Welcome to my website. Dr. Herman Sahni is assistant professor of finance at Baldwin Wallace University. She is an economics research scholar and a teacher interested in applied microeconomic applications, real-time data analysis, large data-sets, econometric modeling and higher education. Her research areas are in the field of labor economics, health economics and corporate governance. Her current research topics include analyzing the effects of Alzheimers disease on family labor supply and gender differences in networking among CEOs and how it impacts their wages.
Sahni has presented her research at several conferences including the American Economics Association, Population Association of America, Midwest Economic Association, Financial Management Association, Southern Economic Association and Western Economic Association.
Sahni received a doctorate in economics from Northern Illinois University in 2016. During her tenure at Northern Illinois University, her research earned many accolades such as the Outstanding Graduate Research Scholar Award (2014) from the Division of Research, the La Tourette Scholarship Award in Economics (2014) and the Doctoral Completion Fellowship Award (2015). She has a Master of Arts in labor and employment relations from the University of Cincinnati (Ohio). She also holds a Master of Arts in business economics and a Bachelor of Commerce in accounting from the University of Madras (India).
Aside from researching and teaching, she is a member of the Committee on the Status of Women in the Economics Profession (CSWEP), American Economic Association (AEA) and the Midwest Economics Association (MEA). She has served as conference session chairperson and paper discussant on various occasions.
ECONOMIC VALUE OF AGRO WASTE IN DEVELOPING COUNTRIES, with S. L. Paul
In: Byproducts from Agricultural and Fisheries: Adding Value for Food, Feed, Pharma and Fuels. In B. K. Simpson, E. M. Kwofie, & A. N. Aryee (Eds.), (Chap. 25, Vol. 2, pp. xxx–yyy). John Wiley & Sons, NJ.
Abstract: This chapter discusses the economic valuation of agro waste with an emphasis on developing countries. Specifically, a general overview of the cost-benefit analysis technique of economic valuation is outlined to contextualize the costs and consequences of agro waste recycling and reclamation programs. We first enumerate all anticipated costs and benefits involved in the analysis. Then a number of important practical issues that might affect the integrity of the analysis are identified. Lastly, we provide basis for rules that help decide the selection of one program versus another. To the best of our efforts, concepts throughout this chapter are presented using simple writing style that is largely devoid of mathematical notation.
International Business Research, Vol. 11, No. 6, pp. 165-184.
Abstract: This study examines the effect of firm financial efficiency on executive compensation with an emphasis on the US apparel industry. We find that both annual efficiency levels and cumulative efficiency changes obtained from the Data Envelopment Analysis (DEA) are positively associated with CEO pay. The effect is stronger for technological changes and changes in scale efficiency. Our results seem to support the pay-for-efficiency paradigm, a stricter version of the pay-for-performance framework under the efficient contracting explanation for CEO pay.
THE EFFECT OF ELECTRIFICATION ON CHILDHOOD EDUCATION IN INDIA, with E. Sinha
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.
Suggested Citation: Sahni, Herman and Sinha, Esha, The Effect of Electrification on Childhood Education in India (December 17, 2017). Available at SSRN: https://ssrn.com/abstract=3117053
American Economic Association Annual Conference Meetings
CLIMATE SHOCK AND DOMESTIC VIOLENCE, with E. Sinha
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 (IHDS) and annual rainfall data. We find that rainfall reduces the incidence of domestic violence in rural India by about one-third. Specifically, married women in Indian agrarian households are 33% less likely to face domestic violence in a wet shock district than in a district affected by drought. This result supports the notion that domestic violence is largely associated with negative household income shocks and is robust to alternative drought and domestic violence indicators.
BOYS AND GIRLS HAVE DIFFERENT FRIENDS: GENDER DIFFERENCES IN CEO NETWORK AND WAGE PREMIUMS, with S. L. Paul
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.
CEO NETWORKS AND SHAREHOLDER VALUE, with S. L. Paul
Abstract: In this paper, we study the importance of social networks in the CEO labor market. Specifically, we examine whether (i) CEO networks enhance their pay; and (ii) the mechanism by which CEO networks increase pay is due to enhancements in firm productivity. We use CEO educational networks and find support both of these suppositions. First, we find that a one standard deviation increase in network connections is associated with a three percentage points increase in total pay and a one percentage point increase in firm value. That is, for a representative CEO, an increase in the number of network connections by 18 is associated with a $160,000 increase in total pay and $220 million increase in firm value. To rule out the systematic pay variations that arise from degree-specific training or university-specific training, we re-run the pay model with degree and university fixed effects and find qualitatively similar results. Further, our results are robust to alternate specifications of CEO networks - dummies that represent well-connected CEOs (90th network percentile or more) and CEOs connected with well-connected CEOs, and by including other firm-based governance measures.
SOCIABILITY CAPITAL AND THE GENDER WAGE GAP, with S. L. Paul
Abstract: This study 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. The results show that a gender wage gap occurs when working women divert time away from sociability capital accumulation to meet family responsibilities.
Suggested Citation: Sahni, Herman and Paul, Suresh Lazarus, Sociability Capital and Gender Wage Gap (March 10, 2019). Available at SSRN: https://ssrn.com/abstract=3346955
WOMEN IN TOP MANAGEMENT AND JOB SELF SELECTION, with S. L. Paul
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.