Does the Effectiveness of Employment Incentive Programs Vary by Firm Size?

This article examines the impact of national employment incentive programs on employment growth of individual firms in the original fifteen member states of the European Union (EU-15). We investigate whether this impact differs among firms of different size classes, and whether the effectiveness of employment incentive programs depends on the business cycle. We find that expenditures on employment incentives have a positive impact on employment growth for firms of all sizes. However, this impact is significantly reduced for smaller firms, suggesting that employment incentive programs are less effective for small firms. We also find that the employment impact of incentive programs is stronger during recessionary periods, but only for firms without any employees (i.e., own-account workers).     

团队信任认知中介下非物质激励对创新绩效的影响

新生代员工逐渐成为企业创新的主要力量,为提高新生代员工创新绩效,基于该类员工追求社会认同和价值契合的特质,从认知理论出发,以非物质激励为手段,探讨通过非物质激励构建团队信任认知、提高新生代员工创新绩效的可能性。结构方程模型检验结果显示,团队信任加强了由新生代员工构成的知识共享创新团队间的纽带,在非物质激励和创新绩效中起到中介作用。研究结果对于揭示企业内部创新环境影响因素、指导企业建立新生代员工之间的团队信任具有一定的借鉴作用。     

组织惯性、激励机制与新型企业的治理实践

在新型公司的治理实践中，除了正式的激励机制之外，组织惯性作为非正式的激励机制发挥着关键的互补作用。组织惯性是企业的各利益群体之间形成并维系的一组关系合约集合，它反映了嵌入在组织内部的群体认知。组织惯性提供了正式激励机制所嵌入的组织社会情境，受正式激励机制影响的同时又对组织的正式激励机制产生影响。新型企业的治理实践必须保持两者的匹配与协同演化。     

The nonprofit sector and industry performance

Despite the importance of nonprofit industries in the economy, little analysis has been conducted as to whether the behavior of such industries differs from that of for-profit industries. Extending previous firm-level analyses, we propose a neoclassical theory with an endogenous nonprofit sector. Our analysis implies that nonprofit firms have a competitive advantage over for-profit firms, so that marginal changes in the industry operate through the for-profit sector. As such, marginal industry behavior is identical to that of a for-profit industry and nonprofit regulations may have a limited impact or even no impact on overall industry performance. Our theory has the methodological advantage that standard for-profit analysis applies directly to nonprofit firms, because they can be analyzed as for-profit firms with lower costs. We discuss aspects of the empirical literature that test this theory of nonprofit activity.     

Multinational Firms and Technology Transfer

We construct an oligopoly model in which a multinational firm has a superior technology compared to local firms. Workers employed by the multinational acquire knowledge of its superior technology. The multinational may pay a wage premium to prevent local firms from hiring its workers and thus gaining access to their knowledge. In this setting, the host government has an incentive to attract FDI due to technology transfer to local firms or the wage premium earned by employees of the multinational firm. However, when FDI is particularly attractive to the multinational firm, the host government has an incentive to discourage FDI.
JEL classification : F 13; F 23; J 41; L 13; O 14; O 33; O 38     

Firm Location and the Creation and Utilization of Human Capital

This paper presents a theory of location choice that draws on insights from the incomplete contracts and investment flexibility (real option) literatures. Our analysis indicates that the choice of locating within rather than away from industry clusters is influenced by the extent to which training costs are borne by firms versus employees. In addition, the uncertainty about future productivity shocks and the ability of firms to modify the scale of their operations also influence location choice. In particular, we show that locating in clusters is preferred when training costs are borne by workers and when firm-specific productivity shocks can potentially be large. However, there is an incentive for firms to choose isolated locations when significant training costs are borne by firms.     

Stagflation as an Institutional Problem

The existence of nonprofit firms has been traditionally explained by two types of theories emphasizing the market failures that these firms address and the individual motivations to found these firms. To date, these theorizing strands have been mainly disconnected from each other. To fill this gap, this paper develops an integrative theoretical understanding of nonprofit organization by demonstrating the way market failures addressed by nonprofit firms are interrelated with the motivations of nonprofit entrepreneurs. Building on the arguments of Thorstein Veblen and the theory of the division of labor, it is argued that nonprofit organization embodies partial collective self-sufficiency necessitated by the limitations of the ability of market exchange to satisfy human needs.     

Broadband connected employees and labour productivity: a comparative analysis of 14 European countries based on distributed Microdata access

In this study, the association between information and communication technology (ICT) intensity in firms and labour productivity is explored across 14 European countries for the years 2001–2010. ICT intensity is approximated by the proportion of broadband internet-enabled employees, a novel indicator measuring not only adoption but also diffusion within and among firms. Data have been retrieved by means of the distributed microdata approach (DMD) from registers on business, trade and education as well as from surveys on production, ICT usage and innovation activities in firms held at the national statistical offices. This pioneering approach allows access to otherwise confidential linked firm-level information in dimensions not earlier available. Pooled OLS estimations based on approximately 400,000 observations in harmonised and representative datasets show that in a majority of countries there is a significant and positive relationship between the proportion of broadband internet-enabled employees and labour productivity in firms. However, the strength of the relationship varies across countries and industries. Manufacturing firms receive 50% larger estimates than the services firms, while the latter instead experience the positive association more frequently.     

Predation in off-patent drug markets

In 2009, Sanofi-Aventis, whose generic subsidiary is Winthrop, merges with the generic firm, Zentiva. This article fills the gap in the theoretical literature concerning mergers in pharmaceutical markets. To prevent generic firms from increasing their market share, some brand-name firms produce generics themselves, called pseudo-generics. We develop a Cournot duopoly model by considering the pseudo-generics production as a mergers' catalyst. We show that a brand-name company always has an incentive to purchase its competitor. The key insight of this article is that the brand-name laboratory can increase its merger gain by producing pseudo-generics beforehand. In some cases, pseudo-generics would not otherwise be produced and this production is then a predatory strategy.     

Incentives and public inputs

Considered in this paper is a mechanism to coordinate the decision to provide a public input to a group of firms designed to overcome the ‘free rider’ problem. The coordinating agent relies on information communicated by the firms and it is shown that the mechanism provides an incentive for each firm to send truthful information so that an optimal quantity of the public input will be provided.     

The shifting boundaries of the mixed economy and the future of the nonprofit sector

The nonprofit sector exists because it can solve better than for-profit firms problems associated with the provision of products with publicness (nonrivalry or nonexcludability) attributes, or those affected by asymmetric information between providers and customers. This advantage is likely to be eroded in the future by various technological advances, particularly in the area of information transmission, analysis, storage and retrieval, and by the increase in the effective size of markets. Consequently, the demand for nonprofit organizations will possibly decline in the future. On the other hand, the operational efficiency of nonprofit organizations is likely to improve due to possibilities of stricter audit of and control over management made possible by enhanced access by nonprofit stakeholders to budgetary and operational information. This will help nonprofit organizations respond better to various failures of for-profit firms and to the insufficiency of government correctives. It is difficult to forecast the net effect of the myriad factors that work in opposite directions on the demand for and supply of nonprofit organizations, although it appears to this author that the economic weight of nonprofit organizations and their distinctive features will wane.     

A COMPARATIVE STUDY OF ALLOCATION OF DECISION‐MAKING ACROSS STAKEHOLDER GROUPS: THE CASE OF PERSONAL CARE INDUSTRIES

ABSTRACT 1 : The article compares the allocation of decision‐making across stakeholder groups in for‐profit, nonprofit and local government personal care facilities in one state in the United States. We analyze detailed survey data on nursing homes, childcare centers and group homes. We find that in comparison to nonprofit and government organizations, for‐profit firms delegate more decision‐making power to executives and owners, and less to their employees, consumers, families, boards of directors, and community representatives. The differences, although generally small, support the hypothesis that decision‐making is allocated to different groups in accord with the broad objectives of the organization.     

What Economists Do about Values

The paper explores the way the work of classic institutionalist authors can inform modern nonprofit economics. From the Veblenian perspective, nonprofit organization is explained as an institutional consequence of the pecuniary-industrial dichotomy. The Ayresian theoretical system is used to highlight nonprofit organization as a particular form of the progressive weakening of the institution of private property in response to technological imperatives. Based on these arguments, the societal meaning of nonprofit organization is shown to be in realizing instrumental value that is unattainable through pecuniary ceremonial behavior embodied in the for-profit sector. At the same, in line with the Veblenian analysis of American universities, the ability of nonprofit firms to attain instrumental value is recognized as potentially limited by the corrupting effects of the embedding pecuniary culture.     

基于科学的企业内部治理问题：文献综述与研究展望

迄今为止,基于科学的企业研究已经取得重大进展。尝试对基于科学的企业内部治理研究成果进行梳理,以基于科学的企业内涵、创业者角色、科学家团队治理、董事会治理、股东治理、高管治理为逻辑框架,对基于科学的企业内部治理研究现状进行总结归纳。在此基础上,从基于科学的企业治理机制视角提出未来研究方向,包括企业权力配置、激励机制设计、人员配置等系列研究问题。提出的未来研究方向可丰富和拓展基于科学的企业治理理论框架,为理解和指导中国情境下基于科学的企业治理实践带来启示。     

Incentive effects of benevolent intervention: The case of government loan guarantees

There has been a substantial recent growth in government loan guarantees to ailing firms in the United States. This paper investigates the potential incentive effects of this practice. Using the simplest available two-period model, it is shown that when firms know that loan guarantees may be forthcoming, they may be induced to adopt riskier investments and take on more leverage. These perverse incentive effects imply that the actual loan-guarantees-related contingent liability of the government could be much larger than suspected. Our policy recommendation is that the government either abandon the practice altogether or set up a federal agency that sells loan guarantees to all firms at prices that depend on the riskiness of the firm's assets and its leverage.     

The effects of human resource management on small firms’ productivity and employees’ wages

This paper analyses whether employees and firms differently benefit from particular human resource (HR) practices. The focus is on small firms that may be badly informed on the impact of HR practices on firm performance. In this study on Dutch pharmacies, it is found that firms do not reward employees’ skills according to their contribution to firms’ productivity, as (1) employees are over-rewarded for their sector-specific skills and under-rewarded for the productivity enhancing effect of their computer skills and (2) employees’ work experience positively affects their wages but does not have real productivity effects. Moreover, it is found that training employees in case of vacancy problems seems to be an adequate HR practice, since it increases productivity without affecting the average wage level. The opposite holds for offering higher wages to newly recruited employees. Furthermore, we find that only the employees benefit from performance evaluation interviews, whereas employing many employees by temporary contracts appears to have a negative effect on productivity, without affecting the wage level.     

State antitrust enforcement in the US and implications for small business entry and relocation

This article examines the impact of the important, yet little studied, state-level antitrust enforcement activity on entry and relocation behaviour by small US firms. Feinberg and Husted (2011) have shown that this enforcement, especially nonhorizontal cases, may be viewed by potential entrants as a negative aspect of the state business climate. However, they did not pursue a more disaggregate analysis of small firm entry behaviour; nor did they investigate different responses between manufacturing, wholesaling and retailing firms. Another related issue is the extent to which state cases filed in tandem with federal investigations have the same impact on establishment entry as do purely ‘independent’ cases. These considerations are dealt with in this article. The author uses annual state-level data from the Statistics of US Business to examine entry and relocation reactions to state antitrust enforcement by firms within three small-business categories: 1–19 employees; 20–99 employees; 100–499 employees. Generally speaking, the smallest retail and wholesale firms seem to favour vigorous antitrust activity, especially enforcement targeted against cartel behaviour by suppliers. The largest small-firm retailers and wholesalers (those with 100–499 employees) seem somewhat threatened by such activity, especially the more controversial nonhorizontal enforcement. However, it must be acknowledged that the effects on entry or relocation of small firms – both positive and negative – are quite small.     

Market competition,lobbying influence and environmental externalities

In this paper, we contribute to the debate regarding the relationship between lobbying and environmental regulation by explicitly taking into account the role of market competition. We analyse how the number of firms affects both the effectiveness of lobbying in fighting environmental regulation and the individual incentive for firms to switch to green technology. To explore this issue, we present a Cournot oligopoly where firms can choose between abating the environmental externality or lobbying the government to hold a loose regulation. We investigate two alternative government's political objectives. In the first, government aims to only minimise the externality, while in the second, it also cares about the consumers surplus. We find that, in both cases, the higher the number of firms, the higher the incentive to abate. However, while in the first case, either both types of firms coexist or all firms switch to be green, in the other case, there exists a minimum the number of firms below which all firms remain polluting.     

Harnessing the Firm-specific Knowledge of the Maintenance Workforce for Organizational Competitiveness

This paper argues, with the support of the empirical data from five case-study firms, that maintenance workers can play a key role in advancing technology used by their firm and contributing to its long-term competitiveness. Maintenance workers can contribute their firm-specific knowledge which they gain from their experience of working with the equipment in two ways: by providing feedback on asset performance to other departments/firms who design, select or install new technology/equipment; and by making the newly introduced and/or existing technology more suitable to the working environment. Yet, this valuable potential of maintenance employees is rarely appropriated by firms, of which many are enthusiastically seeking additional competitiveness. If 'learning by doing' is an important way for firms to learn and to compete, then this wider role of the maintenance workforce should be harnessed by firms that seek long-term competitiveness.     

Harnessing the Firm-specific Knowledge of the Maintenance Workforce for Organizational Competitiveness

This paper argues, with the support of the empirical data from five case-study firms, that maintenance workers can play a key role in advancing technology used by their firm and contributing to its long-term competitiveness. Maintenance workers can contribute their firm-specific knowledge which they gain from their experience of working with the equipment in two ways: by providing feedback on asset performance to other departments/firms who design, select or install new technology/equipment; and by making the newly introduced and/or existing technology more suitable to the working environment. Yet, this valuable potential of maintenance employees is rarely appropriated by firms, of which many are enthusiastically seeking additional competitiveness. If 'learning by doing' is an important way for firms to learn and to compete, then this wider role of the maintenance workforce should be harnessed by firms that seek long-term competitiveness.