{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/85671"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/85671","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Three Essays in Personnel Economics","abstract":"\"It is widely believed that the U.S. has entered a period of widespread corporate \"\"downsizing\"\" in which firms lay off workers---often well-educated workers with high tenure---to an extent far greater than in the past. Recent empirical studies have lent some support to this belief. I argue that this phenomenon can be understood in light of Lazear's theory. The fact that Lazear contracts are no longer being written with young workers has important implications for high tenure (overpaid) workers who are party to Lazear contracts. If firms are no longer writing Lazear contracts with young workers, then they need no longer be concerned with their reputations for trustworthiness and are free to renege on their obligations to high tenure workers by laying them off. I test for this reneging using a sample of high tenure workers from the Displaced Worker Supplement to the Current Population Survey. I find that in the early years of the sample, workers who are more likely to be party to Lazear contracts are less likely to be laid off. By the end of the sample this is no longer the case. This is consistent with the claim that in recent years firms have been reneging on their implicit contracts with high tenure workers.\"","abstract_html":""It is widely believed that the U.S. has entered a period of widespread corporate ""downsizing"" in which firms lay off workers---often well-educated workers with high tenure---to an extent far greater than in the past. Recent empirical studies have lent some support to this belief. I argue that this phenomenon can be understood in light of Lazear's theory. The fact that Lazear contracts are no longer being written with young workers has important implications for high tenure (overpaid) workers who are party to Lazear contracts. If firms are no longer writing Lazear contracts with young workers, then they need no longer be concerned with their reputations for trustworthiness and are free to renege on their obligations to high tenure workers by laying them off. I test for this reneging using a sample of high tenure workers from the Displaced Worker Supplement to the Current Population Survey. I find that in the early years of the sample, workers who are more likely to be party to Lazear contracts are less likely to be laid off. By the end of the sample this is no longer the case. This is consistent with the claim that in recent years firms have been reneging on their implicit contracts with high tenure workers."","abstract_has_math":false,"creators":["Balan, David Jonathan"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Economics","degree_department":null,"school":null,"contributors":["Lee Alston"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2015,"date_issued":"2015-09-25T22:47:53Z","date_published":"2015-09-25T22:47:53Z","updated_at":"2026-07-22T22:26:25Z","subjects":["Economics, Labor"],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["(MiAaPQ)AAI9989938"],"render_values":[{"text":"(MiAaPQ)AAI9989938","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/85671","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Lee Alston"]},{"key":"dc:creator","label":"Author","values":["Balan, David Jonathan"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2015-09-25T22:47:53Z","10000-01-01","2000"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Economics"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Economics, Labor"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/85671","(MiAaPQ)AAI9989938"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["\"It is widely believed that the U.S. has entered a period of widespread corporate \"\"downsizing\"\" in which firms lay off workers---often well-educated workers with high tenure---to an extent far greater than in the past. Recent empirical studies have lent some support to this belief. I argue that this phenomenon can be understood in light of Lazear's theory. The fact that Lazear contracts are no longer being written with young workers has important implications for high tenure (overpaid) workers who are party to Lazear contracts. If firms are no longer writing Lazear contracts with young workers, then they need no longer be concerned with their reputations for trustworthiness and are free to renege on their obligations to high tenure workers by laying them off. I test for this reneging using a sample of high tenure workers from the Displaced Worker Supplement to the Current Population Survey. I find that in the early years of the sample, workers who are more likely to be party to Lazear contracts are less likely to be laid off. By the end of the sample this is no longer the case. 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Recent empirical studies have lent some support to this belief. I argue that this phenomenon can be understood in light of Lazear's theory. The fact that Lazear contracts are no longer being written with young workers has important implications for high tenure (overpaid) workers who are party to Lazear contracts. If firms are no longer writing Lazear contracts with young workers, then they need no longer be concerned with their reputations for trustworthiness and are free to renege on their obligations to high tenure workers by laying them off. I test for this reneging using a sample of high tenure workers from the Displaced Worker Supplement to the Current Population Survey. I find that in the early years of the sample, workers who are more likely to be party to Lazear contracts are less likely to be laid off. By the end of the sample this is no longer the case. 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