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on Human Capital and Human Resource Management |
| By: | Cory Koedel (Department of Economics and Truman School of Public Affairs); Jiaxi Li (Department of Economics, at the University of Missouri); Matthew G. Springer (Peabody College of Education and Human Development at Vanderbilt University); Li Tan (Department of Economics, at the University of Missouri) |
| Abstract: | Spurred by the federal Race to the Top competition, the state of Tennessee implemented a comprehensive statewide educator evaluation system in 2011. The new system is designed to increase the rigor of evaluations and better differentiate teachers based on performance. The use of more differentiated ratings represents a significant shift in education policy. We merge teacher performance evaluations from the new system with data from post-evaluation teacher surveys to examine the effects of the differentiated ratings on job satisfaction for teachers. Using a regression-discontinuity design, we show that higher ratings under the new system causally improve teachers’ perceptions of work relative to lower ratings. Our findings offer the first causal evidence of which we are aware on the relationship between performance ratings and job satisfaction for individual teachers. |
| Keywords: | personnel evaluation, teacher evaluation, job satisfaction, teacher quality |
| JEL: | I20 J38 J45 |
| Date: | 2016 |
| URL: | http://d.repec.org/n?u=RePEc:umc:wpaper:1617&r=hrm |
| By: | Muhammad Fayyaz Sheikh (GC University); Syed Zulfiqar Ali Shah (Warwich Business School) |
| Abstract: | This study examines how compensation of chief executive officer (CEO) is influenced by firm performance and corporate governance in an emerging market, Pakistan. Using various panel regression models, including a dynamic panel model for a sample of non-financial firms listed at Karachi Stock Exchange (KSE) for period 2005 to 2012, we find that current and previous year accounting performance has positive influence on CEO compensation. However, stock market performance does not appear to have a positive influence on CEO compensation. We further find that firm size is an important factor contributing towards CEO compensation. Ownership concentration is positively correlated with CEO compensation, indicating some kind of collusion between management and largest shareholder to get personal benefits. CEO duality appears to have a negative relationship with CEO compensation. Board size and board independence have no convincing relationship with CEO compensation, indicating board ineffectiveness in reducing CEO entrenchment. The results of dynamic panel model suggest that CEO pay is highly persistent and takes time to adjust to long-run equilibrium. Our study has implications not only for managers but also for regulators and other stakeholders. |
| Keywords: | Corporate Governance, Dynamic Panel, Emerging Markets, Executive Compensation, Firm Performance, Fixed Effects |
| URL: | http://d.repec.org/n?u=RePEc:sek:ibmpro:4406477&r=hrm |
| By: | Alan, Sule; Ertac, Seda; Kubilay, Elif; Lóránth, Gyöngyi |
| Abstract: | We study the evolution of gender differences in the willingness to assume the decision-maker role in a group, which is a major component of leadership. Using data from a large-scale field experiment, we show that while there is no gender difference in the willingness to make risky decisions on behalf of a group in a sample of children, a large gap emerges in a sample of adolescents. In particular, the proportion of girls who exhibit leadership willingness drops by 39% going from childhood to adolescence. We explore the possible causes of this drop and find that a significant part of it can be explained by a dramatic decline in "social confidence", measured by the willingness to perform a real effort task in public. We show that it is possible to capture the observed link between public performance and leadership by estimating a structural model that incorporates costs related to social concerns. These findings are important in addressing the lower propensity of females to self-select into high-level positions, which are typically subject to greater public scrutiny. |
| Keywords: | leadership; gender; risk taking; social confidence; experiments. |
| JEL: | C91 C93 D03 I28 |
| Date: | 2016–11 |
| URL: | http://d.repec.org/n?u=RePEc:cpr:ceprdp:11596&r=hrm |
| By: | Ursula Henz; Colin Mills |
| Abstract: | This article examines the influence of job demands and job-related resources on the experience of two dimensions of work-life conflict (WLC) in Britain. Theory suggests that higher levels of resources should reduce WLC but empirical analyses often fail to find this effect. We address the issue by examining the impact of a wide range of resources as well as their interactions with job demands. Analyses of the Working in Britain 2000 survey suggest that job resources and demands affect WLC through different processes, which differ for the two types of WLC. They fail to find evidence that job resources dampen the effects of job demands on WLC. They also document that many effects of job characteristics depend on context or vary by gender, for example, the effects of job pressure and job autonomy. |
| Keywords: | work-life conflict; job resources; job demands; buffer hypothesis |
| JEL: | R14 J01 |
| Date: | 2015 |
| URL: | http://d.repec.org/n?u=RePEc:ehl:lserod:60070&r=hrm |
| By: | Lentz, Rasmus (University of Wisconsin-Madison; NBER; LMDG; CAP); Roys, Nicolas (Federal Reserve Bank of St. Louis) |
| Abstract: | The paper studies human capital accumulation over workers’ careers in an on the job search setting with heterogenous firms. In renegotiation proof employment con- tracts, more productive firms provide more training. Both general and specific training induce higher wages within jobs, and with future employers, even conditional on the future employer type. Because matches do not internalize the specific capital loss from employer changes, specific human capital can be over-accumulated, more so in low type firms. While validating the Acemoglu and Pischke (1999) mechanisms, the analysis nevertheless arrives at the opposite conclusion: That increased labor market friction reduces training in equilibrium. |
| Keywords: | Wage contracts; human capital; training; wage dispersion; frictional labor markets; optimal contract design; firm heterogeneity; sorting |
| JEL: | D21 D43 D83 E24 J24 J31 J33 J41 J62 J63 J64 |
| Date: | 2015–10–30 |
| URL: | http://d.repec.org/n?u=RePEc:fip:fedlwp:2016-025&r=hrm |
| By: | Smirnych, L. I.; Wörgötter, Andreas |
| Abstract: | Non-renewable fixed-term and agency work contracts are becoming more used instead of the traditional Russian model of open-ended employment. The authors examine the influence of institutional and organizational factors on the use of two forms of non-standard work contracts in Russia with data from a Survey covering 3313 enterprises for the years 2009 to 2011. Probit and Tobit regressions are used to test several hypotheses about the use of non-standard work contracts derived from the literature. The results indicate that state-owned and unionized enterprises are more likely to use fixed-term contracts; and a high level of perceived dismissal protection for permanent workers is positively associated with fixed-term contracts use. The incidence and intensity of fixed-term and agency work contracts are lower at enterprises with flexible wages. A significant impact of organizational factors is confirmed only for fixed-term contracts. Enterprises use less fixed-term contracts, if they have workers with tenure from 5 to 10 years and high job complexity. |
| Keywords: | fixed-term contracts,agency work,non-standard employment,labor flexibility,Russia |
| JEL: | J41 J21 J63 J23 |
| Date: | 2016 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:tuweco:092016&r=hrm |
| By: | Tanoli, Mubashar Farooq |
| Abstract: | This study tries to illustrate the relationship between training, mentoring and employee performance. The purpose of the study is to highlight the role of different practices which are mainly out of a few practices of HR. Employee training and mentoring shows their influence on the employee performance. It will generate different results of empirically tested and analyzed data. Data from 250 staff members will be collected from different public and private sector universities of Islamabad. After collection of data it will be analyzed through SPSS and certain results will be achieved. Further, on the basis of calculations results will be obtained through SPSS. Limitations of the study mainly defines the lack of interest of many teacher who are less or not reluctant in sharing the information. |
| Keywords: | Training, Mentoring, Employee Performance |
| JEL: | J24 J28 O15 |
| Date: | 2016–11–07 |
| URL: | http://d.repec.org/n?u=RePEc:pra:mprapa:74956&r=hrm |