Core office days and hygiene concept
Core office days and hygiene concept from Reint Gropp, November 22, 2022 IWH Hygiene Concept, as of Nov 1, 2022 (PDF, 110 kB) Dear colleagues, In the attachment, I am sending you…
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Hygiene Concept ceased but Home Office rules unchanged
IWH Hygiene Concept ceased to have effect – Home Office rules remain unchanged from Tankred Schuhmann, May 28, 2022 Dear all, On May 25, various mandatory legal requirements for…
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Media contacts before Joint Economic Forecast Spring 2022
Media contacts before the publication of the Joint Economic Forecast Spring 2022 from Oliver Holtemöller, March 19, 2022 Dear all, During the four weeks before the publication of…
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Media contacts before Joint Economic Forecast Autumn 2022
Media contacts before the publication of the Joint Economic Forecast Autumn 2022 from Oliver Holtemöller, September 12, 2022 Dear all, During the three weeks before the…
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Human Resources Development Concept
Human Resources Development Concept of the IWH Human Resources Development Concept (pdf, 128 kB) HR development is the combination of all systematically arranged processes that…
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Population and labour market
Population and labour market Inhabitants are all people (Germans and foreigners) with permanent residence in federal territory (or in a Land). That does not include members of…
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The Impact of Lowering Carbon Emissions on Corporate Labour Investment: A Quasi-Natural Experiment
June Cao, Iftekhar Hasan, Wenwen Li
Energy Economics,
May
2023
Abstract
We examine the impact of low-carbon city (LCC) initiatives on labour investment decisions (quantity, quality, and well-being). Using a time-varying difference-in-differences approach based on staggered implementations of such a pilot program, we report an inefficient outcome - absolute deviation of labour investment from the optimal net hiring – especially for firms in labour-intensive industries and firms with high financial slack or adjustment costs. We, however, observe increased investments in highly skilled personnel and compensated with employee stock ownership, especially by firms under intense pressure to reduce carbon emissions. Such initiatives are also closely associated with the significant enhancement of workplace safety. Overall, LCC helps to upgrade the corporate labour structure by hiring more skilled employees through reduced agency problems and heightened green innovation.
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The Characteristics and Geographic Distribution of Robot Hubs in U.S. Manufacturing Establishments
Erik Brynjolfsson, Catherine Buffington, Nathan Goldschlag, J. Frank Li, Javier Miranda, Robert Seamans
Abstract
We use data from the Annual Survey of Manufactures to study the characteristics and geography of investments in robots across U.S. manufacturing establishments. We find that robotics adoption and robot intensity (the number of robots per employee) is much more strongly related to establishment size than age. We find that establishments that report having robotics have higher capital expenditures, including higher information technology (IT) capital expenditures. Also, establishments are more likely to have robotics if other establishments in the same Core-Based Statistical Area (CBSA) and industry also report having robotics. The distribution of robots is highly skewed across establishments’ locations. Some locations, which we call Robot Hubs, have far more robots than one would expect even after accounting for industry and manufacturing employment. We characterize these Robot Hubs along several industry, demographic, and institutional dimensions. The presence of robot integrators and higher levels of union membership are positively correlated with being a Robot Hub.
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Do Firms Respond to Gender Pay Gap Transparency?
Morten Bennedsen, Elena Simintzi, Margarita Tsoutsoura, Daniel Wolfenzon
Journal of Finance,
No. 4,
2022
Abstract
We examine the effect of pay transparency on the gender pay gap and firm outcomes. Using a 2006 legislation change in Denmark that requires firms to provide gender-disaggregated wage statistics, detailed employee-employer administrative data, and difference-in-differences and difference-in-discontinuities designs, we find that the law reduces the gender pay gap, primarily by slowing wage growth for male employees. The gender pay gap declines by 2 percentage points, or 13% relative to the prelegislation mean. Despite the reduction of the overall wage bill, the wage transparency mandate does not affect firm profitability, likely because of the offsetting effect of reduced firm productivity.
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Going Public and the Internal Organization of the Firm
Daniel Bias, Benjamin Lochner, Stefan Obernberger, Merih Sevilir
SSRN Working Paper,
May
2022
Abstract
We examine how firms adapt their organization when they go public. To conform with the requirements of public capital markets, we expect IPO firms to become more organized, making the firm more accountable and its human capital more easily replaceable. We find that IPO firms transform into a more hierarchical organization with smaller departments. Managerial oversight increases. Organizational functions dedicated to accounting, finance, information and communication, and human resources become much more prominent. Employee turnover is sizeable and directly related to changes in hierarchical layers. New hires are better educated, but younger and less experienced than incumbents, which reflects the staffing needs of a more hierarchical organization. Wage inequality increases as firms become more hierarchical. Overall, going public is associated with a comprehensive transformation of the firm's organization which becomes geared towards efficiently operating a public firm.
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