@article{allen_2023, title={Demand for older workers: What do we know? What do we need to learn?}, volume={24}, ISSN={["2212-8298"]}, DOI={10.1016/j.jeoa.2022.100414}, abstractNote={The employment rate for workers 55 and over has been increasing across the world for the last two decades. This creates opportunities for employers to diversify their workforce and retain valuable knowledge and skills, while at the same time posing the challenges of rising labor costs and blocked opportunities for younger workers. This study summarizes the economic tradeoffs facing organizations as they design their optimal age structure, along with recent research on how older workers fit into organizations. Empirical studies show that whereas wage and benefit costs increase with age, there is no conclusive evidence that productivity increases as well. Studies using macroeconomic data find no evidence that older workers block opportunities for younger workers, whereas recent papers using a more disaggregated approach find mixed results. A key challenge facing older workers is the decline over the last 20 years in the odds of becoming a new hire. Although the turnover rate for older workers is much lower than for other age groups, employers have concerns about accommodating their work environment and work schedule preferences. Resume studies show age discrimination also plays a factor, especially for women. The paper concludes with suggestions for future research, including interindustry and international comparisons of microeconomic data on employment by age group and re-examining matched employee-employer data sets.}, journal={JOURNAL OF THE ECONOMICS OF AGEING}, author={Allen, Steven G.}, year={2023}, month={Feb} }
 @article{allen_wang_2023, title={Forever young: where older workers keep on working}, volume={2}, ISSN={["1475-3022"]}, DOI={10.1017/S1474747223000021}, abstractNote={Abstract}, journal={JOURNAL OF PENSION ECONOMICS & FINANCE}, author={Allen, Steven G. G. and Wang, Ting}, year={2023}, month={Feb} }
 @article{allen_clark_maki_sandler morrill_2016, title={Golden years or financial fears? How Plans Change after Retirement Seminars}, volume={3}, DOI={10.3386/w19231}, abstractNote={Many organizations provide retirement planning seminars to their employees as a benefit to help them make better informed retirement decisions. This study examines the participants in 85 seminars conducted by five companies in 2008 and 2009 to determine how much learning takes place and whether employees adjust retirement plans. Using surveys conducted before and after the seminars, we find that financial literacy and knowledge of retirement program parameters are significantly higher after the seminar. Employees with the largest increases in knowledge were most likely to change their planned retirement age and planned age of claiming Social Security benefits.}, number={3}, journal={The Journal of Retirement}, author={Allen, Steven and Clark, Robert and Maki, Jennifer and Sandler Morrill, Melinda Sandler}, year={2016}, pages={96–115} }
 @article{clark_morrill_allen_2012, title={Effectiveness of Employer-Provided Financial Information: Hiring to Retiring}, volume={102}, ISSN={["0002-8282"]}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-84863198523&partnerID=MN8TOARS}, DOI={10.1257/aer.102.3.314}, abstractNote={ Workers plan and save for retirement throughout their careers. Individuals must navigate complex financial instruments and understand public and employer-provided retirement plan characteristics. Beginning when a worker is first hired, most employers provide the option to contribute to retirement saving plans. As workers near retirement, they face many choices that have considerable consequences for their retirement income security. At these two important periods, employers can provide timely information assisting workers in making choices that optimize lifetime wellbeing. Our research, conducted in cooperation with several large employers, illustrates the importance of employer-provided education in increasing worker understanding of several retirement-related issues. }, number={3}, journal={AMERICAN ECONOMIC REVIEW}, author={Clark, Robert L. and Morrill, Melinda Sandler and Allen, Steven G.}, year={2012}, month={May}, pages={314–318} }
 @article{clark_morrill_allen_2012, title={THE ROLE OF FINANCIAL LITERACY IN DETERMINING RETIREMENT PLANS}, volume={50}, ISSN={["1465-7295"]}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-84867229400&partnerID=MN8TOARS}, DOI={10.1111/j.1465-7295.2011.00390.x}, abstractNote={Workers nearing retirement face many important, and often irreversible, choices. We collected detailed demographic and financial literacy data on over 1,500 workers nearing retirement at three large companies to assess how individuals are planning for retirement. Many respondents display limited knowledge and understanding of public and company‐provided retirement benefits. Controlling for basic demographics and wealth, we find that misconceptions about eligibility ages and plan generosity influence workers' expected age of retirement. Although retirement‐related decisions will affect workers' well‐being for the remainder of their lifetimes, many do not possess enough basic financial knowledge to confidently make optimal choices. (JEL J26, J320, J240)}, number={4}, journal={ECONOMIC INQUIRY}, author={Clark, Robert L. and Morrill, Melinda Sandler and Allen, Steven G.}, year={2012}, month={Oct}, pages={851–866} }
 @inbook{clark_morrill_allen_2011, title={Pension Plan Distributions: The Importance of Financial Literacy}, ISBN={9780199696819}, url={http://dx.doi.org/10.1093/acprof:oso/9780199696819.003.0003}, DOI={10.1093/acprof:oso/9780199696819.003.0003}, abstractNote={Abstract This chapter examines workers' plans to take lump sum distributions versus life annuities from employer retirement plans. The analysis is based on before and after surveys of retirement eligible workers who attended employer-provided retirement planning seminars. We consider workers' planned distributional choices from both defined benefit and 401(k) plans. A minority of respondents plan to take the non-default options, highlighting the importance of framing. Additionally, higher financial literacy is associated with lower rates of annuitization in both plans. We explore how participants change their planned distribution choices after attending seminars that enhance financial knowledge and understanding of retirement plans.}, booktitle={Financial Literacy: Implications for Retirement Security and the Financial Marketplace}, publisher={Oxford University Press}, author={Clark, Robert L. and Morrill, Melinda S. and Allen, Steven G.}, year={2011}, month={Oct}, pages={40–58} }
 @inbook{clark_morrill_allen_2010, title={Employer‐Provided Retirement Planning Programs}, ISBN={9780199592609}, url={http://dx.doi.org/10.1093/acprof:oso/9780199592609.003.0003}, DOI={10.1093/acprof:oso/9780199592609.003.0003}, abstractNote={As older workers approach the end of their working career, they face a series of important decisions that will determine their economic wellbeing during their remaining lifetime. They must decide when to retire, when to start Social Security and company pensions, whether to annuitize 401(k) balances and/or take lump sums from defined benefit plans. Lack of knowledge or insufficient financial literacy may lead to decisions that eventually will be regretted. This paper examines employer provided financial education and pre-retirement planning programs and assesses their effectiveness in increasing knowledge and altering retirement behavior. This research is funded by a grant from the FINRA Investor Education Foundation and has been conducted in close collaboration with the employer partners who sponsor the pre-retirement benefit programs examined in this research.}, booktitle={Reorienting Retirement Risk Management}, publisher={Oxford University Press}, author={Clark, Robert L. and Morrill, Melinda S. and Allen, Steven G.}, year={2010}, month={Aug}, pages={36–63} }
 @article{allen_mugge_2006, title={Services science to be taught at NC state}, volume={49}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-37849186603&partnerID=MN8TOARS}, number={6}, journal={Research Technology Management}, author={Allen, S.G. and Mugge, P.}, year={2006}, pages={6–7} }
 @article{allen_clark_ghent_2005, title={Managing a phased retirement program: The case of UNC}, volume={2005}, ISSN={0271-0560 1536-0741}, url={http://dx.doi.org/10.1002/he.196}, DOI={10.1002/he.196}, abstractNote={Abstract}, number={132}, journal={New Directions for Higher Education}, publisher={Wiley}, author={Allen, Steven G. and Clark, Robert L. and Ghent, Linda S.}, year={2005}, pages={47–60} }
 @inbook{allen_2005, title={The value of phased retirement}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-77955574412&partnerID=MN8TOARS}, booktitle={Recruitment, Retention and Retirement in Higher Education: Building and Managing the Faculty of the Future}, author={Allen, S.G.}, year={2005}, pages={185–208} }
 @article{allen_clark_ghent_2004, title={Phasing into retirement}, volume={58}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-9744261743&partnerID=MN8TOARS}, DOI={10.1177/001979390405800106}, abstractNote={To help workers navigate the transition from work to retirement more effectively, employers have been launching phased retirement programs, which allow older employees to work part-time and receive full retirement benefits. This paper examines the experience of the phased retirement system for tenured faculty in the University of North Carolina system over the years 1996–98. After phased retirement was introduced, there was a sizable increase in the overall separation rate in the system. The key finding from an empirical analysis of the retirement decision as a function of pension incentives, employee performance, demographics, and campus characteristics is that the odds of entering phased retirement were strongly and inversely related to employee performance, as measured by recent pay increases.}, number={1}, journal={Industrial and Labor Relations Review}, author={Allen, Steve and Clark, R.L. and Ghent, L.S.}, year={2004}, pages={112–127} }
 @article{allen_2003, title={At home and abroad: US labor market performance in international perspective.}, volume={56}, ISSN={["0019-7939"]}, DOI={10.2307/3590975}, abstractNote={habits of thought formed over decades of statesocialist rule—have been fundamentally at oddswith a healthy adjustment to democratic capi-talism. The editors view this explanation, too,as implausible. Such a picture, they argue,implies stubborn adherence to a strongly de-fined set of ideas and values, whereas what hasbeen manifest during the years of transition hasbeen a wavering, unclear ideology and a weakunion identity.Chapters 1–10 are essays focusing on thestate of trade unions and the relationship be-tween labor and politics in ten countries. Thewriters are experts with extensive experience inthe regions they examine. The countries cov-ered are the Czech Republic (discussed by AnnaPollert), Hungary (Andras Toth), Slovakia(Jonathan Stein), Poland (David Ost), Romania(David A. Kideckel), Bulgaria (Grigor Gradev),Croatia (Marian Kokanovic´), Serbia (MihailArandarenko), Ukraine (Wlodzimierz Pankowand Evgenii Kopatko), and Russia (StephenCrowley).All ten essays accept the premise that labor inpost-communist Europe is weak, but the au-thors bring a variety of theoretical, method-ological, and empirical tools to bear in studyingthat phenomenon. Also differing across thesechapters is the structure of presentation. Be-cause of this variation, the chapters do not lendthemselves to cross-comparison. The editors ofthe volume say that they have deliberatelyavoided the comparative method because in-stitutions or events that indicate union strengthin one context might merely represent a carry-over from the communist years in another. Thequestion of labor’s weakness or strength can bemeaningfully answered, they argue, only withina particular national context.The authors of the country essays capablyoutline important trends in labor restructuringin post-communist Europe and Russia. Thechapters are based on diverse evidence derivedfrom in-depth case studies of the ten countries.Each chapter thus reads as an independentnational case study survey of labor weakness inpost-communist society, focusing on a specificaspect of union restructuring. Unfortunately,the volume does suffer expositionally from thelack of a unified analytical approach. Not onlyis it difficult to compare the countries’ experi-ences, but the want of coordination also resultsin inefficiency, as several general argumentsabout labor weakness are needlessly repeated.The volume’s conclusion, written again bythe editors, tries to explain the origins andimplications of apparent labor weakness. ForOst and Crowley, labor weakness means work-ers’ and trade unions’ inability to shape condi-tions of work or public policy in accord withtheir interests. The specific signs of such weak-ness they describe, citing evidence from theforegoing empirical chapters, are decliningtrade union membership, increasingly hierar-chical management, toothless collective bar-gaining, redundant agreements, infrequent andineffectual strike action, ineffective or nonex-istent political alliances, minimal union influ-ence over public policy, and declining materialoutcomes for workers.While the editors acknowledge that economicfactors, resource problems, and the institutionalspecifics of each country have played a part inunion weakness, a variable they judge even moreimportant is unions’ own attitudes and strate-gies, which in large part are in reaction to theircommunist past. In particular, labor’s experi-ences under communism made it hyper-skepti-cal of unions, an attitude that has been rein-forced by the dominant ideologies of the newpost-communist elites. Ost and Crowley regardthat crisis of socialist ideas as itself a key factorexplaining union weakness. Thus, globaliza-tion cannot fully explain the dilemmas faced bylabor in post-communist Europe, or the wayunions have thus far responded to those dilem-mas. There are factors unique to post-commu-nist societies. For the editors, the contexts inwhich union leaders act and the ideas that guidetheir activity matter.The volume as a whole is a helpful guide forunderstanding trends in labor power in post-communist Europe, as well as broader economicand political change both there and in othertransitional societies. I recommend it to aca-demic scholars and students of post-communistEurope. Practitioners and policy-makers fromthe region who are interested in the politicalaspects of union restructuring may also find thebook valuable, even though the editors refrainfrom saying whether they think any policy-ori-ented solution to the labor weakness problemholds promise.}, number={4}, journal={INDUSTRIAL & LABOR RELATIONS REVIEW}, author={Allen, SG}, year={2003}, month={Jul}, pages={743–745} }
 @article{allen_2002, title={The impact of international trade on wages.}, volume={55}, ISSN={["0019-7939"]}, DOI={10.2307/2696217}, abstractNote={Since the early 1980s, the U.S. economy has experienced a growing wage differential: high-skilled workers have claimed an increasing share of available income, while low-skilled workers have seen an absolute decline in real wages. How and why this disparity has arisen is a matter of ongoing debate among policymakers and economists. Two competing theories have emerged to explain this phenomenon, one focusing on international trade and labor market globalization as the driving force behind the devaluation of low-skill jobs, and the other focusing on the role of technological change as a catalyst for the escalation of high-skill wages. This collection brings together innovative new ideas and data sources in order to provide more satisfying alternatives to the trade versus technology debate and to assess directly the specific impact of international trade on U.S. wages. This timely volume offers a thorough appraisal of the wage distribution predicament, examining the continued effects of technology and globalization on the labor market.}, number={2}, journal={INDUSTRIAL & LABOR RELATIONS REVIEW}, author={Allen, SG}, year={2002}, month={Jan}, pages={357–358} }
 @article{allen_2001, title={Technology and the wage structure}, volume={19}, ISSN={["0734-306X"]}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-0035593297&partnerID=MN8TOARS}, DOI={10.1086/319567}, abstractNote={This article reports direct evidence on how technological change is related to changes in wage gaps by schooling, experience, and gender. Wage gaps by schooling increased the most in industries with rising R&D intensity and accelerating growth in the capital‐labor ratio. Estimates of their relationship to high‐tech capital are inconclusive. Contrary to popular notions that technological change harms older workers, wage growth of experienced workers is much greater in R&D‐intensive industries than in industries with little R&D activity. The gender gap narrowed more in industries that most intensively used high‐tech capital in 1979.}, number={2}, journal={JOURNAL OF LABOR ECONOMICS}, author={Allen, SG}, year={2001}, month={Apr}, pages={440–483} }
 @article{ghent_allen_clark_2001, title={The impact of a new phased retirement option on faculty retirement decisions}, volume={23}, ISSN={["0164-0275"]}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-0034781270&partnerID=MN8TOARS}, DOI={10.1177/0164027501236003}, abstractNote={Life-cycle theory suggests that workers would prefer to gradually enter retirement from their career jobs. Using data from 15 campuses of the University of North Carolina system, this study provides a first look at the effects of the introduction of a phased retirement program on faculty retirement decisions. The authors’ analysis indicates that most of the faculty members choosing phased retirement would have likely remained full-time at their universities if the phased retirement option had not been available.}, number={6}, journal={RESEARCH ON AGING}, author={Ghent, LS and Allen, SG and Clark, RL}, year={2001}, month={Nov}, pages={671–693} }
 @article{allen_cassoni_labadie_1996, title={Wages and Employment after Reunionization in Uruguay}, volume={33}, number={99}, journal={Cuadernos de Economía}, publisher={with Adriana Cassoni and Gastón Labadie}, author={Allen, Steven and Cassoni, Adriana and Labadie, Gaston}, year={1996}, month={Aug}, pages={277–293} }
 @article{allen_clark_mcdermed_1995, title={Postretirement Increases in Pensions in the 1980s: Did Plan Finances Matter?}, volume={17}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-0029008180&partnerID=MN8TOARS}, DOI={10.1177/0164027595172005}, abstractNote={ Many firms give postretirement increases in pension benefits to retirees even though the formal pension contract does not require them. A leading explanation for the existence of postretirement increases is that they are part of an implicit employment contract that requires the firm to award postretirement increases when the financial performance of the pension fund is better than expected. Data from the 1986 Employee Benefit Survey is combined with financial information from the Form 5500 tax reporting forms for 1985 to estimate the determinants of postretirement increases in pension benefits between 1980 and 1985. The results indicate that financial factors are not closely related to the incidence of postretirement benefit increases but are important determinants of the magnitude of benefit increases. Other results reveal that proxies for the presence of an implicit contract are positively associated with the probability that a firm will award a postretirement benefit increase. }, number={2}, journal={Research on Aging}, author={Allen, S.G. and Clark, R.L. and McDermed, A.A.}, year={1995}, pages={190–208} }
 @article{allen_1995, title={Unit costs, legal shocks, and unionization in construction}, volume={16}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-51649143670&partnerID=MN8TOARS}, DOI={10.1007/BF02685763}, number={3}, journal={Journal of Labor Research}, author={Allen, S.G.}, year={1995}, pages={367–377} }
 @article{allen_1995, title={Updated Notes on the Interindustry Wage Structure, 1890-1990}, volume={48}, ISSN={0019-7939}, url={http://dx.doi.org/10.2307/2524489}, DOI={10.2307/2524489}, abstractNote={This paper documents and analyzes changes in the wage structure across manufacturing industries over the last one hundred years. Inter-industry differentials in wages are highly stable for production workers, but autocorrelation patterns for nonproduction workers are considerably weaker. Industry wage patterns are very similar for production and nonproduction workers today, but this has been true only since 1958. Dispersion of wages across industries has shown varying trends over the last one hundred years, but has never in this century been higher than it is today. The variables that are most strongly correlated with wage growth are productivity growth, rising union density, rising capital intensity, and profit growth.}, number={2}, journal={Industrial and Labor Relations Review}, publisher={JSTOR}, author={Allen, Steven G.}, year={1995}, month={Jan}, pages={305} }
 @article{allen_cassoni_labadie_1994, title={Labor Market Flexibility and Unemployment in Chile and Uruguay}, volume={21}, number={Numero especial}, journal={Estudios de Economia}, author={Allen, Steven and Cassoni, Adriana and Labadie, Gaston}, year={1994}, month={Nov}, pages={127–146} }
 @article{allen_clark_mcdermed_1993, title={Pensions, Bonding, and Lifetime Jobs}, volume={28}, ISSN={0022-166X}, url={http://dx.doi.org/10.2307/146155}, DOI={10.2307/146155}, abstractNote={A well-known, if underappreciated, finding in the mobility literature is that turnover is much lower in jobs covered by pensions than in other jobs. This could result from capital losses for job changes created by most benefit formulas, the tendency of turnover-prone individuals to avoid jobs covered by pensions, or higher overall compensation levels in such jobs. A switching bivariate probit model of pension coverage and turnover is developed to estimate the effect of each of these factors. The results show that capital losses are the main factor responsible for lower turnover in jobs covered by pensions, but self-selection and compensation levels also play an important role. This is the first direct evidence that bonding is important for understanding long-term employment relationships.}, number={3}, journal={The Journal of Human Resources}, publisher={JSTOR}, author={Allen, Steven G. and Clark, Robert L. and McDermed, Ann A.}, year={1993}, pages={463} }
 @article{allen_1992, title={Changes in the cyclical sensitivity of wages in the United States, 1891-1987}, volume={82}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-0027067288&partnerID=MN8TOARS}, number={1}, journal={American Economic Review}, author={Allen, S.G.}, year={1992}, pages={122–140} }
 @article{changes in the cyclical sensitivity of wages in the united states, 1891-1987_1989, DOI={10.22004/ag.econ.259452}, journal={Unknown}, year={1989} }
 @article{allen_1989, title={Why Construction Industry Productivity is Declining: Reply}, volume={71}, ISSN={0034-6535}, url={http://dx.doi.org/10.2307/1926916}, DOI={10.2307/1926916}, number={3}, journal={The Review of Economics and Statistics}, publisher={JSTOR}, author={Allen, Steven G.}, year={1989}, month={Aug}, pages={547} }
 @article{allen_1988, title={Declining Unionization in Construction: The Facts and the Reasons}, volume={41}, ISSN={0019-7939}, url={http://dx.doi.org/10.2307/2523902}, DOI={10.2307/2523902}, number={3}, journal={Industrial and Labor Relations Review}, publisher={JSTOR}, author={Allen, Steven G.}, year={1988}, month={Apr}, pages={343} }
 @article{allen_1988, title={Further Evidence on Union Efficiency in Construction}, volume={27}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-84987349243&partnerID=MN8TOARS}, DOI={10.1111/j.1468-232X.1988.tb01003.x}, abstractNote={This study examines the impact of unions on efficiency in retail construction in the late seventies. Square footage put in place per hour is 51 per cent greater for union than nonunion contractors. The study finds no difference in mean cost per square foot and offers mixed econometric evidence on Tran slog cost functions. There is also no difference in profit rates or prices between union and nonunion contractors.}, number={2}, journal={Industrial Relations: A Journal of Economy and Society}, author={Allen, S.G.}, year={1988}, pages={232–240} }
 @article{pensions and lifetime jobs: the new industrial feudalism revisited_1988, DOI={10.22004/ag.econ.259429}, journal={Unknown}, year={1988} }
 @article{allen_1988, title={Productivity Levels & Productivity Change Under Unionism}, volume={27}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-84987300623&partnerID=MN8TOARS}, DOI={10.1111/j.1468-232X.1988.tb01048.x}, abstractNote={This paper examines how unions affect the rate of productivity change. The direction of union impact cannot be predicted from economic theory. Firms may select either more productive technologies to offset higher union wages or less productive technologies to keep union wage demands in line. Evidence from manufacturing indicates that unions have not affected productivity growth; in construction, productivity growth has been much slower where there is a high initial level of unionization or where unionization is growing.}, number={1}, journal={Industrial Relations: A Journal of Economy and Society}, author={ALLEN, S.G.}, year={1988}, pages={94–113} }
 @article{allen_clark_mcdermed_1988, title={The Pension Cost of Changing Jobs}, volume={10}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-84970755332&partnerID=MN8TOARS}, DOI={10.1177/0164027588104001}, abstractNote={ Workers covered by defined benefit pension plans receive lower benefits at retirement if they leave their current jobs before reaching retirement age. This study estimates the magnitude of this pension loss for workers in the May 1983 supplement of the Current Population Survey, using pension formula estimates from the 1983 Employee Benefit Survey. The pension loss is generally greatest between the ages of 35 and 54 and represents roughly half of a year's earnings for that age group. The loss tends to be quite high in the declining mining and manufacturing sectors. This probably resulted in lower voluntary attrition at a time of massive layoffs and plant closings. }, number={4}, journal={Research on Aging}, author={Allen, S.G. and Clark, R.L. and McDermed, A.A.}, year={1988}, pages={459–471} }
 @article{allen_1987, title={Can Union Labor ever Cost Less?}, volume={102}, ISSN={0033-5533}, url={http://dx.doi.org/10.2307/1885067}, DOI={10.2307/1885067}, abstractNote={This paper examines the effect of unions on efficiency by estimating cost function systems over three different sets of construction projects. The results show that union contractors have greater economies of scale. This gives them a cost advantage in large commercial office buildings, but in school and hospital construction, nonunion contractors have lower costs at all output levels. Despite the cost differences, profits for nonunion contractors in school and hospital construction are no higher than those for union contractors because the burden of higher union costs is shifted to buyers.}, number={2}, journal={The Quarterly Journal of Economics}, publisher={Oxford University Press (OUP)}, author={Allen, Steven G.}, year={1987}, month={May}, pages={347} }
 @article{allen_1987, title={Relative Wage Variability in the United States 1860-1983}, volume={69}, ISSN={0034-6535}, url={http://dx.doi.org/10.2307/1935956}, DOI={10.2307/1935956}, abstractNote={This paper examines the magnitude of changes in relative wages across industries between 1860 and 1983 and analyzes the macroeconomic determinants of such changes at different intervals during this period. The variance across industries in wage growth was at least four times larger before 1948 than afterward. Except for smaller year-to-year variability in output growth across industries after 1948, the macroeconomic factors examined cannot account for this increased rigidity of relative wages. Increases in average establishment size and improved communication of wage trends are probably partially responsible for the observed increase in relative wage rigidity. No single macroeconomic model was consistent with the year-to-year fluctuations in relative wage rigidity in every historical period examined.}, number={4}, journal={The Review of Economics and Statistics}, publisher={JSTOR}, author={Allen, Steven G.}, year={1987}, month={Nov}, pages={617} }
 @article{allen_clark_sumner_1986, title={Postretirement Adjustments of Pension Benefits}, volume={21}, ISSN={0022-166X}, url={http://dx.doi.org/10.2307/145960}, DOI={10.2307/145960}, abstractNote={This paper examines why pension plans increased their liabflities by giving benefit increases to persons no longer working even though almost al lof them were not required to do so by any legally enforceable contract. In our model workers and firms have implicit contracts under which post-retirement increases in benefits are purchased by workers through lower wages or initial benefits. Such arrangements permit both plans and workersto share the risk of uncertain rates of return. They also allow beneficiaries to invest at a higher net rate of return than they could obtain elsewhere because of tax advantages and, in large plans, economies of scale. We also discuss how post-retirement adjustments can be used to influence turnover. Some empirical implications of the model are tested over a sample of beneficiaries of defined benefit plans. The major empirical findings are:(1) There is strong evidence of compensating differentials in final salary and initial pension benefits for beneficiaries receiving post-retirement adjustments.(2) Regardless of how the size of pension plans is measured(beneficiaries, participants, amount of benefits paid), large pension plans provide larger post-retirement benefit increases.(3) Beneficiaries of collectively bargained plans are more likelyto receive benefit increases and, among those receiving benefit increases, receive larger increases.(4) Benefit increases are larger in percentage terms for those who have been retired the longest and for those with the most years of service.}, number={1}, journal={The Journal of Human Resources}, publisher={JSTOR}, author={Allen, Steven G. and Clark, Robert L. and Sumner, Daniel A.}, year={1986}, pages={118} }
 @article{allen_1986, title={The effect of unionism on productivity in privately and publicly owned hospitals and nursing homes}, volume={7}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-0039964329&partnerID=MN8TOARS}, DOI={10.1007/BF02685300}, abstractNote={This paper examines the effect of unions on productivity within a sample of publicly and privately owned hospitals and nursing homes to determine whether public ownership influences union behavior. The results show that the productivity of union contractors is much greater in private than in public projects. Within the sample of private projects, the estimates of the union-nonunion productivity difference are generally positive but very imprecise.}, number={1}, journal={Journal of Labor Research}, author={Allen, S.G.}, year={1986}, pages={59–68} }
 @article{allen_1986, title={Union Work Rules and Efficiency in the Building Trades}, volume={4}, ISSN={0734-306X 1537-5307}, url={http://dx.doi.org/10.1086/298101}, DOI={10.1086/298101}, abstractNote={This paper estimates the effect of union work rules in the building trades on employment and costs by comparing factor demand elasticities for union and nonunion contractors and subcontractors over micro data from two different types of construction. The results show that the elasticities of substitution between labor and nonlabor inputs and own-price elasticities for nonlabor inputs are about the same for union and nonunion contractors. In contrast, the elasticities of substitution among different skill categories of labor and the own-price elasticities for each category are much lower under unionism.}, number={2}, journal={Journal of Labor Economics}, publisher={University of Chicago Press}, author={Allen, Steven G.}, year={1986}, month={Apr}, pages={212–242} }
 @article{allen_1986, title={Unionization and Productivity in Office Building and School Construction}, volume={39}, ISSN={0019-7939}, url={http://dx.doi.org/10.2307/2523458}, DOI={10.2307/2523458}, abstractNote={This paper examines the difference in productivity between union and nonunion contractors in the construction industry over a sample of 83 commercial office buildings and another sample of 68 elementary and secondary schools. The popular belief that the building trades unions reduce productivity in the industry is soundly rejected in both samples. Square footage per man hour is 38 percent higher in office buildings built predominantly by union labor, controlling for differences in capital-labor ratios, observable labor quality, region, and building characteristics. Estimates of the union-nonunion productivity difference in the school sample range from zero (when output is measured in physical units) to 20 percent greater for union contractors (when output is measured as value added deflatedby regional price differences), controlling for the same factors. Possible sources of higher union productivity in the office building sample are explored. A lower ratio of supervision to production worker hours and use of technologies and materials that economize on labor account for as much as 25 percent of the higher productivity observed in the union sample. The remainder is probably attributable to apprenticeship training, unobserved labor quality, economies of recruiting and screening, and improved manangement.}, number={2}, journal={Industrial and Labor Relations Review}, publisher={JSTOR}, author={Allen, Steven G.}, year={1986}, month={Jan}, pages={187} }
 @article{allen_clark_1986, title={Unions, Pension Wealth, and Age-Compensation Profiles}, volume={39}, ISSN={0019-7939}, url={http://dx.doi.org/10.2307/2523243}, DOI={10.2307/2523243}, abstractNote={This paper examines the effect of unions on both the magnitude and distribution of pension benefits. Our empirical results show that beneficiaries in collectively bargained plans receive larger benefits when they retire, receive larger increases in their benefits after they retire, and retire at an earlier age than beneficiaries in other pension plans. As a result, the pension wealth of union beneficiaries is 50 to 109 percent greater than that of nonunion beneficiaries. Just as wage differentials within and across establishments are smaller among union workers, benefit differentials within and across cohorts of retirees are smaller among union beneficiaries. This results from the smaller weight given to salary average in determining initial benefits and the larger percentage increases given to those who have been retired the longest under post-retirement increases. The more compressed benefit structure under unionism causes the union-nonunion compensation (wages plus pension contributions) differential to decline more quickly than the union-nonunion wage differential over the life cycle.}, number={4}, journal={Industrial and Labor Relations Review}, publisher={JSTOR}, author={Allen, Steven G. and Clark, Robert L.}, year={1986}, month={Jul}, pages={502} }
 @article{allen_1985, title={Why Construction Industry Productivity Is Declining}, volume={67}, ISSN={0034-6535}, url={http://dx.doi.org/10.2307/1924811}, DOI={10.2307/1924811}, abstractNote={According to unpublished data compiled by BLS, productivity in the construction industry reached a peak in 1968 and, except for a brief and small upturn between 1974 and 1976, has been falling ever since. This paper examines the sources of this productivity decline between 1968 and 1978 by estimating a production function to assign weights to various factors responsible for productivity change and deriving a new price deflator for construction which does not rely on labor or material cost indexes, thus eliminating a systematic bias toward overstating the rate of growth of prices.The production function analysis indicates that productivity should have declined by 8.8 percent between 1968 and 1978,representing 41 percent of the observed decline. The biggest factor in this decline was the reduction in skilled labor intensity resulting from a shift in the mix of output from largescale commercial, industrial, and institutional projects to single-family houses. Other important factors include declines in the average number of employees per establishment, capital-labor ratio, percent union, and the average age of workers. The difference between the official deflator and the new deflator proposed here accounts for an additional 51 percent of the reported productivity decline, leaving only 8 percent of the decline unexplained.}, number={4}, journal={The Review of Economics and Statistics}, publisher={JSTOR}, author={Allen, Steven G.}, year={1985}, month={Nov}, pages={661} }
 @article{allen_1984, title={Trade Unions, Absenteeism, and Exit-Voice}, volume={37}, ISSN={0019-7939}, url={http://dx.doi.org/10.2307/2523729}, DOI={10.2307/2523729}, number={3}, journal={Industrial and Labor Relations Review}, publisher={JSTOR}, author={Allen, Steven G.}, year={1984}, month={Apr}, pages={331} }
 @article{allen_1984, title={Unionized Construction Workers are More Productive}, volume={99}, ISSN={0033-5533}, url={http://dx.doi.org/10.2307/1885525}, DOI={10.2307/1885525}, abstractNote={This paper presents evidence on the effect of unionism on productivity in construction. The linkages are distinct from those studied previously in industrial settings. Apprenticeship training and hiring halls probably raise union productivity, while jurisdictional disputes and restrictive work rules lower it. Using Brown and Medoff's methodology, union productivity, measured by value added per employee, is 44 to 52 percent higher than nonunion. The estimate declines to 17 to 22 percent when estimates of interarea construction price differences are used to deflate value added. Occupational mix differences and, possibly, apprenticeship training account for 15 to 27 percent of this difference.}, number={2}, journal={The Quarterly Journal of Economics}, publisher={Oxford University Press (OUP)}, author={Allen, Steven G.}, year={1984}, month={May}, pages={251} }
 @article{allen_1983, title={How Much Does Absenteeism Cost?}, volume={18}, ISSN={0022-166X}, url={http://dx.doi.org/10.2307/145207}, DOI={10.2307/145207}, abstractNote={This paper presents evidence on the output loss resulting from absenteeism. Hedonic wage equations are estimated over two different data sets-the 1972-1973 Quality of Employment Survey and the pooled May 1973-1975 Current Population Survey-to calculate the cost in terms of reduced output and increased labor costs per payroll hour. Also, a manufacturing production function is estimated to directly compute the productivity loss. The results indicate that the effect of absenteeism on output is quite small: a 10 percentage point increase in the absence rate is associated with at most a 2.1 percent decrease in the wage.}, number={3}, journal={The Journal of Human Resources}, publisher={JSTOR}, author={Allen, Steven G.}, year={1983}, pages={379} }
 @article{allen_1983, title={Much Ado about Davis-Bacon: A Critical Review and New Evidence}, volume={26}, ISSN={0022-2186 1537-5285}, url={http://dx.doi.org/10.1086/467055}, DOI={10.1086/467055}, abstractNote={(a) The rate of wages paid in the area in which the work is to be performed, to the majority of those employed in that classification in construction in the area similar to the proposed undertaking; (b) In the event that there is not a majority paid at the same rate, then the rate paid to the greater number: Provided, Such greater number constitutes 30 percent of those employed; or (c) In the event that less than 30 percent of those so employed receive the same rate, then the average rate.}, number={3}, journal={The Journal of Law and Economics}, publisher={University of Chicago Press}, author={Allen, Steven G.}, year={1983}, month={Oct}, pages={707–736} }
 @article{allen_1981, title={An Empirical Model of Work Attendance}, volume={63}, ISSN={0034-6535}, url={http://dx.doi.org/10.2307/1924220}, DOI={10.2307/1924220}, abstractNote={T WO recent studies have indicated that on any given day about 3% to 4% of all workers do not report to their jobs. The Bureau of National Affairs (BNA) has reported absence data for a sample of several hundred establishments since January 1974. The median absence rate for the entire sample was 3.4% in 1974, 3.0% in 1975 and 1976, 2.8% in 1977, and 2.9% in 1978.1 Absence rates vary widely across establishments; in December 1978 they ranged from 0 to 23.0%. Recent changes in the Current Population Survey permit the computation of work time lost to absenteeism with household data. In May 1976 Hedges (1977) reported that full time workers missed about 3.5% of scheduled hours for health and personal reasons. It is interesting to note in comparison that in the same month (1) less than one-third of 1% of scheduled hours were lost to strikes, and (2) 3.4% of the labor force were out of work because they had lost their previous job. Economists have paid little attention to absenteeism despite the sizable number of man-hours involved and the probable impacts on productivity and income distribution. Most of the previous research on work attendance has been done by applied psychologists, who generally argue, according to a recent survey article by Steers and Rhodes (1978), "that job dissatisfaction represents the primary cause of absenteeism."2 Another widely held view is that absenteeism results from inadequate managerial concern for the problem. Countless authors of articles in personnel and business journals have argued that any firm can control absenteeism by keeping adequate records, establishing guidelines for permissible absences, or rewarding workers who attend regularly. Given efficient markets for entrepreneurial expertise, it is unclear why such measures have not already been taken. The purpose of this paper is to suggest an alternate interpretation of absenteeism and to develop an empirical model to test various hypotheses about its incidence. Absences result when an individual decides to engage in nonwork activity throughout a scheduled work period. It will be argued below that utility increments obtained by not reporting are likely to vary across individuals and that the cost of absenteeism will not be identical across employers. Employers can reduce absenteeism in three ways. One option is to make it more costly to employees, e.g., through decisions regarding promotions, merit wage increases, dismissals, and the availability of sick leave and attendance bonuses. Another is to reduce the worker's demand for absences by making schedules more flexible. In cases where substitute workers are available at no extra cost, absenteeism is costly only when it is unexpected. Both the firm and the worker will then be better off if they agree to adjust the worker's schedule in advance. A final}, number={1}, journal={The Review of Economics and Statistics}, publisher={JSTOR}, author={Allen, Steven G.}, year={1981}, month={Feb}, pages={77} }
 @article{allen_1981, title={Compensation, Safety, and Absenteeism: Evidence from the Paper Industry}, volume={34}, ISSN={0019-7939}, url={http://dx.doi.org/10.2307/2522536}, DOI={10.2307/2522536}, number={2}, journal={Industrial and Labor Relations Review}, publisher={JSTOR}, author={Allen, Steven G.}, year={1981}, month={Jan}, pages={207} }