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Besides, the large sized firms resort more to cooperation, and the reasons for cooperative R&D differ as between large and small sized firms.
These figures indicate that workers who transition to larger sized firms do better than workers who move to a firm in the same size class, while workers who move to smaller sized firms do worse.
Switching from extra small- to small-sized firm causes wages to increase by 0.22% for men and 0.18% for women.
In addition, we find that small-sized firms hire disabled workers when increasing firm size, although they are not obligated to pay levies.
It also consults a network of company executives, from a range of corporate life including FTSE companies and small-sized firms.
The exceptions include men at medium-sized firms and women at small-sized firms.
With the exception of women at small-sized firms, the coefficient on the shutdown rate is positive for both men and women across the firm size classes.
For women, the marginal effect can be negative or positive and ranges from −0.01% at extra small-sized (less than 5 employees) firms to 0.11% at small-sized firms (5 to 19 employees). 2.
The coefficient on the log of the real exchange rate varies between negative and positive and is only statistically significant with a negative value for men at small-sized firms and women at large-sized firms.
For men, extra small-sized firms show the least response of wage growth to industry shutdown rates with a coefficient of −0.98, while men at large-sized firms have the most response with a coefficient of −3.05.
Collaborations with other firms on joint projects and operations of subsidiaries overseas are significantly linked to exports of large-sized firms, while affiliations with business associations and R&D intensity are critical for small-sized firms to export.
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Justyna Jupowicz-Kozak
CEO of Professional Science Editing for Scientists @ prosciediting.com