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Insider Privatization and Careers - A Study of a Russian Firm in Transition
Friebel, Guido - 2007
(i) more managers are hired from the outside, and (ii) fewer managers leave the firm. A possible reason is an extremely …
Persistent link: https://www.econbiz.de/10012465657
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Formal Employee Training Programs and Their Impact on Labor Produc- tivity : Evidence from a Human Resources Survey
Bartel, Ann P. - 1989
Although economic models of training decisions are framed in terms of a company's calculation of the costs and benefits of such training, empirical work has never been able to test this model directly on company behavior. This paper utilizes a unique database to analyze the determinants of the...
Persistent link: https://www.econbiz.de/10012476022
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On the Allocation and Impacts of Managerial Training
Adhvaryu, Achyuta; Murathanoglu, Emir; Nyshadham, Anant - National Bureau of Economic Research - 2023
randomized controlled trial. Consistent with standard practice for training investments within firms, we asked middle managers … -- who sit above supervisors in the hierarchy -- to nominate members of their supervisory team for training. Program access … or favoritism. Instead, consistent with the fact that supervisor turnover comes at a large effort cost to middle managers …
Persistent link: https://www.econbiz.de/10014322723
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Promotions and the Peter Principle
Benson, Alan - 2018
The best worker is not always the best candidate for manager. In these cases, do firms promote the best potential manager or the best worker in her current job? Using microdata on the performance of sales workers at 214 firms, we find evidence consistent with the "Peter Principle," which...
Persistent link: https://www.econbiz.de/10012453371
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Sorting with Team Formation
Boerma, Job; Tsyvinski, Aleh; Zimin, Alexander P. - National Bureau of Economic Research - 2021
We fully solve an assignment problem with heterogeneous firms and multiple heterogeneous workers whose skills are imperfect substitutes, that is, when production is submodular. We show that sorting is neither positive nor negative and is characterized sufficiently by two regions. In the first...
Persistent link: https://www.econbiz.de/10012629510
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Personnel Economics : The Economist's View of Human Resources
Lazear, Edward P. - 2007
In this paper, we display the tools and principles of personnel economics through a series of models aimed at addressing the questions posed above. We focus on the building blocks that form the foundation of personnel economics: the assumptions that both the worker and the firm are rational...
Persistent link: https://www.econbiz.de/10012464986
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Co-Worker Complemetarity and the Stability of Top Management Teams
Hayes, Rachel M. - 2004
the composition of top management teams when a key member of the team (the CEO) departs. Our empirical analysis … establishes several facts that are consistent with co-worker complementarity being an important determinant of management team …
Persistent link: https://www.econbiz.de/10012468343
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Centers of Gravity : The Effect of Stable Shared Leadership in Top Management Teams on Firm Growth and Industry Evolution
Agarwal, Rajshree - 2018
We study the processes of firm growth in the evolution of the Japanese cotton spinning industry during 1883-1914 by integrating strategy and historical approaches and utilizing rich quantitative firm-level data and detailed business histories. The resultant conceptual model highlights growth...
Persistent link: https://www.econbiz.de/10012452978
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Do Star Performers Produce More Stars? Peer Effects and Learning in Elite Teams
Ichniowski, Casey - 2014
explain differences in the rate of human capital accumulation on the job. Data tracking national soccer team performance and … individual has been a member of an elite team than when he has been a member of lower level teams. The conclusion is borne out by … a rich set of complementary data on: national team performance, player-level performance, performance of foreign players …
Persistent link: https://www.econbiz.de/10012458190
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The Value of Bosses
Lazear, Edward P. - 2012
10% of boss quality with one who is in the upper 10% of boss quality increases a team's total output by more than would … adding one worker to a nine member team. Workers assigned to better bosses are less likely to leave the firm. A separate …
Persistent link: https://www.econbiz.de/10012460346