Andrew McGee's research while affiliated with University of Alberta and other places
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Publications (23)
Outcomes of workplace competitions may themselves influence subsequent behavior—particularly if employees feel wronged. In a laboratory experiment, we find that—consistent with inequity aversion—tournament losers supply less postcompetition effort than winners when doing so reduces their tournament opponent's earnings. Consistent with procedural fa...
We estimate that Canadian women working full time are 1.8 percentage points less likely to be promoted, receive fewer promotions, and experience 2.8 percent less wage growth following promotions than similar men. Significant “family gaps” exist among women. Women without children are less likely to have been promoted than similar men but experience...
We estimate that Canadian women working full-time are 1.8 percentage points less likely to be promoted, receive fewer promotions, and experience 2.8 percent less wage growth following promotions than similar men. Significant "family gaps" exist among women. Women without children are less likely to have been promoted than similar men but experience...
We examine the role of between- and within-firm mobility in the early-career outcomes of immigrant men. Among Canadian workers with less than 10 years of potential experience, we find that visible minority immigrants were significantly less likely to have been promoted with their initial employers than similar white natives but were just as likely...
We examine the role of between- and within-firm mobility in the early-career outcomes of immigrant men. Among Canadian workers with less than 10 years of potential experience, we find that visible minority immigrants were significantly less likely to have been promoted with their initial employers than similar white natives but were just as likely...
We test the hypothesis that locus of control influences search by affecting beliefs about the efficacy of search effort in a laboratory experiment. Consistent with this hypothesis, we find that reservation wages and effort are increasing in the belief that one's efforts influence outcomes when subjects are not told how search effort affects search...
abstract:
We ask whether employer learning in the wage-setting process depends on skill type and skill importance to productivity, using measures of seven premarket skills and data for each skill’s importance to occupation-specific productivity. Before incorporating importance measures, we find evidence of employer learning for each skill type, for...
We demonstrate that empirical evidence of employer learning is sensitive to how we define the career start date and, in turn, measure cumulative work experience. Arcidiacono et al. (2010) find evidence of employer learning for high school graduates but not for college graduates, and conclude that high levels of schooling reveal true productivity. W...
We show that women in the NLSY79 and NLSY97 are less likely than men to receive competitive compensation. The portion of the gender wage gap explained by compensation schemes is small in the NLSY79 but somewhat larger in the NLSY97.
The author considers how locus of control-the degree to which one believes one's actions influence outcomes-is related to an unemployed person's job search. He finds evidence that "internal" job seekers (who believe their actions determine outcomes) set higher reservation wages than do their more "external" counterparts (who believe their actions h...
We study strategic communication between a principal and an agent when both have private information that collectively determines the principal's optimal decision. The principal's possession of decision-relevant information makes the agent uncertain how her report influences the principal's decision. The agent's expectations regarding the principal...
This paper studies a cheap talk model with two senders having partial and non-overlapping private information communicating with an uninformed receiver. The two senders' private information is complementary in the sense that the marginal impact of one sender's private information on the receiver's ideal action depends on the other sender's private...
We test the hypothesis that locus of control – one's perception of control over events in life – influences search by affecting beliefs about the efficacy of search effort in a laboratory experiment. We find that reservation offers and effort are increasing in the belief that one's efforts influence outcomes when subjects exert effort without knowi...
Learning disabled youth in the Child and Young Adult samples of the NLSY79 are more likely to graduate from high school than peers with the same measured cognitive ability, a difference that cannot be explained by differences in noncognitive skills, families, or school resources. Instead, I find that learning disabled students graduate from high sc...
Citations
... This could be due to the fact that they have fewer opportunities to receive promotions and climb up the ladder. Using the same dataset, Javdani (2017) and Javdani and McGee (2017) find that both visible minority Canadian-born workers and visible minority immigrants are less likely to have been promoted and are promoted fewer times, compared to white Canadian-born workers. Javdani (2017) also finds that visible minority Canadian-borns workers receive lower returns to promotion. ...
![[object Object]](https://i1.rgstatic.net/ii/profile.image/722460454445058-1549259403808_Q64/Mohsen-Javdani.jpg)
... For instance, Lundberg and Stearn (2019) found that women's progression in academic economic has slowed down over the past two decades, and this lack of progress is attributed to gendered institutional policies, as well as an implicit bias towards women within the promotional processes. Similarly, Javdani and McGee (2015) found that Canadian women are 3% points less likely to be promoted and to receive fewer promotions than their male counterparts. In recent times, researchers have confirmed that the pervasiveness of a significant gender gap in job promotion between men and women is gender discriminations, and not individual or firm characteristics (Cassidy et al., 2016;Frederiksen and Kato, 2017;Smith et al., 2013). ...
... Referring to past research, metadata from the O*NET database were used to develop quantitative assessment scales, information technology, and algorithms, such as the prediction and construction of an evaluation system, to conduct research on teachers' professional competencies [2,[13][14][15]. This research used social network analysis (SNA) methods, approaches, and theoretical concepts, such as affiliation networks and bipartite graphs [16] that included occupational titles, Element Name and ID, and KSAOs [17] from the O*NET database, to design and implement CB-TPD curricula, as shown in Figure 1. ...
... Other studies have shown that wage differentials arising from perceived unfair procedures can result in less effort exerted at the workplace (e.g., Cohn et al. 2014;Heinz et al. Forthcoming;Johnson and Salmon 2016;McGee and McGee 2019). Maybe due to the oneshot nature of our experiment, we did not observe any effects on workers' motivation. ...
... And the consequences of gender differences in who ''opts'' in and out of overwork for both occupational segregation and slowing convergence of the gender wage gap are well known (Cha 2013;Cha and Weeden 2014;Javdani and McGee 2019). Yet the micro-level mechanisms that underlie the relationship between overwork, organizational rewards, and gender inequality remain elusive. ...
Reference: Gender and the Disparate Payoffs of Overwork
... Hersch and Viscusi (1996) further note that although discrimination can be a factor that explains why women earn smaller raises from promotions than men, it is also likely that women prefer non-monetary rewards from promotions rather than the monetary rewards that men tend to prefer. Javdani and McGee (2015) also find women's disadvantage in wage increases upon promotion, and acknowledge that the Bsticky floors^model may be one aspect. Yet, the authors note that one cannot rule out differences in behavior between genders, such as women's reluctance to negotiate for raises. ...
... From Finland to South Africa to the United Kingdom and the United States, workers from marginalized racial and ethnic groups report discrimination in promotion, consistent with the research evidence based on multilevel multivariate studies of discrimination, as well as based on implicit bias testing of supervisors (Hatch et al., 2016;Mayiya et al., 2019;Stalker, 1994;Yu, 2020;Zempi, 2020). In Canada, research has documented that visible minorities have less upward mobility even after controlling for education, work experience, time with the employer, and other factors (Javdani, 2020), including both supply-and demand-side factors (Javdani and McGee, 2018;Yap, 2010;Yap and Konrad, 2009). ...
... While individuals with an internal LOC (internals) believe that their own efforts and abilities will be rewarded in their future, individuals with an external LOC (externals) attribute life outcomes mainly to luck, chance, fate or other people. LOC has already been shown to have an important effect on economic behavior and decision making on the labor market in such areas as educational attainment (Coleman & DeLeire, 2003, Mendolia & Walker, 2015, job search effort (Caliendo et al., 2015, McGee & McGee, 2016, occupational attainment (Cobb-Clark andTan, 2011, Heywood et al., 2017), entrepreneurial activity (Caliendo et al., 2014, Hansemark, 2003 and labor market mobility (Caliendo et al., 2019) and, as an outcome of them, wages (Osborne Groves, 2005, Schnitzlein & Stephani, 2016, Semykina & Linz, 2007. 1 Nevertheless, literature that directly relates female labor force participation to LOC is scarce. Most prominently, Heckman et al. (2006) find a significant positive effect of a combined measure of LOC and self-esteem on the individual probability of being employed at age 30 for the sample of young individuals from the NLSY79. ...
... Those with a high level of locus of control exhibited some distinguishing characteristics. They were more active in job-seeking (Caliendo et al. 2015;McGee 2015), they migrated more frequently (Caliendo et al. 2019), or they saved more money (Cobb-Clark et al. 2016). Gamblers also display a high tendency toward the illusion of control, as is the nature of gambling itself. ...
... Many papers have pooled all of the education levels to analyze employer learning (e.g., Altonji & Pierret, 2001;Farber & Gibbons, 1996;Bauer & Haisken-DeNew, 2001;Galindo-Rueda, 2003;Lange, 2007;Light & McGee, 2015a). This is equivalent to excluding S i from the g Z function in Equation (11). ...
