do faculty salaries rise with job seniority abstract previous research suggests that academic salaries fall with greater job seniority using a 1988 national survey we find that the return to seniority is positive over a lengthy employment period tenure status and academic rank also affect the return to seniority

learning wage dynamics and firm specific human capital we introduce a dynamic and fully strategic model of wage determination in the presence of firm specific human capital in this model human capital is interpreted as information we show that equilibrium exists and is efficient and that it gives rise to a unique distribution of the social surplus we show further that the equilibrium wage is determined by three factors consideration of these factors allows us to determine when and how the market mechanism enables the worker to capture some of the returns to firm specific human capital we relate our findings to the ongoing empirical debate concerning the return to tenure

professional achievements and gender differences among academic economists i introduction while the academic labor market for economists attracts a good deal of attention among its participants work on the differences in remuneration for economic research and other professional characteristics between men and women in academic institutions has been limited this paper tests for gender differences using data on grants and grant applications from the national science foundation ault rutman and stevenson 1979 addressing issues of academic placement found that the highest rated institution at which an academic economist will be employed is the institution of first employment willis and pieper 1991 found that women who received doctorates in economics in the 1970s had a somewhat higher rate of placement at doctoral degree granting institutions than men but that there was no difference in the rank of the institutions for these placements lower tier institutions must offer promotions to attract candidates moore et al 1983 reported that the rank of the department at which one earned the doctorate is critically important in determining initial academic placement hamermesh johnson and weisbrod 1982 found that for those at prestigious departments increases in citations lead to salary increases but that the department s rank was not inversely related to salary in his review of work by sociologists youn 1988 reported that the prestige of an academic institution was positively related to the research productivity of its scientists there are two competing hypotheses that might explain this result better departments select better scientists achievement model or better departments foster greater productivity ascription model empirical efforts to distinguish between these hypotheses have been mixed the research on salary differentials in academia has generally found that there are significant gender differences that widen during the careers of men and women 1 barbezat 1991 the most recent evidence suggests that salary differentials in the academic community may have diminished somewhat since the 1960s but still remain weiler 1990 separated the influence of the department s rank on salary by treating it in a separate equation and found that standard formulations underestimate the degree of salary discrimination although important salary is not the only measure of achievement in academe promotion to a higher rank employment in key departments and the production of well placed articles all help determine an economist s influence in the profession but despite the dramatic increase in the percentage of women receiving the ph d during the past two decades the number of senior women at graduate institutions is still very low 2 to what extent does gender bias exist in economics departments as measured not only by salary but also by other achievements such as the likelihood of achieving a senior position or being employed by a top department is there a difference in the experiences of the younger cohorts compared to their more senior counterparts this paper attempts to answer these important questions by 1 taking into account the endogeneity of the variables that are usually treated as exogenous in models of salary determination and thereby broadening the characteristics that traditionally reflect discrimination and 2 using a new detailed data base developed from the national science foundation the results of this more complete model in which salary as well as other measures of professional achievement are explained show significant differences between men and women at the more senior level at the assistant professor level although the signs of the gender coefficients are consistent with a discrimination hypothesis the results are not statistically significant ii the model single equations using the techniques developed by oaxaca 1973 and blinder 1973 have long been used to estimate gender salary differentials in academia with productivity measures such as books and articles published administrative experience etc

on the determinants of employer demand for part time workers this paper uses a survey of private establishments to examine the determinants of the firm s relative demand for partand full time workers the elasticity of substitution of part time for full time workers is about 1 5 considerably lower than previous estimates with aggregate data the results indicate that the quasi fixed labor costs have a negative impact on the proportion of part timers in a firm s work force

the effect of food stamps on labor supply a bivariate selection model abstract although there is a large literature on the effects of u s transfer programs on labor supply this is the first such study of the food stamp program we model the nonlinearity and nonconvexity of the budget constraint and use maximum likelihood methods to estimate hours of work functions for female heads of household the largest recipient group in the program we also model the joint response to afdc and food stamps and we account for the existence of a significant number of eligible households who do not participate in the programs a three equation bivariate selection model is estimated on a sample of eligible households with maximum likelihood

an economic theory of avant garde and popular art or high and low culture artists face choices between the pecuniary benefits of selling to the market and the nonpecuniary benefits of creating to please their own tastes we examine how changes in wages lumpsum income and capital labor ratios affect the artist s pursuit of self satisfaction versus market sales using our model of labor supply we consider the economic forces behind the high low culture split why some artistic media offer greater scope for the avant garde than others why so many artists dislike the market and how economic growth and taxation affect the quantity and form of different kinds of art

indices of household welfare and the value of leisure time i introduction a true leisure inclusive welfare index indicates the compensatory change in wage rates goods consumption or nonlabor income required to enable the household to attain some reference period utility given an exogenous change in wage rates and prices although these indices are theoretical constructs for the measurement of individual or household welfare changes empirical analyses of these indices have relied upon aggregate time series data these data provide information on national average changes in wage rates goods consumption and hours worked but do not capture changes in hours worked at the household level due to increased labor market participation while the entry of many new part time workers into the labor market may decrease the national average of hours worked per week there may be a decrease in leisure for many households in addition the aggregate time series approach ignores differences across households in demographic attributes and the occupations and industries in which household members are employed to address these issues two large cross sections of household data the 1972 and 1980 bls consumer expenditure surveys u s bureau of labor statistics 1978 were used to calculate three types of leisure inclusive welfare indices the real wage index goods consumption and nonlabor income indices for each of six household demographic groups households comprising a husband and wife with zero or more dependent non working children were considered as the basic decisionmaking units in this household approach two real wage indices could be constructed that of the husband and that of the wife since the labor services of the two individuals may be valued differently the remainder of the paper is organized as follows in section ii the leisure inclusive welfare indices are developed theoretically the fixed weight bounds on the true indices and the limitations of these indices in the context of a more general but as yet undeveloped intertemporal behavior framework is discussed in section iii the data and empirical results are discussed and analyzed a summary and conclusions follow in section iv along with suggestions for future research

rewards to academia the remuneration of vice chancellors and principals this paper models the financial remuneration to vice chancellors and principals at uk higher education institutions after describing the alternative theoretical underpinnings for the determination of pay an earnings function is estimated utilizing institutional and personal characteristics the model suggests only a partial linkage of managerial and performance related indicators to remuneration levels this suggests substantial scope for reorientation of rewards towards such indicators rather than relying on an efficiency wage this would appear particularly appropriate given the present and continued disclosure of this information together with the increased focus on performance indicators relating to teaching and research within the uk higher education sector

do economics departments with lower tenure probabilities pay higher faculty salaries the simplest competitive labor market model asserts that if tenure is a desirable job characteristic for professors they should be willing to pay for it by accepting lower salaries conversely if an institution unilaterally reduces the probability that its assistant professors receive tenure it will have to pay higher salaries to attract new faculty our paper tests this theory using data on salary offers accepted by new assistant professors at economics departments in the united states during the 1974 75 to 1980 81 period along with data on the proportion of new ph d s hired by each department between 1970 and 1980 that received tenure in the department or at a comparable or higher quality department within the first eight years of receipt of their ph d s we find evidence that supports the hypothesis that a tradeoff existed equally importantly departments that offered low tenure probabilities to assistant professors also paid higher salaries to their tenured faculty we attribute this to low tenur

detecting and removing discrimination under equal opportunities policies abstract this paper surveys part of the recent voluminous literature on the economics of discrimination focusing on two key questions first how should discrimination be measured and can in fact unambiguous estimates be derived as the basis for detecting where discrimination is present and setting in train measures to eliminate it second to what extent has the implementation of equal opportunities legislation improved the relative standing of women and minority workers in the labour force this section includes a discussion of the likely effects of recent changes in the law such as the equal value amendment in the uk or the introduction of comparable worth in the usa the survey concludes that our ability to detect discrimination at all precisely is still rudimentary and consequently policy measures are likely to be inefficient for this reason

monetary policy and regional availability of debt financing the relative availability of bond and bank financing should affect the firm s external financing and investment decisions we define a measure that proxies for the regional borrowing inflexibility to substitute between bank and bond financing debt inflexibility debt inflexibility tilts the firm s financial structure towards equity and reduces investment the impact is stronger during the period of tight monetary policy particularly for smaller firms and firms without banking relationships debt inflexibility increases the sensitivity of cash holdings to cash flows reduces the likelihood of dividend payment and makes the firm more likely to pay equity in mergers and acquisitions

income taxation labor supply and the theory of income based cost of living indices abstract this paper derives theoretically exact formulas for income and expenditure based cost of living indices that are implied by a model of utility maximization in the presence of taxation and a goods leisure decision the derived income based cost of living indices not only allow for substitutions among goods and leisure as the incentives to consume them change as do the expenditure based indices but also explicitly incorporate the effects of bracket creep and the tax deductibility of leisure into the value of the indices numerical estimates of three income based measures of the cost of living suggest that bracket creep eroded substantially the purchasing power of u s households during the 1970s

the estimation of a joint wage hours labor supply model in this paper the standard cross sectional static model of labor supply is modified to make the wage endogenous and a joint wage hours model is estimated the econometric technique addresses the non linearity of the budget constraint by approximating the constraint by a series of discrete points the results show that the budget constraint is indeed nonlinear that hours affect the wage quadratically that true wage elasticities are lower as a result and that the model fits the hours distribution much better than the standard tobit model

gender differences in first jobs for economists over the last several decades women have made substantial progress into traditionally maledominated professions reflecting this trend much recent research has focused on explaining the choice of profession and the gender composition of the workforce 5 23 16 however a focus on occupation choice may conceal interesting patterns within professions because a profession can include a number of different job types with a distinct mix of professional activities the dual labor market phenomenon of primary and secondary jobs may also be present although perhaps to a lesser extent within a particular profession 17 gender differences in composition of employment among the various jobs within a profession could thus affect the status pay and advancement of women in the occupation if women primarily place in secondary type jobs the advantages of entering a profession will be lower for women relatively little is known about career choice within a profession 15 in this paper we model the first job choice of economists among several careers and use data on new ph d economists over the last thirty years to examine whether career choices differ by gender over a period of low but increasing representation of women an advantage of our single profession analysis is that it contains a relatively homogeneous set of workers with quantitative human capital measures that other studies of job choice suggest are important 7 there is significant variation in career choices available within economics that permits possible market segmentation 2 there are research and teaching academic jobs and the government and private sectors employ large numbers of economists we find significant structural differences in the placements of male and female economists indicating that the choices of female economists differ from those of their male counterparts both within academia and between this and other sectors the economics profession provides a useful background to examine gender differences in the career choices of professionals in a male dominated occupation over the last 30 years the average number of ph d s conferred annually in the u s has increased from approximately 300 to over 800 reflecting increased opportunities for economists within economics departments and expansion of other academic government and private sector jobs at the same time the proportion

sex discrimination and competition in product and labour markets theoritical explanations for wage discrimination collapse in the long run because competition should drive discriminations firms out of the market in product markets with imperfect competition em

negative returns to seniority new evidence in academic markets recent research has suggested that the long observed negative association between seniority and pay among college faculty largely reflects below average research productivity of senior faculty a possibility that most earlier studies did not examine overlooked in both waves of studies however is match quality because the higher quality of the faculty institutional match implied by higher seniority should all else equal result in higher salaries failure to account for match quality inflates the estimated returns to seniority indeed that positive bias the authors find is roughly equal in magnitude to the negative bias caused by failure to account for research quantity and quality when they account for both match quality and faculty research productivity in an analysis of data on economics faculty at five research universities over a 21 year period the authors estimate that holding experience and other factors constant the penalty for twenty years of seniority is 16 of salary

real wage indices this paper examines real wage measures that include leisure and nonlabor income in consumption decisions with respect to the advantages and disadvantages of partial versus complete welfare orderings and of utility based versus utility free wage indices in addition we argue that the usefulness of a real wage measure beyond welfare comparison has been ignored to test the robustness of utility based indices these real wage measures are calculated for two different utility function specifications the indirect addilog system and the linear expenditure system further comparisons are made against index bounds that are independent of the functional form for preferences

on lionel mckenzie s 1957 intrusion into 20th century demand theory in this essay we read mckenzie s 17 paragraphs of 1957 on demand theory without a utility index as an opening to the narrative of 20th century demand theory and as a lever for the understanding of what has now reached culmination as the neoclassical theory of demand in tracking the influence of these paragraphs on both theoretical and applied work we also use them as a foothold for reflection on the process of theorizing to argue for the view that one cannot neglect the changing problematic that the theory is adduced to address that the historical narrative behind a particular theorem is indispensable in understanding the theorem itself this implicit theorizing of the process of theorizing then forces us to consider stigler s distinction between textual and scientific exegesis and confront it to a second order level of theorizing and thereby bring out the continuity possibly not quite seamless between a theorem and its history

adaptive signal processing hierarchy and budgetary control in federal regulation control over agency budgets is a critical tool of political influence in regulatory decision making yet the causal mechanism of budgetary control is unclear do budgetary manipulations influence agencies by imposing resource constraints or by transmitting powerful signals to the agency i advance and test a stochastic process model of adaptive signal processing by a hierarchical agency to address this question the principal findings of the paper are two first presidents and congressional committees achieve budgetary control over agencies not by manipulating aggregate resource constraints but by transmitting powerful signals through budget shifts second bureaucratic hierarchy increases the agency s response time in processing budgetary signals limiting the efficacy of the budget as a device of political control i also show that the magnitude of agency response to budgetary signals increased for executive branch agencies after 1970 due to executive oversight reforms i conclude by discussing the limits of budgetary manipulations as a device of political control and the response of elected authorities to adaptive signal processing by agencies

a theory of wage dynamics a dynamic equilibrium model of long term implicit labour contracts under incomplete but symmetric information is developed workers are assumed to be risk averse and of unknown ability or productivity risk neutral firms learn as do workers about each worker s productivity by observing the worker s output over time it is shown that equilibrium contracts provide for wages which never decline with age and increase only when the worker s market value increases above his current wage in addition to characterizing the equilibrium wage contract we also derive some of its implications for the behaviour of aggregate wages across various groups of workers these implications explain some findings in the recent empirical literature on ageearnings profiles in particular our model can explain why earnings may be positively related to experience even after controlling for productivity as some empirical studies have indicated

fiscal policy and class income inequality the distributional consequences of governmental revenues and expenditures in the united states 1949 1976 despite the vast expansion in governmental spending during the post second world war era few researchers have sought to analyze the income distributional consequences of state fiscal policies the present research initially elaborates three abstract perspectives on the state and on united states budgetary practices then using factor share income as a proxy for broad class groupings this research provides a time series regression analysis of the impact of state expenditures and revenue extraction on the distribution of income in the united states for the years 1949 1976 results suggest that governmental revenue policies have had a procapital bias while state expenditures have tended to favor labor relative to capital the net impact of these contradictory tendencies has left the market based income distribution relatively unchanged despite the sizeable growth of the public sector during the period under study

how do journal quality co authorship and author order affect agricultural economists salaries utilizing an original data set containing annual salaries and peer reviewed publication histories for 326 faculty members from top ranked ph d granting programs we examine the labor market for academic agricultural economists the results suggest that higher quality publications have a greater impact on annual earnings that sole authored articles have a higher return than multi authored articles and that no wage premium exists for being the lead author of a non alphabetic article

hierarchy and ecological control in federal budgetary decision making a central issue for fiscal sociology is the articulation between state and society operationally what is required is the embedding of bureaucratic decision making in history this article proposes the concepts of hierarcy and ecological control as one possible bridge between organization theorists and macro sociologists a stochastic process model of federal budgetary decision making within the executive branch is developed and tested using hud program allocation data from the johnson administration the model emphasizes that budgets emerge from the interaction of three levels of organizational decision making each of which is embedded in a distinct cultural context historical application focuses on the impact of the vietnam war on domestic antipoverty and housing programs

reputation and earnings the roles of quality and quantity in academe we examine the determinants of professional reputation does quantity of exposures raise reputation independent of quality does quality of the most important exposure have extra effects on reputation in a very large sample of academic economists there is little evidence that a scholar s most influential work provides any extra enhancement of reputation quality rankings matter more than absolute quality quantity has a zero or even negative effect on proxies for reputation data on salaries however show positive effects of quantity independent of quality we test explanations for the differences between the determinants of reputation and salary jel l14 j31

wage competition with heterogeneous workers and firms we study imperfect competition in the labor market when both workers and firms are heterogeneous when firms cannot observe workers skill firms pay workers equal wages but workers absorb training costs when firms can identify worker types firms pay different net wages to different workers voters select the level of general education that is financed by a lump sum tax workers are on average better off when firms can observe workers skill for a given level of general human capital but the median voter prefers a higher level of general human capital when firms cannot observe worker types

a differential measure of the real wage index abstract in this paper we derive an approximation of the real wage index that does not require the estimation of preferences the major advantage of this approach is that the measure is extremely easy to compute and provides a first order approximation of the rate of change in the real wage index

gender discrimination in the british labour market a reassessment survey wes the wes is the first british survey to collect detailed work histories and earnings data for a nationally representative sample of british women therefore for the first time estimates of discrimination based on real work experience data are presented a number of the earlier studies use data from the general household survey which does not collect actual work experience data they have been forced to use potential work experience or imputed experience in their wage equations this paper compares estimates based on potential or imputed experience with those based on actual experience using wes data our analysis finds that estimates of the parameters of a women s earnings function and a summary measure of gender discrimination using a measure of imputed experience differ little from those based on actual experience indeed our estimates of gender discrimination are very robust to estimation method and only slightly higher than miller s i987 estimate for i980 these estimates indicate that the oft quoted and influential study by zabalza and arrufat i 982 i 985 which pioneered the use of imputed experience severely underestimated the level of gender discrimination and exaggerated the impact

wage offers and full time and part time employment by british women strong evidence in support of the hypothesis that women receive lower wage offers in part time jobs than in full time jobs is provided by estimation of wage offer functions for british women which control for self selection into these two types of jobs analysis of married women s employment decisions indicates that the difference in a woman s expected wage offers between full time and part time employment is an important determinant of whether she works full time while husband s income mainly affects the decision of whether to work in addition it appears that women who work despite having observed characteristics that discourage employment are much more likely to work part time

the gender salary gap in british academia this paper considers salary determination and the gender salary gap in the academic labour market utilizing a particularly detailed data set of academics from five old established universities results reveal an aggregate gender salary differential for academic staff of 15 most of this differential can however be explained by our model evidence suggests a limited opportunity for female academics to combine career and family despite the flexibility of an academic job and emphasizes the importance of mobility to the male career publication record is found to be an important determinant of salary

reputational capital and academic pay geoffrey k turnbull i introduction economists continue to have a strong interest in academic labor markets as the steady stream of earnings studies over the past several decades readily attests the academic labor market draws the attention of economists not only because it is a topic of direct personal interest but also because it presents an opportunity to examine general theories of labor markets in a context with which the researcher has intimate experience nonetheless important questions about how the market values research teaching and service remain unanswered to what extent does the market reward quality versus quantity of published research or team production in the form of co authorship furthermore how durable is reputational capital for individuals whose research productivity diminishes during their career ultimately these questions relate in one way or another to the nature of the incentive structure faced by academic economists we provide new evidence concerning the role of research quality co authorship administrative service and teaching performance in the production of reputational capital in addition we explore the question of the durability of reputational capital once some of these activities cease we assume that the quantity and quality of published research largely determines an individual s reputational capital in the external market to help us sort out the separate effects on reputational capital of both the quality and quantity of research activity we measure research quality by both journal quality and career citations employing an interactive quantity quality term a related question concerns the role of team production in building an individual s reputational capital do individuals receive differential returns to publishing single authored versus co authored research papers this is an interesting question in light of the substantial increase in co authorship over the last few decades 1 one explanation of this trend is that the academic market has presented scholars with increasing opportunities for specialization in the production of knowledge and that team production involves the combination of complementary skilled researchers if team production reflects complementarities in the production of research we should observe little difference in the returns to single versus co authored work another explanation is that co authorship involves the combination of substitute skilled researchers so that co authorship presents a way for individuals to reduce their research efforts without reducing their individual measured research output to the extent that co authorshi p represents such substitution the market should fully discount the returns to multiple authored papers in this article we also move beyond identifying the factors that enhance an individual s reputation in the market to study the question of the durability of reputational capital some individuals quit publishing once they are tenured or promoted while others experience lengthy but temporary breaks in their flow of research output we examine the potential penalties associated with gaps in research output providing the first empirical evidence concerning the durability of reputational capital for academic economists in order to ensure that our analysis deals with these issues in a way that is most relevant to a large portion of the market for academic economists we use data from several research universities but restrict the sample frame to a single discipline economics much of the previous work estimating how publications or other factors affect academic salaries typically use data from a single university with earnings equations estimated across disciplines restricting the sample to a single discipline has the additional advantage of reducing potential heterogeneity problems associated with measuring productivity across disciplines in addition our data enable us more thoroughly to explore the empirical issues in the debate since they permit more precise measures of the past and current productivity of individuals engaged in comparable work

influences on executive and congressional budgetary priorities 1955 1981 a reduced form equation system is used to analyze the influence of economic political and institutional influences on the budgetary priorities of the executive branch and congress during fiscal 1955 81 three related issues are considered the extent to which political and macroeconomic factors affect priorities the degree of interdependence among the components of the federal budget and between spending and revenues and differences between the executive branch and congress with respect to these issues both types of interdependence are present within both executive branch and congressional budgeting although this interdependence is stronger within the executive branch the influence of economic conditions on budgetary outcomes is strong but varies considerably across spending categories there is no evidence of apolitical business cycle political variables exert a modest influence on the budgetary outcomes examined differences between democratic and republican budgetary policies as well as differences in the budgetary priorities of different presidential administrations are small by comparison with the differences between executive and congressional policies

the effect of collective bargaining on salaries in higher education using data from a 1977 survey of faculty from 158 u s colleges and universities the author estimates that the proportional salary advantage to unionized faculty members was typically less than two percent that differential varied considerably however with the length of time the institution had been organized in addition unionization increased the return to seniority and decreased the return to several measures of merit including number of publications and general post degree experience

gender and racial earnings differentials in academic labor markets this study estimates earnings differentials across racial and gender groups among college faculty and decomposes these differentials into the components attributable to differences in individual and institutional characteristics and that which remains unexplained we find that white females earn approximately 4 percent less than white males black males earn 7 4 percent more black females earn one percent more hispanic males earn 2 7 percent more hispanic females earn 1 7 percent less and asian males earn 7 7 percent more than comparable white males we also find a significant earnings penalty for being a naturalized citizen or noncitizen versus an u s born citizen

specific investment and wage profiles in labour markets wage contracts like all civil contracts can be renegotiated by mutual consent this is not just a theoretical possibility but one that happens all the time annual wage increases for example are typically the result of genuine renegotiation not the result of formal cost of living escalator clauses this has implications for the effect of wage contracts on specitic investment the possibility of renegotiation reverses a number of the widely accepted arguments about the form wage contracts should take some of the results we show here are

does raiding explain the negative returns to faculty seniority i introduction economists have studied various aspects of faculty mobility research shows that turnover is greater among nonunion faculty rees 1994 female faculty average slightly more employers than male faculty barbezat and hughes 2001 ginther and kahn 2004 1 the responsiveness of turnover to relative pay diminishes with rank ehrenberg kasper and rees 1991 and research productivity enhances prospects for upward mobility ault rutman and stevenson 1979 1982 coupe smeets and warzynski 2005 still questions remain unanswered where do faculty go when they leave a university how does faculty turnover vary with time at a university what percentage of faculty move upward and what percentage move downward because of tenure denials or the prospect of being turned down for tenure the present article contributes to our understanding of these issues but its primary objective was to use data on faculty mobility to provide insights on another issue returns to academic seniority the negative returns to seniority that many studies find are commonly attributed to one of two factors 2 the first view is that negative returns reflect monopsony power on the part of universities faculty with high mobility costs acquire high seniority and because they are unlikely to move they are paid less than equally productive faculty that employers view as more likely to leave a competing explanation is that highly productive faculty are raided according to this story returns to seniority are biased negatively because faculty with high seniority tend to have low unmeasured productivity the best faculty are bid away moving on to better jobs those who remain are the faculty without outside offers and the negative returns estimated for senior faculty actually reflect a penalty for low unmeasured productivity rather than a true penalty for seniority the raiding story has several implications first estimated returns to seniority should become less negative the more fully the productivity is measured second estimated returns should be less negative once we control for faculty who are bid away finally and of particular importance estimated returns to seniority should not be negative for faculty who are bid away the faculty for whom unmeasured productivity is presumably high with the right data set these hypotheses can be tested rejection of the raiding hypothesis would provide tacit evidence of monoposony in academic markets 3 this article contributes to the literature in several ways it is the first research to directly test the raiding hypothesis it provides a detailed look at faculty mobility in one segment of the academic labor market it extends and improves bratsberg ragan and warren 2003 in the following ways it expands the sample to cover three decades of faculty pay records it includes additional controls for productivity number and types of books recent and prospective articles and so forth resulting in the most complete specification of research productivity to date and it allows for heterogeneity in the seniority penalty via phd pedigree and direction of move finally it tests for the possibility that the academic job market does a better job of matching faculty and universities in recent years as might be expected because of the information revolution the sample consists of five public phd granting universities in the midwest we track all tenure track economics faculty employed in these universities over a 30 yr period we measure their productivity their pay and their mobility as such the study provides a rich and detailed investigation of one subset of economics programs it is possible that mobility may be greater in urban areas where faculty can more readily obtain alternative employment without relocating and prior research indicates that pay structures depend on the university s stature and its relative emphasis on research and teaching

job duration seniority and earnings an important stylized fact about labor markets is that workers with longer seniority with their current employer have higher earnings than other workers with the same total labor market experience this study shows that workers in longer jobs earn more throughout than workers in a series of shorter jobs and that the measured positive cross sectional return seniority is largely a statistical artifact due to the correlation of seniority with an omitted variable representing the quality of the worker the job or the worker employer match the implication is tha t earnings do not in fact rise very much with seniority copyright 1987 by american economic association

the institutional dynamics of policy administration bureaucratic influence over securities regulation theory a dynamic systems model of administrative politics that 1 relaxes restrictive causal assumptions among the president congress and an administrative agency 2 emphasizes aggregate institutional behavior and 3 analyzes both anticipated and unanticipated policy behavior is set forth as a more general means to investigate agency political relationships hypotheses the main set of hypotheses focus on the aggregate institutional relationships among the president congress and administrative agency these four possible hypotheses include bureaucratic influence bureaucratic autonomy mutual influence and political influence the purpose here is to assess the relative merits of competing explanations for bureaucratic behavior securities regulation is a perfect area of inquiry to investigate these competing perspectives since the findings of existing research on this topic are disparate methods vector autoregressive time series statistical methods are used to empirically test the dynamic systems model of administrative politics by examining three empirical models of sec enforcement behavior in relation to presidential and congressional budgetary preference signals for the 1949 92 annual period results the sec sends potent signals of their own via their changes in regulatory outputs that will affect the budgetary preferences of its political principles however the sec s administrative outputs are shown to be somewhat less sensitive to political budgetary preference signals than what one would expect presidential and congressional budgetary preference signals with respect to the sec are interdependent to a sizeable extent thus raising doubts about the separate independent effect democratic institutions have over the bureaucracy the implications of this study suggest that conventional theories of agency political relations serve as an oversimplified way to study administrative behavior future research on this topic

what matters most teaching or research empirical evidence on the remuneration of british academics this paper examines the impact of productivity on pay within academia drawing upon a detailed dataset of academics from five old established universities results outline the importance of publication grant receipt and teaching quality in the determination of pay a large financial penalty to time out of the profession is revealed which with productivity variables explains away the gender salary gap the relationship between teaching and research is investigated and we find some evidence in support of the hypothesis that productive researchers are successful teachers results on reservation salary suggest that the best academics are willing to stay within the profession

are there gender differences in the job mobility patterns of academic economists labor economic theory posits that job mobil ity should affect worker salaries the degree to which this holds for academic faculty has received considerable attention prior empirical studies have estimated log wage regressions that control for both years of total work experience and years of seniority at the current institution in an effort to determine whether negative returns to seniority exist in academic labor markets for example bernt bratsberg james ragan and jim warren 2003 and william moore robert turnbull and geoffrey newman 1998 for aca demic economists michael ransom 1993 kevin hallock 1995 and emily hoffman 1976 for specific institutions debra a barbezat and michael r donihue 1998 and barbezat 1989 for

the sensitivity of an empirical model of married women s hours of work to economic and statistical assumptions this study undertakes a systematic analysis of several theoretic and statistical assumption s used in many empirical models of female labor supply using a singl e data set psid 1975 labor supply data the author is able to replic ate most of the range of estimated income and substitution effects fo und in previous studies in this field he undertakes extensive specif ication tests and finds that most of this range should be rejected du e to statistical and model misspecifications the two most important assumptions appear to be the tobit assumption used to control for sel f selection into the labor force and exogeneity assumptions on the wi fe s wage rate and her labor market experience copyright 1987 by the econometric society

cyclicality of credit supply firm level evidence abstract we quantify fluctuations in bank loan supply in the time series by studying firms substitution between loans and bonds using firm level data any firm that raises new debt must have a positive demand for external funds conditional on the issuance of new debt we interpret firms switching from loans to bonds as a contraction in bank credit supply we find strong evidence of this substitution at times that are characterized by tight lending standards depressed aggregate lending poor bank performance and tight monetary policy we show that this substitution behavior has strong predictive power for bank borrowing and investments by small firms

revisiting the seniority wage effect for faculty abstract this study uses 1999 national data to derive estimates of the effect of seniority on faculty salaries seniority has a positive effect on salary but varies by union status rank job mobility and inclusion of faculty productivity measures

negative returns to seniority and job mobility across the program quality distribution are top public phd granting programs different we analyze a unique data set containing annual salary and detailed job and publication histories for a sample of 1 009 faculty members drawn from 53 public ph d granting economics departments empirical results suggest that all else equal 1 statistically significant negative returns to seniority exist within lower ranked but not top 15 programs 2 more frequent movers observe statistically higher annual salaries in lower ranked but not top 15 programs and 3 for each level of seniority faculty in top 15 programs are more likely to move at any point in the career than faculty in lower ranked programs

dynamic labour force participation of married women and endogenous work experience this paper presents and estimates a dynamic model of married women s labour force participation and fertility in which the effect of work experience on wages is explicitly taken into account because current participation alters future potential earnings the investment return to work will be an important factor in the current work decision in any forward looking behavioural model the model is estimated using the national longitudinal surveys mature women s cohort we use the estimates of our model to predict changes in the lifecycle patterns of employment due to changes in schooling fertility husband s income and the magnitude of the experience effect on wages we find that although work experience increases the disutility of further work the effect is overwhelmed by the positive effect of experience on wages leading to persistence in the employment patterns of these women in addition we find that an increase in young children and in husband s income substantially reduces participation while increased schooling has a powerful positive impact on participation this paper presents an estimable structural dynamic model of married women s labour force participation and fertility in which wages are stochastic and work experience or cumulative participation is endogeneous the model is structural in the sense that the parameters which are estimated are contained in the fundamental relationships governing behaviour namely the utility function and the constraints the model is contained in the class of models which describe the life cycle capital accumulation process with endogeneous labour supply such as weiss 1972 and heckman 1976 it is closest in spirit to that of weiss and gronau 1981 1 the basic feature of their model and ours is that labour market participation affects future wages which then affects future participation the investment return to current work will necessarily be taken into account in any forward looking optimizing model as weiss and gronau note estimates of labour supply models have ignored the inherent behavioural dynamics associated with a positive wageexperience profile there is no adequate empirical treatment of the human capital investment dimension of the labour force participation decision in the literature heckman and willis 1977 have studied a sequential discrete choice model of the labour force participation of married women in a reduced form framework their work

do wages rise with job seniority many previous studies have found a strong positive effect of job seniority tenure on wages this paper re examines the evidence using a simple instrumental variables scheme to deal with the fact that tenure is likely to be related to unobserved individual and job characteristics that affect the wage we use the variation of tenure over a given job match as the principal instrumental variable for tenure the variation in tenure over the job is uncorrelated by construction with the fixed individual and job match specific components of the error term of the wage equation our main finding is that the partial effect of tenure on wages is small and that general labour market experience and job shopping account for most wage growth over a career the strong cross section relationship between tenure and wages is due primarily to heterogeneity bias prior researchers see mincer and jovanovic 1981 bartel and borjas 1981 borjas 1981 cline 1979 and mellow 1981 and many others have established that job seniority has a strong positive relationship with wage rates in a cross section or a cross section time series of individuals in this paper we re evaluate the evidence concerning the partial effects on wages of job seniority tenure and total labour market experience the extent to which wages rise with tenure is important for several reasons first and foremost the wage tenure profile is a fundamental question about the structure of earnings over careers second the wage tenure profile is a key determinant of the extent to which the earnings power of individuals is tied to specific jobs and it is important for assessment of the losses suffered by displaced workers hamermesh 1984 third evidence that wages rise with job tenure has been used to explain the decline in quits with tenure since the wage growth on the current job lowers the probability that the worker will locate a superior alternative a growing theoretical literature surveyed in parsons 1984 has taken the evidence of a strong wage tenure profile at face value and sought to provide an explanation for the relationship the most prominent explanation is the theory of specific human capital oi 1962 becker 1962 mincer 1974 parsons 1972 kuratani 1973 and hashimoto 1980 in which the growth of wages with tenure holding experience constant is attributed to the worker s share of investments in firm specific skills more recently lazear 1981 has presented a supervision model of wage growth in which firms defer compensation as a means of inducing workers not to shirk freeman 1977 and harris and holmstrom 1982 provide an explanation for wage growth based on an insurance motive salop and salop 1976 nickell 1976 and guasch and weiss 1982 present adverse selection models of wage growth in which firms use a wage tenure profile as a

outside offers and the gender pay gap empirical evidence from the uk academic labour market using a unique data source on academic economist labour market experiences we explore gender pay and promotions in addition to earnings and productivity measures we have information on outside offers and perceptions of discrimination we find both a gender promotions gap and a within rank gender pay gap a driving factor may be outside offers men receive more outside offers than women of comparable characteristics and gain higher pay increases in response this may arise due to discrimination we find that perceptions of discrimination and also outside job applications correlate with an individual receiving earnings below that expected given their characteristics

modelling the determination of research output in british universities abstract the paper begins by noting some of the recent proposals for restructuring research activity in british universities mainly through a process of concentration of research resources we then review the available evidence which shows that there is little support for such concentration except in the most resource intensive disciplines since there is little firm information about the shape of research production functions either for institutions or for the system as a whole the core of the paper studies the factors likely to be important in such functions and investigates the consequences of particular functional forms finally it is concluded that more research is needed to gain a better understanding of the research process in universities and that in the meantime it would be unwise to embark on a wholesale restructuring of the system

analysis of part time pay in canada this paper analyses the difference between part time and full time wages in canada using the 1981 survey of work history since part time and full time workers are distinguished by hours worked and since hours worked and wages are interdependent selectivity bias occurs if ordinary least squares regression is used a modification of heckman s procedure to account for the fact that part time hours are doubly truncated is used to correct this problem the results indicate that adjusting for differences in characteristics the wage differential between part time and full time workers is 10 per cent or one third the unadjusted differential results vary somewhat by sex and marital status analyse de la remuneration du travail d temps partiel au canada ce memoire analyse les differences entre les salaires pour le travail a temps plein et a temps partiel au canada a partir des resultats de l enquete sur l activite en 1981 puisque les travailleurs a temps plein et a temps partiel sont definis par le nombre d heures de travail et puisque le nombre d heures de travail et les niveaux de salaire sont interdependants il y a biais de selectivite quand on utilise la methode des moindres carres ordinaires dans l analyse de regression l auteur utilise une modification de la technique de heckman pour tenir compte du fait que le nombre d heures de travail a temps partiel est doublement tronque pour corriger le probleme les resultats montrent que apres avoir tenu compte des differences dans les caracteristiques des personnes on observe un differentiel de niveau de salaire de 10 pourcent entre les travailleurs a temps plein et a temps partiel soit le tiers du differentiel brut avant les ajustements pour tenir compte de caracteristiques differentes ces resultats varient quelque peu selon le sexe et selon la situation familiale the trend towards part time employment has generally escaped the attention and scrutiny of economists part time employment in canada grew at an annual rate of 4 1 per cent between january 1972 and january 1984 compared 1 one exception is nakamura and nakamura 1983 who examine related labour supply issues for married females canadian journal of economics revue canadienne d economique xix no 4 november novembre 1986 printed in canada imprim6 au canada 0008 4085 86 798 807 1 50 0 canadian economics association this content downloaded from 207 46 13 159 on sat 22 oct 2016 04 29 38 utc all use subject to http about jstor org terms analysis of part time pay in canada 799 with a growth rate of only 2 4 per cent for full time employment as a result 15 4 per cent of jobs were part time as of january 1984 compared with 13 per cent in january 1972 2 the growth of part time employment raises a number of issues in particular labour canada 1983 argues that the hourly wage differential between full time and part time workers reached 26 3 per cent in 1981 it is not clear however that this gross wage differential between full time and part time workers is a useful figure a number of accepted measurable characteristics that determine wage differentials among workers may confound this comparison unless full time and part time workers have identical characteristics it would therefore be useful from a policy standpoint to eliminate these effects to identify part time effects and the gravity of the part time pay problem per se this paper analyses the differences between part time and full time wages to try to distinguish part time effects whatever the source from other established bases for differentials in the first section a standard model for wage comparison among workers is considered the source of selectivity bias is identified and a consistent estimation technique is described the second section uses this technique to analyse the differences in part time and full time wages using microdata from the 1981 survey of work history used by labour canada 1983 the third section summarizes the results and provides suggestions for further research a model for wage comparison with selectivity bias consider a standard model used extensively for union and non union wage comparisons lee 1978 duncan and leigh 1980 robinson and tomes 1984 simpson 1985 let wf be a vector of observations on the natural logarithm of hourly wages paid to full time workers and let x be a matrix of observations on measurable worker characteristics commonly used in such models namely educational attainment age sex union status public vs private sector status and region let wp and x be the corresponding observations for part time workers let h be the maximum hours of work permitted for classification as a part time worker then we specify wf xff3f if if h h 1

does a gender disparity exist in academic rank evidence from an australian university employing a unique administrative data set on academics from the university of wollongong uow we investigate if women are under represented in academic rank taking into account information on personal characteristics job characteristics education and productivity the results suggest that males have a significant advantage in rank attainment the possession of a phd the number of years of experience and the number of journal articles books book chapters competitive grants and era a ranked articles appear to be important for academic rank attainment a blinder oaxaca decomposition test indicates that both supply side and demand side factors play a role however there is greater support for the endowments argument interviews were conducted in an attempt to explain the results interviews showed that men were more career driven compared to women

fame and the fortune of academic economists how the market rewards influential research in economics we analyze the pay and position of 1 009 faculty members who teach in doctoral granting economics departments at fifty three large public universities in the united states using the web of science we have identified the journal articles published by these scholars and the number of times each of these articles has been subsequently cited in published research articles we find that research influence as measured by various measures of total citations is a surprisingly strong predictor of the salary and the prestige of the department in which professors are employed we also examine how coauthorship is rewarded by the market

the gender wage gap among phds in the uk this article analyses the gender wage gap gwg among phd graduates in the uk 42 months after their graduation in 2004 5 we find a sizeable overall gwg of 19 log percentage points which is explained by a large wage premium for men outside academia compared to women and men in academia the gwg in academia is small in comparison whilst the gwg outside academia is very high six months after graduation and remains largely unaltered the gwg inside academia doubles in the following three years the oaxaca decomposition suggests that for this relatively homogeneous group the gwg cannot be explained by differences in endowments university and employment characteristics we find stark differences in wage patterns between the fields of study and a strongly increasing coefficient effect for higher quantiles

the internal economics of a university evidence from personnel data using a rich personnel data set of a large european university we find strong evidence for the existence of an internal labor market first there is a strong port of entry at the lowest academic rank and in fact even prior to entering professorship resulting in very long internal careers second wages do not follow external wage developments we subsequently consider various incentive theories regarding the dynamics of promotions as organized through annual tournaments as expected a rigid set of research and teaching criteria determine the speed of promotions at the same time administrative rigidities play an important role

the theory of real wage indices recently in this review john pencavel and p j lloyd have given insights into the measurement of real wages their work is an application of the concepts of true cost of living indices to a joint labor supply and commodity demand decision pencavel 1977 and lloyd 1979 offer several forms of real wage indices which are derived from explicit functional forms for utility this paper examines the theory of real wage indices in a more general setting and derives bounding indices which are independent of the functional form for utility

the evolution of male female earnings differentials in canadian universities 1970 2001 the evolution of academic salaries and the gender earnings gap in canadian universities is analysed using a unique statistics canada data set containing detailed information on all full time teachers at canadian universities over the period 1970 through 2001 male salaries declined across cohorts while female salaries remained stable consequently male female earnings differentials have narrowed recent years have also seen increasing variation in academic salaries for both men and women a gender earnings gap remains the bulk of which can be explained by differences in men s and women s rank and field the unexplained earnings gap has decreased over time on analyse l evolution des salaires et l ecart entre hommes et femmes dans les universites canadiennes entre 1970 et 2001 a l aide d une base de donnees unique de statistiques canada qui contient des renseignements detailles sur tous les professeurs a temps plein des universites canadiennes les salaires des hommes ont decline au fil des cohortes pendant que ceux des femmes demeuraient stables ce qui fait que les differentiels de salaires se sont amenuises au cours des annees recentes on a observe une variabilite croissante des salaires academiques tant pour les hommes que les femmes un ecart entre hommes et femmes persiste qui est attribuable aux differences dans les rangs et dans les champs d activites des hommes et des femmes l ecart qui demeure inexplique a diminue dans le temps

academic pay in the united kingdom and the united states the differential returns to productivity and the lifetime earnings gap this paper estimates earnings functions for two samples of u k and u s academic economists despite significant differences in compensation schemes a comparably specified human capital earnings model does a good job explaining earnings variations for academic economists in both countries our estimates suggest that rewards for research are more immediate and direct in the united states because of the national salary scale the payoffs to experience and seniority are greater and the payoffs to research are lower in the united kingdom than in the united states after adjusting for productivity and demographic factors we find that u s economists are paid approximately 40 more than otherwise equivalent economists in the united kingdom simulating career age earnings profiles for both markets we find that the earnings gap widens with experience for relatively productive research economists and may even narrow with age for relatively less productive research economists nevertheless the cumulative lifetime earnings foregone are substantial for research and nonresearch economists in the united kingdom

citations or journal quality which is rewarded more in the academic labor market research quality can be evaluated from citations or from the prestige of journals publishing the research we relate salary of tenured university of california uc economists to their lifetime publications of 5 500 articles and to the 140 000 citations to these articles citations hardly affect salary especially in top ranked uc departments where impacts of citations are less than one tenth those of journals in lower ranked departments and when journal quality is less comprehensively measured effects of citations on salary increase if journal quality is just measured by counting articles in journal tiers apparent effects of citations are overstated jel a14 j44

which journal rankings best explain academic salaries evidence from the university of california the ranking of an academic journal is important to authors universities journal publishers and research funders rankings are gaining prominence as countries adopt regular research assessment exercises that especially reward publication in high impact journals yet even within a rankings oriented discipline like economics there is no agreement on how aggressively lower ranked journals are down weighted and in how wide is the universe of journals considered moreover since it is typically less costly for authors to cite superfluous references whether of their own volition or prompted by editors than it is to ignore relevant ones rankings based on citations may be easily manipulated in contrast when the merits of publication in one journal or another are debated during hiring promotion and salary decisions the evaluators are choosing over actions with costly consequences we therefore look to the academic labor market using data on economists in the university of california system to relate their lifetime publications in 700 different academic journals to salary we test amongst various sets of journal rankings and publication discount rates to see which are most congruent with the returns implied by the academic labor market jel a14 i23 j44

sex discrimination in faculty salaries evidence from a historically women s university during the past several years a number of studies have appeared in this review and elsewhere examining the earnings and promotion of women faculty a finding common to most of these studies is that the female male salary differential is smallest at entry level but widens over time 2 indeed george johnson and frank stafford state after presenting such evidence for michigan state university we believe this qualitative result would be observed for any university in the united states for which the sample size is sufficiently large 1974 p 899 while the qualitative findings of faculty salary studies have been similar interpretations have differed on the one hand the human capital view attributes the widening sex differential or flatter female earnings profile to differences in acquired skill and productivity this literature emphasizes differences in continuous labor market experience hours of work and the relative teaching research division of labor on the other hand the discrimination view attributes the widening differential to increased labor market discrimination with respect to experience the sex differential is smallest at entry level where universities must compete and pay prevailing salaries to attract incoming faculty members however discrimination is more easily exercised in the internal university labor market by male faculty and administrators as job mobility lessens with age because of fixed costs tied moves 3 university specific job training a shorter benefit span etc the strongest evidence supporting the discrimination view is the existence of significant unexplained salary differentials even where detailed data exist on research and teaching performance the purpose of this note is to examine the salary structure at a large university which was historically the state s university for women but is now fully coeducational to our knowledge no other such study is available comparison of results from such a study with those already in the literature can shed light on the interpretation of salary differential studies we find somewhat surprisingly an exception to the finding by johnson and stafford and others of a widening femalemale salary differential with experience apart from some qualifications discussed below we find a small differential at entry but little difference in the reward structure to men and women with respect to experience ceteris paribus alternative interpretations of this evidence are provided while we cannot clearly test between the human capital and discrimination explanations for salary differentials our evidence strongly suggests that universities can and do exercise significant discretion in the awarding of salaries discretion which is presumably made possible by the not for profit nature of these institutions see armen alchian and reuben kessel section i briefly describes the data source while section ii examines specification and then tests for functional form section iii university of north carolina greensboro we thank terry g seaks and frank stafford for helpful suggestions we are equally responsible for the contents of the paper a partial list includes george johnson and frank stafford with later comments by steven farber and by myra strober and alice quester nancy gordon thomas morton and ina braden emily hoffman david katz marianne ferber and jane loeb ferber and betty kordick ferber loeb and helen lowry and james koch and john chizmar 2 there is debate over whether the differential begins to narrow late during the working life as argued by johnson and stafford see johnson and stafford 1977 and ferber loeb and lowry 3viewing mobility within a household context see jacob mincer the potential for discrimination against married women faculty may be higher than with male or unmarried female faculty

seniority and monopsony in the academic labor market workers with high seniority usually have higher wages than workers with low seniority and the same total labor marke t experience in contrast the results of this paper indicate that higher seniority is associated with lower salaries for university professors the author documents this finding for national surveys a nd individual institutions and explains it as due to monopsonistic discrimination by employers copyright 1993 by american economic association

monopsony in the labor market this paper surveys recent theoretical and empirical research on monopsony in labor markets broadly defined as upward sloping labor supply to an employer we compare older monopsony models based on small numbers of employers with newer models based on labor market frictions such as moving costs and search we also compare older econometric approaches that focus on static wage concentration relationships with newer approaches that focus on dynamics our review of empirical estimates suggests that monopsony power based on small numbers of employers is probably rare but occasionally large while monopsony power based on frictions is probably widespread but small on average

seniority and monopsony in the academic labor market comments this paper further explores the work of both michael ransom and emily hoffman who have written on monopsony in the academic labor market using data from university of massachusetts at amherst umass from 1989 this comment has three principal findings i the return to seniority at umass is positive at least for low levels of seniority which is contrary to ransom s results ii faculty hired with tenure have significantly higher salaries which supports the ransom monopsony hypothesis and iii sex discrimination as described by hoffman is much lower in 1989 than it was 15 years prior

salary differentials by sex in the academic labor market this paper examines faculty time allocation decisions that are fundamental to the functioning of a university a random utility approach yields a grouped data multinomial logit model and predicts that time allocation decisions depend systematically on

specific training sometimes cuts wages and always cuts turnover turnover falls with tenure but wages do not always rise and sometimes fall with tenure we reconcile these findings by revisiting an old issue how gains from firm specific training are split between workers and firms the division is determined by a stationary distribution of outside offers the lower the wage a firm pays to a specifically trained worker the more profit it makes but the more likely the employee is to leave the optimal time paths of wages and turnover show that if marginal product is increasing wages need not be increasing but it always implies a falling turnover rate

updating estimates of male female salary differentials in the academic labor market abstract i estimate the male female salary gap and salary discrimination for faculty between the years 1968 and 1989 estimates of both these quantities fell substantially in the 1970 s with no further improvement in 1984 and 1989

an integrated theory of budgetary politics and some empirical tests the u s national budget 1791 2010 we develop a general theory of budgetary politics and examine its implications on a new data set on u s government expenditures from 1791 to 2010 we draw on three major approaches to budgeting decision making theories primarily incrementalism and serial processing policy process models and path dependency we show that the incrementalist budget model is recursive and that its solution is exponential growth and isolate three periods in which it operates in pure form the equilibrium periods are separated by critical junctures associated with wars or economic collapse we assess policy process dynamics by examining the deviations within equilibrium periods we offer three takeaways 1 exponential incrementalism is fundamental to a theory of budgeting 2 disjoint shifts in the level of exponential incrementalism are caused only by critical moments 3 temporally localized dynamics cause bends in the exponential path longer returns to the path within budgetary eras and annual punctuations in budget changes

a general empirical law of public budgets a comparative analysis weexamineregularitiesand differencesinpublicbudgetingincomparativeperspective budgetsquantifycollectivepolitical decisions made in response to incoming information the preferences of decision makers and the institutions that structure how decisions are made we first establish that the distribution of budget changes in many western democracies follows a non gaussian distribution the power function this implies that budget changes are highly incremental yet occasionally are punctuated by large budget changes this pattern holds regardless of the type of political system parliamentary or presidential and for level of government by studying the power function s exponents we find systematic differences for

where are they now tracking the ph d class of 1997 we report early career outcomes of economics ph d s by tracking the u s class of 1996 1997 we examine employment outcomes work activities salaries and graduates attitudes toward their jobs by 2003 all of the respondents were employed although almost half changed employers during the six years salaries of the cohort increased at an average annual rate of 8 2 from 1997 through 2003 academic year salaries rose about 5 7 per year whereas private sector salaries skyrocketed at 15 per year finally the median salaries of first year full time permanent 9 to 10 month academic economists hired in 2002 2003 actually exceed the median 2003 salaries of their counterparts initially hired in 1997 1998 some of this apparent salary inversion reflects a different mix of employers and departments between the two cohorts with the younger group securing relatively more jobs at higher paying institutions

entry level salaries of academic economists does gender or age matter i introduction since the mid 1970s earnings differentials in academic labor markets have been extensively investigated with particular attention focused on salary differentials between males and females the leading studies use similar methodologies but differ in terms of the time period analyzed data sources and whether a single academic discipline or multiple disciplines are considered for example johnson and stafford 1974 investigate several academic professions in 1970 jusenius and scheffler 1981 consider a single discipline economics in 1973 and include a cross section of universities and professorial ranks as well as race several investigators including katz 1973 hirsch and leppel 1982 rickman 1984 and raymond sesnowitz and williams 1988 focus on a single college or university and include diverse academic disciplines the latter two studies raise the question of whether gender continued to matter in academic labor markets in the 1980s and reach opposite conclusions a consistent finding transcending early studies of academic labor markets is that earnings differentials are smallest between men and women who are at the beginning of their careers for example johnson and stafford in a widely cited study state the most important finding is that the salaries of females start out at not much less than those of males 4 to 11 percent in the six disciplines in our sample and then decline 1974 901 this paper investigates entry level salaries in a single academic discipline by considering a cross section of newly hired economists the primary source of labor market information is a unique survey of entry level salaries in the 1987 88 academic year it might seem that by the late 1980s gender differentials should have disappeared at the entry level but like johnson and stafford s 1974 earlier result our survey reveals newly hired females received 1060 3 4 percent less than males our principal purpose is to determine whether this gender differential and the effects of age are significant once other determinants of earnings are taken into account for example we consider and control for terminal degree status the quality of the ph d granting department field of specialization highest degree offered by the hiring department differences in cost of living across areas and other institutional factors that can influence beginning entry level salaries we first describe the data set developed primarily from a survey which is used to estimate entry level earnings equations we also briefly compare our survey to other surveys providing information on market outcomes for economists we then present estimates of the determinants of entry level salaries and discuss the influence of gender age and other determinants of earnings ii the survey a total of 469 u s economics departments were surveyed in the summer and fall of 1987 with 258 departments responding 55 percent 1 the 1987 88 academic year salary of each new hire was requested of each department demographic information age sex and human capital characteristics ph d granting university primary field of specialization and degree status were also requested for each new hire in addition the survey included questions on whether the hiring college university is privately or publicly supported the administrative reporting channel of the economics department highest degree offered and number of entry level persons hired the identities of the hiring department and the university at which the newly hired economist did his or her graduate work are used to construct two measures of quality the quality of the department where the ph d work was done is the first measure and the quality of the hiring department is the second 2 the survey was designed to provide microdata on individual entry level economists for the purpose of estimating earnings equations in an effort to maximize responses the questionnaire was intentionally brief only questions directly relevant to estimating the earnings equation of entry level economists were included

do academic salaries decline with seniority this article reexamines the negative seniority earnings relationship for academic economists the empirical results show that the anomalous negative seniority effect found in earlier academic market studies holds in the absence of direct measures of research productivity the negative effect however eventually disappears as more comprehensive measures of publishing citations and other productivity measures are included in the wage equation to control for the quantity and quality of faculty productivity faculty with greater seniority appear to be rewarded relatively less simply because many have been relatively less productive than their colleagues with less seniority at similar stages in their careers

an empirical study of age discrimination in norway and germany using a questionnaire and a sample of students and personnel managers we establish the existence of age discrimination in the hiring process in germany and norway as expected age discrimination is more prominent in germany where the hiring probability of equally qualified applicants is reduced by about 22 percentage points due to an age differential of 14 years as opposed to only 12 percentage points in norway within both countries the tendency to discriminate does not differ between students and personnel managers and does not depend on the age of the decision maker the phenomenon of unemployment among older workers is characterized less by the risk of becoming unemployed than by the problem of remaining unemployed and failing to find new work frerichs and naegele 1998 p 59

do female researchers face a glass ceiling in france a hazard model of promotions the present article examines whether french female researchers face a glass ceiling an invisible barrier to promotion using an original database from the national institute for agricultural research inra we estimate duration models for promotions the methodology used allows us to take into account censored observations and unobserved heterogeneity our results show a significant gender effect that does not contradict the glass ceiling hypothesis in addition factors that boost promotion seem to be radically different according to gender and we present evidence that promotion strategies are different for males and females