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作者：Olson, CA
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：Compensating wage theory predicts that workers receiving more generous fringe benefits are paid a lower wage than comparable workers who prefer fewer fringe benefits. This study tests this prediction for employer-provided health insurance by modeling the wages of married women employed full-time in the labor market. Husband's union status, husband's firm size, and husband's health coverage through his job are used as instruments for his wife's own employer health insurance benefits. The estima...
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作者：Hunt, J
作者单位：Universite de Montreal
摘要：The gender wage gap in East Germany has narrowed by 10 percentage points in transition, but women have experienced much more severe employment difficulties than men. Using the German Socio-Economic Panel for 1990-94, I show that on balance women have lost relative to men. Almost half the relative wage gain is due to exits from employment of the low skilled, who are disproportionately women. The female employment decline is not primarily voluntary: more than half the gender gap in the hazard ra...
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作者：Auriol, E; Friebel, G; Pechlivanos, L
摘要：We investigate how changes in the commitment power of a principal affect cooperation among agents who work in a team. When the principal and her agents are symmetrically uncertain about the agents' innate abilities, workers have career concerns. Then, unless the principal can commit herself to long-term wage contracts, an implicit sabotage incentive emerges. Agents become reluctant to help their team-mates. Anticipating this risk, and in order to induce the desired level of cooperation, the pr...
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作者：Wulf, J
作者单位：University of Pennsylvania
摘要：Do multidivisional firms structure compensation contracts for division managers to mitigate incentive problems in their internal capital markets? I find evidence that compensation and investment incentives are substitutes: firms providing a stronger link to firm performance in incentive compensation for division managers also provide weaker investment incentives through the capital budgeting process. Specifically, as the proportion of incentive pay for division managers that is based on firm p...
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作者：Nicholson, S
作者单位：University of Pennsylvania
摘要：Medical students must receive residency training in a specialty before they can practice medicine in the United States. Since the residents' salaries do not adjust across specialties, residency positions are rationed, and medical students face uncertainty when choosing a specialty. Using a data set with the preferred and realized specialties for 7,200 medical students, I estimate a model where students consider entry probabilities when selecting a specialty. I find that medical students are re...
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作者：Earle, JS; Sabirianova, KZ
作者单位：Central European University; University of Michigan System; University of Michigan
摘要：We organize an empirical analysis of Russian wage arrears around hypotheses concerning incentives for firms to pay late and for workers to tolerate late payment. Nationally representative household panel data matched with employer data show that arrears are positively related to firm age, size, state ownership, and declining performance. Constrained multinomial logit estimates reveal intrafirm variation related to job tenure and small shareholdings in the firm. Wage arrears, unlike wage cuts, ...
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作者：Fairlie, RW
作者单位：University of California System; University of California Santa Cruz; Northwestern University; University of Chicago
摘要：Theoretical models of self-employment posit that attitudes toward risk, entrepreneurial ability, and preferences for autonomy are central to the individual's decision between self-employment and wage/salary work. I provide indirect evidence on this hypothesis by examining the relationship between drug dealing as a youth and legitimate self-employment in later years using data from the National Longitudinal Survey of Youth. I find that drug dealers are 11%-21% more likely to choose self-employm...
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作者：Rose, NL; Wolfram, C
作者单位：Massachusetts Institute of Technology (MIT); National Bureau of Economic Research; University of California System; University of California Berkeley
摘要：This study explores corporate responses to 1993 legislation that capped the corporate tax deductibility of top management compensation not qualified as performance-based. Our analysis suggests that the cap may have created a focal point for salary compensation but had little effect on total compensation levels or growth rates at firms likely to be affected by the limit. There is little evidence that the policy significantly increased the performance sensitivity of chief executive officer (CEO)...
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作者：Card, D; DiNardo, JE
作者单位：University of California System; University of California Berkeley; National Bureau of Economic Research; University of Michigan System; University of Michigan
摘要：The recent rise in wage inequality is usually attributed to skill-biased technical change (SBTC), associated with new computer technologies. We review the evidence for this hypothesis, focusing on the implications of SBTC for overall wage inequality and for changes in wage differentials between groups. A key problem for the SBTC hypothesis is that wage inequality stabilized in the 1990s despite continuing advances in computer technology; SBTC also fails to explain the evolution of other dimens...
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作者：Strayer, W
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：This article extends the research on school quality by focusing on the structural effects of high school quality on earnings. I specify a model of college choice and earnings determination that captures two separate effects of school quality on earnings. First, school quality affects a high school student's choice of college. College choice, in turn, affects the individual's postschool earnings. Second, the additional skills accumulated via a higher quality high school directly influence wages...
