We present the results from a field experiment on team diversity. Individuals working as door-to-door canvassers for a … teammates and their supervisor) and external diversity (between teams and the individuals they canvassed). We observe team …

diversity (i.e., within the team) as well as vertical diversity (i.e., team to faculty advisor) and their effect on performance … course was run in multiple cohorts in otherwise identical formats except for the team formation mechanism used. In several … exogenous to the gender make-up of the entrepreneurial team, the positive performance effects can be interpreted as causal …

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 …

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 …

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 …

show that general manager pay decreases as functional managers join the executive team suggesting a shift in activities … number of managers reporting directly to the CEO doubled, the growth was driven primarily by functional managers rather than … general managers. Using panel data on senior management positions, we explore the relationship between changes in executive …

This paper develops a novel method to identify the causal contribution of managers to team performance. The method … someone who consistently causes their team to produce more than the sum of their parts. Good managers have roughly twice the … impact on team performance as good workers. People who nominate themselves to be in charge perform worse than managers …

require greater risk-taking than more incremental approaches. To understand how managers respond to uncertainty when making … projects. The results suggest that the risk preferences of managers in charge of research investments may have an oversized …

We study how employees learn about the salaries of their peers and managers and how their beliefs about those salaries …