker well-being measures are not adversely affected. Homeworkers feel more engaged and autonomous, experience fewer negative emotions and feel more connected to their organisations. However, these improvements come at the expense of reduced homelife satisfaction and job performance. |
| Keywords: | COVID-19 restrictions, workers, homeworking, subjective well-being, productivity, mental health, job satisfaction, engagement |
| JEL: | J08 J24 I31 |
| Date: | 2021–01–01 |
| URL: | http://d.repec.org/n?u=RePEc:ucd:wpaper:202101&r=all |
| By: | Ivana Marinovic Matovic (Addiko Bank AD Belgrade, Serbia); Miloš Pavlovic (University of Pristina, Serbia) |
| Abstract: | Performance management has gained in importance, especially in recent times, as managers are under constant pressure to improve organizational performances. Performance management, as a process of efficient management of executive compensation, is a relatively new concept. This paper analyzes the concept of business performances, as well as the concept of performance management. It shows the evolution of business performances over time. Finally, the paper elaborates the purpose, goals, principles, characteristics and significance of the organizational performances for the operationalization of policy and strategy of managerial compensation. |
| Keywords: | performance measurement, executive compensation, motivation |
| Date: | 2020–08 |
| URL: | http://d.repec.org/n?u=RePEc:smo:apaper:004im&r=all |
| By: | Kuhn, Peter J. (University of California, Santa Barbara); Yu, Lizi (University of Queensland) |
| Abstract: | We study the performance of small retail sales teams facing an incentive scheme that includes both a lump sum bonus and multiple accelerators (kinks where the piece rate jumps upward). Consistent with standard labor supply models, we find that the presence of an attainable bonus or kink on a work-day raises mean sales, and that sales are highly bunched at the bonus; inconsistent with those models we find that teams bunch at the kinks instead of avoiding them. Teams' responses to the kinks are consistent with models in which the kinks are perceived as symbolic rewards, and inconsistent with reference point models where kinks induce loss aversion. |
| Keywords: | teams, bonuses, bunching, accelerators, symbolic rewards, loss aversion |
| JEL: | J33 M12 |
| Date: | 2021–02 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp14115&r=all |