Internal Versus Market Pay References in Knowledge-Intensive Firms
References
- (2023) When should you adjust standard errors for clustering? Quart. J. Econom. 138(1):1–35.Crossref, Google Scholar
- (2011) Skills, tasks and technologies: Implications for employment and earnings. Card D, Ashenfelter O, eds. Handbook of Labor Economics, vol. 4B (Elsevier, Amsterdam), 1043–1171.Google Scholar
- (1963) Towards an understanding of inequity. J. Abnormal Psych. 67(5):422–436.Crossref, Google Scholar
- (1995) Interdepartmental interdependence and coordination: The case of the design/manufacturing interface. Organ. Sci. 6(2):147–167.Link, Google Scholar
- (1972) Production, information costs, and economic organization. Amer. Econom. Rev. 62(5):777–795.Google Scholar
- (2020) The organizational reproduction of inequality. Acad. Management Ann. 14(1):195–230.Crossref, Google Scholar
- (2021) Knowledge spillovers and corporate investment in scientific research. Amer. Econom. Rev. 111(3):871–898.Crossref, Google Scholar
- (1974) The Limits of Organization (W.W. Norton & Company, New York).Google Scholar
- Autor DH, Levy F, Murnane RJ (2003) The skill content of recent technological change: An empirical exploration. Quart. J. Econom. 118(4):1279–1333.Google Scholar
- (2022) Labor market concentration. J. Human Resources 57(S):S167–S199.Crossref, Google Scholar
- (2020) Concentration in US labor markets: Evidence from online vacancy data. Labour Econom. 66:101886.Crossref, Google Scholar
- (2011) Incentives and creativity: Evidence from the academic life sciences. RAND J. Econom. 42(3):527–554.Crossref, Google Scholar
- (2000) Design Rules, Volume 1: The Power of Modularity (MIT Press, Cambridge, MA).Crossref, Google Scholar
- (1938) The Functions of the Executive (Harvard University Press, Cambridge, MA).Google Scholar
- (2016) It’s where you work: Increases in earnings dispersion across establishments and individuals in the United States. J. Labor Econom. 34(S2):S67–S97.Crossref, Google Scholar
- (2011) Paying more to get less: The effects of external hiring versus internal mobility. Admin. Sci. Quart. 56(3):369–407.Crossref, Google Scholar
- (2014) Within or without? How firms combine internal and external labor markets to fill jobs. Acad. Management J. 57(4):1035–1055.Crossref, Google Scholar
- (2013) The employment relationship and inequality: How and why changes in employment practices are reshaping rewards in organizations. Acad. Management Ann. 7(1):61–121.Crossref, Google Scholar
- (2008) Does the use of peer groups contribute to higher pay and less efficient compensation? J. Financial Econom. 90(2):152–168.Crossref, Google Scholar
- (2007) Opportunity counts: Teams and the effectiveness of production incentives. J. Labor Econom. 25(4):613–650.Crossref, Google Scholar
- (1999) The New Deal at Work: Managing the Market-Driven Workforce, 1st ed. (Harvard Business School Press, Boston).Google Scholar
- (2022) Who set your wage? Amer. Econom. Rev. 112(4):1075–1090.Crossref, Google Scholar
- (2018) Firms and labor market inequality: Evidence and some theory. J. Labor Econom. 36(S1):S13–S70.Crossref, Google Scholar
- (2012) Heterogeneity in turnover: The effect of relative compensation dispersion of firms on the mobility and entrepreneurship of extreme performers. Strategic Management J. 33(12):1411–1430.Crossref, Google Scholar
- Cengiz D, Dube A, Lindner A, Zipperer B (2019) The effect of minimum wages on low-wage jobs. Quart. J. Econom. 134(3):1405–1454.Google Scholar
- (2024) Data for labor market concentration using Lightcast (formerly Burning Glass Technologies). Mendeley Data Version 2 URL https://data.mendeley.com/datasets/45r6ps4r68/1.Google Scholar
- (2016) How firms shape income inequality: Stakeholder power, executive decision making, and the structuring of employment relationships. Acad. Management Rev. 41(2):324–348.Crossref, Google Scholar
- (1997) Human assets and management dilemmas: Coping with hazards on the road to resource-based theory. Acad. Management Rev. 22(2):374–402.Crossref, Google Scholar
- (1999) When competitive advantage doesn’t lead to performance: The resource-based view and stakeholder bargaining power. Organ. Sci. 10(2):119–133.Link, Google Scholar
- (2017) The growing importance of social skills in the labor market. Quart. J. Econom. 132(4):1593–1640.Crossref, Google Scholar
- (2022) Four facts about human capital. J. Econom. Perspect. 36(3):75–102.Crossref, Google Scholar
- (2018) Skill requirements across firms and labor markets: Evidence from job postings for professionals. J. Labor Econom. 36(S1):S337–S369.Crossref, Google Scholar
- (2019) Who is screened out? Application costs and the targeting of disability programs. Amer. Econom. J. Econom. Policy 11(4):213–248.Crossref, Google Scholar
- (2013) Is pay for performance detrimental to innovation? Management Sci. 59(7):1496–1513.Link, Google Scholar
- (2012) The division of gains from complementarities in human-capital-intensive activity. Organ. Sci. 23(3):725–742.Link, Google Scholar
- (2004) Modularity and innovation in complex systems. Management Sci. 50(2):159–173.Link, Google Scholar
- (1954) A theory of social comparison processes. Human Relations 7(2):117–140.Crossref, Google Scholar
- (2017) A dynamic network measure of technological change. Management Sci. 63(3):791–817.Link, Google Scholar
- (2017) Pay harmony? Social comparison and performance compensation in multi-business firms. Organ. Sci. 28(1):39–55.Link, Google Scholar
- (2020) Competition and pay inequality within and between firms. Management Sci. 66(12):5925–5943.Link, Google Scholar
- (2023) The firm as a subsociety: Purpose, justice, and the theory of the firm. Organ. Sci. 34(5):1965–1980.Link, Google Scholar
- (1990) Organizational differences in managerial compensation and financial performance. Acad. Management J. 33(4):663–691.Crossref, Google Scholar
- (2008) Can they take it with them? The portability of star knowledge workers’ performance. Management Sci. 54(7):1213–1230.Link, Google Scholar
- (2003) Team incentives and worker heterogeneity: An empirical analysis of the impact of teams on productivity and participation. J. Political Econom. 111(3):465–497.Crossref, Google Scholar
- (1990) Architectural innovation: The reconfiguration of existing product technologies and the failure of established firms. Admin. Sci. Quart. 35(1):9–30.Crossref, Google Scholar
- (1994) Measuring competence? Exploring firm effects in pharmaceutical research. Strategic Management J. 15(S1):63–84.Crossref, Google Scholar
- (1982) Moral hazard in teams. Bell J. Econom. 13(2):324–340.Crossref, Google Scholar
- (1989) Agency costs and innovation. J. Econom. Behav. Organ. 12(3):305–327.Crossref, Google Scholar
- (1999) Managerial incentive problems: A dynamic perspective. Rev. Econom. Stud. 66(1):169–182.Crossref, Google Scholar
- (1995) Technology integration: Managing technological evolution in a complex environment. Res. Policy 24(4):521–542.Crossref, Google Scholar
- (1994) Integration and dynamic capability: Evidence from product development in automobiles and mainframe computers. Indust. Corporate Change 3(3):557–605.Crossref, Google Scholar
- (1991) Incentives to help in multi-agent situations. Econometrica 59(3):611–636.Crossref, Google Scholar
- (2024) Worker beliefs about outside options. Quart. J. Econom. 139(3):1505–1556.Crossref, Google Scholar
- (2018) Vertical and horizontal comparisons and mobility outcomes: Evidence from the Swedish microdata. Organ. Sci. 29(1):17–38.Link, Google Scholar
- (2015) Structural recombination and innovation: Unlocking intraorganizational knowledge synergy through structural change. Organ. Sci. 26(2):439–455.Link, Google Scholar
- (1992) Knowledge of the firm, combinative capabilities, and the replication of technology. Organ. Sci. 3(3):383–397.Link, Google Scholar
- (1996) What firms do? Coordination, identity, and learning. Organ. Sci. 7(5):502–518.Link, Google Scholar
- (2008) Integration through incentives within differentiated organizations. Organ. Sci. 19(6):860–875.Link, Google Scholar
- (2012) The psychological costs of pay-for-performance: Implications for the strategic compensation of employees. Strategic Management J. 33(10):1194–1214.Crossref, Google Scholar
- (1999) Integrating strategic, organizational, and human resource perspectives on mergers and acquisitions: A case survey of synergy realization. Organ. Sci. 10(1):1–26.Link, Google Scholar
- (1967) Differentiation and integration in complex organizations. Admin. Sci. Quart. 12(1):1–47.Crossref, Google Scholar
- (2004) Internal and external labor markets: A personnel economics approach. Labour Econom. 11(5):527–554.Crossref, Google Scholar
- (2007) Innovation and incentives: Evidence from corporate R&D. Rev. Econom. Statist. 89(4):634–644.Crossref, Google Scholar
- (2015) Advancing the human capital perspective on value creation by joining capabilities and governance approaches. Acad. Management Perspect. 29(3):296–308.Crossref, Google Scholar
- (2011) Motivating innovation. J. Finance 66(5):1823–1860.Crossref, Google Scholar
- (2015) Who captures the value created with human capital? A market-based view. Acad. Management Perspect. 29(3):309–325.Crossref, Google Scholar
- (1995) Technical dialog as an incentive for vertical integration in the semiconductor industry. Management Sci. 41(10):1624–1638.Link, Google Scholar
- (2024) Empirically exploring the veracity of the new stakeholder perspective in strategy: Documenting workforce rents. Strategic Management J. 45(10):2159–2188.Crossref, Google Scholar
- (2004) A knowledge-based theory of the firm—The problem-solving perspective. Organ. Sci. 15(6):617–632.Link, Google Scholar
- (2008) Envy, comparison costs, and the economic theory of the firm. Strategic Management J. 29(13):1429–1449.Crossref, Google Scholar
- (2017) Organization design, proximity, and productivity responses to upward social comparison. Organ. Sci. 28(1):1–18.Link, Google Scholar
- (2017) Intangible capital and the investment-q relation. J. Financial Econom. 123(2):251–272.Crossref, Google Scholar
- (1993) The effect of wage dispersion on satisfaction, productivity, and working collaboratively: Evidence from college and university faculty. Admin. Sci. Quart. 38(3):382–407.Crossref, Google Scholar
- (2020) How Apple is organized for innovation. Harvard Bus. Rev. 98(6):86–95.Google Scholar
- Selznick P (1948) Foundations of the theory of organization. Amer. Sociol. Rev. 13(1):25–35.Google Scholar
- (2005) Pay disparities within top management groups: Evidence of harmful effects on performance of high-technology firms. Organ. Sci. 16(3):259–274.Link, Google Scholar
- (1960) The New Science of Management Decision (American Psychological Association, Washington, DC).Crossref, Google Scholar
- (1991) Bounded rationality and organizational learning. Organ. Sci. 2(1):125–134.Link, Google Scholar
- (2005) Existing knowledge, knowledge creation capability, and the rate of new product introduction in high-technology firms. Acad. Management J. 48(2):346–357.Crossref, Google Scholar
- (2019) Firming up inequality. Quart. J. Econom. 134(1):1–50.Crossref, Google Scholar
- (2006) Overpaid CEOs and underpaid managers: Fairness and executive compensation. Organ. Sci. 17(5):527–544.Link, Google Scholar
- (2026) Within-firm pay inequality and productivity. Econom. J. ueag020.Google Scholar
- (2007) The increasing dominance of teams in production of knowledge. Science 316(5827):1036–1039.Crossref, Google Scholar
- (2013) Creating incentives for innovation? The relationship between pay dispersion in R&D groups and firm innovation performance. Strategic Management J. 34(12):1502–1511.Crossref, Google Scholar
- (1992) Why do employers only reward extreme performance? Examining the relationships among performance, pay, and turnover. Admin. Sci. Quart. 37(2):198–219.Crossref, Google Scholar
- (2004) Deliberate learning in corporate acquisitions: Post-acquisition strategies and integration capability in U.S. bank mergers. Strategic Management J. 25(13):1233–1256.Crossref, Google Scholar

