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Working Papers

Working Papers



2026

Worker- and Firm-Level Effects of an Outsourcing Ban

Uğur Aytun and Eren Gürer and Erol Taymaz

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In December 2017, the government of Türkiye announced a comprehensive ban on the procurement of outsourced services by public institutions and mandated that all workers providing such services on-site be transitioned into permanent public positions within six months. We study the labor-market consequences of this abrupt and large-scale policy change using an administrative, linked employer–employee dataset. We find that workers who transitioned into public employment experienced higher wages and improved job security. At the firm level, private service providers with greater exposure to the reform faced higher exit rates and, if they survived, declines in employment, productivity, and profitability. In contrast, municipal-owned enterprises that internalized service provision became more productive and profitable. We also document modest positive wage spillovers in local labor markets. Overall, our results suggest that the outsourcing ban reallocated rents away from private service providers toward workers and public employers.


Employee Age and Experience as Determinants of New Firm Survival: Evidence from Turkish Matched Employer–Employee Data

Erol Taymaz and Kamil Yılmaz

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This paper investigates the relationship between workforce age composition, prior experience, and firm survival using matched employer–employee data from Turkey spanning 2007 to 2023. Using the universe of Turkish firms from the Entrepreneur Information System (EIS), we estimate discrete-time hazard models on manufacturing corporations and document three main findings. First, the relationship between average employee age and exit risk is non-linear but not smoothly quadratic: exit hazards are significantly elevated only for firms with very young (15–20) or older (45+) workforces, while the 25–40 age range shows no meaningful differences. This challenges the standard inverted-U specification commonly adopted in the literature. Second, this age effect is entirely confined to micro-firms (1–10 employees); for larger firms, capital intensity, export status, and supply-chain linkages dominate survival prospects. Third, prior employment experience of the workforce—measured through sector-specific experience, former employer characteristics, and employment network concentration—significantly predicts survival, especially for smaller firms. The influence of both age and experience variables fades as firms age, consistent with the gradual replacement of entry conditions by accumulated organizational capital. Our results highlight the size-dependent nature of human capital’s role in firm survival and carry implications for policies aimed at supporting new-firm longevity in developing economies.

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