Does the Sector Bias of Skill-Biased Technical Change Explain Changing Wage Inequality?

This paper examines whether the sector bias of skill-biased technical change (sbtc) explains changing skill premia within countries in recent decades. First, using a two-factor, two-sector, two-country model we demonstrate that in many cases it is the sector bias of sbtc that determines sbtc's effect on relative factor prices, not its factor bias. Thus, rising (falling) skill premia are caused by more extensive sbtc in skill-intensive (unskill-intensive) sectors. Second, we test the sector-bias hypothesis using industry data for many countries in recent decades. An initial consistency check strongly supports the hypothesis. Among ten countries we find a strong correlation between changes in skill premia and the sector bias of sbtc during the 1970s and 1980s. The hypothesis is also strongly supported by more structural estimation on U.S. and U.K. data of the economy-wide wage changes mandated' to maintain zero profits in all sectors in response to the sector bias of sbtc. The suggestive mandated-wage estimates match the direction of actual wage changes in both countries during both the 1970s and the 1980s. Thus, the empirical evidence strongly suggests that the sector bias of sbtc can help explain changing skill premia.

Global Engagement and the Innovation Activities of Firms

Firms that export or, even more so, are part of a multinational enterprise tend to exhibit higher productivity than their purely domestic counterparts. To better understand this correlation, we incorporate the perspective of industrial organization that one of the main drivers of differences in productivity is differences in knowledge. We examine a new data set of several thousand U.K. enterprises covering all industries from 1994 through 2000. For each enterprise we have multiple detailed measures of knowledge outputs, knowledge investments, and sources of existing knowledge. We find that globally engaged firms do innovate more. But this is not just because globally engaged firms use more researchers. It is also because they learn more from more sources such as suppliers and customers, universities, and their intra-firm worldwide pool of information. We also find that the relative importance of knowledge sources varies systematically with the type of innovation.

Social cognition, impulsivity, and emotion regulation factors in aggressive behavior among children with attention-deficit/hyperactivity disorder.

Children with Attention-Deficit/Hyperactivity Disorder (ADHD) exhibit greater levels of aggressive behavior than their typically developing peers, often resulting in impairment in social and family functioning. Aggressive behavior is often differentiated into two functions: reactive, or “hot-blooded” and proactive, or “cold-blooded” aggression. Prior research has identified several factors contributing to aggressive behavior within a general population, including emotion dysregulation, negative urgency, social information processing (SIP), and parenting behaviors. A paucity of research has examined these factors within an ADHD population. Thus, the present study aimed to examine social, emotional, behavioral, and cognitive factors associated with aggression among children with ADHD. Specifically, the present study investigated the independent and combined roles of emotion dysregulation and negative urgency in reactive aggression as well as the independent and interactive roles of SIP and parenting behaviors in proactive aggression. Participants included 28 children with ADHD and their parents. Participants, their parents, and their teachers completed questionnaires to assess emotion dysregulation, negative urgency, aggressive behavior, and parenting behaviors. Parents completed a diagnostic interview to confirm ADHD diagnostic status. Children completed one task to assess aggression and responded to social vignettes to assess social information processing. Of note, the data collection was prematurely discontinued due to the emergence of the COVID-19 pandemic; therefore, results of the present study should be interpreted with caution due to low power. Hypothesis 1 was partially supported, such that emotion dysregulation significantly estimated reactive aggression regardless of reporter. Further, negative urgency significantly estimated reactive aggression when reported by parents, but not by teachers. Contrary to hypothesis 2, SIP did not significantly estimate proactive aggression, and no interaction between SIP and parenting behaviors was observed. However, inconsistent discipline did significantly estimate proactive aggression suggesting learning history and environment play an important role in proactive aggression. Finally, contrary to hypothesis 3, no indirect effect of emotion dysregulation on reactive aggression through negative urgency were observed; however, these results are inconclusive due to low power. Findings of the present results have significant implications for the way in which aggression is conceptualized, as well as clinical implications for the treatment of aggressive behavior among children with ADHD

Does Inward Foreign Direct Investment Boost the Productivity of Domestic Firms?

Are there productivity spillovers from FDI to domestic firms, and, if so, how much should host countries be willing to pay to attract FDI? To examine these questions we use a plant-level panel covering U.K. manufacturing from 1973 through 1992. Across a wide range of specifications, we estimate a significantly positive correlation between a domestic plant's TFP and the foreign-affiliate share of activity in that plant's industry. This is consistent with positive FDI spillovers. We do not generally find significant effects on plant TFP of the foreign-affiliate share of activity in that plant's region. Typical estimates suggest that a 10 percentage-point increase in foreign presence in a U.K. industry raises the TFP of that industry's domestic plants by about 0.5 percent. We also use these estimates to calculate the per-job value of these spillovers. These calculated values appear to be less than per-job incentives governments have granted in recent high-profile cases, in some cases several times less.

Small quantity production of complex chromium alloy sheet /Cr-7Mo-2Ta-0.09C-0.1Y/ Final report

Fabrication of Cr-Mo-Ta-C-Y alloy shee

Does Inward Foreign Direct Investment Boost the Productivity of Domestic Firms?

Are there productivity spillovers from FDI to domestic firms, and, if so, how much should host countries be willing to pay to attract FDI? To examine these questions we use a plant-level panel covering U.K. manufacturing from 1973 through 1992. Across a wide range of specifications, we estimate a significantly positive correlation between a domestic plant's TFP and the foreign-affiliate share of activity in that plant's industry. This is consistent with positive FDI spillovers. We do not generally find significant effects on plant TFP of the foreign-affiliate share of activity in that plant's region. Typical estimates suggest that a 10 percentage-point increase in foreign presence in a U.K. industry raises the TFP of that industry's domestic plants by about 0.5 percent. We also use these estimates to calculate the per-job value of these spillovers. These calculated values appear to be less than per-job incentives governments have granted in recent high-profile cases, in some cases several times less.Multinational firms, Foreign direct investment, Productivity spillovers

Strategic retirement reform: identifying the broader strategic effects from changes in human capital

This project seeks to understand the changes in the decision-making process to stay or leave the military upon adoption of a defined contribution retirement system, and the potential implications of human capital that might follow. Multiple theses have been written regarding potential cost savings of a defined contribution plan and how a change of this nature could affect military personnel retention rates. This project differs from other research in the field in that we assume the Department of Defense will shift the retirement compensation away from a pension system and 20-year vesting of benefits in the near future. This report focuses on the decision-making process that service members use and the potential implications for the services that might follow under a DC plan, and how that decision-making process might change. Specifically, we utilize the unfolding model of voluntary turnover to assess the decision-making process for military personnel and assess the potential impacts from a voluntary turnover, retention, and Human Capital Theory perspective.http://archive.org/details/strategicretirem1094527893Captain, United States Marine CorpsLieutenant, United States NavyApproved for public release; distribution is unlimited