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Weiss, Andrew - 1987

We construct a model in which firms use workers' productivities in determining their job assignments. A worker's productivity must exceed some lower bound to satisfy the minimum qualifications for a particular job. If the worker's productivity exceeds some upper bound he is promoted. Under these...

Persistent link: https://www.econbiz.de/10012476902

Compensation and Firm Performance

Ehrenberg, Ronald G. - 1987

This paper uses stochastic simulation and my U.S. econometric model to examine the optimal choice of monetary policy instruments. Are the variances, covariances, and parameters in the model such as to favor one instrument over the other, in particular the interest rate over the money supply? The...

Persistent link: https://www.econbiz.de/10012476924

Tied Wage-Hours Offers and the Endogeneity of Wages

Lundberg, Shelly J. - 1984

implements a pair of tests for the exogeneity of wages in a longitudinal labor supply model, and for the particular failure of … hours Granger -- cause wages at the individual level. The second test involves a simultaneous estimation of labor supply and … from the process generating wages, even when long time series are available on a sample of individuals …

Persistent link: https://www.econbiz.de/10012477658

Agency, Delayed Compensation, and the Structure of Executive Remuneration

Eaton, Jonathan - 1981

In this paper we examine the factors affecting the structure of executives' compensation packages. We focus particularly on the role of various types of delayed compensation as means of "bonding" executives to their firms. The basic problem is to design a compensation package that rewards...

Persistent link: https://www.econbiz.de/10012478336

Male-Female Differences in Wages and Employment : A Specific Human Capital Model

Landes, Elisabeth M. - 1974

This paper analyzes the effects of differential turnover patterns and the existence of firm specific training, jointly financed by employer and employee, on male-female wage and employment differentials. Chapter 1 introduces the topic of sex differences in occupational distribution and...

Persistent link: https://www.econbiz.de/10012479096

How Do Employers Use Compensation History? : Evidence From a Field Experiment

Barach, Moshe A. - 2020

% lower past average wages and hired workers with 13% lower past average wages. Conditional upon bargaining, workers hired by …

Persistent link: https://www.econbiz.de/10012479151

Health and the Wage : Cause, Effect, Both, or Neither? New Evidence on an Old Question

Dench, Daniel - 2018

We investigate two-way causality between health and the hourly wage by employing insights from the human capital and compensating wage differential models, a panel formed from the National Longitudinal Survey of Youth 1997, and dynamic panel estimation methods in this investigation. We uncover a...

Persistent link: https://www.econbiz.de/10012480915

Do Financial Concerns Make Workers Less Productive?

Kaur, Supreet; Mullainathan, Sendhil; Oh, Suanna; … - National Bureau of Economic Research - 2021

others. This manipulation holds constant wages and piece rates, as well as human and physical capital. On cash-rich days …

Persistent link: https://www.econbiz.de/10012482556

CEO Compensation

Frydman, Carola - 2010

This paper surveys the recent literature on CEO compensation. The rapid rise in CEO pay over the past 30 years has sparked an intense debate about the nature of the pay-setting process. Many view the high level of CEO compensation as the result of powerful managers setting their own pay. Others...

Persistent link: https://www.econbiz.de/10012462072

Human Resource Management and Productivity

Bloom, Nicholas - 2010

In this handbook of labor economics chapter we examine the relationship between Human Resource Management (HRM) and productivity. HRM includes incentive pay (individual and group) as well as many non-pay aspects of the employment relationship such as matching (hiring and firing) and work...

Persistent link: https://www.econbiz.de/10012462634