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Using US survey data, we show that those on performance pay work substantially longer hours. This remains in worker fixed-effect estimates and in worker with employer fixed-effect estimates. The magnitudes confirm increased hours as a dimension of the anticipated effort response and long hours as a potential intermediary between performance pay and reduced worker health. Despite managers being the most likely to both receive performance pay and work long hours, this association largely reflects sorting and not the behavioral response evident for other workers. [ABSTRACT FROM AUTHOR]

We show that the presence of a public firm can deter private firms from relocating to foreign countries in response to high domestic taxation. We also examine partially privatized public firms showing that the higher the exogenous domestic profit tax, the larger the public ownership share needs to be to deter private firm mobility. We illustrate that deterring mobility increases domestic welfare. [ABSTRACT FROM AUTHOR]

Using a panel data set of scientists in the US, we examine the hypothesis that workers in jobs poorly matched to their education are more likely to retire. In pooled estimates, we confirm that the mismatched are more likely to retire and that among retirees, the mismatched retire at younger ages. Hazard function estimates also support the hypothesis. Workers with longer accumulated periods of mismatch are significantly more likely to retire in discrete-time duration models that account for both reasonable controls and worker heterogeneity. These findings suggest that educational mismatch and its consequences are concentrated among late-career employees.