This dissertation consists of three essays related to the effects of welfare reform on the intergenerational transmission of welfare participation as well as effects on labor supply and childcare arrangements. States implemented welfare reform at different times from 1992 to 1996, and these policies notably introduced work requirements and other restrictions intended to limit dependency of needy families. One mechanism reforms were intended to address was childhood exposure to a "culture" of ongoing welfare receipt. In Essay 1, I estimate the effect of reform on the transmission of welfare participation for 2961 mother-daughter pairs in the Panel Study of Income Dynamics (PSID) over the period 1968-2013. I find that a mother's welfare participation increased her daughter's odds of participation as an adult by roughly 30 percentage points, but that welfare reform attenuated this transmission by at least 50 percent, or at least 30 percent over the baseline odds of participation. While I find comparable-sized transmission patterns in daughters' adult use of the broader safety net and other outcomes such as educational attainment and income, there is no diminution of transmission after welfare reform. In Essay 2, I estimate behavioral labor supply responses to reforms using experimental data from Connecticut's Jobs First welfare waiver program in 1996. Recent studies have used a distributional analysis of Jobs First suggesting evidence that some individuals reduce hours in order to opt into welfare, an example of behavioral-induced participation. However, estimates obtained by a semi-parametric panel quantile estimator allowing women to vary arbitrarily in preferences and welfare participation costs indicate no evidence of behavioral-induced participation. These findings show that a welfare program imposes an estimated cost up to 10 percent of quarterly earnings, and these costs can be heterogeneous throughout the conditional earnings distribution. Lastly, in Essay 3, I return to PSID data to examine the relationship between welfare spending on childcare assistance and the care arrangements chosen by low-income families. Experimental evidence has shown that formal child care can result in long-term socioeconomic gains for disadvantaged children, and work requirements after welfare reform have necessitated increased demand for child care among single mothers. I find that an increase of a thousand dollars in state-level childcare assistance per child in poverty increases the probability of formal care among low-earnings single-mother families by about 27 to 30 percentage points. When public assistance makes child care more affordable, families within the target population reveal a higher preference for formal care relative to informal, which may be related to perceived quality improvements for child enrichment and development.

Unemployment is one of the greatest and most complex challenges facing South Africa. Just like most developing countries, South Africa has been using the fiscal policy framework as a tool to alleviate the high rates of unemployment. This study examined the impact of fiscal policy on unemployment in South Africa. The study used annual time series data for the period 1980 to 2010. A vector error correction model was used to determine the effects of fiscal policy aggregates on unemployment in South Africa. The fiscal policy aggregates considered in this study were government investment expenditure, government consumption expenditure and tax. Results from this study revealed that government consumption expenditure and tax have a positive impact on unemployment while government investment expenditure negatively affects unemployment in South Africa. Policy recommendations were made using these results.

This essay studies wage differentials between foreign born and native players in Swedish soccer. For this essay, panel data for the years 2001-2015 on all clubs and players in top Swedish soccer leagues Allvenskan and Superettan have been collected. The data is examined by applying a market-test approach to test for any significant wage differentials. The results show that foreign born players earn a significant salary premium compared to native players of similar productivity. There is no evidence of salary or fan discrimination against foreign born players. Results can be explained by market imperfections and/or risk-seeking behavior from team managers although this could be further investigated in future studies.

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As of 2015, public opinion of the ethical and honesty standards of labor union leaders was low, with 36% of the public reporting a low or very low rating, and only 18% reporting high or very high ratings. Grounded in leadership behavioral theory, the purpose of this correlation study was to examine the relationship between union members' perceptions of union leadership consideration, union members' perceptions of leadership initiation of structure, and union members' perceptions of leadership trust. Forty-four union members completed a brief demographic survey, the Leader Behavior Description Questionnaire XII, and the Trust and Employee Satisfaction Survey. The results of simultaneous linear regression indicated that model as a whole was able to significantly predict union members' perceptions of leadership trust, F(2,41) = 10.40, p < .001, R2 = .30. Leadership consideration was the only significantly predictor of union members' perceptions of leadership trust (β = .62, t = 3.23, p = .002). The results may have significance for social change; union leaders can implement leadership consideration to improve the trust levels of members towards union leaders. Further social change implications include the potential to increase union membership. Moreover, society benefits when strong labor unions can provide a pathway to checks and balances that subsequently may improve employees working conditions, worker's pay, local economy, and produce higher quality goods and services.

Employee turnover is a global problem with adverse effects on financial performance and sustainability of organizations. In the hospitality industry, employee turnover levels increased to 58.8%, and the associated cost of turnover may be more than 100% of an employee's yearly wage, with a total loss of over $25 billion a year. The purpose of this single case study was to explore strategies used by hospitality leaders in the southeastern United States to reduce employee turnover. The conceptual framework was the transformational leadership theory. Purposeful selection of participants included leaders with experience in developing and implementing strategies for reducing employee turnover. Data collection included face-to-face semistructured interviews with 8 organizational leaders and a review of declassified organizational documents. Data analysis included inductive coding and calculation of code frequency. Results indicated 3 themes: effective hiring process reduced employee turnover, supportive leadership decreased employee turnover, and continuous training and development reduced employee turnover. Reduced employee turnover may contribute to positive social change by saving organizations time, efforts, and resources, which organizational leaders may use to sustain growth and profitability and to improve the lives of their employees, their employees' families, and the communities in which they operate.

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This thesis consists of three essays that explore incentives and disincentives in the U.S. social safety net. In the first essay, my coauthors and I measure the size and impact of U.S. marriage taxation. Our marriage tax measure incorporates all major federal and state taxes and transfer programs. The measure is calculated as the expected percentage loss in lifetime spending from marriage, controlling for partner choice. We find an average marriage tax of 2.69 percent that is substantially higher for low-income individuals. Exploiting state-level variation, we find that the marriage taxes strongly disincentivize marriage. Among females with children, a one percentage point increase in the marriage tax rate decreases the probability of marrying by 3.69 percentage points. The second essay evaluates the effects of free pre-kindergarten (Pre-K) programs on maternal labor force participation (LFP). Pre-K rules vary across U.S. states, and most states have income eligibility requirements. To estimate the causal effects of access to Pre-K on labor supply, we examine the change in the LFP of mothers whose child becomes age-eligible for Pre-K controlling for individual factors. We find that access to Pre-K increases overall maternal LFP by 2.3 percentage points. However, the effect is significant only for mothers with certain demographic characteristics. Our results are robust across a series of placebo tests and alternative specifications and sample restrictions. In the third essay I estimate how the Affordable Care Act (ACA) changed the returns to work and affected labor supply decisions. First, I identify three natural experiments where the ACA changed work incentives. I find that depending on the experiment and affected population, the ACA changed weekly hours worked by between -3 and +2. Next, I use an exogenous shock to effective marginal tax rates (EMTRs) introduced by the ACA as an instrument to estimate the overall labor supply elasticity. I find it to be 0.1. Using this elasticity, I estimate the aggregate effect of the ACA on work effort. I find that, in the aggregate, the ACA did not affect US labor supply. However, for some groups the effect was economically and statistically significant.

More than one-third of US-listed companies had all-male corporate boards in 2015. Quotas are discussed as policy levers to increase gender diversity, but there is much controversy whether they can increase female representation without harming organizational outcomes. Using the passage of a California law in 2018 that required the presence of at least one woman on corporate boards by the end of the following year, in the first chapter of my dissertation I estimate the effects of gender quotas on firm performance. I find the quota reduced the share of all-male boards by thirty percentage points within one year, with no reductions in operating performance, firm values, or shareholder returns within three years. These results question why all-male boards were prevalent prior to the legislation. I find that women directors are less likely to possess top-level experience and employment connections with corporate executives, which both appear as viable explanations. These findings provide insight on why women continue to lack representation in corporate leadership. Non-compete agreements are provisions within employment contracts that prevent workers from joining competing firms. They are prevalent in the US workforce, with 38% of workers having signed such clauses at some point in their careers. Despite their vast usage, there is limited research on the incentives for workers and firms to use non-compete agreements. In the second chapter, we show that non-compete agreements can create one market failure – inefficient lack of job separation – while mitigating a separate market failure – inefficient provision of industry-specific investment by firms. The model yields the predictions that (i) non-compete agreements are more likely to be used in industries where employer training is more "general" and (ii) non-compete signers have longer job tenures and receive more firm-provided investment relative to similar workers without non-compete agreements. Using newly-released panel data on the usage of non-compete agreements from the NLSY97, we confirm the model's predictions. Non-compete signers are more concentrated in knowledge-intensive industries and remain with their employers for 3 more months than individuals without such agreements. Non-compete signers also receive more employer-provided investment, but do not experience higher wage growth. Non-compete agreements are provisions within employment contracts that prevent workers from joining competing firms. In the third chapter, using the Current Population Survey, 18 state-level non-compete policy changes between 1992-2014, and hand-collected data on workers exempt from non-compete enforcement, I study the effects of non-compete regulation on labor market outcomes using a triple-differences research design. I find that a standard deviation increase in non-compete enforcement raises hourly wages by 3-7%, with larger gains for job leavers than job stayers. Non-compete enforcement is not associated with job mobility, unemployment, or labor force participation decisions. The findings are interpreted through the lens of an incomplete contracting model. Under the model’s assumptions, non-compete agreements mitigate the market failure of underprovided firm-sponsored general training, thus increasing the worker’s productivity. The extent to which the worker is compensated for this increase in productivity depends on labor market competition at the time of contracting. The fact that increased enforcement raises the wages of job leavers more than job stayers is consistent with the model’s predictions.

The primary focus of this thesis is on the causes and macroeconomic implications of inequality. The first two chapters of this thesis concern firm size (measured by sales) inequality. The rise in inequality in the upper tail of firm size distribution has important macroeconomic implications on the product market, the labor market and aggregate productivity growth. In Chapter 1, I seek to understand how acquisition and innovation drive the rise in the upper tail firm size inequality. This question is motivated by the fact that as top firms pull increasingly farther from the rest of the firms, they did not grow into superstar firms on their own. I construct a new dataset to track the dynamic ownership of firms and their patents to identify the mechanisms through which acquisitions drive the growth of the acquiring firms via innovation. I then examine the implications of these innovation mechanisms on upper tail firm size inequality — in terms of both stationary distribution and transition dynamics — using a range of firm random growth models. In chapter 2, I study what do changes in top sales shares signal about changes in large firm dynamics. I use an accounting decomposition to identify two sources of top sales shares growth: (i) incumbent top firms grow bigger; (ii) new top firms replace old top firms. I then build a continuous-time random growth model to infer the growth dynamics of firms at the upper tail of firm size distribution. In Chapter 3, in collaboration with Tam Mai, Istudy the implications of occupational and regional inequality on the labor market after the breakout of the COVID-19 pandemic.