On the willingness to pay to reduce risks of small losses

While willingness to pay is a common concept to measure the benefit gained from a reduction in the probability of loss, it is still questionable how it is linked to risk aversion and risk elimination behaviors, and how it is affected by the presence of an exogenous source of risk. By focusing only on risks of small losses, this article sheds light on these three issues and provides new results on the determinants of the willingness to pay.      

The effects of optimism bias in teams

This article imports a behavioural perspective into a team context to study the effort-coordination problem among agents. Specifically, we investigate how the presence of optimism bias impacts the severity of the free-rider problem, the organizational structure of the team and the compensation contracts offered to agents in equilibrium. The results indicate that all agents become more reluctant to exert effort and the team welfare decreases when some of its agents are optimistic, suggesting that optimism aggravates the free-rider problem in teams. Appointing a team leader makes all agents work harder, and the team benefits more by having the optimistic agent as its leader. These findings are in sharp contrast to the effects of overconfidence as identified in the literature. It is advisable to pay the optimistic agents less than the rational agents. Encouragingly, optimistic agents can learn about their own bias in the long run, leaving their team without too much detriment of optimism.     

Realitic and Analytic Syntheses of Macro- and Microeconomics

We study the impact of employer's opportunism on wage rigidity in capitalist companies by arguing that the need to fix wages is crucially influenced by the asymmetric distribution of decision-making power and information in favor of the stronger contractual party — the employer, and against the weaker contractual party — employees. The capitalist entrepreneur can make decisions, whose negative consequences are borne by workers in terms of lower wages and more intense work pace. Excessive wage reductions in the face of negative exogenous shocks or too risky investment decisions represent the main instances of such opportunistic behavior. Fixed wages can represent workers' best response to the emerging risk of the employer moral hazard, but this implies a heightened risk of layoffs since wages and employment levels cannot be fixed at the same time. Besides discussing piece rate contracts, profit-sharing and codetermination as counterexamples, we observe worker cooperatives which depart from the presence of contrasting interests and private information in the principal-agent framework. Indeed, several empirical studies have shown greater employment stability and wage flexibility in worker cooperatives vis-à-vis the capitalist firm.     

The effects of merit pay on teacher job satisfaction

The purpose of this study is to determine if the existence of a district-level merit pay system has any effects on teacher job satisfaction. Using a large sample of public school teachers from the year 2007, the results of this study suggest that teachers who work in districts that use a merit pay system are no less satisfied with their jobs than are other teachers; these results are consistent for both an ordered probit model and a two-stage analysis. Although the effect of merit pay on overall job satisfaction was insignificant, teachers in merit pay districts were less enthusiastic, did not think teaching was important, and were more likely to leave for better pay. However, in examining a sample of teachers who worked only in merit pay districts, it was found that teachers who received merit pay were more satisfied overall with their jobs than were teachers who did not receive merit pay.     

消费者对再制造品的支付意愿的形成机制——来自打印机墨盒的实证观测

资源短缺与环境约束下,再制造成为生产者承担社会责任、发展循环经济的最佳实现策略。再制造品的新商业化实现依赖于消费者对再制造品的支付意愿。文章从消费者行为的角度,以再制造打印机墨盒为实验样品,实证研究损失厌恶、担保强度对再制造品消费者支付意愿的影响机制,服务于生产者的价格决策。     

The effect of investment and withdrawal horizons on myopic loss aversion

Using unique survey data, we find that a longer investment horizon (6–10 years and 11+ years) reduces the likelihood of exhibiting myopic loss aversion (MLA) compared to an investment horizon of less than 2 years. In addition, we find that investors with higher levels of assets under management (AUM) are less likely to exhibit MLA compared to the lowest AUM quartile.     

The scarring effects of unemployment,low pay and skills under-utilization in Australia compared

There is a substantial literature on the scarring effects of unemployment on future employment prospects and a smaller one on the scarring effects of low pay, but the possibility that skills mismatch, in the form of skills under-utilization, may have similar detrimental effects has not been considered before. We use the Household, Income and Labour Dynamics in Australia panel to investigate the dynamics of unemployment, low pay and skills under-utilization, including differences by gender and education. We show that, in addition to earlier evidence on wage penalties and reduced job satisfaction, skills under-utilization scars future employment prospects in a way similar to that of low pay.