Stanford University and National Bureau of Economic Research, USA, and IZA, Germany
IZA World of Labor role
Subject Editor, Author
Ernest C. Arbuckle Professor of Economics, Graduate School of Business, Stanford University
Labor economics, personnel economics
Positions/functions as a policy advisor
Council of Economic Advisors, Executive Office of the President, Member (Senate confirmed, June 2000) 1999-2001
Professor of Economics, Carnegie Mellon University
PhD Economics, Harvard University, 1981
“The Value of Bosses.” Journal of Labor Economics (Forthcoming) (with E. Lazear and C. Stanton).
“How Does Information Technology affect Productivity? Plant-Level Comparisons of Product Innovation, Process Improvement and Worker Skills.” Quarterly Journal of Economics 122:4 (2007): 1721-1758 (with A. Bartel and C. Ichniowski).
“Personnel Economics: The Economist’s View of Human Resources.” Journal of Economic Perspectives 21:4 (2007): 91-114 (with E. Lazear).
“The Effects of Human Resource Management Practices on Productivity.” American Economic Review 86 (1997): 291-313 (with C. Ichniowski and G. Prennushi).
“The Dynamics of Franchise Contracting: Evidence from Panel Data.” Journal of Political Economy 107 (1999): 1041-1080 (with F. Lafontaine).
What evidence exists on whether bad bosses damage workers’ performance, or good bosses enhance it?Kathryn L. Shaw, January 2019A good boss can have a substantial positive effect on the productivity of a typical worker. While much has been written about the peer effects of working with good peers, the effects of working with good bosses appear much more substantial. A good boss can enhance the performance of their employees and can lower the quit rate. This may also be relevant in situations where it is challenging to employ incentive pay structures, such as when quality is difficult to observe. As such, firms should invest sufficiently in the hiring of good bosses with skills that are appropriate to their role.MoreLess