About Kevin F Hallock
Kevin is the Kenneth F. Kahn Dean and the Joseph R. Rich Professor of Economics and Human Resource Studies in the ILR School at Cornell University. Previous Cornell positions include the Chair of the Financial Policy Committee, the Donald C. Opatrny Chair of the University-Wide Department of Economics, and founding Director of the Institute for Compensation Studies. He has been at Cornell since 2005.
He is also a Research Associate at the National Bureau of Economic Research and on the Board of Directors of Society of Certified Professionals at WorldatWork. In 2013, he was elected a Fellow of the National Academy of Human Resources.
His current research is focused on labor markets, executive compensation, and the plan design and mix of employee compensation. His most recent book, Pay, was published by Cambridge University Press in 2012 and received the Princeton University Richard A. Lester Prize.
Kevin’s work has covered a variety of topics including executive compensation, compensation design, discrimination, compensation of persons with disabilities, strikes, the gender gap, job loss, the link between labor and financial markets, the valuation of employee stock options, compensation of leaders of for-profits, nonprofits and labor unions, retirement, and quantile regression. He has been published in a variety of outlets including the American Economic Review, the Journal of Corporate Finance, the Journal of Labor Economics, the Journal of Financial and Quantitative Analysis, the Journal of Public Economics, the Industrial and Labor Relations Review, Industrial Relations, the Journal of Economic Perspectives, and Research in Personnel and Human Resources Management. He has co-edited four volumes on Labor Economics and two volumes on Executive Compensation. Funding for his research has come from various sources, including the American Compensation Association, the National Bureau of Economic Research, the U.S. Department of Labor, the U.S. Department of Education and the Alfred P. Sloan Foundation. He is the recipient of the Albert Reese Award for the Best Dissertation in Labor Economics from the Industrial Relations Section at Princeton University and the John Dunlop Outstanding Young Scholar Award from the Labor and Employment Relations Association.
He previously served as Associate Editor of the Journal of Labor Economics and Economics Bulletin. He is currently on the editorial board of the Industrial and Labor Relations Review and is on the advisory boards of the Journal of People and Organizational Effectiveness and Compensation and Benefits Review.
He earned a B.A. in Economics, Summa Cum Laude, from the University of Massachusetts at Amherst in1991, a M.A. in Economics from Princeton University in 1993 and a Ph.D. in Economics from Princeton University in 1995.
Compensation and employee benefits, Discrimination, Education (organizations and systems, Executive compensation, Expatriates, Gender and families, Human resources management, Labor economics, Labor force composition and market trends, Labor market statistics, Statistical theory, methods, analysis, Wage differentials and inequality, and Wage systems, gainsharing, and incentives
Honors and Awards
- Fellow, National Academy of Human Resources (NAHR), elected 2013
- Richard Lester Award from Princeton for the book “making the most original and important contribution toward understanding the problems of industrial relations, and the evolution of labor markets,: for book Pay, 2012
- John T. Dunlop Outstanding Young Scholar Award, Industrial Relations Research Association (Now Labor and Employment Relations Association), 2004
- Faculty Teaching Excellence Award, University of Illinois Institute of Labor and Industrial Relations, 2000
- Managing Compensation
- Executive Compensation
- Job Loss
- Freshman Colloquium
- Finance for Human Resources
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