Search

Using a weekly survey of unemployed workers, this study examines gender differences in reservation wages and applied-for occupational categories. The analysis shows that a large portion of the gender difference in reservation wages is attributable to the fact that women and men search for different occupations. Findings further demonstrate that women are more likely to apply to occupations with higher percentages of female incumbents, and they target these occupations from the earlier stages of their job search, rather than adjusting their preferences over the course of unemployment. Further analysis shows that women are more likely to apply for occupational categories that offer greater flexibility in working hours, more opportunities for interpersonal interactions, less critical decision-making, and a less competitive environment. Finally, the analysis reveals that household responsibilities, particularly the number of children, and willingness to take risks are important factors influencing women's decisions to pursue occupations with less demanding work hours. [ABSTRACT FROM AUTHOR]

Using a cross-country setting, we document differences in the relation between earnings quality and the two components of trading volume around earnings announcements, one related to differential interpretation of the earnings signal and the other related to pre-event differential information precision. We find that in countries with stronger investor protection, less corrupt governments, and more liquid stock markets, a noisier earnings signal increases differential interpretation of the earnings signal but decreases investors' incentive for information acquisition before earnings announcements, leading to lower pre-event differential information precision. However, these trading patterns flip in countries with weaker investor protection, more corrupt governments, and less liquid stock markets. We also find that institutional investors in countries with stronger institutions are likely to benefit more from their superior information processing skills, leading to more information acquisition both at and before earnings announcements. Overall, our study adds to the literature by documenting significant cross-country variations in investors' trading volume reactions to earnings quality. [ABSTRACT FROM AUTHOR]

In this paper, we investigate the relationship between local wages and the internal structure of the regional knowledge base. The purpose is to assess if the workers' compensations are related to the peculiarities of the knowledge base of the regions in which they supply their labor services. The test of this hypothesis is based on the assessment of the impact of related vis-à-vis unrelated knowledge variety on cross-regional wage differentials. The empirical analysis is carried out by exploiting patent data and a unique employer–employee administrative dataset. First, using OECD-PATREG data on patent filing, we build information entropy indexes proxying the variety of NUTS 3 regions' knowledge bases, and the decomposition in the related and unrelated component. Second, we assess the impact of these indexes on wages based on administrative data from the Italian National Institute of Social Security. Our results suggest that workers employed in regions with a heterogenous knowledge structure earn positive wage premia, while related variety has a negative effect on compensation levels. [ABSTRACT FROM AUTHOR]

High-pay, high-status jobs are competitive and male-dominated and typically demand long work hours. The authors study the role of competition in producing the latter two outcomes using two field experiments. In the first, they find that paying tournament prizes for performance induces both men and women to work longer, but that men respond more than women to the high-prize tournament. In the second, men are more likely than women to choose tournament-based compensation over a wage rate for larger prizes. These results demonstrate that high-stakes workplace competition can fuel gender inequality both directly, because men are more likely to enter and win tournaments, and indirectly, by raising work hours, which hurts women who face greater time demands in household production. [ABSTRACT FROM AUTHOR]

Although allocating resources (e.g., pay) between different job groups is a critical strategic decision, relevant research is limited. Focusing on the form of pay allocation across job groups, we consider the organizational consequences of between-group pay dispersion (BGPD). Building on the multiple social comparison literature, we propose that employees construe both large and small BGPD as fair when it is aligned with the size of explained within-group pay dispersion (WGPD). We also propose that the interaction effect of BGPD and WGPD on the distributive justice climate be extended to organizational performance via intergroup helping and employee stability (voluntary turnover rates). We present supportive evidence of the hypotheses using two multiwave studies (Study 1: 205 retail stores located in China and comprising 4,234 employees, 1,899 group leaders, and 303 senior managers, featuring objective pay data; Study 2: 123 bank branches of a large state-owned bank in China) and a supplementary qualitative study. [ABSTRACT FROM AUTHOR]

This study examines the earnings differential between users and non-users of networks of Indonesian internal migrants. By exploiting the Indonesian Family Life Survey wave 5, we employ endogenous switching regression to handle the self-selection bias in the model. We find evidence that the inherent characteristics of the migrants create a tremendous earnings gap between the two agents. Users of networks experience a wage penalty compared to non-users of network. We also find that education has a dominant impact on increasing the earnings discrepancy for migrants. These suggest that network users find it difficult to catch up on the earnings of their non-user counterparts. In addition, the study reveals that networks are not necessarily the only influencing factor of earnings differential. Moreover, the study specifically suggests that hiring channel through networks supports migrants in securing employment. However, the low education levels of the migrants restrict them from enjoying higher earnings. [ABSTRACT FROM AUTHOR]

In light of growing difficulties for schools to attract teachers in science, technology, engineering, and mathematics (STEM) fields and the continued discussions surrounding the unionization of education, this paper examines the effect of collective bargaining (CB) laws on the salary of teachers with a STEM degree. To isolate the effect of bargaining laws on STEM teachers, we compare pay differentials between STEM and non-STEM teachers in CB-mandated and -prohibited areas, controlling for the local labor market. Our results show that the bargaining laws increase female STEM teachers' salaries by approximately 7.5%. [ABSTRACT FROM AUTHOR]

This study investigates the economic consequences of college attendance on wages, focusing on the wage increases associated with obtaining a degree, highlighting the Sheepskin Effect in a country characterized by high informality and youth unemployment as Colombia. Using administrative data for secondary school graduates (2002–2012) and a differences-in-differences framework, we estimate a 50.6% wage increase for college graduates and 68.1% premium over dropouts completing 90%-of-coursework. These findings suggest that college graduation is associated with reduced income inequality and a narrower gender wage gap, providing insights for policymakers on the benefits of promoting higher education to improve labor market outcomes. [ABSTRACT FROM AUTHOR]

Past research has examined the link between initiatives promoting entrepreneurship and compensation, but scholars have predominantly focused on earnings of individuals directly engaged in the founding process, such as founders, cofounders, and start-up employees. Shifting our focus to incumbent workers, we instead propose that a decline in the cost of entrepreneurship increases the variance in pay among incumbent workers who are not involved in entrepreneurial activities. We posit that, as entrepreneurship becomes a more attractive career option, due to institutional changes, the outside option value of entrepreneurship increases. The resulting increase in mobility threat will disproportionately benefit high earners or those employees who are more difficult to replace: As their bargaining power increases, incumbents will disproportionately reward these workers, especially when they are systematically more inclined to leave for entrepreneurship. We explore these arguments using a difference-in-differences methodology, based on the enactment of an entry reform that reduced the cost of entry in Portugal between 1995 and 2009. We find that an exogenous decrease in the administrative costs of establishing a new venture led to high earners capturing disproportionate rewards relative to low earners. We further show that this relationship was especially pronounced among high earners who (a) exhibited a higher ex ante propensity to transition into entrepreneurship; (b) had fewer credible outside options in paid employment; and (c) operated in industries with decentralized wage bargaining arrangements. By documenting the impact of institutional changes that promote entrepreneurship on incumbent workers' pay, our study contributes to recent debates about the impact of entrepreneurship on individual earnings. Funding: This work was supported by the CY Initiative, the FCT—Portuguese Foundation of Science and Technology, and the Knowledge, Technology and Organization Research Center at Skema. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2022.16201. [ABSTRACT FROM AUTHOR]

Are countries reforming their labour market constrained by external political or financial institutions? This article analyses the supranational pressures impacting wage policy in European member states. Theoretically, it takes inspiration from the literature on international financial markets to analyse the key phases of a nascent multi-level policy cycle, where the European Commission plays a pivotal role. Empirically, it distinguishes between wage policy prescriptions (CSR database, 2011–2019, complemented with EUR-Lex) and reform events (LabRef database, 2008–2019) granting more or less protection to workers. Methodologically, it employs mixed regression models with country and year random intercepts finding out that: (a) the Commission, when recommending wage policy, unambiguously prefers reforms reducing workers' protection, thus displaying preferences aligned with those of international financial institutions; (b) through external conditionality, the pressures stemming from such biased approach exert a tangible impact on national policymaking, ultimately resulting in weakened labour market institutions and reduced well-being of workers. [ABSTRACT FROM AUTHOR]

This article provides long-term evidence on how wage differentials between permanent and temporary workers are shaped by institutions that play a key role in labour market dualism, i.e. industrial relations, employment protection legislation and unemployment benefits. A two-step multilevel approach with fixed effects is employed using EU-SILC data for 25 European countries spanning up to 17 years (waves 2004–2020, N  = 397) to estimate the moderating effects of several institutions and their interactions on the wage gap by contract type and across the whole wage distribution. The results show that more insider-oriented institutions tend to widen wage differentials and that the impact of institutional reforms on the wage gap varies greatly with the given institutional context. Overall, policy trends towards flexibilization risk widening insider–outsider divides due to accumulating labour market risks for temporary workers, thus increasing labour market segmentation by contract type. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to develop a more comprehensive understanding of the consequences of retaliations and our evidence indicates that retaliations are beneficial for firms with supranormal earnings by making their higher earnings more persistent, but harmful for firms with subnormal earnings by slowing the recovery of their earnings. Design/methodology/approach: This paper use annual Compustat files based on Fama-French 48 industry. The time-varying competitive reactions (CRs) for each firm are captured using quarterly rolling-window estimation across 41 windows with five years (i.e. 20 observations) in each window. This paper measure earnings persistence as the slope coefficient (ß1) from regressing future earnings on current earnings. The result remains qualitatively similar to the main findings when alternative measures of earnings persistence. Findings: Abnormal earnings are expected to dissipate in the long run owing to competitive forces, but this paper show that more retaliatory CRs increase earnings persistence. This is good news for supranormal firms as they can sustain high profitability. However, it will be harder to revert subnormal earnings to the industry mean if such firms conduct more retaliatory CRs. This paper also show that these associations are stronger for less competitive industries. Research limitations/implications: First, high earnings persistence per se would not be a major consideration in the firm's strategic decisions but a natural by-product of such decisions spanning an extended period of operations. Second, though this paper focus on the period of 2004–2018 that includes the rebound after financial crisis in 2008, an extension of the observation period over a longer economic cycle would verify our results. Practical implications: CRs are regarded as an evolving portfolio of dynamic marketing decisions and tools for strategic decisions in our study. It helps how firms manage competition over time to lengthen the superior performance. Also it helps the low-profitability firms attempting to improve profitability by showing nonretaliation may be a more appropriate strategy than retaliation. Social implications: Firms in financial distress suffer from illiquidity, survival of firms is contingent on meeting their financial obligations, thus need for turnaround decisions. However, retaliations under financial distress can mitigate the effect of such turnaround decisions and thereby aggravate the situation. Originality/value: Greater persistence extends the benefits of superior earnings, thus increasing the opportunities for value exploitation, but it may also restrict earnings recovery. This paper finds that the way that firms react within the competition explain the differences in earnings persistence. Although a large body of research has examined the static drivers (e.g. firm size and diversification) of the differential persistence of earnings, there has been little research on dynamic drivers that explicitly recognize the erosion process for earnings. [ABSTRACT FROM AUTHOR]

Extant gender‐compensation literature has dominantly held a passive perspective on female leaders' compensation contracts. However, scant attention has been paid to the proactive aspect of this gender‐compensation relationship. This study fills this gap by incorporating female leaders' initiatives and integrating their proactive preferences to establish a link between gender and corporate pay dispersion. We first develop the theoretical argument that firms with female CEOs (SHE'‐E‐Os) have low pay dispersion due to their behavioral preferences—risk aversion and competition avoidance. Furthermore, we investigate how these preferences change over time—heterogeneous life‐cycle stages—which provides a long‐term perspective further enriching our understanding of the gender and organizational compensation structure. Using a 1992–2014 panel dataset from multiple sources, we find SHE'‐E‐Os are negatively associated with pay dispersion, particularly in firms during introduction, growth, or decline stages, as opposed to mature stages. Implications for literature on female leadership and pay dispersion are discussed. [ABSTRACT FROM AUTHOR]

This paper investigates how labour-market tightness affects market outcomes if firms use informal, self-enforcing, agreements to motivate workers. We characterise profit-maximising equilibria and show that an increase in the supply of homogeneous workers can increase wages. Moreover, even though all workers are identical in terms of skills or productivity, profit-maximising discrimination equilibria exist. There, a group of majority workers is paid higher wages than a group of minority workers, who may even be completely excluded. Minimum wages can reduce such discrimination and increase employment. We discuss how these results relate to empirical evidence on downward wage rigidity, immigration, the gender pay gap and credentialism. [ABSTRACT FROM AUTHOR]

In contrast to studies that identify the expected earnings premium associated with any STEM degree or with specific college majors, we account for workers’ majors and the percent of total college credits completed in STEM courses (STEM intensity). We find that STEM intensity is an important determinant of log-earnings for many STEM and non-STEM majors, and that estimated earnings gaps between pairs of majors can change dramatically when STEM intensity is accounted for. In light of this evidence, we believe policy initiatives focused on drawing students into STEM should emphasize the potential value of STEM coursework for non-STEM majors. [ABSTRACT FROM AUTHOR]

In China, the regional economic development model affected by government competition is an important factor leading to the income inequality of urban and rural residents. This paper aims to study the influence mechanism of tax competition among local governments on urban-rural income gap from the perspective of government intervention and tries to explain the reasons for the gradual narrowing of urban-rural income disparity since 2010. Using a dynamic panel data of 30 provinces, this study reveals that tax competition has alleviated the urban-rural income gap, and this effect shows temporal extensibility and spatial correlation. It is more obvious in eastern and central China and consistent in different local tax categories. Although tax competition has narrowed the overall income gap, the wage income inequality has been exacerbated. In addition, local fiscal autonomy, urbanization, public service provision and industrial structure are the important influencing channels of the mechanism. [ABSTRACT FROM AUTHOR]

Employing China Family Panel Studies (CFPS) survey data from 2014 to 2018, this paper studies the impact of the digital economy on the gender wage gap. Benchmark results suggest that the digital economy can significantly narrow the gender wage gap. The mechanism analysis shows that the digital economy bridges the gender wage gap by reducing family care burdens and improving the employment quality in favour of women. The heterogeneity analysis shows that the digital economy is conducive to narrowing the gender wage gap of the group with low and medium labour skills and the group with higher family burdens, suggesting the inclusiveness of the digital economy for disadvantaged women. These findings have important policy implications and provide evidence for improving women's economic condition and narrowing the gender wage gap. [ABSTRACT FROM AUTHOR]

This study provides new evidence on skill requirements in the labor market and shows to what extent skill demand is associated with wages and vacancy duration. In a sample of more than 1.5 million job postings administered by the Austrian public employment service, I identify the most common skill requirements mentioned in job descriptions. Accounting for a broad set of detailed job characteristics, there exists a robust association between the number of skill requirements and wages. In particular, jobs with many skill requirements pay substantially higher wages. While I estimate large effects for managerial and analytical skills, associations with most soft skills are small. Employers also need longer to fill vacancies with many skill requirements. Robustness tests show that measurement error is unlikely to explain these results and that the estimates can be replicated using vacancy postings from another job board. [ABSTRACT FROM AUTHOR]

Previous research shows that female workers are less sensitive to wages in their decision to switch jobs than male workers, and that this could explain a substantial part of the gender wage gap. This paper studies to what extent gender differences in preferences and personality traits explain the gender gap in the wage-elasticity of job-to-job transitions in the labor market. Using a novel decomposition approach in the context of mediated moderation and using German Socio-Economic Panel Survey (G-SOEP) data for the period 2005–2019, we find that gender differences in risk preferences, patience, trust, reciprocity, altruism, conscientiousness, ambition and self-esteem explain about 25% of the gender gap in wage-elasticities of job separations. A detailed decomposition suggests that risk preferences, trust and ambition contribute most to this gender gap in wage-elasticity. [ABSTRACT FROM AUTHOR]

Objective Background Method Results Conclusion To examine the effect of the male partner's entry into payroll tax‐exempt earnings on the female partner's labor market outcomes.Employees only pay payroll taxes up to a specific limit, which results in a comparatively greater increase in the take‐home pay of individuals who earn labor incomes above this threshold. We argue that returns from payroll‐exempt labor are gendered: That is, because men are more likely high earners than women, they will more often benefit from the payroll tax ceiling. This increases the labor market returns of men and sets substantial incentives within couples to reduce the paid labor of the secondary earner.We use panel data from the United States (PSID) to examine changes in women's annual work hours, hourly wages, and earnings over the partner's entry into payroll tax‐exempt labor (treatment) using fixed‐effect models with individual slopes. The models enable us to assess women's labor market outcomes while adjusting for heterogeneous within‐couple earnings differential slopes before treatment in addition to any time‐constant heterogeneity. Our sample contains 7297 women providing 65,811 observations.Women's earnings on average diminished by 4% after the partner breaks through the payroll tax contribution threshold. This was mostly explained by changes in annual work hours, which on average decreased by 4%. We did not find reduced hourly wages in the short run.We conclude that payroll exemptions for high earners reinforce gender inequality within upper‐income couples, which is a link hitherto missed in the literature. [ABSTRACT FROM AUTHOR]

Objective: To examine skilled nursing facility (SNF) staffing shortages across job roles during the COVID‐19 pandemic. We aimed to capture the perspectives of leaders on the breadth of staffing shortages and their implications on staff that stayed throughout the pandemic in order to provide recommendations for policies and practices used to strengthen the SNF workforce moving forward. Study Setting and Design: For this qualitative study, we engaged a purposive national sample of SNF leaders (n = 94) in one‐on‐one interviews between January 2021 and December 2022. Data Source and Analytic Sample: Using purposive sampling (i.e., Centers for Medicare & Medicaid quality rating, region, ownership) to capture variation in SNF organizations, we conducted in‐depth, semi‐structured qualitative interviews, guided a priori by the Institute of Medicine's Model of Healthcare System Framework. Interviews were conducted via phone, audio‐recorded, and transcribed. Rigorous rapid qualitative analysis was used to identify emergent themes, patterns, and relationships. Principal Findings: SNF leaders consistently described staffing shortages spanning all job roles, including direct care (e.g., activities, nursing, social services), support services (e.g., laundry, food, environmental services), administrative staff, and leadership. Ascribed sources of shortages were multidimensional (e.g., competing salaries, family caregiving needs, burnout). The impact of shortages was felt by all staff that stayed. In addition to existing job duties, those remaining staff experienced re‐distribution of essential day‐to‐day operational tasks (e.g., laundry) and allocation of new COVID‐19 pandemic‐related activities (e.g., screening). Cross‐training was used to cover a wide range of job duties, including patient care. Conclusions: Policies are needed to support SNF staff across roles beyond direct care staff. These policies must address the system‐wide drivers perpetuating staffing shortages (i.e., pay differentials, burnout) and leverage strategies (i.e., cross‐training, job role flexibility) that emerged from the pandemic to ensure a sustainable SNF workforce that can meet patient needs. [ABSTRACT FROM AUTHOR]

Scholars have found that as the proportion of female workers in an occupation grows, wages generally decline. Yet, we know little about how this gender inequality intersects with other labor market inequalities. This study evaluates the feminization-wage relationship of an increasingly economically polarized post-2000 US labor market. First, I hypothesize that the negative effect of feminization on wages has diminished in high-skilled occupations due to the declining prejudice against (highly educated) women and increasing requirements for higher education, which functions as a form of social closure. Second, because of the increasing demand for "people skills" in higher-skilled occupations and their association with women, workers in higher-skilled occupations that require these skills may experience positive effects of feminization on wages. Not all people skills, however, are associated with women and similarly rewarded. Thus, I examine three people skills—persuasion, managerial, and sociability—that have different gender stereotypes. I test hypotheses using occupational-level fixed-effects models with individual-level data from the American Community Survey 2003–2019 (N  = 15,996,526) and time-varying occupational-level data from the Occupational Information Network 2003–2019 (N  = 460). Results show that for workers in occupations requiring more than sixteen years of education, feminization corresponds with higher wages. Additionally, the positive feminization-wage relationship is larger in occupations with a high demand for a gender-neutral people skill, persuasion. This moderation effect is not found for sociability and managerial skills, which are associated with women and men, respectively. This study calls for greater attention to how labor market polarization has shaped gender inequality. [ABSTRACT FROM AUTHOR]

Understanding disparities in the rates at which men and women's wages grow over the life course is critical to explaining the gender pay gap. Using panel data from 2009 to 2019 for the United Kingdom, we examine how differences in the rates and types of job mobility of men and women—with and without children—influence the evolution of wages. We contrast the rates and wage returns associated with different types of job moves, including moving employer for family reason, moving for wage or career-related reasons, and changing jobs but remaining with the same employer. We find important gender and parenthood differences in the types of mobility experience, with mothers most likely to switch employers for family-related reasons and least likely to move for wage or career reasons, or to change jobs with the same employer. While job changes with the same employer and career related employer changes had large positive wage returns, changing employers for family-related reasons was associated with significant wage losses. We show that differences in job mobility between mothers and other workers are largest for young employees (under 30), the period over which wages also grow most rapidly in response to career related external, or internal, job moves. These mobility differences play an important role in explaining the rapid growth in the motherhood wage gap in the years after birth. [ABSTRACT FROM AUTHOR]

• A green transition should be "fair", encouraging income distribution in the domestic economies and reducing asymmetries between the center and periphery in the global economy. • The political relationship between industry coalitions and green transition coalitions is an essential factor affecting the process of ecological transition. • Reducing the green technological gap will undoubtedly increase the wage share and positively influence the employment rate only if the "ecological structural change" impact on the non-price competitiveness is higher than its impact on the price competitiveness. • An increase in the political power of the green coalition could produce a positive effect on the wage share but a negative one on the employment rate. A democratic green alliance could foster green technological progress and a just transition. • International cooperation in favor of technological catching up in green technologies in the periphery and institutional change favoring stronger social protection and faster technological diffusion should be at the core of the agenda for a fair green transition. The paper presents a model discussing the political economy dimension of the green transition. There are brown sectors whose share in value-added and employment should contract and green sectors whose share should increase. Green technological changes require more skilled workers, potentially exacerbating inequalities between them and unskilled workers. Trade unions advocate for a "Just Transition", ensuring income protection and creating new "green jobs". However, the green restructuring of the economy demands highly subsidized investments in the short run. A political economy problem arises: how to regulate brown capitalists, support green capitalists, and prevent unskilled workers from joining forces with brown capitalists to block the green transition. The solution can be positive feedback between green technical change, non-price competitiveness, and employment. The BOPCG model allows for highlighting the role of catching up in green technologies in non-price competitiveness and endogenous institutional change to give rise to a growth path consistent with the idea of a "just green transition". [ABSTRACT FROM AUTHOR]

The objective of the study is to analyze the wage gaps between formal and informal workers in the Central Zone of Peru, since there is a high presence of informality in approximately more than 75.0 % of the economically active population, that is, three out of four people are informal in Peru in spite of the facilities granted by the state for formalizations. In relation to the above, the objective was to analyze the divergences in the wage gaps between formal and informal workers in the central zone of Peru using data from the National Household Survey (ENAHO) and a methodology established by Heckman, Mincer and Oaxaca. The results show that lack of education accounts for approximately 30.9% of the wage differences between formal and informal wage earners. Having incomplete primary education increases earnings by about 42.0% for formal and 52.9% for informal workers compared to those with complete education, given the majority of workers have primary and secondary education levels in the data obtained. In the Oaxaca model, lack of education contributes to approximately 23.3% of the wage differential between formal and informal workers. [ABSTRACT FROM AUTHOR]

Universities are workplaces replete with observed gender pay gaps despite the legal protections in place to mitigate against such a reality. This Article analyzes recent university gender pay equity lawsuits to examine their efficacy in four types of litigation: (1) Class and Collection Action; (2) Government Action; (3) Union Action; and (4) Individual Action. From these case studies of different types of litigation, we learn several important lessons about prosecuting equal pay laws and how to best protect against unequal pay. First, the Article sets forth the gender pay equity landscape, including the national pay gap picture, the legal framework of federal, state, and local laws enacted to close the gap, and the enforcement efforts by federal and state agencies. The Article then examines the gender pay gap in university workplaces and identifies indicators of pay inequity for female faculty: overrepresentation in parttime work; overrepresentation in contingent positions; and underrepresentation in the highest-paid ranks. It then discusses the keys to uncovering pay disparity. Next, the Article identifies representative gender pay equity litigations against universities and provides a taxonomy of gender pay equity litigation against universities by type and analyzes lessons learned, successes gained, and concessions made, in the fight for pay equity in university workplaces. Analyzing the litigations from a client-centered lens allows for a deeper understanding of what is at stake in pay equity litigations. The Article is replete with personal observations by the author, who had the honor of representing female faculty in gender pay equity litigations, as well as serving as a faculty member at a school sued for gender pay equity. From that unique perspective, the Article ends with a catalog of strategic considerations for women facing pay inequity in their university positions. [ABSTRACT FROM AUTHOR]

Based on the migration-specific National Sample Surveys, this paper finds that the migration flow to Hyderabad has not only increased during the last two decades but also brought changes in the nature and pattern of migration to the city. Although the women migration outnumbered their male counterparts most recently, but most of them make associational movements. Male migration, on the other hand, is driven by combination of push–pull factors, including wage differentials, unemployment in the origin states, and better job prospects in Hyderabad. However, the recent decline in the WPR of migrants and an increased open unemployment among them indicates that the city is not capable of providing enough jobs to the aspirants who moved to the city in the quest for better opportunities. Particularly women, whose probability of work participation is relatively low in the city. Based on these results, it is argued that enhancing employment opportunities for female migrants not only can boost female labour force participation, but also raise per capita income, and drive sustained economic growth in the city. Moreover, targeted policies to support women's workforce inclusion would also promote gender equality and strengthen Hyderabad's role as a thriving, inclusive urban economy. [ABSTRACT FROM AUTHOR]

When mortality risks of a job increase, economic theory predicts that wages will rise to compensate workers. COVID-19 became a new source of mortality risk from close contact with other workers and customers. Real wages have risen during the COVID-19 era, but research to date has been sparse on how much of this increase reflects compensating wage differentials for COVID-19 risk on the job. We use 2020–2021 death certificate data which for the first time includes the decedent's occupation and industry, together with other occupational and industry mortality for previous years from the Census of Fatal Occupational Injuries (CFOI) and wage data from the Current Population Survey (CPS) to examine whether compensating wage differentials for COVID-19 occupational risks are in line with prior estimates of Values of Statistical Life (VSL). First, we find that there are substantial differences in the compensating differentials associated with COVID-19 vs other sources of job-related mortality risk. Full time workers' pay is higher by $ 24 per week in jobs with a 1 in 1,000 higher risk of COVID-19 mortality, but their pay is $ 320 higher in jobs with 1 in 1,000 higher risk of non-COVID-19 workplace mortality. The non-COVID-19 mortality wage premiums imply that workers trade off money and mortality risk using a VSL of about $ 18 million, which is near the upper range of the most cited VSL estimates in the literature. In contrast, the COVID-19 wage premium implies that workers make decisions using a VSL of the range $ 1.24 – $ 1.54 million, much lower than standard VSL measures. The results are consistent with workers substantially underestimating or undervaluing the risk of COVID-19 mortality. [ABSTRACT FROM AUTHOR]

This study investigates the impact of foreign direct investment (FDI) on the productivity of domestic firms using Peruvian firm-level data from the World Bank Enterprise Surveys. While previous studies have examined the mobility of workers from multinational enterprises (MNEs) to domestic firms, this study explores the opposite turnover which MNEs attract skilled workers from domestic firms. We find that the positive FDI spillover is significantly reduced for domestic firms that employ a higher share of skilled workers but pay lower wages, and some of them are even exposed to negative FDI spillover. These results suggest that the wage gap between MNEs and domestic firms can hinder human capital transfers to domestic firms, instead causing MNEs to absorb skilled workers from the domestic market. However, the wage gap effect hindering FDI spillover is less pronounced for domestic firms that license technology from foreign MNEs. [ABSTRACT FROM AUTHOR]

I develop two empirical models to quantify agency friction caused by moral hazard in top management teams. They capture shareholders' distinct perspectives on compensating top managers: the Individual Model, in which managers in a firm unilaterally shirk, and the Team Model, in which managers choose effort jointly. The Team Model rationalizes observed compensation better than the Individual Model, underlining the importance of managerial coordination and team-based incentives. This paper also offers novel estimates of agency friction in a team production setting. Risk premium explains a large portion of the pay differential across and within firms. Firm value would have dropped between 4% and 15% if managers shirked. Additional counterfactual estimation suggests that shareholders could reduce the total compensation by up to $17 million if they were to switch from the individual perspective to the team perspective. This paper was accepted by Shivaram Rajgopal, accounting. Funding: This work was supported by the Professional Staff Congress and the City University of New York (PSC-CUNY) [Grant 67780-00 45]. Supplemental Material: The online appendix is available at https://doi.org/10.1287/mnsc.2024.4982. [ABSTRACT FROM AUTHOR]

Previous research argues that occupational gender pay gaps arise from greedy jobs within occupations. Greedy jobs involve working long and unpredictable hours in jobs where individuals are not easily substitutable. They engender compensating differentials resulting in an earnings‐to‐hours elasticity that often exceeds 1. This paper shows that greedy jobs also exist in Australia, where labour market institutions differ substantially from those in the United States. It shows that occupational gender earnings gaps are highest in occupations where greedy jobs proliferate. Wage‐setting institutions engender heterogeneous effects on occupational gender earnings gaps. Relative to the United States, occupational gender earnings gaps are smaller in Australia, consistent with evidence that labour market institutions compress the earnings distribution. Within occupations, the use of collective agreements attenuates the size of occupational gender earnings gaps, while the use of individual agreements increases them. Not surprisingly, individuals employed in greedy occupations predominantly use individual agreements to negotiate pay. [ABSTRACT FROM AUTHOR]

The literature has shown that related diversification in more complex industries enhances economic growth in regions but also inter-regional inequality. However, it has drawn little attention to the relationship between industrial dynamics (i.e., the rise and fall of industries) and intra-regional wage inequality. This explorative study examines the relationship between industry dynamics and wage inequality in NUTS-3 regions in the Netherlands in the period 2010–2019. Our study shows that related diversification in less complex industries tends to reduce wage inequality within a region. This implies it remains a policy challenge to combine smart and inclusive growth in regions. Our study also showed that there is no significant relationship between the exit of industries and regional inequality, with one exception: unrelated low-complex exits tend to increase intra-regional wage inequality. Overall, these findings suggest that related diversification in less complex industries tends to bring benefits in terms of inclusive growth, while unrelated exits in less complex industries tend to do the opposite. [ABSTRACT FROM AUTHOR]

This study re-analyzes the relationship between digital financial inclusion and the wages of low-wage workers in China using the conditional quantile and quantile selection model. The study finds that after correcting for sample selection bias, digital financial inclusion significantly increases the wage income of low-wage workers and reduces the rural-urban wage gap. These effects diminish as the wage level rises to the median wage, and there are three potential mechanisms. [ABSTRACT FROM AUTHOR]

We set out to verify how local occupational specialization, according to different categories of workers' skills (cognitive, social, and manual), can impact the individual wage differential in Brazil. We estimate the effects of occupational specialization by skills from the wage equation using instrumental variables and worker and firm characteristics. The main contribution of the study is to decompose the effects of specialization of skills in relation to urban conditions, such as population density. We rely on individual microdata for Brazil for the period 2009–2018. We found a wage premium for cognitive and social specializations, benefitting workers in occupations that are intensive in these skills. The results of the specialization wage premium, with the control of the endogeneity of the local choice, indicated that the Ordinary Least Squares estimates were underestimated. In the decomposition analysis, density negatively affected wage premiums for cognitive and social specializations. The results suggest that the negative effect of competition in denser labor markets can offset the positive interaction externalities. When controlling for worker and firm fixed effects, density no longer affects the specialization wage premium. This result suggests that worker-firm matching is more relevant than density in explaining occupational specialization wage premiums. The results for Brazil indicate the importance of policies that promote the quality of worker-firm matching. [ABSTRACT FROM AUTHOR]

Since the1800s, automation technologies have been interpreted as a source of displacement effects, largely conceptualised and empirically proved in a vast literature. This paper claims that, despite their non-manufacturing nature, metropolitan regions are not exempted by the negative effects of automation on wage inequalities across workers' groups. The paper empirically proves this statement by analysing the effects on jobs and wage differentials among groups of workers associated with the diffusion of robot technologies in Italian NUTS3 regions in the period 2012–2019. Results show that automation technologies in the form of robotisation do displace jobs, harming particularly low-skilled workers in non-metropolitan manufacturing regions, where inter-group wage inequalities increase. However, through the creation of high-skilled jobs, also cities experience a rise of inter-group workers inequalities. These results call for appropriate policies to cope with the changing occupational profiles requested by the labour market. [ABSTRACT FROM AUTHOR]

Using a sample of recently graduated college students from South Korea, we estimate the effects of the between-majors and within-major gender wage gap. We use a recentered influence function to decompose the wage differential between majors and find that women face a higher rate of return to the field of study. In addition, women tend to select their program of study with the intention of optimizing their earnings potential relative to men. In calculating the within-major gender wage gap, we control for selectivity into a field of study extending the current methodology to a multinomial logit setting. We test our model using a sample of new graduates from South Korea. We consider six college majors. The within-major wage differential ranged from 8.2% for natural science graduates to 17% for social science graduates. After selection is accounted for, the gender wage gap becomes smaller in humanities graduates but increases in natural science and medicine graduates. Decomposing the selection correction term into explained and unexplained factors eliminates discrimination in medicine and points to reverse discrimination in natural science. [ABSTRACT FROM AUTHOR]

Rapid expansion of precarious employment carries risks of exacerbating the gender wage gap in China. This article finds an inverse relationship between flexibility and security in the labor market, disproportionately affecting women workers. Drawing from the Marxist-feminist theory of social reproduction, the study conceptualizes China’s social reproduction regime as developmentalist, characterized by ongoing tension between economic development and social reproduction. Promoting precarious work, which reflects the operational logic of the developmentalist social reproduction regime, is essentially transferring social reproduction cost from capital to labor. This cost is predominantly shouldered by precarious workers, particularly women, resulting in a widened gender wage gap. Using the China Labor-force Dynamic Survey, the study finds empirical support for the theorization that the gender wage gap among precarious workers is significantly larger than among non-precarious workers. The article proposes policies addressing the gap by shifting the cost of social reproduction from labor back to capital.HIGHLIGHTSGender wage gap is wider among precarious workers in China.Marxist-feminist theories help us to better understand GWG in precarious work.Women in precarious work face income loss risks and heavier domestic responsibilities.Developmentalist social reproduction regime seeks to balance growth and reproduction.The cost of social reproduction should be shifted back to capital.Gender wage gap is wider among precarious workers in China.Marxist-feminist theories help us to better understand GWG in precarious work.Women in precarious work face income loss risks and heavier domestic responsibilities.Developmentalist social reproduction regime seeks to balance growth and reproduction.The cost of social reproduction should be shifted back to capital. [ABSTRACT FROM AUTHOR]

This study provides a detailed meta-analysis of salaries for engineers, BIM modelers, and BIM managers in the Philippines, emphasizing how geographical location, experience level, industry sector, qualifications, and market trends influence compensation. The analysis incorporates data from a variety of sources, including academic publications, industry reports, and government statistics, to provide a detailed understanding of salary variations within different professions. Findings show significant salary differences based on their geographical location. Professionals in Metro Manila have considerably larger wages than those in provincial regions. Experience level is also important when it comes to salary increases which can be observed when professionals advance from entry-level to senior roles. Salary levels are also influenced by the industry, with technology, building, and infrastructure development sectors offering highest compensation. Additional qualifications and certificates enhance salary opportunities, reflecting the value of particular skills and expertise. The purpose of this study is to write a meta-analysis of salary benchmarks for BIM modelers, engineers, and BIM managers in the Philippines emphasizing how factors such as geographical location, experience level, industry sector, qualifications, and market trends influence compensation. The analysis includes seven studies that were published between 2019 and 2024 to capture recent salary patterns in these professions. The study shows the importance of understanding these important variables in developing successful compensation methods, optimizing talent acquisition, and promoting retention in the engineering and construction sectors in the Philippines. The insights provided are expected to allow stakeholders to make informed decisions to build a competitive and thriving workforce in these critical industries. [ABSTRACT FROM AUTHOR]

This paper studies the relationship between global value chain (GVC) participation, worker‐level routine task intensity (RTI) and wage inequality within countries. Using survey data from 34 countries and instrumenting for GVC participation, we find that higher GVC participation contributes to higher wage inequality in high‐income countries and lower wage inequality in middle‐ and low‐income countries. We distinguish between two opposite‐working channels. First, participation in GVCs directly reduces wage inequality, suppressing wages in offshorable occupations that tend to earn above the country‐specific median, and increasing wages of non‐offshorable occupations. Second, it indirectly widens within‐country wage inequality by increasing the gap in RTI, which is negatively associated with wages, between offshorable and non‐offshorable occupations. The direct effect prevails in most low‐ and middle‐income countries that receive offshored jobs, and the indirect effect prevails in high‐income countries that offshore jobs. [ABSTRACT FROM AUTHOR]

This paper aims to evaluate how changing patterns of sectoral gender segregation play a role in accounting for women's employment contracts and wages in the UK between 2005 and 2020. We then study wage differentials in gender-specific dominated sectors. We found that the propensity of women to be distributed differently across sectors is a major factor contributing to explaining the differences in wages and contract opportunities. Hence, the disproportion of women in female-dominated sectors implies contractual features and lower wages typical of that sector, on average, for all workers. This difference is primarily explained by "persistent discriminatory constraints", while human capital-related characteristics play a minor role. However, wage differentials would shrink if workers had the same potential and residual wages as men in male-dominated sectors. Moreover, this does not happen at the top of the wage distribution, where wage differentials among women working in female-dominated sectors are always more pronounced than those among men. [ABSTRACT FROM AUTHOR]

Purpose: Analysis and assessment of the situation of women on the Polish labour market with particular reference to the gender pay gap in the face of the challenges of the contemporary labour market. Design/methodology/approach: This study is an overview and attempts to analyse the gender pay gap in Poland, based on recent Polish and foreign reports. Findings: The results of the research contained in the reports analysed indicate that inequality in the position of women and men on the labour market is perpetuated and that the distance separating Poland in this respect from the countries of the European Union is not being reduced. Actions taken on this issue at state level are insufficient, failing to move away from a patriarchal model of economic development to an equality model. In response to growing concerns about the gender pay gap, the Council of Europe has taken steps to create a common position on the issue. Research limitations/implications: The paper points to the problem of the gender pay gap, which has serious consequences in today's labour market. The study points out the common misinterpretation of the GDP indicator (gender pay gap), which, unlike the adjusted pay gap, significantly understates the actual statistics. Practical implications: The author points to the pro-equality measures contained in the Directive of the European Parliament and of the Council of the European Union on strengthening the application of the principle of equal pay for men and women for equal work or work of equal value through pay transparency and enforcement mechanisms. Originality/value: The expected economic downturn and changes in the labour market, driven by digitalisation, flexible forms of employment and remote working, bring new challenges for pro-equality labour market policies. Harnessing the potential of women brings tangible results for economies and businesses, hence measures should be taken to eliminate gender disparities in various areas of the wider labour market, including closing the wage gap. [ABSTRACT FROM AUTHOR]

The 2009 and 2012 earthquakes in Italy occurred in a close-knit region and time horizon but differed substantially on both the initial shock to the stock and the subsequent flow of resources. This paper considers the short run impact on the dynamic response of labor market outcomes. Both earthquakes lowered employment and labor force participation by more than 0.5%. With its negative effect on the resources available, the 2009 shock led to a drop in real wages of 1.3% and a sharp—but short-lived—widening of the wage gap generated by the skill premium. The 2012 earthquake, which led firms to upgrade their technology, increased wages by 2.2% and led to a more balanced—but persistent—widening of the wage gap. The predictions of a model developed in this paper are consistent with these results. [ABSTRACT FROM AUTHOR]

Question/Issue: This study investigates the role of board‐level employee representatives (BLERs), a common corporate governance practice in Europe, in determining the pay ratio between CEOs and average employees. Research Findings/Insights: Using 15,340 firm‐year observations from 17 European countries between 2001 and 2019, we find that BLERs provide greater bargaining power to the board for dealing with CEOs and use this power to reduce the pay gap between CEOs and employees. Subsample analyses indicate that bargaining power is more apparent when BLERs are more socially connected, have longer tenure, and hold more seats on the board. Theoretical/Academic Implications: This study supports the role of BLERs in providing workers with more bargaining power to create fairer wage distribution in firms. Furthermore, it supports the fair wage–effort theory, indicating a positive effect of lower pay ratios on firm value following the presence of BLERs. Practitioner/Policy Implications: This study demonstrates the effects of a unique corporate governance practice, the presence of BLERs, on companies' wage distribution, with significant policy implications. In particular, the results indicate that when presented with opportunities in affecting companies decision‐making BLERs provide fairer environments for the workers who they represent. [ABSTRACT FROM AUTHOR]

We examine the plausibility of using prejudice-based discrimination to explain the wage differences among young men and women in eleven European countries. Utilizing a sample of over 20,000 individuals and estimating a series of country-specific regression models that adjust for ability and selection bias, we find evidence that leads to a good possibility of prejudice-based discrimination in Greece, Italy, Spain, Czechia, Hungary, and the UK. In the UK, this possibility of discrimination is mitigated to an extent by gender differences in credentials. In Austria, Germany, Denmark, and Switzerland, we find no evidence for prejudice-based discrimination. Oaxaca decompositions reveal that if women's own human capital characteristics were rewarded at the same level as men's in the former (six) countries, they would expect a wage gain. [ABSTRACT FROM AUTHOR]

This study explores the effects of the 2016 minimum wage hike in Turkey on wage distribution up to 2022 by using a difference-in-differences methodology. This approach employs unconditional quantile regressions by utilizing variation in the bite of the minimum wage across NUTS2 regions in Turkey and utilizes data from the Turkish Household Labor Force Survey (HLSF). The findings indicate that the 2016 minimum wage increase positively affects wages in the lower quantiles while having a negative impact on wages in the higher quantiles. Consequently, this leads to a wage compression effect, ultimately resulting in a reduction in wage inequality, as supported by descriptive analysis. [ABSTRACT FROM AUTHOR]