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Category Archives: Labor

Education Signaling and Employer Learning Heterogeneity

12 Wednesday Nov 2025

Posted by tjungbau in Academic Research, Education, Labor, Learning, Organization, Signaling

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Asymmetric Employer Learning, Education, Education Signaling, Employer Learning Speed, employer-learning, industry, Industry Mismatch, Industry Signaling, Signaling, Symmetric Employer Learning

It is well known that individuals choose to obtain higher education degrees to signal their ability to potential employers (Education Signaling), and that employers learn about their workers’ abilities from observing their output over time (Employer Learning). The quicker and the more accurate employers learn about their workers, the less important education is as a signal of their ability.

In “Education Signaling and Employer Learning Heterogeneity,” (joint with Yuhan Chen and Michael Waldman), we investigate the consequences of combining these fundamental concepts of Labor Economics. In particular, we exploit the fact that the importance of teamwork and other determinants of the observability of individual output not under the worker’s control vary across industries (and occupations).

When industries differ in their speed (or accuracy) of employer learning, higher-ability workers tend to prefer a faster-learning environment. This is because they prefer their compensation depends on their own output, a function of their ability, rather than on the ability of others choosing the same education signal (e.g., degree). This is not the case for lower-ability workers, however, who benefit when the average ability of those choosing the same education is a determinant of their compensation. This finding has several important consequences.

First, as higher-ability workers face a strong incentive to choose a faster- rather than a slower-learning industry, they even join the faster-learning industry if they are more productive in the slower-learning industry. In other words, a sorting distortion regarding industry choice arises and lowers social welfare. Second, for any given education level, higher-ability workers choose a faster-learning industry. As a result, industry choice itself is a signal of worker ability on which employers condition their learning. Third, the sorting distortion across industries lowers education investment for signaling purposes, increasing social welfare.

We show that the logic of our results persists across industries with symmetric and asymmetric employer learning components, i.e., whether the worker’s current employer is better informed about their ability than their competitors. Likewise, our results are robust to different bidding specifications among firms, i.e., whether firms engage in simultaneous bidding for workers, or the worker’s current employer can submit counteroffers.

A variant of our model in which workers learn their productivity difference across industries before they choose their education level offers a potential explanation for a heretofore neglected labor market “puzzle:” why do few of the economically most successful individuals in real-world labor markets hold higher education degrees? We show that fewer workers that join a faster-learning industry choose higher education levels. In particular, if industries or occupations differ greatly in their speed or asymmetry of learning, it may be the the highest ability individuals in a faster-learning industry or occupation that achieve the highest lifetime wages but choose a low education level. The non-monotonicity of education levels in ability in our model is novel, and lends itself well to explain the success of entrepreneurs choosing low education levels or to drop out of school. Finally, we discuss the testable implications of our theory, and how it connects to existing empirical work.

Strategic Referrals among Experts

02 Sunday Mar 2025

Posted by tjungbau in Academic Research, Antitrust, Labor, Organization

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Artificial Intelligence, Doctors, Dynamic games, Lawyers, Referrals, Reputation

Matching problems with the right expertise within and across firms is essential for the functioning of the economy. When problems are complex, however, their owners are often unaware of their exact nature, and costly diagnosis by an expert is required. This is why the initial allocation of problems is often independent of an expert’s specialization, but is affected by publicly available information of the expert’s past success rate in solving problems. Prospective clients, for example, consult medical providers with higher satisfaction scores or lawyers with better track records, while firms allocate problems to managers who got the job done in the past. The services of experts in these scenarios can be described as reputation goods. Reputation goods are (1) differentiated between sellers, (2) their product quality is consumer specific (3) and initially uncertain, (4) important, and thus (5) worth considerable information acquisition effort. In order to strengthen their reputation, thereby increasing demand for their services, experts sometimes find it worthwhile to forego compensation and sometimes refer problems to other experts who may be a better fit.

In Strategic Referrals among Experts (joint with Yi Chen and Mark Satterthwaite), we build a dynamic model to examine how reputational concerns of specialized experts shape their referral behavior and, as a consequence, market outcomes. We find that competition for problems among individual experts does in general not result in an efficient allocation of problems across experts. What is more, instead of sharpening their expertise, experts may want to invest in their abilities outside of their specialty—to the detriment of the economy. This issue may be exacerbated by the adoption of Artificial Intelligence (AI) in the workplace, often increasing professionals’ productivity outside their main specialty. Also, market efficiency increases in the experts’ compensation for diagnosing problems relative to treatment, potentially discouraging them from specializing in the first place. We show that referral alliances that set referral prices may alleviate these issues, though possibly at the expense of some experts. Pareto-efficient market outcomes generally require revenue sharing beyond referrals, i.e., some form of partnership contract. It is therefore imperative to account for referral incentives when regulating markets for professionals.

Our model features an economy with a mass of experts of two different types, who compete against each other for problems in continuous time. Each problem belongs to one of two categories, matching the experts’ types. That is to say, an expert has an absolute advantage (higher success rate) in treating problems of their category, i.e., those that match their type. Since problems require costly diagnosis, the demand for an expert’s services, i.e., the problems they receive, is independent of the expert’s type. An expert initially diagnoses problems, and then, for each problem, decides whether to to treat it or refer it to a more apt expert.

The demand for an expert’s services at any point in time depends on their own and other experts’ record of solving problems. An expert can solve a problem by either treating it successfully or by referring it to another expert who then treats it successfully. An expert’s record is characterized by its thickness—the decaying number of problems they diagnosed over time—and the expert’s reputation—their decaying historic success rate in solving problems. Reputation is directly payoff-relevant in that demand for the expert’s services increases in their reputation but decreases in an aggregate index of the their competitors’ reputation, perhaps the market average. The record’s thickness, on the other hand, does not directly affect demand but the inertia of the expert’s reputation. The thicker an expert’s record, the less today’s success rate matter in determining reputation.

We describe experts’ referral behavior in the unique steady state Markov equilibrium of our model. Uniqueness of the steady state follows from a feedback loop induced by the laws of motion that determine the expert’s record. As an expert refers more mismatched problems, their reputation increases, and so does their demand leading to a thicker record. Then, ultimately a tipping point is reached, at which reputation becomes sufficiently inert to the current success rate. As a result, the expert ceases to refer, and, ultimately, their record’ thickness decreases. This feedback loop is illustrated in the phase diagram below:

Poaching, Raids, and Managerial Compensation

13 Monday Jan 2025

Posted by tjungbau in Academic Research, Labor, Organization

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Adverse Selection, Asymmetric Learning, Brazil, Managers, Personnel Management, Poaching, Raids, RAIS

In Poaching, Raids, and Managerial Compensation—joint work with my friends and colleagues Yi Chen, Fabiano Dal-Ri and Daniela Scur—we develop a theory of managerial poaching and subsequent worker raids. We postulate that firms do not only poach managers for their skills but also for their personnel-specific knowledge about workers they supervise. In the equilibrium of our model with asymmetric employer learning, substantially more productive firms poach managers for the option value of identifying high-ability workers. When poaching firms pay thus pay twice for superior worker ability: once indirectly through the manager’s salary and once through the worker’s wage. The ensuing information rent for the manager is a result of firms attempting to protect themselves from raids of their high-ability workers by retaining their manager, leading to adverse selection of workers in the labor market.

We then derive seven theoretical predictions to test our model against data from Brazil’s formal sector: 1) Managers are poached by more productive firms. 2) When a firm poaches a manager from another firm, the firm is more likely to raid their workers. 3) Poached managers earn higher salaries. 4) The salary of a poached manager increases in the poaching firm’s demand for information, and 5) in the poaching firm’s supply of information. 6) The salary of a poached manager increases in the raided workers’ abilities. 7) Raided workers are of higher ability than non-raided workers.

Our empirical analysis provides strong support for our theoretical model and differentiates managerial poaching for personnel-specific information from potential other explanations of manager-worker com-movement such as workers referring others in their network or non-performance based favoritism in hiring. While we find limited evidence for both these phenomena, they are not consistent with the weight of our empirical evidence. On the hand, the effect of workers following managers is substantially larger than a worker-worker effect,

while on the other raided workers that follow a manager are of significantly higher ability than similar hires into the same firms, i.e.,

The intuition behind our results is potentially meaningful for recruiting and promotion strategy, investment in human capital, knowledge flow design within organizations, and the regulation of labor markets.

Strategic Wage Posting, Market Power and Mismatch

26 Thursday Sep 2024

Posted by tjungbau in Academic Research, Labor, Organization

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Game Theory, Journal of Labor Economics, Market power, Mismatch, Wage posting

Nine years after starting work on this paper it finally published in the Journal of the Labor Economics. My gratitude goes to a fantastic editor, Kevin Lang at Boston University, and three anonymous referees whose suggestions made the paper a stronger and more robust contribution to labor market theory.

The main idea conveyed in this paper is as follows: When firms compete for heterogeneous workers in a well-defined labor market, larger firms have an incentive to lower wages more than their small competitors. If firms pay all their workers equally, the result is intuitive: it is more expensive for a large firm to raise wages than for its smaller competitors.

Strikingly, however, the result remains true even if firms post different wages for their positions. The decisive force behind this result is that when a firm hires a worker of high ability, the set of workers its other open positions compete for becomes less attractive. This externality is stronger for firms with more open positions, and therefore more market power. As such, firms that enjoy higher levels of market power may end up recruiting lower ability workers.

In this paper, I show that the resulting inefficiency, i.e., mismatch when assortative matching is desirable, may be quite substantial, and that the result is robust to sequential wage posting.

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  • Optimally Informative Rankings and Consumer Search
  • Education Signaling and Employer Learning Heterogeneity
  • Strategic Referrals among Experts
  • Poaching, Raids, and Managerial Compensation
  • Strategic Wage Posting, Market Power and Mismatch

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Unknown's avatarEfficiency vs. distr… on Applying to multiple specialti…

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