Kathryn Shaw
Biographic Data
| ID | 3772328 |
|---|---|
| NAME | Kathryn Shaw |
| GIVEN NAMES | Kathryn |
| FAMILY NAME | Shaw |
| SIGNATURE | SHAW K |
| AFFILIATIONS | Stanford University |
| VERIFIED | No |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 50 |
| WORKS AS AUTHOR | 12 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1989 |
| LATEST PUBLICATION YEAR | 2019 |
| H-INDEX | 3 |
The Productivity Advantage of Serial Entrepreneurs
Using panel data from Denmark from 2001 to 2013, the authors find that serial entrepreneurs-those who open more than one business-have higher sales and greater productivity than do novice entrepreneurs-those who open only one business. Specifically, serial entrepreneurs' firms have 98% higher sales than the novices' firms, and serial entrepreneurs utilize more initial capital and labor, and thus are 49% more productive. Further, certain subsets o…
Incentives for Lawyers
The authors study an international law firm that changed its compensation plan for team leaders to address a multitasking problem: Team leaders were focusing their effort on billable hours and not spending sufficient time on leadership activities to build the firm. Compensation was changed to provide greater incentives for the leadership activities and weaker incentives for billable hours. The effect of this change on the task allocation of the f…
Do Large Modern Retailers Pay Premium Wages
With malls, franchise strips, and big-box retailers increasingly dotting the landscape, many are concerned that U.S. middle-class jobs in manufacturing are being replaced by minimum-wage jobs in retail. Retail jobs have spread, whereas manufacturing jobs have shrunk in number. The authors show that wage rates in the retail sector rise markedly with firm size and with establishment size. These increases are halved when they control for worker fixe…
Reaching for the Stars
Innovative firms need to hire and motivate highly talented workers. This article connects the potential returns to innovation to the structure of compensation for skilled employees. We show that the software firms that operate in software sectors with high potential upside gains to innovation pay more to 'star' workers than do other firms that operate in stable markets. Firms operating in product domains with highly skewed positive returns pay em…
Personnel Economics
Personnel economics drills deeply into the firm to study human resource management practices like compensation, hiring practices, training, and teamwork. Why should pay vary across workers within firms-and how "compressed" should pay be within firms? Should firms pay workers for their performance on the job or for their skills or hours of work? How are pay and promotions structured across jobs to induce optimal effort from employees? Why do firms…
Beyond Incentive Pay
Do human resource management (HRM) practices, such as incentive pay, teamwork, training, and careful screening practices, raise productivity, and if so, under what conditions does productivity rise? Recently, this question has been a central focus in organizational and personnel economics. We emphasize the value of a new research approach - an approach we label "insider econometrics"-that is aimed going deep inside businesses to obtain data and i…
Industrial Change and Wage Inequality
The empirical analysis in this paper, which draws on Current Population Survey data, indicates that structural decline in the steel industry during the 1980s markedly affected the distribution of wages both in the industry and in steel-producing communities. The steelworker wage distribution experienced both a drop in the mean and an increase in the variance, becoming very similar to the distribution of wages in other durable goods manufacturing …
The Dynamics of Franchise Contracting
This paper provides the first systematic evidence on how franchi‐sors adjust their royalty rates and franchise fees as they gain fran‐chising experience. This evidence comes from a unique panel data set that we assembled on these monetary contract terms for about 1,000 franchisors each year for the 1980–92 period. We find that there is much persistence, over time, in franchise contract terms within firms. We find this despite sizable across‐firm …
The Impact of Pension Benefits on the Distribution of Earned Income
Using standard measures of income inequality and detailed pension benefit information on participants in the 1983 Survey of Consumer Finances (SCF), the authors investigate how pension benefits affected the distribution of earned income. The results suggest that private pensions increased annual income inequality (relative to inequality observed in the distribution of wage income) by only about 2% among all employed individuals, but by 21% among …
Unanticipated Aggregate Disturbances and Tests of the Life-Cycle Consumption Model Using Panel Data
Randall P. Mariger, Kathryn Shaw, Unanticipated Aggregate Disturbances and Tests of the Life-Cycle Consumption Model Using Panel Data, The Review of Economics and Statistics, Vol. 75, No. 1 (Feb., 1993), pp. 48-56
Wage Variability in the 1970s
The recent debate questioning whether unemployment in the 1970s represents sectoral adjustment or cyclical variation is expanded to examine comparable causes of real wage variability. Using Panel Study of Income Dynamics panel data, real wages respond more to persistent sectoral shocks than cyclical shocks in the 1970s, making recent estimates of procyclical wage variability appear weak in perspective. Employing a model of endogenous sector-speci…
Intertemporal Labor Supply and the Distribution of Family Income
The earnings of married women have a more equalizing effect on the distribution of lifetime family earnings (or the expected present value of earnings) than on the distribution of annual family earnings, using Panel Study of Income Dynamics longitudinal data. The intertemporal variability of wives' labor supply causes the correlation between the lifetime earnings of husbands and wives to weaken relative to the correlation between their annual inc…
Personnel Economics
Personnel economics drills deeply into the firm to study human resource management practices like compensation, hiring practices, training, and teamwork. Why should pay vary across workers within firms-and how "compressed" should pay be within firms? Should firms pay workers for their performance on the job or for their skills or hours of work? How are pay and promotions structured across jobs to induce optimal effort from employees? Why do firms…
Beyond Incentive Pay
Do human resource management (HRM) practices, such as incentive pay, teamwork, training, and careful screening practices, raise productivity, and if so, under what conditions does productivity rise? Recently, this question has been a central focus in organizational and personnel economics. We emphasize the value of a new research approach - an approach we label "insider econometrics"-that is aimed going deep inside businesses to obtain data and i…
The Dynamics of Franchise Contracting
This paper provides the first systematic evidence on how franchi‐sors adjust their royalty rates and franchise fees as they gain fran‐chising experience. This evidence comes from a unique panel data set that we assembled on these monetary contract terms for about 1,000 franchisors each year for the 1980–92 period. We find that there is much persistence, over time, in franchise contract terms within firms. We find this despite sizable across‐firm …
Incentives for Lawyers
The authors study an international law firm that changed its compensation plan for team leaders to address a multitasking problem: Team leaders were focusing their effort on billable hours and not spending sufficient time on leadership activities to build the firm. Compensation was changed to provide greater incentives for the leadership activities and weaker incentives for billable hours. The effect of this change on the task allocation of the f…
Do Large Modern Retailers Pay Premium Wages
With malls, franchise strips, and big-box retailers increasingly dotting the landscape, many are concerned that U.S. middle-class jobs in manufacturing are being replaced by minimum-wage jobs in retail. Retail jobs have spread, whereas manufacturing jobs have shrunk in number. The authors show that wage rates in the retail sector rise markedly with firm size and with establishment size. These increases are halved when they control for worker fixe…
Reaching for the Stars
Innovative firms need to hire and motivate highly talented workers. This article connects the potential returns to innovation to the structure of compensation for skilled employees. We show that the software firms that operate in software sectors with high potential upside gains to innovation pay more to 'star' workers than do other firms that operate in stable markets. Firms operating in product domains with highly skewed positive returns pay em…
The Impact of Pension Benefits on the Distribution of Earned Income
Using standard measures of income inequality and detailed pension benefit information on participants in the 1983 Survey of Consumer Finances (SCF), the authors investigate how pension benefits affected the distribution of earned income. The results suggest that private pensions increased annual income inequality (relative to inequality observed in the distribution of wage income) by only about 2% among all employed individuals, but by 21% among …
Wage Variability in the 1970s
The recent debate questioning whether unemployment in the 1970s represents sectoral adjustment or cyclical variation is expanded to examine comparable causes of real wage variability. Using Panel Study of Income Dynamics panel data, real wages respond more to persistent sectoral shocks than cyclical shocks in the 1970s, making recent estimates of procyclical wage variability appear weak in perspective. Employing a model of endogenous sector-speci…
Intertemporal Labor Supply and the Distribution of Family Income
The earnings of married women have a more equalizing effect on the distribution of lifetime family earnings (or the expected present value of earnings) than on the distribution of annual family earnings, using Panel Study of Income Dynamics longitudinal data. The intertemporal variability of wives' labor supply causes the correlation between the lifetime earnings of husbands and wives to weaken relative to the correlation between their annual inc…
Unanticipated Aggregate Disturbances and Tests of the Life-Cycle Consumption Model Using Panel Data
Randall P. Mariger, Kathryn Shaw, Unanticipated Aggregate Disturbances and Tests of the Life-Cycle Consumption Model Using Panel Data, The Review of Economics and Statistics, Vol. 75, No. 1 (Feb., 1993), pp. 48-56
The Impact of Pension Benefits on the Distribution of Earned Income
Using standard measures of income inequality and detailed pension benefit information on participants in the 1983 Survey of Consumer Finances (SCF), the authors investigate how pension benefits affected the distribution of earned income. The results suggest that private pensions increased annual income inequality (relative to inequality observed in the distribution of wage income) by only about 2% among all employed individuals, but by 21% among …
The Dynamics of Franchise Contracting
This paper provides the first systematic evidence on how franchi‐sors adjust their royalty rates and franchise fees as they gain fran‐chising experience. This evidence comes from a unique panel data set that we assembled on these monetary contract terms for about 1,000 franchisors each year for the 1980–92 period. We find that there is much persistence, over time, in franchise contract terms within firms. We find this despite sizable across‐firm …
Industrial Change and Wage Inequality
The empirical analysis in this paper, which draws on Current Population Survey data, indicates that structural decline in the steel industry during the 1980s markedly affected the distribution of wages both in the industry and in steel-producing communities. The steelworker wage distribution experienced both a drop in the mean and an increase in the variance, becoming very similar to the distribution of wages in other durable goods manufacturing …
Beyond Incentive Pay
Do human resource management (HRM) practices, such as incentive pay, teamwork, training, and careful screening practices, raise productivity, and if so, under what conditions does productivity rise? Recently, this question has been a central focus in organizational and personnel economics. We emphasize the value of a new research approach - an approach we label "insider econometrics"-that is aimed going deep inside businesses to obtain data and i…
Personnel Economics
Personnel economics drills deeply into the firm to study human resource management practices like compensation, hiring practices, training, and teamwork. Why should pay vary across workers within firms-and how "compressed" should pay be within firms? Should firms pay workers for their performance on the job or for their skills or hours of work? How are pay and promotions structured across jobs to induce optimal effort from employees? Why do firms…
Reaching for the Stars
Innovative firms need to hire and motivate highly talented workers. This article connects the potential returns to innovation to the structure of compensation for skilled employees. We show that the software firms that operate in software sectors with high potential upside gains to innovation pay more to 'star' workers than do other firms that operate in stable markets. Firms operating in product domains with highly skewed positive returns pay em…
Do Large Modern Retailers Pay Premium Wages
With malls, franchise strips, and big-box retailers increasingly dotting the landscape, many are concerned that U.S. middle-class jobs in manufacturing are being replaced by minimum-wage jobs in retail. Retail jobs have spread, whereas manufacturing jobs have shrunk in number. The authors show that wage rates in the retail sector rise markedly with firm size and with establishment size. These increases are halved when they control for worker fixe…
Incentives for Lawyers
The authors study an international law firm that changed its compensation plan for team leaders to address a multitasking problem: Team leaders were focusing their effort on billable hours and not spending sufficient time on leadership activities to build the firm. Compensation was changed to provide greater incentives for the leadership activities and weaker incentives for billable hours. The effect of this change on the task allocation of the f…
The Productivity Advantage of Serial Entrepreneurs
Using panel data from Denmark from 2001 to 2013, the authors find that serial entrepreneurs-those who open more than one business-have higher sales and greater productivity than do novice entrepreneurs-those who open only one business. Specifically, serial entrepreneurs' firms have 98% higher sales than the novices' firms, and serial entrepreneurs utilize more initial capital and labor, and thus are 49% more productive. Further, certain subsets o…
Economics (12 works) · Business (9 works) · Labor market dynamics and wage inequality (8 works) · Labour economics (8 works) · Firm Innovation and Growth (5 works) · Management (4 works) · Marketing (4 works) · Mathematics (4 works) · Microeconomics (4 works) · Wage (4 works)