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Dismissals and Match-Specific Rents

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Author Info

  • Dan A. Black

    (University of Kentucky)

  • Mark A. Loewenstein

    (Bureau of Labor Statistics)

Abstract

Labor contracts that result in dismissals are quite common in the real world. The question that arises is why employers do not just offer reduced wages instead of asking workers with low realized productivity to leave. This paper argues that such behavior can be explained by workers' understandable unwillingness to agree to contracts that an employer will not have an incentive to honor in the future. Specifically, we construct a matching model in which the employer and the worker are both uncertain about the value the other places on the match. Because the worker's match-specific productivity is the employer's private information, a commitment to pay a wage equal to the worker's value of marginal product is not enforceable. In the absence of a wage guarantee, the employer will offer retained workers wages below their value of marginal product, which causes quits to be inefficiently high. The employer can reduce quits by contractually promising a guaranteed wage to retained workers. Although this will lead to some involuntary dismissals, the loss from dismissals will be less than the gain from lower quits if the wage guarantee is not too high.

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Bibliographic Info

Paper provided by EconWPA in its series Labor and Demography with number 9604002.

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Length: 26 pages
Date of creation: 03 Apr 1996
Date of revision:
Handle: RePEc:wpa:wuwpla:9604002

Note: Type of Document - Binary Word for Windows (V6.0) Document; prepared on IBM PC compatible; to print on HP LaserJet III; pages: 26
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Web page: http://128.118.178.162

Related research

Keywords: Job matching; contracts; turnover; dismissals; wage rigidity;

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References

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  1. W. Bentley MacLeod & James M. Malcomson, 1986. "Implicit Contracts, Incentive Compatibility, and Involuntary Unemployment," Working Papers 585, Queen's University, Department of Economics.
  2. Carmichael, H Lorne, 1989. "Self-Enforcing Contracts, Shirking, and Life Cycle Incentives," Journal of Economic Perspectives, American Economic Association, vol. 3(4), pages 65-83, Fall.
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  6. Dan A. Black & Mark A. Loewenstein, 1996. "Dismissals and Match-Specific Rents," Labor and Demography 9604002, EconWPA.
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  25. Samuelson, William F, 1984. "Bargaining under Asymmetric Information," Econometrica, Econometric Society, vol. 52(4), pages 995-1005, July.
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Citations

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Cited by:
  1. Smits,W, 2002. "Occupation Specific or Generic Skills? Conflicting Interests of Firms and Apprentices," ROA Research Memorandum 001, Maastricht University, Research Centre for Education and the Labour Market (ROA).
  2. Smits, W., 2007. "Industry-specific or generic skills? Conflicting interests of firms and workers," Labour Economics, Elsevier, vol. 14(3), pages 653-663, June.
  3. Black, Dan A. & Loewenstein, Mark A., 1997. "Dismissals and match-specific rents," Labour Economics, Elsevier, vol. 4(4), pages 325-340, December.

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