理论论文

理论论文

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Altruism in Networks

网络中的利他主义

Econometrica · 2017, 85(2) · Renaud Bourlès A、Yann Bramoullé、Eduardo Perez-Richet ·

未归类D 微观经济学

我们首次对网络中的利他主义进行了分析。行为人嵌入于一个固定网络之中,并关心其网络邻居的福祉。视收入情况而定,他们可能向较贫困的朋友提供资金支持。我们研究了由此形成的转移博弈的纳什均衡。我们证明均衡最大化一个凹的势函数。我们建立了均衡的存在性、均衡消费的唯一性以及均衡转移的通有唯一性。我们刻画了转移网络的几何结构,并强调了转移中介所扮演的关键角色。随后我们进行比较静态分析。针对个体的正向收入冲击会使所有人受益。对于收入的小幅变动,转移网络中某一连通分支内的行为人的行为,就好像他们组成了一个收入共享共同体。收入不平等的下降或利他网络的扩张可能加剧消费不平等。

英文原文

We provide the first analysis of altruism in networks. Agents are embedded in a fixed network and care about the well‐being of their network neighbors. Depending on incomes, they may provide financial support to their poorer friends. We study the Nash equilibria of the resulting game of transfers. We show that equilibria maximize a concave potential function. We establish existence, uniqueness of equilibrium consumption, and generic uniqueness of equilibrium transfers. We characterize the geometry of the network of transfers and highlight the key role played by transfer intermediaries. We then study comparative statics. A positive income shock to an individual benefits all. For small changes in incomes, agents in a component of the network of transfers act as if they were organized in an income‐pooling community. A decrease in income inequality or expansion of the altruism network may increase consumption inequality.

Mentoring and the Dynamics of Affirmative Action

导师指导与平权行动的动态

American Economic Journal: Economic Policy · 2017, 14(2) · Michèle C. Müller-Itten、Aniko Öry ·

劳动经济学就业与劳动力市场劳动法规

本文分析当多数群体与少数群体初级成员所能获得的导师指导质量取决于其在劳动力队伍中的占比时,劳动力构成的长期演变。多数群体劳动者占比≥50%的劳动力队伍无一例外地会收敛至多数群体相对于人口比例被过度代表的均衡。为最大化福利,往往需要持续性的干预(如针对特定群体的奖学金),且最优的劳动力队伍可能包含先天才能低于边际多数群体劳动者的少数群体劳动者。我们讨论了导师指导决定因素的作用、才能的离散程度、短期干预的适用范围、各类政策工具,并将我们的结果与经典的公平叙事进行对比。

英文原文

We analyze the long-term workforce composition when the quality of mentoring available to majority and minority juniors depends on their representation in the workforce. A workforce with ≥50% majority workers invariably converges to one where the majority is overrepresented relative to the population. To maximize welfare, persistent interventions, such as group-specific fellowships, are often needed, and the optimal workforce may include minority workers of lower innate talent than the marginal majority worker. We discuss the role of mentorship determinants, talent dispersion, the scope of short-term interventions, various policy instruments and contrast our results to the classic fairness narrative.

Existence of Optimal Mechanisms in Principal-Agent Problems

委托-代理问题中最优机制的存在性

Econometrica · 2017, 85(3) · Ohad Kadan、Philip J. Reny、Jeroen M. Swinkels ·

未归类D 微观经济学

我们给出了一般性条件,使得含单个或多个代理人的委托-代理问题在这些条件下存在对委托人最优的机制。我们的结果将纯道德风险与纯逆向选择作为特例加以涵盖。我们允许多维的类型、行动与信号,并同时考虑货币性与非货币性报酬。我们的结果可扩展至机制受到事前或事中约束的情形,并允许委托人在选择代理人合同之外还拥有其他决策。除可测性要求外,我们不对机制空间施加任何先验限制。随机化对于实现最优性而言是必要的情形并不罕见,因此它(理应且)确实被允许使用。随机化在我们的证明中也发挥着关键作用。我们还给出了某些形式的随机化并非必要的条件。

英文原文

We provide general conditions under which principal-agent problems with either one or multiple agents admit mechanisms that are optimal for the principal. Our results cover as special cases pure moral hazard and pure adverse selection. We allow multidimensional types, actions, and signals, as well as both financial and non-financial rewards. Our results extend to situations in which there are ex ante or interim restrictions on the mechanism, and allow the principal to have decisions in addition to choosing the agent's contract. Beyond measurability, we require no a priori restrictions on the space of mechanisms. It is not unusual for randomization to be necessary for optimality and so it (should be and) is permitted. Randomization also plays an essential role in our proof. We also provide conditions under which some forms of randomization are unnecessary.