I develop measures of firm-level pay disparity and examine the relation between these measures and firm accounting performance. Using comprehensive compensation data for a large sample of firms in the S&P 1,500, I do not find a statistically significant relation between the ratio of CEO-to-mean employee compensation and accounting performance. I next create empirical models that allow me to separate the components of CEO and employee compensation explained by economic factors from those that are not, and use them to estimate explained and unexplained pay disparity. After validating my estimate of unexplained pay disparity as a proxy for pay fairness by documenting that it is negatively related to measures of employee satisfaction, I find robust evidence of a negative (positive) relation between unexplained (explained) pay disparity and future firm performance. Additional tests show that the negative relation between unexplained disparity and firm performance is driven by firms where both the CEO is overpaid and employees are underpaid, and is more pronounced for firms with weak corporate governance and those where employee turnover is more prevalent and more likely. These results provide support for the predictions of several theories on the relation between pay disparity and firm performance, and offer a roadmap for investors to interpret the CEO-to-median-employee pay ratio that publicly traded firms must disclose beginning in 2018.

I model a hiring process in which a candidate is evaluated sequentially by two agents of a firm. Each agent observes an independent signal of the candidate's productivity. I show that if the second agent values a non-productive attribute of a given candidate, that candidate may be less likely to be hired than a candidate lacking the preferred non-productive attribute due to the first agent adjusting their own quality threshold to compensate. I go on to empirically explore the behavior of prisoners in Oregon based on exogenous shocks to the status quo. These shocks include changes in the generosity of sentence reductions available to certain prisoners and the implementation of a variety of policies that have made it less costly for prisoners to communicate with the outside world. I find that prisoners respond to behavioral reviews with improved behavior on the days immediately before and after a review, but increasing available sentence reductions awarded for good behavior does not reduce misconduct rates among inmates. Furthermore, I find that increasing the ability of prisoners to communicate with friends and family using technology has not led to the decrease in in-person visitation that many have predicted. Instead, total communication seems to have increased in Oregon prisons. Given the extensive literature that suggests increased communication with the outside world reduces a prisoner's likelihood of recidivating, this result may indicate that introducing communication technology and making it more affordable may be a cost effective policy to prevent future crimes. This dissertation includes unpublished co-authored material.

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To compete with larger, more efficient dairy farms, build resilience against increasingly volatile milk prices, and increase farm income, farms in traditional dairy states such as New York, Wisconsin, and Vermont, have been forced to expand their herds and increase production. Many dairy farmers do not have formal training in human resources management, and find the transition to a larger, non-family workforce to be challenging. In addition, farmers who have transitioned to a primarily Latinx workforce also face considerable cultural and language barriers. The quality of human resource management can have a significant impact on a farm business, and evidence suggests that intentional human resource management can result in healthier cows, higher profits, and lower employee turnover (Billikopf & Gonzalez, 2012; Erskine, Martinez, & Contreras, 2015; Stup, 2006). This thesis explores two essential components of human resource management on dairy farms: the employer-employee relationship, and the components of a competitive wage and non-wage benefit package. Both articles rely upon thirty surveys conducted in Addison County, Vermont, from December 2017 to January 2018. In the first article, using the qualitative data collected in the survey, I apply the concept of precarious employment to the employer-employee relationship on dairy farms in Addison County. Although I discover some evidence of precarity, I also find examples of worker control over working conditions, specifically regarding worker recruitment, termination, wage rates, and hours. In the second article, I use the quantitative data we collected regarding wages, and the estimates provided by farmers for the value of the non-wage benefits offered to employees, to outline the structure of a typical compensation package for Addison County dairy employees. I find that that more than half of employers provide Latinx employees with housing, utilities, internet, satellite TV, a bonus, transportation, farm products, and vacation time. In terms of non-wage benefits offered to U.S. workers, more than half of employers provide housing, utilities, a bonus, farm products, sick time, and vacation time. I also find that including the producer-estimated value of the typical non-wage benefits offered to employees, the median total hourly compensation for Latinx workers is $12.62. American dairy workers in Addison County earn a median total hourly compensation with a range of $21.32 to $24.02. I end with a discussion of the practical and theoretical implications of our research. I also include a few recommendations for future research.

Some business owners lack experience balancing corporate social responsibility (CSR) and shareholder profitability. Grounded in stakeholder theory, the purpose of this phenomenological study was to explore business owners' experiences regarding balancing corporate social responsibility of hiring ex-inmates and shareholder profitability. The target population included 20 business owners in Newark, New Jersey who integrated CSR as part of their firms' formal business plans, were committed to hiring ex-inmates, and feared the consequential loss of profit such engagement might incur. Data were collected using in-depth semistructured interviews and analyzed using the modified van Kaam method. Three prominent themes included social perceptions of ex-inmate integrity, impact of business sector on the feasibility of hiring ex-inmates, and responsibility to shareholders and customers as stakeholders. Employers, ex-inmates, and communities benefit from business leaders who implement programs that educate communities about the benefits of welcoming ex-inmates into the workforce. Members of communities can be informed by seminars, advertisements, and distribution of literature that ex-inmates who find employment are less likely to recidivate or become (along with their families) burdens on public resources. Employment is a means of reintegrating ex-inmates into society such that an assumed destructive enemy of the community is converted into a productive member of the society. Social implications include the potential to assist ex-inmates to search for employment, reduce the likelihood of ex-inmate recidivism and become resourceful to the community, assist employers to perform CSR, and take advantage of tax incentives.

This dissertation is an examination of trade effects on workers in textiles and apparels using aggregate, cross-sectional micro, and longitudinal data. In Chapter 2, the effects of import competition (measured as an index of import price) on employment and wages are measured using OLS and two stage least squares with aggregate industry level data. Results suggest that while import competition has had a negative effect on hours worked and employment in the apparel industry, the increase in import competition over the 1977-91 period has not been a primary cause of this decline. / Adjusted wage and relative earnings indices across industries and occupations are used to analyze wage changes in Chapter 3. Also included in the analysis of Chapter 3 are wage equation models that match aggregate import data by industry to the CPS data to determine the effect of increased import share on the wages of union and nonunion workers. Production workers in the textile and apparel industries currently earn approximately 22 percent and 8 percent less, respectively, than similarly skilled workers in other manufacturing industries. Relative earnings indices indicate that in the apparel industry this negative differential has grown. Textile wages, on the other hand, have started to close the wage gap with other manufacturing wages over the same period. / Longitudinal data, matched cohorts from the CPS outgoing rotational groups (ORG) and retrospective data from the Displaced Worker Surveys, are used in Chapter 4 to analyze workers entering and exiting the textile and apparel industries. Results from both the CPS ORG and the DWS suggest that most of the wage differential in textiles and apparel come from ability differences not captured in the standard levels regression. / The results in this dissertation provides evidence that workers in the textile and apparel industries are hired from a highly competitive labor market. While other factors have caused greater injury to workers, increased import competition has the expected results of decreasing employment, while having little effect on wages. Workers in the textile and apparel industries appear to earn competitive wages compared to workers elsewhere in manufacturing, when all available controls are included in the analysis. / Source: Dissertation Abstracts International, Volume: 56-08, Section: A, page: 3250. / Major Professor: Barry T. Hirsch. / Thesis (Ph.D.)--The Florida State University, 1995.

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商船是一個獨立自足、位移封閉、船員與職場緊密結合、職場規範國際化、陽剛精簡且價昂、爭議權運用受限、多國籍人員配置趨勢的工作環境，而生活於商船內的船員就具有生產無形服務、多樣技能體力、共險性、獨立且合作、無法迴避、無假日及期間性等勞動特性。船員的勞動特性與商船密切結合後產生的職業特質，對於船員的個別及集體勞動關係，大眾群體、家庭、同事等等社會關係有所以影響，而這些影響又與船員的勞動條件及就業穩定性有關，在現今本國船員勞動力共給不足的環境下值得吾人的關注。 海運先進的西方國家船東在競爭激烈的環境裡，為求降低用人成本、達成提昇競爭力的目的，紛紛以權宜船或第二船籍登記的方式，迴避本國較高的勞動條件規範及人事僱用成本，轉而僱用價廉、勞動給與較差的外國船員，而我國船員的勞力市場就在此時萌芽發展；隨著科技的進步，各國船東也以商船自動化、人員精簡的方式，達成降低用人成本的目的。由於船東將本求利的經營理念，刻意降低船員配置及勞動條件下，使得次標準船或非適航性商船大量的出現，導致商船海難事故發生頻繁，嚴重污染海洋生態與環境。此種情形造就了區域性港口國管制及國際運輸工人聯盟與其加盟工會的串聯活動。並以國際勞工組織及國際海事組織既有的公約、建議殊或決議案為依據，對於停泊港內的各國商船進行船員勞動條件的檢查。 現金規範我國船員勞動條件的《海商法》相當的簡陋，攸關船員工資、工時及休假的規範都未明訂，只能以港務局認可僱傭契約的方式，達成確保船員勞動權益的目的；但從船商的船員薪津設計安排，已經不符船員定期僱傭契約要求看來，港務局執行契約認可的成效有待商權。雖然船員也符合《勞動基準法》的適用範圍，但在特別法位階排除下，船員只能有條件的適用，無法彌補海法的不足，船員權益的保障有限。另一方面，中華海員總工會與全國船聯會在民國八十三年底簽訂完成國輪團體協約，海員總工會後續也與個別航商簽訂了類似協約，但上述的協約一直未獲勞委會的通過，無法對船員定期僱傭契約產生規範效力，有效提昇個別船員勞動權益。再加上船員離開商船隨即中斷契約效力，導致船員與航商的關係相當淡薄與疏離，造就船員工作無法安身立命、欠缺保障的職業印象。

Thesis (M. P. A.)--University of Hong Kong, 2007. / Title proper from title frame. Also available in printed format.