M51 | Macro Paper Warehouse

Downward Rigidity in the Wage for New Hires

Mon, 01 Jan 0001 00:00:00 +0000

Layer 1 — Summary

Hazell and Taska use wages posted on online job vacancies — matched to job titles and establishment identifiers from Burning Glass Technologies — to measure the wage for new hires at the job level (same job title and establishment) over 2010Q1–2020Q2. They find that this measure of the wage for new hires is rigid downward and flexible upward. At the job level, the nominal posted wage changes infrequently — on average once every 5–6 quarters — and conditional on changing, is four times more likely to rise than to fall. In the cyclical dimension, job-level posted wages rise strongly when state unemployment falls but do not fall when state unemployment rises; real wages exhibit the same asymmetric pattern. These results do not appear in the average wage for new hires (which aggregates across all job types), because time-varying job composition inflates the variance of average wages and raises standard errors roughly twentyfold relative to job-level regressions — explaining why prior work using worker-level survey data found no evidence of downward rigidity. A Heckman (1979) selection correction for firms’ selection into vacancy posting suggests that selection bias in the job-level regression is moderate. The findings provide direct empirical support for models in which downward wage rigidity for new hires — specifically at the job level — amplifies unemployment fluctuations and generates asymmetric unemployment dynamics.

In depth

Q1. Q: What is the central empirical claim of the paper?

A: At the job level — defined as the same job title within the same establishment — the wage posted for new hires is rigid downward and flexible upward. It changes infrequently and, conditional on changing, rises far more often than it falls; and it responds to falls in unemployment but not to rises in unemployment.

Q2. Q: What data does the paper use, and what defines a “job”?

A: The paper uses the Burning Glass Technologies dataset of wages posted on online vacancies, covering January 2010 to June 2020. A “job” is a job title within an establishment whose wages are paid at a given frequency (e.g., hourly or annual). The data come from the near-universe of online job postings — roughly 40,000 sources — and the main regression sample consists of jobs that post wages, have job title and establishment information, and post vacancies in multiple quarters, yielding approximately 3.05 million vacancies, representing about 0.8% of total US vacancies.

Q3. Q: How do the authors validate that posted wages measure the wage for new hires?

A: They construct a measure of the wage for new hires from the Current Population Survey (CPS) — workers switching jobs or entering from unemployment — at the state, industry, and occupation level. Regressing log CPS wages on log Burning Glass wages (using an IV split-sample procedure to correct for attenuation bias) yields a coefficient close to 1 across specifications and levels of aggregation, indicating that average posted wages move roughly one-for-one with average wages for new hires in representative survey data.

Q4. Q: How is the frequency of wage change estimated?

A: Because wages are not observed in quarters without a vacancy posting, the authors adapt a constant-hazard model from the price-setting literature (following Nakamura–Steinsson and Klenow–Kryvtsov). The latent wage evolves stochastically between postings; the observed wage is treated as a draw from this process. The quarterly probability of wage change is estimated at 0.17–0.19 across specifications, implying implied durations of unchanged wages of 4–5 quarters.

Q5. Q: What is the asymmetry in the direction of wage changes?

A: In the unweighted baseline, the quarterly probability of a wage decrease is 0.04, whereas the probability of a wage increase is 0.12 — roughly a three-to-one ratio in probabilities, summarized in the paper’s abstract as wages being “four times more likely to rise than to fall.” The distribution of non-zero wage changes also shows a pronounced pile-up of small positive changes relative to small negative changes, consistent with a downward constraint on wage setting.

Q6. Q: What is the first piece of cyclical evidence for downward rigidity?

A: A binned scatterplot (Figure 1) of job-level wage growth against state-level quarterly changes in unemployment shows a strong, roughly linear relationship when unemployment is falling — wages rise with falls in unemployment, both for small and large declines. When unemployment rises, however, wages do not fall — neither for small nor for large increases in unemployment. This asymmetry is robust to regression-based analysis and to identified labor demand shocks.

Q7. Q: Are real wages also rigid downward?

A: Yes. The paper reports that real wages (nominal posted wages deflated) are also rigid downward and flexible upward, mirroring the pattern for nominal wages.

Q8. Q: What is the job-composition problem, and why does it matter?

A: The average wage for new hires — the object measured in most prior work — aggregates across all job types that are actively hiring. If the composition of jobs hiring shifts over the business cycle (e.g., the share of lower-wage jobs rises in recessions), then average wages can fall even if no individual job cuts its wage, and can stay flat or rise even if every job cuts its wage. Job composition therefore confounds cyclicality estimates based on average wages. By tracking the same job title at the same establishment across successive vacancies, the authors purge wage changes driven by shifting composition.

Q9. Q: Why did prior work find no evidence of downward rigidity for new hires?

A: Prior work used worker-level survey data (e.g., Bils 1985; Pissarides 2009 survey) that controls for worker characteristics but averages across jobs — the average wage for new hires. The volatility of job composition inflates the variance of this average measure. In the Burning Glass data, standard errors from regressions using average wages are roughly twenty times larger than those from job-level regressions, making it impossible to detect downward rigidity even if it exists. Point estimates in prior work suggested procyclicality but were too imprecise to exclude downward rigidity.

Q10. Q: How does this paper relate to Gertler, Huckfeldt, and Trigari (2020) and Grigsby, Hurst, and Yildirmaz (2021)?

A: Both papers attempt to control for job composition at the worker level. Gertler et al. focus on wages of workers hired from unemployment (less affected by composition than all new hires) and find weakly procyclical wages. Grigsby et al. use rich payroll data and worker-level matching to control for composition and also find weakly procyclical wages. The present paper complements these by using job-level data that directly purges composition without relying on worker characteristics, and adds evidence on the asymmetry of rigidity (not just average procyclicality).

Q11. Q: What is the role of the Heckman selection correction?

A: If firms select into vacancy posting depending on business-cycle conditions, the sample of observed posted wages may be non-random, biasing job-level wage-cyclicality estimates. The authors implement a standard Heckman (1979) two-step selection correction. The correction suggests that selection bias in the job-level regression is moderate — it does not overturn the finding of downward rigidity.

Q12. Q: What are the four main caveats the authors acknowledge?

A: (1) The main sample is small — 0.8% of US vacancies — though the authors show it is broadly representative on observables and that wages track representative survey data. (2) The paper measures rigidity only for jobs that post wages; jobs that do not post wages might be more flexible, though the share of vacancies posting wages does not decline during contractions. (3) Posted wages may differ from realized (bargained) wages; however, wages are rigid even in occupations where bargaining is uncommon. (4) The Pandemic Recession is the main contractionary episode in the sample, and it involved labor supply shocks as well as demand shocks; the authors address this through identified labor demand shock regressions and by ending the sample in June 2020.

Q13. Q: What are the implications for models of unemployment fluctuations?

A: In the Diamond–Mortensen–Pissarides search model, Pissarides (2009) emphasizes that the wage for newly hired workers — not continuing workers — is the relevant margin for unemployment fluctuations. Shimer (2005) showed the standard calibration produces too-small unemployment fluctuations; wage rigidity for new hires can resolve this. The paper’s finding of downward-but-not-upward rigidity additionally supports models (e.g., Dupraz, Nakamura, and Steinsson, 2020) in which this asymmetry generates asymmetric unemployment dynamics — unemployment rises sharply in contractions but falls more slowly in expansions.

Q14. Q: How do wages for new hires compare with wages for continuing workers in terms of rigidity?

A: The paper finds approximate parity. The implied duration of unchanged wages from the job-level posted wage data (4–5 quarters) is similar to estimates for continuing workers in the prior literature. This is perhaps surprising because wages could in principle be more flexible for new hires than continuing workers — firms might cut wages for new hires even while insuring continuing workers (Beaudry and DiNardo, 1991). The results instead suggest that internal equity concerns (Bewley, 2002) or other forces produce similar rigidity for both groups.

Key Concepts

Job level wage: The wage across successive vacancies posted by the same job title at the same establishment. This is the unit of observation in the paper’s main analysis and the object for which downward rigidity is documented. Distinct from the average wage for new hires (which aggregates across all job types).

Downward rigidity (as used in this paper): An empirical pattern in which wages at the job level do not fall during contractions — they do not respond to rising unemployment — while rising during expansions in response to falling unemployment. The claim is descriptive: the data show wages do not fall; the paper does not structurally identify the mechanism enforcing this floor.

Job composition problem: The bias introduced when measuring cyclicality of the average wage for new hires using data that aggregates across different types of jobs. If the mix of job types hiring shifts with the business cycle, average wages can change even when no individual job changes its wage, and can mask individual-job wage changes. Job-level data resolve this by holding the job fixed.

Burning Glass Technologies dataset: A database of wages posted on online job vacancies, drawn from approximately 40,000 online sources (job boards and company websites), covering the near-universe of US online vacancies. The paper’s main regression sample uses the subset with posted wages, job title, establishment identifiers, and multiple quarters of postings, spanning January 2010 to June 2020.

Constant hazard model (wage change frequency): An estimation procedure adapted from the price-setting literature to recover the quarterly probability of wage change from a dataset in which wages are only observed when a vacancy is posted. The latent wage evolves with a constant hazard of change between observations; observed wage changes identify the hazard rates for increases and decreases separately.

Average wage for new hires: The mean wage across all workers newly entering employment (or across all new-hire jobs), used in prior work (Bils 1985 and related). Does not control for job composition. Shown in this paper to exhibit no detectable downward rigidity, with standard errors roughly twenty times larger than in job-level specifications — because job composition variance inflates the residual variance.

Heckman selection correction: A two-step procedure (Heckman 1979) to correct for the possibility that firms that post vacancies — and post wages — are a selected sample that differs systematically across the business cycle. The paper applies this to assess whether selection into vacancy posting biases the job-level wage-cyclicality estimates; the correction suggests bias is moderate.

Summary based on LSE Research Online accepted version (accepted manuscript, covers full paper including introduction, data, and Section 3; extraction terminated at line 595 before Sections 4–5). AI-assisted, human review pending.

State Capacity as an Organizational Problem

Mon, 01 Jan 0001 00:00:00 +0000

Mastrorocco and Teso study how the internal organization of a state evolves during national development, framing state capacity as an organizational — specifically a principal-agent — problem. Using a new micro-database covering the U.S. federal bureaucracy from 1817 to 1905, they ask: once rulers have incentives to build a state apparatus, how do they organize it to perform its functions across a vast territory, and what drives transitions between organizational forms?

The dataset is constructed from every issue of the Official Register of the United States published between 1817 and 1905 (44 biennial volumes, 15,801 pages digitized). It records full name, state of birth, state of appointment, occupation, salary, department, office, and location for 304,410 unique federal employees across 810,942 employee-year observations. The authors reconstruct the bureaucracy’s four-layer hierarchy (department → office/bureau → division → local office), link employees over time to track careers, categorize all 11,930 occupation codes into five tiers, and geo-code 9,651 places of employment to 1890 county boundaries.

The paper first documents three sets of descriptive facts. On growth: the federal workforce expanded very slowly before the 1860s and then rapidly, with geographic expansion accounting for none of state growth before 1859 but roughly 29% after. On location: state presence responded positively to local manufacturing activity (a one standard deviation increase in manufacturing employment share raises presence probability by 1.3 percentage points), but distance from Washington DC significantly attenuated this relationship in 1817–1859 and not in 1861–1905. On organization: before the 1860s, employee turnover was high and spiked sharply at presidential transitions (reaching 72% of employees departing in 1861), supervisors’ departures strongly predicted subordinates’ departures (a one-for-one supervisor exit raised subordinate turnover probability by 37% pre-1841), and managerial delegation outside DC was stagnant or declining. After the 1860s, turnover trended down (35% at the 1897 transition), the supervisor-subordinate career link weakened materially, and field managers tripled relative to the 1850s.

The authors argue that high monitoring costs in the early century made trust-based, personalistic organization the second-best solution to principal-agent problems. The limited supply of sufficiently trusted individuals constrained geographic expansion, delegation, and total size. As railroad and telegraph networks lowered communication and transportation costs, monitoring capacity increased, enabling a transition to a Weberian bureaucracy no longer constrained by trust supply.

The causal identification strategy uses the staggered expansion of the railroad network. For each county and decade (1820–1900), the authors compute the minimum-travel-time route from the county centroid to DC using Donaldson and Hornbeck (2016) data on railroads, steamboat waterways, coastal routes, and land routes. The specification includes county fixed effects, state-by-decade fixed effects, and controls for local railroad presence in the county and for the county’s market access, so the identifying variation comes from distant changes in the network that altered travel time to DC without directly affecting the county’s local economy or trade access.

Results: a one standard deviation decrease in travel time to DC raises the probability of federal state presence by approximately 3 percentage points (about 8% of the mean), raises log employment similarly, raises the probability of observing a local managerial layer by approximately 3 percentage points (about 8% of the mean), and reduces employee turnover by approximately 2 percentage points (about 4% of the mean turnover rate). Placebo tests confirm that travel time to other major economic centers does not predict state presence. Telegraph network data (1845–1852, Wang 2020) yield consistent results. An additional test using the post-Civil War decline in Southern-born employee shares shows that better railroad connection to DC narrowed the North-South employment gap, consistent with monitoring substituting for trust-based selection.

Scope conditions: the paper covers the civilian executive branch of the federal government, excluding the Postal Office, navy yards, and the engineer department; results are robust to restricting to states already in the union at the start of the sample, ruling out frontier-specific dynamics.

Q: What is the central theoretical claim of the paper? A: The paper argues that state capacity is fundamentally an organizational problem shaped by principal-agent constraints. When communication and transportation costs are high, the government cannot effectively monitor distant agents, so the second-best solution is to staff the bureaucracy with trusted individuals connected through personal networks. This personalistic form limits size and delegation because the supply of sufficiently trusted individuals is inherently scarce. Technological reductions in monitoring costs allow a transition to a Weberian bureaucracy based on procedural oversight rather than trust, removing the supply constraint on organizational growth.

Q: What data source does the study rely on, and what time period does it cover? A: The study draws on the Official Register of the United States, a biennial government publication listing all federal employees, digitized for every issue from 1817 to 1905. The resulting dataset includes 304,410 unique employees and 810,942 employee-year observations, with each record carrying name, state of birth, state of appointment, occupation, salary, department, office, location, and — through hierarchical reconstruction — position in a four-layer chain of command.

Q: How did the size of the U.S. federal bureaucracy evolve over the nineteenth century? A: Growth was slow before the 1860s. The first Register for 1817 listed 1,056 employees across 33 pages; the 1905 volume listed over 120,000 employees across 1,254 pages. Geographic expansion contributed zero to state growth before 1859 — the share of counties with any federal employee hovered around 15% from 1817 to 1859 — but contributed approximately 29% of growth after 1859, when county presence rose to 24% by 1871, 38% by 1881, and 61% by 1905.

Q: What were the three sources of state growth, and how did their relative importance change? A: The authors decompose growth into: (1) functions (new offices/bureaus), (2) geographic expansion (new counties), and (3) intensity (more employees per county-office pair). Before 1859, growth was entirely driven by functions (~40%) and intensity (~60%), with zero contribution from geographic expansion. After 1859, geographic expansion accounted for ~29%, intensity for ~32%, and functions for ~39% of growth.

Q: How did employee turnover behave across the century, and what pattern emerges at presidential transitions? A: Turnover trended upward through the late 1850s and then declined. During presidential transitions, the rate rose from 52–53% in 1841 and 1845 to 60–63% in 1849 and 1853 and peaked at 72% in 1861; it then fell to 55% in 1869, 44–48% in 1885/1889/1893, and 35% in 1897. Turnover was consistently lower in DC than in the field: controlling for year-bureau-position fixed effects, being employed in DC was associated with a 40% reduction in turnover probability.

Q: How tight was the link between supervisors’ and subordinates’ careers, and how did it change? A: Before 1841, moving from none to all supervisors leaving an organizational unit increased subordinate turnover probability by 37 percentage points. The effect was similar between 1841 and 1859, then dropped substantially to 22 percentage points in the following twenty-year period, and remained roughly constant after 1881. This pattern is consistent with the early bureaucracy relying on chains of personal trust that broke when a supervisor departed.

Q: What evidence describes the evolution of delegation outside DC? A: The number of field managers did not grow between 1817 and 1859 — it actually declined in the 1820s and was flat through the mid-1850s — and then tripled by 1905 relative to the 1850s level. The probability that workers in a local office had an additional managerial layer between them and DC was unchanged between pre-1841 and 1841–1859, increased by 5 percentage points between 1861 and 1881, and by 6 percentage points post-1881.

Q: How does the paper measure monitoring capacity for the causal analysis? A: The primary measure is travel time in hours from each county centroid to Washington DC, computed decade by decade (1820–1900) as the minimum-cost route across the available railroad network, steamboat waterways, coastal routes, and land routes, using data from Donaldson and Hornbeck (2016). A second, complementary measure is the number of telegraph connections between a county and DC using data from Wang (2020) for 1845–1852.

Q: What is the identification strategy for the railroad analysis, and why are controls for local railroads and market access important? A: The specification includes county fixed effects, state-by-decade fixed effects, an indicator for whether the county itself has railroad (LocalRailroad), and the county’s market access. County fixed effects mean beta is identified within-county from changes over time. Controlling for local railroad removes the direct correlation between local construction and local economic growth. Controlling for market access removes the effect of distant rail expansion on trade flows that raised agricultural land values and manufacturing activity. The remaining variation in travel time to DC — coming from distant network changes that altered the DC-county connection without affecting local conditions or broader trade access — is the identifying source.

Q: What are the main quantitative effects of reduced travel time to DC? A: A one standard deviation decrease in travel time to DC is associated with: (1) approximately 3 percentage point increase in the probability of federal state presence (~8% of the mean); (2) a similar magnitude increase in log employment conditional on presence; (3) approximately 3 percentage point higher probability of an additional managerial layer (~8% of the mean); and (4) approximately 2 percentage point reduction in employee turnover (~4% of the mean turnover rate).

Q: How do placebo tests support the monitoring interpretation? A: The authors show that, conditional on the same controls, travel times from a county to a set of other major economic centers are not associated with larger federal state presence. Since these other cities had no role as monitoring headquarters, the absence of an effect for them and the presence of an effect specifically for DC is consistent with the channel operating through the government’s ability to supervise agents from the capital, rather than through generic economic connectivity.

Q: What does the telegraph evidence add, and what is its limitation? A: Telegraph data (1845–1852, Wang 2020) show that counties with more telegraph connections to DC have larger state presence, more managerial delegation, and lower turnover, consistent with the monitoring mechanism. The limitation is that the authors have limited ability to address the endogeneity of telegraph network timing — the telegraph analysis is treated as corroborating evidence rather than the primary causal identification.

Q: How do the Southern-born employee results illuminate the trust mechanism? A: After the Civil War, the share of Southern-born federal bureaucrats fell sharply, consistent with reduced trust toward individuals from former Confederate states. However, counties that became better connected to DC via railroad expansion experienced a relative increase in the share of Southern-born employees. This shows that when monitoring costs fell, the government was willing to hire individuals from groups with lower baseline trust — monitoring substituted for trust as the mechanism ensuring agent performance.

Q: Does federal state presence crowd out state and local government? A: No. The presence of federal bureaucrats is positively correlated with the presence of state and local government employees at the county level, suggesting complementarity rather than substitution across levels of government.

Q: What alternative mechanisms do the authors consider and how do they address them? A: Three alternatives are discussed. First, demand shocks (Civil War debt repayment, industrialization) could explain the post-1860s expansion; the empirical specifications control for year fixed effects to absorb aggregate time-varying incentives, and the identification relies on differential cross-county variation in DC connectivity. Second, patronage as an electoral tool is consistent with spoils-driven turnover spikes but cannot explain why better-connected counties show lower turnover before civil service reform. Third, cognitive models of the firm (lower communication costs complement managerial problem-solving even without agency problems) could also predict the positive delegation result; the authors note they cannot empirically distinguish the monitoring and cognitive channels, and both may contribute.

Q: What are the implications for developing countries today? A: The authors suggest that their findings from nineteenth-century U.S. history may apply to understanding why modern Weberian bureaucracies remain elusive in many developing countries. Where communication infrastructure is limited and monitoring costs remain high, personalistic organizational forms based on trust networks may persist as constrained optima — not failures of will or design, but rational responses to structural conditions. Infrastructure investment that lowers monitoring costs could be a precondition for bureaucratic modernization.

Personalistic state organization: The paper’s term for the organizational form that prevails when monitoring costs are high. It is characterized by staffing decisions based on personal character, moral reputation, and relationships of trust between principals and agents — and between supervisors and subordinates — rather than on formal procedural monitoring of performance. Frequent turnover at leadership transitions and constrained delegation are defining features, because the supply of trusted individuals is limited.

Weberian bureaucracy: In the paper’s usage (following Weber 1978), a modern state organization defined by a fixed hierarchy of officials monitored through procedural rules rather than personal trust, lower turnover, and effective delegation of managerial power to geographically dispersed units. The paper treats this as the organizational form enabled by low monitoring costs.

Monitoring capacity: The principal’s (politicians in DC and their cabinets) ability to observe and evaluate the behavior of agents (federal employees) throughout the territory. In the paper’s operationalization, monitoring capacity is proxied inversely by travel time and communication cost between DC and the county: lower travel time and more telegraph connections mean higher monitoring capacity.

Geographic expansion component: One of three decomposed sources of state growth. Defined as the increase in state size attributable to the state becoming present in more county locations. This component contributed zero to federal growth before 1859 and approximately 29% of growth after 1859.

Employee turnover: In the paper’s measurement, the share of employees who leave the federal bureaucracy in a given year. The paper distinguishes politically-driven spikes at presidential transitions — reaching 72% of employees in 1861 — from the secular trend, which rose through the late 1850s and then declined, reaching 35% by the 1897 transition.

Delegation of managerial power: The probability that a local county office has an additional managerial layer between its workers and DC, rather than reporting directly to the bureau-level supervisor in Washington. The paper uses this as its measure of whether decision authority has been decentralized to the field.

Trust substitution: The paper’s mechanism linking monitoring capacity to organizational form. In the absence of effective monitoring, principals substitute trust for oversight — selecting agents whose personal loyalty, moral character, or political alignment gives the principal confidence they will not shirk or defect. As monitoring costs fall, trust becomes less necessary as a screening device, and the trust-constrained supply limit on organizational growth is relaxed.