Wage incentives and wage rigidity: A representative view from within

Agell, Jonas; Bennmarker, Helge

doi:10.1016/j.labeco.2006.04.002

Cited by 68 publications

(85 citation statements)

References 32 publications

(40 reference statements)

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“…It adds to the literature on downward wage rigidity based on firm level surveys (Campbell and Kamlani (1997), Bewley (1999), Agell and Bennmarker (2007)), by focusing on sector differences. In contrast to Franz und Pfeiffer (2006) our data does not only cover the reasons of wage rigidity but also the incidence at the firm.…”

Section: Introductionmentioning

confidence: 99%

Downward nominal wage rigidity in services: Direct evidence from a firm survey

Radowski

Bonin

2010

Economics Letters

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.

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Section: Introductionmentioning

confidence: 99%

Downward nominal wage rigidity in services: Direct evidence from a firm survey

Radowski

Bonin

2010

Economics Letters

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“…A well-known psychological effect-the money illusion-makes wage declines less preferable than increases. Kahneman, Knetsch, and Thaler (1986) and Agell and Bennmarker (2007) report that workers tend to prefer constant nominal wages with inflation over nominal wage decline without inflation, even if both result in identical amounts of real wages. In addition to these studies, there are experimental studies such as Fehr and Falk (1999) that show wages to be inflexible in the case of excessive labor supply and involuntary unemployment.…”

Section: Discussionmentioning

confidence: 99%

Employment protection and incentives: Severance pay vs. procedural inconvenience

Eguchi

2014

Journal of the Japanese and International Economies

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We consider the effects of employment protection (EP) on worker incentives and the labor market with search friction. EP is categorized into severance pay and procedural inconvenience. Severance pay is merely a transfer from firms to dismissed employees while procedural inconvenience yields a wasteful cost. The difference is crucial to the workers' incentives because severance pay is a benefit for shirking employees.Although it appears to negatively affect the workers' incentives, EP, especially procedural inconvenience, has a positive effect on incentives if procedural inconvenience is not severe. JEL Classification Numbers: J64, J65, K31

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“…Rannsókn meðal 885 starfsmannastjóra í Svíþjóð, þar sem kannað var hvort beitt hefði verið launalaekkunum í efnahagslaegðinni þar upp úr 1990, gefur til daemis til kynna að aðeins 1,1% starfsmanna hafi í raun laekkað í launum (Agell og Bennmarker, 2002). Sama má segja um Finnland í efnhagsþrengingum þar í landi á sama tíma; raunlaekkun launa átti sér einkum stað í gegnum launafrystingu, frekar en beinar laekkanir, þrátt fyrir verðbólgu (Böckerman, Laaksonen og Vainiomäki, 2007).…”

Section: Fyrri Rannsóknirunclassified

Tveir vinnumarkaðir og hrun: Áhrif á upplifun og hegðun starfsmanna

Einarsdóttir¹,

Bjarnadóttir²

2010

TVE

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ÁgripMarkmið þessarar rannsóknar er að kanna hvort efnahagshrunið og efnahagslaegðin sem hófst á Íslandi haustið 2008 hafi haft áhrif á starfstengd viðhorf og hegðun starfsfólks á íslenskum vinnumarkaði, og hvort áhrifin séu þau sömu hjá starfsmönnum einkafyrirtaekja og starfsmönnum opinberra stofnana. Byggt er á gögnum sem safnað var frá 3.083 starfsmönnum 59 fyrirtaekja og stofnana 2007/2008 og 772 starfsmönnum 18 fyrirtaekja og stofnana 2009. Niðurstöður benda til þess að heildarupplifun starfsfólks á vinnumarkaði hafi breyst á mismunandi hátt eftir geirum atvinnulífsins. Viðhorf og hegðun starfsmanna einkafyrirtaekja voru mun jákvaeðari fyrir hrun, en eftir hrun hefur dregið saman með opinbera geiranum og einkageiranum. Heildarupplifun starfsfólks einkafyrirtaekja stendur í stað, en starfsfólk opinberra stofnana er jákvaeðara í afstöðu sinni til starfs og vinnuveitanda. Abstract The purpose of this study is to explore how the economic collapse and recession have affected employee attitudes and job---related behaviors in the labour market in Iceland, and compare the impact in the public sector versus the private sector. The first wave of data collection occurred in late 2007/early 2008 and involved employee surveys from 3,083 individuals in 59 organizations. The second wave of data collection was executed in the spring of 2009 and involved survey data from 772 employees in 18 organizations. The results indicate that overall employee positivity has been affected differently based on sectors. Employees in the private firms have not been affected overall, whereas employees in the public sector have been positively affected. M50, J28 Lykilhugtök: Viðhorf starfsfólks, einkafyrirtaeki, opinberar stofnanir, efnahagslaegð 1 Arney Einarsdóttir, MA, er lektor við viðskiptadeild Háskólans í Reykjavík og Ásta Bjarnadóttir, PhD, er forstöðumaður innlendra háskólasamskipta við Háskóla Íslands. Höfundar þakka Berglindi Ingvarsdóttur, Brynhildi Helgadóttur, Kristínu Brynju Gústafsdóttur og Valdísi Vöku Kristjánsdóttir fyrir aðstoð við gagnaöflun og ritrýnum fyrir góðar ábendingar.

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Wage incentives and wage rigidity: A representative view from within

Cited by 68 publications

References 32 publications

Downward nominal wage rigidity in services: Direct evidence from a firm survey

Downward nominal wage rigidity in services: Direct evidence from a firm survey

Employment protection and incentives: Severance pay vs. procedural inconvenience

Tveir vinnumarkaðir og hrun: Áhrif á upplifun og hegðun starfsmanna

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