Assistant Professor of Business Administration, Berol Corporation Fellow
Pian Shu is an Assistant Professor of Business Administration in the Technology and Operations Management Unit. She teaches the Technology and Operations Management course in the MBA required curriculum. She received the Berol Corporation Fellowship from the Harvard Business School in July 2013.
Professor Shu studies innovation, talent allocation, and productivity from a labor economics perspective. Her current research examines innovators’ accumulation of inventive human capital, top talent and the consequences of their career choices, and the impact of technology and trade shocks on innovation.
A recipient of the Kauffmann Dissertation Fellowship in Entrepreneurship, Professor Shu earned her Ph.D. in economics at the Massachusetts Institute of Technology. She graduated from Colgate University with a BA in mathematics and mathematical economics.
The Long-Term Impact of Business Cycles on Innovation: Evidence from the Massachusetts Institute of Technology
Allocating talent to innovative activities is key to promoting a country's long-term economic growth. However, empirically we know little about what factors affect talented individuals' innovative output. Do short-term shocks to individuals' career choices have a long-term impact on innovation? Who are the people most affected? In this paper, I provide empirical evidence to answer these questions by exploring one particular source of exogenous variation: economic conditions at the time of college graduation.
Competition and Social Identity in the Workplace
We study the impact of social identity on worker competition by exploiting the exogenous variations in workers' origins and the well-documented social divide between urban resident workers and rural migrant workers in large urban Chinese firms. We collect data on weekly output, individual characteristics, and co-worker composition for all weavers in an urban Chinese textile firm between April 2003 and March 2004. The firm's relative performance incentive scheme rewards a worker for outperforming her co-workers. We find that a worker does not act on the monetary incentives to outperform co-workers who share the same social identity, but does aggressively compete against co-workers with a different social identity. Our results highlight the important role of social identity in overcoming self-interest and enhancing inter-group competitions.
Asset Accumulation and Labor Force Participation of Disability Insurance Applicants
Using panel data from the RAND Health and Retirement Study, I show that rejected applicants for Social Security Disability Insurance (SSDI) possess significantly more assets immediately prior to their application and exhibit lower labor force attachment than accepted applicants. These findings are consistent with the theoretical prediction that disability insurance may encourage individuals to save more in the present and plan to apply for disability benefits in the future, regardless of the state of their future health. Because the current empirical literature does not account for this intertemporal channel, it may underestimate the total work disincentive effect of SSDI.