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Articles 31 - 60 of 87
Full-Text Articles in Business
Incentive Compensation For Ministers?, Kevin F. Hallock
Incentive Compensation For Ministers?, Kevin F. Hallock
Economics Faculty Publications
Paying leaders of for-profit organizations is difficult. And this is even the case when there is some agreement regarding the objectives of the organizations (e.g., returns to shareholders in publicly held companies). But as they step away from the most obvious objective of maximizing shareholder return or profit, things can get more complicated. Three authors shed considerable light on this by using a rich data set of more than 2,000 Methodist ministers over 43 years. To be sure, the data are from one specific religious group in one region of the US, but the data are absolutely extraordinary. In "Is …
Tipping, Technology And Lessons In Compensation Design, Kevin F. Hallock
Tipping, Technology And Lessons In Compensation Design, Kevin F. Hallock
Economics Faculty Publications
New technologies seem to be popping up everywhere to make it easier for customers to exercise their power to pay. From personal phone apps to iPad kiosks in restaurants to video screens in taxis, a tip amount is instantly calculated for you just choose the percent or level you wish to tip. All this technological assistance on tipping is also creating exciting, new data sources. Increasingly, labor economists and other social scientists are using such data sources to better understand how people respond to incentives and the resulting workplace implications. The tipping examples described in this article offer some interesting …
What Have You Done For Me Lately?, Kevin F. Hallock
What Have You Done For Me Lately?, Kevin F. Hallock
Economics Faculty Publications
The author considers the question of whether some occupations or pay plans can create incentives to strategically time employees' best performance and what problems that might create. There certainly is plenty of evidence across a set of industries that the timing of performance can have real effects on the compensation of employees. To the extent that this gives employees (athletes, salespeople, executives, and others) incentives to shift the timing of effort in ways that may not be in the best interests of the employer, shareholders, and other constituents is certainly something worth thinking about if you want to better curb …
Titles As Compensation, Kevin F. Hallock
Titles As Compensation, Kevin F. Hallock
Economics Faculty Publications
Wages and salaries are just part of total rewards. Insurance, vacation time, bonuses, and working conditions are other important forms of compensation. Each of these costs the organization something. But there are other attributes of jobs -- less easily measured in dollars -- that employees value. These can include colleagues, company reputation, and even job titles. At the margin it is possible to imagine a tradeoff between a higher salary and a job title. In fact, some have argued that some firms offer titles in absence of raises where salary budgets are slim. When thinking about job titles as a …
International Trade With Increasing Returns In The Transportation Sector, Haiwen Zhou
International Trade With Increasing Returns In The Transportation Sector, Haiwen Zhou
Economics Faculty Publications
In this general equilibrium framework, the transportation sector is modeled as a distinct sector with increasing returns. A more advanced technology has a higher fixed cost but a lower marginal cost of production. Even with both manufacturing firms and transportation firms engaged in oligopolistic competition and optimally choosing their technologies, the model is tractable and results are derived analytically. Technology adoptions in the manufacturing sector and transportation sector are reinforcing, and multiple equilibria may exist. Firms choose more advanced technologies and the prices decrease when the size of the population is larger.
Intermediate Inputs And External Economies, Haiwen Zhou
Intermediate Inputs And External Economies, Haiwen Zhou
Economics Faculty Publications
Is the degree of external economies (at the industry level) higher than the degree of internal increasing returns (at the firm level)? If so, what is the exact source of this difference? In the general equilibrium model in which firms producing final goods choose the degree of specialization of their technologies, external economies arise from the usage of intermediate inputs and the existence of internal increasing returns. It is frequently assumed that increasing returns are absent at the firm level while present at the industry level. In this model, the existence of increasing returns at the firm level is necessary …
The Wage Gap Vs. The Total Compensation Gap, Kevin F. Hallock
The Wage Gap Vs. The Total Compensation Gap, Kevin F. Hallock
Economics Faculty Publications
Clearly, most organizations seek to have fair and objective pay practices. And, as a check, they sometimes take a data-driven look inside their companies to consider whether employees of different demographic characteristics are paid similarly or if there is some pay gap. But most organizations only consider wages or salaries in looking for such gaps. Existing research on pay preferences, however, shows that employees can value differently different kinds of pay. There are many massive demographic surveys of individuals which record, along with wage and salary earnings, information on individuals' schooling, gender, race, work hours, occupation, geographic location, etc. These …
Employee Choice Over Pay Mix, Kevin F. Hallock
Employee Choice Over Pay Mix, Kevin F. Hallock
Economics Faculty Publications
Suppose the company set the level of pay and then let employees choose the fractions they wanted as guaranteed salary, stock options and at-risk bonus. The fraction in at-risk bonus was capped at 20% of total pay and the payout was between 0 and 2.5 times the amount put at-risk and was a function of individual and group performance. This is not a theoretical example; it's real. And, it is interesting for a variety of reasons, including that it is so extreme and because the organization invited some researchers inside to study the fascinating choices made by employees. They were …
Compensation Research Summer Camp, Kevin F. Hallock
Compensation Research Summer Camp, Kevin F. Hallock
Economics Faculty Publications
This summer, the Institute for Compensation Studies at Cornell's ILR School hosted its first Emerging Scholars Conference, which the author affectionately calls Comp Camp. Their conference, funded in part by WorldatWork, hosted a dozen junior scholars, three PhD students, a few senior scholars and some leaders from the practical world (including some from WorldatWork). They convened experts from fields like sociology, psychology, economics, industrial relations and business on the Cornell campus in Ithaca, NY, for robust discussions of several as-yet-unpublished research studies. The conference had three interesting papers on gender by scholars from three fields using data from three countries. …
Compensation Tournaments, Kevin F. Hallock
Compensation Tournaments, Kevin F. Hallock
Economics Faculty Publications
From beach volleyball and soccer to tennis and golf to playoffs for the Little League World Series, tournament play has lessons for workplace compensation. A tournament scheme can motivate workers the same if workers are risk neutral. A rich place to study tournament pay, performance, output, effort and the like is professional golf, because so much is measured. Great data are available on the incentive structure; for example, the distance in dollars between the first place price and the second place prize, and the distance in dollars between the second place prize and the third place prize, and so on.
Ceo Pay And Layoffs, Kevin F. Hallock
Ceo Pay And Layoffs, Kevin F. Hallock
Economics Faculty Publications
Whether CEO pay is linked with job loss or mass layoffs is not really a new question. The study that got the author started, and raised very interesting issues about job loss and compensation, looked at CEOs at a few dozen companies over one year. Separating companies into those that made a layoff announcement in the previous year and those that didn't, you will find that the CEOs who made at least one large layoff the previous year make a lot more than those who made no layoffs in the previous year. But, once one starts controlling for company and …
Baseball And Thoughts On Pay Dispersion In Teams, Kevin F. Hallock
Baseball And Thoughts On Pay Dispersion In Teams, Kevin F. Hallock
Economics Faculty Publications
The author really likes thinking about compensation, and he really likes thinking about baseball. He loves it when he can watch baseball and think about compensation. Some baseball teams pay relatively evenly across the team and others have wide dispersion (some players are paid at the league minimum and others are earning "superstar" rewards). There is research on whether teams with one of those strategies is relatively better off (in terms of, say, wins or profits) than the other, even after controlling for total payroll, players' quality and the like. A great virtue of studying baseball -- and perhaps one …
Pay In Nonprofits, Kevin F. Hallock
Pay In Nonprofits, Kevin F. Hallock
Economics Faculty Publications
In the US, April 21-April 27 is National Volunteer Week, a time to recognize all those who work without pay to support important missions or causes championed by nonprofits. Many of the issues that come up when designing pay systems in for-profits (strategy, internal equity, performance, motivation, fairness, transparency, etc.) are as important to consider in nonprofits as they are in for-profits. But some of the facts and issues differ. Using a sample of data from the 2000 US Census of Population about approximately 3 million people between the ages of 16 and 65 who worked full year and full …
Valuing Employee Stock Options, Kevin F. Hallock
Valuing Employee Stock Options, Kevin F. Hallock
Economics Faculty Publications
It helps to remember that employee options and market-traded options are quite different. The difference between them makes valuing employee options more complicated, but it also offers a lesson about how the employer's cost for a given piece of the total rewards package may not be the same as its value to a given employee. Organizations too often miss this and, as a result, can find themselves leaving money on the table. A stock option is the right to buy a share of stock at a specific price (called the strike or exercise price) at some point in the future. …
Pay And Relative Income Within Couples, Kevin F. Hallock
Pay And Relative Income Within Couples, Kevin F. Hallock
Economics Faculty Publications
In "U.S. Labor Market Challenges Over the Longer Term," labor economist David Autor shows that the fraction of young adults who are currently married plummeted, dropping by 30% to 70% depending on gender, education and race/ethnicity (paper prepared for the Federal Reserve Board of Governors, 2010). At the same time, women's labor earnings have steadily increased. An interesting and provocative new working paper, "Gender Identity and Relative Income Within Households", by Marianne Bertrand, Emir Kamenica and Jessica Pan (working paper, November 2012), tries to determine how these two trends are related. One of the things Bertrand, Kamenica and Pan focus …
Data Improvement And Labor Economics, Kevin F. Hallock
Data Improvement And Labor Economics, Kevin F. Hallock
Economics Faculty Publications
The expansion of available data for research has transformed empirical labor economics over the past generation. This paper briefly highlights some of the changes and describes a few examples of papers that illustrate the advances. It also documents the changing ways data have been used in the Journal of Labor Economics over the past 30 years, including a trend toward a higher fraction of papers using any data and, among those papers using any data, a higher fraction using nonpublic data, a higher fraction using international data, and more frequent use of multiple data sources. Finally, this paper describes work …
The Choice Of Technology And Rural-Urban Migration In Economic Development, Haiwen Zhou
The Choice Of Technology And Rural-Urban Migration In Economic Development, Haiwen Zhou
Economics Faculty Publications
This paper studies a general equilibrium model of rural-urban migration in which manufacturing firms engage in oligopolistic competition and choose increasing returns technologies to maximize profits. Urban residents incur commuting costs to work in the Central Business District. Surprisingly a change in the size of the population or an increase in the exogenously given wage rate will not affect a manufacturing firm’s choice of technology. This helps to explain why firms in developing countries may not adopt labor intensive technologies even under abundant labor supply. An increase in the number of manufacturing firms increases both the employment rate and the …
Presidential Pay, Kevin F. Hallock
Presidential Pay, Kevin F. Hallock
Economics Faculty Publications
Last month, the author wrote about athletes' pay relative to CEOs' pay and he invoked Babe Ruth's famous line justifying being paid more than Pres Herbert Hoover because Ruth had had "a better year." This month, Pres Barack Obama will be sworn in for a second term. His annual salary will be $400,000. Of course, compensation is about a lot more than wages and salaries in most jobs, and it is no different for the president of the US. Consider that the president enjoys a $50,000 "expense allowance" that is not taxed. There are also rewards after leaving office. Again, …
Top Athlete Pay, Kevin F. Hallock
Top Athlete Pay, Kevin F. Hallock
Economics Faculty Publications
The US has a history of discussing the pay of the relatively well-paid. This is partly because pay levels of some are revealed publicly (e.g., CEOs of publicly traded companies). Americans are also characterized as being celebrity-obsessed. So discussing the pay of superstars seems inevitable. However, they do not have quality data on the compensation of the relatively highly paid in many organizations and professions. When the author speaks about compensation in front of large groups, someone (and in many cases, many people) gets incensed over what they term "outrageous" or "egregious" levels of executive compensation. Athletes are rarely mentioned. …
Economic Effects Of The Minimum Wage, Kevin F. Hallock
Economic Effects Of The Minimum Wage, Kevin F. Hallock
Economics Faculty Publications
The US minimum wage, at almost 75 years old, remains the topic of many academic studies and much policy debate despite the fact that only about 5% of hourly employees are currently paid at or below the federal minimum. There are many possible and interesting economic effects of the minimum wage. The issue that has received by far the most attention is whether increasing the minimum wage has a negative effect on employment, and if so, for whom and by how much. Economists first approach this question through the basic theory of a perfectly competitive labor market where all workers …
Ceos Off The Clock, Kevin F. Hallock
Ceos Off The Clock, Kevin F. Hallock
Economics Faculty Publications
There is new and interesting academic work on how executives spend their time and the personal choices they make to maximize utility. From a compensation point of view, one issue that has been at the forefront with respect to executives is perks. One CEO compensation perk that has also received increased scrutiny but is surviving better than club memberships is the use of private aircraft. In a related April 2012 paper, "Executives' 'Off-The-Job' Behavior, Corporate Culture and Financial Reporting Risk" (National Bureau of Economic Research working paper), Robert Davidson, Abbie Smith and Aiyesha Dey consider other off-the-clock behaviors of CEOs …
Paying Professors, Kevin F. Hallock
Paying Professors, Kevin F. Hallock
Economics Faculty Publications
One of the most interesting quirks of academia is professional tenure. Many argue that tenure is necessary so that faculty can be protected by "academic freedom" to study the issues they find important without outside interference or pressures to conform. It is also, obviously, a nonmonetary reward and this security for life could offset higher salaries. Few accounts of the tenure system, however, recognize that while tenure essentially grants a job for life, it does not come with guaranteed lifetime raises. Some academic organizations, however, give roughly across the board annual raises. They don't seriously reward performance until a faculty …
Does Graduating In A Bad Economy Penalize Your Pay Tor Life?, Kevin F. Hallock
Does Graduating In A Bad Economy Penalize Your Pay Tor Life?, Kevin F. Hallock
Economics Faculty Publications
Rigorous research has shown that the state of the economy when one graduates from college does matter. And, unfortunately, given the current slow-growth labor market, it matters not just for earning in the first job after college but also for compensation years in the future. Recessions are bad on graduates' pocketbooks, at graduation and in years to come. If that's not enough, it looks like recessions could be bad for these graduates' current and future health too. J. Catherine Maclean studies the effects of graduating from college during a bad economy on physical functioning, mental functioning and depressive symptoms on …
Governance And Executive Compensation In Nonprofits, Kevin F. Hallock
Governance And Executive Compensation In Nonprofits, Kevin F. Hallock
Economics Faculty Publications
Corporate governance has attracted much attention lately, justifiably many would argue. In the past couple decades, important legislative changes and public pressure have driven rapid changes in board governance and reporting, much focused on executive compensation, in particular. Still, there seems to be less focus on these issues in nonprofit organizations. This despite the fact that more than one-quarter of Americans volunteered through or for an organization last year, with the likely majority of these organizations being nonprofits. Adjusting for organization size, however, cash pay is not that different in for-profits and nonprofits. Resources exist for helping nonprofit boards govern …
Why Do We Tip?, Kevin F. Hallock
Why Do We Tip?, Kevin F. Hallock
Economics Faculty Publications
Some economists may argue that the billions of dollars a year spent on tipping are difficult to understand. After all, there is no requirement to tip. In a recent article "Why Tip? An Empirical Investigation for Tipping Car Guards" (Journal of Economic Psychology, February 2010), Stephen G. Saunders and Michael Lynn summarize potential reasons for tipping as: to increase the probability of good service upon repeat business, to reward good work, to redistribute income to service workers, to avoid societal disapproval or gain societal approval and to conform to internalized norms. Tipping hair stylists and babysitters clearly fits into the …
Massive Kinked Bonuses, Kevin F. Hallock
Massive Kinked Bonuses, Kevin F. Hallock
Economics Faculty Publications
While most people are paid by the hour or with a yearly salary, some are also paid bonuses. And, some are paid very large, all-or-nothing bonuses. The author's favorite recent example is from last summer when golfer Darren Clarke earned a $3-million bonus from his sponsor. But it was how the payout was structured more than the amount that so intrigued him -- his sponsor's payout was all or nothing. How people are paid is fascinating. It is particularly interesting in this case of very, very large bonuses. The sports odds that Darren Clarke would win the tournament going into …
Illicit Money Flows As Motives For Fdi, M. Fabricio Perez
Illicit Money Flows As Motives For Fdi, M. Fabricio Perez
Economics Faculty Publications
We examine the role of FDI in facilitating money laundering and illegal capital flight, focusing on transition economies’ FDI outflows because they largely reflect current investment decisions rather than the inertia of past decisions. We estimate a model of FDI outflows in which illicit money flows influence the volume of FDI directed toward countries considered to be centers of money laundering. We show that traditional models of FDI are not able to account for these investment flows and that our results are robust when additional explanatory variables such as host country tax rates, governance, corruption, and cultural differences between the …
Is There Deadweight Loss In Holiday Rewards?, Kevin F. Hallock
Is There Deadweight Loss In Holiday Rewards?, Kevin F. Hallock
Economics Faculty Publications
An interesting and provocative study was conducted by Joel Waldfogel of the University of Minnesota some 20 years ago. He wrote "The Deadweight Loss of Christmas." Waldfogel was not only discussing Christmas but noted that the ideas could apply to other holidays with gift-giving rituals. The study noted that although gift giving is generally applauded by economists since it is a way to help the macro economy, there is another side to the story. A problem with gift giving (or non-monetary rewards) is that the gift giver often does not perfectly know the preferences of the person receiving the gift. …
Pay System Gender Neutrality, Kevin F. Hallock
Pay System Gender Neutrality, Kevin F. Hallock
Economics Faculty Publications
It was Francine Blau's "Equal Pay in the Office" (1977) that laid out some of the seminal research on gender differences in labor market outcomes. Blau and other pioneering researchers established decades ago that the gender pay gap (then around 40%) could not be ignored by academic economists. Many organizations are concerned with whether their individual pay systems are gender neutral, but it is not easy to test robustly a pay system's gender neutrality. To build such a test requires consideration of several issues, including control variables, occupational patterns, statistical specifications, and the often-overlooked difference between wage and salary income …
Say On Pay And Compensation Design, Kevin F. Hallock
Say On Pay And Compensation Design, Kevin F. Hallock
Economics Faculty Publications
Say on pay is demanding far more time and energy than expected, and its full impact on the world won't be known for years. The 2011 proxy season was the first time publicly traded firms in the U.S. were required by law to solicit from their shareholders advisory yes or no votes on the pay package awarded to the CEO. In every industry, the median CEO received a raise (positive year-on-year change) in total CEO compensation. The mix of pay shifted some. For example, in the communications industry, the average share of total compensation paid in salary fell by 6.53 …