Accounting for endogeneity in matching function estimation

We show that equilibrium matching models imply that standard estimates of the matching function elasticities are exposed to an endogeneity bias, which arises from the search behavior of agents on either side of the market. We offer an estimation method which, under certain structural assumptions about the process driving shocks to matching efficiency, is immune from that bias. Application of our method to the estimation of a basic version of the matching function using aggregate U.S. data from the Job Openings and Labor Turnover Survey (JOLTS) suggests that the bias can be quantitatively important.     

Climate Change Mitigation with Technology Spillovers

We explore the implications of an increase in clean technology spillovers between developed and developing countries. We build a game of abatements in which players are linked with technology spillovers determined by an initial choice of absorptive capacities by developing countries. We show that, within a non-cooperative framework, the response of clean technology investments in developed countries to an increase in cross-country technology spillovers is ambiguous. If the marginal benefits of these additional abatements are not sufficiently high, developed countries have a strategic incentive to decrease investments. Such a strategic response jeopardizes the initial effects of an increase in technology spillovers on climate change mitigation and decreases the incentives for developing countries to enhance their absorptive capacities.     

When less conditioning provides better estimates: overcontrol and endogenous selection biases in research on intergenerational mobility

Quality & Quantity - The counterfactual approach to causality has become the dominant approach to understand causality in contemporary social science research. Whilst most sociologists are...     

Inclusive Growth — Institutions Matter!

Intereconomics - The aim of the concept of inclusive growth is to derive political recommendations on the basis of selected indicators so that a maximum number of socio-economic groups may benefit...     

Family size and child outcomes: Is there really no trade-off?

We study the impact of family size on intermediate and long-term outcomes using twin births as an exogenous source of variation in family size in an unusually rich dataset. Similar to recent studies, we find no evidence of a causal effect on long-term outcomes and show that not taking selection effects into account will likely overstate the effects. We do, however, find a small but significant negative impact of family size on grades in compulsory and secondary school among children who are likely to be vulnerable to further restrictions on parental investments.     

The pervasive absence of compensating differentials

We study the relation between individual preferences for job amenities (e.g., type of work, job security) and compensating wage differentials in cross‐section. To this end, we estimate a partial equilibrium job search model on panel data from eight European countries. There are five non‐wage job characteristics and two sources of job‐to‐job mobility: on‐the‐job search and reallocation shocks. We also allow for two types of unobserved heterogeneity. We find strong preferences for amenities, especially job security, yet, these preferences do not translate into significant wage differentials in cross‐section. Counterfactual experiments show that one would need extremely low levels of search frictions for compensating differentials to arise. Lastly, a similar exercise on the distribution of job change outcomes reveals the role of constrained job‐to‐job mobility in the absence of compensating wage differentials. Copyright © 2009 John Wiley & Sons, Ltd.     

Understanding how HR systems work: the role of HR philosophy and HR processes

Despite the proliferation of studies of HR systems, there are still substantial gaps in our understanding of how such systems actually work. This article, by focusing on the neglected areas of HR philosophy and HR processes in the composition of HR systems, and by using a qualitative, employee‐centred approach in the collection and analysis of data, provides new insights into the working of HR systems. Using data from interviews with 56 knowledge workers employed in the information and communications technology sector in Ireland and the UK, we explore employee‐level reactions to two different types of HR systems. We highlight the various ways in which HR processes interact with HR practices and the different outcomes that may result, and we identify the key role of HR philosophy in HR system operation.