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  • 1.
    Ba, Bocar A.
    et al.
    Univ Chicago, Chicago, IL 60637 USA..
    Ham, John C.
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation. Natl Univ Singapore, Singapore, Singapore.;Univ Wisconsin, IRP, Madison, WI USA.;IZA, Bonn, Germany..
    LaLonde, Robert J.
    Univ Chicago, Chicago, IL 60637 USA.;IZA, Bonn, Germany..
    Li, Xianghong
    York Univ, N York, ON, Canada..
    Estimating (Easily Interpreted) Dynamic Training Effects from Experimental Data2017In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 35, p. S149-S200Article in journal (Refereed)
    Abstract [en]

    We estimate the effect of endogenous training participation on transitions in and out of employment for disadvantaged women in the Job Training Partnership Act (JTPA) study. Decomposing the effect of training on employment into its effects on transitions in and out of employment has the potential to develop more effective programs. We also consider a potentially serious identification problem that arises when individuals do not undertake training immediately, and we propose a test to shed light on this problem. We find that this problem is not important in our context. JTPA classroom training substantially reduced unemployment durations, and thus it complements programs that increase employment durations.

  • 2.
    Grönqvist, Erik
    et al.
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation.
    Lindqvist, Erik
    Stockholm Sch Econ, Stockholm, Sweden.;Res Inst Ind Econ IFN, Stockholm, Sweden..
    The Making of a Manager: Evidence from Military Officer Training2016In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 34, no 4, p. 869-898Article in journal (Refereed)
    Abstract [en]

    We show that officer training during the Swedish military service has a strong positive effect on the probability of attaining a managerial position later in life. The most intense type of officer training increases the probability of becoming a civilian manager by about 5 percentage points, or 75%. Officer training also increases educational attainment post-military service. We argue that the effect on civilian leadership could be due to the acquisition of leadership-specific skills during the military service, and we present suggestive evidence related to alternative mechanisms, such as signaling, networks, and training unrelated to leadership.

  • 3.
    Ham, John C.
    et al.
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation. Natl Univ Singapore, Singapore 117548, Singapore.;IRP, Uppsala, Sweden.;IZA, Bonn, Germany..
    Li, Xianghong
    York Univ, N York, ON M3J 1P3, Canada..
    Shore-Sheppard, Lara D.
    Williams Coll, Williamstown, MA 01267 USA.;Bur Econ Res, Washington, DC USA..
    The Employment Dynamics of Disadvantaged Women: Evidence from the SIPP2016In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 34, no 4, p. 899-944Article in journal (Refereed)
    Abstract [en]

    Understanding the employment dynamics of disadvantaged families is increasingly important. We estimate duration models describing these dynamics for disadvantaged single mothers and use them to conduct a rich set of counterfactual analyses. We use a misreporting model to correct for "seam bias," the problem that too many transitions are reported between reference periods in panel data. We find effects of demographics, minimum wages, unemployment rates, and maximum welfare benefits, but not policy changes introduced through state welfare waivers, on employment dynamics. We find that two commonly used ad hoc methods of addressing seam bias perform substantially worse than our approach.

  • 4.
    Hensvik, Lena
    et al.
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation. UCLS, Uppsala, Sweden.;CESifo, Munich, Germany..
    Skans, Oskar Nordström
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation. Uppsala University, Disciplinary Domain of Humanities and Social Sciences, Faculty of Social Sciences, Department of Economics. UCLS, Uppsala, Sweden.;IZA, Bonn, Germany..
    Social Networks, Employee Selection, and Labor Market Outcomes2016In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 34, no 4, p. 825-867Article in journal (Refereed)
    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.

  • 5.
    Nybom, Martin
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation. Stockholm Univ, Swedish Inst Social Res SOFI, Stockholm, Sweden.
    The Distribution of Lifetime Earnings Returns to College2017In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 35, no 4, p. 903-952Article in journal (Refereed)
    Abstract [en]

    I use Swedish registry data to estimate lifetime earnings returns to college and how they vary with observed and unobserved characteristics. The richness of the data also allows me to examine heterogeneity with respect to cognitive and noncognitive ability and parental earnings. Local instrumental variable analysis is used to recover marginal and average treatment effects under selection on gains. The findings support the notion of self-selection, but mainly on observed characteristics. Returns vary little with parental earnings but substantially with respect to both cognitive and noncognitive ability, thus suggesting important complementarities between formal schooling and informal skills.

  • 6.
    Olsson, Martin
    et al.
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation. Res Inst Ind Econ IFN, Stockholm, Sweden..
    Tåg, Joacim
    Res Inst Ind Econ IFN, Stockholm, Sweden..
    Private Equity, Layoffs, and Job Polarization2017In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 35, no 3, p. 697-754Article in journal (Refereed)
    Abstract [en]

    Private equity firms are often criticized for laying off workers, but the evidence on who loses their jobs and why is scarce. This paper argues that explanations for job polarization also explain layoffs after private equity buyouts. Buyouts reduce agency problems, which triggers automation and offshoring. Using rich employer-employee data, we show that buyouts generally do not affect unemployment incidence. However, unemployment incidence doubles for workers in less productive firms who perform routine or offshorable job tasks. Job polarization is also much more marked among workers affected by buyouts than for the economy at large.

  • 7.
    Åslund, Olof
    et al.
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation. Uppsala University, Disciplinary Domain of Humanities and Social Sciences, Faculty of Social Sciences, Department of Economics.
    Hensvik, Lena
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation.
    Nordström Skans, Oskar
    Uppsala University, Units outside the University, Office of Labour Market Policy Evaluation. Uppsala University, Disciplinary Domain of Humanities and Social Sciences, Faculty of Social Sciences, Department of Economics.
    Seeking Similarity: How Immigrants and Natives Manage in the Labor Market2014In: Journal Labor Economics, ISSN 0734-306X, E-ISSN 1537-5307, Vol. 32, no 3, p. 405-441Article in journal (Refereed)
    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.

1 - 7 of 7
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