Determinants of Cross-Sectional Variation in Discount Rates, Growth Rates and Exit Cap Rates

This study investigates the determinants of key input variables in valuers' discounted cash flow models used for estimating market values for offices. Data from 599 valuations in 2000 from Stockholm, Gothenburg and Malmö are used to explain variation in discount rates, expected growth rates in net operating income and exit cap rates. Our ability to explain the relatively wide variation in appraisal assumptions with plausible covariates generates confidence in the appraisal process. This has important implications because most value and returns indices of commercial real estate worldwide are appraisal based.     

UK Executive Bonuses and Transparency — A Research Note

High levels of executive pay in the USA and the UK have attracted journalistic and academic criticism to the effect that they constitute rent extraction by self‐interested executives rather than rewards for raising shareholder returns. The focus of most criticism has been on salary, severance payments and various long‐term incentives (particularly share options). However, executive bonuses have attracted little attention and have been only lightly regulated. This raises important questions. Has lighter regulation been associated with significant levels of rent extraction through bonuses, that is, a weak relation between bonus pay and shareholder returns? Have more transparent performance conditions attached to bonuses strengthened the relation, making rent extraction more difficult, or have they acted as camouflage for rent extraction, associated with higher bonus pay but lower pay‐performance responsiveness? Are measures of CEO power associated with larger bonuses? This empirical note provides the first, preliminary answers to these questions.     

Non-Uniform Percentage Brokerage Commissions and Real Estate Market Performance

The effect of non-uniform commissions on the market duration of residential properties is ambiguous. While the broker's search effort is positively related to the size of the percentage commission, so is the seller's reservation price. Each of these relationships imply a time-on-market effect in the opposite direction of the other. A powerful statistical technique, survival regression, is employed to determine which relationship dominates. Because the probability that a property will sell at any given point in time is inversely related to the size of the percentage commission, we conclude that the negative search effects associated with low commission rates are more than offset by the positive reservation price effects.     

The Last American Shoe Manufacturers: Decreasing Productivity and Increasing Profits in the Shift from Piece Rates to Continuous Flow Production*

This study examines the economic effects of changes in a group of managerial policies, a key element of which was the switch from piece rate to time rate modes of compensation, in one of the last remaining firms in the U.S. shoe industry in the 1990s. The firm, which we call “Big Foot” (BF), entered the 1990s using a set of human resource policies that included piece rates to motivate workers, which induced relatively high productivity. But, faced with severe foreign competition, it switched to time rates and associated managerial policies, which produced higher profits despite lowering productivity. The reason profits increased is that time rate‐related labor management policies reduced labor and other costs by enough to offset a fall in productivity. Data for shoe manufacturing from the Longitudinal Research Data (LRD) files of the U.S. Census show, more generally, that establishments with high labor costs and relatively many nonproduction workers, both of which are associated with management policies that often include piece rates, had lower rates of survival in this period than other establishments. Our finding that labor management policies associated with piece rate compensation can raise productivity but lower profitability is consistent with the broad decline of piece rate pay in advanced economies.     

The Incentive Effects of Flat-Fee and Percentage Commissions for Real Estate Brokers

This paper analyzes the incentive affects of flat-fee and percentage commission systems from the perspective of the economic theory of agency. Under a plausible set of assumptions the systems provide equivalent incentives. However, the relative desirability of the two systems depends upon the pricing strategy employed and factors specific to the individual. In general, neither system perfectly aligns the interests of the agent with those of the property-owner. A surprising result of the analysis is that the optimal listing price when an agent is employed may be below the first-best price. The first-best price, or residual maximizing solution to the principal-agent problem from the perspective of the property-owner, is the solution that would occur if the agent's interests were perfectly aligned with those of the principal. This study suggests that the use of a percentage versus a flat-fee commission may be due to information costs rather than price discrimination on the part of brokers.     

New Evidence on Gender Differences in Promotion Rates: An Empirical Analysis of a Sample of New Hires

Using a large sample of establishments drawn from the Multi‐City Study of Urban Inequality employer survey, we studied gender differences in promotion rates and in the wage gains attached to promotions. Several unique features of our data distinguish our analysis from the previous literature on this topic. First, we have information on the wage increases attached to promotions, and relatively few studies on gender differences have considered promotions and wage increases together. Second, our data include job‐specific worker performance ratings, allowing us to control for performance and ability more precisely than through commonly used skill indicators such as educational attainment or tenure. Third, in addition to standard information on occupation and industry, we have data on a number of other firm characteristics, enabling us to control for these variables while still relying on a broad, representative sample, as opposed to a single firm or a similarly narrowly defined population. Our results indicate that women have lower probabilities of promotion and expected promotion than men do but that there is essentially no gender difference in wage growth with or without promotions.     

Deed Types, House Prices and Mortgage Interest Rates

When houses are sold they come with a deed attached that spells out the legal guarantees on good title. Some deeds give clues about the characteristics of the seller or the house. Using a 37,043-observation house price hedonic with a Bayesian spatial error model, we find the type of deed attached to a housing sale can have a dramatic correlation with the sale price. Ten deed types command a discount, and one commands a premium relative to warranty deeds. Mortgage rates for sheriff's deeds and foreclosure deeds are lower than for warranty deeds, indicating more sophisticated buyers.     

Gender, Race, and Promotions within a Private-Sector Firm

This article empirically tests the proposition that the gender-race composition of an employee's occupation significantly affects the likelihood of promotion. Using data obtained from the personnel files of a financial services firm, we find that a high concentration of white females in an occupation adversely affects the probability of promotion, but only for white females and minorities in that occupation. A similar, attenuated pattern exists in occupations with either high concentrations of minority females or high concentrations of minority males. Additional empirical evidence suggests that the system of rules governing the promotion of white males differs significantly from that of the other three gender-race groups.     

Gender Role Attitudes,Labor Supply,and Human Capital Formation

This study examines the relationship between attitudes toward women's roles in the labor force and human capital acquisition. I analyze both educational attainment and post schooling training spells. Holding more traditional attitudes about gender roles is associated with both lower educational attainment and lower probability of participating in post schooling training episodes. Also, gender role attitudes appear to have significant indirect effects on human capital acquisition, operating through a lower probability of labor market participation.     

Gender,choice and constraint in call centre employment

This paper examines the genderised experience of employment in call centres. While existing studies have acknowledged structural and agential constraints on women in the workplace, this paper goes further by illustrating the gendered nature of career choice and progression in a context which, in certain respects, appears to have benefitted women's desires for advancement. Drawing on quantitative and in‐depth qualitative data from four Scottish call centres, the study provides evidence of gender inequality shaped by structural and ideological workplace and household constraints.     

Pay, Gender and the Social Dimension to Europe

Equal pay for men and women was a principle enshrined in the Treaty of Rome and was the subject of a European Directive in 1975. This investigation of progress towards equal pay in three member-states, Germany, Italy and the UK, reveals the importance of differences in employment structures and reward systems in determining relative pay for women. Differences in the structure and size of pay differentials among countries suggest that more attention needs to be paid to the general system of labour market regulation than to explicit equal-pay policies. Women would be more likely to benefit from a strategy of establishing labour standards and regulation than from equal-pay Directives which have little effect on the general practices and principles of pay determination.     

Interstate Long Distance Rates: Search Costs,Switching Costs,and Market Power

A number of authors have argued that the divestiture of AT & T did not reduce the rates of long distance telephone companies as often believed. However, the literature has offered few explanations as to why competition has not lowered rates. This study argues that rates have failed to fall due to the importance of search and switching costs in the industry. Using a panel data set of rates for the three largest long distance carriers, stretching from 1984 to 1993, a reduced form equation is specified to empirically test for the influence of search and switching costs on the price cost margin of the three carriers. The results illustrate that both search and switching costs have provided long distance carriers with market power.     

Effective Property Tax Rates and Capital Formation Issues: Manvel, Acton and Darby

Using comparatively new data sources, this study estimates that effective property tax rates on taxable capital declined nearly 50% in the U.S. during the decade of the 1970s, a phenomenon generally overlooked or understated in previous studies. Recognition of this halving of property tax rates permits at least a partial explanation for a number of otherwise unexplained macroeconomic occurrences during the 1970s, particularly the smaller-than-anticipated interactive effects of inflation and the income tax on interest rates, on the one hand, and on capital allocation, on the other. The clear implication is that greater attention must be paid to trends in effective property tax rates in understanding and predicting important economic behavior.     

剖析有差别计件工资制的作用机理

有差别计件工资制历经一百多年的发展,仍有着强大的生命力。本文试图从经济学和管理学的领域剖析有差别计件工资制的作用机理,阐明这种计酬方式的现实意义。     

Gender Earnings and Part-Time Pay in Australia, 1990–1998

This paper studies the effects of enterprise bargaining on the pay position of women and other target equity groups. Contrary to a priori expectations the paper shows a convergence in full‐time and part‐time gross gender pay gaps following the adoption of decentralized wage bargaining. Convergence in the latter reflects compositional (human capital) effects: the entry of less qualified and less experienced males into part‐time employment. Overall the results show a deterioration in the pay position of men employed full‐time relative to women and part‐timers (men and women) brought about by slower wage growth amongst men in full‐time employment.     

Compensation Structure and Establishment Quit and Fire Rates

Despite the claims of efficiency wage theory, there is surprisingly little direct evidence that firms that pay higher wages have lower turnover rates than otherwise similar firms. This study uses data on 205 child care establishments to examine the influence of wages, fringe benefits, and the dispersion of wages within a skill class on establishment quit and fire rates. We separately examine one high-skill group (teachers) and one lowskill group (teacher aides). While we find that wages (alone) significantly reduce establishment quit and fire rates, the effect seems too small to be consistent with the efficiency wage hypothesis.