Firm ownership and internal labour practices in a transition economy

One feature common to many post‐socialist transition economies is a relatively compressed wage structure in the state‐owned sector. We conjecture that this compressed wage structure creates weak incentives for work effort and worker skill acquisition and thus presents adverse consequences for the entire transition economy if a substantial portion of the labour force works in the state sector. We explore firm wage incentives and worker training, as well as other labour practices and outcomes, in a transition setting with matched firm and worker data collected in one of the largest provinces of Vietnam – Ho Chi Minh City. The Vietnamese state sector exhibits a compressed wage distribution in relation to privately owned firms with foreign ownership. State wage practices stress tenure over worker productivity and their wage policies result in flatter wage–experience profiles and lower returns to education. The state work force is in greater need of formal training, a need that is in part met through direct government financing. In spite of the opportunities for government financed training and at least partly due to inefficient worker incentives, state firms, by certain measures, exhibit lower levels of labour productivity. The private sector comparison group to state firms for all of these findings is foreign owned firms. The internal labour practices of foreign firms are more consistent with a view of profit‐maximizing firms operating with no political constraints. This is not the case for Vietnamese de novo private firms that exhibit much more idiosyncratic behaviour and whose labour practices are often indistinguishable from state firms. The exact reasons for this remain a topic of on‐going research yet we conjecture that various private sector constraints, including limited access to formal capital, play an important role.     

Airport infrastructure spillovers in a network system

Airports in the US air transport network have become increasingly congested, leading to delays for business travelers and freight shipments. Since disruptions in one part of the network exacerbate problems throughout the system, airport infrastructure expansions to enhance air traffic flows confer travel-time savings and reliability benefits, and thus increased worker productivity and shipping efficiency for manufacturing firms. We evaluate such spillovers, and find that higher own-state airport infrastructure implies lower manufacturing costs from both labor- and materials-savings. Airport expansion in connected states has a comparable effect for states with hub airports, and an even greater impact for other states.     

Growth and equity effects of changing demographic structures in the Netherlands: simulations within a social accounting matrix

"This paper deals with the economic consequences of a changing demography in an industrialized country, namely the Netherlands. The analytical framework chosen is that of general equilibrium as statistically given by the social accounting matrix (SAM) in which we introduce households by size for the present economic demographic situation (1981) and for a future simulated situation (2010) featuring in particular a relative increase in one-person households (individualization). The income (output) multipliers of both SAMs show a positive growth bias towards three and more person households and towards mining, public utilities, trade and banking."     

More pessimism than greediness: a characterization of monotone risk aversion in the rank-dependent expected utility model

Summary. This paper studies monotone risk aversion, the aversion to monotone, mean-preserving increase in risk (Quiggin [21]), in the Rank Dependent Expected Utility (RDEU) model. This model replaces expected utility by another functional, characterized by two functions, a utility function u in conjunction with a probability-perception function f. Monotone mean-preserving increases in risk are closely related to the notion of comparative dispersion introduced by Bickel and Lehmann [3,4] in Non-parametric Statistics. We present a characterization of the pairs (u,f) of monotone risk averse decision makers, based on an index of greediness G _u of the utility function u and an index of pessimism P _f of the probability perception function f: the decision maker is monotone risk averse if and only if . The index of greediness (non-concavity) of u is the supremum of taken over . The index of pessimism of f is the infimum of taken over 0 < v < 1. Thus, , with G _u = 1 iff u is concave. If then , i.e., f is majorized by the identity function. Since P _f = 1 for Expected Utility maximizers, forces u to be concave in this case; thus, the characterization of risk aversion as is a direct generalization from EU to RDEU. A novel element is that concavity of u is not necessary. In fact, u must be concave only if P _f = 1.Received: 10 April 2001, Revised: 18 November 2003, JEL Classification Numbers: D81. Correspondence to: Michéle CohenAlain Chateauneuf, Michéle Cohen, Isaac Meilijson: We are most grateful to Mark Machina, Peter Wakker and two anonymous referees for very helpful suggestions and comments.     

Careers in public sector science: orientations and implications

There is consensus that the world of science is changing (Ziman, 1994; see for example Nowotny et al., 2002). The environment in which scientists work is typified now as increasingly dynamic, managerialist and commercialised. This paper focuses on how scientists within different organisational and national contexts understand and enact their careers in the face of such changes. Based on empirical work in the UK and New Zealand, this paper introduces four career orientations evident in the career accounts of these participants. The categories are further analysed in terms of the key drivers to career: science, the organisation and the individual. Implications for career management are discussed in each section. In conclusion, the paper makes two related contributions. First, the evidence presented poses a challenge to highly individualised notions of the career actor central to current career thinking, instead revealing scientists' continued attachment to old institutional arrangements alongside new and emerging ways of understanding career. Second, with reference to the issue of career management of research scientists, the study highlights the need for those involved in management to look beyond employing organisations to other life interests, and science itself. It argues the need for those involved in career management to recognise the variety of legitimate ways to run a scientific career.