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作者：Prendergast, Canice
作者单位：University of Chicago
摘要：Employees in public agencies rarely have pay for performance: instead their incentives are often guided by a sense of professionalism. This paper concerns how organizations should monitor professionals. The primary outcome of the paper is that weak incentives lead public agencies to exhibit bias in their oversight, by rewarding the interests of their employees to the detriment of other constituencies' concerns. In some instances, this bias is complete by entirely ignoring other interests.
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作者：Bracha, Anat; Gneezy, Uri; Loewenstein, George
作者单位：Federal Reserve System - USA; Federal Reserve Bank - Boston; University of California System; University of California San Diego; University of Amsterdam; Carnegie Mellon University
摘要：We examine the impact of relative wages on labor supply in a laboratory experiment. We test the hypothesis that, ceteris paribus, making a given wage high (low) relative to other wage levels will lead to an increase (decrease) in labor supply. We find that labor supply does respond significantly to relative pay, and in the expected direction. However, when a strong enough reason for the relative low pay is given, this difference disappears.
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作者：Siow, Aloysius
作者单位：University of Toronto
摘要：In a stochastic Becker marriage model (Choo and Siow), supermodularity of the match output function implies stochastic positive assortative matching (PAM): the equilibrium marriage matching distribution has all positive local log odds ratios or is totally positive of order 2 (TP2). The Choo-Siow model rationalizes the practice of studying PAM independent of population vectors and marriage rates and conditional on other spousal characteristics. Using white married couples in their 30s from the ...
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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...
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作者：Morin, Louis-Philippe
作者单位：University of Ottawa
摘要：This paper provides new evidence of gender differences in response to increased competition, focusing on important life tasks performed in a regular social environment. The analysis takes advantage of a major education reform in Ontario that exogenously increased competition for university grades. Comparing students prereform and postreform using rich administrative data, I find that male average grades and the proportion of male students graduating on time increased relative to females. Furth...
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作者：Mansfield, Richard K.
作者单位：Cornell University
摘要：This paper uses 11 years of administrative data from North Carolina public high schools to examine the extent to which the allocation of teachers within and across public high schools is contributing to inequality in student test score performance. The existence of nearly 3,500 teacher transfers allows separate identification of each teacher's quality from other school-level factors. I find that teaching quality is fairly equitably distributed both within and across high schools: students amon...
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作者：Stafford, Tess M.
作者单位：University of New South Wales Sydney
摘要：Recent empirical findings have cast doubt on the neoclassical model of labor supply. However, estimation issues, and not workers' behavior, may be responsible for these findings. This paper investigates this possibility by examining the daily labor supply of Florida lobster fishermen. I invariably find that fishermen work more when earnings are temporarily high, behavior that is consistent with a neoclassical model of labor supply. Furthermore, methods that do not control for measurement error...
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作者：Wozniak, David; Harbaugh, William T.; Mayr, Ulrich
作者单位：Eastern Michigan University; University of Oregon
摘要：We use a within-subjects experiment with math and word tasks to show that relative performance feedback moves high-ability females toward more competitive forms of compensation, moves low-ability men toward less competitive forms, and eliminates gender differences in choices. We also examine females across the menstrual cycle and find that women in the high-hormone phase are more willing to compete than women in the low-hormone phase. There are no significant differences between choices after ...
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作者：Eriksson, Tor; Kristensen, Nicolai
作者单位：Aarhus University; IZA Institute Labor Economics
摘要：The two key predictions of hedonic wage theory are that there is a trade-off between wages and nonmonetary rewards and that the latter can be used as a sorting device by firms to attract and retain the kind of employees they desire. We use the vignettes method to estimate individuals' willingness-to-pay for fringe benefits and job amenities. We find negative wage-fringe trade-offs, considerable heterogeneity in willingness-to-pay for fringe benefits, and signs of sorting.
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作者：Aslund, Olof; Hensvik, Lena; Skans, Oskar Nordstrom
作者单位：Uppsala University
摘要：We investigate how the interplay between manager and worker origin affects hiring patterns, job separations, and wages. Numerous specifications utilizing a longitudinal matched employer-employee database including 70,000 establishments consistently show that managers are substantially more likely to hire workers of their own origin. Workers who share an origin with their managers earn higher wages and have lower separation rates than dissimilar workers, but this pattern is driven by difference...
