Welcome to my website! My name is Herman Sahni. I am an assistant professor at Baldwin Wallace University. I am a labor and a health economist. My research covers the following topics: female labor force and wage inequity, cost of illness, education and domestic violence. My current research analyzes the effects of co-residing debilitating older family members on labor outcomes of younger family members in the US, hurdles that women face in networking as a reason for gender wage gap among CEOs, the effect of electrification on childhood educational outcomes and the effect of climate shock on domestic violence in India. I did my phd in economics from Northern Illinois University.
Abstract: This paper presents empirical evidence on the impact of modern energy access and reliability of energy supply on education outcomes, specifically enrollment and test scores using two waves of India Human Development Survey. Electrification studies have generally focused only on the estimating the impact on two development factors - employment and household income. This research estimates the impact of electrification on educational outcomes, more specifically, school enrollment, school attendance, being on track in school (based on age), and test scores. Our preliminary findings are: 1) the children of households that have access to electricity are more likely to enroll in school, attend school regularly, and are on track in school; and 2) the children of households that have access to electricity significantly perform better than children from households that have no access to electricity. These findings suggest that the electricity positively impacts education.
Last updated: December 2017
American Economic Association Annual Conference Meetings
Abstract: In this paper, we study the causal relationship between rainfall shock and incidence of domestic violence using the nationally representative India Human Development Survey and Annual Rainfall data. We hypothesize that, in agricultural societies, economic shocks due to scarce rainfall forces married women seek financial support from their natal family. An insufficient financial support directly leads to domestic violence. Our results suggest that married women in districts with positive rainfall shock are less likely to face domestic violence even after controlling for individual, household, and community factors.
Last updated: December 2017
Population Association of America Conference Meetings
THE EFFECT OF CARING FOR OLDER FAMILY MEMBERS ON YOUNGER INDIVIDUALS' LABOR MARKET OUTCOMES, with V. Wilcox
Abstract: This paper reports estimates of the effects of poor health of older family members on the labor supply and earnings of younger family members.
Last updated: June 2017
Western Economic Association, 92nd Annual Meeting
San Diego, CA
Midwest Economic Association, 80th Annual Meeting
BOYS AND GIRLS HAVE DIFFERENT FRIENDS: GENDER DIFFERENCES IN CEO NETWORK AND WAGE PREMIUMS
Abstract: By taking advantage of a new hand-collected dataset on CEO educational networks between 1992 and 2013, this paper studies the association between gender and network connections. First, female CEOs are less likely to be "Influential" (that is, have extremely large networks). Second, while connected male CEOs are significantly rewarded, female CEOs are not. These results provide evidence supporting Paul and Sahni's (2016) work that women receive lower returns from social capital than men.
JEL Classification: G30, J16, J31, L14, M12
Last updated: October 2016
Number of Pages in PDF File: 30
Western Economic Association, 90th Annual Meeting
Northern Illinois University, Department of Economics
The paper proposes a new component that explains the “residual” gender wage gap.
Women have greater time demands for home production than men.
This leads to gender differences in sociability capital.
Gender dispersion in sociability capital causes a gender wage gap in some jobs.
Abstract: This paper develops a job-signaling model to study the gender wage gap for occupations in which both cognitive and non-cognitive skills are productive. Workers acquire both education and sociability capital to signal their skills. A significant gender wage gap occurs in professions in which sociability capital is an important contributor to productivity if women divert time away from accumulating such capital in order to meet family responsibilities.
Abstract: Using a large sample of publicly traded firms from 1994-2002, we study the type of firms that female executives prefer to work in. We find that (1) female executives predominantly work in high risk firms and in high risk industries, (2) female CEOs have higher dismissal probability and female non-CEO executives (CFO, COO and President), in general, have lower tenure at office, and (3) there is significant self selection for female to work in high risk segments despite higher dismissal rates or lower tenure at job. Consistent with Bertrand and Hallock (2001), we find that, on average, female executives are paid lower than men, a result that is mainly driven by female in safer work segments. On the other hand, female executives in risky segments have comparable pay to their male counterparts. Using a size and industry male executive benchmark for each female executive, we also show that pay differential diminishes with the increase in job risk.