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dc.contributor.authorJohnsen, Julian
dc.contributor.authorKu, Hyejin
dc.contributor.authorSalvanes, Kjell Gunnar
dc.date.accessioned2020-08-11T11:39:03Z
dc.date.available2020-08-11T11:39:03Z
dc.date.issued2020
dc.identifier.issn0804-6824
dc.identifier.urihttps://hdl.handle.net/11250/2671485
dc.description.abstractDoes leave-taking matter for young workers’ careers? If so, why? We propose the competition effect—relative leave status of workers affecting their relative standing inside the firm—as a new explanation. Exploiting a policy reform that exogenously assigned four-week paid paternity leave to some new fathers, we find evidence consistent with the competition effect: A worker enjoys a better post-child earnings trajectory when a larger share of his colleagues take leave because of the policy. In contrast, we find no direct earnings effect resulting from the worker’s own leave when controlling for their relative leave eligibility status within the firm.en_US
dc.language.isoengen_US
dc.relation.ispartofseriesDP SAM;13/2020
dc.subjectleave of absence, career interruptions, ranking, tournament, promotion, gender gapen_US
dc.titleCompetition and Career Advancement: The Hidden Costs of Paid Leaveen_US
dc.typeWorking paperen_US
dc.subject.nsiSamfunnsvitenskapen_US
dc.source.pagenumber48en_US
dc.relation.project262675en_US


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