|
on Human Capital and Human Resource Management |
| By: | Pedro Portugal; Hugo Reis; Paulo Guimarães; Ana Rute Cardoso |
| Abstract: | Do more educated workers earn higher wages partly because they have access to high-paying firms and occupations? We rely on linked employer-employee data on Portugal to combine the estimation of AKM models with the decomposition of the returns to schooling. We exploit exogenous variation in education driven by changes in compulsory education. We show that education provides access to better-paying workplaces and occupations: 30% of the overall return to education operates through the workplace channel and 12% through the occupationchannel. The remainder is associated exclusively with the individual. Match quality plays a modest role in the returns to education. |
| Date: | 2023 |
| URL: | http://d.repec.org/n?u=RePEc:ptu:wpaper:w202322&r=hrm |
| By: | Mengus, Eric (HEC Paris); Michalski, Tomasz (HEC Paris) |
| Abstract: | Specialized knowledge-generating jobs comprise close to one fifth of employment and one fourth of the wage bill in French manufacturing firms. They are positioned high in the firm hierarchy, horizontally aside upper-tier managers but are not managerial in nature. This escapes the patterns implied by the hierarchy view of the firm. Conditioning on firm size and shares of management workers, their higher shares in employment at the firm level are correlated with more innovation and intangible capital, greater product complexity, higher revenue and quantity total factor productivity and profitability. This suggests that firms use specialized knowledge workers to generate within-firm knowledge and create firm capabilities. Consistently, we model firms as organizations where efficient production of higher-value added, complex goods requires information acquisition by within-firm knowledge workers to develop capabilities beyond those created by management and hierarchies. |
| Keywords: | firm organization; complexity; productivity; knowledge generation; capabilities |
| JEL: | D23 D24 D83 J24 L20 M10 M50 |
| Date: | 2023–01–20 |
| URL: | http://d.repec.org/n?u=RePEc:ebg:heccah:1493&r=hrm |
| By: | Matthias Raddant; Fariba Karimi |
| Abstract: | Diversity in leadership positions and corporate boards is an important aspect of equality. It is important because it is the key to better decision-making and innovation, and above all, it paves the way for future generations to participate and shape our society. Many studies emphasize the importance of the visibility of role models and the effect that connectivity has on the success of minorities in leadership. However, the connectivity of firms, the dynamics of the adoption of minorities, and the long-term effects have not been well understood. Here, we present a model that shows how these effects work together in a dynamic model that is calibrated with empirical data of firm and board networks. We show that homophily -- the appointment of minorities is influenced by the presence of minorities in a board and its neighboring entities -- is an important effect shaping the trajectory towards equality. We further show how perception biases and feedback related to the centrality of minority members influence the dynamic. We find that reaching equality can be sped up or slowed down depending on the distribution of minorities in central firms. These insights bear significant implications for policy-making geared towards fostering equality and diversity within corporate boards. |
| Date: | 2024–04 |
| URL: | http://d.repec.org/n?u=RePEc:arx:papers:2404.11334&r=hrm |
| By: | Charlotte Cordes; Jana Friedrichsen; Simeon Schudy |
| Abstract: | Procrastination is often attributed to time-inconsistent preferences but may also arise when individuals derive anticipatory utility from holding optimistic beliefs about their future effort costs. This study provides a rigorous empirical test for this notion of ‘motivated procrastination’. In a longitudinal experiment over four weeks, individuals must complete a cumbersome task of unknown length. We find that exogenous variation in scope for motivated reasoning results in optimistic beliefs among workers, which causally increase the deferral of work to the future. The roots for biased beliefs stem from motivated memory, such that procrastination may persist even if uncertainty is eventually resolved. |
| Keywords: | anticipatory utility, beliefs, memory, motivated cognition, procrastination, real effort, task allocation |
| JEL: | C91 D83 D84 D90 D91 |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:ces:ceswps:_11072&r=hrm |