6,488 research outputs found

    Do hostile takeovers reduce extramarginal wage payments?

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    Hostile takeovers may have significant implications for long-term employment contracts if they facilitate the opportunistic expropriation of extramarginal wage payments. We test the expropriation hypothesis by studying the relationship between proxies for extramarginal wage payments and subsequent hostile takeover activity. This paper improves on existing research by using firm- and establishment-level data from a salary survey of employers. In addition, we observe characteristics of wage and employment structures both before and after the occurrence of a hostile takeover and hence can see whether the data are consistent with reductions in extramarginal wage payments following such takeovers. Results from this ex post experiment provide evidence consistent with the hypothesis that hostile takeovers result in reductions of extramarginal wage payments to more-tenured workers, mostly through cutbacks in senior positions at firms with relatively steep wage profiles.Consolidation and merger of corporations ; Wages

    Gender Sorting at the Application Interface

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    We document gender sorting of candidates into gender-typed jobs at the point of initial application to a company. At this step of the hiring process, the firm has implemented a policy whereby organizational screeners’ discretion has been eliminated such that there is no opportunity for contact between hiring agents and applicants. Thus, the job choices studied here offer unique insight as they are uncontaminated by screeners’ steering of candidates toward gender-typed jobs. Even in the absence of steering, we find clear patterns of gendered job choices that line up with gender stereotypes of job roles. Moreover, these gendered patterns recur both within individuals and within race groups. Comparing our findings to the pattern of job sorting in the external local labor market, we find that supply-side factors do not fully account for the levels job sex segregation observed in the open labor market. Although probably not the entire story, we show clear evidence that supply-side sorting processes are important factors contributing to job sex segregation

    Gender and Race Sorting at the Application Interface

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    We document gender and race sorting of candidates into various jobs at the point of initial application to a company. At this step of the hiring process, the firm has implemented a policy whereby organizational screeners’ discretion has been eliminated such that there is no opportunity for contact between hiring agents and applicants. Thus, the job choices studied here offer unique insight as they are uncontaminated by screeners’ steering of candidates toward gender- or race-typed jobs. Even in the absence of steering, we find clear patterns of gendered job choices that line up with gender stereotypes of job roles. Moreover, these gendered patterns recur both within individuals and within race groups. Comparing our findings to the pattern of job sorting in the external local labor market, we find that supply-side factors do not fully account for the levels of race and gender segregation observed in the open labor market. Although probably not the entire story, it is clear that supply-side gender sorting processes cannot be ruled out as important factors contributing to job sex segregation

    In search of the NAIRU

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    The relationship between the unemployment rate and the nonaccelerating inflation rate of unemployment (NAIRU) is presumed to be an inflationary bellwether, but recent inflation predictions based on it have not been successful. The authors explore the reasons for this failure and suggest that it may be time to replace the NAIRU.Inflation (Finance) ; Unemployment ; Productivity

    Trying to Become the Person I Was Before: 9/11 Displaced Workers and the Employment Assistance Program

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    This report examines the September 11th Fund's Employment Assistance Program (EAP), an effort to enable workers displaced by the 9/11 terrorist attacks to connect with employment services, career counselors, job placement opportunities, education, training, and other resources. The report discusses the EAP's different services, and analyzes participants' employment status prior to the attacks and following their participation in the EA

    The Labor Market Status of Foreign Born Vietnamese Americans

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    Vietnamese Americans experience significant wage discrimination and occupational discrimination. Vietnamese men and women earn less than comparable non-Hispanic white Americans. Vietnamese men face discrimination in wages on the order of 10%, and this does not seem to vary significantly by region of residence or level of education. Vietnamese women face varying amounts of discrimination depending on their region of residence and their level of education. Vietnamese men and women are less likely to be promoted to managerial and supervisory positions than comparable non-Hispanic white Americans.
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