Studies using pre-1990 data generally found benefit and frequency elasticities for workers' compensation cash benefits that exceeded, respectively, 1.0 and 0: an increase in expected benefits apparently induced (a) an even greater increase in actual benefit payments and (b) an increase in claim frequency. Researchers previously hypothesized that incentive effects for workers dominated those for employers. The authors of this study reevaluate benefit and frequency elasticities for 1975–89, using data with some advantages over those used by previous studies, and also investigate whether the elasticities changed during the years 1990–1999, when insurance policies with large deductibles increased employers' incentives to limit benefits and many states restricted benefit eligibility. For both periods, they find benefit elasticities significantly under 1.0 and frequency elasticities of about 0. They also find that much of the substantial decline in actual benefits in the 1990s was due to changes in state compensability rules and administrative stringency.

PurposeThe purpose of this research is to examine how social capital derived through supply chain networks can help small businesses survive in times of a recession.Design/methodology/approachA theoretical framework with the respective propositions is developed, based upon an extensive literature review and a synthesis of evidence from the recent recession in the USA.FindingsSmall businesses need to invest in creating structural, relational and social capital prior to a recession in order to protect themselves from the additional uncertainty. Small businesses can develop social capital relatively easily and inexpensively through their supply chains.Originality/valueThis is the first study that directly investigates relationships among small businesses, social capital, supply chain, and recession. The findings should have a broad effect for countless communities throughout the USA as they depend on small businesses to be drivers of employment and state and local taxes.

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PurposeThis study examines the impact of college education on incorporated and unincorporated self-employments. It specifically compares the effects on African Americans and Hispanics with the effects on Whites.Design/methodology/approachThe study sample was drawn from the US Current Population Survey between 1989 and 2018. Based on a sample size of 1,657,043 individuals, this study employed logit regression models to test the hypotheses. Racial variations were examined using African Americans and Hispanics as moderators.FindingsThe results suggest that college education increases incorporated self-employment and reduces unincorporated self-employment. The impact of college education on incorporated self-employment is stronger for African Americans and Hispanics than for Whites. In contrast, its effect on unincorporated self-employment is stronger for Whites than for African Americans and Hispanics.Research limitations/implicationsThe findings provide empirical evidence of how college experience changes the motivation of starting an incorporated or unincorporated business. The results suggest that college education impacts African Americans and Hispanics differently than Whites in pursuing their career path of entrepreneurship.Originality/valueIt is the first study that examines the relationship between college education and incorporated/unincorporated self-employment. It also sheds light on radical variations.

Purpose Drawing on gender role ideology and structuralism perspectives, this study examines the impact of racial variation on the relationship between family characteristics and work–family decisions. Design/methodology/approach The study sample was drawn from the data collected by the U.S. Current Population Survey. This study used robust regression analysis to test their specific hypotheses that explore the role of racial variations on work–family decisions (measured in terms of weekly work hours). Findings The findings indicate that while overall men work longer hours when raising young children, both African American and Hispanic men tend to cut down on their work hours. Additionally, while marital status is associated with decreased work hours for White women, the reduction is smaller for Hispanic women. African American women actually end up increasing their work hours post marriage. Finally, while motherhood is associated with reduced work hours across racial groups, the decrease is more drastic for White women compared to their minority counterparts. Research limitations/implications This study provides empirical evidence that work–family decision in the US African American and Hispanic households are not as strongly guided by the traditional gender role stereotypes, as is the case with White households. It also has important implications for the US employers who strive to leverage diversity and create inclusive organizations. Originality/value Given the increased population diversity in the USA, this study highlights the need to better understand the role of racial variations on the work–family decisions.