Endogenous job destruction and job matching in cities

We propose a spatial search-matching model where both job creation and job destruction are endogenous. Workers are ex ante identical but not ex post since their jobs can be hit by a technological shock which decreases their productivity. They reside in a city, and commuting to the job center involves both pecuniary and time costs. As a result, workers with high wages are willing to live closer to jobs to save on time commuting costs. We show that, in equilibrium, there is a one-to-one correspondence between the productivity space and the urban location space. Workers with high productivities and wages reside close to jobs, have low per distance commuting costs and pay high land rents. We also show that higher per distance commuting costs and higher unemployment benefits lead to more job destruction.     

多元工作场景中的不同“嵌入”及共同效应研究

工作嵌入是衡量个体\"卡\"在目前工作网络中的程度的构念,是近几年组织行为学领域的热点,围绕工作嵌入,学者相继提出了组织嵌入、社区嵌入、家庭嵌入以及职业嵌入等构念,但目前嵌入理论的研究仍以单一嵌入为主,关于多重嵌入的研究仍然是很小的一部分。本文通过对2001年以来相关文献的梳理,回顾不同嵌入的构念发展,总结过去文献中关于不同嵌入对工作结果变量的共同效应的分析,进一步提出未来需要如何进一步发展和检验包括多个嵌入的理论模型,从而对多重嵌入理论的发展做出贡献。     

The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample

Following the framework proposed by Tsui et al . (1997), this research paper examines the impact of the employee-organization relationship on temporary employees' job performance, turnover intention, overall job satisfaction, affective commitment, perception of fairness and perception of work options. Data were collected from 191 temporary employees from seven employment agencies in Singapore. Analyses conducted revealed that employee responses do vary under the four types of relationship (quasi-spot contract, under-investment, mutual investment and over-investment). In general, both mutual investment and over-investment relationships were associated with higher levels of performance and more favourable attitudes than either the under-investment or quasi-spot contract. Specifically, temporary employees under the mutual investment and over-investment relationships have better job performance, a higher level of affective commitment to the agency, improved overall job satisfaction, higher perception of fairness, higher perception of work options and lower turnover intentions. Furthermore, these finding were obtained even after controlling for the effects of company tenure and job level on employee performance and attitudes. The results highlight the importance of employee-organization relationships in eliciting the desired temporary employee outcomes. Practical implications were drawn for human resource practitioners and employment agencies on how best to manage temporary employees. Some limitations and suggestions for future research were discussed.     

Entrepreneurship as a non-profit-seeking activity

It is typically assumed that people engage in entrepreneurship because there are profits to be made. In contrast to this view, this paper argues that entrepreneurship is more adequately characterized as a non-profit-seeking activity. Evidence from a broad range of authors and academic fields is discussed showing that entrepreneurship does quite generally not pay in monetary terms. Being an entrepreneur seems to be rather rewarding because it entails substantial non-monetary benefits, like greater autonomy, broader skill utilization, and the possibility to pursue one’s own ideas. It is shown how incorporating these non-monetary benefits into economic models of entrepreneurship can lead to a better understanding of the phenomenon.

Search frictions,real wage rigidities and the optimal design of unemployment insurance

In this paper, we study the optimal unemployment benefits financing scheme when the economy is subject to labor market imperfections characterized by real wage rigidities and search frictions. The US unemployment insurance financing is such that firms are taxed proportionately to their layoffs to finance unemployment benefits. Using DSGE methodology, we investigate how policy instruments should interact with labor market imperfections. It is shown that wage rigidities in a search and matching environment cause welfare costs, especially in the absence of an incentive-based unemployment insurance. This cost is mainly due to the distorting effect of wage rigidities which generate inefficient separations. We show that the optimal unemployment benefits financing scheme – corresponding to the Ramsey policy – offsets labor market imperfections and allows implementation of the Pareto allocation. The second-best allocation brings the economy close to the Ramsey allocation. The implementation of the optimal policies clearly highlights the role of labor market institutions for short-run stabilization.     

Inter-city wage differentials and intra-city workplace centralization

We explore the interaction of inter-city and intra-city wage differentials by occupation. The paper makes two main contributions. 1) We construct an occupation-specific index of workplace centralization that accounts for the difference between average employment density from the perspective of employees in each occupation and average employment density from the perspective of all employees. 2) We provide empirical evidence that relative wages of central to non-central occupations increase with city size, or equivalently, the elasticity of wages with respect to city size increases with occupational centrality. We conjecture that this empirical regularity arises because, as city size increases, workers in more central occupations face an increasingly less desirable locus of housing prices and commuting times relative to workers who have jobs in residential areas. The results are robust to the inclusion of individual-specific human capital variables and city-specific fixed effects.     

企业80后知识型员工工作倦怠与离职倾向之间的关系研究——以组织支持感为调节变量

文章以企业80后知识型员工为研究对象,研究其工作倦怠、组织支持感与离职倾向之间的关系.首先采用统计软件SPSS17.0进行描述性统计分析、相关分析、回归分析,最后采用层次回归的分析方法考察组织支持感的调节作用.通过实证研究得出:工作倦怠与离职倾向显著正相关;组织支持感与离职倾向显著负相关;企业80后知识型员工工作倦怠对其离职倾向具有较好的正向预测作用;企业80知识型后员工感知到的组织支持感对其离职倾向具有较好的负向预测作用;组织支持感在工作倦怠和离职倾向之间起到了明显的调节作用.     

Pre-assigned rents and bureaucratic friction

In this paper we study the endogenous determination of bureaucratic friction in a bureaucratic contest with () and without (n = 1) rent contestability. When n= 1 bureaucratic impediments induce the individual to undertake rent-securing activities at the same level as in the two-player rent-seeking contest. However, under rent contestability the bureaucracy no longer serves as a means of extracting resources from the public. The paper concludes with the study of the effect of ‘net costs’ on bureaucratic friction. It turns out that under cotestability the only reason for creating bureaucratic friction is the ‘negative costs’ it incurs while when n = 1 the effect of the bureaucrat's net costs of generating bureaucratic friction on the optimal degree of such friction is ambiguous. Received: October 30, 2000 / Accepted: December 28, 2001 RID="*" ID="*" The authors are grateful to two anonymous referees for their valuable comments     

Innovation contests with temporary and endogenous monopoly rents

In this article, a Tullock contest success function is used to model an innovation contest with endogenous innovation height. We can prove stability for this endogenous prize contest. The winner of the contest gains a monopoly rent, which has two dimensions. In the first dimension the winning firm influences the innovation height. The second dimension is the life span of the temporary monopoly. This life span is determined by the contest designer, who can be asocial planner or the consumers. We find interior solutions in both cases, whereas consumers prefer a monopoly life span below the social optimum. Furthermore, the optimal number of firms in the contest is two.     

Ethno-cultural diversity and organizational effectiveness: a field study

This paper examines the relationship between ethno-cultural diversity and attitudinal and non-attitudinal measures of organizational performance in a field setting. Data were collected from ninety-eight respondents in seven branches of a leading Canadian bank. As compared to culturally homogeneous branches, the culturally heterogeneous branches experienced lower levels of absenteeism and achieved higher productivity and financial profitability despite their lower scores on job satisfaction, organizational commitment and workplace coherence, and higher rates of turnover. These relationships were moderated by age, job tenure, organizational position, children's age, location of education and previous employment, birthplace and education level.     

Co-development ventures: Optimal time of entry and profit-sharing

We find the optimal time for entering a joint venture by two firms, and the optimal linear contract for sharing the profits. We consider risk-sharing, timing-incentive and asymmetric decisions contract designs. If the firms are risk-neutral and the cash payments are allowed, all three designs are equivalent. With risk aversion, the optimal contract parameters may vary significantly across the three designs and across varying levels of risk aversion. We also analyze a dataset of joint biomedical ventures, in which, in agreement with our theoretical predictions, both royalty and cash payments are mostly increasing in the smaller firm's experience, and the time of entry happens sooner for more experienced small firms.     

工作要求和工作资源对工作投入的影响研究

本文在JD-R理论框架下,探讨工作要求、工作资源与工作投入之间的关系。通过对服装企业研发人员的问卷调查与统计分析,结果显示:服装企业研发人员的工作投入状况整体处于中等偏上水平;工作要求与工作投入呈弱负相关性,工作资源对工作投入具有较强的正相关性,并且工作资源的不同维度对工作投入有显著正向预测作用,显示了工作资源对提高工作投入的特殊作用。     

The Law and Economics of Marriage Contracts

Growth in property ownership has raised the stakes in the distribution of financial assets on divorce. Given high risks of marital failure, this has stimulated the demand for private ordering through enforceable marriage contracts. This paper surveys the existing law and economics literature and legal practice to consider the state of knowledge on the economic theory, scope and limits of written nuptial agreements.     

生产率与创新工资门槛假说:基于中国经验数据分析

在现有理论基础上,结合荷兰等国家的经验事实,本文提出了创新工资门槛假说:工资上涨促进生产率的提高,但存在门槛效应。基于Hansen提出的门槛回归模型,使用中国国有企业和三资企业省级面板数据证实了该假说的存在。结果表明,国有企业中,工资水平低于23012.16元的省份有6个,他们可能陷入低工资—低创新陷阱;工资水平处于创新最佳状态的省份有22个。三资企业中,7个省份的工资水平处于创新的最佳状态。在控制变量中,国内市场需求与生产率正相关。     

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.     

Endogenous job destructions and the distribution of wages

This paper considers a matching model with both idiosyncratic productivity shocks that hit jobs at random and heterogeneity of workers according to ex ante unobservable abilities. We argue that firms' decisions about reservation productivity can help explain the shape of wage distributions. This is shown from numerical experiments, calibrated to French data, by considering alternative ranges of productivity shocks.     

绩效标准差异、声誉异质性与激励契约设计

文章在委托代理框架下分析了激励契约中的绩效标准选择,得出了文章的核心观点即绩效标准差异导致声誉异质性,影响了激励机制的发挥。然后文章运用绩效标准模型的结论对中国大学教师绩效衡量标准差异性进行了探讨,并且针对其中存在的问题提出了相应的政策建议。     

Wage Spillovers,Inter-regional Effects and the Impact of Inward Investment

Abstract

This paper evaluates the extent of inter-industry and inter-regional wage spillovers across the UK. An extensive body of literature exists suggesting that wages elsewhere affect wage determination and levels of satisfaction, but this paper extends the analysis of wage determination to examine the effects of inward investment in the process. Thus far the specific effect of foreign wages on domestic wage determination has not been evaluated. We employ industry- and regional-level panel data for the UK, and contrast results from alternative approaches to space-time modelling. Each supports the notion that such wage spillovers do occur, though assumptions made concerning the modelling of spatial interaction are important. Further, such wage spillovers are more widespread for skilled than for unskilled workers and also lower in areas of high unemployment.