Technology and the Demand for Skill:An Analysis of Within and Between Firm Differences

Abowd, John M.; Haltiwanger, John; Lane, Julia; McKinney, Kevin L.; Sandusky, Kristin

doi:10.3386/w13043

Cited by 39 publications

(34 citation statements)

References 42 publications

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“…We use the Census's probabilistic assignment to identify the establishment location of all workers. See Abowd et al (2002Abowd et al ( , 2003Abowd et al ( , and 2007 for details and methods regarding the use of LEHD data. obtained similar levels of variance and nearly identical changes in variances.…”

mentioning

confidence: 99%

It's Where You Work: Increases in Earnings Dispersion Across Establishments and Individuals in the U.S.

et al. 2014

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This paper analyzes the role of establishments in the upward trend in dispersion of earnings that has become a central topic in economic analysis and policy debate. It decomposes changes in the variance of ln earnings among individuals into the part due to changes in earnings among establishments and the part due to changes in earnings within-establishments. The main finding is that much of the 1970s-2010s increase in earnings inequality results from increased dispersion of the earnings among the establishments where individuals work. Our results direct attention to the role of establishment-level pay setting and economic adjustments in earnings inequality.

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mentioning

confidence: 99%

It's Where You Work: Increases in Earnings Dispersion Across Establishments and Individuals in the U.S.

et al. 2014

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“…Despite the persistence of firms' personnel practices as identified by Abowd et al (2007), it appears that continuing firms are flexible enough to adapt to changing labour quality.…”

Section: Summary and Discussionmentioning

confidence: 99%

“…They find that the level of skill raises productivity, as captured by sales per worker. Abowd et al (2007) examine the interactions between production technologies and the use of skilled workers, and find that firms using advanced technologies are more likely to use high-skilled workers and less likely to use more experienced workers.…”

Section: Skill and Productivitymentioning

confidence: 99%

Firm productivity growth and skill

Maré

Hyslop

Fabling³

2016

New Zealand Economic Papers

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S Firm Productivity Growth and SkillIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.IZA Discussion Paper No. 9510 November 2015 ABSTRACT Firm Productivity Growth and SkillThis paper examines the relationship between firm multifactor productivity growth (mfp) and changing skill levels of labour in New Zealand, over the period 2001-12, using longitudinal data from Statistics New Zealand's Longitudinal Business Database (LBD) and Integrated Data Infrastructure (IDI). We estimate that the average skill of workers declined by 1.8% over the period, reflecting strong employment growth for workers with lower than average skill levels. The net decline was the combined effect of a 3.6% decline in unobserved skill outweighing a 1.8% increase in observed skill, resulting in 1.8% slower estimated skilladjusted labour growth (13.3%) than the 15.0% growth in full-time equivalent (FTE) employment. Mirroring the skill-dilution, skill-adjusted mfp growth averaged 0.24% per annum over the period compared to 0.14% pa for unadjusted growth. The patterns were stronger over the pre-GFC period to 2008, during which adjusted and unadjusted mfp grew 0.57% pa and 0.42% pa respectively. Our analysis of the effect of changing skill on mfp growth finds that the impact of skill adjustment was almost entirely due to changing skill composition within continuing firms.JEL Classification: D24, J24

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“…Similarly, Kotler (2011) argued that technology is the most dramatic force shaping the destiny of the business world. Moreover, a cross sectional analysis of US Businesses in services, wholesale and retail trade sectors, found a strong relationship between advanced technology and skills advancement (Abowd et al, 2007). In contrast, the political (government policies, devolution, professional associations and trade unions) and socio-cultural (age, gender, education levels and peer pressure) environments were not significantly associated with training in nurses at MTRH.…”

Section: Discussion Of the Findingsmentioning

confidence: 99%

Impact of External Business Environment on Training in Nurses at a Referral Hospital in Kenya

Gichara

Mutuka

Ogoti

2016

ijhrs

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The purpose of this study was to investigate the impact of the political environment (government policies, devolution to county governments, professional associations and trade unions) socio-cultural environment (age, gender, education levels and peer-pressure) and technological environment (advancement in technology, evolving hospital care delivery systems, information and communication technology, invention and innovations) on staff training at a referral hospital. The study was conducted based on data collected from 322 nurses working at Moi Teaching and Referral Hospital in Eldoret, Western Kenya. The hypotheses were tested using Pearson correlation coefficients and multiple stepwise linear regression analysis. The findings of the study indicated that the technological environment explained 95% of the variation in nurse training (Adjusted R 2 = 0.942, P < 0.05). On the other hand, the political and social-cultural environments were not significant predictors of training in nurses (P > 0.05).

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Technology and the Demand for Skill:An Analysis of Within and Between Firm Differences

Cited by 39 publications

References 42 publications

It's Where You Work: Increases in Earnings Dispersion Across Establishments and Individuals in the U.S.

It's Where You Work: Increases in Earnings Dispersion Across Establishments and Individuals in the U.S.

Firm productivity growth and skill

Impact of External Business Environment on Training in Nurses at a Referral Hospital in Kenya

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