We utilize a new survey on Norwegian firms' digitalization and technology investments, linked to population-wide register data, to show that the pandemic massively disrupted the technology investment plans of firms, not only postponing investments, but also introducing new technologies. More...

It turns out that the employer-size effect on individual wages dwindles away once one control for the number of workers of the same skill-group (educational type) as the observed individual within the establishment. The skill-group size effect on wages is substantial. The main results, a...

Motivated by models of worker flows, we argue in this paper that monopsonistic discrimination may be a substantial factor behind the overall gender wage gap. On matched employer-employee data from Norway, we estimate establishment-specific wage premiums separately for men and women, conditioning...

We exploit tax-induced exogenous variance in the price of union membership to identify the effects of changes in firm union density on firm productivity and wages in the population of Norwegian firms over the period 2001 to 2012. Increases in union density lead to substantial increases in firm...

Using administrative linked employer-employee data for Norway we estimate the impact of changes in tax subsidies for union membership on individuals' membership probabilities. Increased subsidisation of the union good increases union take-up, while increased union fees reduce the demand for...

With a focus on jobs for youth, this paper analyses the development of job postings in Norway during the first and second wave of the COVID-19 pandemic in 2020. Jobs for youth are defined by the top 20 3-digit occupations for young workers. Job postings in these occupations took a larger hit...

The authors analyze explanations for firm- or establishment-size effects on wages. One theory is that each firm faces an upward sloping supply curve for labor, implying that the number of any particular type of worker should matter for his or her level of pay, rather than the total number of...

We explore the effects of management innovations on worker well-being using private sector linked employer-employee data for Britain. We find management innovations are associated with lower worker well-being and lower job satisfaction, an effect which becomes more pronounced when we account for...

Using linked employer–employee data for Britain we find that higher wages are associated with higher job satisfaction and higher job anxiety. The association between wages and non-pecuniary job satisfaction disappears with the inclusion of effort measures whereas the positive association...

The authors explore the effects of organizational change on employee well-being using multivariate analyses of linked employer-employee data for Britain, with particular emphasis on whether unions moderate these effects. Nationally representative data consist of 13,500 employees in 1,238...