The bargaining power of teachers’ unions and the allocation of school resources

This paper examines how district size affects the bargaining power of teachers’ unions and the allocation of school resources. Our identification strategy exploits the fact that 33 states mandate collective bargaining while 5 states prohibited it. In states that mandate collective bargaining, we find that beginning salaries and the premium paid to experienced teachers increase with district size while the teacher–pupil ratio declines with district size. In contrast, in states that prohibit collective bargaining we find a negative relationship between district size and the premium paid to experienced teachers. District size also has a stronger positive effect on beginning salaries and a weaker negative effect on teacher–pupil ratios in states that prohibit collective bargaining. Collectively, our results suggest that more powerful unions bargain for more generous returns to teacher seniority at the expense of staffing ratios and base salaries.     

Discrimination by Black Males Revisited:

ABSTRACT In an earlier article on faculty salary discrimination at a Southern, historically black, public university (SHBU), the authors presented evidence of salary discrimination by black males against other race-sex groups (Riggs and Dwyer 1995). The authors now contrast SHBU's salary model with the model of Riggs and Dwyer and apply the latter to new data to determine whether SHBU eliminated race and sex discrimination in faculty salaries. After equity adjustments, the evidence suggests that SHBU has eliminated the salary discrimination found by Riggs and Dwyer in their earlier study.     

The Roles of Employer and Employee Characteristics for Plant Productivity

The relationships of worker characteristics and productivity are examined using a matched worker-plant data set from Finnish manufacturing. The panel data are used for estimating productivity and wage profiles according to average age, seniority, and education. We measure productivity using the multilateral total factor productivity index. We find that the wage returns to plant-specific seniority exceed productivity returns when seniority is high. This result supports the hypothesis that human capital is not firm specific, and seniority related wages are used for incentive reasons, but may also be a symptom of sorting or insider influences on wage formation. Plant average age improves productivity more than it increases wage when average age is low, but for higher ages the productivity and wage returns to age are fairly similar. The returns to education in terms of wage and productivity are fairly close to each other for higher levels of education, but mid-level education is underpaid.     

Research And Development Productivity And Spillovers: Empirical Evidence At The Firm Level

Abstract.  A variety of methods have been used to investigate the empirical relationship between research and development (R&D) spending and the productivity of firms. The most widely employed frameworks are the production function and the associated productivity framework. In these settings, productivity growth is related to expenditures on R&D, and an attempt is made to estimate statistically the part of productivity growth that can be attributed to R&D activities. This article surveys the expansive body of empirical literature on this subject and finds a large and significant impact of R&D on firm performance on average. However, the estimated returns vary considerably between the different studies due to differences across data samples and econometric models, as well as methodological and conceptual issues. A meta-analysis on the studies surveyed reveals that the estimated rates of return do not significantly differ between countries, whereas the estimated elasticities do. Furthermore, the estimated elasticities are significantly higher in the 1980s and consistently higher in the 1990s compared with the 1970s. Hence, contrary to a widely held belief, we find no convincing evidence of an exhaustion of R&D opportunities in the last two decades.     

Bureaucracy, monopoly, and the demand for municipal services

A model of municipal budget allocation is constructed. It is assumed that municipalities elect mayors whose preferences reflect those of their constituents and that the bureaucrats heading the public agencies are private-wealth maximizers. Following Niskanen it is argued that bureaucrats exploit their mayors in order to maximize their salaries which implies that the price-elasticity for municipal services will be unitary. A price index is constructed, and the implication is tested on a sample of 81 U.S. cities over the period 1951–1973. The time-series estimates of price, population, and income elasticities are compared with those of Bergstrom and Goodman and Borcherding and Deacon.     

A performance matrix for strategies to improve satisfaction among faculty members in higher education

Most studies of higher education focus on students as ??customers??, and these studies tend to evaluate educational services on the basis of the satisfaction of these customers. This approach often neglects the question of the satisfaction (or dissatisfaction) of faculty members. The study designs a questionnaire for higher-education faculty members on the basis of the literature on this subject and discussion with scholars. Surveys of importance and satisfaction are then undertaken among Taiwanese faculty members with respect to various items. Each item is then placed on was modified a performance control matrix to determine an appropriate improvement strategy. Items that are found to be outside the range of an appropriate performance zone (APZ) are identified as objectives for improvement. The quality loss function (QLF) is then adopted to calculate an area of improvement objectives. A large QLF value indicates that faculty members satisfaction needs to be improved in these items. The results of this investigation demonstrate that retirement arrangements, job security, salaries, and fair promotion systems need to be improved. The resources of higher-education institutions must be invested appropriately to avoid waste and to enhance satisfaction among faculty members.     

Returns to Scale and Scale Elasticity in Farrell,Russell and Additive Models

This research extends the Farrell-based returns to scale methodology into Russell and Additive models in three ways with the focus of relationships between interior points and projected points. First, we present and prove four theorems that identify the scale nature. Second, we compare these results with the scale elasticity results. Third, we present techniques for estimating upper and lower bounds for the scale elasticities.     

Agglomeration elasticities and firm heterogeneity

This paper examines three key issues encountered when estimating the relationship between agglomeration and multi factor productivity (‘agglomeration elasticities’): the sorting of heterogeneous firms, the convexity of agglomeration effects, and the challenges of identifying the impact of persistent spatial differences in effective density. We use a firm-level panel containing production data together with detailed information on the geographic location of employment, covering a high proportion of the New Zealand economy. We are able to control for heterogeneity along firm, region, and industry dimensions, and to estimate separate agglomeration elasticities across industries and regions. Sorting leads to upward biased elasticity estimates but using firm fixed effects can lead to downward bias due to the highly persistent nature of agglomeration variables. Our preferred estimates control for sorting across regions and industries. Overall, we find a positive agglomeration elasticity of 0.066. Within industries and, to a lesser extent within regions, there is pronounced variation in the strength of agglomeration effects, and evidence of decreasing returns to agglomeration. High density areas attract firms that benefit most from agglomeration.     

‘Repeat commercializers,’ the ‘habitual entrepreneurs’ of university–industry technology transfer

Among academic faculty, is there a class of ‘repeat commercializers’ who account for a disproportionate share of commercialized technologies arising from university research? In a survey of 172 engineering, mathematics, and science faculty members from a major Canadian university, we found evidence that a class of repeat commercializers does exist. Further, we found that the 12% of the faculty who are repeat commercializers account for 80% of the commercialized innovations. Interviews with repeat commercializers in the same faculties at the same university suggest that repeat commercializers parallel habitual entrepreneurs in that they have the ability to commercialize (i.e. the ability to generate and identify commercializable inventions and the ability to acquire resources for the commercialization of their inventions) and the aspiration to do so (i.e. commercialization-friendly attitudes). Since repeat commercializers account for such a large percentage of commercialization activity, it is important that programs and policies associated with technology transfer address the needs of this subpopulation of the faculty.     

Alternative functional forms for production,cost and returns to scale functions

We consider generalized production functions, introduced in Zellner and Revankar (1969), for output y=g(f) where g is a monotonic function and f is a homogeneous production function. For various choices of the scale elasticity or returns to scale as a function of output, differential equations are solved to determine the associated forms of the monotonic transformation, g(f). Then by choice of the form of f, the elasticity of substitution, constant or variable, is determined. In this way, we have produced and generalized a number of homothetic production functions, some already in the literature. Also, we have derived and studied their associated cost functions to determine how their shapes are affected by various choices of the scale elasticity and substitution elasticity functions. In general, we require that the returns to scale function be a monotonically decreasing function of output and that associated average cost functions be U- or L-shaped with a unique minimum. We also represent production functions in polar coordinates and show how this representation simplifies study of production functions' properties. Using data for the US transportation equipment industry, maximum likelihood and Bayesian methods are employed to estimate many different generalized production functions and their associated average cost functions. In accord with results in the literature, it is found that the scale elasticities decline with output and that average cost curves are U- or L-shaped with unique minima. © 1998 John Wiley & Sons, Ltd.     

GARCH models,tail indexes and error distributions: An empirical investigation

We perform a large simulation study to examine the extent to which various generalized autoregressive conditional heteroskedasticity (GARCH) models capture extreme events in stock market returns. We estimate Hill's tail indexes for individual S&P 500 stock market returns and compare these to the tail indexes produced by simulating GARCH models. Our results suggest that actual and simulated values differ greatly for GARCH models with normal conditional distributions, which underestimate the tail risk. By contrast, the GARCH models with Student's t conditional distributions capture the tail shape more accurately, with GARCH and GJR-GARCH being the top performers.     

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.     

Seniority,experience, and wages in the UK

This paper uses BHPS data to investigate the relative importance of seniority and experience in determining male wages in the UK labor market. Using both the Altonji and Shakotko instrumental variable and the Topel two-step estimation approaches, I find that for all male workers, tenure plays a modest role, increasing wages by about 1% each year over the first 10 years on the job. General labor market experience has a larger role, so that after 30 years wages have increased by about 60%. Individual and job match heterogeneity are important, and should be carefully modeled when estimating wage equations for the British labor market. These results are remarkably similar to the most recent evidence about these relationships in the US labor market. After extending the standard model to include industry and occupation experience, the estimated impact of job seniority becomes negligible for nonunion workers. Instead, the wages of nonunion workers rise because of the accumulation of general and sector-specific experience. The wages of union workers are still found to increase with job seniority over the first ten years with their employer, suggesting that if seniority matters for wages it is only for union workers.     

Chain indices of the cost-of-living and the path-dependence problem: An empirical solution

This paper proposes a new method for estimating true cost-of-living (Konüs) indices, for large numbers of commodities, using data only on prices, aggregate budget shares and aggregate expenditure. Conventional chain indices are path-dependent unless income elasticities are (implausibly) all equal to 1. The method allows this difficulty to be overcome. I show that to estimate a Konüs index, only income and not price elasticities are required. The method is applied to estimate a Konüs price index for 70 products covering nearly all the UK's Retail Prices Index over 1974–2004, using the Quadratic Almost Ideal Demand System. The choice of base year for utility has a significant effect on the index.     

Productivity,seniority and wages: new evidence from personnel data

Wages may be observed to increase with seniority because of firm-specific human capital accumulation or because of self-selection of better workers in longer jobs. In both these cases, the upward sloping wage profile in cross-sectional regressions would reflect higher productivity of more senior workers. If this were true, the observation of an effect of seniority on wages would depend on the presence of controls for individual productivity. In this paper we replicate, using personnel data from a large Italian firm, the results of the pioneering work of Medoff and Abraham [Quarterly Journal of Economics (1980); The Journal of Human Resources, 15(2) (1981)] in which supervisors' evaluations were used as productivity indicators. Since the validity of supervisors' evaluations as measures of productivity has been widely criticised, we extend the work of Medoff and Abraham using different direct measures of productivity based on recorded absenteeism and misconduct episodes. Both these indicators and supervisors' evaluation suggest that the observed effect of seniority on wages does not reflect a higher productivity of more senior workers. Only at the lowest levels of the firm's hierarchy, the human capital theory contributes to explain the effect of seniority on wages. At least at all other levels, the explanation of the observed upward sloping profile has to be based on theories in which wages are deferred for incentive or insurance reasons.     

The cost and technological structure of aluminium smelters worldwide

A cost model is developed for the estimation of several technological parameters describing the production process of aluminium smelters worldwide. The model is similar to Baltagi and Griffin's ( 1988 ), but, instead of estimating technological change using a panel data set of firms, we estimate, among other things, the vintage effect, using a cross‐section of aluminium smelters in operation throughout 1994. The vintage effect is defined as the variable cost differential that may be attributed to the utilization of a specific technical vintage in the production of aluminium in relation to another. Other technological measurements are also discussed: the scale effect or returns to scale and technological characteristic effects, i.e. the variable cost elasticities with respect to pot size and current intensity. The results show that considerable cost reductions may be expected from the change of old technical vintages to more recent ones. Also, results show that for a majority of smelters in the sample, returns to scale seem to be exhausted. Finally, variable costs are very sensitive to pot size in the sense that large cost reductions can be expected from the increase in pot size, an important characteristic of the technology used by smelters. Copyright © 2000 John Wiley & Sons, Ltd.     

Are there racial differences in faculty salaries?

Many studies have used micro-level data in estimating earnings differentials by gender for college professors. None has studied racial earnings differences for faculty except by employing a dummy variable for race in its regression models. The availability of the 1993 National Study of Postsecondary Faculty has made such a study possible. We use a variant of the Oaxaca decomposition technique suggested by Cotton (1988) and Neumark (1988). Although the salaries of black faculty trail those of their white counterparts at the Associate and Full Professor levels, the reverse is true at the Assistant Professor level. The increased emphasis in recent years on increasing diversification in the racial composition of college faculty are possible explanations. The authors are indebted to various colleagues for comments on earlier drafts. They also wish to thank an anonymous referee who suggested significant changes to this article. The authors remain responsible for any remaining errors or omissions.     

The importance of financial incentives on retirement choices: New evidence for Italy

This study exploits a new dataset to quantify the effect of financial incentives on retirement choices. This dataset contains—for the first time for Italy—information on seniority. The effects of marginal incentives and social security wealth (SSW) on retirement go in the expected direction; when employees become eligible for pension benefits, the change in financial incentives they experience is so great that their retirement probability increases by 30 percentage points.We also find that the procedure used in previous Italian studies to impute seniority leads to a considerable overestimation of that variable and of SSW. We show that, due to these measurement errors, the estimate of the SSW coefficient takes the wrong sign. A comparison of retirement studies across countries (see Gruber and Wise [Gruber, J., and Wise, D., (2004). Social Security Programs and Retirement Around the World: Micro-Estimation, NBER. The University of Chicago Press, Chicago and London.]) provides prima facie evidence that a lack of good quality data often leads to wrongly signed estimates of the SSW coefficient.     

The relationships between income and price elasticities in studies of housing demand,tenure choice,and household formation

Three decisions pertaining to the demand for housing are (1) household formation, (2) tenure choice, and (3) how much housing to consume, given the household formation and tenure choice decisions. Income and price elasticities can be estimated that include one, two, or all three of these decisions. The relationships between these elasticities are developed.     

The derived demand for faculty research

Estimation of the demands for many services supplied by government and charitable organizations are hampered by two practices common to the supply of these services. The suppliers often employ non‐price rationing of these services, and they price discriminate. The supply of college training, for example, is rationed on the basis of academic ability as well as willingness to pay, and more able students are typically quoted lower net prices (associated with scholarships) than less able students. This paper suggests a method for dealing with both practices in the analysis of cross‐sectional data. This methodology is used to investigate the question of why university faculty members are expected to do research as well as teach. One answer supported by our empirical work is that the customers (e.g., the students) demand it. Thus, controlling for price and non‐academic features, better students will choose to attend a university where more scholarly research is performed. Moreover, our empirical findings also support a strong negative link between faculty time devoted to teaching and the supply of research. Copyright © 2003 John Wiley & Sons, Ltd.