Elena Simintzi

Wage Inequality and Firm Growth

We examine how within-firm skill premia – wage differentials associated with jobs involving different skill requirements – vary both across firms and over time. Our firm-level results mirror patterns found in aggregate wage trends, except that we find them with regard to increases in firm size. In particular, we find that wage differentials between high- and either medium- or low-skill jobs increase with firm size, while those between medium- and low-skill jobs are either invariant to firm size or, if anything, slightly decreasing. We find the same pattern within firms over time, suggesting that rising wage inequality – even nuanced patterns, such as divergent trends in upper- and lower-tail inequality – may be related to firm growth. We explore two possible channels: i) wages associated with “routine�? job tasks are relatively lower in larger firms due to a higher degree of automation in these firms, and ii) larger firms pay relatively lower entry-level managerial wages in return for providing better career opportunities. Lastly, we document a strong and positive relation between within-country variation in firm growth and rising wage inequality for a broad set of developed countries. In fact, our results suggest that part of what may be perceived as a global trend toward more wage inequality may be driven by an increase in employment by the largest firms in the economy.

Within-Firm Pay Inequality

Financial regulators and investors alike have expressed concerns about high pay inequality within firms. This study examines how within-firm pay inequality varies across firms, how it relates to firms’ operating performance and valuations, and whether it is priced by the market. Using a proprietary data set of public and private firms in the UK, we find that pay disparities between top-level jobs – those where managerial skills and responsibility are most important – and bottom-level jobs are increasing in firm size. By contrast, pay differentials between jobs involving either no or only little managerial responsibility are invariant to firm size. Moreover, firms with higher within-firm pay inequality have better operating performance, higher Tobin’s Q, and higher equity returns. Our results support the notion that high pay disparities within firms are a reflection of better managerial talent.

Wages and Firm Performance: Evidence from the 2008 Financial Crisis

We examine the effect of higher wages on firm performance during the 2008 financial crisis. Our sample includes UK firms which signed long-term wage agreements with their employees before September 2008, thereby giving pay raises. Firms covered by binding agreements which extend deep in the crisis paid higher wages but also realized greater ex-post performance measured by sales, sales per employee, profits and market shares, as compared to control firms with agreements overlapping modestly with the crisis. Several robustness tests, including an IV estimation, suggest our results are not driven by factors associated with the timing of the long-term agreement.

Labor-induced Technological Change: Evidence from Doing Business in China

We study how the change in the price of labor affects the direction of technological change using a novel measure decomposing innovations into products (new goods) and processes (lower production costs). Using the 1999 U.S.-China agreement as a shock that lowered effective labor cost, we find that U.S. firms operating in China decrease their share of process innovations by 9% and that this adjustment is driven by lower process innovation. We obtain the same results using a staggered loosening of restrictions on foreign ownership across industries in China over 1995-2012. This suggests that cheap abundant labor substitutes for labor-saving innovation.We study how the change in the price of labor affects the direction of technological change using a novel measure decomposing innovations into products (new goods) and processes (lower production costs). Using the 1999 U.S.-China agreement as a shock that lowered effective labor cost, we find that U.S. firms operating in China decrease their share of process innovations by 9% and that this adjustment is driven by lower process innovation. We obtain the same results using a staggered loosening of restrictions on foreign ownership across industries in China over 1995-2012. This suggests that cheap abundant labor substitutes for labor-saving innovation.

Patent Trolls and Small Business Employment

We analyze how frivolous patent-infringement claims made by “patent trolls” affect small firms’ ability to create jobs, raise capital, and survive. Our identification strategy exploits the staggered passage of anti-patent-troll laws at the state level. We find that the passage of this legislation leads to a 1.8% increase in employment at small firms in high-tech industries, which are a frequent target of patent trolls. By contrast, the laws have no significant impact on employment at larger or non high-tech firms. Anti-troll legislation is also associated with fewer business bankruptcies. Financing appears to be a key channel driving our findings: in states with an already established VC presence, the passage of anti-troll laws leads to a 19% increase in the number of firms receiving VC funding. Consistent with this financing channel, we find that the effect of patent laws on employment is driven by states with above-median VC presence. Our findings suggest that measures aimed at curbing the recent explosion in patent litigation may play an important role in reducing both real and financing frictions faced by small businesses.

Is Cash Still King: Why Firms Offer Non-Wage Compensation and the Implications for Shareholder Value

Why do firms offer non-wage compensation instead of the equivalent amount in financial compensation? We argue that firms use non-wage benefits, specifically maternity leave, to efficiently target workers with desirable characteristics. Using Glassdoor data, we show that firms offer higher quality maternity benefits in industries and locations where female talent is relatively scarce -- a relationship robust to an instrumental variable analysis. Second, using plausibly exogenous variation in the timing of government policy, we show that these benefits can increase firm value. Third, we document novel stylized facts about non-wage benefits and how they are correlated with firm characteristics.Over the past 40 years, the share of non-wage benefits in employee compensation grew from 5% to 30%. Using disaggregated data from Glassdoor, we first document a series of stylized facts about the availability of non-wage benefits and how these benefits are correlated with firm characteristics. We subsequently test three non-mutually exclusive hypotheses explaining the cross-section of non-wage benefits: (i) tax advantages, (ii) attracting and retaining specific employee groups, and (iii) mitigating the disutility of work. We find empirical evidence in support of all three hypotheses. Moreover, firms with higher rated benefits exhibit larger ex-post equity returns, suggesting that differences in non-cash types of compensation are not fully priced by the market. Affiliations: †Kenan-Flagler Business School, University of North Carolina; ‡Department of Economics, Department of Management Science & Engineering, Stanford University; ∗Sauder School of Business, University of British Columbia. E-mails: timjliu@kenan-flagler.unc.edu, cmakridi@stanford.edu, paige_ouimet@unc.edu, elena.simintzi@sauder.ubc.ca. Acknowledgments: We would like to thank Andrew Chamberlain and Glassdoor for their help with the data.

Mergers and Acquisitions, Technological Change and Inequality

This paper documents important shifts in the occupational composition of industries following high merger and acquisition (M&A) activity as well as accompanying increases in mean wages and wage inequality. We propose mergers and acquisitions act as a catalyst for skill-biased and routine-biased technological change. We argue that due to an increase in scale, improved efficiency or lower financial constraints, M&As facilitate technology adoption and automation, disproportionately increasing the productivity of high-skill workers and enabling the displacement of occupations involved in routine-tasks, typically mid-income occupations. An increase in M&A intensity of 10% is associated with a 24% (27%) reduction in industry (local labor market) routine share intensity and an eight (sixteen) percentage point increase in the share of high skill workers. These results have important implications on wage inequality: An increase in M&A activity by 10% is associated with a 24% (43%) increase in the mean industry (local labor market) hourly wage and an 20% (48%) increase in industry (local labor market) wage polarization. Our results are robust to several robustness tests which further support the notion that firm reorganizations through M&As are a first-order driving force of job polarization and inequality.