Estimated annual and lifetime labor productivity in the United States, 2016: implications for economic evaluations

Abstract

Background: Human-capital based lifetime productivity estimates are frequently used in cost-of-illness (COI) analyses and, less commonly, in cost-effectiveness analyses (CEAs). Previous US estimates assumed that labor productivity and real earnings both grow by 1% per year.

Objectives: This study presents estimates of annual and lifetime productivity for 2016 using data from the American Community Survey, the American Time Use Survey, and the Current Population Survey, and with varying assumptions about real earnings growth.

Methods: The sum of market productivity (gross annual personal labor earnings adjusted for employer-paid benefits) and the imputed value of non-market time spent in household, caring, and volunteer services was estimated. The present value of lifetime productivity at various ages was calculated for synthetic cohorts using annual productivity estimates, life tables, discount rates, and assumptions about future earnings growth rates.

Results: Mean annual productivity was $57,324 for US adults in 2016, including $36,935 in market and $20,389 in non-market productivity. Lifetime productivity at birth, using a 3% discount rate, is roughly $1.5 million if earnings grow by 1% per year and $1.2 million if future earnings growth averages 0.5% per year.

Conclusions: Inclusion of avoidable productivity losses in societal-perspective CEAs of health interventions is recommended in new US cost-effectiveness guidelines. However, estimates vary depending on whether analysts choose to estimate total productivity or just market productivity, and on assumptions made about growth in future productivity and earnings.     

Is There a Link Between Casual Employment and Export-Orientation of Firms? The Case of Kenya’s Manufacturing Sector

Empirical evidence on the link between trade and employment outcomes in Africa is severely limited. The paper analyses employment outcomes, that is, the rise in casual employment in Kenya’s manufacturing sector in relation to firms’ export orientation. While exporting firms generally account for a higher proportion of employment in the manufacturing sector, the proportion of workers in exporting firms declined by over 20% between the early 1990s and 2003. On the other hand, the proportion of casual workers employed in manufacturing firms increased over the same period. However, the empirical results show no strong evidence of “exporting” significantly influencing the proportion of casual workers employed by firms. The combination of an increasingly skilled labour force in Kenya and deepening casualisation among workers points to a conundrum that requires further analysis. That notwithstanding, the results suggest a need for policy focus not only on job creation, but also on the quality of jobs created.     

A Study of the Relationship Between Personal Values and Moral Reasoning of Undergraduate Business Students

This study examines values and value types as well as scores in levels of moral reasoning for␣students enrolled in a business program. These two factors are measured using the Schwartz Personal Values␣Questionnaire and the Defining Issues Test 2. No statistically significant differences in levels of moral␣reasoning, rankings of values, and value types could be attributed to gender. However, eight significant correlations between value types and levels of moral reasoning provide evidence that a systematic relationship exists. The relationships are not only internally consistent but also consistent with the model of values based on motivational goals (Schwartz S. H. and K. Boenke: 2004, Journal of Research in Personality, 38 230–255). Dr. George Lan, (Ph.D. Management, Queen’s University, Canada) is an Associate Professor of Accounting and a member of the Certified General Accountants of Ontario. His research interest and publications are in the area of business ethics and governance, accounting education and earnings management. Dr. Maureen P. Gowing (Ph.D. Management, Queen’s University, Canada) is an Assistant Professor of Accounting. She is a co-author of both a financial and managerial accounting text and has published articles on ethics and cost control, efficacy of health systems management, and gender differences in oral communication. Dr. Sharon McMahon (Ed.D. Wayne State University, Detroit, Michigan in Curriculum Development and Counseling is an Associate Professor, Faculty of Nursing. Research interests include health and wellness of children and families, health behavior outcomes, and learner’s satisfaction. Author and co-author of publications related to nonprofit governance she integrates her lived experience as a board member on several nonprofit boards and professional organizations. Dr. Fritz Rieger (Ph.D. in Management, McGill University, Canada) is an Associate Professor of Business Policy and Strategy. His research interests and publications are in the areas of ethics, organizational behavior, systems theory, modeling, culture, and immigrant entrepreneurship. Dr. Norman King (Ph.D. in Religious Studies, University of St. Michael’s College, Canada) is a Full Professor (retired) in the department of Languages, Literatures and Cultures. He has authored and co-authored many publications in contemporary spirituality and Western religious thought and remains an active board member of the Children’s Aid Society.     

Fairness in performance evaluation and its behavioural consequences

A recent paper in Accounting and Business Research by Lau et al. (2008) offers systematic evidence to explain whether managers’ perceptions on fairness of performance evaluation procedures affect attitudes such as job satisfaction; and if it does, the different behavioural processes involved. Our paper re‐examines Lau et al.’s model and hypotheses to assess the external validity of their findings, based on a very different sample of managers. Drawing on recent organisational justice literature, it further develops the model and examines the potential interaction effects of fairness of performance evaluation procedures and other variables on job satisfaction. Finally, it extends the outcome variable to include manager performance. Using survey responses from 165 managers, supported by 24 interviews, drawn from three major organisations in the manufacturing and financial services sectors, we find that Lau et al.’s results on the indirect effects of fairness of performance evaluation procedures on job satisfaction are generalisable to other organisational settings and managerial levels. However, using their model we do not find support for the outcome‐based effects through distributive fairness. Developing a revised model we observe that the effects of distributive fairness on job satisfaction are indirect via organisational commitment. When the model is further developed to incorporate performance as the outcome variable, we observe similar findings.     

Generalizing the Encounter--Norm--Crowding Relationship

Theory predicts that when encounters exceed a visitor's norm for seeing others, crowding will increase. This article examines this relationship using data from 13 different studies ( n = 10,697) that included both high- and low-density study sites, and 12 different activities. Measures of recreation encounters asked respondents to indicate the number of people they remembered seeing in different contexts. Crowding was measured using a 9-point Likert scale. An indicator of the individual's tolerance norm was obtained by asking respondents to specify the highest number of encounters they would tolerate for a given situation. As hypothesized, perceived crowding was significantly higher for individuals indicating more encounters than their norm ( t = 12.70, p < .001). Overall, when the number of encounters was less than the norm, crowding scores averaged 2.02 (i.e., Not at all crowded). When encounters exceeded the norm, respondents felt "Slightly" to "Moderately" crowded with an average score of 4.01. Measures of effect size indicated that the strength of this relationship could be characterized as medium ( r > .3 to r < .5, n = 35 correlations) to large ( r S .5, n = 29 correlations). This pattern of findings was also observed for three predictor variables: type of resource (backcountry versus frontcountry); type of activity (e.g., canoers, hikers, hunters, anglers); and type of encounter (conflict versus no conflict). By contrasting identical measures of the same concepts across a number of activities, resources, and evaluation contexts, the generalizability of the hypothesized relationship is more readily apparent.     

The occurrence and spatial distribution of collaboration: biotech firms in Gothenburg,Sweden

This paper deals with the occurrence and spatial distribution of collaborations within biotechnology. By starting from a total population of 45 firms involved in biotech R&D, we shed light on how many collaborate with (1) other firms, (2) venture capitalists, and (3) actors in science and technology and whether these partners can be found in the region, nation or in the rest of the world. Possible explanations for the different patterns are drawn out.     

Risk Analysis in Capital Budgeting Contexts Simple or Sophisticated?

The aim of this paper is to report findings from a comprehensive UK survey which covered a wide range of risk handling issues in capital budgeting. The results provide a clear and up-to-date picture of the current practices of risk analysis within 146 large companies. In addition, the relationships between some risk analysis practices and other firm characteristics were explored. Their implications for theory and management, and some possible suggestions to bridge the gap between theory and practice, are discussed.     

Perceptions of crowding and resource quality by early and more recent visitors

Abstract

Previous literature suggests that a recreationist's current evaluations of a natural setting are influenced by the conditions that existed during the individual's initial exposure to the environment. Given the rapid growth in backcountry use and the ecological impairments associated with this use, it follows that each new generation of visitors will experience a different set of initial conditions. This paper explores the relationship between the year boaters made their first trip to the Apostle Islands National Lakeshore and their current evaluations of the resource. Results indicate that those who made their first trip prior to the area's national designation, when use levels were lower, perceived significantly greater levels of environmental damage to the islands and evaluated perceived increases in visitor numbers more negatively than the more recent boaters. The implications of these findings for managing the recreational experience are discussed.     

A configurational approach to understanding gender differences in entrepreneurial activity: a fuzzy set analysis of 40 countries

This paper explores entrepreneurial activity for men and women across 40 countries. Building on research grounded in social cognitive and institutional theories, we propose a configurational approach to explore how effects of different causal conditions are interdependent in explaining gender specific entrepreneurial activity. Using fuzzy-set qualitative comparative analysis, we find that no one causal element is sufficient for promoting entrepreneurial activity. Instead micro-level attributes of entrepreneurial self-efficacy and opportunity recognition in combination with macro-level business environment formal institutions and national culture create configurations of conditions that lead to high levels of entrepreneurial activity amongst men and women. Moreover, the causal factors configure in different ways for male and female entrepreneurs. This study demonstrates the value of using a configurational analytical technique to explore together the micro- and macro- complexities of what drives men and women around the world to engage in entrepreneurial activity.     

A pull system for delegating knowledge work

A pull system using kanban is commonly used in manufacturing settings to efficiently control the flow of goods. Its success in service operations is limited to processes similar to production lines when the output is repetitive. This paper examined how well a pull system for delegating non-repetitive output performed in an experimental setting of knowledge work, similar to what is found in many services. Results indicated that performance, as measured by completion time for cognitive tasks, improved under a pull as opposed to a push system of delegation. The improvement occurred with no change in output quality, stress levels, or satisfaction. Portions of this data were presented at the Academy of Management Conference, Philadelphia, PA, August, 2007.