Employee Inter- and Intra-Firm Mobility by Tzabbar Daniel;Cirillo Bruno;

Author:Tzabbar, Daniel;Cirillo, Bruno;
Language: eng
Format: epub
Publisher: Emerald Publishing Limited
Published: 2019-09-25T00:00:00+00:00

1When the destination is unknown, we coded mobility as missing.

2The upper limit occurs because income from external job(s) should be only the second or third largest source of wage income among all employers that an employee has, by definition. The distribution of the additional income provided by external jobs is positively skewed.

3We do not consider self-employment as a second job holding. Self-employment as a secondary jobs has been studied in the previous literature (Folta, Delmar, & Wennberg, 2010; Raffiee & Feng, 2014).

4Similar estimates are observed from monthly job data during 2002–2008 period, alleviating our concern that some of external affiliations observed might be sequential mobility within a focal year.

5Two standard deviations from the mean of tenure is around 16.5; hence most of the tenure observations are not right censored.

6See also Wooldridge (2014).

7Specifically, we used the user-generated Stata routine reghdfe, absorb(employeeID FirmID) vce(cluster EmployeeID FirmID).

8Note that wage income from external jobs is capped at the lower limit of 5% and upper limit of no more than 49% from any outside employer.

9Plotting contrasts of margins, rather than margins per se, helps separate and visualize the effect of external affiliation on mobility from that of the effect of tenure in general.

10The plots derived from the estimates obtained from areg routine in Stata suggest even stronger benefits for young and small organizations. We believe that this issue deserves further investigation.

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