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Is Demand-Pulled Innovation Equally Important in Different Groups of Firms?

Piva, Mariacristina - 2013

, evidence does not conflict with the idea that innovation may be driven by output. Using a balanced panel of 216 Italian …

Persistent link: https://www.econbiz.de/10012754373

Wages, Innovation, and Employment in China

Fleisher, Belton M. - 2017

We investigate the role of factor-priced-induced innovation in mediating the employment impact of expanding production … in China. Our empirical approach implements concepts developed in Acemoglu (2010) and complements the approaches … summarized by Wei, Xie, and Zhang (2017) that focus on directly observable aspects of innovation (R&D, patent activity, etc …

Persistent link: https://www.econbiz.de/10012957004

Innovation, Wages, and Polarization in China

Fleisher, Belton M. - 2018

Using data from CHIPS 1995-2013, we find polarization of employment from middle-income Skilled jobs to work in the Unskilled and Self-Employment job categories. This redistribution of employment is consistent with the automation of routine noncognitive tasks in the skilled sector as analyzed in...

Persistent link: https://www.econbiz.de/10012916985

Induced Innovation : Evidence from China's Secondary Industry

Fleisher, Belton M. - 2020

rising wages have induced labor-saving innovation in China, at least in the decade of the 1990s, but less so or not at all …We investigate the effect of rising labor costs on induced technological change in China's secondary industry. While …/environmental protection, there has been little evidence relating to China's adjustments as rising labor costs affect its global …

Persistent link: https://www.econbiz.de/10012838478

The Diversity of Personnel Practices and Firm Performance

Martins, Pedro S. - 2016

Personnel economics tends be based on single-firm case studies. Here we examine the personnel practices of nearly 5,000 firms, over a period of 20 years, using detailed matched employer-employee panel data from Portugal. In the spirit of Baker et al. (1994a,b), we consider different dimensions...

Persistent link: https://www.econbiz.de/10012980315

Employee Absence : An Organizational Perspective

Eskildsen, Jacob - 2018

We study employee absence in Danish organizations. In contrast to Steers and Rhodes (1978), who stress the importance of individual and organizational characteristics in shaping employees' motivation to attend work, we show that absence is predominantly an individualized phenomenon. Because the...

Persistent link: https://www.econbiz.de/10012908880

HRM Practices and Performance of Family-Run Workplaces : Evidence from the 2004 WERS

Siebert, Stanley - 2011

This paper analyses HRM practices of family-run workplaces using the 2004 WERS. Family-ownership and management within workplaces in the corporate sector is our focus. This family-run group represents nationally about 26% of workplaces and 14% of employment. We find that employees in this group...

Persistent link: https://www.econbiz.de/10013121548

Worker Matching and Firm Value

Moen, Espen R. - 2012

This paper studies the value of firms and their hiring and firing decisions in an environment where the productivity of the workers depends on how well they match with their co-workers and the firm acts as a coordinating device. Match quality derives from a production technology whereby workers...

Persistent link: https://www.econbiz.de/10013104660

Management of Knowledge Workers

Hvide, Hans K. - 2012

We study how firm-specific complementary assets and intellectual property rights affect the management of knowledge workers. The main results show when a firm will wish to sue workers that leave with innovative ideas, and the effects of complementary assets on wages and on worker initiative. We...

Persistent link: https://www.econbiz.de/10013104933

Adverse Workplace Conditions, High-Involvement Work Practices and Labor Turnover : Evidence from Danish Linked Employer-Employee Data

Cottini, Elena - 2009

This paper contributes to the emerging strand of the empirical literature that takes advantage of new data on workplace-specific job attributes and voluntary employee turnover to shed fresh insights on the relationship between employee turnover, adverse workplace conditions and HRM environments....

Persistent link: https://www.econbiz.de/10013153496