Papers Containing Keywords(s): 'employee'
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Viewing papers 161 through 170 of 170
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Working PaperLOCALIZED EFFECTS OF CALIFORNIA'S MILITARY BASE REALIGNMENTS: EVIDENCE FROM MULTI-SECTOR LONGITUDINAL MICRODATA
December 1998
Working Paper Number:
CES-98-19
Cuts in U.S. Department of Defense budgets have led to changes in the personnel levels at military bases throughout the United States. Because these bases are often significant sources of civilian and military employment and also provide customers for local businesses, closing them distresses local citizens, business leaders and politicians. In, Defense Secretary William Cohen launched a new drive to close dozens more military bases. Given the timeliness and magnitude of these actions, and in light of the predictions of hardship surrounding them, it is important to realistically assess the impact of substantial personnel changes at military bases on employment at neighboring businesses. This study utilizes a new and uniquely well-suited confidential dataset to analyze this issue at the level closures' impact are thought to occur: individual establishments and their employees. Using an establishment-level panel dataset that covers all private establishments in California with positive employment from 1989 to 1996, I examine how the employment dynamics of establishments across the full spectrum of industries are affected by personnel changes at nearby military bases and find that despite establishments' growth rates declining, more establishments going out of business and fewer new ones starting, when bases close workers' employment prospects actually improve.View Full Paper PDF
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Working PaperThe Structure of Firm R&D and the Factor Intensity of Production
October 1997
Working Paper Number:
CES-97-15
This paper studies the influence of the structure of firm R&D, industry R&D spillovers, and plant level physical capital on the factor intensity of production. By the structure of firm R&D we mean its distribution across states and products. By factor intensity we mean the cost shares of variable factors, which in this paper are blue collar labor, white collar labor, and materials. We characterize the effect of the structure of firm R&D on factor intensity using a Translog cost function with quasi-fixed factors. This cost function gives rise to a system of variable cost shares that depends on factor prices, firm and industry R&D, and physical capital.View Full Paper PDF
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Working PaperUnderstanding Selection Processes: Organization Determinants and Performance Outcomes
October 1997
Working Paper Number:
CES-97-14
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.View Full Paper PDF
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Working PaperThe Worker-Establishment Characteristics Database
June 1995
Working Paper Number:
CES-95-10
A data set combining information on the characteristics of both workers and their employers has long been a grail for labor economists. The reason for this interest is that while a number of theoretical models in labor economics stress the importance of employer-employee matching in determining labor market outcomes, almost all empirical work relies on either worker surveys with little information about employers or establishment surveys with little information about workers. The Worker-Establishment Characteristic Database (WECD) represents just such an employer-employee-matched database. Containing 199,557 manufacturing workers matched to 16,144 manufacturing establishments, the WECD is the largest worker-firm matched data set available for the U.S. This paper describes how this data set was constructed and assesses the usefulness of these data for economic research. In addition, I discuss some of the issues that can be addressed using employer-employee-matched data and plans for creating future versions of the WECD.View Full Paper PDF
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Working PaperEvidence on the Employer Size-Wage Premium From Worker-Establishment Matched Data
August 1994
Working Paper Number:
CES-94-10
In spite of the large and growing importance of the employer size-wage premium, previous attempts to account for this phenomenon using observable worker or employer characteristics have met with limited success. The primary reason for this lack of success has been the lack of suitable data. While most theoretical explanations for the size-wage premium are based on the matching of employer and employee characteristics, previous empirical work has relied on either worker surveys with little information about a worker's employer, or establishment surveys with little information about workers. In contrast, this study uses the newly created Worker-Establishment Characteristic Database, which contains linked employer-employee data for a large sample of manufacturing workers and establishments, to examine the employer size-wage premium. The main results are: 1) Examining the cross-plant distribution of the skill of workers shows that managers with larger observable measures of skill work in large plants and firms with production workers with larger observable measures of skill. 2) Results from reduced form wage regressions show that including measures of the amount or type of capital in a worker's plant eliminates the establishment size-wage premium. 3) These results are robust to efforts at correcting for possible bias in the parameter estimates due to sample selection. While these findings are consistent with neoclassical explanations for the size-wage premium that hypothesize that large employers employ more skilled workers, their primary importance is that they show that the employer size-wage premium can be accounted for with employer-employee matched data. As such, these data lend support to models which emphasize the role of employer-employee matching in accounting for both cross-sectional and dynamic aspects of the wage distribution.View Full Paper PDF
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Working PaperDecomposing Learning By Doing in New Plants
December 1992
Working Paper Number:
CES-92-16
The paper examines learning by doing in the context of a production function in which the other arguments are labor, human capital, physical capital, and vintage as a proxy for embodied technical change in physical capital. Learning is further decomposed into organization learning, capital learning, and manual task learning. The model is tested with time series and cross section data for various samples of up to 2,150 plants over a 14 year period. Word Perfect VersionView Full Paper PDF
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Working PaperWages, Employer Size-Wage Premia and Employment Structure: Their Relationship to Advanced-Technology Usage at U.S. Manufacturing Establishments
December 1992
Working Paper Number:
CES-92-15
We study wages, size-wage premia and the employment structure (measured as the fraction of production workers in an establishment) and their relationship to the extent of advanced-technology usage at U.S, manufacturing plants. We begin by sketching a model of technology adoption based on Lucas (1978) that provides a framework for interpreting the data analysis. We then study a new Census Bureau survey of technology use at manufacturing plants. Workers in establishments that are classified as the most technology intensive earn a premium of 16 percent as compared to those in plants that are the least premium earned by workers in all but the very largest plants. The inclusion of the technology classification variables in standard wage regressions reduced the size-wage premia by as much as 60 percent for some size categories.View Full Paper PDF
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Working PaperGender Segregation Small Firms
October 1992
Working Paper Number:
CES-92-13
This paper studies interfirm gender segregation in a unique sample of small employers. We focus on small firms because previous research on interfirm segregation has studied only large firms and because it is easier to link the demographic characteristics of employers and employees in small firms. This latter feature permits an assessment of the role of employer discrimination in creating gender segregation. Our first finding is that interfirm segregation is prevalent among small employers. Indeed men and women rarely work in fully integrated firms. Our second finding is that the education and gender of the business owner strongly influence the gender composition of a firm's workforce. This suggests that employer discrimination may be an important cause of workplace gender segregation. Finally, we estimate that interfirm segregation can account for up to 50% of the gender gap in annual earnings.View Full Paper PDF
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Working PaperThe Effects Of Leveraged Buyouts On Productivity And Related Aspects Of Firm Behavior
July 1989
Working Paper Number:
CES-89-05
We investigate the economic effects of leveraged buyouts (LBOs) using large longitudinal establishment and firm-level Census Bureau data sets linked to a list of LBOs compiled from public data sources. About 5 percent, or 1100, of the manufacturing plants in the sample were involved in LBOs during 1981-1986. We find that plants involved in LBOs had significantly higher rates of total-factor productivity (TFP) growth than other plants in the same industry. The productivity impact of LBOs is much larger than our previous estimates of the productivity impact of ownership changes in general. Management buyouts appear to have a particularly strong positive effect on TFP. Labor and capital employed tend to decline (relative to the industry average) after the buyout, but at a slower rate than they did before the buyout. The ratio of nonproduction to production labor cost declines sharply, and production worker wage rates increase, following LBOs. LBOs are production-labor-using, nonproduction-labor-saving, organizational innovations. Plants involved in management buyouts (but not in other LBOs) are less likely to subsequently close than other plants. The average R&D- intensity of firms involved in LBOs increased at least as much from 1978 to 1986 as did the average R&D-intensity of all firms responding to the NSF/Census survey of industrial R&D.View Full Paper PDF
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Working PaperThe Effect Of Takeovers On The Employment And Wages Of Central-Office And Other Personnel
June 1989
Working Paper Number:
CES-89-03
Recent high rates of takeover activity have stimulated considerable interest and concern among policymakers and the public about changes in corporate ownership, but relatively little evidence about the "read" (as opposed to financial) effects of takeovers has been available. This paper presents evidence concerning the effects of ownership change on the employment and wages of central-office workers -- according to some views, those likely to be most affected by takeovers -- and contracts them with the effects on manufacturing plant employees. The evidence is based on a large, longitudinal, plant-level data set derived from Census Bureau surveys of both administrative and production establishments. The major findings of the analysis are as follows. Central offices that changed owners between 1977 and 1982 had substantially lower -- about 16 percent lower -- employment growth during that period than central offices not changing owners. (There was, however, no significant difference in the growth of R&D employment.) They also had slower growth in wages -- about 9 percent lower. Changing owners had a much more negative effect on employment growth in central offices than it did in manufacturing plants: 16 percent compared to 5 percent. This implies that the ratio of central-office to plant employees declines about 11 percent in firms changing owners: about 7.2 administrators per 10-00 plant employees are eliminated. These findings are consistent with the view that reduction of administrative overhead is an important motive for changes in ownership. Failure to account for reductions in central-office employment results in a substantial (about 40 percent) underestimate of the productivity gains associated with ownership change. We also provide evidence concerning the relationship between firm size and administrative-intensity.View Full Paper PDF
