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Author: Ariella Kahn-Lang
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Languages : en
Pages : 0
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Author: Ariella Kahn-Lang
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Languages : en
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Author: Conrad Miller (Ph. D.)
Publisher:
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Languages : en
Pages : 141
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This thesis consists of three chapters on aspects of labor market inequality. In chapter 1, I estimate the dynamic effects of federal affirmative action regulation, exploiting variation in the timing of regulation and deregulation across work establishments. I find that affirmative action sharply increases the black share of employees, with the share continuing to increase over time: five years after an establishment is first regulated, its black share of employees increased by an average of 0.8 percentage points. Strikingly, the black share continues to grow even after an establishment is deregulated. Building on the canonical Phelps (1972) model of statistical discrimination, I argue that this persistence is in part driven by affirmative action inducing employers to increase the precision with which they screen potential employees. I then provide supporting evidence. In chapter 2, I study the spatial mismatch hypothesis, which proposes that job suburbanization isolates blacks from work opportunities and depresses black employment. Using synthetic panel methods and variation across metropolitan areas from 1970 to 2000, I find that for every 10% decline in the fraction of metropolitan area jobs located in the central city, black employment (earnings) declined by 1.4-2.1% (1.1-2.3%) relative to white employment (earnings). This relationship is driven primarily by job suburbanization that occurred during the 1970's. To address the potential endogeneity of suburbanization, I exploit exogenous variation in highway construction and find that highways cause job suburbanization and declines in black relative employment in a manner consistent with spatial mismatch. In chapter 3, joint work with Isaiah Andrews, we analyze the effect of heterogeneity on the widely used analyses of Baily (1978) and Chetty (2006) for optimal social insurance. The basic Baily-Chetty formula is robust to heterogeneity along many dimensions but requires that risk aversion be homogeneous. We extend the Baily-Chetty framework to allow for arbitrary heterogeneity across agents, particularly in risk preferences. We find that heterogeneity in risk aversion affects welfare analysis through the covariance of risk aversion and consumption drops, which measures the extent to which larger risks are borne by more risk tolerant workers. Calibrations suggest that this covariance effect may be large.
Author: Ariel Fiszbein
Publisher:
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Languages : en
Pages : 364
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Author: Jun Lu
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Languages : en
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Author: Orley Ashenfelter
Publisher: John Wiley & Sons
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Category : Business & Economics
Languages : en
Pages : 248
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Monographic compilation of essays in labour economics - covers labour demand and labour supply in the USA civil service, economic models of collective bargaining during labour disputes, economic analysis of job satisfaction, costs of job searching, etc. Diagrams, graphs, references, statistical tables. Festschrift comay yp 1939-1973.
Author: Janine Berg
Publisher: Edward Elgar Publishing
ISBN: 1784712108
Category : Business & Economics
Languages : en
Pages : 430
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Labour market institutions, including collective bargaining, the regulation of employment contracts and social protection policies, are instrumental for improving the well-being of workers, their families and society. In many countries, these instituti
Author: Zoe B. Cullen
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Languages : en
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This dissertation explores questions in labor economics with a particular focus on economic inequality. As one might expect, race, gender, and location are recurring themes. The dissertation makes headway on long-standing questions in economics, in large part, through the collection of administrative datasets, and complementary field experiments. In the first chapter, I present evidence that employers pay a premium to equalize pay between workers if those workers can share information about their compensation. To establish a causal relationship between pay transparency and wage compression, I work with the operator of an online labor market who granted me access to detailed records of the tasks that employers advertise and the prices at which workers are willing to do them. These data capture the entire wage determination process, making it possible to observe the drivers of wage compression and the gender wage gap. Three facts emerge. First, for a particular multi-worker setting, pay between any two workers differs on average by over fifty percent when workers propose a price for their services. Second, when workers are in the same location, employers deliberately raise the pay of lower bidders, reducing dispersion, irrespective of differences in assessed productivity or reservation values. Finally, employers who compress pay when workers work in the same place will allow disparities when workers are physically separated. Overall, we find that even in this short-term spot market for labor, consideration of relative pay are quantitatively important for both wages and labor supply. We combine these online platform data with a field experiment to show that, with few institutional constraints, paying a premium to compress pay may be efficient when workers can communicate pay. Our field experiment shows that when pay is unequal, workers strategically use information about co-worker pay to negotiate higher wages that can double the time it takes to complete a job. Worker morale response to lower relative pay can lead quality of output to fall by a full standard deviation. An employer can make trade-offs between these costs by adjusting the terms of negotiation or compressing pay. A profit maximizing employer may optimally equalize wages ex-ante in equilibrium. An important extension to this empirical result is the effect of gender on the ramifications of pay transparency. While a male worker who communicates with co-workers is, on average, able to close the wage gap between the highest paid work and himself by 85 percent, a female worker in the same position closes the gap by 12 percent. This result may give pause to advocates of pay transparency policies if their goal is more equal pay for men and women. The second and third chapter examine the relationship between place and productivity. In the second chapter, I study the impact on aggregate productivity of policies that affect a firm's choice of where to locate. In particular, I study the relationship between state corporate taxes and the investment of firms in R & D, as captured by new patents. While tax advantaged-areas make investment cheaper for firms, they often require firms to locate where their productivity will be lower. In this chapter, I create a unique patent-establishment panel dataset by linking the residence of scientists on each patent application granted, over a thirty-year window, with the address of U.S. establishments. With this dataset, I show that innovation productivity is lower in low tax places, suggesting that place-based productivity is a more important determinant of innovative activity than traditional explanations which focus on the cost of investment. Our analysis proceeds in three steps. First, we analyze establishment mobility and show that lower taxes attract establishments. In particular, a one percent lower corporate tax rate increases the share of establishments in a local area by roughly 3.4%. Second, we exploit establishment migration to separate variation in innovation productivity due to establishment-specific and place-specific characteristics. We show that moving to a place that is 5% more productive increases a given firm's patent activity by 1\%. We follow this literature in evaluating the validity of this variation using pre-move behavior and control functions in the spirit of Dahl (2002). We then relate these place effects to corporate taxes and document that low tax places tend to have lower innovation productivity. The third chapter provides evidence that the voluntary choice of African-Americans to move from Northern regions in the U.S. to Southern regions is responsible in part for lower occupational standing and real income. I find that these migration patterns are also part of a trend that accelerated during the early 21st century among Northern born African-Americans. We combine evidence from four nationally-representative surveys, the U.S. Census, American Community Survey, Current Population Survey, and the Survey of Income Program and Participation, to statistically assess the forces behind a reverse migration from North to South and associated economic trade-offs. Using variation in the precise timing of individual moves and a model of the wage process, I provide evidence that, on average, African-American are moving to places where their earnings are lower after adjusting for regional price differences, and much lower relative to non-Hispanic white migrants. As suggestive evidence about the reason for these moves, we find that the magnitude of the economic trade-off between origin and destination is proportional to the severity and duration of riots which occurred in Northern cities at the time of the earlier Great Migration. We conclude from this that attractive amenities of the South may play a minor role in driving a reverse migration relative to the failure of some Northern cities to integrate during the 20th century. In chapters 1 and 2, I work closely with co-authors Bobak Pakzad Hurson, currently a classmate of mine, and Juan Carlos Suarez Serrato, who was a post-doc at Stanford at the inception of our collaboration, and who has since take a faculty position at Duke University.
Author: Johannes Mattis Beckmannshagen
Publisher:
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Languages : en
Pages : 0
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Author: Andreas Gulyas
Publisher:
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Category :
Languages : en
Pages : 103
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My dissertation contributes towards our understanding of the determinants of wage inequality and to the causes of the emergence of jobless recoveries. It consists of two chapters. The first, "Identifying Labor Market Sorting with Firm Dynamics" studies the determinants of wage inequality, which requires understanding how workers and firms match. I propose a novel strategy to identify the complementarities in production between unobserved worker and firm attributes, based on the idea that positive (negative) sorting implies that firms upgrade (downgrade) their workforce quality when they grow in size. I use German matched employer-employee data to estimate a search and matching model with worker-firm complementarities, job-to-job transitions, and firm dynamics. The relationship between changes in workforce quality and firm growth rates in the data informs the strength of complementarities in the model. Thus, this strategy bypasses the lack of identification inherent to environments with constant firm types. I find evidence of negative sorting and a significant dampening effect of worker-firm complementarities on wage inequality. Worker and firm heterogeneity, differential bargaining positions, and sorting contribute 71\%, 20\%, 32\% and -23\% to wage dispersion, respectively. Reallocating workers across firms to the first-best allocation without mismatch yields an output gain of less than one percent.\\ My second chapter, "Does the Cyclicality of Employment Depend on Trends in the Participation Rate?" studies the fact that the past three recessions were characterized by sluggish recovery of the employment to population ratio. The reasons behind these "jobless recoveries" are not well understood. Contrary to other post-WWII recessions, these "jobless recoveries" occurred during times with downward trending labor force participation rate(LFPR). I extend the directed search setup of Menzio et al. (2012) with a labor force participation decision to study whether trends in LFPR cause jobless recessions. I then show that that recoveries during times of declining LFPR look very different to recoveries during positive LFPR trend. The basic intuition is as follows: During downward trending LFPR, many low productivity workers cling on to their jobs, but once separated, it does not pay off for them to pay the search cost to re-enter the market. If the recession happens during increasing trend LFPR, then the employment recovery is helped by persons entering the labor market. Thus, I highlight that contrary to the usual approach in the literature, it is important to explicitly account for the trend of the LFPR.
Author: Joanne Tan
Publisher:
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Languages : en
Pages : 194
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This thesis examines the themes of sorting, inequality and the impact of technological change on the labor market. In particular, it addresses the questions of how workers sort within and between firms and how this influences labor market inequality, both in the workforce as a while, as well as between demographic and skill groups. It also considers how changes in technology affects the labor market conditions faced by workers and firms. These questions are tackled over three chapters. The first chapter, entitled `Multidimensional heterogeneity and matching in a frictional labor market - an application to polarization' deals with the sorting of workers to firms along multidimensional characteristics and quantifies the impact of technological change on the evolution of sorting patterns, wages and employment outcomes of different skill and demographic groups. I construct a model of directed search with two-sided multidimensional heterogeneity and estimate the model on US data. I find that production complementarities between cognitive and interpersonal skills and tasks have increased, relative to hat between manual skills and manual tasks. This change in production technology accounts for a large part of wage and job polarization in the US. Also, despite being gender-blind, the model can explain a substantial fraction of the narrowing of gender wage and job rank gaps from the 1980s to the present day. The second chapter, entitled `Intra-firm hierarchies and gender gaps' and coauthored with Nicolo Dalvit and Aseem Patel, studies the sorting of women into layers of hierarchy within firms, using administrative French data, and examines the incidence of gender wage and employment gaps across hierarchies over time. Further, by exploiting a policy on corporate board quotas in France, it assesses the impact of an increase in female leadership on gender wage and employment outcomes within firms. We find that hierarchies matter in gender wage and employment gaps. Gender wage and employment gaps increase with each layer of firm hierarchy, even if these gaps narrow more over time in the upper layers. In addition, improvements in top female leadership has differing impacts across hierarchies. While a greater share of female corporate board members narrows the gender wage gap in top layers of hierarchy, it has no such impact on lower layers. Instead, it increases the share of women in lower layers working part-time, at the expense of full-time employment. The opposite is true for women in upper layers. The third chapter, `Occupational Shortage and Labor Market Adjustments: a Theory of Islands', coauthored with Riccardo Zago, addresses the incidence of occupational shortage, and assesses whether it leads to wage and employment adjustments. Using a unique dataset on reported vacancies that firms find difficult to fill, we document the incidence of shortage across regions, industries and occupation groups. We find that shortage only leads to wage and employment adjustments in non-routine occupations, but not in routine occupations. We show how the secular decline of the routine occupations, caused by technological change, can account for the persistence in shortage in the routine sector and its inability to adjust.
