3.1 Job security and labor turnover
An important aspect to consider when accepting a job in an entrepreneurial firm is the firm’s chances of survival. It is well known from empirical research that the survival rate of new firms is low. According to the facts presented in a review of the literature, Geroski (
1995) concludes that approximately 60% of firms exit within 5 years and nearly 80% exit within 10 years. According to the OECD (
2017), nearly one half of newly created firms do not survive their first 3 years, and survival rates are, on average, lower among employer firms than nonemployer firms. Hence, there is a great risk that an employee of an entrepreneurial firm will be searching for new employment after a very short time. Based on German data, Schnabel et al. (
2011) conclude that established firms offer higher job stability than entrepreneurial firms. What type of contracts do entrepreneurial firms offer? De Matos and Parent (
2016) find that entrepreneurial firms in Portugal, to a greater extent, offer fixed-term contracts and less job security.
The previous section discussed the recruitment and matching problems associated with employment in new firms. The perceived mismatch may be on both the employer and employee sides. If the consequence of these matching problems has lower quality in matching, we can expect labor turnover to be higher in new firms compared to incumbent firms. Additionally, it can be hypothesized that the skill mismatch of employees in entrepreneurial ventures contributes to those ventures’ lower survival rates. Hence, in future research, it would be interesting to study whether employee turnover is higher in entrepreneurial firms than in established firms; it would also be interesting to examine employee turnover in firms that do survive, i.e., whether the termination of the work contract originates from a mismatch and to what extent skill mismatches influence the performance of entrepreneurial ventures.
3.2 Wages and pecuniary returns
In a well-cited paper, Shane (
2009) argues that jobs created by entrepreneurial firms are worse than jobs in incumbent companies in terms of, for example, pay and fringe benefits. Shane (
2009) refers to a review paper by Wagner (
1997), who reviews empirical studies of job quality and firm size and does not specifically focus on firm age. In fact, it has primarily been the firm size-wage relationship and not the firm age-wage relationship that has been the focus of most of the early research studies in this field. In his literature review, Wagner (
1997) concludes that in small firms, wages are lower, fringe benefits are lower, job security is lower, and opportunities for skill enhancement are worse than in large firms. The hypothesis that smaller firms pay lower wages is confirmed by Troske (
1999), Bayard and Troske (
1999), and Waddoups (
2007). In these studies, the link between firm size and wages is studied empirically, controlling for a number of individual characteristics (for example, age, educational attainment, and tenure), firm characteristics (for example, industry and occupation), and labor market conditions (for example, industry and region). However, the observable characteristics do not fully account for the wage premium paid by larger firms (see, e.g., Brown and Medoff
1989; Troske
1999; Millimet
2005).
What are the potential explanations for why large employers pay higher wages? According to Troske (
1999), large employers hire better workers because both large employers and their employees are more likely to invest in firm-specific human capital. Furthermore, Gerlach and Hübler (
1998) find that larger firms attract more qualified workers. Hence, the composition of employment regarding the quality of workers differs across large and small firms. Individuals with greater abilities and skills tend to disproportionally select employment in larger and, on average, older firms; this selection contributes to explaining wage differentials between large and small firms.
Contributing to this discussion, Brown and Medoff (
1989) note that because younger firms tend to be smaller, it is relevant to ask whether small firms are also entrepreneurial firms and to what extent the wage premium of larger firms is, in fact, a relationship between firm age and wages. Hence, investigating the firm age-wage relationship, a frequently cited study by Brixy et al. (
2007) found a wage penalty of 8% for employment in entrepreneurial firms. Brown and Medoff (
2003) find that the relationship between firm age and wages is not monotonic because wages fall and then rise with years in business. Heyman (
2007) uses a matched employer-employee dataset from Sweden. The results indicate that the inclusion of firm age does not affect the impact of firm size on wages. In summary, a firm’s age does not fully account for wage differentials across individuals and firms.
As we have seen in the previous section, the selection of employees to entrepreneurial firms is not random, and this finding should have implications for wage levels. Several recent studies have tried to address this nonrandom selection of employees into entrepreneurial firms. Focusing on labor market entrants, Nyström and Zhetibaeva Elvung (
2014) study whether there is a wage penalty for employment in entrepreneurial firms. Using employer-employee-matched data from Sweden and propensity score matching to address that selection of employees into entrepreneurial firms is not random, they find that a wage penalty for employment in entrepreneurial firms does exist and the penalty is, on average, 2.9%. Using Danish data, Burton et al. (
2018) find, contrary to previous research, that after controlling for individual characteristics, younger firms pay more. A recent paper by Adrjan (
2018) using an employer-employee-matched dataset from Great Britain also finds that young firms pay a small (1–2%) wage premium to new hires. For the group of employees at venture-capital-backed startups, Kim (
2018) found that these employees earn 10% higher wages than their counterparts in established firms, but that this wage gap disappears if individual fixed effects are considered.
It should be emphasized that there is substantial heterogeneity among entrepreneurial firms regarding the wages they pay. Some entrepreneurial firms that survive and become highly productive firms pay higher wages compared to similar employment by firms that subsequently have low productivity or do not survive (Adrjan
2018). Looking more closely at employees who change jobs, Nyström and Zhetibaeva Elvung (
2015) find that individuals who change to a job in an entrepreneurial firm are more likely to lower their wages; 40% of employees who change to a job in an entrepreneurial firm lower their wages, while the corresponding figure for those who change to a job in an incumbent firm is 31%. Furthermore, Dorner et al. (
2017) study academic spin-offs and find that these firms, in general, do not pay any wage premium, but a spin-off that commercializes new scientific results or methods pays a wage premium for their employees with a university background. In conclusion, these more recent studies on the wage gap between incumbent and entrepreneurial firms show that addressing individual heterogeneity and selection into entrepreneurial firms seems to generate lower wage penalties or even wage premiums. In fact, also supported by the recent literature review by Block et al. (
2018), the previous conventional wisdom that entrepreneurial firms pay less must be reconsidered. A plausible explanation for these new findings is that the more recent empirical work has used detailed matched employer-employee data and has been able to control for selection and heterogeneity across individuals and firms to a larger extent.
What about the long-term wage development of employees working in entrepreneurial firms? If an employee expects an entrepreneurial firm to provide a career path and/or less financial constraints as the firm matures, the employee may tolerate a lower wage during the first years and hopefully enjoy a steeper earnings trajectory later. There is very little research to date on this matter. Two exceptions are very recent papers by Adrjan (
2018) and Sorenson et al. (
2018). Using matched employer-employee data from Great Britain, Adrjan (
2018) investigates the life cycle earnings of employees in young firms and finds that subsequent wage growth is better at mature firms. This finding is valid for individuals who remain in their jobs and when they change jobs. Using Danish registry data, Sorenson et al. (
2019) find that employees who join small (i.e., among the first 50 employees) and entrepreneurial firms (i.e., less than 4 years old) on average earn 25% less over the subsequent 10-year period compared to employees in large firms that had been operating more than 4 years. However, approximately half of the wage differential stemmed from the sorting of younger and less-qualified employees into employment in entrepreneurial firms. Nevertheless, a wage penalty of approximately 10–15% remained over the subsequent decade and there was no evidence of earnings disparities improving over time; rather, earnings disparities between incumbent and entrepreneurial firms grew over time. According to Sorenson et al. (
2019), these patterns emerge from two factors: liability of newness, suggesting that since entrepreneurial firms have a higher probability of exit, this creates spells of unemployment that are costly for their former employees, and path dependence in career moves, which suggests that once an employee joins an entrepreneurial firm, he or she moves to other entrepreneurial firms that also pay less.
3.3 Work hours, job satisfaction, and stress
As mentioned above, most previous empirical research that may be relevant to the discussion of the working conditions in entrepreneurial firms is primarily based on small businesses or is focused on the entrepreneurs themselves. Regarding entrepreneurs, empirical research shows that male entrepreneurs work longer hours on average, and in particular, the entrepreneurs who are employers work longer hours. On the other hand, entrepreneurs tend to benefit from higher job satisfaction (see the literature review in Parker (
2009)). It is also interesting to note that recent empirical evidence matching prescription records with entrepreneurial data shows that entrepreneurship is associated with increased stress for both entrepreneurs and their spouses. However, entrepreneurs are less likely to use antidepressants (Dahl et al.
2010).
For small firms, rather than explicitly focusing on entrepreneurial firms, there is a somewhat inconclusive empirical finding based on UK and U.S. studies in which Atkinson and Storey (
1994) argue that there is weak evidence of higher job satisfaction of employees in small firms, while Rowden (
2002) refers to studies in the USA showing that employees in small businesses report higher job satisfaction. What are the working conditions that influence job satisfaction in small firms? Davis (
2004) discusses some advantages and disadvantages related to job satisfaction based on previous research. A disadvantage is that when organizational problems occur in small firms, they are less likely to be approached scientifically and in a timely manner. However, working for a small firm comes with frequent interpersonal contact with other employees, customers, and managers and often involves a high degree of complexity and challenge, which may be rewarding if an employee prefers these types of job characteristics. Finally, according to Parker (
2004), employees in small firms receive lower levels of training, work longer hours, and face a greater risk of major injury at work.
However, to the best of my knowledge, it is not known whether these poor working conditions for entrepreneurs or employees in small firms pertain to workers in entrepreneurial firms. The lack of knowledge regarding these issues related to the quality of the jobs created by entrepreneurs is further illustrated by the absence of such studies in the recent literature review by Block et al. (
2018), which does not include any studies of stress or work hours.
3 What could be expected in terms of working conditions? If work tasks are not clearly defined in entrepreneurial firms, it is reasonable to expect that work hours would be longer for the employees of those firms (given that the employee are on a contract that allows paid or unpaid overtime). Financial constraints and a potential lack of priority for employee training in the initial stages are plausible reasons we should expect in lower levels of training in entrepreneurial firms. However, it should be noted that the need for training may be less prevalent in entrepreneurial firms since knowledge and skills necessary for performing the work tasks are unlikely to become obsolete in the short term (such as the lifetime of an entrepreneurial firm). Regarding stress, it is possible that the employees are also affected by the insecurity that many firms face in their initial stages; however, perhaps the challenging tasks result in greater job satisfaction. These are important and interesting questions for future research to explore.