uu.seUppsala University Publications
Change search
Link to record
Permanent link

Direct link
BETA
Hensvik, Lena
Publications (5 of 5) Show all publications
Hensvik, L. & Rosenqvist, O. (2019). Keeping the Production Line Running: Internal Substitution and Employee Absence. The Journal of human resources, 54(1), 200-224
Open this publication in new window or tab >>Keeping the Production Line Running: Internal Substitution and Employee Absence
2019 (English)In: The Journal of human resources, ISSN 0022-166X, E-ISSN 1548-8004, Vol. 54, no 1, p. 200-224Article in journal (Refereed) Published
Abstract [en]

We postulate that the production losses from absence depend on firms' ability to internally substitute for absent workers, incentivizing firms to keep absence low in jobs with few substitutes. Using Swedish employer-employee data we show that absence is substantially lower in such positions conditional on establishment and occupation fixed effects. The result is driven by employee adjustments of absence to substitutability, and sorting of low (high) absence workers into (out of) positions with few substitutes. These findings highlight that internal substitution insures firms against production disruptions and that absence costs are important aspects of firms' hiring and separation decisions.

National Category
Economics
Identifiers
urn:nbn:se:uu:diva-375790 (URN)10.3368/jhr.54.1.0516.7914R1 (DOI)000455483800006 ()
Available from: 2019-02-20 Created: 2019-02-20 Last updated: 2019-02-20Bibliographically approved
Fredriksson, P., Hensvik, L. & Nordström Skans, O. (2018). Mismatch of Talent: Evidence on Match Quality, Entry Wages, and Job Mobility. The American Economic Review, 108(11), 3303-3338
Open this publication in new window or tab >>Mismatch of Talent: Evidence on Match Quality, Entry Wages, and Job Mobility
2018 (English)In: The American Economic Review, ISSN 0002-8282, E-ISSN 1944-7981, Vol. 108, no 11, p. 3303-3338Article in journal (Refereed) Published
Abstract [en]

We examine the impact of mismatch on entry wages, separations, and wage growth using unique data on worker talents. We show that workers are sorted on comparative advantage across jobs within occupations. The starting wages of inexperienced workers are unrelated to mismatch. For experienced workers, on the other hand, mismatch is negatively priced into their starting wages. Separations and wage growth are more strongly related to mismatch among inexperienced workers than among experienced workers. These findings are consistent with models of information updating, where less information is available about the quality of matches involving inexperienced workers.

National Category
Economics
Identifiers
urn:nbn:se:uu:diva-369599 (URN)10.1257/aer.20160848 (DOI)000448528900007 ()
Funder
Marcus and Amalia Wallenberg FoundationRagnar Söderbergs stiftelse
Available from: 2018-12-18 Created: 2018-12-18 Last updated: 2018-12-18Bibliographically approved
Hensvik, L. & Nordström Skans, O. (2016). Social Networks, Employee Selection, and Labor Market Outcomes. Journal Labor Economics, 34(4), 825-867
Open this publication in new window or tab >>Social Networks, Employee Selection, and Labor Market Outcomes
2016 (English)In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 34, no 4, p. 825-867Article in journal (Refereed) Published
Abstract [en]

We provide a direct empirical test of Montgomery's 1991 notion that firms hire workers through social ties of productive employees as these workers know others with high unobserved productivity. We focus on coworker networks and show that firms recruit workers with better military draft test scores but shorter schooling when hiring previous colleagues of current employees, suggesting that firms use these networks to attract workers with better qualities in hard-to-observe dimensions. Incumbent workers' abilities predict the incidence, abilities, and wages of linked entrants. These results suggest that firms rely on the ability density of the studied networks when setting entry wages.

National Category
Economics and Business
Identifiers
urn:nbn:se:uu:diva-305308 (URN)10.1086/686253 (DOI)000383857200001 ()
Funder
Ragnar Söderbergs stiftelseThe Jan Wallander and Tom Hedelius Foundation
Available from: 2016-10-18 Created: 2016-10-14 Last updated: 2019-09-09Bibliographically approved
Åslund, O., Hensvik, L. & Nordström Skans, O. (2014). Seeking Similarity: How Immigrants and Natives Manage in the Labor Market. Journal Labor Economics, 32(3), 405-441
Open this publication in new window or tab >>Seeking Similarity: How Immigrants and Natives Manage in the Labor Market
2014 (English)In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 32, no 3, p. 405-441Article in journal (Refereed) Published
Abstract [en]

We investigate how the interplay between manager and worker origin affects hiring patterns, job separations, and wages. Numerous specifications utilizing a longitudinal matched employer-employee database including 70,000 establishments consistently show that managers are substantially more likely to hire workers of their own origin. Workers who share an origin with their managers earn higher wages and have lower separation rates than dissimilar workers, but this pattern is driven by differences in unobserved worker characteristics. Our findings indicate that the sorting patterns are more likely to be explained by profit-maximizing concerns than by preference-based discrimination.

National Category
Economics
Identifiers
urn:nbn:se:uu:diva-231312 (URN)10.1086/674985 (DOI)000340135100002 ()
Available from: 2014-09-08 Created: 2014-09-07 Last updated: 2017-12-05Bibliographically approved
Hensvik, L. (2011). The effects of markets, managers and peers on worker outcomes. (Doctoral dissertation). Uppsala: Department of Economics, Uppsala University
Open this publication in new window or tab >>The effects of markets, managers and peers on worker outcomes
2011 (English)Doctoral thesis, monograph (Other academic)
Abstract [en]

Essay 1: This essay exploits the entry of private independent high schools in Sweden to examine how local school competition affects the wages and the mobility of teachers in a market with individual wage bargaining. Using rich matched employer-employee panel data covering all high school teachers over a period of 16 years, I show that the entry of private schools is associated with higher teacher salaries, including higher salaries for teachers in public schools. The wage returns from competition are highest for teachers entering the profession and for teachers trained in math and science. Private school entry has also increased wage dispersion between high- and low-skilled teachers within the same field. Several robustness checks support a causal interpretation of the results, which draw attention to the potential effects of school competition on teacher supply, through the more differentiated wage setting of teachers.

Essay 2: (with Olof Åslund and Oskar Nordström Skans) We investigate how manager origin affects hiring patterns, job separations, and entry wages. The analysis, draws on a longitudinal matched employer-employee data including more than 100,000 workplaces during a nine year period. Immigrant managers are substantially more likely to hire immigrants, a result robust to comparisons within 5-digit industry and location as well as within firms across establishments. The finding holds also when we follow establishments that change management over time, even accounting for trends. Origin dissimilarity increases separations within the first year of employment, but there is no impact on entry wages. Several results point to information asymmetries as an important explanation to the patterns.

Essay 3: The third essay examines whether women benefit from working under female management. I use matched employer-employee panel data for Sweden, which enables me to account for unobserved heterogeneity among both workers and firms. In line with existing work, I document a substantial negative correlation between the proportion of female managers and the establishment’s gender wage gap. However, most of this relationship reflects worker heterogeneity, suggesting that sorting is an important explanation for the lower gender wage difference in female-led firms. Further analysis supports this conclusion by showing that while female managers are not more likely to hire same-sex workers per se, they do indeed hire women with higher portable earnings capacity.

Essay 4: (with Peter Nilsson) We analyze how peer effects among co‑workers affect fertility using population‑wide matched employer-employee panel data. We provide evidence on if, when, why and for whom co‑workers’ fertility decisions matter. Overall the impact of co-workers on own fertility is of the same magnitude as the effect of being one year older in the age span 20 to 30. “Same-type” co‑workers are particularly influential, although social status and own previous childbearing experiences modify the influence of peers in distinct ways. Peers’ fertility decisions matter most when the uncertainty about job-related costs of childbearing is low. The results provide insights to the sharp fluctuations in fertility rates observed in many countries, and give an indication of how social interactions affect important career related decisions.

 

Place, publisher, year, edition, pages
Uppsala: Department of Economics, Uppsala University, 2011
Series
Economic studies, ISSN 0283-7668 ; 127
Keywords
Labor Markets, Wages, School competition, Managers, Co-Workers, Fertility, Gender
National Category
Economics
Research subject
Economics
Identifiers
urn:nbn:se:uu:diva-148393 (URN)
Public defence
2011-05-06, Hörsal 2, Kyrkogårdsgatan 10B, Uppsala, 10:15 (English)
Opponent
Supervisors
Available from: 2011-04-07 Created: 2011-03-04 Last updated: 2011-05-03
Organisations

Search in DiVA

Show all publications