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on Human Capital and Human Resource Management |
| By: | Braunschweig, Luisa (Institute for Employment Research (IAB), Nuremberg, Germany ; Univ. Bamberg); Dauth, Wolfgang (Institute for Employment Research (IAB), Nuremberg, Germany ; Univ. Bamberg); Roth, Duncan (Institute for Employment Research (IAB), Nuremberg, Germany ; Institute of Labor Economics) |
| Abstract: | "We examine the development of worker-firm matching over the career due to job mobility. Using administrative employer-employee data covering the universe of German employees, we measure the degree of assortative matching as the correlation of worker and firm quality measures obtained from a wage decomposition in the style of Abowd/Kramarz/Margolis (1999). We also introduce a novel measure based on the distance between the estimates of worker and firm quality. Both measures indicate that the degree of assortative matching, on average, increases with each job move. For high-quality workers, this can be explained by job ladder models as these workers move to higher-quality firms. Low-quality workers are matched less assortatively at the beginning of their careers, but also manage to climb the job ladder at first. For this group, the increase in assortative matching increases after the third job, when they fall down the job ladder. Changes in worker-firm matching are also relevant for the extent of life cycle inequality. We estimate that the increase in assortative matching accounts for around 25 percent of the increase in wage inequality over the life cycle." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | IAB-Open-Access-Publikation ; Integrierte Erwerbsbiografien |
| JEL: | J23 J24 J31 J62 |
| Date: | 2024–09–02 |
| URL: | https://d.repec.org/n?u=RePEc:iab:iabdpa:202411 |
| By: | Zhang, Shuo (Northeastern University); Kuhn, Peter J. (University of California, Santa Barbara) |
| Abstract: | We audit the job recommender algorithms used by four Chinese job boards by creating fictitious applicant profiles that differ only in their gender. Jobs recommended uniquely to the male and female profiles in a pair differ modestly in their observed characteristics, with female jobs advertising lower wages, requesting less experience, and coming from smaller firms. Much larger differences are observed in these ads' language, however, with women's jobs containing 0.58 standard deviations more stereotypically female content than men's. Using our experimental design, we can conclude that these gender gaps are generated primarily by content-based matching algorithms that use the worker's declared gender as a direct input. Action-based processes like item-based collaborative filtering and recruiters' reactions to workers' resumes contribute little to these gaps. |
| Keywords: | recommender system, algorithm, gender, job platform |
| JEL: | C93 J71 J16 O33 M50 |
| Date: | 2024–08 |
| URL: | https://d.repec.org/n?u=RePEc:iza:izadps:dp17245 |
| By: | Pol Campos-Mercade; Armando N. Meier; Stephan Meier; Devin G. Pope; Florian H. Schneider; Erik Wengström |
| Abstract: | Whether monetary incentives to change behavior work and how they should be structured are fundamental economic questions. We overcome typical data limitations in a large-scale field experiment on vaccination (N = 5, 324) with a unique combination of administrative and survey data. We find that guaranteed incentives of $20 increase uptake by 13 percentage points in the short run and 9 in the long run. Guaranteed incentives are more effective than lottery-based, prosocial, or individually-targeted incentives, though all boost vaccinations. There are no unintended consequences on future vaccination or heterogeneities based on vaccination attitudes and incentivized economic preferences. Further, administrative data on relatives shows substantial positive spillovers. Our findings demonstrate the great potential of incentives for improving public health and provide guidance on their design. |
| JEL: | C93 D01 D62 I12 I18 |
| Date: | 2024–09 |
| URL: | https://d.repec.org/n?u=RePEc:nbr:nberwo:32899 |
| By: | Zanoni, Wladimir; Duryea, Suzanne; Paredes, Jorge |
| Abstract: | In this study, we investigate the extent and mechanisms of gender-based discrimination in urban Ecuador's hiring practices, a critical issue for understanding persistent gender disparities and informing policy. Using an artifactual field experiment with 392 recruiters evaluating observationally equivalent male and female job candidates, we uncover a significant preference for female candidates. Our results show that women were preferred by a margin of 15%, despite equivalent productivity assessments between genders. This suggests that hiring decisions are influenced by factors beyond assessed productivity differentials. We hypothesize that social norms advocating for gender equality significantly drive these preferences, and demonstrate that the preference for women aligns with the observed trend of narrowing the employment gender gap in survey data. |
| Keywords: | Gender discrimination;Occupational Segregation;labor market;Stereotyping |
| JEL: | J16 J71 C93 |
| Date: | 2024–08 |
| URL: | https://d.repec.org/n?u=RePEc:idb:brikps:13705 |
| By: | Rho, Hye Jin; Riordan, Christine; Ibsen, Christian Lyhne; Lamare, J. Ryan; Tapia, Maite |
| Abstract: | The COVID-19 pandemic inflicted unprecedented precarity upon workers, including concerns about job insecurity. We examine whether workers respond to job insecurity with voice, and assess the role of unions, managers, and employment arrangements in this relationship. Analyses of an original 2020 survey representative of Illinois and Michigan workers show that job insecurity is not significantly associated with voice. Further, while we find that union membership and confidence in organized labor are positively associated with voice, insecure workers are less likely to speak up than secure workers as confidence in organized labor increases. Last, we find that insecure nonstandard workers are less likely to use voice than their secure counterparts. |
| Keywords: | COVID-19; employment precarity; job security; nonstandard work; unions; voice |
| JEL: | R14 J01 J50 |
| Date: | 2023–02 |
| URL: | https://d.repec.org/n?u=RePEc:ehl:lserod:125305 |
| By: | Darova, Ornella; Duchene, Anne |
| Abstract: | We run two field experiments on team diversity in a large undergraduate economics class. Small groups with random compositions are generated and assigned team tasks. In the first experiment, tasks are creative and complex, while in the second one they are more standard. We use a multidimensional measure of diversity based on gender, race, and migration status. We estimate its impact on teamwork quality and group performance. We find a significant U-shaped effect on teamwork quality in both experiments. However, the impact on performance depends on the type of task: it is positive for creative tasks, but negative for standard ones. We interpret these results as the consequence of two conflicting forces: diversity is a source of creativity, but it can hamper communication and coordination between team members. When tasks are creative, the first (positive) force dominates; for standard tasks, instead, communication challenges do. The U-shaped impact on teamwork quality suggests that faultlines – dividing lines that split a group into subgroups based on demographic characteristics – can cause inter-subgroup cohesion to break down, while very homogeneous or very heterogeneous groups collaborate better. These results allow us to build a comprehensive framework to better understand the impact of diversity on teamwork. |
| Keywords: | Diversity, Knowledge Production, Creativity, Teamwork, Education |
| JEL: | A22 I21 J15 |
| Date: | 2024–01–15 |
| URL: | https://d.repec.org/n?u=RePEc:pra:mprapa:121976 |
| By: | Eric Bartelsman (Vrije Universiteit Amsterdam); Sabien Dobbelaere (Vrije Universiteit Amsterdam); Alessandro Zona Mattioli (Vrije Universiteit Amsterdam) |
| Abstract: | This paper provides evidence from a natural experiment on the importance of tacit knowledge that workers have about firms’ intangible assets for competition in product and labor markets. First, evidence is presented on product and labor market imperfections across firms in manufacturing and services industries in the Netherlands. Price-cost markups and wage markups are both shown to be positively related to intangible intensity at the firm level. A model is developed of the processes of intangible investment and wage bargaining of heterogeneous firms, providing a mechanism that relates workers’ tacit knowledge to product and labor market imperfections at the firm level. The model also incorporates a role for non-compete agreements (NCAs) limiting worker mobility. Our main empirical contribution comes from using linked employer-employee panel data with information on NCAs and changes in enforceability of these agreements. Using an event-study framework, we demonstrate that the removal of NCAs leads to higher wages and worker mobility and that the effect is stronger for workers employed in intangible-intensive firms. We find that NCAs affect workers across the skill distribution and across industries. The causal findings from changes in the legality of NCAs correspond with the mechanism described in the model. |
| Keywords: | Price-cost markups, rent sharing, technology, tacit knowledge, non-compete agreements |
| JEL: | J41 L10 M52 |
| Date: | 2024–09–13 |
| URL: | https://d.repec.org/n?u=RePEc:tin:wpaper:20240055 |