The evolution of productive organizations.

Organizations devoted to the production of goods and services, such as guilds, partnerships and modern corporations, have dominated the economic landscape in our species' history. We develop an explanation for their evolution drawing from cultural evolution theory. A basic tenet of this theory is that social learning, under certain conditions, allows for the diffusion of innovations in society and, therefore, the accumulation of culture. Our model shows that these organizations provide such conditions by possessing two characteristics, both prevalent in real world organizations: exclusivity of membership and more effective social learning within their boundaries. The model and its extensions parsimoniously explain the cooperative nature of the social learning advantage, organizational specialization, organizational rigidity and the locus of innovation. We find supportive evidence for our predictions using a sample of premodern societies drawn from the Ethnographic Atlas. Understanding the nature of these organizations informs the debate about their role in society.

Is more engaging safety training always better in reducing accidents? Evidence of self-selection from Chilean panel data.

INTRODUCTION: The recent events in Chile involving 33 miners who were trapped and rescued in the San José mine led the government to strongly promote occupational safety and health (OSH) training. However, there is an ongoing debate regarding which type of training is the most effective in reducing accidents. METHOD: The "engagement hypothesis" claims that traditional classrooms are rather ineffective and that only a strong student involvement may generate meaningful results, but the empirical evidence is inconclusive. To contribute to this debate, we claim that the selection of the training method may be contingent on the firm's OSH capabilities and commitment. Firms with fewer (greater) capabilities may optimally self-select less (more) engaging training methods. RESULTS: Accordingly, based on panel data from 2003 to 2009 for a representative sample of 2,787 Chilean firms, the engagement hypothesis initially appears to be supported; however, after correcting for self-selection bias, it loses most of its significance. IMPACT ON INDUSTRY: Chilean policymakers are strongly advised to expand OSH training.