Microcredit programs are of great interest to economists and policymakers because of their potential for reducing poverty, particularly among women. The first chapter mainly investigates the effectiveness aspect of microcredit programs. Using program evaluation methods, we find significant improvement in women's economic condition after participating in these programs. This study also corrects for the self-selection bias that might arise due to the fact that women decide on whether to participate in the programs or not. The second chapter studies the determinants of women's economic performance in microcredit programs. These determinants are in the form of different types of characteristics of women: their own characteristics, such as age or schooling or the characteristics of the household or village they live in. One obstacle to measure the effect of observed characteristics is the problem of omitted variable bias, typically caused by unavailability of data on unobserved ability of individuals. In the absence of suitable instruments, this study finds information about unobserved ability from the marriage market. It is found that incorporating estimates of women's unobserved characteristics significantly changes the estimated effect of women's observed characteristics and substantially removes the omitted variable bias. Microcredit programs originated from Bangladesh and now three major microcredit programs are operating: Grameen Bank, BRAC and RD-12. The third chapter investigates how these different microcredit programs have been performing relative to each other. Using similar program evaluation technique as in chapter 1, we measure program impact on women's economic welfare for these programs separately. We find that BRAC outperforms Grameen Bank and RD-12 significantly. This result is interesting since it contradicts the popular notion that Grameen Bank is the most successful microcredit program. This study also tries to find the determinants of economic success of women participating in these programs, separately for each program. These results provide more insights into different aspects of microcredit program. / Ph. D.

In this thesis the positive relationship between firm size and wages is investigated through the application of hierarchy theories. Many different explanations have been proposed for this relationship, but have met only limited success at best. The strongest finding to date is that unobserved ability is a significant factor. The question of interest here is ???why do wages increase as the size firm increases???? Hierarchy theories take a different approach towards the analysis of firms in comparison to the alternate theories which have dominated previous investigations. As a result of their focus on the organisational relationships within a firm???s internal structure, hierarchy theories offer certain insights to the size-wage relationship which to date have been unnoticed. An empirical investigation into the size-wage differential incorporating structural considerations into an augmented wage equation offers strong support for the propositions of hierarchy theories. I find that half of the firm size effect for workers can be explained by controlling for some aspects of management structure, and that span of control has a discontinuous effect on wages. These results are completely consistent with the existing findings on unobserved ability and have the added attraction of providing economic as well as statistical explanatory power.

In this thesis the positive relationship between firm size and wages is investigated through the application of hierarchy theories. Many different explanations have been proposed for this relationship, but have met only limited success at best. The strongest finding to date is that unobserved ability is a significant factor. The question of interest here is ???why do wages increase as the size firm increases???? Hierarchy theories take a different approach towards the analysis of firms in comparison to the alternate theories which have dominated previous investigations. As a result of their focus on the organisational relationships within a firm???s internal structure, hierarchy theories offer certain insights to the size-wage relationship which to date have been unnoticed. An empirical investigation into the size-wage differential incorporating structural considerations into an augmented wage equation offers strong support for the propositions of hierarchy theories. I find that half of the firm size effect for workers can be explained by controlling for some aspects of management structure, and that span of control has a discontinuous effect on wages. These results are completely consistent with the existing findings on unobserved ability and have the added attraction of providing economic as well as statistical explanatory power.

This thesis examines inter-industry wage differentials in the Czech Republic, using the European Union - Statistics on Income and Living (EU-SILC 2009) survey as our primary data source. Findings show that even after controlling for large number of workers and jobs characteristics wage differences based on industry affiliation still persist. The variation of the inter-industry wage differentials amounts to approximately 5 percent with the maximum wage level difference of 25 percent between the financial sector and agriculture. By applying two distinct methodologies we tested the hypothesis that the inter-industry wage differentials are actually caused by higher concentration of workers with better unmeasured abilities in higher-paying industries. Neither of the two methods rejected the unobserved ability hypothesis. Finally, our analysis also shows that the inter-industry wage differentials can be to a certain extent attributed to rent-sharing and different labour turnover costs across sectors.