The Relative Importance of Employer and Employee Effects on Compensation: A Comparison of France and the United States

Using individual data on compensation, matched with establishment and firm data on performance and inputs, we compare the French and American pay systems. The compensation measures are decomposed into components related to measured individual characteristics, establishment–enterprise effects, and a residual. In France, the compensation outcomes are more compressed than in the United States. For France, individual characteristics and establishment effects explain more of the variability in compensation outcomes than in the United States. The observable and unobservable components of compensation are identically correlated in the two countries. The relations among compensation components (individual and establishment) and firm performance outcomes (value-added per worker, sales per worker, and profit per unit of capital) exhibit some important similarities and differences between the countries. Higher paid workers, either because of individual characteristics or establishment effects, are employed in firms that are more productive. Higher pay due to enterprise heterogeneity is associated with higher profitability in France but lower profitability in the United States. J. Japan Int. Econ. December 2001, 15(4), pp. 419–436. Department of Labor Economics, Cornell University, 259 Ives Hall, Ithaca, New York 14853–3901, CREST and NBER; CREST-INSEE, 15, bd Gabriel Péri, 92245 Malakoff Cedex, France, CEPR and IZA; LAMIA-TEAM, Université de Paris 1 Panthéon-Sorbonne, 106–112, bd de l'Hôpital, 75647 Paris Cedex 13, France, and Crest; and Department of Economics, University of Missouri–Columbia, 118 Professional Bldg., Columbia, Missouri 65211. © 2001 Elsevier Science (USA).Journal of Economic Literature Classification Numbers: J31, D21.     

Competitive forces and the importance of management control systems in emerging-economy firms: The moderating effect of international market orientation

Using survey and archival data from exchange-listed Chinese firms, we investigate the relationship between competitive forces (i.e., the threat of foreign entrants and buyers’ bargaining power) and the importance that the firms place on their management control systems (MCS), and whether the firms’ international market orientation moderates this relationship. We examine five MCS practices—formal procedures, strategic planning, budget targets, approval procedures, and participative budgeting—both as a package and separately. We predict and find a positive association between the threat of foreign entrants and the importance that the firms place on their MCS, but this association is larger for firms competing predominantly in the domestic market than for those competing predominantly in international markets. Further, we predict and find that the association between buyers’ bargaining power and the importance that the firms place on their MCS is larger for firms competing predominantly in international markets than for those competing in domestic markets. We probe deeper into our empirical findings using qualitative data collected from post hoc interviews with managers of Chinese firms and those of international firms operating in China. We discuss the implications of our findings and provide some directions for future research.     

Well-being,job satisfaction and labour mobility

I investigate whether two indicators of job-related well-being predict subsequent quitting. I find that both the Depression–Enthusiasm scale and the Anxiety–Comfort scale predict quitting, the former more strongly, and this contributes an element of criterion validity to their use as welfare measures. However, overall job satisfaction, which implicitly captures well-being relative to outside job opportunities, predicts job mobility better than either the Depression–Enthusiasm or the Anxiety–Comfort scale. I also find asymmetric effects: relative to intermediate levels, low well-being or job satisfaction are associated with greater quitting, yet high well-being or job satisfaction are not significantly associated with reduced quitting.     

ECONOMETRICS FOR GRUMBLERS: A NEW LOOK AT THE LITERATURE ON CROSS‐COUNTRY GROWTH EMPIRICS

Abstract Since the seminal contribution of N. Gregory Mankiw, David Romer and David N. Weil in 1992 the growth empirics literature has used increasingly sophisticated methods to select relevant growth determinants in estimating cross‐section growth regressions. The vast majority of empirical approaches, however, limit cross‐country heterogeneity in production technology to the specification of total factor productivity, the ‘measure of our ignorance’. In this survey, we present two general empirical frameworks for cross‐country growth and productivity analysis and demonstrate that they encompass the various approaches in the growth empirics literature of the past two decades. We then develop our central argument, that cross‐country heterogeneity in the impact of observables and unobservables on output as well as the time‐series properties of the data are important for reliable empirical analysis.     

The price of labour and understanding the causes of poverty

This paper provides a review of how questions in labour economics link to the central concerns of development economics in understanding the mechanisms that both create, and perpetuate, poverty in some countries and not others and in some areas within countries. The paper frames this link by asking what determines first the price of labour, then the nature of employment open to labour and finally discusses the links from the price of labour to incomes through the assets owned by the poor. The advent of micro data in developing countries has transformed our knowledge of what needs to be explained. While the price of labour clearly depends on education the links between incomes and education are much weaker than is frequently supposed. The finding from micro data that conditioning on a wide range of observable characteristics of human capital still leaves most of the variation in earnings to be explained suggests the importance of understanding what these other factors might be and how they may interact with human capital. One possibility is that markets are segmented so that individuals with the same skills earn different amounts depending on the sector in which they work. Another possible explanation is that the unobserved characteristics of workers are more important than the observed and that processes of matching and search lead to the outcomes we observe in labour markets. It is argued that these explanations are not mutually exclusive and that different processes may operate across labour markets both within and across countries. The review concludes by outlining outstanding research issues in labour economics where new models and data may well provide insights into explaining the extraordinarily diverse range of outcomes we observe for the price of labour in poor countries.     

Deconstruction and the responsibilities of the accounting academic

This paper draws on the philosophy of Jacques Derrida to review and re-evaluate the responsibilities of the accounting community and in particular of the accounting academy. The paper begins with a brief explanation of deconstruction and implications of responsible deconstruction for truth in accounting. It is argued that Derrida's philosophy is compatible with a pragmatic approach to the pursuit of truth in accounting. In the second section of the paper the responsible, and essentially ethical, nature of deconstruction is discussed and the charge that it threatens to undermine institutions like accounting that rely of notions of truth, reasons, objectivity and disinterestedness, is rebuffed. In the third part of the paper responsibilities of the university as an institution, and accounting, are discussed drawing on some of Derrida's work on that theme, and in particular responsibility to and for reason. Derrida's analysis is applied to accounting and two competing orders of responsibility are identified and contrasted: a traditional responsibility grounded in representationalism and a new responsibility of openness to the other's demand. In the fourth part of the paper discussion of contrast and tension between types of responsibility is extended into a consideration of the relationship between moral and ethical responsibilities, in the context of accounting education. The paper concludes with reflections on the responsibilities of accounting educators.     

Trade,Geography, and Industry Growth in U.S. Manufacturing

Much of the recent empirical literature examining the New Economic Geography has focused on how access to markets impacts wages. In this article, we consider an alternative aspect of the theory by examining how access to markets affects industry growth. We develop a model relating the growth of two key measures of market size—market access and supplier access—to growth in industry employment and the real value of industry shipments. We estimate the model using data on U.S. manufacturing industries between 1984 and 1996. We find strong evidence to suggest that access to markets positively affects industry growth.     

Leeway for the Loyal: A Model of Employee Discretion

This article examines the factors underlying task discretion from an economist's perspective. It argues that the key axis for understanding discretion is the trade‐off between the positive effects of discretion on potential output per employee and the negative effects of greater leeway on work effort. In empirical analysis using matched employer–employee data, it is shown that discretion is strongly affected by the level of employee commitment. In addition, discretion is generally greater in high‐skilled jobs, although not without exceptions, and lower where employees are under‐skilled. Homeworking and flexitime policies raise employee discretion. The impact of teamworking is mixed. In about half of cases team members do not jointly decide about work matters, and the net effect of teams on task discretion in these cases is negative. In other cases, where team members do decide matters jointly, the impact is found to be neutral according to employees' perceptions, or positive according to managers' perceptions. There are also significant and substantial unobserved establishment‐level factors which affect task discretion.