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

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。在我的工作中，我从两个不同但相互关联的角度探索这个话题。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中所发挥的作用。其次，我研究了劳动力市场摩擦如何约束企业的招聘和工资制定的决定影响企业绩效。在IFS为期一年的奖学金期间，我设想：（A）推进和巩固我目前的研究项目：我有三个项目处于高级阶段，这将极大地受益于IFS为期一年的奖学金。事实上，研究金提供了一个独特的机会，可以（1）收集和整合反馈;（2）在学术和政策竞技场传播这些项目与政策相关的成果;（3）将论文提交给顶级同行评审期刊发表。在下文中，我总结了这些项目：-“爸爸的女儿：女儿，管理决策和性别不平等”，研究管理人员的性别态度在塑造工作场所的性别不平等的作用。使用丹麦的登记数据，我们利用出生的女儿，而不是一个儿子作为一个合理的外源冲击男性经理的性别态度和比较公司内部的变化，妇女的劳动成果取决于经理的新生儿性别。我们发现，女性的相对收入和就业增加后，出生的经理的第一个女儿。这一结果突出表明，关键决策者的性别态度在公司一级形成性别不平等方面具有重要意义，对设计旨在缩小工作场所性别差距的干预措施具有重要的政策影响。- 第二个项目是“早期接触创业和培养女企业家”，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。通过利用同学中父母职业的差异，该论文表明，属于企业家父母比例高的学校群体会增加男孩和女孩在成年期成为企业家的可能性。然而，早期接触创业只会对妇女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，提高创业的准入和任期，并导致妇女创建与一般公司一样成功的企业。这具有重要的政策意义，因为它表明，特定性别的障碍可能会阻止成功的企业家进入这一行业，而早期接触可以降低具有特定行业人才的女性的这种障碍。第三个项目，“招聘困难与公司业绩”，研究招聘困难如何影响公司业绩。这一问题越来越引起经济学家和政策制定者的关注，因为新冠肺炎疫情后，职位空缺与招聘人数之比创下历史新高。为了回答这个问题，我们利用法国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)与奖学金规则一致，我还计划进行进一步的有限研究（高达工作计划的25%），以开始与我的博士学位相关的新项目。特别是，我打算与IFS的研究人员互动，他们的兴趣与我的重叠，以开发新的合作研究项目，无论是侧重于经济成果中的性别不平等和/或劳动力市场摩擦和空缺。

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.