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    <title>EconStor Community: Leuphana Universität Lüneburg</title>
    <link>http://hdl.handle.net/10419/153</link>
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        <rdf:li resource="http://hdl.handle.net/10419/73184" />
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  <item rdf:about="http://hdl.handle.net/10419/73184">
    <title>Productivity and the product scope of multi-product firms: A test of Feenstra-Ma</title>
    <link>http://hdl.handle.net/10419/73184</link>
    <description>Title: Productivity and the product scope of multi-product firms: A test of Feenstra-Ma
&lt;br/&gt;
&lt;br/&gt;Authors: Raff, Horst; Wagner, Joachim
&lt;br/&gt;
&lt;br/&gt;Abstract: Feenstra and Ma (2008) develop a monopolistic competition model where firms choose their optimal product scope by balancing the profits from a new variety against the costs of cannibalizing sales of existing varieties. While more productive firms always have a higher market share, there is no monotonic relationship between firms' productivity level and their choices of product scope. In the model having a higher market share means that firms are hurt more by the cannibalization effect. Therefore, the incentive to add more products weakens as productivity rises. This leads to Lemma 3 in Feenstra and Ma (2008): There is an inverted U-shaped relationship between firms' productivities and the range of varieties they choose to produce. This empirical note takes this Lemma to the data for firms from German manufacturing industries. Empirical evidence is in line with the results from the theoretical model.</description>
  </item>
  <item rdf:about="http://hdl.handle.net/10419/73183">
    <title>Base salaries, bonus payments, and work absence among managers in a German company</title>
    <link>http://hdl.handle.net/10419/73183</link>
    <description>Title: Base salaries, bonus payments, and work absence among managers in a German company
&lt;br/&gt;
&lt;br/&gt;Authors: Pfeifer, Christian
&lt;br/&gt;
&lt;br/&gt;Abstract: Questions about compensation structures and incentive effects of pay-for-performance components are important for firms' Human Resource Management as well as for economics in general and labor economics in particular. This paper provides scarce insider econometric evidence on the structure and the incentive effects of fixed base salaries, paid bonuses, and agreed bonuses under a Management-by-Objectives (MBO) incentive scheme. Six years of personnel data of 177 managers in a German company are analyzed. The main findings are: (1) base salaries increase significantly with age, whereas bonuses decrease with age; (2) larger agreed bonuses are correlated with fewer absent working days.</description>
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  <item rdf:about="http://hdl.handle.net/10419/73182">
    <title>Does cultural heritage affect employment decisions: Empirical evidence for second generation immigrants in Germany</title>
    <link>http://hdl.handle.net/10419/73182</link>
    <description>Title: Does cultural heritage affect employment decisions: Empirical evidence for second generation immigrants in Germany
&lt;br/&gt;
&lt;br/&gt;Authors: Köbrich Leon, Anja
&lt;br/&gt;
&lt;br/&gt;Abstract: The participation rate of women in the labor market shows a sizeable variation across countries and across time. Following studies conducted for North America, this section tests the hypothesis whether, next to structural conditions, cultural norms with regard to existing role models within society about working women influence a woman's participation decision. While using the epidemiological approach to economics, which aims to compare economic outcomes between immigrant groups to assess the role cultural factors may play, the persistence of heterogeneity in labor market outcomes across immigrant groups is used to assess the role cultural norms regarding working women may play in explaining differences in labor market outcomes between immigrant groups for first and second generation women in Germany. To overcome the problems associated with a qualitative proxy of culture, such as religiosity or ethnicity, the impact of culture on women working behavior is proxied by past female labor force participation (LFP) rates from the woman's country of origin or their parents, respectively. Using data from the GSOEP for the years 2001 to 2011, compared to findings from Fernández and Fogli (2009) and Gevrek et al 2011, which use large census data sets, I find statistically significant results for the association between cultural norms towards labor market behavior of women, as measured either by past female LFP in country of origin, country of origin indicator variables or attitudes towards working women prevalent in their home country, merely for first generation immigrants in Germany. However, while cultural heritage was found to play an inferior role for second generation immigrant women, religious identity, as a specific cultural trait, exhibits a strong negative relation with Muslim labor market behavior for both generations. .</description>
  </item>
  <item rdf:about="http://hdl.handle.net/10419/73181">
    <title>Productivity and the extensive margins of trade in German manufacturing firms: Evidence from a non-parametric test</title>
    <link>http://hdl.handle.net/10419/73181</link>
    <description>Title: Productivity and the extensive margins of trade in German manufacturing firms: Evidence from a non-parametric test
&lt;br/&gt;
&lt;br/&gt;Authors: Wagner, Joachim
&lt;br/&gt;
&lt;br/&gt;Abstract: This paper contributes to the literature by comparing the productivity distribution for firms with various numbers of goods traded and various numbers of countries traded with from Germany, one of the leading actors on the world market for goods. It applies a non-parametric test for first-order stochastic dominance of one productivity distribution over another. We find that the larger the number of goods exported or imported, and the larger the number of countries exported to or imported from, the higher is the productivity of the firms - not only on average, but over the whole productivity distribution. This is in line with implications of recent theoretical models of multi-product multi-country trading firms.</description>
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