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作者：Haeck, Catherine; Verboven, Frank
作者单位：KU Leuven; Centre for Economic Policy Research - UK; University of Quebec; University of Quebec Montreal
摘要：Using a rich personnel data set of a large European university we find strong evidence for the existence of an internal labor market. First, there is a strong port of entry at the lowest academic rank and in fact even prior to entering professorship, resulting in very long internal careers. Second, wages do not follow external wage developments. We subsequently consider various incentive theories regarding the dynamics of promotions, as organized through annual tournaments. As expected, a rigi...
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作者：Cingano, Federico; Rosolia, Alfonso
摘要：We assess the strength of information spillovers relating unemployment duration of workers displaced by firm closures to their former colleagues' current employment status. Displaced-specific networks are recovered from a 20-year panel of matched employer-employee data. Spillovers are identified by comparing performances of codisplaced workers. A one-standard-deviation increase in the network employment rate reduces unemployment duration by about 8%; the effect is magnified if contacts recentl...
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作者：Heckman, James J.; Humphries, John Eric; LaFontaine, Paul A.; Rodriguez, Pedro L.
作者单位：University of Chicago; University College Dublin; Institute of Advanced Studies in Administration (IESA)
摘要：The option to obtain a General Educational Development (GED) certificate changes the incentives facing high school students. This article evaluates the effect of three different GED policy innovations on high school graduation rates. A 6-point decrease in the GED pass rate produced a 1.3-point decline in high school dropout rates. The introduction of a GED certification program in high schools in Oregon produced a 4% decrease in high school graduation rates. Introduction of GED certificates fo...
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作者：Santos-Pinto, Luis
作者单位：University of Lausanne
摘要：I extend Spence's signaling model by assuming that some workers are overconfident-they underestimate their marginal cost of acquiring education-and some are underconfident. Firms cannot observe workers' productive abilities and beliefs but know the fractions of high-ability, overconfident, and underconfident workers. I find that biased beliefs lower the wage spread and compress the wages of unbiased workers. I show that gender differences in self-confidence can contribute to the gender pay gap...
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作者：Heywood, John S.; Parent, Daniel
作者单位：Universite de Montreal; HEC Montreal; University of Wisconsin System; University of Wisconsin Milwaukee
摘要：We show that the reported tendency for performance pay to be associated with greater wage inequality at the top of the earnings distribution applies only to white workers. This results in the white-black wage differential among those in performance pay jobs growing over the earnings distribution even as the same differential shrinks over the distribution for those not in performance pay jobs. We show that this remains true even when examining suitable counterfactuals that hold observables cons...
