A personnel approach to firms and workers' behavior - with a focus on gender inequalities

针对公司和工人行为的人事方法 - 重点关注性别不平等

• 批准号: ES/X005895/1
• 负责人: Maddalena Ronchi
• 金额: $ 12.5万
• 依托单位: Institute for Fiscal Studies
• 依托单位国家: 英国
• 项目类别: Fellowship
• 财政年份: 2022
• 资助国家: 英国
• 起止时间: 2022 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=ES%2FX005895%2F1
• 关键词: personnel; approach; firms; workers; behavior

My research interests lie in the areas of labor and personnel economics, with a focus on understanding how labor market frictions affect workers' career trajectories and corporate behavior. In my work, I explore this topic from two distinct but interconnected angles. First, I am interested in studying the causes and consequences of gender inequalities in labor market outcomes, with an emphasis on the role played by gender attitudes in shaping gender gaps. Second, I study how labor market frictions constraining firms' hiring and wage-setting decisions affect corporate performance. During my one-year fellowship at the IFS, I envision to: (A) Advance and consolidate my current research projects: I have three projects that are at an advanced phase which would tremendously benefit from the one-year fellowship at the IFS. Indeed, the fellowship represents a unique opportunity to (1) gather and integrate feedback; (2) disseminate the policy-relevant results of these projects in the academic and policy arena, (3) submit the papers for publication to top peer-reviewed journals. In what follows, I summarize these projects:- "Daddy's girl: Daughters, managerial decisions, and gender inequality", studies the role of managers' gender attitudes in shaping gender inequality within the workplace. Using Danish registry data, we exploit the birth of a daughter as opposed to a son as a plausibly exogenous shock to male managers' gender attitudes and compare within-firm changes in women's labor outcomes depending on the manager's newborn gender. We find that women's relative earnings and employment increase following the birth of the manager's first daughter. This result highlights the importance of gender attitudes of key decision-makers in shaping gender inequality at the company level and has important policy implications for the design of interventions aimed at closing gender gaps in the workplace. - The second project, "Early exposure to entrepreneurship and the creation of female entrepreneurs" studies whether exposing young girls to entrepreneurship can help close gender gaps in this profession. By leveraging variation in parental occupation among schoolmates, the paper shows that belonging to a school cohort with a high incidence of entrepreneur parents increases boys' and girls' likelihood to become entrepreneurs during adulthood. However, early exposure to entrepreneurship has permanent effects only on women's occupational choices, reducing their likelihood to hold low-paid jobs and raising entry and tenure in entrepreneurship, and leads women to create businesses that are as successful as the average firm. This has important policy implications as it indicates that gender-specific barriers may be preventing successful entrepreneurs from ever entering the profession and that early exposure could lower such barriers for women with sector-specific talent.- The third project, "Recruiting difficulties and firm performance", studies how recruiting difficulties affect corporate performance. This problem has increasingly attracted the attention of both economists and policy-makers, as the ratio of job openings to hires has hit a record high following the Covid-19 pandemic. To answer this question, we leverage French data on the time it takes to fill a vacancy and find that an increase in recruiting time leads to a decrease in employment, investment, sales, and profits. (B) Consistently with the fellowship rules, I also plan to carry out further limited research (up to 25% of the programme of work) to start new projects related to my PhD. In particular, I intend to interact with researchers at the IFS whose interests overlap with mine to develop new collaborative research projects either focusing on gender inequalities in economic outcomes and/or on labor market frictions and vacancies.

我的研究兴趣在于劳动和人事经济学领域，重点是了解劳动力市场摩擦如何影响工人的职业轨迹和企业行为。在我的作品中，我从两个不同但相互关联的角度探索这个主题。首先，我感兴趣的是研究劳动力市场结果中性别不平等的原因和后果，重点是性别态度在形成性别差距方面所起的作用。其次，我研究了约束企业招聘和工资设定决策的劳动力市场摩擦如何影响企业绩效。在我为期一年的奖学金期间，我的设想是：(A)推进和巩固我目前的研究项目：我有三个项目处于后期阶段，它们将从IFS的一年奖学金中受益匪浅。事实上，该奖学金提供了一个独特的机会，可以：(1)收集和整合反馈；(2)在学术和政策领域传播与政策相关的研究成果；(3)向同行评议的顶级期刊投稿。以下是我对这些项目的总结：“爸爸的女儿：女儿、管理决策和性别不平等”，研究了管理者的性别态度在形成工作场所性别不平等方面的作用。利用丹麦的登记数据，我们利用女儿而不是儿子的出生作为对男性经理性别态度的似是而非的外生冲击，并比较了公司内部女性劳动结果的变化取决于经理的新生儿性别。我们发现，经理的第一个女儿出生后，女性的相对收入和就业增加。这一结果突出了关键决策者的性别态度在塑造公司层面的性别不平等方面的重要性，并对旨在缩小工作场所性别差距的干预措施的设计具有重要的政策意义。-第二个项目“早期接触创业和创建女性企业家”，研究让年轻女孩接触创业是否有助于缩小这一职业中的性别差距。通过利用同学之间父母职业的差异，本文表明，属于企业家父母发生率高的学校群体，男孩和女孩在成年后成为企业家的可能性增加。然而，早期接触创业只会对女性的职业选择产生永久性影响，减少她们从事低薪工作的可能性，提高创业的入门率和任期，并导致女性创建与普通公司一样成功的企业。这具有重要的政策意义，因为它表明，性别障碍可能阻止成功的企业家进入这一职业，而及早接触可能会降低具有特定部门才能的妇女的这种障碍。-第三个项目“招聘困难与企业绩效”，研究招聘困难对企业绩效的影响。这一问题越来越引起经济学家和政策制定者的关注，因为在新冠肺炎大流行之后，职位空缺与雇员的比例达到了创纪录的高位。为了回答这个问题，我们利用法国关于填补空缺所需时间的数据，发现招聘时间的增加会导致就业、投资、销售和利润的减少。(B)与奖学金规定一致，我还计划进一步进行有限的研究（最多占工作计划的25%），以启动与我的博士学位相关的新项目。特别是，我打算与IFS的研究人员进行互动，他们的兴趣与我有重叠，以开发新的合作研究项目，重点关注经济成果中的性别不平等和/或劳动力市场摩擦和空缺。