Hutchens (1986, Journal of Labor Economics 4(4), pp. 439-457) argues that deferred compensation schemes impose fixed-costs to firms and, therefore, they employ older workers but prefer to hire younger workers. This paper shows that deferred compensation can be a recruitment barrier even without...

Human capital and deferred compensation might explain why firms employ but do not hire older workers. Adjustments of wage-tenure profiles for older new entrants are explored in the context of deferred compensation. From an equity theory perspective, such adjustments might lead to adverse...

Using the large-scale German Socio-Economic Panel, this note reports direct empirical evidence for significant correlations between risk aversion and labour market outcomes (full-time employment, temporary agency work, fixed-term contracts, employer change, quits, training, wages, and job...

Using the large-scale German Socio-Economic Panel, this note reports direct empirical evidence for significant correlations between risk aversion and labour market outcomes (full-time employment, temporary agency work, fixed-term contracts, employer change, quits, training, wages, and job...

We use a large linked employer-employee data set to analyze the importance of relativewage positions in the context of individual quit decisions as an inverse measure of jobsatisfaction. Our main findings are: (1) Workers with higher relative wage positionswithin their firms are on average more...

Human capital and deferred compensation might explain why firms employ but do nothire older workers. Adjustments of wage-tenure profiles for older new entrants areexplored in the context of deferred compensation. From an equity theory perspective,such adjustments might lead to adverse incentive...