The effect of minimum wages on employment in emerging economies: a survey and meta-analysis

Using both qualitative and quantitative (meta-analysis) methods, this paper reviews the growing evidence on the impact of minimum wages on employment in 14 major emerging economies (Argentina, Brazil, Chile, China, Colombia, India, Indonesia, Mexico, Poland, the Philippines, the Russian Federation, South Africa, Thailand and Turkey). Overall, minimum wages are found to have only a minimal impact on employment, and there is evidence of reporting bias towards statistically significant negative results. More vulnerable groups (e.g. youth and the low-skilled) are marginally more negatively affected, and there is some indication that higher minimum wages lead to more informal employment.     

DOES STUDENT WORK REALLY AFFECT EDUCATIONAL OUTCOMES? A REVIEW OF THE LITERATURE

We review the theories put forward, methodological approaches used and empirical conclusions found in the multidisciplinary literature on the relationship between student employment and educational outcomes. A systematic comparison of the empirical work yields new insights that go beyond the overall reported negative effect of more intensive working schemes and that are of high academic and policy relevance. One such insight uncovered by our review is that student employment seems to have a more adverse effect on educational decisions (continuing studies and enrolment in tertiary education) than on educational performance (test and exam scores).     

Technological change and the growing inequality in managerial compensation

Three of the most fundamental changes in US corporations since the early 1970s have been (1) the increased importance of organizational capital in production, (2) the increase in managerial income inequality and pay-performance sensitivity, and (3) the secular decrease in labor market reallocation. Our paper develops a simple explanation for these changes: a shift in the composition of productivity growth away from vintage-specific to general growth. This shift has stimulated the accumulation of organizational capital in existing firms and reduced the need for reallocating workers to new firms. We characterize the optimal managerial compensation contract when firms accumulate organizational capital but risk-averse managers cannot commit to staying with the firm. A calibrated version of the model reproduces the increase in managerial compensation inequality and the increased sensitivity of pay to performance in the data over the last three decades. This increased sensitivity of compensation to performance provides large, successful firms with the glue to retain their managers and the organizational capital embedded in them.     

Finance and inequality: Channels and evidence

We provide a framework to interpret the recent literature on financial development and inequality. In many developing countries, access to funding and financial services by firms and households is still very skewed. Recent evidence suggests that poor access does not only reflect economic constraints but also barriers erected by insiders. Inequality affects the distribution of political influence, so financial regulation often is easily captured by established interests in unequal countries. Captured reforms deepen rather than broaden access, as small elites obtain most of the benefits while risks are socialized. Financial liberalization motivated to increase access may in practice increase fragility and inequality, and lead to political backlash against reforms. Thus financial reforms may succeed only if matched by a buildup in oversight institutions. Journal of Comparative Economics 35 (4) (2007) 748–773.     

Employment equity policy frames in the literature: ‘good practice’ versus ‘bad idea’

Work organisations considering policies against racial or ethnic discrimination and for recognising diversity can find many different and often conflicting recommendations in the literature, in particular regarding the aim of proportional representation of different ethnic groups. To better understand this controversy, this paper rigorously examines three key theories from a frame-critical and business ethics perspective. It introduces a fundamental threefold conceptualisation of ‘employment equity policy’ (EEP) as a catch-all term for related concepts such as ‘affirmative action’, ‘equal opportunities policy’ and ‘diversity management’, distinguishing between three different organisational goals: equal treatment, equal results and individual recognition. The analysis suggests that different authors emphasise some ‘facts’ rather than others and strategically interpret the limited available empirical research to support their policy positions, mixing both classical and newer ethical reasoning. In the ‘good practice’ frame, human resource management practitioners are urged to take ‘positive action’, to monitor the ethnic composition of the workforce and to formulate target figures to increase the representation of discriminated groups. In the opposing ‘bad idea’ frame, organisations are seriously advised against EEPs with ‘hard’ numerical goals: these policies supposedly are unnecessary and ineffective and have negative unintended consequences. The article draws implications from these findings for future research and practice in the field of EEPs.     

How do business and financial cycles interact?

This paper analyzes the interactions between business and financial cycles using an extensive database covering 44 countries for the period 1960:1–2010:4. Our analysis shows that there are strong linkages between the different phases of business and financial cycles. In particular, recessions associated with financial disruptions, notably house and equity price busts, tend to be longer and deeper than other recessions. Conversely, while recoveries following asset price busts tend to be weaker, recoveries associated with rapid growth in credit and house prices are often stronger. These findings emphasize the importance of financial market developments for the real economy.     

Vertical control of a distribution network—an empirical analysis of magazines

How does an upstream firm determine the size of its distribution network, and what is the role of vertical restraints? To address these questions, we develop two empirical entry models. In the benchmark coordinated entry model, the upstream firm sets market‐specific wholesale prices and implements the first best. In the more realistic restricted/free entry model, the upstream firm only sets a uniform wholesale price. As a second‐best solution, it restricts entry in markets where business stealing (encroachment) is high, and allows free entry elsewhere. We apply the model to magazine distribution, and assess the profitability of alternative vertical restraints. Banning restricted licensing reduces profits only slightly, so the business rationale for restricted licensing should not be sought in the prevention of encroachment. Furthermore, market‐specific wholesale prices implement the first best, but the profit increase would be small, providing a rationale for the commonly observed uniform wholesale prices. Finally, uniform franchise fees are much less effective than a uniform wholesale price to cope with local market differences.