Contributions in Merlin

The unsupervised detection of anomalies in time series data has important applications, e.g., in user behavioural modelling, fraud detection, and cybersecurity. Anomaly detection has been extensively studied in categorical sequences, however we often have access to time series data that contain paths through networks. Examples include transaction sequences in financial networks, click streams of users in networks of cross-referenced documents, or travel itineraries in transportation networks. To reliably detect anomalies we must account for the fact that such data contain a large number of independent observations of short paths constrained by a graph topology. Moreover, the heterogeneity of real systems rules out frequency-based anomaly detection techniques, which do not account for highly skewed edge and degree statistics. To address this problem we introduce a novel framework for the unsupervised detection of anomalies in large corpora of variable-length temporal paths in a graph, which provides an efficient analytical method to detect paths with anomalous frequencies that result from nodes being traversed in unexpected chronological order.

We study the impact on the skill premium of increases in the quality of goods consumed by households(“trading up”). Our empirical work shows that high- quality goods are more intensive in skilled laborthan low-quality goods and that household spending on high-quality goods rises with income. Wepropose a model consistent with these facts. This model accounts for the past rise in the skill premiumwith more plausible rates of skill-biased technical change than those required by the canonical model.It also implies that an expansion of the skilled labor force reduces the skill premium by much lessthan in the canonical model.

This study empirically investigates whether the relationship between the fraction of filled apprenticeships in a particular occupation in the past and the fraction of prospective apprentices having very early intentions to train in this occupation has an impact on the decision to change the intended choice of occupation. We use a unique dataset from Switzerland containing detailed information on students’ early occupational ‘dreams’ (ages 13-14), before they undergo intensive career counselling, and combine it with information on their ultimate choice of occupation at the end of compulsory schooling (ages 15-16). The estimation results show that although the majority of students revise their initial intentions, those students who dreamed of learning an occupation with more training positions filled in previous years than peers interested in learning this occupation have a significantly higher probability of sticking to their initial dream occupation. Conversely, students who wished to train in an overly popular occupation have a higher probability of delaying the transition to upper-secondary education for at least one year, instead of switching to another occupation. In addition, we find on an aggregated level that a favourable situation on the apprenticeship market ultimately increases the premature contract termination rate due to a person-occupation-mismatch.

We review and condense the body of literature on the economic returns of public R&D on private R&D and find that: (i)private returns to R&D appear to be large and larger than the returns to alternative investments; (ii) private R&D and R&D subsidies are positively correlated and there is no evidence for crowding out; (iii)R&D cooperation increases private R&D; (iv) there appear to exist complementarities between alternative sources of funding; (v) the mobility of R&D workers, particularly of university scientists,is positively related to innovation; (vi) there are many university spin-offs but these are no more successful than non-university spin-offs; (vii) universities constitute important collaboration partnersand (viii)clusters enhance collaboration, patents and productivity. Key problems for economic policy advice are that the identification of causal effects is problematic in most studies and that little is known about the optimal design of policy measures.

This study analyzes the relationship between discriminatory social attitudes and the variation of within-firm pay gaps by combining data on regional votes on gender equality laws with a data set of multi-establishments firms and their workers. The data set allows us for the first time to study gender pay gaps within the same firm across establishments located in regions with varying discriminatory social attitudes. Our results show that firms have larger pay gaps in regions with stronger discriminatory social attitudes. This result remains robust when we account for detailed worker and job characteristics and prevails for different subsamples. Thus we show that a relationship between discriminatory social attitudes and gender pay gaps prevails even after accounting for the sorting of women and men into different firms and occupations.

Scientific knowledge is an important ingredient in the innovation process. Drawing on the knowledge-based view of the firm and the literature on the relationship between science and technology, this paper scrutinizes the importance of university scientists’ mobility for firms’ innovative activities. Combining patent data and matched employer-employee data for Danish firms, we can track the labor mobility of R&D workers from 1999 to 2004. We find that new joiners contribute more than long-term employees to innovative activity in the focal firm. Among new firm recruits, we observe that newly hired former university researchers contribute more to innovative activity than newly hired recent graduates or joiners from firms, but only in firms with a high level of absorptive capacity in the form of recent experience of hiring university researchers. We find also that firms’ recent experience of hiring university researchers enhances the effect of newly hired recent graduates’ contributions to innovation.

We investigate the effect of mobility of highly skilled workers in Denmark on the total patenting activity of the firms involved for the population of R&D active Danish firms observed between 1999 and 2004. Our study documents how workers joining increase firms’ patenting activity. The effect is strongest if workers join from patent-active firms. We also find evidence of a positive feedback effect on patenting from workers who have left for another patent-active firm. Summing up the effects of joining and leaving workers, we show that labor mobility increases the total innovative activity of the new and the old employer. Our study thus provides firm-level support for the notion that labor mobility stimulates overall innovation of a country or region.

This article deals with the analysis of large or complex system dynamics (SD) models, exploring the benefits of a multimethodological approach to model analysis. We compare model analysis results from SD and social network analysis (SNA) by deploying SNA techniques on a pertinent example from the SD literature—the world dynamics model. Although SNA is a clearly distinct method from SD in that it focuses on social actors and their interrelationships, we contend that SD can indeed learn from SNA, particularly in terms of model structure analysis. Our argumentation follows renowned system dynamicists who acknowledge the potential of SD to synthesize and advance theories in social science at both the conceptual and technical levels.

This study investigates the relationship between corporate sustainability performance and earnings management practices in a European setting. We measure earnings management based on discretionary accruals (cash flow approach) and real activity management. Corporate sustainability performance is a multi-dimensional construct that is measured based on data provided by the CSRHub database. Employing a European sample of 1,426 firm-year observations, our results reveal a negative relationship between corporate sustainability performance and earnings management activities. This finding supports the notion that a broad and integrated approach of sustainability performance constrains the use of earnings management practices. The results are consistent with recent research on U.S. non-financial companies (Kim et al. 2012), indicating the application of similar principles in U.S. and European settings. Additional analyses reveal that this relationship is particularly applicable to the environmental and community dimensions of sustainability, whereas we find only limited empirical evidence on this relationship for the employee dimension. Taken together, our study provides further evidence regarding the relevance of corporate sustainability in the financial context.

This paper explores, based on the varieties-of-capitalism approach, configurations of key human resource management practices that explain radical innovation in subsidiaries. A fuzzy-set qualitative comparative analysis is conducted with data for 69 subsidiaries of US-based MNEs in Germany, Switzerland, and the UK. Contrary to the implications of the varieties-of-capitalism literature, combining numerical flexibility and employing a high share of academics does not necessarily achieve radical innovation. Various paths to radical innovation exist, and most of them involve functional flexibility. Overall, the findings emphasize the strategic discretion MNEs have, and accentuate that functional flexibility is a key HR practice to achieve radical innovation across differing varieties of capitalism countries.