Can job assignment based on comparative advantage and learning about workers' ability explain wage and promotion dynamics within firms? In order to answer this question the Gibbons and Waldman (1999b) model is estimated in a Generalized Method of Moments (GMM) framework using a unique data set on white collar workers in Norway for the years 1987-1997. The estimation is carried out on two different occupational groups: technical and administrative white collar workers. The selection of workers into a given position within a firm hierarchy is based on comparative advantage. Both measurable and unmeasurable skills are important. This holds in both occupations studied. When it comes to firms' learning about their workers the results are not so clear. But overall the results on learning seem to have stronger support than what previous studies have found. In general, there is more evidence for learning about administrative white collar workers than about technical white collar workers.

Is internal wage dispersion good for firm productivity, or do internal wage differences break the conception of fairness and cause counterproductive behavior among workers? Contrary to previous empirical work that has found a positive relationship between internal wage dispersion and firm performance, this paper shows that such a relationship is not present using a unique linked employer-employee data set for white-collar workers in Norway over the period from 1986 to 1997. In the analysis, several different wage dispersion measures are used, of which two explicitly control for wage dispersion within and between levels in the firm's hierarchical organization. The analysis also distinguishes between dispersion in the fixed and variable parts of wages.

To what extent do different firms follow different wage policies? How do such policies affect worker mobility between firms, and what are the effects of different wage bargaining regimes? The empirical branch of personnel economics has long been hampered by a lack of representative data sets. Norway is one of a handful of countries that has produced rich linked employer-employee data suitable for such analysis. This paper has three parts. First, we describe the wage setting and employment protection institutions in Norway. Next, we describe the Norwegian data sets. Finally, we document a large number of stylized facts regarding wage structure and labor mobility within and between Norwegian firms. Our main data set covers white-collar workers in the manufacturing and private sectors for the period 1980-1997. We also have blue-collar data for the 1986-1997 period covering the core of the manufacturing sector. Information about occupations, monthly wages, hours worked and bonuses is available, as well as various worker and firm characteristics. * This is a country study for Norway prepared for an international book project within the NBER personnel economics group headed by Edward Lazear and Kathryn Shaw. Cf.

To what extent do different firms follow different wage policies? How do such policies affect worker mobility between firms, and what are the effects of different wage bargaining regimes? The empirical branch of personnel economics has long been hampered by a lack of representative data sets. Norway is one of a handful of countries that has produced rich linked employer-employee data suitable for such analysis. This paper has three parts. First, we describe the wage setting and employment protection institutions in Norway. Next, we describe the Norwegian data sets. Finally, we document a large number of stylized facts regarding wage structure and labor mobility within and between Norwegian firms. Our main data set covers white-collar workers in the manufacturing and private sectors for the period 1980-1997. We also have blue-collar data for the 1986-1997 period covering the core of the manufacturing sector. Information about occupations, monthly wages, hours worked and bonuses is available, as well as various worker and firm characteristics. * This is a country study for Norway prepared for an international book project within the NBER personnel economics group headed by Edward Lazear and Kathryn Shaw.Cf.

On the basis of a novel dataset, the article investigates the anatomy of financial crises in Norway from 1830 to 2010. First, nine significant crises are identified. Second, the article examines spillover effects on the real economy. We find a clear but not symmetric relationship. Third, the article investigates key patterns in credit and money volumes. Major financial crises typically occurred after substantial money and credit expansion, causing financial instability.