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  1. Social networks, promotions, and the glass-ceiling effect
    Autor*in: Neugart, Michael; Zaharievay, Anna
    Erschienen: October 27, 2019
    Verlag:  Verein für Socialpolitik, [Köln]

    Empirical studies show that women are under-represented in highly paid top management positions of firms (glass-ceiling effect) which could be a cause of the gender wage gap. In order to study women's career paths, we develop a search and matching... mehr

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    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    DSM 13
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    Empirical studies show that women are under-represented in highly paid top management positions of firms (glass-ceiling effect) which could be a cause of the gender wage gap. In order to study women's career paths, we develop a search and matching model where job ladders consist of three hierarchical levels and workers can progress in the career by means of internal promotions and job-to-job mobility. Both, formal applications and referral hiring via endogenous social networks, can be used for external moves between firms. We show that when female workers are the minority in the occupation and social link formation is gender-biased (homophily) there are too few female contacts in the social networks of their male colleagues. This disadvantage implies that female workers are referred less often and, thereby, become under-represented in top level management positions of firms. Our results suggest that endogenously forming homophilous social networks when female workers are the minority can explain a substantial part of the empirically observable total wage gap stemming from the glass-ceiling effect. In addition, we demonstrate that the effects on an unequal gender-representation are amplified by stronger clustering of social networks, and gender-biased promotion times. Furthermore, deeper hierarchical firm structures amplify the network-driven gender inequality but mitigate inequality arising from direct discrimination in internal promotions.

     
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/224534
    Schriftenreihe: Jahrestagung 2020 / Verein für Socialpolitik ; 30
    Schlagworte: glass-ceiling effect; networks; discrimination; theory of the firm; promotions, search-and-matching labor market
    Umfang: 1 Online-Ressource (circa 44 Seiten), Illustrationen
  2. What is a firm?
    a reply to Jean-Philippe Robé
    Autor*in: Deakin, Simon F.; Gindis, David; Hodgson, Geoffrey M.
    Erschienen: July 2021
    Verlag:  Centre for Business Research, University of Cambridge, Cambridge

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    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Schriftenreihe: Working paper / Centre for Business Research, University of Cambridge ; no. 531
    Schlagworte: firms; theory of the firm; business corporations; legal personality; legalinstitutionalism
    Umfang: 1 Online-Ressource (circa 22 Seiten)
  3. Efficiencies in merger analysis
    Autor*in: Kaplow, Louis
    Erschienen: 2021
    Verlag:  Harvard Law School, Cambridge, MA

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    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Schriftenreihe: Discussion paper / Harvard John M. Olin Center for Law, Economics, and Business ; no. 1056 (03/2021)
    Schlagworte: efficiencies; horizontal mergers; economies of scale; economies of scope; theory of the firm; entry; efficiency credit; burden of proof
    Umfang: 1 Online-Ressource (circa 51 Seiten)
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    This paper can also be downloaded without charge from: The Social Science Research Network Electronic Paper Collection: ssrn.com/abstract=3811790
  4. Optimal promotions of competing firms in a frictional labour market with organizational hierarchies
    Autor*in: Dawid, Herbert; Mitkova, Mariya Valeriy; Zaharieva, Anna
    Erschienen: January 4, 2021
    Verlag:  Verein für Socialpolitik, [Köln]

    We study optimal promotion decisions of hierarchical firms, with one junior and one senior managerial position, which interact in a search and matching labour market. Workers acquire experience over time while being employed in a junior position and... mehr

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    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    DSM 13
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    We study optimal promotion decisions of hierarchical firms, with one junior and one senior managerial position, which interact in a search and matching labour market. Workers acquire experience over time while being employed in a junior position and the firm has to determine the experience level at which the worker receives a promotion which allows her to fill a senior position. Promoted workers move to the senior position in their current firm, if it is vacant, otherwise they search for senior positions on the market. The promotion cutoffs of the competing firms exhibit strategic complementarity, but we show that generically a unique stable symmetric general equilibrium exists. If workers have homogeneous skills, then an increase in the skill level induces faster promotion. In the presence of two skill levels in the work force an increase of the fraction of high skilled leads to slower promotion of both types of workers, where the promotion threshold for high skilled workers is substantially below that for low skilled workers. This implies earlier promotions of high skill workers compared to the low skilled consistent with available empirical evidence. Finally, we show that a larger number of competitors in the market leads to earlier promotions. This finding extends to low skill workers in the market with skill heterogeneity. But the impact of competition on the promotions of high skill workers is non-monotone.

     
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    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/242337
    Schriftenreihe: Jahrestagung 2021 / Verein für Socialpolitik ; 6
    Schlagworte: promotions; theory of the firm; search and matching labour market; organizational hierarchies; job-to-job mobility
    Umfang: 1 Online-Ressource (circa 40 Seiten), Illustrationen
  5. On the merit of equal pay
    when influence activities interact with incentive setting
    Erschienen: 2015
    Verlag:  Chapman Univ., Economic Science Inst., Orange, Calif.

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    Hinweise zum Inhalt
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Schriftenreihe: Working papers / Chapman University, Economic Science Institute ; 15,09
    Schlagworte: Influence activities; incentive theory; theory of the firm; organizational economics
    Umfang: Online-Ressource (33 S.), graph. Darst.