We use an establishment-level survey to examine the predictors of different types of selection practices as well as the relationship of different selection practices to organizational performance. We find that a wide range of contingencies in the organization, including job requirements, organizational size, union status, salary, and training, predict the intensity and the types of selection practices used. Further, we find that selection intensity has a significant and negative relationship with organizational sales, other things equal, that is driven by the use of less valid selection techniques.
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How Workers Fare When Employers Innovate
May 2003
Working Paper Number:
CES-03-11
Complementing existing work on firm organizational structure and productivity, this paper examines the impact of organizational change on workers. We find evidence that employers do appear to compensate at least some of their workers for engaging in high performance workplace practices. We also find a significant association between high performance workplace practices and increased wage inequality. Finally, we examine the relationship between organizational structure and employment changes and find that some practices, such as self-managed teams, are associated with greater employment reductions, while other practices, such as the percentage of workers involved in job rotation, are associated with lower employment reductions.
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The Impact of Minimum Wages on Job Training: An Empirical Exploration with Establishment Data
February 2003
Working Paper Number:
CES-03-04
Human capital theory suggests that workers may finance on-the-job training by accepting lower wages during the training period. Minimum wage laws could reduce job training, then, to the extent they prevent low-wage workers from offering sufficient wage cuts to finance training. Empirical findings on the relationship between minimum wages and job training have failed to reach a consensus. Previous research has relied primarily on survey data from individual workers, which typically lack both detailed measures of job training and important information about the characteristics of firms. This study addresses the issue of minimum wages and on-the-job training with a unique employer survey. We find no evidence indicating that minimum wages reduce the average hours of training of trained employees, and little to suggest that minimum wages reduce the percentage of workers receiving training.
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The Adoption and Diffusion of Organizational Innovation: Evidence for the U.S. Economy
June 2007
Working Paper Number:
CES-07-18
Using a unique longitudinal representative survey of both manufacturing and nonmanufacturing businesses in the United States during the 1990's, I examine the incidence and intensity of organizational innovation and the factors associated with investments in organizational innovation. Past profits tend to be positively associated with organizational innovation. Employers with a more external focus and broader networks to learn about best practices (as proxied by exports, benchmarking, and being part of a multi-establishment firm) are more likely to invest in organizational innovation. Investments in human capital, information technology, R&D, and physical capital appear to be complementary with investments in organizational innovation. In addition, nonunionized manufacturing plants are more likely to have invested more broadly and intensely in organizational innovation.
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A Task-based Approach to Constructing Occupational Categories
with Implications for Empirical Research in Labor Economics
September 2019
Working Paper Number:
CES-19-27
Most applied research in labor economics that examines returns to worker skills or differences in earnings across subgroups of workers typically accounts for the role of occupations by controlling for occupational categories. Researchers often aggregate detailed occupations into categories based on the Standard Occupation Classification (SOC) coding scheme, which is based largely on narratives or qualitative measures of workers' tasks. Alternatively, we propose two quantitative task-based approaches to constructing occupational categories by using factor analysis with O*NET job descriptors that provide a rich set of continuous measures of job tasks across all occupations. We find that our task-based approach outperforms the SOC-based approach in terms of lower occupation distance measures. We show that our task-based approach provides an intuitive, nuanced interpretation for grouping occupations and permits quantitative assessments of similarities in task compositions across occupations. We also replicate a recent analysis and find that our task-based occupational categories explain more of the gender wage gap than the SOC-based approaches explain. Our study enhances the Federal Statistical System's understanding of the SOC codes, investigates ways to use third-party data to construct useful research variables that can potentially be added to Census Bureau data products to improve their quality and versatility, and sheds light on how the use of alternative occupational categories in economics research may lead to different empirical results and deeper understanding in the analysis of labor market outcomes.
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Task Trade and the Wage Effects of Import Competition
January 2016
Working Paper Number:
CES-16-03
Do job characteristics modulate the relationship between import competition and the wages of workers who perform those jobs? This paper tests the claim that workers in occupations featuring highly routine tasks will be more vulnerable to low-wage country import competition. Using data from the US Census Bureau, we construct a pooled cross-section (1990, 2000, and 2007) of more than 1.6 million individuals linked to the establishment in which they work. Occupational measures of vulnerability to trade competition ' routineness, analytic complexity, and interpersonal interaction on the job ' are constructed using O*NET data. The linked employer-employee data allow us to model the effect of low-wage import competition on the wages of workers with different occupational characteristics. Our results show that low-wage country import competition is associated with lower wages for US workers holding jobs that are highly routine and less complex. For workers holding nonroutine and highly complex jobs, increased import competition is associated with higher wages. Finally, workers in occupations with the highest and lowest levels of interpersonal interaction see higher wages, while workers with medium-low levels of interpersonal interaction suffer lower wages with increased low-wage import competition. These findings demonstrate the importance of accounting for occupational characteristics to more fully understand the relationship between trade and wages, and suggest ways in which task trade vulnerable occupations can disadvantage workers even when their jobs remain onshore.
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Firms and Layoffs: The Impact of Unionization on Involuntary Job Loss
March 2003
Working Paper Number:
CES-03-09
This paper focuses on the impact of unionization on involuntary job loss using establishment data from the 1997 National Employer Survey (NES-II) and merging those data with contextual data at the industry level as well as with local labor market data. The estimated logit models included information on unionization rates and employment security provisions present in collective bargaining agreements as factors influencing layoff rates for individual establishments, controlling for establishment size, firm structure, use of non-regular employees, product/service demand and local employment. Results show that the impact of unionization is not significant except for (1) establishments that operate in the non-manufacturing sector; and (2) establishments operating in industries that have major collective bargaining agreements which contain moderate employment security provisions. Under those conditions, unionization decreases layoff rates; otherwise, unionization has no effect on layoff rates. These results provide some evidence that unions may have placed increased emphasis on employment security in order to protect members against involuntary job loss. This is in contrast to earlier studies which found a positive relationship between unionization and layoffs. In addition, establishments in Right-to-Work states have higher rates of involuntary job loss.
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The Management and Organizational Practices Survey (MOPS): Cognitive Testing*
January 2016
Working Paper Number:
CES-16-53
All Census Bureau surveys must meet quality standards before they can be sent to the public for data collection. This paper outlines the pretesting process that was used to ensure that the Management and Organizational Practices Survey (MOPS) met those standards. The MOPS is the first large survey of management practices at U.S. manufacturing establishments. The first wave of the MOPS, issued for reference year 2010, was subject to internal expert review and two rounds of cognitive interviews. The results of this pretesting were used to make significant changes to the MOPS instrument and ensure that quality data was collected. The second wave of the MOPS, featuring new questions on data in decision making (DDD) and uncertainty and issued for reference year 2015, was subject to two rounds of cognitive interviews and a round of usability testing. This paper illustrates the effort undertaken by the Census Bureau to ensure that all surveys released into the field are of high quality and provides insight into how respondents interpret the MOPS questionnaire for those looking to utilize the MOPS data.
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Workplace Segregation in the United States: Race, Ethnicity, and Skill
January 2007
Working Paper Number:
CES-07-02
We study workplace segregation in the United States using a unique matched employer employee data set that we have created. We present measures of workplace segregation by education and language, and by race and ethnicity, and . since skill is often correlated with race and ethnicity we assess the role of education- and language-related skill differentials in generating workplace segregation by race and ethnicity. We define segregation based on the extent to which workers are more or less likely to be in workplaces with members of the same group, and we measure segregation as the observed percentage relative to maximum segregation. Our results indicate that there is considerable segregation by education and language in the workplace. Among whites, for example, observed segregation by education is 17% (of the maximum), and for Hispanics, observed segregation by language ability is 29%. Racial (blackwhite) segregation in the workplace is of a similar magnitude to education segregation (14%), and ethnic (Hispanic-white) segregation is somewhat higher (20%). Only a tiny portion (3%) of racial segregation in the workplace is driven by education differences between blacks and whites, but a substantial fraction of ethnic segregation in the workplace (32%) can be attributed to differences in language proficiency. Finally, additional evidence suggests that segregation by language likely reflects complementarity among workers speaking the same language.
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Occupation Inflation in the Current Population Survey
September 2012
Working Paper Number:
CES-12-26
A common caveat often accompanying results relying on household surveys regards respondent error. There is research using independent, presumably error-free administrative data, to estimate the extent of error in the data, the correlates of error, and potential corrections for the error. We investigate measurement error in occupation in the Current Population Survey (CPS) using the panel component of the CPS to identify those that incorrectly report changing occupation. We find evidence that individuals are inflating their occupation to higher skilled and higher paying occupations than the ones they actually perform. Occupation inflation biases the education and race coefficients in standard Mincer equation results within occupations.
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Electronic Networking Technologies, Innovation Misfit, and Plant Performance
February 2010
Working Paper Number:
CES-10-03
Prior work on information technology (IT) adoption and economic impacts typically employs an instrumental logic in which firms lead with innovation when they possess characteristics that make it economically beneficial to do so and lag when they do not. However, firms may deviate from this idealized picture when they possess characteristics of an innovation laggard but exhibit the behavior of an innovation leader (or vice versa), with implications for the returns to IT investment. This study develops a conceptual framework and hypotheses regarding the implications of such deviations, which we call innovation misfits. Using a data set comprising measures of the adoption of electronic networking technologies (ENT) in over 25,000 U.S. manufacturing plants, productivity regression estimation reveals a consistent pattern that the association between IT and productivity is diminished in the presence of innovation misfit. We discuss the implications of innovation misfit for scholarship and management practice, which are numerous.
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