In this paper we seek to understand how firms learn about what adjustments they need to make in their organization structure at the workplace level. We define four organizational systems: traditional (the simplest system), high-performance (the most complex system), decision-making oriented, and...

This paper explores the relationship between the presence of employee involvement workplace practices and wage dispersion within firms. Using the representative sample of U.S. establishments from the National Employer Survey conducted in 1994 and 1997, the paper explores the links between...

This paper analyzes the dynamics of wages and worker mobility within firms with hierarchical structures of job levels. The paper empirically implements the theoretical model proposed by Gibbons and Waldman (1999) that combines the notions of human capital accumulation, job rank assignment based...

This paper compares the Canadian and U.S. wage structures by firm size. The objective is to test for the possibility of different returns to education and experience as well as examine the role played by unmeasured skills in driving the allocation of workers across firms of different sizes....

The question of wage differentials by firm size has been studied for several decades with no commonly accepted explanations for why large firms pay more. In this paper, we reexamine the relationship between firm size and wage outcomes by estimating the returns to unmeasured ability between large...

What do trust and the economy have to do with each other? In a world of perfect and symmetric information, where all related economic actions are simultaneous and occur in one place, the economy runs in the familiar fashion of the perfectly competitive market. In such a world, trust among...