unions and family income inequality the effect of union wage gains of private sector blue collar workers on the size distribution of family incomes and the level of poverty in 1970 is examined in this paper collective bargaining wage gains are found to compress the distribution of income among union families when union and nonunion families are combined however the union impact on measured inequality is negligible due in part to the fact that on average middle income families reap the largest gains from collective bargaining the impact of union wage gains on the incidence of poverty also is very small

trends in male earnings inequality this study uses newly available time series data on the u s earnings distribution to analyze trends in male earnings inequality between 1958 and 1977 the major finding is that the observed slow upward trend in earnings inequality is well explained by a small number of plausible economic factors the paper has four parts part ii briefly reviews related time series research on both earnings and income inequality male earnings inequality is considered from the human capital perspective in section iii and from a less structured approach in section iv the last section is a summary and conclusion

the effect of unionism on workers valuation of future pension benefits this paper investigates the impact of unionism on the pension benefits workers expect to receive on retirement the valuation of future benefits by workers rather than actual employer expenditures on pensions is examined because expected benefits should be the more important variable in explaining the labor market behavior of individual workers analysis of data for middle aged men taken from the national longitudinal surveys suggests that union workers are more knowledgeable than nonunion workers about their retirement benefits and also the average union worker expects to receive a pension higher than that expected by the average nonunion worker more specifically among firms providing pensions the expected benefits are actually lower in union firms than in nonunion firms but that difference is outweighed by the fact that nonunion firms are much more likely than union firms to have no pension plan at all

unions and wage inequality the roles of gender skill and public sector employment we examine the changing relationship between unionization and wage inequality in canada and the united states our study is motivated by profound recent changes in the composition of the unionized workforce historically union jobs were concentrated among low skilled men in private sector industries with the steady decline in private sector unionization and rising influence in the public sector half of unionized workers are now in the public sector accompanying these changes was a remarkable rise in the share of women among unionized workers currently approximately half of unionized employees in north america are women while early studies of unions and inequality focused on males recent studies find that unions reduce wage inequality among men but not among women in both countries we find striking differences between the private and public sectors in the effects of unionization on wage inequality at present unions reduce economy wide wage inequality by less than 10 however union impacts on wage inequality are much larger in the public sector once we disaggregate by sector the effects of unions on male and female wage inequality no longer differ the key differences in union impacts are between the public and private sectors not between males and females syndicats et inegalites salariales importance du genre des habiletes et de l emploi dans le secteur public dans cet article nous examinons l evolution de la relation entre syndicalisation et inegalites salariales au canada et aux etats unis notre etude se fonde sur les changements recents et profonds de la composition de la main d uvre syndiquee historiquement les emplois syndiques etaient occupes par des hommes peu qualifies travaillant dans les industries du secteur prive avec le declin regulier de la syndicalisation au sein du secteur prive et son influence croissante au sein du secteur public la moitie des travailleurs syndiques fait desormais partie du secteur public ces changements ont ete accompagnes d une hausse spectaculaire du pourcentage de femmes parmi les travailleurs syndiques actuellement pres de la moitie des employes syndiques en amerique du nord sont des femmes tandis que les premieres etudes sur les syndicats et les inegalites portaient sur les hommes certaines plus recentes ont montre que les syndicats permettaient de reduire les inegalites salariales entre les hommes mais pas entre les femmes dans les deux pays nous avons decouvert des differences frappantes entre secteur prive et secteur public relativement aux effets de la syndicalisation sur les inegalites salariales aujourd hui les syndicats permettent de reduire les inegalites salariales de moins de 10 dans l ensemble de l economie neanmoins l influence des syndicats sur les inegalites salariale est bien plus forte dans le secteur public en decomposant les donnees par secteur les effets des syndicats sur les inegalites salariales entre hommes et femmes sont les memes en matiere d influence des syndicats les differences fondamentales se situent entre le secteur prive et le secteur public et non entre les hommes et les femmes

does marriage really make men more productive this paper presents new descriptive evidence regarding marital pay premiums earned by white males longitudinal data indicate that wages rise after marriage and that cross sectional marriage premiums appear to result from a steepening of the earnings profile data from a company personnelfile that includes information on job grades and supervisor performance ratings reveal large marital status pay differences within a narrow range of occupations managers and professionals and environments a single firm married workers tend to be located in higher paying job grades there are very small pay differentials within grades married men receive higher performance ratings than single men as a result they are much more likely to be promoted controlling for rated performance however eliminates the promotion differential sanders korenman is an assistant professor of economics and public affairs at princeton university and is a faculty associate of the office of population research at princeton university and a research affiliate of the national bureau of economic research nber david neumark is an assistant professor of economics at the university of pennsylvania and a research affiliate of the nber korenman wishes to acknowledge the hewlett foundation and the harvard university center for population studies for financial support the authors are grateful to james medofffor making available an extract from the company personnelfile questions regarding data availability should be directed to professor james

organized labor and racial wage inequality in the united states why have african american private sector unionization rates surpassed those of white workers for decades and how has private sector union decline exacerbated black white wage inequality using data from the current population survey 1973 2007 the authors show that african americans join unions for protection against discriminatory treatment in nonunion sectors a model predicted wage series also shows that among women black white weekly wage gaps would be between 13 and 30 lower if union representation remained at high levels the effect of deunionization on racial wage inequality for men is less substantial but without deunionization weekly wages for black men would be an estimated 49 higher the results recast organized labor as an institution vital for its economic inclusion of african american men and women this study points to the need to move beyond class based analyses of union decline to an understanding of the gendered role unions once played in mitigating racial inequality

the effect of unions on the structure of wages a longitudinal analysis this paper studies the effects of unions on the structure of wages using an estimation technique that explicitly accounts for misclassification errors in reported union status and potential correlations between union status and unobserved productivity the econometric model is estimated separately for five skill groups using a large panel data set formed from the u s current population survey the results suggest that unions raise wages more for workers with lower levels of observed skills in addition the patterns of selection bias differ by skill group among workers with lower levels of observed skill unionized workers are positively selected whereas union workers are negatively selected from among those with higher levels of observed skill despite a large and sophisticated literature there is still substantial disagreement over the extent to which differences in the structure of wages between union and nonunion workers represent an effect of trade unions rather than a consequence of the nonrandom selection of unionized workers over the past decade several alternative approaches have been developed to control for unobserved heterogeneity between union and nonunion workers 2 one method that has been successfully applied in other areas of applied microeconometrics is the use of longitudinal data to measure the wage gains or losses of workers who change union status unfortunately longitudinal estimators are highly sensitive to measurement error even a small fraction of misclassified union status changes can lead to significant biases if the true rate of mobility between union and nonunion jobs is low this sensitivity led lewis 1986 to essentially dismiss the longitudinal evidence in his landmark survey of union wage effects in this paper i present some new evidence on the union wage effect based on a longitudinal estimator that explicitly accounts for misclassification errors in reported union status the estimator uses external information on union status misclassification rates along with the reduced form coefficients from a multi variate regression of wages on the observed sequence of union status indicators to isolate the causal effect of unions from any selection biases introduced by a correlation between union status and the permanent component of unobserved wage heterogeneity recognizing that unions may raise wages more or less for

union effects on wage dispersion in canadian industry abstract this paper analyzes the effects that unions have on the dispersion of wages in canada the empirical results indicate that unions have a significant effect in reducing wage dispersion the standard deviation in hourly wages is smaller for unionized workers than it is for non unionized workers this result holds not only for the more general case but also for narrowly defined demographic industrial and occupational categories finally regression estimates indicate that the coefficients on the wage determining variables are smaller in the unionized sector

evolutionary dynamics and backward induction the backward induction or subgame perfect equilibrium of a perfect information game is shown to be the unique evolutionarily stable outcome for dynamic models consisting of selection and mutation when the mutation rate is low and the populations are large

quality quantity and spatial variation of price this paper develops and implements a method for estimating price elasticities of demand using cross sectional household survey data geographically clustered households report unit values which when corrected for quality effects and for measurement error indicate the underlying spatial variation in prices and can be matched to variation in demand patterns a simple model of quality choice is proposed while the correction for measurement error exploits the clustered design of such surveys data from a 1979 household survey from the ivory coast are used to estimate price elasticities for beef meat fish cereals and starches copyright 1988 by american economic association

anticipation free rider problems and adaptation to trade unions re examining the curious case of dissatisfied union members this paper documents evidence that rejects the paradox of dissatisfied union members using eleven waves of the bhps it studies the past contemporaneous and future effects of union membership on job satisfaction by separating union free riders from other nonmembers in the fixed effects equations i find significant anticipation effects to unionism for prospective members and covered nonmembers of both genders workers go on to report on average a significant net increase in overall job satisfaction at the year unionization occurs nonetheless adaptation to unionism is complete within the first few years of joining a unionized firm one hypothesis for this is that workers adapt their reported satisfaction over time to support their union bargaining efforts which would be consistent with the explanation given by freeman and medoff 1984 of union s role in fanning the flame of discontent to the management during contract negotiations

the welfare analysis of product innovations with an application to computed tomography scanners the main goal of this paper is to put forward a methodology for the measurement of product innovations using a value metric that is equating the magnitude of innovations with the welfare gains they generate this research design is applied to the case of computed tomography scanners a revolutionary innovation in medical technology the econometric procedure centers on the estimation of a discrete choice model the nested multinominal logit which yields the parameters of a utility function defined over the changing quality dimensions of the innovative product the estimated flow of social gains from innovation is used to compute a social rate of return to r d to explore the interrelation between innovation and diffusion and to trace the time profile of benefits and costs the latter suggesting the possible occurrence of technological cycles

job queues and the union status of workers this paper develops a model of the determination of the union status of workers that allows for the possibility of queuing for union jobs the empirical results derived using a sample from the university of michigan panel study of income dynamics are supportive of the queuing hypothesis the no queue model can be rejected using a likelihood ratio test this suggests that a simple probit or logit model for union status is misspecified because it is not based on any consistent behavioral theory an important implication of the model is that because most new entrants to the labor market prefer union jobs but cannot get them and because accrual of nonunion seniority makes workers progressively less likely to desire union jobs the union status of workers is largely determined by their success in being selected from the queue early in their working life

why do part time workers earn less the role of worker and job skills part time workers receive considerably lower hourly earnings than do full time workers using current population survey earnings files for september 1995 through december 2002 the author finds that measurable worker and job characteristics including occupational skill requirements account for much of the part time penalty longitudinal analysis of the data indicates that much of the remaining gap reflects worker heterogeneity evidenced by small wage gains and losses among workers switching between part time and full time jobs the lower skills of part time than full time workers result primarily from limited work experience and accumulation of human capital little evidence can be found of a large wage gap between part time and full time women a part time wage penalty is found for men but men account for less than one third of total part time employment

union effects on wages and wage growth abstract this paper employs a pooled cross section time series error variance components model applied to panel data to present new estimates of the impact of unions on earnings profiles it avoids union status measurement errors alluded to by freeman 1984 contained in current panel estimates by limiting analysis to a set of one time union status switches for which union status data could be sufficiently cross checked it avoids heterogeneity biases by comparing entire earnings profiles for given workers before and after their union status change finally potential selectivity biases in using a non random sample of only union switchers is found not to plague the reported results

the union membership wage premium for employees covered by collective bargaining agreements using current population survey data for 1983 93 this article analyzes whether there is a union membership wage premium among full time private sector employees covered by union contracts ordinary least squares estimates of the membership wage premium are 12 14 and allowing membership to be endogenous yields larger estimates differences in job tenure unobservable characteristics and measurement error cannot fully explain the estimated premium significant differences in this premium as well as in membership rates conditional upon coverage across various demographic subgroups are also documented in general free riders do not appear to be free riding

wage inequality and varieties of capitalism this article draws on a new data set that enables the authors to compare the distribution of income from employment across oecd countries specifically the article conducts a pooled cross sectional time series analysis of the determinants of wage inequality in sixteen countries from 1973 to 1995 the analysis shows that varieties of capitalism matter the authors find that the qualities that distinguish social market economies from liberal market economies shape the way political and institutional variables influence wage inequality of particular interest to political scientists is the finding that the wage distributive effects of government partisanship are contingent on institutional context union density emerges in the analysis as the single most important factor influencing wage inequality in both institutional contexts

an analysis of the impact of open entry on price and the quality of service in the airline industry d uring the past three years there has been a gradual transition toward deregulation of the airline industry by the civil aeronautics board cab as originally proposed in the federal aviation act of 1975 and finally enacted in the airline deregulation act of 1978 this move is intended to allow for competitive pricing and freedom of entry and exit in the domestic airline markets during 1981 so far the price competition has been restricted by the cab to the offering of discount and standby fares the impact on price has been a reduction in revenue per passenger mile from 8 24 in 1977 to 8 02 in june of 1979 1 over this same period the quality of service has declined as measured by an increase in the load factor from 56 1 to 63 6 this result is consistent with most predictions regarding the impact of price competition in this industry 2 alfred kahn 1978 has argued that price competition by itself would and should result in a variety of services for consumers but that it could reduce the average quality of service via higher load factors price competition is however only one dimension of a fully competitive airline market while price competition will certainly tend to increase load factors the effect of entry should be to lower them as firms compete through scheduling frequency the interaction between these forms of competition produces a technical tradeoff between lower prices and higher quality of service and thus raises the question of what a truly competitive airline market will provide the consumer of airline services this paper examines this intrinsic tradeoff between price and quality in the provision of airline service and analyzes the implications for a competitive airline industry the presence of this tradeoff has been suggested in the theoretical models of douglas and miller 1974b and devany 1975 in both models there is purported to be an inverse relation between the load factor and the number of firms in a market due to scheduling competition and an inverse relation between the load factor and the fare level due to profit maximizing supply responses of firms serving the market 3 it is these theoretical propositions that produce a tradeoff between fare level and the quality of service and make the effects of competition in the typical airline market difficult to predict using these theoretical models as a basis this paper develops an empirical analysis of the relation between fare level open entry and the quality of service and its implications for a competitive airline market this involves first estimating the equilibrium price and load factor which results from competition in a market with a fixed number of firms then the independent effect of open entry on the competitive market outcome is identified by varying the number of firms and examining the capacity response due to scheduling competition this analysis yields the zero profit price and load factor for varying degrees of market concentration jthe profitmaximizing and output maximizing price quality combinations are also generated for the same market conditions a comparison of these alternative market solutions provides the basis for analyzing the inherent price quality tradeoff in the provision of airline service and some insight into the nature of a fully competitive airline market crucial to the analysis proposed above is an empirical estimate of the supply response of firms serving a city pair market to changes in received for publication april 23 1980 revision accepted for publication april 15 1981 university of texas at arlington and southern university of new orleans respectively i these figures are computed using data on domestic trunk carriers in all u s markets they are taken from air transport 1979 2 this prediction follows from the generally accepted theoretical model as developed by devany 1975 and douglas and miller 1974b i douglas and miller 1974a b provide some empirical evidence of the inverse relation between the average load factor and the number of firms serving the market using a crosssection sample of city pair markets operating in the united states similarly devany 1975 provides some preliminary empirical tests of his model and finds the results to be generally consistent with these theoretical propositions

contractual wages and the wage cushion under different bargaining settings how does a typically european bargaining system with collective bargaining and national minimum wage coexist with low unemployment and high wage flexibility a unique data set on workers firms and collective bargaining contracts in portugal is used to analyze the determinants of both the contractual wage and the wage cushion difference between contractual and actual wages the results indicate that the wage cushion stretches the returns to worker and firm attributes whereas it shrinks the returns to union power therefore firm specific arrangements partly offset collective bargaining granting firms certain freedom when setting wages contractual wages reflect trade unions egalitarian policy

union status of young men in britain a decade of change previous empirical studies of individual union status in britain have been cross sectional in contrast we use longitudinal data from the national child development study to estimate the determinants of male trade union membership over the period 1981 1991 as suggested by union theories we find that it is important to control for unobserved individual heterogeneity and our preferred model allows for correlation of individual heterogeneity with observable variables our estimates reveal that the observed decline in very large workplaces and the contraction of the public sector explain about one third of the predicted decline in union membership over the period

returns to seniority in union and nonunion jobs a new look at the evidence in cross sectional data the positive association between seniority and earnings is typically much stronger for nonunion workers than for union workers a finding that seems inconsistent with the generalization that seniority is more important in the union sector than in the nonunion sector the authors of this paper show that standard estimates of the return to seniority are likely to be biased upward due to unmeasured worker heterogeneity job heterogeneity or both and they argue that this bias is likely to be larger in the nonunion sector than in the union sector when they correct for this problem in analyzing data on male blue collar workers for the years 1968 80 they find a larger return to seniority in the union sector than in the nonunion sector

u s airline deregulation its effects on passengers capital and labor his paper presents an analysis of the effects of airline deregulation on passengers business and personal first class and coach and explores how capital and labor have fared in a free market the evidence corroborates many benefits that proponents of deregulation predicted but it has not worked perfectly prices are not fully competitive and for certain dimensions service quality is down furthermore the contestability hypothesis as applied to the airline industry does not withstand statistical examination

applied welfare economics with discrete choice models economists have been paying increasing attention to the study of situations in which consumers face a discrete rather than a continuous set of choices such models are potentially very important in evaluating the impact of government programs upon consumer welfare but very little has been said in general regarding the tools of applied welfare economics indiscrete choice situations this paper shows how the conventional methods of applied welfare economics can be modified to handle such cases it focuses on the computation of the excess burden of taxation and the evaluation of quality change the results are applied to stochastic utility models including the popular cases of probit and logit analysis throughout the emphasis is on providing rigorous guidelines for carrying out applied work this abstract was borrowed from another version of this item

the joint determination of union status and union wage effects some tests of alternative models the problems of estimation and interpretation of union wage differentials are examined the properties of cross section and longitudinal estimators are compared estimates are presented and those in the literature summarized conflicting results are obtained longitudinal estimators typically produce results smaller than those of ols while cross section methods instrumental variables or inverse mills ratio raise the estimate the paper offers a reconciliation of these results it supports a more optimistic conclusion than that reached in reviews by freeman and lewis who argued that little has been learned from attempts to deal with the endogeneity issue comparisons between estimators are used to throw light on the process governing union status and to suggest interpretations of union differentials consistent with the current evidence

new estimates of union wage effects in the u s abstract we present new estimates for union wage effects using a unique dataset with information on job skill requirements we find the union wage premium to be smaller at higher skill levels consistent with the view that unions work to decrease skill differentials

unions and nonunion wage dispersion previous research has found that union standard rate policies lower the dispersion of union wages and that unions indirectly raise nonunion wage levels as firms weigh the probability of unionizing and wage costs these two findings imply that unions lower the dispersion of nonunion wages since for a given payroll a nonunion firm can achieve the greatest reduction in the probability of unionism by giving raises to those who would benefit most from a union this hypothesis is confirmed on current population survey data taking into account the endogeneity of unionism ceteris paribus nonunion wage dispersion is lower in more highly unionized industries copyright 1987 by mit press

unionism and wages a longitudinal analysis the impact of unionism on relative wage rates is a topic of long standing interest in labor economics over the years researchers have used a variety of approaches to estimate the wage advantage associated with union membership initially researchers compared the average wages of union and nonunion workers in specific sectors such as an industry this approach has the obvious limitation of not accounting very well for the various quality or productivity differences that exist among workers differences that command compensating wage payments more recent studies have used cross section wage regressions to control for these other determinants of wages and thereby improve estimates of the union wage effect using large microeconomic data files containing detailed information on characteristics of individual workers numerous studies have estimated wage regressions that include controls for worker characteristics education experience etc and a dichotomous variable indicating union membership status as explanatory variables 2 the coefficient of the union membership variable in these regressions is taken as an estimate of the average impact that unionism has on wage rates controlling for measured differences in characteristics among workers unfortunately the wage regression approach does not completely resolve the problem of standardizing the union nonunion wage comparison for differences in worker quality even with detailed microdata on the characteristics of individual workers it is simply not possible to specify a set of variables that completely captures all worker specific differences in productive ability some aspects of human capital are too subtle to be operationally specified and included in a wage regression although they are recognized and paid for by employers to the extent that these unmeasured worker specific differences are correlated with union membership the wage regression will incorrectly attribute a relative wage impact to unionism 3 an alternative measurement approach that has several advantages over the wage regression is to compare the wage received by the same worker as a union and nonunion member in the past data limitations have prevented researchers from making such a comparison since only a small portion of workers change union status in a given period an unusually large longitudinal file is needed to yield a sufficient number of observed changes for a meaningful analysis 4 recently however large longitudinal data files on individuals participating in the current population survey have become available this paper uses these data to estimate the impact a change in union status has on the worker s wage the

advice and behavior in intergenerational ultimatum games an experimental approach abstract in the real world when people play a game they often receive advice from those that have played it before them such advice can facilitate the creation of a convention of behavior this paper studies the impact of advice on the behavior subjects who engage in a non overlapping generational ultimatum game where after a subject plays he is replaced by another subject to whom he can offer advice our results document the fact that allowing advice fosters the creation of a convention of behavior in ultimatum games in addition by reading the advice offered we conclude that arguments of fairness are rarely used to justify the offers of senders but are relied upon to justify rejections by receivers

the impact of the minimum wage if workers can adjust effort abstract in traditional models a binding minimum wage creates a excess supply of low skilled workers for minimum wage jobs employment falls and some jobs are reallocated from high to low rent workers this disequilibrium cannot persist competition to secure the property rights to now scarce jobs undoes most of the effects of the minimum wage workers who attach the highest value to the jobs are willing to work harder to keep them marginal workers are squeezed out of the market as high rent workers ratchet up effort level this process erodes the rent conferred by the minimum wage but also increases the value of marginal product which reduces the size of the employment effect the minimum wage confers more money income on low skilled workers and creates some distortion in the optimum combination of wage rate and effort level under plausible conditions the minimum wage has little effect on rent employment output and profits

the interindustry structure of unionism earnings and earnings dispersion this study examines the relationship between unionism and earnings dispersion within u s manufacturing and nonmanufacturing industries the author hypothesizes not only that unionism narrows earnings dispersion as others have shown but also that the dispersion in earnings reflecting the degree of worker homogeneity influences the level of unionism estimation of a three equation model using 1970 three digit industry data provides evidence regarding the simultaneous determination of unionism earnings and earnings dispersion within u s industries the estimated equalizing effects of unionism on within industry earnings distributions are found to be significant both in the manufacturing and nonmanufacturing sectors the size of these estimates increasing after accounting for simultaneity in addition the dispersion in earnings does appear to affect the level of unionism although the evidence on this point is ambiguous

paying the professor sources of salary variation in academic labor markets using a set of 58 academic fields as distinct labor markets we examined the extent of wage variation within markets the degree to which wages vary is an indicator of market efficiency and of whether a market wage exists holding constant differences in human capital we found that the degree of wage variation in an academic labor market is negatively related to mobility within that market and positively related to the oversupply of labor we also found that as wage variation increases male female wage differentials also increase

estimating the effects of unions on wage inequality in a panel data model with comparative advantage and nonrandom selection this article considers the estimation of the structure of wages in union and nonunion sectors it proposes an estimator that extends standard panel data techniques to the case in which the return to the permanent component of the error term is differently rewarded in the two sectors the econometric model is used to estimate the effect of unions on both the level and the variance of wages in canada the findings indicate that unions increase the average wage of workers and compress the returns to observable measures of skill and to a time invariant unobservable measure of skill

canadian jobs and firm size do smaller firms pay less even after controlling for observable workers characteristics and for occupation and industry specific effects a substantial wage differential remains between large and small firms what underlies the remaining wage differential is unclear direct evidence on pension plan coverage and on lay off rates by firm size is inconsistent with the bad working conditions hypothesis the union avoidance hypothesis does not seem to explain an important portion o f the wage differential as suggested by efficiency wage models part of the remaining wage differential may be due to firms heterogeneity similarly perhaps large firms pay higher wages simply partly beca use they employ workers with more unobserved abilities because differen t explanations of the wage differential may lead to different policy implications determining the source of the wage firm size effect is an important question for future research

firms choice of method of pay using data from the bls industry wage survey the author tests the theory that firms choose their methods of pay by balancing the gains from more precise links between performance and pay against m

employee voice human resource practices and quit rates evidence from the telecommunications industry the authors draw on strategic human resource and industrial relations theories to identify the sets of employee voice mechanisms and human resource practices that are likely to predict firm level quit rates then empirically evaluate the predictive power of these variables using data from a 1998 establishmentlevel survey in the telecommunications industry with respect to alternative voice mechanisms they find that union representation predicts lower quit rates even after they control for compensation and a wide range of other human resource practices that may be affected by collective bargaining also predicting lower quit rates is employee participation in offline problem solving groups and in self directed teams no apparent association is found between quit rates and the availability of nonunion dispute resolution procedures regarding human resource practices higher relative wages and internal promotion policies predict lower quit rates and contingent staffing electronic monitoring and variable pay predict higher rates

wage effects of increased union coverage methodological considerations and new evidence although many studies show a positive relationship between extent of unionization and union members wages some analysts suggest that this relationship could reflect a concentration of labor organization in industries with potentially high wage gains rather than unions efficacy in raising wages consistent with that speculation studies across occupations or geographic areas generally show a much weaker relationship between unionization and wages than do studies across industries the authors of this study argue however that the weakness of the relationship found in some empirical research is due to the use of data sets mixing local market industries characterized by local bargaining with national market industries characterized by national bargaining an empirical analysis supports this hypothesis wages are positively correlated with the extent of unionization in a local market industry supermarkets but not in a national market industry aerospace

unions and cooperative behavior the effect of discounting using union contract and industry wage survey data this article examines the effect of discounting on cooperative bargaining behavior by unions and firms game theory predicts that higher discount rates raise the temptation to defect from cooperation measures of cooperative behavior included the presence of merit pay incentive pay wage employment guarantees or labor management study committees discount rates were proxied by the relevant industry s failure rate failure rates generally had negative effects on cooperation industry wage survey results showed larger effects for union than non union establishments providing support for the union bargaining framework

is pattern bargaining dead this paper challenges the common belief that pattern bargaining largely ended in the 1980s applying a measure of pattern bargaining the dispersion of log wages to wage data drawn from the same data set that audrey freedman used in her widely quoted studies of this subject the author shows that the extent of pattern bargaining was actually greater in 1983 than in 1977 the evidence suggests that managers perceptions of changes in the bargaining process which are the basis for freedman s claim that pattern bargaining has eroded are inconsistent with actual changes in wage patterns

a reexamination of the federal private wage differential in the united states the federal private wage differential is reexamined with recent data using specifications similar to those used in three previous studies i find that the federal private wage differential has narrowed since the 1974 79 period analyzed in those studies in addition i discover that wage differentials based on specifications used in the literature are biased upward because the previous studies did not control for detailed occupational and locational characteristics of workers corrected point estimates of the wage gap are much smaller than previous estimates in the literature differences in the gap across demographic groups occupations and locations are also discussed

a note on pricing of hub and spoke networks abstract the difference between competitive and monopolistic pricing of airlines hub and spoke networks is examined it is found that under reasonable cost conditions pass through passengers pay lower prices per mile than those originating or ending at the hub thus higher per mile prices in large hubs do not necessarily signal market power

pensions and wage premia i introduction despite the widespread acceptance of the theory of compensating differences empirical efforts to estimate the magnitude of these differences have met with only mixed success 1 with the exception of fatal risks economists have not been able to consistently find a significant relationship between wages and other job characteristics the failure to find consistent evidence on compensating differentials has been attributed to either poor measures of non wage characteristics or inadequate controls for worker productivity 2 studies by gunderson hyatt and pesando 1992 montgomery shaw and benedict 1992 and moore 1987 which have been able to explicitly address these issues have had greater success in finding significant compensating differentials in this paper we focus on an alternative explanation for the variation in estimated compensating differentials that the magnitude of the compensating differential varies systematically across different sectors in the labor market the theory of compensating differentials predicts that the implicit price or cost of providing a job attribute such as pensions will be a function of firm or industry technological differences and that the value attached to that attribute will also vary across workers depending on their tastes if workers and firms are not randomly assigned to sectors this will lead to systematic variations in the size of the estimated compensating differential across sectors or markets the result of this variation is that studies using different subsamples of the labor force will yield very different estimates of the size of the compensating differential the few studies that have addressed sources of heterogeneity in compensating differentials have concentrated on testing for individual differences in tastes for risk 3 in contrast our emphasis is on firm side differences in technologies or market power we estimate the compensating differential between annual pension accruals and wage rates and let this tradeoff vary by firm size and union status with corrections for selectivity bias the implicit cost of pensions and hence the size of the compensating differential may vary by finn size or union status for a number of reasons greater ability to spread fixed administrative costs across a large work force more difficulty monitoring worker effort or the presence of market power thus the cost of fringe benefits to the firm may be lower in large or unionized firms than in small nonunion firms we find empirical evidence supporting this view the estimated wage pension compensating differentials are smaller in unionized and large firms than in small nonunion firms the results from this paper are significant for several reasons 1 they provide evidence that compensating differentials vary across markets this evidence could account for some of the differences in estimates of tradeoffs across studies that have used different nonrandom samples 4 more importantly these sectoral differences serve as a reminder that the labor market is in fact a multitude of markets and that technological differences that vary across markets should be considered when addressing issues ranging from estimating the returns to human capital investment to the impact of the minimum wage 5 2 these results also deepen our knowledge of the relationship between pensions and wages a relationship that has important implications for the shape of workers wage earnings profiles or for the mechanisms for motivating workers and for the returns to human capital and for the distribution of income regarding the latter pensions are a large component of compensation and work by even and macpherson 1990 mccarthy and turner 1983 and moore 1987 suggests that coverage rates and returns are smaller for women and blacks our analysis suggests that an element of the differences could be sectoral choices

understanding the gender pay gap what s competition got to do with it a number of researchers have argued that men and women have different attitudes toward and behavioral responses to competition that is women are more likely to opt out of jobs in which performance pay is the norm and to under perform in some competitive situations laboratory experiments suggest that these gender differences are rather large to check these hypotheses and findings against differences in the field the authors use performance pay as an indicator of competition in the workplace and compare the gender gap not only in incidence of performance pay but also in earnings and work effort under these contracts they find that although women are less likely than men to work under performance pay contracts the gender gap is small furthermore the effect of performance pay on earnings is modest and does not differ markedly by gender consequently the authors argue the ability of these competition hypotheses to explain the gender pay gap seems very limited

ambiguous changes in product quality economic goods are frequently sold according to a price per unit quantity where the quantity characteristic does not measure all the economically important characteristics of the good milk is sold by the quart automobiles rented by the mile physicians services bought by the visit and tennis lessons by the hour in all cases heterogeneous units are available in the market and the price per unit quantity depends upon the amount of the unpriced characteristic contained in each unit the per quart price of milk depends upon the butterfat content the mileage costs of automobile rentals on the cars make and the price per unit time for personal services on the providers skill and training the common distinction made between these variants of the same good is that they differ in quality where quality refers to the amounts of the unpriced attributes contained in each unit of the priced attribute thus milk is packaged according to the attribute milk liquid and the quality of milk refers to the ratio of butterfat per unit of liquid 2 this paper considers some of the unique aspects of the economics of supply and demand under this situation where products contain at least two desired attributes only one of which is quantified and measured prior to purchase product quality is here defined by the ratio of the second quality attribute per unit of the measured quantity attribute 3 this simple specification of quality allows a direct link between standard economic models of related products and the economics of variable product quality previous analyses which treat quality simply as a shift parameter in the demand function are shown to obscure the actual subtleties of supply and demand with variable endogenous quality 4 the paper proceeds by first examining the efficient quality and quantity and the competitive equilibrium the market equilibrium under monopoly is then contrasted in the second section the general theme of the

unions wages and skills studies uniformly conclude that union wage effects are largest for workers with low measured skills longitudinal analysis using 1989 90 1994 95 cps matched panels produces union premium estimates equivalent across skill groups following appropriate sample restrictions and control for worker specific skills nlsy evidence on aptitude scores confirms that union workers with high measured skills have relatively low unmeasured skills differential selection by skill class and skill homogeneity in union workplaces result from employer and employee sorting in response to wage standardization union organizing where skills are homogeneous and unionized employers reluctance to hire the most as well as least able workers

does unmeasured ability explain inter industry wage differentials this paper provides empirical assessments of the two leading explanations of measured inter industry wage differentials 1 true wage differentials exist across industries and 2 the measured differentials simply reflect unmeasured differences in workers productive abilities first we summarize the existing evidence on the unmeasured ability explanation second we construct a simple model which shows that if matching is important then endogenous job change decisions can create important self selection biases even in first differenced estimates of industry wage differentials third we analyze a sample that approximates the experiment of exogenous job loss we find that i the wage change experienced by a typical industry switcher closely resembles the difference in the relevant industry differentials estimated in a cross section and ii pre displacement industry affiliation plays an important role in post displacement wage determination

the endogeneity of union status an empirical test an unsettled issue in the literature relating to the relative wage effect of unions is the appropriate treatment of union status in a wage determination model in the context of a three equation model determining union membership and union and nonunion sector wage rates this paper presents an instrumental variables iv procedure for estimating the parameters of the wage equations and a test of the exogeneity of union status using the hausman specification test an advantage of our iv procedure in comparison to the widely used inverse mill s ratio procedure is that our procedure is a distribution free estimator whereas the inverse mill s ratio estimator hinges in the assumption that the error term of the choice equation is normally distributed using data for a sample of middle aged white workers we estimate the parameters of the union and nonunion wage equations with both procedures on the key question of the endogeneity of union status the hausman test decisively rejects the null hypothesis of exo

orchestrating impartiality the impact of blind auditions on female musicians a change in the audition procedures of symphony orchestras adoption of blind auditions with a screen to conceal the candidate s identity from the jury provides a test for sex biased hiring using data from actual auditions in an individual fixed effects framework we find that the screen increases the probability a woman will be advanced and hired although some of our estimates have large standard errors and there is one persistent effect in the opposite direction the weight of the evidence suggests that the blind audition procedure fostered impartiality in hiring and increased the proportion women in symphony orchestras

the impact of new unionization on wages and working conditions this study investigates the impact of union organization on the wages and labor practices of establishments newly organized in the 1980s it uses a research design in which establishments are paired with their closest nonunion competitor it finds that unionism had only a modest effect on wages in the newly organized plants which contrasts sharply with the huge union wage impact found in cross section comparisons of union and nonunion individuals but unionism substantially alters several personnel practices creating grievance systems greater seniority protection and job bidding and posting that newly organized establishments adopt union working conditions but grant only modest wage increases suggests that collective voice rather than monopoly wage gains is the key to understanding new unionism

union wage practices and wage dispersion within establishments this study analyzes establishment level data primarily to examine the effect of unionism on the wage structure within establishments the major finding is that within establishment dispersion of wages is significantly narrower in unionized than in nonunionized establishments a pattern the author attributes in large part to unions wage practices such as single rate or automatic progression modes of wage payment as opposed to merit reviews and individual wage determination the data also show that dispersion in average wages is narrower among organized plants but by more modest amounts than the within establishment differential overall the evidence suggests a major role for explicit union wage policies in explaining the dispersion of wages within firms and in the economy as a whole

wage dispersion within firms and collective bargaining in spain abstract this paper analyses the determinants of bargained wage dispersion by professional groups within firms in spain estimations show that insider factors union density sales per employee and the average bargained wage level are the main determinants of wage dispersion

investment moral hazard and occupational licensing i analyse occupational licensing as an input regulation that requires minimum levels of human capital investment by professionals by raising professionals training levels licensing helps alleviate moral hazard problems associated with the provision of high quality services i also consider certification whereby consumers are provided information about professionals training levels i show that licensing and certification tend to benefit consumers who value quality highly at the expense of those who do not licensing may raise total surplus if sellers investments are not observable but is pareto worsening if training levels are observable certification may however lead to excessive investment as a signalling device and thus be pareto inferior to either licensing or to a policy of laissez faire

union density and varieties of coverage the anatomy of union wage effects in germany collective bargaining in germany takes place at either industry or firm level and bargaining coverage is much higher than union density the share of a firm s employees covered can vary between 0 and 100 suggesting that researchers should distinguish union density coverage at the firm level and coverage at the individual level using linked employer employee data the authors estimate ols and quantile regressions of wages on these dimensions of union influence they find that a higher share of employees in a firm covered by industrywide or firm specific contracts is associated with higher wages but find no clear cut effect on wage dispersion yet holding coverage at the firm level constant individual coverage is associated with lower wages and less wage dispersion higher union density reinforces the effects of coverage but for employees in firms without coverage density s effect is negative and thus compresses the wage distribution in firms without coverage

longitudinal analyses of the effects of trade unions but union members are different from nonmembers in unobserved ways biasing your estimates y ou should make a selectivity bias correction simultaneously determine union status and economic outcomes develop an unobservables model use longitudinal data archetypical comment on virtually any study of the economic effects of umomsm or suitably modified on any other empirical subject

unions industrial concentration and wages a re examination market structure or industrial concentration has long been recognized as an important influence on industrial output employment and profits it has also been recognized that some proportion of the profits from concentration may be diverted into wages through collective bargaining yet the precise nature of these relationships has received little attention although it has important implications for the evaluation of wage structure and the welfare loss arising from monopoly empirical studies of the impact of unions and industrial concentration on wages weiss 1966 jones and laudadio 1975 dalton and ford 1977 long and link 1983 follow a similar format after a brief verbal justification for the ability of unions to win higher wage increases when the employer is earning oligopoly profits these studies specify a wage equation of the general form

quantity quality and the welfare effects of us airline deregulation in this paper we employ a method for estimationg quality adjusted demand to calculate measures of the change in consumer suruplus due to us airline deregulation the quality adjusted estimates of the price elasticity of demand indicate that consumers are from 25 to 50 more sensitive to changes in air fares than unadjusted estimates would suggest changes in unadjusted consumer surplus overstate the net welfare gains from deregulation by roughly a factor of two strongly suggesting that adjustments for quallity of service are essential to welfare analysis of regulatory changes in this industry

equality under threat by the talented evidence from worker managed firms does workplace democracy engender greater pay equality are high ability individuals more likely to quit egalitarian organisational regimes the article revisits this long standing issue by analysing the interplay between compensation structure and quit behaviour in the distinct yet underexplored institutional setting of worker managed firms the analysis is based on novel administrative data sources which allow constructing a simple ordinal measure of the workers ability type the article s key findings are that worker managed firms have a more compressed compensation structure than conventional firms and high ability members are more likely than other members to exit

the impact of pension benefits on the distribution of earned income using standard measures of income inequality and detailed pension benefit information on participants in the 1983 survey of consumer finances scf the authors investigate how pension benefits affected the distribution of earned income the results suggest that private pensions increased annual income inequality relative to inequality observed in the distribution of wage income by only about 2 among all employed individuals but by 21 among unionized workers further analysis indicates that private pensions raised annual income inequality primarily by increasing the rate of return to tenure possibly through pension backloading setting accruals to grow when earnings rise near retirement and the increasing incidence of pensions with age private pensions had little effect on estimates of the distribution of expected lifetime income but the addition to the analysis of social security benefits public pensions strongly reduced inequality in that distribution a renewed interest in the distribution of income has developed recently as new evidence suggests that income inequality has worsened over the past twenty years researchers suggest several reasons for rising inequality including an increase in the incomes of well educated men relative to other groups for example juhn murphy and pierce 1993 demographic changes resulting from the entrance of the baby boom generation into the work force lawrence 1982 and a sectoral shift away from manufacturing and toward the ser

australian beer wars and pub demand how vertical restraints improved the drinking experience recently australia s two largest brewers carlton and united breweries and lion nathan have been aggressively competing for market share in the state of victoria among other strategies the two breweries have implemented vertical restraints in the form of extensive agreements with retailers and the outright purchase of pubs a key outcome of these purchases and agreements is the renovation of many pubs as brewers attempt to attract increasingly sophisticated drinkers this paper attempts to quantify the value of these renovations and measure their associated impact on consumers relying on insights from the hedonic literature a simple but novel approach is used to estimate the implicit price of the pub environment and the effects of renovations on that price

wage effects of unionization and occupational licensing coverage in the united states recent estimates in standard models of wage determination for both unionization and occupational licensing have shown wage effects that are similar across the two institutions these cross sectional estimates use specialized data sets with small sample sizes for the period 2006 to 2008 the authors analysis examines the impact of unions and licensing coverage on wage determination using new data collected on licensing statutes that are then linked to longitudinal data from the national longitudinal survey of youth nlsy79 from 1979 to 2010 they develop several approaches using both cross sectional and longitudinal analyses to measure the impact of these two labor market institutions on wage determination the estimates of the economic returns to union coverage are greater than those for licensing statutes

lobbying for minimum wages using a common agency lobbying framework this paper illustrates how the minimum wage set reflects the interaction between economic and political factors and under what circumstances will the policymaker be induced through lobbying to change the minimum wage specifically when the labor demand elasticity is large lobbying is successful in inducing the policymaker to set the minimum wage in accordance with her political ideology however the paper also shows the conditions under which lobbying will reverse the ideological preference and induce a business friendly government to increase the minimum wage empirical analysis on a panel data for ten canadian provinces gives considerable support for theoretical predictions the real minimum wage decreases in skill adjusted union density and political ideology while larger labor demand elasticity reinforces the influence of political ideology in the presence of lobbying jel j38 d72 d78

pay for performance and compensation inequality evidence from the ecec this article examines the relationship between performance based pay and widening wage inequality using data from the employer costs for employee compensation ecec the results suggest that jobs

wage settlements and wage setting results from a multi level model which dimensions of wage setting differ across establishments applying collective contracts and uncovered establishments the empirical analysis reported here utilizes german linked employer employee data for the years 1990 1995 and 2001 and is restricted to workers without supervisory functions in larger manufacturing firms results show that the expected wage of an average worker is higher in firms applying collective contracts while returns to human capital and the gender wage gap are reduced moreover during the 1990s these effects became stronger

why unions reduce wage inequality a theory of domino effects numerous empirical studies show that unions reduce wage differences i demonstrate that their motive might be a mix of fairness and strategy maximizing the use of union bargaining power in the presence of efficiency wages unions can push primarily for raising the lowest wages and still not sacrifice higher wages much if the employers themselves increase higher wages to protect efficiency enhancing wage differences if these domino effects are strong enough then an egalitarian wage policy might even increase the median wage

the decline of labour market institutions and the rise in wage inequality in britain abstract at the same time as the role of labour market institutions declined very dramatically in britain there was a very sharp rise in wage inequality that since 1980 has increased at a faster pace than in most advanced countries britain in the 1980s and early 1990s therefore provides a very good testing ground for evaluating the importance of labour market institutions in explaining the evolution of the wage structure i look at this in terms of two institutions that have traditionally propped up wage levels at the bottom end of the wage distribution unions and minimum wages i find that their weakening has played an important part in the rise in wage inequality in britain

analyzing the extent and influence of occupational licensing on the labor market this study examines occupational licensing in the united states using a specially designed national labor force survey estimates from the survey indicated that 35 of employees were either licensed or certified by the government and that 29 were licensed another 3 stated that all who worked in their job would eventually be required to be certified or licensed bringing the total that are or eventually must be licensed or certified by government to 38 we find that licensing is associated with about 18 higher wages but that the effect of governmental certification on pay is much smaller

labor market signaling and self confidence wage compression and the gender pay gap i extend spence s signaling model by assuming that some workers are overconfident they underestimate their marginal cost of acquiring education and some are underconfident firms cannot observe workers productive abilities and beliefs but know the fractions of high ability overconfident and underconfident workers i find that biased beliefs lower the wage spread and compress the wages of unbiased workers i show that gender differences in self confidence can contribute to the gender pay gap if education raises productivity men are overconfident and women underconfident then women will on average earn less than men finally i show that biased beliefs can improve welfare

response error and the union wage differential broad variation in estimates of the union wage gap has perplexed labor economists one specification error that is consistent with the observed variation is measurement error in reported union status this article applies results of bollinger 1996 to estimate a range for the union wage gap both a cross sectional model and a fixed effects model are estimated in order for the true coefficient in the fixed effects model to be bounded below the true coefficient in the cross sectional estimates measurement error would have to be less than 0 8 the difference between the fixed effects estimates and the cross sectional estimates is primarily due to measurement error rather than to unobserved heterogeneity an examination of differences in returns to union membership by industry occupation and educational level shows that these differences are largely robust to measurement error many of these differences would be found even if error rates were as high as 10 or more an array of empirical estimates for the union wage differential has resulted from the variety of approaches to estimation lewis 1986 reviews the vast literature that attempts to estimate the union wage effect two extremes are represented by mincer 1983 who estimates the wage differential to be 0 01 while farber 1990 reports an estimate of 0 26 clearly specification error is the root cause of these differences the literature has focused upon unobserved heterogeneity in worker status as the main specification error frequently estimation approaches based on within estimators applied to fixed effects models using panel data are used to account for the possibility of unobserved heterogeneity as would be predicted by unobserved heterogeneity lewis 1986 p 94 reports that the panel wage gap estimates surveyed in the chapter on the average are roughly half as large as the corresponding cross section estimates this is often taken as evidence for bias in the cross section estimates due to the presence of fixed effects however these results are also consistent with measurement error in the report of the union status indeed chapter 5 in lewis 1986 focuses upon this possibility the difference might be the result of union status measurement error p 94 this article applies results of bollinger 1996 to compare the effect of measurement error on cross sectional estimates and panel estimates of the union wage differential bollinger 1996 establishes bounds for the slope coefficients of a linear regression when a binary regressor is thought to have measurement error the results here do not identify a point estimate of the union wage differential they relax many of the assumptions that are required to obtain the point estimates these bounds serve the purpose of sensitivity analysis as called for by leamer 1985