Frictions in career trajectories within organizations

我的研究重点是经济发展空间中的劳动经济学和组织经济学问题。在我的项目中，我与大型组织合作，研究为什么有些人在劳动力市场上发挥潜力，而另一些人没有发挥潜力的首要问题，找出阻碍这一点的摩擦，并探索如何减轻这些摩擦。在奖学金期间，我提出的研究议程是完成，并提交出版，三个工作文件。其中第一个提供了证据的关键作用，经理在匹配工人的工作在公司内使用的宇宙的人事记录20万名员工在十年的跨国公司。利用外源性变化引起的团队之间的经理轮换，我发现，成功的经理人导致工人重新分配公司内部通过横向和纵向转移。这导致工人的职业发展和生产力的巨大和持续的收益。结果表明，管理人员的有形之手匹配工人的具体技能，专门的工作，从而提高现有工人的生产力，持续时间超过了管理人员的时间在firm.The第二篇论文继续研究领导在一个非常不同的背景下：缅甸的劳工运动。我们通过与工会联合会合作进行多项实地实验，因为它动员服装工人参加全国最低工资谈判。首先，我们的文件，工会领导人不同于其他工人沿着几个特征，心理学家和社会学家有能力影响集体的结果。其次，通过随机将领导者嵌入小组讨论，我们发现他们有助于协调工人的观点，围绕工会首选的最低工资水平达成共识。第三，通过以集体行动问题为特征的动员实验，我们发现领导者对劳动者的行动也起着协调作用。第三篇论文首先指出，在不同发展水平的国家，女性的劳动参与率存在很大差异。我们询问这如何影响员工的性别多样性，性别差距和公司生产力，使用五年的人事记录，超过10万名员工的跨国公司，结合女性对男性的劳动力参与率在101个国家，该公司的业务。结构性估计表明，在一个没有性别障碍的反事实世界中，在相同的就业水平和相同的工资水平下，企业生产率将高出32%。研究结果表明，选择是理解多样性和生产率之间联系的强大透镜。我还打算起草并出版“跨国公司的工资设定”的工作，作为AEA论文和会议记录出版物，在那里我考虑跨国公司在工资设定中的作用，以及总部战略与当地适应如何塑造工资政策，以及工人的技能水平对“采用与适应”的选择有何影响。此外，我将提出三个相关的项目，探讨文化多样性在团队中的作用，目的讲习班，以提高工人的工作积极性，并为面临流离失所风险的工人提供志愿服务，帮助他们设想不同的职业道路。我打算与IFS的研究人员密切互动，以扩大我的技能，与政策界建立网络，并就这些想法以及如何将其推进到完整的学术论文中进行头脑风暴。

My research focuses on questions in labor economics and organizational economics across the economic development space. In my projects, I collaborate with large organizations to study the overarching question of why some people reach their potential in the labor market while others do not, to identify the frictions that prevent this, and explore how to alleviate them.My proposed research agenda over the course of the fellowship is to complete, and submit for publication, three working papers.The first of these provides evidence of the critical role of managers in matching workers to jobs within the firm using the universe of personnel records on 200k employees over ten years of a multinational firm. Leveraging exogenous variation induced by the rotation of managers across teams, I find that successful managers cause workers to reallocate within the firm through lateral and vertical transfers. This leads to large and persistent gains in workers' career progression and productivity. The results imply that the visible hands of managers match workers' specific skills to specialized jobs, leading to an improvement in the productivity of existing workers that outlasts the managers' time at the firm.The second paper continues the study of leadership in a very different context: Myanmar's labor movement. We conduct multiple field experiments by collaborating with a confederation of labor unions as it mobilizes garment workers in the run-up to a national minimum wage negotiation. First, we document that union leaders differ from the other workers along several traits that psychologists and sociologists have associated with the ability to influence collective outcomes. Second, by randomly embedding leaders in group discussions, we find that they help coordinate workers' views to build consensus around the unions' preferred minimum wage levels. Third, by conducting a mobilization experiment that features collective action problems, we show that leaders play a coordinating role also for workers' actions.The third paper starts with the fact that women's labor force participation varies widely across countries at every level of development. We ask how this affects gender diversity among employees, gender gaps, and firm productivity using five years of personnel records on over 100K employees of a multinational firm combined with the female to male labor force participation rate in the 101 countries where the firm operates. Structural estimates show that in a counterfactual world with no gender-specific barriers to labor force participation, firm productivity would be 32% higher for the same level of employment and the same wage bill. The findings suggest that selection is a powerful lens to understand the link between diversity and productivity.I also aim to prepare draft and publish the work on "Wage Setting in a Multinational Firm" as an AEA Papers & Proceedings publication, where I consider the role of multinationals in wage setting and how the wage policy is shaped by headquarter's strategy versus local adaptation, and how the worker skill level matters for this choice of "adopt versus adapt".In addition I will take forward three related projects that look at the role of cultural diversity in teams, of purpose workshops to improve worker motivation on the job and of volunteering initiatives for workers at risk of displacement to help them envision different career paths. I intend to closely interact with researchers at the IFS to expand my skill set, build networks also with the policy communities and brainstorm on these ideas and how to push them forward into complete academic papers.