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Latin American economies are increasingly applying the neo-Schumpeterian approach to innovation when seeking to address development problems. However, although inequality is particularly critical in the region, the topic of inequality is curiously absent from studies which adopt the neo-Schumpeterian approach. Applying the efficiency wage hypothesis, this article examines the relationship between innovation efforts and wage inequality among Argentinean firms, employing a quantile regressions methodology on firm-level wages with data from the National Survey of Employment and Innovation Dynamics (ENDEI) for 2010-2012. The results are articulated with a sectoral analysis as a conditioning factor of the relationship studied, revealing the intense and enduring techno-productive imbalances characteristic in the region. [ABSTRACT FROM AUTHOR]

Copyright of Intercathedra is the property of Poznan University of Life Sciences Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The authors examine a model of employee grievance activity that encompasses both workplace and labor market determinants and attempts to reconcile inconsistent findings in the literature by taking into account the possible moderating effects of labor power. A multi-level analysis of data from 1996--97 on 1,383 blue-collar workers suggests that labor market factors influenced grievance activity much less directly than workplace characteristics did, and that the nature of these influences was more complex than has previously been hypothesized. Specifically, consistent with power-dependence theory, the authors find that the direct effects of at least one labor market factor, the wage premium, were likely to be contingent on labor power, and that the labor market itself may have moderated the effects of certain workplace factors on employee grievance filing in a manner consistent with efficiency wage theory. [ABSTRACT FROM AUTHOR]

One must look beyond the behavioral aspects of the Japanese management system to the economic conditions which support the system to understand fully its contribution to Japan's economic recovery. Permanent employment (Nenko) has created a highly efficient dual wage and labor market system but it excludes two-thirds of the Japanese labor force from its benefits. [ABSTRACT FROM AUTHOR]

Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The section presents a list of research on industrial and labor relations still in progress, as of July 1987. The list includes the "Critical Survey of Theoretical Literature on the Empirical Implications of Efficiency Wage Theories," by Lawrence Katz, "The Current Crisis in the American Labor Movement," by David Brody, "Australian Labor Relations," by George Strauss, "Individual-Level Responses to the Job-Insecurity Experience," by Dan Jacobson, "Development of Leadership Skills Among Women," by Cristina Banks.

The article refers to a change in compensation management--from a focus on the labor market to the concept of equity in compensation--which improves employee motivation and performance. Compensation administrators should help the organization make choices about the design of jobs and reward structures that provide equity and the groups that are motivated by this type of compensation. Performance reward plans satisfy higher-order needs of professional employees because of the extrinsic rewards and opportunity for intrinsic ones. Studies by Leon Festinger, George C. Homans, J. S. Adams, Martin Patchen, and Karl E. Weick and by Lyman W. Porter and Edward E. Lawler are mentioned. Topics are job hierarchy, pay for performance, credibility of performance appraisals, and pay secrecy.

In this paper we investigate the quantitative importance of efficiency wages of no-shirking type in explaining business cycle fluctuations in Bulgarian labor markets. This is done by augmenting a relatively standard real business cycle model with unobservable workers effort by employers and efficiency wage contracts, as well as through the inclusion of a detailed government sector. This imperfection in labor markets introduces a strong internal transmission mechanism that allows the model framework to capture the business cycles in Bulgarian data better than earlier models, and setups assuming perfectly-competitive labor markets in particular. [ABSTRACT FROM AUTHOR]

The motivation for this article began from personal experiences with Ritzer's McDonaldization thesis. This thesis refers to the process by which the principles of the fast-food restaurant have gradually dominated most sectors of American society and the world. Not only has the restaurant business been affected, but virtually every other aspect of society, such as education, work, health care, travel, leisure, dieting, politics, and the family have been also influenced by the McDonaldization thesis. The success of McDonaldization is in its promise of efficiency, calculability, predictability and control, to consumers, workers, and managers. This article examines Ritzer's McDonaldization in Penang. [ABSTRACT FROM AUTHOR]

Copyright of Brazilian Journal of Applied Economics / Economía Aplicada is the property of FEA-RP, Universidade de Sao Paulo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article comments on the results of a study conducted by professor Daniel Hamermesh on wage bargaining theories published in the July 1973 issue of "Industrial and Labor Relations Review." It analyzes the outcome of a test of the split the difference bargaining models of F. Zeuthen and J. Nash. It concurs with the possibility that the utility functions of the two parties are not identical and linear with regard to wage increases. It considers the definition of bluffing according to Hamermesh. It criticizes the failure of Hamermesh to utilize an analytical opportunity.

Web application frameworks and ORM tools reduce time and effort needed when developing quality applications; but, since they are numerous and heterogeneous choosing the best suited is not an easy task. The comparative studies of these tools do not consider case studies of the necessary complexity to precisely measure their advantages and disadvantages. In order to contribute to the solution of this problem, we measured the HIBERNATE ORM response times for different queries in a rather complex case study with different database sizes, and compared the results with the ones obtained by using manually coded queries. Our comparison is relevant because even though ORMs are an important maintainability factor, not optimal queries can lead to bottle necks. [ABSTRACT FROM AUTHOR]

The article deals with the issues of civil servants' motivation. Motivation of civil servants is a factor increasing the efficiency of the public service. The problem of finding a mechanism to increase the efficiency of public servants, assessment of their work and remuneration for it are relevant throughout the world. The experience of reforming civil service systems in different countries has shown that the system of employee motivation goes far beyond the increase of wages, clearer differentiation of wages based on qualifications and experience, or the scope of benefits provided. The author believes that social protection and motivation of civil servants should include a set of measures aimed at compensation for restrictions objectively determined by the nature of activities; for social expectations of the employee, which form the basis of his/her professional choices, in order to neutralize the factors impeding the effective performance of a particular person. [ABSTRACT FROM AUTHOR]

Already classical economists took interest in the role of wages and wage formation mechanisms, as well as in their influence on other components of the labour market. This article aims to systematise contemporary approaches to wages as one of the labour market components that have been developed within major economic theories. The systemization will serve as a basis for identifying main interactions between wages and other labour market components, such as labour supply and demand and labour market disequilibrium. The article presents major concepts formulated within neo-classical and Keynesian theories, labour market segmentation theories, efficiency wage theory, rent-sharing and rent-extraction theories, theory of job search, and search-and-matching models. One of the conclusions arising from the discussion is that the evolution of contemporary labour markets is a challenge for researchers seeking wage formation models adequately describing the real-life circumstances. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Historia Económica / Journal of Iberian & Latin American Economic History is the property of Cambridge University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We develop and analyze a labor market model in which heterogeneous firms operate under decreasing returns and compete for labor by posting long-term contracts. Firms achieve faster growth by offering higher lifetime wages, which allows them to fill vacancies with higher probability, consistent with recent empirical findings. The model also captures several other regularities about firm size, job flows, and pay, and generates sluggish aggregate dynamics of labor market variables. In contrast to existing bargaining models with large firms, efficiency obtains and the model allows a tractable characterization over the business cycle. (JEL E24, J64, L11) [ABSTRACT FROM AUTHOR]

We modify the standard nutritional efficiency wage model to allow for the fact that employers can directly provide calories to their workers rather than paying a higher wage to induce employees to spend more on their own caloric consumption. We derive the various theoretical outcomes that are possible depending on the assumptions about the transaction costs of directly providing calories. We argue that in most real-world situations the ability of employers to directly provide calories undermines the traditional efficiency wage theory as a cause of equilibrium unemployment. [ABSTRACT FROM AUTHOR]

Melhorar a exportação de um país é amplamente reconhecido como uma questão estratégica. Para um país em desenvolvimento, os benefícios são múltiplos: expandir os mercados de bens e serviços a uma escala global, contribuindo para a criação de empregos, definir padrões tecnológicos e de gestão para os setores da economia e reduzir as vulnerabilidades externas do país, gerando reservas. Esses benefícios justificam a adoção de políticas públicas para apoiar e fomentar as exportações, mas é essencial para garantir que os recursos investidos nesses programas estão sendo utilizados de forma eficaz, exigindo a concepção e implementação de sistemas de avaliação. Este artigo tem como objetivo apresentar e discutir um modelo de avaliação para o PROEX, Programa Brasileiro de Apoio às Exportações. O modelo proposto inclui a definição e cálculo de um conjunto de indicadores que permitam o acompanhamento da medida em que o programa está atingindo seus objetivos principais. Acreditamos que o modelo de avaliação proposto irá contribuir para melhorar a eficiência, eficácia e governança do Programa. [ABSTRACT FROM AUTHOR]

This article studies the role of staggered efficiency wages in a small-scale DSGE model. The simple structure of the model allows for closed-form solutions. The set-up differs from the related literature in that I assume wages are sticky and unions are responsible for wage-setting. The model has the potential to explain why wages depend strongly on past wage levels as it is suggested by empirical data. The presence of efficiency wages increases persistence, however, only for certain parameter constellations. In particular, the elasticity of effort with respect to the wage has to be large. In an extension of the model I show that this is more likely to be the case if wages are the outcome of a bargaining process between unions and firms. [ABSTRACT FROM PUBLISHER]

This paper evaluates the efficiency of National Basketball Association (NBA) teams under a two-stage DEA framework. Applying the additive efficiency approach, we decompose overall team efficiency into first-stage wage efficiency and second-stage on-court efficiency and find out the individual endogenous weights for each stage. The empirical results show that NBA teams present a better performance on wage efficiency than for on-court efficiency, as on-court efficiency is influenced by many uncontrollable factors. Moreover, NBA teams, on average, tend to possess a higher weight on the first stage, suggesting that teams' managers can enhance organizational efficiency more efficaciously by prudentially recruiting players. [ABSTRACT FROM AUTHOR]

Highlights: [•] We study the role played by equity and efficiency for altruistic behavior. [•] We implement an artefactual field experiment within a telephone survey. [•] Equity plays a more important role than efficiency for the decision to give. [•] Younger individuals are less concerned with inequality. [•] More educated individuals are more concerned with efficiency. [ABSTRACT FROM AUTHOR]

This paper explores the connection between inflation and unemployment in two different models with fair wages in both the short and the long runs. Under customary assumptions regarding the sign of the parameters of the effort function, more inflation lowers the unemployment rate, albeit to a declining extent. This is because firms respond to inflation-which spurs effort by decreasing the reference wage-by increasing employment, thus maintaining the effort level constant as implied by the Solow condition. A stronger short-run effect of inflation on unemployment is produced under varying as opposed to fixed capital, given that in the former case the boom produced by a monetary expansion is reinforced by an increase in investment. Therefore, I provide a new theoretical foundation for recent empirical contributions that find negative long- and short-run effects of inflation on unemployment. [ABSTRACT FROM AUTHOR]

We conduct modified dictator games in which price of giving varies across choice situations, and examine responses to price changes in two contexts-one where dictators divide their own earnings, and another where they divide the earnings of others. Varying the price of giving allows us to decompose social preferences into two components: the level of altruism when the price of giving is one, and the willingness to reduce aggregate payoffs to enhance equity. Changing the source of a dictator's budget impacts her decisions because it affects the weight that she places on others' payoffs. However, we find no impacts on the willingness to trade off equity and efficiency. [ABSTRACT FROM AUTHOR]

The author discusses the implications of combination of the efficiency wage principle and the search and matching setup. Topics he discussed include the recruitment probability depicted by the Diamond-Mortensen-Pissarides (DMP) class of unemployment models, factors affecting employment including competition, market power, and discount rates, and the prevention of shirking in the efficiency-wage models.

Empirical evidence suggests that unemployed workers are much more likely to become self-employed than wage-employed workers. Also, higher unemployment benefits significantly reduce the rate of self-employment. This article develops a model of self-employment which incorporates transitions between unemployment and self-employment. It integrates two strands of theoretical literature--models of occupational choice and the efficiency wage models. In this model, a higher unemployment benefit reduces the self-employment rate and the transition rate of unemployed workers to self-employment, which is consistent with empirical evidence. [ABSTRACT FROM AUTHOR]

Water pollution is defined as the change in the water composition that is harmful to human health, unsuitable for economic use or reactive and that can cause damage to the aquatic flora and fauna. In the appreciation of the World Health Organization, appreciation, approximately 2/3 of illnesses are due to polluted water, and the main pollutants come from industry. The paper presents an analysis of the technical systems used for raw water decanting with a view to making it drinkable. [ABSTRACT FROM AUTHOR]

This study is grounded in the considerable body of scholarship examining the governance of contractual relations in China, the courts' willingness to progress towards a modern contract law system, and the implementation of the UCL into judicial practice. These findings highlight the importance of examining structural characteristics of the environment in which Chinese firms operate, China's current labor conditions, and the negotiation, formation, and performance of collective contracts. JEL Classification: F16, J21, J41 [ABSTRACT FROM AUTHOR]

In this paper we build up a three-sector general equilibrium framework to examine impact of agricultural trade liberalization, tariff rate restructuring and inflow of Foreign Direct Investment on unemployment and wage inequality in an emerging market economy. The paper shows that agricultural trade liberalization and tariff rate restructuring reduces the skilled-unskilled wage gap whereas increase in inflow of foreign capital may lead to worsening of income distribution. Multiple cross effects, factor specificity and factor intensity ranking play important roles in determining changes in output composition, factor rewards and unemployment in the wake of economic reforms.JEL Classification: F16, F21 [ABSTRACT FROM AUTHOR]

This paper studies a retail chain that introduced a sales incentive plan that rewarded for exceeding a sales target and subsequently cut the incentive intensity in addition to increasing the target. Utilizing monthly panel data for 54 months for all 53 units of the chain the paper shows that the introduction of the sales incentive plan increased sales and profitability, whereas the changes in the plan lead to a marked drop in sales and profitability. Thus, modifying the incentive plan proved costly for the firm. The results are consistent with the gift-exchange model of labor contracts. Copyright © 2011 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The article considers the role of search frictions in economics and the functioning of markets. Search frictions are defined as the time and costs incurred by buyers and sellers in the course of obtaining the information necessary to complete a transaction. Trading in commodity futures is cited as an example of a market where search frictions have been reduced to the lowest possible minimum, but it is noted that the labor and housing markets retain considerable search and matching costs due to the heterogeneous nature of those transactions. Mathematical models related to job vacancies, unemployment and wages are described.

Copyright of Canadian Journal of Economics is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper points out that there may be a logical consistency issue in choosing the reference wage in efficiency wage models. We have shown that defining the outside option in the efficiency wage logic as the market-clearing wage solves this difficulty, and is justifiable in terms of the assumed behaviour of workers and employers. The model that we examine confirms earlier findings of reinforcing effects between union-firm bargaining and efficiency wages. However, if union preferences vary between wages and employment, Summers' reinforcing effect is no longer present for each value of the parameter describing these preferences. Above a certain threshold value of union preferences for employment, the two mechanisms do not reinforce each other anymore. [ABSTRACT FROM AUTHOR]

Research on establishment size-wage effects has consistently shown a positive relationship between the number of employees and workers' wages. While several theories have been offered to explain these outcomes, the use of data with limited employer characteristics make for a dubious connection between theory and results. This study examines the firm size-wage effect using a dataset that captures typical worker demographics, but also contains employer information not typically captured in larger datasets. The results provide strong evidence that these wage effects are the result of several forces, including worker sorting/matching, efficiency wages, internal labor markets, and, to a lesser degree, working conditions. [ABSTRACT FROM AUTHOR]

We estimate the covariance between the permanent component of wages and a random coefficient on experience in models both with potential experience and with actual experience. Actual experience is allowed to be arbitrarily correlated with both the permanent component of wages and the random component on experience. We find no evidence that workers of higher ability experience faster wage growth. Our point estimates suggest that a worker with a one standard deviation higher level of permanent ability would have a return to annual potential experience that is 0.61 of a percentage point lower. The analogous point estimate for actual experience is 0.87 of a point lower. Contrary to the popular perception, wage growth among low-skill workers appears to be at least as high as that for a medium-skilled worker. Copyright © 2009 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

This study reports a meta-analysis of 75 estimates of the efficiency-wage effect. It reveals a strong efficiency-wage effect that depends upon whether researchers control for potential simultaneity between wages and productivity. Studies that control for simultaneity tend to report stronger effects. Clear evidence of publication selection is also found. E24, J30. [ABSTRACT FROM AUTHOR]

This article analyzes determinants of growth across labor markets in the United States, using a production function approach based on four inputs: labor, manufacturing investment, human capital investment, and public capital investment. We find little role for public capital investment in growth, but that manufacturing investment spurred growth in nonmetropolitan areas, in contrast to metropolitan areas. We also find that human capital investment mattered more for metropolitan areas than for nonmetropolitan areas. Further, the presence of more colleges and universities, more household amenities, and lower tax rates are all found to have encouraged human capital accumulation in U.S. labor markets. [ABSTRACT FROM AUTHOR]

We analyse the relationship between regional unemployment and labour productivity in Europe, basing our empirical analysis on the predictions of a Neary-type General Oligopolistic Equilibrium trade model with efficiency-wages. Using semiparametric and dynamic panel data estimators and controlling for other factors, we give evidence of a nonlinear relationship between productivity and regional unemployment in Europe: with a level of productivity smaller than a certain threshold, this relationship is negative, while no relation occurs in the case of higher productivity regions. This evidence proves an important role of a wage-floor (induced by efficiency wages and exacerbated by institutional factors) under which the productivity gap cannot be compensated by a wage gap. Resumen. Analizamos la relación entre el desempleo regional y la productividad laboral en Europa, tomando como base de nuestro análisis empírico las predicciones de un modelo de comercio general oligopolístico de equilibrio tipo Neary con salarios eficientes. Mediante el uso de estimadores semiparamétricos y datos de panel dinámicos y control de otros factores, proporcionamos evidencia de una relación no lineal entre la productividad y el desempleo regional en Europa: con un nivel de productividad por debajo de un cierto valor umbral, esta relación es negativa, mientras que no existe esta relación en el caso de regiones con productividad mas elevada. Esta evidencia prueba el papel importante de una base salarial (inducida por salarios eficientes y exacerbada por factores institucionales) por debajo de la cual la diferencia de productividad no puede ser compensada por una diferencia salarial. [ABSTRACT FROM AUTHOR]

The article presents a study which examined the possible existence of a wage penalty for people who work in informal sectors in South Africa. The study reveals that almost 75% of the wage penalty, which is observed by comparing simple average gross earnings across the informal and formal sectors, is due to observable differences in human capital and job characteristics. It concludes that in terms of remuneration, the results of the study suggest that the formality of employers may not be a feature of unexplained pay differences in the labor market in the country.

The present article has as an objective to offer the most efficient solutions so that our country reach the level of economic development associated to the West European states. It proposes the division of flexibility in three components, namely: internal flexibility, external flexibility and wage flexibility. The analysis performed within the present study will emphasize the wage flexibility. Wage flexibility can be classified in four components: √Plans of individual and group incentives; √ Plans of assigning wages out of productivity; √ Plans of distribution of profits and respectively √ Plans of suggestions. At the same time, the incentive plans are under the incidence of internal and external influence factors. The present study proposes to undertake an analysis of the two dimensions. To sum up, flexibility of labour market in general and flexibility of wages in special, contribute to the increase of employees' motivation at the workplace, an aspect that reflects in the increase of labour efficiency, through this the bases of economic development on a medium and long term being put. It is necessary that the governmental strayegy, independently of its orientation, propose as its objective a budgetary policy intended to guarantee the continuous flexibilization of labour market, concomitantly with the ensurance of employees' security irrespective of the company where they develop their activity. [ABSTRACT FROM AUTHOR]

The article discusses the effects of various changes to the economic policy and wage differentials in Latin America. The set of policy changes were implemented in the region to foster efficiency in the allocation of resources to achieve higher growth and better functions of economies. The growing wage differentials between less-schooled and more-schooled workers are apparent in a number of emerging economic markets. Furthermore, the theory for the effects of policy changes on differential schooling returns is explored.

The article discusses the issues related to the increase in income inequality in the U.S. It was suggested that the primary contributor of increased inequality is skill-biased technological change. According to a survey, the share of employees belonging to unions declined rapidly from 27% in 1979 to 19% in 1986, and then more slowly to 14% in 2005. David Card, Thomas Lemieux and Craig Ridell explained that the decline in unionization presents a 14% of growth in the variance of male wages between 1973 and 2001. The survey also indicate that half of the total increase in equality since 1966 reflects the 90th percentile gaining relative to the 10th percentile, and that the other half has occurred within the top 10th percentile.

The article discusses the changes in wage structure in the U.S. According to a study, from 1973 to 2005 family incomes virtually stagnated for the lowest quintile but grew more than three times as rapidly for the top five percent as for the middle quintile. Changes in the labor market and the distribution of wages have been the driving force behind the rising disparity in the economic fortunes of most individuals. The widening of the wage structure that begin in the early 1980s differed from the wage structure changed to mid 20th century. During the 20th century, the narrowing of the wage structure came about because the supply of skills grew faster than did the demand for skills.

This paper derives new results on the welfare effects of employment protection. Using data from 17 OECD countries, we show that there exists an inverse U-shape relationship between employment protection and economic growth. Using a simple theoretical model with non-contractible specific investments, we show that over some range increasing employment protection does indeed raise welfare. We also show that the optimal level of employment protection depends on other labour market features, such as the bargaining power of workers and the existence of wage rigidities like the minimum wage. [ABSTRACT FROM AUTHOR]

The article embeds child labor in a standard general equilibrium, two-sector model of a small open economy facing perfectly competitive markets, efficiency wages, and free trade. The modern sector uses skilled adult labor and capital, and the agrarian sector uses unskilled (child and adult) labor and skilled adult labor. Trade policies, foreign direct investment, or both that increase the modern-sector output reduce the incidence of child labor. Emigration of skilled (unskilled) workers reduces (increases) the incidence of child labor. Child-wage subsidies increase the incidence of child labor, and a ban on child labor benefits unskilled adult workers but hurts skilled workers. [ABSTRACT FROM AUTHOR]