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Social Networks and Labor Market Inequality between Ethnicities and Races

Toomet, Ott; van der Leij, Marco; Rolfe, Meredith - 2012

network segregation, as measured by inbreeding homophily, on the other hand. Our analysis is based on both U.S. and Estonian … more segregated social networks exhibit larger unexplained wage gaps. …

Persistent link: https://www.econbiz.de/10010326543

To join or not to join? The impact of social interactions on local participation decisions

Bijker, Rixt; van Leeuwen, Eveline S.; Koster, Paul - 2019

significantly increases the chances to volunteer. We also find significant homophily effects in terms of age as well as for the …

Persistent link: https://www.econbiz.de/10012114756

Social Experiments and Instrumental Variables with Duration Outcomes

Abbring, Jaap H.; van den Berg, Gerard J. - 2005

This paper examines the empirical analysis of treatment effects on duration outcomes from data that contain instrumental variation. We focus on social experiments in which an intention to treat is randomized and compliance may be imperfect. We distinguish between cases where the treatment starts...

Persistent link: https://www.econbiz.de/10010325158

Decomposing the Gender Wage Gap in the Netherlands with Sample Selection Adjustments

Albrecht, James; van Vuuren, Aico; Vroman, Susan - 2004

selection is a serious issue. In addition to shedding light onthe sources of the gender gap in the Netherlands, we make two … simulate. Second, we show how the technique can be extended toaccount for selection.We find that there is a positive selection … time. We find that about two-thirds of this selection isdue to observables such as education and experience with the …

Persistent link: https://www.econbiz.de/10010325227

Evaluation Problem versus Selection Problem in Organizational Structures

Ficco, Stefano; Karamychev, Vladimir - 2005

We consider a hierarchical organization with two fully rational agents. The goal of the organization is that of selecting the best alternative out of several available, and agents are heterogenous in the accuracy with which they screen the alternatives. We show that, if internal communications...

Persistent link: https://www.econbiz.de/10010325236

Disciplining and Screening Top Executives

Martinez, Silvia Dominguez; Swank, Otto H.; Visser, Bauke - 2006

Boards of directors face the twin task of disciplining and screening executives. To perform these tasks directors do not have detailed information about executives' behaviour, and only infrequently have information about the success or failure of initiated strategies, reorganizations, mergers...

Persistent link: https://www.econbiz.de/10010325378

Better Safe than Sorry? Ex Ante and Ex Post Moral Hazard in Dynamic Insurance Data

Abbring, Jaap; Chiappori, Pierre-André; Zavadil, Tibor - 2008

This paper empirically analyzes moral hazard in car insurance using a dynamic theory of an insuree's dynamic risk (ex ante moral hazard) and claim (ex post moral hazard) choices and Dutch longitudinal micro data. We use the theory to characterize the heterogeneous dynamic changes in incentives...

Persistent link: https://www.econbiz.de/10010325921

Self-employment and Health: Barriers or Benefits?

Rietveld, Cornelius A.; van Kippersluis, Hans; Thurik, … - 2013

health-related selection of individuals into self-employment (barrier effect). Our main finding is that the selection of …

Persistent link: https://www.econbiz.de/10010326168

An Experimental Study of Credible Deviations and ACDC

de Groot Ruiz, Adrian; Offerman, Theo; Onderstal, Sander - 2011

We test the Average Credible Deviation Criterion (ACDC), a stability measure and refinement for cheap talk equilibria introduced in De Groot Ruiz, Offerman & Onderstal (2011b). ACDC has been shown to be predictive under general conditions and to organize data well in previous experiments meant...

Persistent link: https://www.econbiz.de/10010326221

On the Merits of Meritocracy

Morgan, John; Sisak, Dana; Vardy, Felix - 2012

We study career choice when competition for promotion is a contest. A more meritocratic profession always succeeds in attracting the highest ability types, whereas a profession with superior promotion benefits attracts high types only if the hazard rate of the noise in performance evaluation is...

Persistent link: https://www.econbiz.de/10010326280