<abstract xmlns="http://www.w3.org/1999/xhtml">

Districts are investing more in school leadership, including the implementation of residency training programs for aspiring principals. There is limited evidence about the district return on these investments, and none in the context in which principal hiring is decentralized at the school level. This paper develops a model highlighting the conditions under which districts benefit from investments in general leadership skills and examines the residency program in the Chicago Public Schools (CPS). The event-study analysis that addresses treatment effect heterogeneity finds that principals who complete a residency are significantly more effective at raising achievement. Although the leadership skills gained through the residency are likely to make a principal more valuable to districts outside of CPS, the large majority of residents remain in CPS despite the absence of salary premia for completion of a residency or high performance. These findings suggest the presence of transition costs that enable CPS to retain more effective, residency-trained principals without having to increase pay, thereby realizing some of the return on the investment in general skills.
</abstract>

University of Illinois at Chicago and NBER

University of North Carolina at Chapel Hill and University of Chicago Consortium on School Research

School district investments in general skills: The case of principal residency programs

<abstract xmlns="http://www.w3.org/1999/xhtml">

We examine the effects of a single payment structure policy (SPP) that prevents an employer from offering an employee a choice among compensation structures. An SPP reduces the employer's profit and increases the employee's welfare when the employee's (privately known) ability is exogenous. In contrast, an SPP can increase both the employer's profit and the employee's welfare when the employee's ability is endogenous. An SPP secures these Pareto gains by restricting the employer's ability to limit the rent the employee earns from high ability, thereby inducing the employee to increase his human capital investment.
</abstract>

Pareto Gains from Limiting Compensation Options

<abstract xmlns="http://www.w3.org/1999/xhtml">

This paper uses data from the Panel Study of Income Dynamics to study the relationship between job displacement and substance use among young adults. Results show that displacement is associated with increases in the probability of smoking cigarettes and drinking and the intensity of consuming alcohol and marijuana. Men, whites, and those who live with family/friends at the time of displacement are more likely to use hard drugs after job loss. Findings suggest that government policy designed to aid displaced workers should contain provisions to anticipate and respond to substance use disorders that may arise, particularly among younger job losers.
</abstract>

Young adult substance use following involuntary job loss

<abstract xmlns="http://www.w3.org/1999/xhtml">

The 1970s witnessed violent, widespread, and highly-politicized student protests in Turkey. Small protests turned into bloody street clashes, the death toll exceeded 5,000, and a military coup came in—which resulted in mass arrests. The universities were at the center of violent conflict. We study the education and labor market consequences of this political turmoil on the cohorts exposed to educational disruptions. First, we document that the number of new admissions and graduates in post-secondary education declined significantly due to the turmoil. The decline in post-secondary graduation ratio is 6.6 percentage points for the exposed individuals. Second, we estimate a counterfactual wage distribution for the exposed cohorts and check whether the turmoil affected their wage and occupation distributions. We show that the decline in educational attainment pushed the exposed population toward medium- and low-income occupations, and compressed their wages toward the minimum wage. Finally, we use the unexpected decline in post-secondary education as an instrument to estimate returns to college. We find that the college-premium is around 15 percent per year for men.
</abstract>

The revolution is dead, long live the demolition: Education and labor market consequences of student riots

<abstract xmlns="http://www.w3.org/1999/xhtml">

Given the conflicting findings about whether ethnic segregation benefits or hurts immigrants’ labor market outcomes in the existing literature, this paper investigates how segregation effects vary within young immigrants’ education levels. We also test the differential segregation effects for young immigrants with different education levels and from ethnic groups with different average education levels. We find that on average, ethnic segregation negatively impacts earnings of highly educated immigrants but benefits lower educated immigrants. Additionally, the net effects of ethnic segregation depend on whether immigrants’ own education levels match their group average education levels. Specifically, being segregated with many highly educated co-ethnics can reverse the negative segregation effects on highly educated immigrants’ earnings. However, a highly educated ethnic enclave can reduce the positive isolation effects for lower educated immigrants. Finally, we do not find significant segregation effects on immigrants’ employment.
</abstract>

Ohio Education Research Center, John Glenn College of Public Affairs

The Ohio State University, CHRR at The Ohio State University

Ethnic Segregation and Immigrants’ Labor Market Outcomes: The Role of Education

<abstract xmlns="http://www.w3.org/1999/xhtml">

Work-leisure balances are beneficial to society. A partial equilibrium job search model is developed to explain desired work-leisure tradeoffs for single-job holders and multiple-job holders. Significant work-leisure mismatches are found: 63% of the observations underwork by an average of 17 hours per week, while 37% overwork by 8.5 hours. The value of leisure is approximately four times the average hourly real wage when a single job is held, and it drops by one-third when multiple jobs are held. Models ignoring possibilities of multiple jobholding overstate the elasticity of leisure and understate the value of leisure.
</abstract>

Desired work-leisure balance in a partial equilibrium job search model with multiple job holding

<abstract xmlns="http://www.w3.org/1999/xhtml">

I investigate the impact of the COVID-19 pandemic and the subsequent surge in childcare demand on the research productivity of female economics. Using data from SSRN and a Difference-in-Differences approach, I show that around the timing of confinements, the gender production gap widens by around 20 percentage points, an adverse effect persisting up to 4 months later the beginning of social restriction measures. Declines in production, however, vanish during the school re-opening period suggesting a prominent role in childcare demand.
</abstract>

The gender gap in academic productivity during the pandemic: Is childcare responsible?

<abstract xmlns="http://www.w3.org/1999/xhtml">

This paper investigates the transferability of managerial human capital by examining how managers’ tenures in target firms influence their probability of retention as board members after mergers or acquisitions in Japanese firms. It develops a general equilibrium model that distinguishes several hypotheses on managerial human capital based on the coefficients of tenure on separation, given several data limitations. In particular, the paper provides a novel method to correct for selection biases by utilizing the timing of selection in a selected sample, which does not require a random sample from the population. Our results suggest that Japanese firms value both target firm-specific and general human capital after M&amp;As and that experience as an employee increases firm-specific skills, but at the expense of the accumulation of general skills. However, managerial experience does not have this effect.
</abstract>

Osaka School of International Public Policy

How general is managerial human capital?: Evidence from the Retention of Managers after M&amp;As

AHEAD OF PRINT

Volume 12 (2023): Issue 1 (January 2023)

Volume 11 (2022): Issue 1 (January 2022)

Volume 10 (2021): Issue 1 (January 2021)

Volume 9 (2020): Issue 1 (March 2020)

Volume 8 (2019): Issue 1 (June 2019)

IZA Journal of Labor Economics

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