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Working Papers

Working Papers



2026

When the Minimum Wage Creates Jobs: Monopsony, Markdowns, and Turkey’s Wage Hikes

Erol Taymaz and Kamil Yılmaz

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The employment effect of a minimum-wage increase depends on the wage-setting power of employers. The empirical literature, however, has measured this power only indirectly, through labor-market concentration. In this paper, we estimate firm-level product markups and wage markdowns for Turkish manufacturing firms using the Entrepreneur Information System (EIS) administrative micro-data. We show that a firm’s initial markdown predicts the sign and magnitude of its direct employment response to minimum-wage increases, including the exceptionally large January 2016 increase (33% nominal, ≈25% real). At minimum-wage firms with no markdown, employment falls year after year. At high-markdown firms that face the same wage floor, employment does not fall. The monopsony model can explain this difference, whereas the competitive model predicts employment losses for both groups of firms. Among firms paying the minimum wage, employment growth increases with the initial markdown in every year over 2013–2019: conditional on sector-year and province-year effects, high-markdown minimum-wage firms grow 6 to 9 log points faster annually than zero-markdown firms paying the same wage.


Patents, Pay and People: How Innovation Reshapes the Workforce

Çiğdem Ekiz and Eren Gürer and Erol Taymaz

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We examine how innovation shapes firm-level workforce dynamics using rich administrative data from Türkiye, a developing economy characterized by medium-technology, incremental innovation. We find that patent-based innovation increases both firm size and average daily wages, with the largest employment gains among workers earning just above the median wage. To uncover the mechanisms behind these outcomes, we construct worker transition matrices. Relative to comparable non-innovative firms, innovative firms (i) retain incumbent workers at higher rates, particularly at the top of the wage distribution, (ii) promote retained workers into higher wage bins more frequently, and (iii) hire more new workers, disproportionately into higher wage bins. Finally, occupational composition analysis shows that employment growth is concentrated among technical and production occupations, consistent with the medium-technology, incremental nature of innovation in our sample.


The performance of inflation targeting regimes in emerging and develoing countries: A propensity score matching approach

Adviye Hazal Güzel

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Inflation targeting (IT) is a widely used monetary policy. We examine the effects of it on emerging and developing countries’ inflation, output growth, dollarization, real effective exchange rate (REER), REER volatility, fiscal balance, output volatility and inflation volatility via propensity score matching. 

Propensity score matching is based on matching IT adopters and non-IT adopters on their propensity scores. The mean difference of the outcomes between these two is the average treatment effect (ATT). The main aim of it is to solve the self-selection problem. Propensity scores indicate the likelihood of adaptation of IT and these can be estimated via a probit model. 

In our main analysis, there is evidence of a decrease in inflation after the introduction of IT. Note that there is a decrease in GDP growth. Moreover, there is a decrease in REER suggesting there is a depreciation. The increase in fiscal balance implies the government becomes more efficient in tax collection to compensate the loss of the seignorage income. There is also an increase in GDP per capita volatility and GDP volatility. Our results are robust to different probit model specifications. 

By moving beyond inflation outcomes alone, this study provides new empirical evidence on the broader macroeconomic trade-offs associated with IT adoption in emerging and developing countries. The findings highlight that IT must be supported by institutional and structural reforms to achieve stable growth in these economies

                           [Updated on July 20, 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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