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作者：Sjoquist, David L.; Winters, John V.
作者单位：University System of Georgia; Georgia State University; Oklahoma State University System; Oklahoma State University - Stillwater; IZA Institute Labor Economics
摘要：Since 1991 more than two dozen states have adopted merit-based student financial aid programs, intended at least in part to increase the stock of human capital by improving the knowledge and skills of the state's workforce. At the same time, there has been growing concern that the United States is producing too few college graduates in science, technology, engineering, and mathematics (STEM) fields. Using microdata from the American Community Survey, this paper examines whether recently adopte...
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作者：Kinsler, Josh; Pavan, Ronni
作者单位：University of Rochester; University of London
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作者：Benson, Alan
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：This paper examines how sales managers, acting as agents of the firm, game the staffing and incentives of their subordinates. Sales managers on a quota's cusp have a unique personal incentive to retain and lower quotas for poor-performing subordinates, allowing one to isolate a manager's interest from the firm's. Using microdata from 244 firms that subscribe to a cloud-based service for processing sales compensation, I estimate that 13%-15% of both quota adjustments and retentions among poor p...
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作者：Lazear, Edward P.; Shaw, Kathryn L.; Stanton, Christopher T.
作者单位：Stanford University; Utah System of Higher Education; University of Utah
摘要：How and by how much do supervisors enhance worker productivity? Using a company-based data set on the productivity of technology-based services workers, we estimate supervisor effects and find them to be large. Replacing a boss who is in the lower 10% of boss quality with one who is in the upper 10% of boss quality increases a team's total output by more than adding one worker to a nine-member team would. Workers assigned to better bosses are less likely to leave the firm. A separate normaliza...
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作者：Zenou, Yves
作者单位：Stockholm University
摘要：The study develops a simple model where workers can obtain a job through either their strong or weak ties. It shows that increasing the time spent with weak ties raises the employment rate of workers. It also shows that when the job-destruction rate or the job-information rate increases, workers choose to relymore on their weak ties to find a job. The model is extended so unemployed workers can also learn of a vacancy directly from an employer. Results show that equilibrium employment and time...
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作者：Oswald, Andrew J.; Proto, Eugenio; Sgroi, Daniel
作者单位：University of Warwick; IZA Institute Labor Economics
摘要：Some firms say they care about the well-being and happiness of their employees. But are such claims hype or scientific good sense? We provide evidence, for a classic piece rate setting, that happiness makes people more productive. In three different styles of experiment, randomly selected individuals are made happier. The treated individuals have approximately 12% greater productivity. A fourth experiment studies major real-world shocks dbereavement and family illness). Lower happiness is syst...
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作者：[Anonymous]
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作者：Guertler, Marc; Guertler, Oliver
作者单位：University of Cologne
摘要：We investigate the effect of employee heterogeneity on the incentive to exert effort in a market-based tournament. External employers use promotion decisions to estimate employees' abilities and adjust their wage offers accordingly. Employees exert effort to increase the probability of being promoted and thus to increase their ability assessment and wage offer. We demonstrate that ability assessments and wage offers are more sensitive to promotion decisions in the case of heterogeneous employe...
