Refugee Hiring and Organizational Performance
研究雇佣难民对企业绩效的影响，发现难民因就业激励强、工资低，能降低企业劳动成本，提升绩效，且企业工作不安全感会强化这一效应。
Prior research on the performance effects of hiring immigrants has mainly considered people who choose to move to other countries. We shift attention to forced migrants (i.e., refugees) and study the relationship between their employment and firm performance. We focus on the specific labor market conditions that refugees face and theorize that performance improves among firms that hire refugees. We explain this relationship using two interconnected mechanisms that revolve around refugees’ limited outside options. First, as refugees have strong incentives to remain employed, they put extensive effort into their jobs, work long hours, and, thereby, reduce the employer’s labor costs related to worker turnover (effort mechanism). Second, as refugees are generally willing to accept low pay, hiring them reduces the employer’s labor costs related to salaries (remuneration mechanism). Moreover, we theorize that greater job insecurity at the hiring firm strengthens both mechanisms because it increases refugees’ perceived risk of being fired and their fear of being unemployed. We find support for our theoretical predictions in a matched sample of 27,782 firms in Denmark covering the period from 2001 to 2016. History: This paper has been accepted for the Organization Science Special Issue on Migration & Organizations. Funding: V. Rocha received financial support from the Carlsberg Foundation [Grant CF21-0156]. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2021.15980 .