Dear all,<\/p>\n
We are happy to announce that the upcoming Personnel Economics Workshop will be held on Saturday, July 25th. Date: July 25th (Sat.),\u00a014:30<\/u><\/b>\u00a0— 17:45<\/p>\n Venue: Room 709 in Building 3, Waseda Campus, Waseda University Please register the following Zoom link for participants online. 1st Session:\u00a0<\/strong> Title: \u00a0Move-the-Goalpost as a Response to Negative Performance Outcomes and Low Inferred Controllability<\/p>\n Abstract: Language: English<\/p>\n Time: 14:30 ~ 16:00<\/p>\n 2nd Session\uff1a<\/strong> Title: The wage-mismatch index: A new indicator of labor demand in the job search market<\/p>\n Abstract: Language: Japanese<\/p>\n Time: 16:15 ~ 17:45<\/p>\n Please check the website of the Personnel Economics Workshop below for the upcoming workshops.
\nPlease note that this month’s session will begin at 2:30 p.m., which is 30 minutes earlier than usual.<\/span><\/p>\n
\n*The elevator in Building 3 does not stop at the 7th floor, so please use the escalator.
\nFormat: Hybrid
\nWe are planning to have dinner after the workshop.
\nPlease fill in the following form by\u00a0Friday, July 17th<\/u>, if you would like to participate.
\nhttps:\/\/forms.gle\/rjgZECD3oFNt2E3N7<\/a><\/p>\n
\nhttps:\/\/list-waseda-jp.zoom.us\/meeting\/register\/bY4idDGuRou_Vbvd00tp5Q<\/a><\/p>\n
\nSpeaker: Hitoshi Mitsuhashi (Waseda University)<\/p>\n
\nWhile prior research in organizational learning and performance feedback theory emphasizes adaptive and corrective search following performance shortfalls, emerging work suggests that organizations may instead disengage from learning. This study examines when organizations respond to negative performance outcomes by \u201cmoving the goalposts\u201d (MTG)\u2014lowering performance standards rather than engaging in corrective search. Drawing on attribution perspectives, we theorize that MTG is more likely when managers infer limited controllability over performance outcomes. Such inferences arise when external causes dominate internal ones, when internal and external causes are interdependent, and when performance exhibits high variability over time. We test these arguments using data from U.S. domestic airlines and exploit a regulatory change requiring airlines to report delay attributions. We operationalize MTG as schedule padding, or extending scheduled flight durations to buffer against delays. Using a 24-month panel, we find that schedule padding is more likely under conditions of low inferred controllability and high operational complexity. Our findings also suggest that performance improvements sometimes occur on routes where firms extend scheduled durations. This study challenges the dominant view that organizations primarily respond to poor performance through adaptive search, highlighting conditions under which managers instead redefine performance standards.<\/p>\n
\nSpeaker: Keisuke Kawata (University of Tokyo)<\/p>\n
\nMotivated by persistent labor shortages in developed economies, this study proposes a novel indicator of labor demand, the wage-mismatch index, which captures wage-related mismatches often overlooked by conventional metrics such as vacancy counts or labor market tightness. The index is defined as the share of job postings offering wages acceptable to job seekers. As a case application, we construct an index using administrative data from Japan\u2019s public employment service. We further decompose this into its underlying components to identify the sources of change over time. Finally, we demonstrate its empirical relevance by using aggregate data from Tokyo and Osaka, Japan\u2019s two largest metropolitan labor markets.<\/p>\n
\nhttps:\/\/sites.google.com\/view\/peworkshop\/home<\/a><\/p>\n