Lemos and Scur (2019) investigate how implicit contracts between firm managers and employees are linked to the adoption of productivity-enhancing organizational practices. The authors collect new data on ownership successions and show the first causal evidence that maintaining family control leads to lower adoption of managerial best practices. They use gender composition of the outgoing CEO's children as identifying variation at the succession point. They explore firm "reputation costs" as a novel mechanism constraining investment in management, and build a new proxy using data on eponymy - firms named after the family name. The authors find suggestive evidence that implicit contracts matter for management adoption.
Using data from the largest online job portal in Nigeria, we document: (a) gender differences in salary offers for jobs, and (b) the response of (a) to recessions.
How do search frictions affect firm hiring decisions? We conduct a randomized control trial among 799 private firms with an active job vacancy in Addis Ababa, Ethiopia.
The beef cattle sector is the leading driver of deforestation worldwide. This creates high sectoral emissions, which are geographically concentrated in expanding agricultural frontiers.
This study tested different methods of surveying employees about workplace harassment and found that secure survey designs that ensure plausible deniability of responses to sensitive questions can help uncover harassment that would otherwise go unreported.
Organizational and managerial structure plays an important role in the productivity difference among firms. However, studies that assessed the quality of firm management and its link with their performance are still scanty.
This article studies the structural aggregate productivity growth (APG) decomposition with demand- and supply-side controls, determines comparative statics predictions for firms and economic outcomes, and examines patterns of input distortions.