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Incentives to Work and Performance in the Public Sector

Economides, George - 2015

This paper develops a dynamic general equilibrium model with three distinct social groups, capitalists, private workers and public employees. After solving for the status quo equilibrium, which can mimic the advantages of employment in the public sector in most EU countries, the paper looks for...

Persistent link: https://www.econbiz.de/10013028779

Labor Market Policies and European Crises

Bertola, Giuseppe - 2013

This paper studies theoretically and empirically why and how labor policies may reduce productivity and employment in order to stabilize labor incomes and redistribute resources. It proposes a specific stylized model where the tradeoffs facing labor policies are influenced by structural factors,...

Persistent link: https://www.econbiz.de/10013073087

Subsidies for Wages and Infrastructure : How to Restrain Undesired Immigration

Meier, Volker - 2006

This paper investigates regional or international transfers as a means to prevent immigration into unemployment. We analyze a two-country model with free migration in which the rich country is characterized by minimum wage unemployment. Matching grants for investment in infrastructure are...

Persistent link: https://www.econbiz.de/10012779814

Disaggregating the Matching Function

Diamond, Peter A. - 2017

The aggregate matching (hiring) function relates gross hires to labor market tightness. Decompositions of aggregate hires show how the hiring process differs across different groups of workers and of firms. Decompositions include employment status in the previous month, age, gender and...

Persistent link: https://www.econbiz.de/10012964060

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

Barach, Moshe - 2017

We report the results of a field experiment in which treated employers could not observe the compensation history of their job applicants. Treated employers responded by evaluating more applicants, and evaluating those applicants more intensively. They also responded by changing what kind of...

Persistent link: https://www.econbiz.de/10012950302

Do Employers Discriminate Less if Vacancies are Difficult to Fill? Evidence from a Field Experiment

Baert, Stijn - 2013

We empirically test the relationship between hiring discrimination and labour market tightness at the level of the occupation. To this end, we conduct a correspondence test in the youth labour market. In line with theoretical expectations, we find that, compared to natives, candidates with a...

Persistent link: https://www.econbiz.de/10013086979

Wages and Recruitment : Evidence from External Wage Changes

Falch, Torberg - 2013

This paper estimates the causal effect of the wage on the recruitment rate at the establishment level. During the 1990s … schools with severe recruitment problems in the past and located in one specific region. The empirical approach exploits … for teachers. In a difference-in-differences framework, I find that the wage premium increased the recruitment rate by 6 …

Persistent link: https://www.econbiz.de/10013087721

Just Hire Your Spouse! Evidence from a Political Scandal in Bavaria

Kauder, Björn - 2014

We investigate a case of political favoritism. Some members of the Bavarian parliament hired relatives as office employees who were paid using taxpayers' money. We examine whether being involved in the scandal influenced re-election prospects and voter turnout. The results do not show that being...

Persistent link: https://www.econbiz.de/10013052091

A Competitive Model of Worker Replacement and Wage Rigidity

Snell, Andy - 2014

We adapt the models of Menzio and Moen (2010) and Snell and Thomas (2010) to consider a labour market in which firms can commit to wage contracts but cannot commit not to replace incumbent workers. Workers are risk averse, so that there exists an incentive for firms to smooth wages. Real wages...

Persistent link: https://www.econbiz.de/10013058504

Voting in Hiring Committees : Which 'Almost' Rule is Optimal?

Baharad, Eyal - 2018

We determine the scoring rule that is most likely to select a high-ability candidate. A major result is that neither the widely used plurality rule nor the inverse-plurality rule are ever optimal, and that the Borda rule is hardly ever optimal. Furthermore, we show that only the...

Persistent link: https://www.econbiz.de/10012924991