By Solomon W. Polachek, Konstantinos Tatsiramos
This quantity comprises twelve leading edge papers contributing new learn to special matters relating employee welfare. The examine offers with profits inequality, discrimination, the consequences of migration, and financial coverage. solutions to a few coverage similar questions are given together with: Why are jobs designed the best way they're? Does seniority-based pay supply a enough motivation for staff? Do sex-segregated organizations develop extra speedy than organisations extra both divided via gender? What rules are potent in battling discrimination? Why is relative rural-urban source of revenue inequality loads larger in China than the united states? How does migrating from one sector to a different have an effect on one's kid's education judgements? Do larger migration degrees have an effect on local employee wages?
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Additional info for Jobs, Training, and Worker Well-being (Research in Labor Economics)
Policy recommendations aiming at reducing the wage gap between trainees and nontrainees may therefore include the introduction of positive discrimination and the promotion of training investment in small ﬁrms. We should, however, not forget that most of the dispersion of earnings takes place within groups and may be explained by the heterogeneity of returns on training. We analyze this aspect in the following section. 2. Contributions of the Various Variables to the Within-Group Variance: The Case of Trainees Table 5 gives the contribution of the various explanatory variables to the within-group dispersion in earnings.
But these methods require instruments that must respect two criteria: they have to predict training participation but not the workers’ wages. It is extremely difﬁcult to ﬁnd such variables in the case of training, and the estimation depends strongly on the relevance of instruments. This is why we have excluded this type of strategy. If we assume, in a ﬁrst stage that the unobserved heterogeneity is time invariant, we may choose another approach, namely apply the method of ﬁrst differences to estimate the average effect of training, net of selectivity bias.
Pischke, J. (1999b). The structure of wages and investment in general training. Journal of Political Economy, 107(3), 539–572. , & Pischke, J. (2003). Minimum wages and on-the-job training. Research in Labor Economics, 22, 159–202. , & Yellen, J. L. (1990). The fair wage-effort hypothesis and unemployment. Quarterly Journal of Economics, 105(2), 255–283. , & Mumford, K. (2006). Employee training, wage dispersion and equality in Britain. Discussion paper no. 2006/14. Department of Economics, University of York, Heslington, York.