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保留计量方法研究、相关统计基础,以及实质涉及计量方法的应用、教程、比较和综述。书评、刊务及明确无关内容不公开;身份或相关性证据不足的记录保留待核,补充可靠材料后可重新判断。
预印本来自 arXiv 计量经济学及相关统计、金融分类和主题检索。主题检索从 2021 年起回补;关注作者追溯更早年份,部分历史文献按已核验编号补录。收录不表示通过同行评审,仍可能遗漏。
本库首次提交范围:2004-06-23 — 2026-10-14。
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Repairing Locally Misspecified GMM: An Empirical Bayes Approach

修正局部错设的 GMM:经验贝叶斯方法

Econometric models offer parsimonious but inexact approximations to data-generating processes. This paper studies the generalized method of moments (GMM) when exchangeable specification errors of order $n^{-1/2}$ contaminate the moment conditions. I develop estimators for the mean and variance of these specification errors, establishing their consistency in an asymptotic framework where the number of overidentifying restrictions grows with the sample size. These…

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Branching Fixed Effects: A Proposal for Communicating Uncertainty

分支固定效应:一种传达估计不确定性的方法

Economists often rely on estimates of linear fixed effects models produced by other teams of researchers. Assessing the uncertainty in these estimates can be challenging. I propose a form of sample splitting for networks that partitions the data into statistically independent branches, each of which can be used to compute an unbiased estimate of the parameters of interest in two-way fixed effects models. These branches facilitate uncertainty quantification, moment…

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Adapting to Misspecification

适应模型误设

Empirical research typically involves a robustness-efficiency tradeoff. A researcher seeking to estimate a scalar parameter can invoke strong assumptions to motivate a restricted estimator that is precise but may be heavily biased, or they can relax some of these assumptions to motivate a more robust, but variable, unrestricted estimator. When a bound on the bias of the restricted estimator is available, it is optimal to shrink the unrestricted estimator towards the…

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A Discrimination Report Card

歧视评估成绩单

We develop an Empirical Bayes grading scheme that balances the informativeness of the assigned grades against the expected frequency of ranking errors. Applying the method to a massive correspondence experiment, we grade the racial biases of 97 U.S. employers. A four-grade ranking limits the chances that a randomly selected pair of firms is mis-ranked to 5% while explaining nearly half of the variation in firms' racial contact gaps. The grades are presented alongside…

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