Minimum Pay Scale and Career Length in the NBA

We use data from the National Basketball Association (NBA) to analyze the impact of minimum salaries on an employee's career length. The NBA has a salary structure in which the minimum salary a player can receive increases with the player's years of experience. The NFL has a similar minimum wage policy; research suggests that the introduction of this system shortened career length in the NFL. Using duration analysis, we fail to find evidence that the new multi‐tiered minimum wage scale in the NBA increased the probability of exit.     

Half a Career: Discrimination & Railroad Internal Labor Markets

This paper examines the causes and consequences of the racial structure of railroad internal labor markets in the American South. By 1900, many southern railroads hired blacks almost exclusively for middle-level occupations on their trains but did not permit their promotion to top-level positions. This institutionalized bias in promotion helps explain the employment of whites and blacks at identical jobs but different wages. It also explains why it was impossible for some southern railroads to adopt the seniority-based promotion ladders that had become standard on railroads elsewhere in the United States.     

Family Structure and Family Earnings: The Determinants of Earnings Differences among Family Types

Mean total family earnings differ greatly by family structure (the number, age, and gender of adults, and the presence or absence of children and dependent elders). This study classifies families into seven major types by structure, and analyzes inequality in mean earnings among these types. Differences in mean earnings among types depend primarily on the amount of labor supplied to the labor market. The quantity of labor supplied, in turn, while reflecting in part differences in the head's characteristics (such as human capital), is largely determined by family structure. Earnings changes by family type over time from 1973 to 1987 are also discussed.     

The Time Allocation and Earnings of Artists

This article presents the results of an investigation into the time allocation and earnings of artists. Artists are unique because theyspend substantial amounts of time both at art work and at nonart work while earning the majority of their income from the latter. In order to empirically examine this allocation of time between art and nonart work, we estimate a four-equation system. We find that artists respond to price signals in the directions predicted by economic theory.     

终极控制人 两权分离度与盈余质量

本文以盈余-回报模型为基础,使用Stata软件研究我国A股上市公司2009年到2010年的数据,得到结论:股权分置改革完成后,国有控股股东的性质对企业盈余质量有正向影响的作用,而两权分离度与盈余质量负相关。本研究依此为进一步改善我国企业的公司治理、提升会计盈余质量和优化资本市场的成长提出些许对策和政策性建议,研究结果有很强的现实指导意义。     

The Determinants of Employee Productivity and Earnings

This paper uses data on employee wages and characteristics drawn from a nationwide sample of firms to re-examine the determinants of employee productivity and earnings. The results show that previous experience and tenure in the current job have significant, positive effects on wages and productivity. Hours of training are positively related to productivity and wage growth but generally not to levels of either. Lastly, gender effects are evident. Productivity growth and current productivity levels are slightly higher for females while their wages are significantly lower.     

收益与收益质量的分层研究

各层面对收益的不同认识以及所导出的收益质量问题是极为重要的实际问题。本文先以经济学和会计学辨析的视角说明收益的内涵及在理论与实践中的偏差，阐明全面收益理论的要点与意义。然后深入到收益质量内部，从经济收益的大小、会计收益与真实收益差异的客观性和人为因素导致的收益质量三个不同层面进行分析，最后就研究结论，运用统计分析的方法对我国上市公司收益质量进行实证描述与分析，本文旨在揭示收益质量不高的原因，找出辨析与提高收益与收益质量的方法与途径。     

资源枯竭型国有企业退出障碍与退出途径分析

中国资源枯竭型国有企业数目众多，较多企业同时面临资源枯竭和体制转换双重困难。这类企业的顺利退出是世界性的难题，也是中国经济发展和社会稳定的关键。本文根据产业经济学的基本框架，并结合阜新矿业集团等企业的实践，系统分析了资源枯竭型国有企业退出障碍的种类和退出途径的选择，试图理清逻辑思路，为各级政府和相关企业提供政策建议和决策参考。     

制度环境 盈余质量与融资约束

以我国A股上市公司2007-2008年的数据为样本,研究了盈余质量和制度环境因素对融资约束的影响。研究发现,盈余质量的提高和制度环境的改善都可以有效降低企业的融资约束;在市场化水平越高的地区,盈余质量对公司面临的融资约束所产生的缓解效应更加显著;但是在市场化水平低的地区,盈余质量的提高并没有很好地降低企业面临的融资约束水平。同时得出结论:盈余质量对于企业面临的融资约束的缓释作用离不开宏观制度环境的改善,政府应该加快各地区的市场化进程。     

Plant Exit, Vintage Capital and the Business Cycle

Despite the large literature on plant exit behavior, little attention has been paid to the vintage capital theory as an alternative hypothesis to learning. Learning models predict that exit rates decrease with plant age and the vintage capital theory predicts that exit rates increase with the age of capital. We use a panel of Norwegian manufacturing plants and construct an index of capital age to distinguish between the effects on exit rates. The empirical results imply that there is both a learning effect and a vintage capital effect. We also find that exit rates depend on the business cycle, and increase in severe downturns.     

Entry, Exit and Establishment Survival in UK Manufacturing

We study entry, exit and survival of UK manufacturing establishments from 1986 to 1991 using the newly released ARD database. We document patterns of entry and exit across industries and over time. We estimate an augmented Cox proportional hazard to examine the survival of new plants in the UK in this period. We find interactions between survival, size and age of establishment that differ between establishments that are singles and part of a group. We speculate that this finding may be consistent with market selection models based on learning.     

The Postmilitary Earnings of Female Veterans

The role of women in the military has grown rapidly. Using standard datasets and a special survey of reservists, female veterans are found to have better earnings endowments than nonveterans. Although female veterans have higher unadjusted earnings than nonveterans, a wage disadvantage is found for white but not nonwhite veterans following control for measured and unmeasured skills. Low returns to military service may result from historically limited military opportunities for women and difficulty in transferring skills to civilian jobs.     

Railroads and Price Discrimination: The Roles of Competition, Information, and Regulation

I evaluate railroad price discrimination in three periods: 1870–1886, before the passage of the Interstate Commerce Act; 1945–1975, when rates were regulated but railroads faced extensive intermodal competition; and 1980–2010, after the passage of major regulatory reforms. While price discrimination was widespread in each period, the specific practices varied as the nature of competition, regulation, and the information available to decision-makers changed. The Act focused heavily on price discrimination, and limited some practices while encouraging others. One major weakness of the Act was the restrictions that were imposed on pricing practices that could lead to cost reductions and productivity improvements.     

Overskilling,Job Insecurity,and Career Mobility

This paper uses longitudinal data from Australia to examine the extent to which overskilling—the extent to which work‐related skills and abilities are utilized in current employment—is a transitory phenomenon. The results suggest that while overskilled workers are much more likely to want to quit their current job, they are also relatively unconfident of finding an improved job match. Furthermore, some of the greater mobility observed among overskilled workers is due to involuntary job separations, and even where job separations are voluntary, the majority of moves do not result in improved skills matches.     

Hispanic Ethnicity,English‐Skill Investments,and Earnings

Analyzing synthetic cohorts in the 1980 and 1990 Public Use Microdata Samples, we find that Mexican‐Americans and other Hispanics acquired English fluency at a faster pace than Puerto Ricans and Cuban‐Americans during the 1980s. Additional results indicate that English‐skill investments differently influenced the earnings distributions of these ethnic groups.