Knowledge that Transforms

Using the Panel Study of Income Dynamics (PSID), we test Costa and Kahn’s colocation hypothesis, which predicts that power couples—couples in which both spouses have college degrees—are more likely to migrate to the largest cities than part‐power couples or power singles. We find no support for this hypothesis. Instead, regression analyses suggest that only the education of the husband and not the joint education profile of the couple affects the propensity to migrate to large metropolitan areas. The observed location trends are better explained by higher rates of power couple formation in larger metropolitan areas.

There is some evidence that children of divorced parents do not perform as well as comparable children in intact families but that this gap declines with the aggregate divorce rate. We develop a model in which the higher expectations for remarriage associated with higher divorce rates can trigger an equilibrium in which divorced fathers make more generous transfers that benefit their children and the mother in the aftermath of divorce. As a result, the welfare loss of children from the separation of their parents can be lower when divorce and remarriage rates rise.

We infer the employment response to a minimum wage change by calibrating a model of employment for the restaurant industry. Whereas perfect competition implies that employment falls and prices rise after a minimum wage increase, the monopsony model potentially implies the opposite. We show that estimated price responses are consistent with the competitive model. We place fairly tight bounds on the employment response, with the most plausible parameter values suggesting that a 10% increase in the minimum wage lowers low‐skill employment by 2%–4% and total restaurant employment by 1%–3%.

We provide both a theoretical and empirical analysis of the relation between administrative and survey data. By distinguishing between different sources of deviations between survey and administrative data we are able to reproduce several stylized facts. We illustrate the implications of different error sources for estimation in (simple) econometric models and find potentially very substantial biases. This article shows the sensitivity of some findings in the literature for the assumption that administrative data represent the truth. In particular, the common finding of substantial mean reversion in survey data largely goes away once we allow for a richer error structure.

Recent evidence suggests that employers acquire more precise information about a worker’s productivity the more time he or she spends in the labor market. The following question arises: Is learning symmetric, that is, do all employers have the same information about workers’ productivity, or is learning asymmetric, that is, does the current employer have superior information about workers’ productivity? This article develops a learning model with endogenous mobility that nests both learning hypotheses. It then proposes new tests for asymmetric employer learning. Overall, learning appears to be mostly symmetric, except possibly when the employees involved are college graduates.

We study worker behavior in an efficiency‐wage environment in which coworkers’ wages can influence a worker’s effort. Theoretically, we show that an increase in workers’ responsiveness to coworkers’ wages should lead profit‐maximizing firms to compress wages. Our laboratory experiments, by contrast, show that while workers’ effort choices are highly sensitive to their own wages, effort is not affected by coworkers’ wages. This casts doubt on the notion that workers’ concerns with equity might explain pay policies such as wage compression or wage secrecy.

This article considers how divorce law alters the incentives for couples to invest in their marriage, focusing on the impact of unilateral divorce laws on investments in new marriages. Differences across states between 1970 and 1980 provide useful quasi‐experimental variation with which to consider incentives to invest in several types of marriage‐specific capital: spouse’s education, children, household specialization, and home ownership. I find that adoption of unilateral divorce—regardless of the prevailing property‐division laws—reduces investment in all types of marriage‐specific capital considered except home ownership. In contrast, results for home ownership depend on the underlying property division laws.

Using unique panel data on production lines in U.S. minimills, we analyze the adoption of problem‐solving teams and group incentive pay and their effects on productivity. Almost every line ultimately adopts group incentives. However, problem‐solving teams are found almost exclusively in lines with more complex production processes. Consistent with these patterns, fixed‐effects models reveal increased productivity under group incentives in all lines, while teams raise productivity in lines with more complex production processes. This evidence indicates that teams give workers a valuable opportunity to solve problems in more complex production processes, while standard operating procedures appear to suffice elsewhere.

The employer‐learning literature finds support for statistical discrimination on the basis of schooling. How economically relevant statistical discrimination is depends on how fast employers learn about workers’ productive types. This article is the first to estimate the speed of employer learning. Employers learn quickly. Initial expectation errors decline by 50% within 3 years. This estimate places an upper bound on the contribution of signaling. This bound varies with the speed of employer learning and with discount rate. For a wide range of parameter values, the contribution of signaling to the gains from schooling is less than 25%.

Using confidential microdata from the Characteristics of Business Owners survey, we examine why African American–owned businesses lag substantially behind white‐owned businesses in sales, profits, employment, and survival. Black business owners are much less likely than white owners to have had a self‐employed family member owner prior to starting their business and less likely to have worked in that family member’s business. Using a nonlinear decomposition technique, we find that the lack of prior work experience in a family business among black business owners, perhaps by limiting their acquisition of general and specific business human capital, negatively affects black business outcomes.