Performance pay in Canadian and Australian firms: a comparative study

Based on data from 315 Canadian and Australian firms, this study examines the incidence of 13 specific forms of performance pay, along with factors that may affect their incidence. Overall, Canadian and Australian firms showed similar incidences of most forms of performance pay, with employee profit sharing the notable exception. Depending on the type and form of performance pay, various factors predicted the incidence of performance pay. As expected, firm size and unionization were among the most important predictors of individual and organizational performance pay, but neither factor predicted group performance pay. The results also indicated that high involvement firms in both Canada and Australia used more organizational performance pay than other firms, but not more group or individual performance pay. This study provides qualified support for convergence in international pay practices, but also highlights the continued importance of contextual and firm-level factors.     

Human capital revisited: The role of experience and education when controlling for performance and cognitive skills

Human capital theory predicts that differences in wages arise because of differences in human capital. The latter can be accumulated in two ways: through experience and education. Using matched firm–worker data for the Ghanaian Manufacturing sector we first test whether changes in wages over the life cycle reflect changes in performance, following the methodology of Medoff and Abraham [Medoff, J.L., &; Abraham, K.G. (1980). Experience, Performance, and Earnings. Quarterly Journal of Economics, 95(4), 703-736; Medoff, J.L., &; Abraham, K.G. (1981). Are Those Paid More Really More Productive? The Case of Experience. Journal of Human Resources, 16(2), 186–216]. We find that wage–seniority profiles are independent of performance – a result that holds when controlling for firm fixed effects. Extending the analysis, we include a control for on-the-job-training and find that it does not attenuate the seniority profile, which is also at odds with human capital theory. We do find however that firm characteristics play an important role. Wage–seniority profiles are steeper in large firms, but performance profiles are not, suggesting that the results from Medoff and Abraham are specific to large firms. We then assess the role of education. Our results confirm that education is important for the allocation to job levels. Using data on cognitive ability, we also find that the effect of education on wages is at least partially because it signals cognitive ability. We also find evidence that the returns to education are not related to performance, while the returns to cognitive ability are.     

Does pay affect productivity or react to it?: Examination of U.S. manufacturing

There may be a bi-directional relationship between wages and labor productivity. According to conventional theory, employers reward improvements in productivity by raising pay. It also has been argued that wage increases can provide an incentive to improve productivity. This study applies a technique by Geweke to identify the feedback between pay and productivity in U.S. manufacturing. For the 1949–1998 period, measures of directional feedback indicate that both “pay as reward” and “pay as incentive” behaviors have occurred, but the results vary across manufacturing subsectors.     

A longitudinal analysis of search frictions and matching in the U.S. labor market

This paper takes a partial equilibrium on-the-job search model to a decade (1996–2006) of repeated cross-sections from the U.S. Current Population Survey. Each month, a set of parameters ruling worker mobility between labor market states and along the wage ladder is estimated using wage distributions and individual transitions. In particular, job-to-job mobility is decomposed into a voluntary component (on-the-job search) and an involuntary one (job reallocation). The resulting time series of transition parameters are first used in a longitudinal analysis of labor turnover and search frictions. Job reallocations are shown to be key in the acyclical behavior of the job separation rate, and in the procyclical behavior of the probability of changing job. Moreover, an index of search frictions is computed and shown to follow no cyclical pattern. The paper then turns to an estimation of the matching function with both unemployed and employed job seekers. The transition parameters from the job search model are used as weights in an aggregate indicator of labor supply. The inclusion of employed workers increases the estimates of the elasticities of the matching function with respect to its two inputs (labor supply and job vacancies).     

The part-time pay penalty in a segmented labor market

This paper is the first to examine the implications of switching to PT work for women's subsequent earnings trajectories, distinguishing by their type of contract: permanent or fixed-term. Using a rich longitudinal Spanish data set from Social Security records of over 76,000 prime-aged women strongly attached to the Spanish labor market, we find that the PT/FT hourly wage differential is larger and more persistent among fixed-term contract workers, strengthening the existent evidence that these workers can be classified as secondary. The paper discusses problems arising in empirical estimation (including a problem not discussed in the literature up to now: the differential measurement error of the LHS variable by PT status), and how to address them. It concludes with policy implications relevant for Continental Europe and its dual structure of employment protection.     

Social and economic exchange relationships and performance contingency: differential effects of variable pay and base pay

Abstract

In this study, we tested hypotheses derived from social exchange theory by investigating the relationships between employees’ base and variable pay and their social and economic exchange relationships with their employer. In a cross-lagged study of approximately 30 months duration including 488 respondents, the amount of accumulated base pay was positively related to a social exchange relationship, whereas the accumulated amount of variable pay was positively related to an economic exchange relationship. We discuss the theoretical and practical implications of these findings and propose future research on the relationship between pay and social and economic exchange relationships.     

A labor perspective on fair pay: High-performance work at Corning,Inc.

The Corning-American Flint Glass Workers Union (AFGWU) partnership agreement provides a test case for the possibility of a more egalitarian and productive workplace. However, a conflict over fair compensation for high-performance work could become a major barrier to the realization of that promise. A model of fair pay is suggested, proposing that a goal of minimizing the job and pay hierarchy and maximizing the return for employee contributions would facilitate “ethical partnership” and create incentives for high-performance work. Former Shop Steward, Executive Board member, President of AFGWU Local 1000, Corning, New York. (Organizational affiliation given for identification purposes only. The opinions expressed in this article are solely those of the authors and in no manner, whether written or implied, represent a view that is endorsed or sanctioned by the AFGWU.)     

Costly external finance and labor market dynamics

We study the role of agency frictions and costly external finance in cyclical labor market dynamics, with a focus on how credit-market frictions may amplify aggregate TFP shocks. The main result is that aggregate TFP shocks lead to large fluctuations of labor market quantities if the model is calibrated to the empirically observed countercyclicality of the finance premium. A financial accelerator mechanism thus amplifies labor market fluctuations by rendering rigidity in real wage dynamics. In contrast, if the finance premium is procyclical, which the model can be parameterized to accommodate, amplification is absent, and labor-market fluctuations display the Shimer (2005) puzzle.     

U.S. productivity in agriculture and R&D

This paper examines the impact of R&D on multifactor productivity in the U.S. agricultural sector over the 1910–1990 period. We use the Bennet–Bowley indicator to measure agricultural productivity based on a multiple output-multiple input technology. We demonstrate the relationship between the price dependent Bennet–Bowley indicator and the Luenberger productivity indicator which is constructed from directional distance functions without requiring price information. These performance measures are dual to the profit function which arguably makes them especially useful in the agricultural setting. We employ time-series techniques to investigate the effect of R&D on the pattern of productivity growth. We find that we cannot reject the presence of a cointegrating relationship between the two series and that productivity growth in the U.S. agriculture responds positively to R&D expenditure with a lag of between four and ten periods.

Welfare-improving policy on medical tourism and labor productivity: A theoretical analysis

This paper considers welfare and wage inequality effects of developing medical tourism on the host country from a theoretical point of view. Due to the competition between public healthcare provision and medical tourism, the development of medical tourism might reduce labor productivity and thus widen wage inequality via the increased wage rates of healthcare workers and decreased wage rates of production workers. In addition, the expansion of medical tourism can lower social welfare of the host country through a decline in labor productivity caused by reduced public healthcare provision. A tax-subsidy welfare-improving scheme is suggested to mitigate the unfavorable productivity effect of medical tourism on the host economy. This theoretical result fits into current empirical evidence on medical tourism.     

Investment incentives and the demand for labor in U.S. regions

Most studies of federal investment incentives are limited to those policies' effects on capital formation. This paper departs from this tradition by examining the employment consequences, in general, and by industry and metropolitan area. In particular, it asks whether the accelerated depreciation allowance and investment tax credit: (1) generally displace more jobs (via the substitution effect) than they create (via the scale effect), (2) affect the overall employment situation in some metropolitan areas more than in others, and (3) help reallocate jobs across industries and metropolitan areas. Using data from Los Angeles and Philadelphia in two production models, the paper concludes that each of these outcomes is likely, though (2) depends on metropolitan areas' particular mixes of industries.     

U.S. Pay Equity Legislation: Sheep in Wolves' Clothing

In the last century, women in the United States have made tremendous changes to their labor market behavior. What has not changed very much over this time period is the relative economic status of women compared to men. Another constant has been a high level of job segregation by gender, such that few organizations employ both men and women to do a particular job. These facts have led many scholars to conclude that employers systematically undervalue female-dominated jobs, and that legislative initiatives are needed to rectify this problem. This paper reviews 4 bills that have been introduced in the U.S. Congress. Each of these bills contains loopholes that would allow most employers to maintain their current pay rates. The Congressional initiatives are contrasted with a much more stringent bill that has been introduced in the New York state legislature.     

Outsourcing of Services and the Productivity Recovery in U.S. Manufacturing in the 1980s and 1990s

Manufacturing productivity growth recovered during the 1980s and 1990s, while other sectors, particularly services, did not. In the same period U.S. manufacturing has engaged in the “outsourcing” or “contracting-out” of service functions. Has the recovery of manufacturing been accomplished by industrial reorganization--sloughing off sluggish services--rather than technical progress? We analyze this question by reducing service inputs to their consituent elements of material inputs. Service productivity growth is thus imputed to the goods sectors, reducing the recovery of manufacturing productivity growth in the 1980s by one fifth. The recovery lasted through the 1990s, when high productivity performers in manufacturing have been relatively successful at outsourcing sluggishservices.

     

DEA of financial statements data: The U.S. computer industry

DEA (data envelopment analysis) is a technique for determining the efficiencyfrontier (the envelope) to the inputs and outputs of a collection of individual corporations or other productive units. DEA is here employed to estimate the intertemporal productive efficiency of U.S. computer manufactures, using financial data brought from earnings statements and balance sheets. The results indicate that a few corporations, including Apple Computer Inc., Compaq Computer Corp., and Seagate Technology were able to stay at the productivity efficiency frontier throughout the time period investigated. But not all successful corporations did; sometimes subefficiency (=disequilibrium) actually goes together with very rapid growth. A new Malmquist type productivity index is calculated for each corporation, measuring shifts of the estimated intertemporal efficiency frontier.     

Interrelations in market fears of U.S. and European equity markets

We examine interdependence between the implied volatilities of U.S. and five European markets in an integrated multivariate system that allows interactions in the first and second moments of volatility processes. Our results find significant interactions in the variance-covariance matrix of VIX and European volatilities which persist and facilitate risk transmission. Changes in U.S. and Eurozone volatilities are important drivers of risk shocks in European markets. VIX and European volatilities have predictive ability for each other. Further, VIX shocks contribute significantly to the prediction error of European risk shocks, but not vice versa. Risk transmission from U.K. markets to U.S. and European markets intensified around the Brexit vote. Also, VIX shocks added significantly more to European risks during the global financial crisis. Our results highlight the potential weakness of risk transmission models that ignore the second-moment risk transmission channel and have implications for volatility trades, portfolio diversification strategies, and hedging the cross-market risks.     

Quantifying Structural Change in U.S. Agriculture: The Case of Research and Productivity

Previous work on structural change in agriculture has failed to distinguish long-run trends from structural breaks leading to new trends. We measure structural changes as statistically significant breaks in either stochastic or deterministic time trends, and apply these measures to agricultural productivity and research. Productivity has a break in 1925 accompanying agriculture's early experience with the Great Depression. Research trends shifted in 1930 as the Depression and new technology began to strongly influence efficient farm size and capitalization. After modeling lags between research and productivity impacts in a vector autoregression (VAR), we compare our results to earlier work by developing a procedure to estimate the rate of return to research from the impulse response function of the VAR.     

从农田到市场——美国食品经销业扫描

简要介绍了美国食品的经销过程，即从农田到加工，从食品配送到超级市场，运用各类交通工具非常迅速的到达消费者手中。     

Firm-specific wage growth and changes in the labor market for managers

This paper analyzes recent changes in the employment relationships between managers and firms. In both Becker's and Lazear's models of firm-specific wage growth, compensation is deferred from early in an employee's tenure with a firm until later in the contract. The deferred compensation bonds the worker to the firm. Based on cross-sectional data from Current Population Surveys, rates of firm-specific wage growth are estimated for the managerial labor market. The findings show that the rate of wage growth that is firm-specific for managers in manufacturing industries declined significantly during the early 1980s. It is estimated, for example, that a manager with 12 years of tenure in a manufacturing firm enjoyed, on average, a 25% wage premium in 1979 over an otherwise similar manager who was a new hire in a firm. By 1983 the firm-specific wage premium for a manager with 12 years of tenure was only 5%. These changes represent a significant reduction in the strength of the employment bond between firms and managers, and a reduction in the incentive effects previously enjoyed by firms from the use of deferred-compensation schemes. This change is consistent with the significant increases in the displacement rates of managers that occurred during the 1980s.     

A comparison of multifactor productivity calculations of the U.S. agricultural sector

Since the late 1970s, there have been fourteen studies that have estimated multifactor productivity (MFP) growth rates for the U.S. agricultural sector. The estimates of average annual MFP growth rates have ranged from 1.15 to 1.94 percent per year for studies using the gross productivity approach. The purpose of this paper is to identify the reasons for these different estimates. We consider theoretical and empirical factors and do not find any single reason that satisfactory explains the variation. The alternative estimates appear to be most sensitive to the coverage of years.     

A primal-dual approach to nonparametric productivity analysis: The case of U.S. agriculture

Nonparametric methods for measuring productivity indexes based on bounds for the underlying production technology are presented. Following Banker and Maindiratta, the lower bound is obtained from a primal approach while the upper bound corresponds to a dual approach to nonparametric production analysis. These nonparametric bounds are then used to estimate input-based and output-based distance functions. These radial measures provide the basis for measuring productivity indexes. Application to times series data on U.S. agriculture indicates a large gap between the primal lower bound and the dual upper bound. This generates striking differences between the primal and dual nonparametric productivity indexes.Respectively, professor and associate professor of Agricultural Economics, University of Wisconsin-Madison. Seniority of authorship is equally shared. We would like to thank Rolf Färe and an anonymous reviewer for useful comments on an earlier draft of the paper. This research was supported in part by a Hatch grant from the College of Agriculture and Life Sciences, University of Wisconsin-Madison.