Firm‐level Consequences of Large Minimum‐wage Increases in the Czech and Slovak Republics

Abstract. After an initial decline in the level of real minimum‐wage rates, there were series of unusually large increases in their levels — 70 and 50 per cent — during the years 1999–2002 in the Czech and Slovak Republics, respectively. Using information from matched employee–employer data sets, we look at the impact of minimum‐wage hikes on both wages and employment. Our results suggest that there are some, but not substantial, job losses in reaction to minimum‐wage hikes and that the impact on firm wages is rather large, implying that further increases of similar magnitude might very well have negative consequences for employment.     

Descrepancies between Supply and Demand and Adjustment Processes in the Labour Market

Changes in demand and supply in segments of the labour market will affect the labour market position of workers with an educational background in a related field of study. In one economic tradition such discrepancies between supply and demand are thought to lead to unemployment in the case of excess supply and to unfilled vacancies or skill shortages in the case of excess demand. The other neo‐classical oriented tradition expects wage adjustments to take fully account of these labour market imbalances, leading to higher wages for studies with excess demand and lower wages in case of excess supply. In practice the labour market might, on the one hand, be more flexible than suggested by the first approach, but on the other hand adjustment might be incomplete and not only wages but also other aspects of the employment relationship might be affected by a friction between supply and demand. This study examines the relationship between discrepancies between labour demand and supply on the one hand and manifestations of these tensions in the labour market experience of school‐leavers on the other hand. To investigate this relationship, a random coefficient model has been used, which allows for different adjustment processes for the various educational types, but still makes full use of all the information available in the data. The analyses provide insights about the importance of different adjustment processes and their complementarity and substitutability. We show that on average, supply surpluses lead to pressure to accept jobs at a level which is lower than the school‐leavers educational level, jobs with relatively low wages, and jobs with part‐time contracts. A direct link between supply surpluses and unemployment is only found for a few specific fields of study. Unemployment seems to occur mostly when school‐leavers do not take temporary jobs or jobs below their educational level in case of excess supply.     

Different degrees of informational asymmetry on job markets and its impact on companies’ recruiting success

Based on a large survey of German companies, we investigate the influence of job characteristics on the recruiting success on labor markets with different degrees of informational asymmetry. We cluster companies’ recruiting channels in those with low (internal job markets and employee referrals) and high (job advertisements, the Federal Employment Agency and headhunters) degrees of informational asymmetry. We provide evidence that monetary aspects are important when quality aspects of the job and the company are not directly observable by job applicants. However, if recruiting channels are used where the level of asymmetric information is lower because applicants have more reliable information about job and company characteristics, the quality attributes of a workplace, such as flexible work times or a high job responsibility, become influential on the recruiting success. Finally, our results show that applicants with access to more information about the quality aspects of a job also seem to be in a better position to evaluate the information given with regard to their credibility.     

Market research with the aid of a smartphone application – a case study

We discuss using the presumed ‘wisdom of the crowd’ to reduce the bullwhip effect in supply chains by enhancing the accuracy of demand forecast. Our case study describes a joint project of a leading European technology company (We chose RAGD as a pseudonym for the company throughout the study.) and the University of Kassel on a smartphone application for end customers to gather early information for this producer’s forecast. Our results confirm the ‘wisdom of the crowd’ hypothesis: A group of experts, in our case technicians who install and maintain RAGD-products, is capable of anticipating market fluctuations six weeks in advance. This only holds true if the ‘crowd’ of technicians is large enough. Our business climate index outperforms the company forecast in the first six months, when on average 22 technicians took part per week. We discuss successes and limitations of the cooperation and provide recommendations for similar projects.     

Dynamic Supply Risk Management with Signal‐Based Forecast,Multi‐Sourcing,and Discretionary Selling

We examine the critical role of advance supply signals—such as suppliers’ financial health and production viability—in dynamic supply risk management. The firm operates an inventory system with multiple demand classes and multiple suppliers. The sales are discretionary and the suppliers are susceptible to both systematic and operational risks. We develop a hierarchical Markov model that captures the essential features of advance supply signals, and integrate it with procurement and selling decisions. We characterize the optimal procurement and selling policy, and the strategic relationship between signal‐based forecast, multi‐sourcing, and discretionary selling. We show that higher demand heterogeneity may reduce the value of discretionary selling, and that the mean value‐based forecast may outperform the stationary distribution‐based forecast. This work advances our understanding on when and how to use advance supply signals in dynamic risk management. Future supply risk erodes profitability but enhances the marginal value of current inventory. A signal of future supply shortage raises both base stock and demand rationing levels, thereby boosting the current production and tightening the current sales. Signal‐based dynamic forecast effectively guides the firm's procurement and selling decisions. Its value critically depends on supply volatility and scarcity. Ignoring advance supply signals can result in misleading recommendations and severe losses. Signal‐based dynamic supply forecast should be used when: (a) supply uncertainty is substantial, (b) supply‐demand ratio is moderate, (c) forecast precision is high, and (d) supplier heterogeneity is high.     

New Mothers’ Labour Force Participation in Italy: The Role of Job Characteristics

Abstract. In this paper we use newly available individual‐level data from the Longitudinal Survey of Italian Households to investigate the factors associated with female labour force participation after the birth of the first child. We focus on the role of pre‐marital job characteristics and find that new mothers who worked without a contract are less likely to participate, while those who worked in the public sector or in a large private firm have a higher probability of being in the labour force after childbearing. We suggest that these effects could be at least partly attributed to differences in the level of job protection and employment stability enjoyed by workers. This implies that in Italy women with highly protected and stable jobs might find it easier to combine career and family, whereas those who are less sheltered by the legislation might be more likely to be inactive after becoming mothers.     

Workplace Job Satisfaction in Britain: Evidence from Linked Employer–Employee Data

The paper examines the nature of workplace job satisfaction in Britain using an ‘overall’ and domain‐specific job satisfaction outcomes from linked employer–employee data. A measure of aggregate job satisfaction alone might mask domain‐specific differences in satisfaction, something the combined approach in this paper addresses. As well as controlling for a rich set of correlates on employees and their workplaces, the paper deploys alternative empirical models that account for employee‐ and workplace‐level unobserved heterogeneity. The paper reports interesting results on the link between job satisfaction and observed as well as unobserved characteristics of employees and their workplaces.     

Managing Slow‐Moving Perishables in the Grocery Industry

We address the value of information and value of centralized control in the context of a two‐echelon, serial supply chain with one retailer and one supplier that provide a single perishable product to consumers. Our analysis is relevant for managing slow‐moving perishable products with fixed lot sizes and expiration dates of a week or less. We evaluate two supply chain structures. In the first structure, referred to as decentralized information sharing, the retailer shares its demand, inventory, and ordering policy with the supplier, yet both facilities make their own profit‐maximizing replenishment decisions. In the second structure, centralized control, incentives are aligned and the replenishment decisions are coordinated. The latter supply chain structure corresponds to the industry practices of company‐owned stores or vendor‐managed inventory. We measure the value of information and value of centralized control as the marginal improvement in expected profits that a supply chain achieves relative to the case when no information is shared and decision making is decentralized. Key assumptions of our model include stochastic demand, lost sales, and fixed order quantities. We establish the importance of information sharing and centralized control in the supply chain and identify conditions under which benefits are realized. As opposed to previous work on the value of information, the major benefit in our setting is driven by the supplier's ability to provide the retailer with fresher product. By isolating the benefit by firm, we show that sharing information is not always Pareto‐improving for both supply chain partners in the decentralized setting.     

Identifying Equilibrium Models of Labor Market Sorting

We assess the empirical content of equilibrium models of labor market sorting based on unobserved (to economists) characteristics. In particular, we show theoretically that all parameters of the classic model of sorting based on absolute advantage in Becker, 1973 with search frictions can be nonparametrically identified using only matched employer–employee data on wages and labor market transitions. In particular, these data are sufficient to nonparametrically estimate the output of any individual worker with any given firm. Our identification proof is constructive and we provide computational algorithms that implement our identification strategy given the limitations of the available data sets. Finally, we add on‐the‐job search to the model, extend the identification strategy, and apply it to a large German matched employer–employee data set to describe detailed patterns of sorting and properties of the production function.     

The Gender Wage Gap in the Turkish Labor Market

Abstract. This paper examines the sources of the gender wage gap in the Turkish labor market by using matched employer–employee data and the standard wage regression estimations as well as the Oaxaca decomposition method. The extensive number of variables in the data set enables a thorough quantitative analysis of the role of various individual‐ as well as firm‐related factors leading to wage differentials between men and women, namely human capital endowments including job tenure, occupational and industrial segregation, private/public sector location, coverage of the workplace under collective labor bargaining, and firm size. It also examines the extent of gender‐based industry and occupational segregation within the confines of data set and computes the Duncan & Duncan segregation index. We find that a large portion of the gender wage gap is attributable to women's considerably lower levels of work experience and job tenure. Other important variables that lead to pay differentials are women's lower concentration in jobs covered by collective labor bargaining and a substantial degree of occupational and industrial segregation. The differential rates of return to many of the wage determinant variables are also found to be significant in the formation of the gender wage gap.     

Impacts of Power Structure on Supply Chains with Uncertain Demand

In this study, we use a game‐theory‐based framework to model power in a supply chain with random and price‐dependent demand and examine how power structure and demand models (expected demand and demand shock) affect supply chain members' performance. We demonstrate that whether a firm benefits from its power depends on the expected demand model but not on demand shock model. A firm benefits from its power only for linear but not for constant elasticity expected demand. The impact of power structure on supply chain efficiency depends on the models of both expected demand and demand shock. With additive shock, supply chain efficiency is highest (lowest) when neither firm dominates for linear (constant elasticity) expected demand. With multiplicative shock, the supply chain efficiency is highest with a power retailer (manufacturer) for linear (constant elasticity) expected demand. The manufacturer always benefits from a reduction in demand uncertainty. However, the retailer loses (benefits) from demand uncertainty reduction for linear (constant elasticity) expected demand. With a power retailer, the retail price is always on the higher end for linear expected demand, and the customer service level is the lowest for constant elasticity expected demand. Consequently, consumers do not necessarily benefit from a power retailer.     

Opt‐Out Options in New Product Co‐development Partnerships

We study three contractual arrangements—co‐development, licensing, and co‐development with opt‐out options—for the joint development of new products between a small and financially constrained innovator firm and a large technology company, as in the case of a biotech innovator and a major pharma company. We formulate our arguments in the context of a two‐stage model, characterized by technical risk and stochastically changing cost and revenue projections. The model captures the main disadvantages of traditional co‐development and licensing arrangements: in co‐development the small firm runs a risk of running out of capital as future costs rise, while licensing for milestone and royalty (M&R) payments, which eliminates the latter risk, introduces inefficiency, as profitable projects might be abandoned. Counter to intuition we show that the biotech's payoff in a licensing contract is not monotonically increasing in the M&R terms. We also show that an option clause in a co‐development contract that gives the small firm the right but not the obligation to opt out of co‐development and into a pre‐agreed licensing arrangement avoids the problems associated with fully committed co‐development or licensing: the probability that the small firm will run out of capital is greatly reduced or completely eliminated and profitable projects are never abandoned.     

劳动关系氛围和员工工作满意度:组织承诺的调节作用

本文从组织行为层次探讨劳动关系氛围与员工态度之间的关系。基于60家企业1607名员工的问卷调查,本文探讨了劳资双赢、劳资对立和员工参与三种劳动关系氛围对员工内在和外在满意度的直接影响,以及员工组织承诺在上述关系中的调节作用。研究发现,劳资双赢氛围显著地提升员工的内在和外在满意度,劳资对立氛围显著地降低员工的内在和外在满意度,员工参与氛围仅能显著提升员工的内在工作满意度。同时,员工组织承诺中的情感承诺能显著增强劳资双赢氛围对内在和外在工作满意度的积极影响,但仅能显著降低劳资对立氛围对内在工作满意度的消极影响,而对员工参与氛围的影响不具有调节作用。此外,研究还发现交易承诺不存在调节效果。     

Do Shareholders Really Prefer Their Executives to Maximize the Equity Value? A Newsvendor Case*

In this article, we study how the operational decisions of a firm manager depend on her own incentives, the capital structure, and financial decisions in the context of the newsvendor framework. We establish a relationship between the firm’s cost of raising funds and the riskiness of the inventory decisions of the manager. We consider four types of managers, namely, profit, equity, firm value, and profit‐equity maximizers, and initially assume that they may raise funds to increase the inventory level only by issuing debt. We show that the shareholders are indifferent between the different types of managers when the coefficient of variation (CV) of demand is low. However, this is not the case when the CV of demand is high. Based on the demand and the firm’s specific characteristics such as profitability, leverage, and bankruptcy costs, the shareholders might be better off with the manager whose compensation package is tied to the firm value as opposed to the equity value. We, then, extend our model by allowing the manager to raise the required funds by issuing both debt and equity. For this case we focus on the equity and firm value maximizer managers and show that our earlier results (for the debt only case) still hold subject to the cost of issuing equity. However the benefit of the firm value maximizer manager over the equity maximizer manager for shareholders is considerably less in this case compared to the case where the manager can only issue debt. The Board of Directors can take these factors into consideration when establishing/modifying the right incentive package for the managers. We also incorporate the notion of the asymmetric information to capture its impact on the board of directors’ decision about the managers’ incentive package.     

工作满意感与建言行为的关系探索:组织承诺的缓冲影响

工作满意感与建言行为之间关系看似简单、实则复杂,以往研究支持正反关系的观点都有,为了调和这一矛盾,本研究提出"U"型关系假设,并认为组织承诺对它们之间有着正向缓冲作用。以长三角地区17家国有企业的282名白领员工为样本,问卷研究结果没有支持"U"型关系假设,而发现两者成正向线性关系,情感承诺对两者之间具有正向缓冲作用。文章讨论了研究结果并对未来研究做了展望。     

Inventory Sharing with Transshipment: Impacts of Demand Distribution Shapes and Setup Costs

We study a firm's optimal transshipment problem considering the impacts of setup costs for transshipment and demand distribution shapes. We assume that the demand follows a three‐point distribution, which changes from a degenerate distribution, to a unimodal distribution, and to a bimodal distribution as the demand shape parameter increases. We find that as the demand shape parameter increases, the optimal transshipment strategy changes from no transshipment to transshipment, and finally to no transshipment. The firm would use two‐way transshipment when the shape parameter is relatively small, while it would use one‐way transshipment when the shape parameter is relatively large. When the optimal strategy is one‐way transshipment, the transshipment direction depends on the contribution margin as well as the demand shape, when the difference between the two demand uncertainties is small. Our study of a dual‐channel retail system shows that the additional benefit of two‐way transshipment is negligible when there are many retail stores.     

Operational Hedging and Diversification under Correlated Supply and Demand Uncertainty

When facing supply uncertainty caused by exogenous factors such as adverse weather conditions, firms diversify their supply sources following the wisdom of “not holding all eggs in one basket.” We study a firm that decides on investment and production levels of two unreliable but substitutable resources. Applying real options thinking, production decisions account for actual supply capabilities, whereas investment decisions are made in advance. To model triangular supply and demand correlations, we adapt the concepts of random capacity and stochastic proportional yield while using concordant ordered random variables. Optimal profit decreases monotonically in supply correlation and increases monotonically in supply–demand correlation. Optimal resource selection, however, depends on the trivariate interplay of supply and demand and responds non‐monotonically to changing correlations. Moreover, supply hedges (i.e., excess capacity at alternative sources) can be optimal even if supply resources are perfectly positively correlated. To accommodate changing degrees of correlation, the firm adjusts the lower margin capacities under random capacity; but under stochastic proportional production capability, it uses either low‐ or high‐margin capacities to create tailored “scale hedges” (i.e., excess capacity at one source which can partially substitute for diversification).     

SOCIAL NETWORKS IN THE BOARDROOM

This paper provides evidence that social networks strongly affect board composition and are detrimental to corporate governance. Our empirical investigation relies on a large data set of executives and outside directors of French public firms. This data source is a matched employer–employee data set that provides detailed information on directors/CEOs as well as information about the firm employing them. We find a strong and robust correlation between the CEO's network and that of his directors. Networks of former high‐ranking civil servants are the most active in shaping board composition. Our identification strategy takes into account not only firm and directors’ fixed effects but also the matching of firms and director in terms of one observable and one unobservable characteristic. Turning to the direct effects of such network activity, we find that firms in which these networks are most active pay their CEOs more, are less likely to replace a CEO who underperforms, and engage in less value‐creating acquisitions. These findings suggest that social networks are active in the boardroom and have detrimental effects on firms’ governance.     

Building a mutually beneficial partnership to ensure backup supply

In today׳s complex global environment, it is very important for a firm to possess backup supply resource when facing unpredictable disruptions from its primary supply resource. To ensure the actual arrival of backup supply in cases of primary supply disruptions, a purchasing firm needs to work with its backup supplier to forge a strong partnership that not only protects itself, but also assures the backup supplier׳s economic benefit. In this research, we establish the structure of such a partnership based on real business practices. The interactions between the purchasing firm and the backup supplier are examined through a decision-tree approach that takes disruption situations at all levels into consideration. We then design the backup supply contract, find the Nash equilibrium contract parameters, and identify the critical conditions under which such a contractual partnership will be valuable. The contract parameters we find are functions of the moments of the demand distribution, which are independent of specific demand distributions and are easy to be estimated in practice. Our numerical tests support our theoretical results and demonstrate the robustness of the contract with respect to various demand distributions.