| Working Paper |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| 1980年代以降の長期雇用慣行の動向, Trends in Long-term Employment since the 1980s in Japan |
0 |
0 |
0 |
6 |
0 |
1 |
9 |
87 |
| Adverse Workplace Conditions, High-Involvement Work Practices and Labor Turnover: Evidence from Danish Linked Employer-Employee Data |
0 |
0 |
0 |
114 |
1 |
1 |
21 |
768 |
| An Advisor like Me: Does Gender Matter? |
0 |
0 |
0 |
22 |
0 |
0 |
8 |
78 |
| Assessing Mondragon: Stability & Managed Change in the Face of Globalization |
0 |
1 |
1 |
65 |
1 |
5 |
22 |
254 |
| CEO Turnover, Firm Performance and Enterprise Reform in China: Evidence from New Micro Data |
0 |
0 |
0 |
403 |
1 |
2 |
18 |
1,711 |
| Chief Executive Compensation During Early Transition: Further Evidence from Bulgaria |
0 |
0 |
0 |
61 |
0 |
1 |
6 |
282 |
| Chief Executive Compensation and Corporate Groups in Japan: New Evidence From Micro Data |
0 |
0 |
0 |
224 |
1 |
2 |
15 |
1,423 |
| Chief Executive Compensation and Corporate Groups in Japan: New Evidence From Micro Data |
0 |
0 |
0 |
270 |
0 |
1 |
11 |
1,380 |
| Chief Executive Compensation and Corporate Groups in Japan: New Evidence from Micro Data |
0 |
0 |
0 |
37 |
1 |
21 |
47 |
321 |
| Competition and Social Identity in the Workplace: Evidence from a Chinese Textile Firm |
0 |
0 |
0 |
111 |
0 |
0 |
14 |
195 |
| Competition, Group Identity, and Social Networks in the Workplace: Evidence from a Chinese Textile Firm |
0 |
0 |
0 |
90 |
1 |
1 |
13 |
203 |
| Complementarity in Employee Participation Systems |
0 |
0 |
2 |
28 |
1 |
1 |
30 |
101 |
| Complementarity in Employee Participation Systems: International Evidence |
0 |
0 |
1 |
7 |
1 |
3 |
19 |
42 |
| Continuous improvement and competitive pressure in the presence of discrete innovation |
0 |
0 |
0 |
35 |
0 |
1 |
8 |
134 |
| Cooperate to Compete, Employee Participation and Productivity: Evidence from a New Survey of Japanese Firms |
1 |
1 |
2 |
48 |
1 |
2 |
11 |
307 |
| Corporate Social Responsibility and Gender Diversity in the Workplace: Evidence from Japan |
0 |
0 |
2 |
113 |
2 |
3 |
32 |
576 |
| Discrete Innovation, Continuous Improvement, and Competitive Pressure |
0 |
0 |
0 |
111 |
0 |
2 |
12 |
712 |
| Discrete Innovation, Continuous Improvement, and Competitive Pressure |
0 |
0 |
0 |
118 |
0 |
0 |
14 |
801 |
| Does Employee Stock Ownership Work? Evidence from Publicly-Traded Firms in Japan |
0 |
0 |
0 |
22 |
0 |
0 |
13 |
59 |
| Does Employee Stock Ownership Work? Evidence from publicly-traded firms in Japan |
0 |
0 |
0 |
33 |
1 |
1 |
17 |
81 |
| Earnings-Tenure Profiles: Tests of Agency and Human Capital Theories Using Individual Performance Data |
0 |
0 |
0 |
69 |
0 |
0 |
9 |
263 |
| Earnings-Tenure Profiles: Tests of Agency and Human Capital Theories using Individual Performance Data |
0 |
0 |
0 |
43 |
0 |
0 |
12 |
324 |
| Efficiency in Employee-Owned Enterprises: An Econometric Case Study of Mondragon |
0 |
1 |
3 |
129 |
0 |
2 |
29 |
418 |
| Empirical Evidence on the Dynamics of Incentive Plans |
0 |
0 |
0 |
15 |
1 |
1 |
13 |
63 |
| Executive Compensation, Firm Performance, and Chaebols in Korea: Evidence from New Panel Data |
0 |
0 |
0 |
384 |
0 |
1 |
22 |
1,809 |
| Executive Compensation, Firm Performance, and Corporate Governance in China: Evidence from Firms Listed in the Shanghai and Shenzhen Stock Exchanges |
0 |
0 |
0 |
763 |
2 |
4 |
21 |
2,820 |
| Executive Compensation, Firm Performance, and State Ownership in China: Evidence from New Panel Data* |
0 |
0 |
0 |
468 |
0 |
1 |
10 |
1,658 |
| Good Jobs, Bad Jobs, and the Great Recession: Lessons from Japan's Lost Decade |
0 |
0 |
0 |
48 |
1 |
5 |
32 |
220 |
| Good Jobs, Bad Jobs, and the Great Recession: Lessons from Japan’s Lost Decade |
0 |
0 |
2 |
39 |
4 |
6 |
48 |
258 |
| Good Jobs, Bad Jobs, and the Great Recession: Lessons from Japan’s Lost Decade |
0 |
0 |
0 |
45 |
0 |
0 |
15 |
123 |
| High Performance Work Practices and Employee Voice: A Comparison of Japanese and Korean Workers |
0 |
0 |
0 |
38 |
2 |
2 |
7 |
238 |
| Human Capital and Career Success: Evidence from Linked Employer-Employee Data |
0 |
0 |
0 |
68 |
1 |
1 |
9 |
254 |
| Internal Promotion or External Hire? Staffing Management Positions When Employees Have a Seat in the Boardroom |
0 |
0 |
0 |
2 |
1 |
1 |
19 |
24 |
| Labor Market Deregulation and Female Employment: Evidence from a Natural Experiment in Japan |
0 |
0 |
0 |
35 |
0 |
3 |
31 |
133 |
| Labor-Management Communication about Training |
0 |
0 |
0 |
8 |
2 |
2 |
13 |
47 |
| Long-term Employment and Job Security over the Last Twenty-Five Years: A Comparative Study of Japan and the U.S |
0 |
0 |
2 |
49 |
2 |
5 |
43 |
269 |
| Long-term Employment in Japan: Past and Present |
0 |
8 |
8 |
8 |
2 |
15 |
16 |
16 |
| Market Characteristics, Intra-Firm Coordination, and the Choice of Human Resource Management Systems: Evidence from New Japanese Data |
0 |
0 |
0 |
45 |
2 |
2 |
11 |
351 |
| Market Characteristics, Intra-Firm Coordination, and the Choice of Human Resource Management Systems: Evidence from New Japanese Data |
0 |
0 |
0 |
52 |
0 |
1 |
11 |
433 |
| Market Characteristics, Intra-Firm Coordination, and the Choice of Human Resource Management Systems: Evidence from New Japanese Data |
0 |
0 |
0 |
13 |
0 |
0 |
8 |
108 |
| Peer Effects, Social Networks, and Intergroup Competition in the Workplace |
0 |
0 |
0 |
112 |
1 |
1 |
10 |
334 |
| Performance Pay and Enterprise Productivity: The Details Matter |
0 |
0 |
0 |
64 |
1 |
3 |
16 |
144 |
| Performance Pay and Enterprise Productivity: The Details Matter |
0 |
0 |
0 |
36 |
0 |
1 |
7 |
64 |
| Performance Spillovers and Social Network in the Workplace: Evidence from Rural and Urban Weavers in a Chinese Textile Firm |
0 |
0 |
0 |
96 |
2 |
2 |
11 |
584 |
| Performance-related Pay and Productivity: Evidence from Japan |
0 |
0 |
2 |
62 |
4 |
7 |
34 |
227 |
| Productivity, wages and unions in Japan |
0 |
0 |
1 |
114 |
0 |
1 |
37 |
302 |
| Profit Sharing and Gainsharing: A Review of Theory, Incidence, and Effects |
0 |
0 |
0 |
1,297 |
2 |
2 |
18 |
4,603 |
| Profit Sharing and Gainsharing: A Review of Theory, Incidence, and Effects |
0 |
1 |
3 |
137 |
1 |
3 |
17 |
627 |
| Quotas and Quality: The Effect of H-1B Visa Restrictions on the Pool of Prospective Undergraduate Students from Abroad |
0 |
0 |
0 |
43 |
0 |
1 |
15 |
160 |
| Quotas and Quality: The Effect of H-1B Visa Restrictions on the Pool of Prospective Undergraduate Students from Abroad |
1 |
1 |
3 |
63 |
2 |
3 |
17 |
222 |
| Quotas and Quality: The Effect of H-1B Visa Restrictions on the Pool of Prospective Undergraduate Students from Abroad |
0 |
0 |
0 |
17 |
1 |
2 |
19 |
163 |
| The Consequences of Short-Time Compensation: Evidence from Japan |
0 |
0 |
0 |
20 |
2 |
2 |
8 |
42 |
| The Consequences of Short-Time Compensation: Evidence from Japan |
0 |
0 |
0 |
13 |
1 |
1 |
17 |
52 |
| The Effect of Employee Involvment on Firm Performance: Evidence from an Econometric Case Study |
0 |
0 |
0 |
235 |
0 |
4 |
12 |
940 |
| The Effects of Human Resource Management Practices on Firm Performance - Preliminary Evidence from Finland |
0 |
0 |
0 |
628 |
0 |
1 |
16 |
2,957 |
| The Impact of Overtime Limits on Firms and Workers: Evidence from Japan's Work Style Reform |
0 |
1 |
8 |
21 |
4 |
19 |
138 |
154 |
| The Impact of Teams on Output, Quality and Downtime: An Empirical Analysis Using Individual Panel Data |
0 |
0 |
0 |
47 |
1 |
1 |
13 |
312 |
| The Impact of Teams on Output, Quality and Downtime: An Empirical Analysis Using Individual Panel Data |
0 |
0 |
0 |
103 |
0 |
1 |
10 |
754 |
| The Incidence and Determinants of Employee Involvement - Evidence from Finnish Manufacturing Sector |
0 |
0 |
0 |
56 |
0 |
0 |
9 |
233 |
| The Performance Effects of Individual and Group Incentives: A Case Study |
0 |
0 |
2 |
227 |
1 |
2 |
18 |
147 |
| The Productivity Effects of Human Resource Management Practices: Evidence from New Japanese Panel Data |
0 |
0 |
0 |
45 |
0 |
0 |
14 |
355 |
| The Productivity Effects of Human Resource Management Practices: Evidence from New Japanese Panel Data |
0 |
0 |
2 |
1,199 |
1 |
1 |
60 |
5,509 |
| The Productivity Effects of Profit Sharing, Employee Ownership, Stock Option and Team Incentive Plans: Evidence from Korean Panel Data |
0 |
0 |
1 |
119 |
0 |
1 |
33 |
563 |
| The Recent Transformation of Participatory Employment Practices in Japan |
0 |
0 |
0 |
258 |
0 |
0 |
5 |
1,336 |
| The Timing of Promotion to Top Management in the U.S. and Japan: A Duration Analysis |
0 |
0 |
1 |
5 |
0 |
0 |
2 |
34 |
| Tournaments and Managerial Incentives in China's Listed Firms: New Evidence |
0 |
0 |
0 |
96 |
4 |
4 |
14 |
286 |
| What Japanese Workers Want: Evidence from the Japanese Worker Representation and Participation Survey |
0 |
0 |
0 |
116 |
0 |
0 |
10 |
719 |
| Women in the Workplace and Management Practices: Theory and Evidence |
0 |
0 |
1 |
72 |
0 |
1 |
19 |
153 |
| Work-Life Balance Practices, Performance-Related Pay, and Gender Equality in the Workplace: Evidence from Japan |
0 |
0 |
0 |
101 |
1 |
4 |
12 |
235 |
| Work-Life Balance Practices, Performance-Related Pay, and Gender Equality in the Workplace: Evidence from Japan |
0 |
0 |
1 |
46 |
1 |
7 |
30 |
130 |
| Work-Sharing, Layoffs, and Intra-Firm Labour Transfers |
0 |
0 |
0 |
0 |
0 |
0 |
3 |
93 |
| Worker separation under performance pay: Empirical evidence from Finland |
0 |
0 |
0 |
33 |
0 |
1 |
13 |
56 |
| Working Hours and Top Management Appointments: Evidence from Linked Employer-Employee Data |
0 |
3 |
4 |
41 |
2 |
6 |
23 |
109 |
| Working Hours, Promotion and the Gender Gap in the Workplace |
0 |
0 |
0 |
57 |
0 |
4 |
26 |
131 |
| Total Working Papers |
2 |
17 |
52 |
9,818 |
64 |
186 |
1,425 |
42,074 |
| Journal Article |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| "Bumping," Layoffs, and Worksharing |
0 |
0 |
0 |
0 |
0 |
0 |
8 |
126 |
| Adverse workplace conditions, high-involvement work practices and labor turnover: Evidence from Danish linked employer–employee data |
0 |
0 |
0 |
91 |
1 |
1 |
15 |
395 |
| Advising, gender, and performance: Evidence from a university with exogenous adviser–student gender match |
0 |
0 |
0 |
5 |
1 |
1 |
17 |
48 |
| CEO compensation and firm performance in Japan: Evidence from new panel data on individual CEO pay |
1 |
1 |
4 |
281 |
1 |
2 |
22 |
937 |
| CEO turnover, firm performance, and enterprise reform in China: Evidence from micro data |
0 |
0 |
0 |
39 |
0 |
1 |
14 |
239 |
| Chief executive compensation and corporate groups in Japan: New evidence from micro data |
0 |
0 |
0 |
57 |
1 |
1 |
14 |
282 |
| Competition and social identity in the workplace: Evidence from a Chinese textile firm |
0 |
0 |
1 |
24 |
1 |
4 |
15 |
124 |
| Complementarities between Employee Involvement and Financial Participation |
0 |
0 |
0 |
7 |
0 |
0 |
23 |
66 |
| Deregulating Overtime Hours Restrictions on Women and its Effects on Female Employment: Evidence from a Natural Experiment in Japan |
0 |
0 |
0 |
6 |
0 |
0 |
9 |
40 |
| Disabilities, shared capitalism, and wealth: evidence from health and retirement survey |
0 |
0 |
0 |
0 |
0 |
0 |
12 |
12 |
| Efficiency in Employee-Owned Enterprises |
0 |
0 |
0 |
18 |
0 |
1 |
9 |
84 |
| Employee Stock Ownership Plans and Productivity in Japanese Manufacturing Firms |
0 |
0 |
0 |
2 |
0 |
0 |
10 |
48 |
| Employee participation and involvement in korea: evidence from a new survey and field research |
0 |
0 |
2 |
81 |
1 |
1 |
11 |
372 |
| Estabilidad laboral y productividad en el Grupo Eroski |
0 |
1 |
1 |
5 |
0 |
1 |
10 |
43 |
| Executive Compensation, Firm Performance, and Corporate Governance in China: Evidence from Firms Listed in the Shanghai and Shenzhen Stock Exchanges |
0 |
1 |
4 |
19 |
2 |
4 |
26 |
1,140 |
| Executive Turnover and Firm Performance in China |
0 |
1 |
2 |
125 |
0 |
1 |
18 |
532 |
| Executive compensation, firm performance, and Chaebols in Korea: Evidence from new panel data |
0 |
0 |
0 |
106 |
1 |
1 |
10 |
439 |
| Experiences, credentials, and compensation in the Japanese and U.S. managerial labor markets: Evidence from new micro data |
1 |
1 |
1 |
102 |
2 |
2 |
10 |
259 |
| High Performance Work Practices and Employee Voice: A Comparison of Japanese and Korean Workers |
0 |
1 |
1 |
4 |
1 |
2 |
10 |
46 |
| Human Capital and Career Success: Evidence from Linked Employer‐Employee Data |
0 |
0 |
3 |
13 |
1 |
1 |
23 |
86 |
| Incremental innovation and competitive pressure in the presence of discrete innovation |
0 |
0 |
1 |
21 |
1 |
2 |
20 |
150 |
| Insider trading and executive compensation: Evidence from the U.S. and Japan |
0 |
0 |
0 |
74 |
0 |
0 |
15 |
274 |
| Long-Term Employment and Job Security over the Past 25 Years |
0 |
0 |
1 |
28 |
4 |
6 |
30 |
171 |
| Long-term employment in Japan: past and present |
0 |
0 |
0 |
0 |
5 |
6 |
6 |
6 |
| Market characteristics, intra-firm coordination, and the choice of human resource management systems: Theory and evidence |
0 |
0 |
1 |
11 |
0 |
1 |
10 |
105 |
| Nihon no jinji o kagaku suru: Ingasuiron ni motozuku dēta katsuyō (The Science of Japanese Personnel Practices: Causal Inference from Personnel Data) |
0 |
0 |
0 |
1 |
0 |
0 |
6 |
26 |
| Quotas and Quality: The Effect of H-1B Visa Restrictions on the Pool of Prospective Undergraduate Students from Abroad |
1 |
3 |
3 |
109 |
2 |
8 |
42 |
448 |
| Specific and general training in the theory of labor turnover |
0 |
0 |
1 |
26 |
0 |
0 |
8 |
105 |
| The Effect of Corporate Social Responsibility on Gender Diversity in the Workplace: Econometric Evidence from Japan |
0 |
0 |
0 |
34 |
0 |
2 |
12 |
111 |
| The End of Lifetime Employment in Japan?: Evidence from National Surveys and Field Research |
0 |
0 |
0 |
268 |
1 |
1 |
7 |
873 |
| The Impact of Teams on Output, Quality, and Downtime: An Empirical Analysis Using Individual Panel Data |
0 |
0 |
0 |
4 |
0 |
1 |
15 |
83 |
| The Productivity Effects of Employee Stock-Ownership Plans and Bonuses: Evidence from Japanese Panel Data |
1 |
2 |
6 |
440 |
1 |
5 |
29 |
1,910 |
| The Scope, Nature, and Effects of Employee Stock Ownership Plans in Japan |
0 |
0 |
0 |
11 |
2 |
2 |
13 |
222 |
| The determinants of chief executive compensation in transitional economies: Evidence from Bulgaria |
0 |
0 |
0 |
46 |
0 |
2 |
11 |
180 |
| The importance of company breeding in the U.S. and Japanese managerial labor markets: A statistical comparison |
0 |
0 |
1 |
20 |
0 |
0 |
4 |
123 |
| Tournaments and managerial incentives in China's listed firms: New evidence |
0 |
0 |
1 |
25 |
1 |
2 |
14 |
192 |
| Trends in Long-Term Employment since the 1980s in Japan |
0 |
0 |
0 |
6 |
0 |
0 |
7 |
33 |
| Working Hours, Top Management Appointments, and Gender: Evidence from Linked Employer-Employee Data |
1 |
1 |
1 |
1 |
1 |
5 |
5 |
5 |
| Total Journal Articles |
5 |
12 |
35 |
2,110 |
31 |
67 |
540 |
10,335 |
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