Inspired by the literature on the importance of career networks for the quality of labor market matches we investigate whether human capital externalities arise from higher job matching efficiency in skilled regions. Using two samples of highly qualified workers in Germany, we find that...

This paper provides an economic rationale for overachieving behavior in non-professional activities in the labour market. The intrinsically motivated worker uses his achievement in the non-professional activity to signal his work ethic. When the worker‘s career concern is weak, he exerts no...

The aim of this paper is to explain the growing wage differentials between men and women during their working careers. We provide a dynamic model of statistical discrimination, which integrates specific human capital decisions: on-the-job training investment and wages are endogenously...

This paper constructs and estimates a career decision model where individuals search for both career matching and employer matching to understand wage growth and career mobility using the NLSY79. It departs from previous papers in that career mobility decisions and participation decisions are...

Analyzing data on all U.S. employers in a cohort of entering firms, we document a highly skewed size distribution, such that the largest 5% account for over half of cohort employment at firm birth and more than two-thirds at firm age 7. Little of the size variation is accounted for by industry...

Why do export sales increasingly concentrate among a few "superstars"? This paper is the first to argue that the expansion of the Internet matters for this phenomenon. Using firm-level customs transaction data from 11 developing countries, we show that the spread of the internet steepens the...

A model of professional deviant/adaptive career behaviors is presented to clarify the negative behavioral effects experienced by some salaried professionals and proposed as being caused by conflicting expectations with their management. The nature of and precursors to these conflicting...

Discusses dual ladder programs in which professionals may choose either the technical ladder or the managerial ladder, both having comparable prestige in terms of salary, status, and responsibility. It is suggested that the dual ladder concept is a viable one; its principal pitfalls are the...

This paper refers to original empirical data to deal with the issue of career plateauing in a large Quebec civic administration following a major reorganization in the mid-1990s. According to several studies on organizational downsizing, subjective career plateauing has major consequences: it...