scale and productivity measurement under risk the literature on risk and uncertainty gives an important place to studies comparing behavioral and comparative static results obtained under certainty and uncertainty the standard neoclassical theory of the firm however has much more to offer than behavioral results for example the optimizing behavior of the profit seeking firm insures that the degree of the firm s returns to scale can be measured by the ratio of cost to revenue furthermore it is also possible to isolate measures of the rate of technical change for a profit maximizing firm which depend solely upon observed prices and quantities this note demonstrates some of the implications of uncertainty for measuring scale economies and the rate of technical change specifically using a model developed by agnar sandmo 1971 it is demonstrated that under conditions of risk and uncertainty there are generally no measures of the scale elasticity or the rate of technical change which can be derived from observations on prices and quantity without information on either the structure of production or the utility function which underlies sandmo s analy

family earnings and wage inequality early in the life cycle a bstract this article proposes an explanation for the fact that while wages of married women contribute to equalizing the distnrbution of family wages the equalizing effect declines during the early stages of the married life cycle the explanation is based on the interaction between on the job accumulation of human capital and labor supply behavior empirical results from the nls panel data suggest that the explanation is plausible and also show that in contrast to the results of previous cross section studies there is no decline over time in the equalizing effect of wives earnings on the distribution of family earnings

the crowding hypothesis and comparable worth although women s pay and occupational distribution have improved during the past few years it is still true that women earn considerably less than men and that their occupational distribution is substantially different because progress has been slow toward equality in the labor market some have called for a comparable worth policy proponents of this approach argue that occupational segregation contributes to the earnings disparity between women and men one theoretical justification for this position is the crowding hypothesis this paper first explains this theory and presents a method used to test its principal hypothesis it then describes an extension of this design for estimating the phenomenon that comparable worth policies address empirical studies conducted in this area are viewed and new findings are presented finally limitations of this analysis are discussed i introduction

occupational self selection a human capital approach to sex differences in occupational structure a rich and diverse literature exists concerning the distribution of labor incomes one approach namely that of human capital concentrates on lifetime accumulation paths of earnings capacity units human capital individual variations in human capital imply differences in earnings power thereby yielding strong implications concerning earnings distribution within a population despite its explanatory power the human capital model has been widely criticized one criticism centers on its inability to obtain inferences concerning occupational distribution the purpose of this paper is to alleviate at least some such criticism by applying the hedonic price approach so as to embed occupational choice into the human capital framework the significance is that neoclassical economic theory can be used to obtain implications concerning the determinants of occupational structure excerpt

direct estimation of synergy a new approach to the diversity performance debate this study examines the linkages between relatedness and synergy in the context of diversification among u s pharmaceutical firms for the period 1960 1980 rather than assume as in the entropy herfindahl and concentric indices of diversification that the levels of synergy generated by different related combinations of business units are identical we estimate synergy directly using a modified version of the concentric index in addition to estimating synergy using capital market performance of the firm as a whole we examine the effects of nondrug diversification on the innovative productivity of firms pharmaceutical divisions alone our two main findings are that production relatedness such as that between drugs and chemicals in fact did not imply synergy over the period of our study and that the patterns of synergy for different types of relatedness shifted over time with the industry life cycle

interrupted work careers depreciation and restoration of human capital the quantitative effects and even the existence of a human capital depreciation phenomenon have been a subject of controversy in the recent literature prior work however was largely cross sectional and the longitudinal dimension if any was retrospective using longitudinal panel data on married women in nls we have now established that real wages at reentry are indeed lower than at the point of labor force withdrawal and the decline in wages is greater the longer the interruption another striking finding is a relatively rapid growth in wages after the return to work this rapid growth appears to reflect the restoration or repair of previously eroded human capital the phenomenon of depreciation and restoration is also visible in data for immigrants to the united states however while immigrants eventually catch up with and often surpass natives returnees from the nonmarket do not fully restore their earnings potential

farm growth and survival econometric evidence for individual farms in upper austria this article investigates survival and growth of more than 50 000 upper austrian farm households within a maximum likelihood sample selection framework the results suggest that age schooling and sex of the farm operator size of the farm family and off farm employment status as well as initial farm size significantly influence farm growth and survival the present study provides support for the notion of a disappearing middle in the size distribution the process of polarization is closely related to the off farm employment status of farms correcting for sample attrition bias is important when analyzing the performance of part time farms

job change patterns and the wages of young men this study uses data from the national longitudinal survey of youth to distinguish empirically between mover stayer search good and experience good models of job mobility we estimate wage models in which the pattern of overall job mobility affects both the level and tenure slope of the log wage path after controlling for the correlation between mobility patterns and time constant person and job specific unobservables we find that workers who undergo persistent mobility have lower log wage paths than less mobile workers this finding is consistent with models in which job mobility is driven by time varying unobservables such as experience good models where changes in perceived match quality cause turnover

sex differences in tenure profiles effects of shared firm specific investment this article employs a model of masanori hashimoto with extensions by donald parsons to analyze variation in tenure by sex age and firm type fixed wage contracts eliminate postcontractual opportunism associated with firm specific human capital investment however such contracts result in inefficient quits and terminations calibration of the sharing of this investment between workers and employers minimizes the costs of these inefficient separations moreover this optimal sharing rate varies systematically with the characteristics listed above these tenure slope implications are tested with favorable results

asymmetric international minimum quality standards and vertical differentiation this paper develops a two country model of a vertically differentiated duopoly that spans two countries which are not integrated without additional costs equilibrium qualities prices profits and consumer s surplus are compared when 1 minimum quality standards are identical and 2 standards differ across countries both markets turn out to be connected by the quality choices of the two firms both firms prices in the two countries and their profits are lower whereas consumer s surplus and the two offered qualities are higher in both countries if no firm is forced out of the country s market with the more demanding minimum quality standard copyright 1995 by blackwell publishing ltd

gender differences in training capital and wages this paper constructs an equilibrium job matching model where workers differ in their attachment to the labor force the model predicts that workers with weaker attachment to the labor market will receive lower starting wages and lower post training wages and will be placed in jobs that offer less training and use less capital the implications of the model for gender differences in pay and job assignment are tested with the eopp data set ourfindings suggest that while training intensity during the first three months of employment is similar in positions filled by males and females females are employed in positions that have a shorter duration of on the job training and that use less capital these differences in on the job training and capital in positions filled by men and women as well as a lower market value for women s prior labor market experience account for a substantial part of the gap in wages between males and females

the dynamics of technological innovation the sector of antibacterial medicines abstract this is an empirical and historical study of the dynamics of technological innovation in antibacterial medicines a key sector of the pharmaceutical industry it is based on an analysis of all the innovations that were introduced over the period 1935 1987 from prontosil the first sulphonamide through penicillin and the semisynthetic antibiotics to the monobactams and the quinolones of the mid 1980s in the historical section we describe the influence that antibacterial medicines have had on the structure and research intensity of the innovating companies and through them on the pharmaceutical industry and its geography we also describe the catalytic role played by government agencies and universities in the empirical section the innovations are evaluated in terms of originality and market performance and are classified into four technological trajectories their distribution over time and among technological trajectories companies and countries the relation between originality and market performance of individual innovations the interplay between social needs market demand and technological innovation the role of market successful radical innovations in the launching of technological trajectories the orientation of subsequent academic and industrial research and the establishment of corporate technology traditions provide insights in both innovation theory and the dynamics of technological innovation

lessons from the united states s antitrust history abstract the united states s antitrust policy spans more than 100 years for most of its history the united states has had the toughest antitrust laws and enforcement policies of any country in the world a shift to a more permissive attitude with regard to antitrust matters has occurred in recent years however this paper traces the changes in antitrust policy that have occurred and the concurrent shifts in thinking among economists on antitrust questions following this review the paper offers a critical appraisal of both the economic underpinning of the new learnings on antitrust matters and the changes in antitrust policy that have accompanied them it closes with a discussion of the implications of the analysis for european antitrust competition policy

optimal production with learning by doing abstract this paper characterizes optimal production over time when production cost is a decreasing function of past accumulated output when production exhibits learning by doing monopolistic competitive and socially optimal solutions are considered

job matching and on the job training conventional analysis predicts that workers pay part of their on the job training costs by accepting a lower starting wage and subsequently realize a return to this investment in the form of greater wage growth missing from the conventional treatment of on the job training is a discussion of the process by which heterogeneous workers are matched to jobs requiring varying amounts of training this matching process constitutes a key feature of the on the job training model presented in this article and tested with a unique data set containing extensive information concerning on the job training employer search wages and wage and productivity growth

pioneers imitators and generics a simulation model of schumpeterian competition a computer simulation model in the tradition of evolutionary models of technical change is developed in this paper it focuses on r d competition in new product introductions and is based on data for the u s pharmaceutical industry during the 1970s the sensitivity of innovation levels to the rate of generic competition regulatory review time and patent life is examined in the computer simulation experiments these factors are found to have significant long run effects on industry structure and innovation levels

inequality in the lifetime earnings of women haworth charles t and carol jean reuther industrial concentration and inter industry wage determination this review 60 feb 1978 85 95 johnson george e economic analysis of trade unionism american economic review 65 may 1975 23 28 lester richard pay differentials by size of establishment indiuistrial relaitionis 7 oct 1967 57 67 lewis h gregg interpreting unionism coefficients in wage equations mimeo duke university aug 1980 masters stanley h wages and plant size an interindustry analysis this review 51 aug 1969 341 345 mellow wesley unionism and wages a longitudinal analysis this review 63 feb 1981 43 52 miller edward m size of firm and size of plant soulther i econotnic journal 44 apr 1978 861 872 ohta makoto and zvi griliches automobile prices revisited extensions of the hedonic hypothesis in nestor e terleckyj ed houisehlold production anid conisumtiption1 studies in income and wealth no 40 n ber new york columbia university press 1975 gi walter heterogeneous firms and the organization of production mimeo university of rochester mar 1981 pugel thomas a profitability concentration and the interindustry variation in wages this review 62 may 1980 248 253 rosen sherwin trade union power threat effects and the extent of organization reviei of economic studies 36 apr 1969 185 196 unionism and the occupational wage structure in the united states initernattionatil economic reviewi 11 june 1970 269 286 stigler george j information in the labor market joirt1i11 of political econoiny1 70 supplement oct 1962 94 105 u s bureau of the census 1972 censuss of manufjactures special report series washington d c government printing office 1973 1972 enterprise statistics pairt 1 genieral report oni i industriai l or gantiiza tioni washington d c government printing office 1977 u s bureau of labor statistics selectedl earninigs anid deinograph ic characteristics ojl uniioni members 1970 report 417 washington d c government printing office 1972 emplon ee comnpenisati otn in the private notijoairm economv 1974 bulletin 1963 washington d c government printing office 1977 weiss leonard concentration and labor earnings amnericanl economic review 56 mar 1966 96 117

present at the biotechnological revolution transformation of technological identity for a large incumbent pharmaceutical firm abstract management of successful incumbent firms experience difficulty in recognizing the need for and effecting change in the firm s technological identity after an externally generated shift in the industry s technological trajectory nonetheless some large pharmaceutical firms have transformed their technological identity in drug discovery from a chemical random screening to biological drug design model we report how one of the world s most successful incumbents transformed technically sophisticated senior management championed the transformation it was achieved primarily through hiring many new scientists embodying biotechnology existing personnel acquired the expertise or left continual self transformation is part of the corporate ethos some differences in incumbent and entrant technology remain incumbents use a wider range of techniques consistent with their complementary assets publication and incentive compensation policies are driven by the need to attract and retain the best scientists professor firm collaborations are ubiquitous often non public and best identified in quantitative analyses by co publishing collaborations with new biotechnology firms are used primarily to substitute for developing internal expertise judged of marginal value no drug discovery collaborations exist with other major incumbents we identify another seven or eight incumbents similarly transforming as indicated by top scientific talent and patenting success

the gender gap in early career wage growth in the uk the gender pay gap on entry to the labour market is approximately zero but ten years after labour market entry there is a gender wage gap of almost 25 log points this article explores the reason for this gender gap in early career wage growth considering three main hypotheses human capital job shopping and psychological theories human capital factors can explain about 11 log points job shopping about 1 5 log points and the psychological theories up to 4 5 log points depending on the specification but a substantial unexplained gap remains women who have continuous full time employment have had no children and express no desire to have them earn about 8 log points less than equivalent men after 10 years in the labour market

discrimination empirical evidence from the united states the study of discrimination received a major impetus in the 1960 s when increasing social attention focused upon race and gender differentials in market outcomes gary becker s the economics of discrimination 1957 strongly influenced empirical research by providing a definition of wage discrimination and suggesting a specific way in which it might operate during the following years new theories were developed and refined in an attempt to explain why there appears to be continued discrimination in spite of market forces presumably operating against it similarly a large amount of empirical work has been done to determine whether and how much discrimination actually exists and to a lesser extent to test the implications of the various theories even so the hope expressed by becker in the preface of the second edition 1971 that our understanding of discrimination would increase so rapidly that the materials in his book would become obsolete before another decade began has clearly not been fulfilled here we review what has been learned in the intervening years and suggest some fruitful directions for future research 1 the focus of this paper like that of most of the empirical research in this area is on determining the extent of discrimination rather than on testing alternative models of discrimination

discontinuities and senior management assessing the role of recognition in pharmaceutical firm response to biotechnology despite an increasing emphasis on the role of senior management cognition in shaping organizational action there have been few attempts to link top management mental models to strategic choice in the face of discontinuous innovation this paper uses 23 years of data covering 15 major pharmaceutical firms to explore the degree to which each firm s response to the revolution in biotechnology was shaped by the senior team s recognition of biotechnology s importance controlling for a number of important alternative explanations we show that recognition may be an important predictor of action suggesting that cognition at the most senior level can play a critical role in shaping established firms response to discontinuities copyright 2003 oxford university press

the trend in the male female wage gap in the united states despite the rise in the feminist movement the enactment of equal opportunity legislation and the rapid increase in women s labor force participation a substantial sex differential in wages has persisted in the united states for at least 4 decades measured by hourly earnings of year round workers this wage gap was 31 in 1955 widened to a 35 37 range by the 1960s and early 1970s and then narrowed to 33 by 1982 this paper examines the extent to which changes in the characteristics of men and women in the labor force and other factors can account for the observed pattern the main finding is that increases in women s labor force participation were initially associated with a declining skill level of employed women relative to employed men where skill is measured by years of schooling and job tenure more recently the work experience of employed women has been increasing which helps account for the recent narrowing trend in the wage gap during the 1970s the wage gap probably woul have narrowed m

female leadership and gender equity evidence from plant closure abstract we use unique worker plant matched panel data to measure differences in wage changes experienced by workers displaced from closing plants we observe larger losses among women than men comparing workers who move from the same closing plant to the same new firm however we find a significantly smaller gap in hiring firms with female leadership the results are strongest among women who are displaced from male led plants and from less competitive industries our results suggest an important externality to having women in leadership positions they cultivate more female friendly cultures inside their firms

changes in the male female wage gap 1976 85 this study uses detailed information on work experience tenure and on the job training collected in the 1976 and 1985 questionnaires of the panel study of income dynamics to account for changes in wage differentials between white men and white women over these nine years decompositions of changes in the wage gap are used to illustrate the contribution of individual factors between 1976 and 1985 the wage gap between white men and women narrowed by approximately 4 percent this study finds that nearly 50 percent of this reduction was due to average changes in job tenure and other work history variables over this period

a model and some evidence concerning the influence of discrimination on wages the observed wage gap between men and women is widely attributed to discrimination in the workplace yet within the context of the standard neoclassical framework discrimination is neither a necessary nor sufficient condition this paper presents a modified neoclassical model which supports equilibrium wage differentials and which has testable implications the paper also surmounts a difficulty that has plagued many earlier assessments separating prejudice from other explanations of the wage gap by directing attention away from wages to other implied effects of discrimination our model offers cleaner tests of the impact of prejudice in labor markets results of such tests are reported

occupational segregation rejoinder to polachek this article examines worker sorting across occupations in response to the risk of death on the job we use family structure as a proxy for willingness to trade safety for wages to test the proposition that workers with strong aversion to this risk sort

product line expansion and resource cannibalization abstract diversification research argues that new products are more successful when they leverage a firm s intangible resources which may support multiple activities without engendering rivalry for their use however numerous complementary resources may also be needed to exploit a firm s intangibles if these resources are in limited supply or if it takes time to acquire and assimilate additional resource capacity then new products may impose costs on existing products by cannibalizing the services of firm resources our analysis of product introductions within the pharmaceutical industry provides evidence of resource cannibalization and suggests that product market experience helps offset some of these costs

job mobility and gender based wage growth differentials i introduction evidence presented by goldin 1989 o neill 1985 and others shows that the gender wage gap is narrowing much of the narrowing has been attributed to changes in female employment behavior such as the increased consistency of labor force participation and investment in education however because wages are not yet equal questions remain for example does mobility play a role in the remaining wage gap in this paper we examine the role of mobility because this has been a relatively neglected area of interest for researchers concerned about the gender wage gap some evidence on gender differences in mobility and the returns to mobility has been presented but there is little consistency in the reported evidence keith and mcwilliams 1995 demonstrate that the mobility histories of young men and women differ significantly loprest 1992 reports that for a sample of individuals who worked full time for four consecutive years young men s wages grew twice as much when they changed jobs i e employers as young women s did however abbott and beach 1994 find that the wage effects of mobility for women are similar in magnitude to the gains that mincer 1986 and holmlund 1984 find for men given the sometimes conflicting results reported so far determining the extent and the cause of gender differences in wage mobility effects has important implications for gender wage gap arguments in this study we examine the patterns and the returns to mobility for young men and women to examine mobility patterns we disaggregate mobility into involuntary or employer initiated and voluntary or employee initiated separations we further disaggregate involuntary separations into layoffs and discharges and we further disaggregate voluntary separations into family related and non family related quits by examining the impact of each of these different types of job separation on wage growth and the difference in the relative frequency of each type of separation for men and women we can make inferences about the impact of early career mobility on the gender wage gap the remainder of this paper is organized as follows in section ii we review evidence on the returns to different types of mobility in section iii we present evidence on gender differences in mobility and wage growth we use data from the national longitudinal survey of youth nlsy to examine the mobility patterns of men and women and to calculate average wages and average wage growth in section iv we describe how we selected a sample and specified a model for estimating the determinants of wage growth in section v we examine the wage growth effects of different types of mobility controlling for starting wages and individuals fixed effects in section vi we discuss our conclusions ii the returns to different types of mobility workers change jobs for different reasons some voluntary and some involuntary there is some evidence that the returns to different types of mobility differ not surprisingly there is consistent evidence that employee initiated separations quits increase wage growth and that employer initiated separations layoffs and discharges decrease wage growth relative to staying with the same employer 1 additional evidence on the job mobility and wage growth of men has been offered as well bartel and borjas 1981 show that job related quits have a larger positive impact on wage growth than do non job related quits with the highest wage growth resulting from those quits that are associated with successful job shopping parsons 1989 shows that for young men an employer initiated separation with prejudice a discharge results in a larger wage penalty than an employer initiated separation without prejudice a layoff keith 1993 and keith and mcwilliams 1995 show that the number of previous discharges decreases and the number of previous job related quits increases the current wage for samples of young men

trends in earnings differentials by gender 1971 1981 this paper clarifies trends in relative earnings by sex over the decade 1971 1981 and decomposes these trends to determine which factors contributed to a decline and which to an increase our analyses are based upon data from the annual demographic files of the current population survey for 1972 and 1982 this study is unique in that it estimates earnings functions in each year which are corrected for selectivity bias it is found that such a correction markedly raises the progress of white women relative to men among blacks the impact of the selectivity bias correction was to substantially lower the relative earnings increase of women however the coefficients on the selectivity variable were not significant the findings suggest declining sex role specialization and discrimination as conventionally measured over the decade on the other hand contrary to expectations the total effect of variables reflecting the sex composition of the individuals occupation worked to widen the sex differential over the period the sex differential was also adversely affected by a decline in the relative return to education especially for whites authors modified

persistent wage dispersion and involuntary unemployment it is costly for firms offers to workers to be turned down both because firms must make additional offers and making offers is costly and because capital is underused or unused provided that workers apply to at least two firms for jobs there will be wage dispersion in equilibrium and some workers will randomly fail to receive any wage offers firms in the same industry with access to the same technology may nevertheless choose different levels of capital intensity firms using capital intensive technologies will pay higher wages

advertising and competition in the ethical pharmaceutical industry the case of antihypertensive drugs abstract this paper uses data on the majority of name brand antihypertensive drugs marketed in the united states during 1988 93 to test the hypothesis that advertising decreases the price elasticity of demand in the pharmaceutical industry this is the first study to directly estimate the effects of drug product promotion on the price elasticity of demand in this industry we find strong evidence of an advertising effect in particular detailing efforts the salient means for product promotion in this industry systematically lower price sensitivity given the inverse relationship between elasticity of demand and price it is likely that consumers pay higher prices as a result of the advertising that occurs in this industry our findings are thus consistent with hurwitz and caves who find evidence that advertising inhibits entry into this market but in contrast to earlier research that found no anticompetitive effect

pricing dynamics in the pharmaceutical industry pricing behaviour has traditionally been approached from the concept of long term static equilibrium this paper argues that this approach is inappropriate at least with respect to the pharmaceutical market because new innovation and patent expiry lead to a continually changing environment a theoretical analysis argues that price change will depend on the age of the therapeutic class the degree of brand loyalty the extent to which it is sold over the counter rather than on prescription and measures of competition the empirical results based on an analysis of the leading twenty five therapeutic class of pharmaceuticals in the usa the uk west germany and france over the period 1981 1988 tends to support the theoretical conclusions although it would appear that government controls in the uk are distorting profit maximizing behaviour more than in the other three countries

strategic pricing of new pharmaceuticals this paper provides empirical evidence on the leading factors affecting the prices of new pharmaceuticals both at introduction and after 4 6 and 8 years most important is the extent of therapeutic advance embodied in a new product for drugs which represent important therapeutic gains launch prices can be two or three times those of existing drugs used for the same purposes while drugs that largely duplicate the actions of currently available products are typically priced at comparable levels in addition the number of branded substitutes has a substantial negative effect on launch prices which reflects the importance of competitive pressures duplicate products thereby play an important economic role in pharmaceutical markets

equilibrium wage dispersion and interindustry wage differentials this paper develops a search theoretic explanation of interindustry wage differentials given coordination problems in the labor market the probability of filling a vacancy is an increasing function of the wage offered in equilibrium firms that find vacancies more costly will offer higher wages the model thus explains the persistence of interindustry wage differentials and their correlation with industry average capital labor ratio and profitability additionally the model predicts that high wage firms will receive more applications per job opening and that wages in the labor market will behave as strategic complements

pricing profits and technological progress in the pharmaceutical industry the decades old debate over pharmaceutical industry prices profits and innovation has again intensified a number of events coalesced to refocus public interest on pharmaceuticals contributing to public concern were bureau of labor statistics price index increases for pharmaceuticals far outpacing those for the products of other industries another prominent characteristic of the pharmaceutical industry has been its extraordinarily high reported profitability this article examines the phenomena that precipitated the current pharmaceuticals debate their historical antecedents and the principal questions at issue in the author s considered judgment a pell mell march toward regulation of pharmaceutical industry pricing could seriously impair the industry s incentives for investment in new products

vocational training and gender wages and occupational mobility among young workers this paper investigates the relationship between the gender wage gap the choice of training occupation and occupational mobility we use longitudinal data for young workers with apprenticeship training in west germany workers make occupational career choices early during their careers and women and men pursue very different occupational careers we reconsider whether through occupational segregation women are locked in low wage careers kunze 2005 or whether they can move up to higher wage paths through mobility we furthermore investigate whether patterns have changed across cohorts during the period 1975 and 2001 and whether effects vary across the distribution the main results are first while there exists a persistent gender wage gap over experience the gap has decreased over time second in the lower part of the wage distribution the gap is highest and it increases with experience third occupational mobility is lower for women than for men and the wage gains due to occupational mobility are higher for men than for women especially in the lower part of the wage distribution we conclude that occupational mobility has reduced the gender wage gap but lock in effects are still stronger for women compared to men

political influence and regulatory policy the 1984 drug legislation i introduction in the late 1970s and early 1980s dissatisfaction with the length complexity and cost of the drug approval process combined with rising prescription drug prices led to congressional attempts at reform these focused on two issues to compensate the developers of new drugs for the increasing costs and delays associated with fda approval and to increase the availability of generic drugs until 1984 these reform attempts failed i use the structure induced equilibrium sie theory of shepsle and weingast 1981 to examine why regulatory reforms prior to 1984 were stalemated and why the 1984 drug legislation was ultimately enacted my results show that prior to 1984 the preferences of the members of the key congressional committees were such that the proposed bills could not beat the status quo however changes in both membership and turnover on the house subcommittee on health and the environment combined with a change in the majority party in the senate led to a situation in which the 1984 drug legislation could defeat the status quo in both the house and the senate the drug price competition act facilitated the market entry of generic drugs following patent expiration by allowing generic versions of brand name drugs patented after 1962 to use an abbreviated new drug application anda 1 the patent term restoration act extended the patent lives of brand name drugs for up to five years to compensate for patent life lost during the fda approval process initial unsuccessful legislative reforms were introduced into congress in 1978 79 and 1981 82 but no legislative reforms were passed until 1984 these earlier unsuccessful reform efforts raise the following questions first why did the status quo prevail until 1984 as the legislative equilibrium second what endogenous changes occurred to produce the new legislative equilibrium in 1984 while much of the previous literature about the pharmaceutical industry has focused on the efficiency and distributive effects of public policy i focus on the theory of regulatory policy 2 the sequence of legislative actions leading to the 1984 drug legislation shows how competing interest groups representing brand name and generic drug firms forced legislators to face trade offs in accommodating their interests i look most closely at the members of the house and senate committees with jurisdiction over pharmaceutical regulation issues data representing brand name and generic firm or consumer interests are used to construct estimates of legislative preferences ideal points 3 then the sie theory is used to generate predictions about legislative behavior and outcomes to help explain the initial failure of regulatory reform in 1979 and its ultimate success in 1984 the results from the analysis explain both why the status quo prevailed in 1979 and why it was overturned in 1984 the analysis also illustrates how the industry and consumer groups represented on the relevant committees can protect their interests this occurred in both 1979 when the senate passed legislation favorable to the generic drug industry and 1981 when legislation supported by the brand name drug firms was passed in each case representatives of the unfavored interest group were able to block legislation in the house legislation was possible only when the majorities on the house and senate committees could agree on a single policy which could defeat the status quo in both committees moreover this policy provided benefits to both sets of industry interests represented by committee members the paper is organized as follows in sections ii and iii i describe the theory of political outcomes used in this analysis and provide some background on pharmaceutical regulation prior to the reforms the estimation of congressional ideal points is discussed in section iv sections v and vi examine congressional responses to the 1979 drug reforms and interest group activity in the 1980s

the wage effects of cumulative job mobility this analysis of data from the national longitudinal survey of youth shows that cumulative job mobility had statistically significant effects on wages in the years 1979 88 the direction of the wage effects positive or negative and their magnitude varied depending on the type of cumulative mobility examined employee initiated versus employerinitiated separations economic versus family related quits layoffs versus discharges the results also indicate that although men and women had different mobility histories men for example had been discharged more often than women and women had quit for family related reasons more often than men the wage effects of each type of cumulative mobility economic quits family related quits layoffs and discharges were similar for men and women tn this paper we examine the impact of cumulative job mobility on the subsequent wages of young men and women most previous work on this subject has focused on the impact of specific mobility events such as quits or layoffs rather than on the impact of total job history on wages researchers looking at single mobility decisions have consistently reported evidence that a change in employers does affect a worker s subsequent wage therefore it is reasonable to ask whether the impact ofjob change is cumulative that is does a worker s current wage reflect the impact of all past mobility decisions quits layoffs and discharges also since most of the

legal minimum wages and employment duration 1 introductionthe effect of a legal minimum wage on employee turnover is an important consideration when evaluating the effectiveness of a minimum wage policy if an increase in the minimum wage results in greater turnover then firms hiring costs are increased and the direct benefit to workers who are paid the minimum wage may be lessened a reduction in turnover on the other hand would mean more stability for employers and workers though access to minimum wage jobs may be reduced for job seekers despite the recent proliferation of studies on the effects of legal minimum wages their impact on turnover has received relatively little attention from economists this may be due to the fact that much of the literature focuses on the teen labor market where there is more churning than in the adult labor market gardecki and neumark 1998 the fact remains however that a significant proportion of workers hired at the minimum wage are adults and the effects of the minimum wage onthe turnover hazard are understudied 1standard economic theory suggests that a price floor such as a minimum wage results in fewer transactions and in rents for those suppliers who manage to sell in the context of the labor market this means workers in minimum wage jobs may be expected to receive rents and therefore may be less likely to quit another possible consequence of a minimum wage arises from imperfect information in the labor market combined with heterogeneity among workers and jobs prior to the start of an employment relationship the worker does not know all the relevant aspects of the job and the employer does not know all the important characteristics of the worker as a result in the absence of a mandated minimum wage job applicants may use wage offers to infer information about the nonpecuniary aspects of jobs thereby facilitating the matching process a binding minimum wage compresses the wage distribution so that a single wage is associated with a larger array of jobs this means that the wage offer becomes a poor indicator of a job s nonwage characteristics which leads to a higher proportion of poor matches and consequently more turnover this paper uses data on young men and women in the 1988 1994 rounds of the national longitudinal survey of youth nlsy to estimate the relationship between the minimum wage and the turnover hazard the extent to which the minimum wage binds varies across states both because of differences in state laws and because of differences in wage levels across states we exploit this variation to estimate turnover hazards as a function of the ratio of the nominal minimum wage to the state median wage this variable measures the extent to which the minimum wage binds we find some evidence that in states where the minimum wage is low relative to the state s median wage men hired at the minimum wage have lower employee initiated separation hazards than other low wage workers as the minimum wage rises relative to the prevailing median wage that is as the minimum wage becomes more binding men hired at the minimum wage are increasingly likely to leave their jobs at any given duration when the minimum wage is high relative to the median wage we find that men hired at the minimum wage have significantly higher employee initiated separation hazards than other low wage workers we interpret these findings as evidence that while rents may accrue to minimum wage workers the job matching process is undermined when the minimum wage binds our results apply to the men in our sample but not to the women indeed for women we find no connection between employment duration and the starting wage rate though we do uncover some evidence that for women in low wage jobs employment duration is more elastic with respect to the presence of family friendly fringe benefits than it is for men the paper proceeds as follows the next section explores the possible reasons minimum wages would affect turnover and discusses the existing empirical and theoretical research on this topic

pricing patent loss and the market for pharmaceuticals dustry the drug price competition and patent term restoration act of 1984 very clearly reflects the determination of policy makers to simultaneously address issues of price control and technical progress the 1984 act increased returns to innovation by extending the period of patent protection to take into account the time between receipt of a patent and food and drug administration fda approval of a drug for sale in the market the 1984 act also reduced the testing requirements for approval of new generic brands of existing chemical entities thus reducing entry barriers in markets where patents have expired the expected outcome from eased entry conditions for generic substitutes was substantially enhanced price competition and lower prices for brand name drugs in fact prices for brand name drugs have tended to increase following entry by generics wagner and duffy 28 examined price changes for top selling generics and name brands they show substantial price increases in brand name prices accompanying large reductions in generic prices as entry of generics occurs grabowski and vernon 9 examined data on 18 major orally administered rug products subject to generic competition between 1983 and 1987 and found that the name brand price increased by an average of 7 one year subsequent to generic entry and 11 two years following generic entry

the measurement of intellectual property rights protection this research improves upon empirical studies that examine the measurement of intellectual property rights ipr protection prior measures examine only one type of law or lack a component that addresses the actual enforcement of these laws the measure presented here uses three types of ipr laws and enforcement components for them

job mobility and wage trajectories for men and women in the united states young american workers typically change employers many times in the course of establishing their careers this article examines the consequences of this mobility for wage inequalities between and among men and women using multilevel modeling and data from the 1979 to 2002 waves of the national longitudinal survey of youth 1979 nlsy79 i disentangle the various ways in which mobility shapes the trajectories of wage growth findings caution against accepting the adequacy of prevalent economic models of mobility models that tend to isolate individual workers moves from broader patterns of work history and that treat mobility as a decontextualized individual choice although workers who frequently switch employers generally end up earning less than their more stable counterparts the type timing and relative level of changes strongly affect the ultimate wage differential differences in the degree of men s and women s labor force attachment and family circumstances are also influential workers who are l

the relative impact of actual and potential rivalry on firm profitability in the pharmaceutical industry this paper estimates the effects of actual and potential rivalry on profitability of firms in the u s pharmaceutical industry during the 20 year period 1963 82 the results show that during the 1960s actual rivalry among the sampled firms did not materially affect firm profitability but that during the 1970s competition among incumbents had an increasingly adverse effect on their profitability the results also show that potential competition significantly reduced drug firms profitability during the entire 20 year period copyright 1999 john wiley sons ltd

returns to scale in the long run the dynamic theory of cost the concept of scale economies is muddled by the problem specific nature of determining the length of run the distinction between the short and long run becomes a prime consideration in determining the appropriate time scale of economic decision making strategies these strategies center on the choice of factors of production that are assumed to be fixed when factor allocation decisions are to be made

generic entry price competition and market segmentation in the prescription drug market abstract this paper studies the effects of generic entry on post patent price competition for 18 prescription drugs recently exposed to competition an independent validating test of the generic competition paradox is conducted using a newly created data set each generic entrant is associated with an average 1 increase in the branded price the one way error component model accounts for intermolecular competition market segmentation and endogeneity of entry and finds branded prices increasing by 2 alternative definitions of entry suggest that price competition is confined to the generic market the unique payer type feature of the data offers empirical evidence supporting market segmentation

the dynamics of technological innovation the case of the pharmaceutical industry abstract this paper examines the mechanisms and dynamics of the process of innovation in companies and sectors of the chemical industry it is based on analysis of science and technology output indicators namely patents and innovations evaluated in terms of originality and in the case of innovations in terms of market success as well radical innovation ri is identified as the kingpin for the evolution of technologies in both the micro and macro economic context not only because it provides a model for imitation but also because it turns out to be more profitable for the innovating companies than incremental innovation at the micro economic level this paper examines the significance of diverse driving forces which lead a company to the launching of projects aiming at ri measures the length of commitment to such projects and describes the dynamic effects generated by the introduction of a successful ri and how they affect the company s subsequent r d and market orientation at the macro economic level this paper identifies the stages of youth growth maturity and decline of the subsectors of the chemical industry examines the distribution of ri and market successful innovations over the development of a sector describes the influence of market demand and capital investment on technological advance and compares the development of national chemical industries the paper concludes with an account of the dynamics of technological innovation in the chemical industry over the period 1930 1985 which is based on the empirical findings of the previous sections

male female disparity in starting pay empirical studies of the earnings of male and female workers persistently reveal a gap that is unexplained by the economic variables in these models this gap has been given two interpretations in the literature one holds that the gap reflects non market forces which distort the equilibrium relation among the wages of competing workers discrimination according to this view prevents female workers from being offered jobs commensurate with their qualifications and crowds them into low productivity occupations 2 the alternative interpretation holds that some substantial portion of the gap is an artifact the result of missing variables biased parameters or measurement error these researchers view the labor market as highly competitive and were it possible to correct for all these statistical problems the measured wage gap would largely vanish 3 this research belongs to the latter category we argue that a portion of the measured gap at least that observed between the earnings of young men and women during their first few years with their employers reflects sex related differences in the shares of investment in firm specific human capital borne by workers of each group moreover these variations in investment levels are freely chosen by women and in no way imply long run deficits in their earning power on the contrary the model predicts steeper earnings profiles of women who undertake this firm specific investment thus women s earnings are predicted eventually to overtake and surpass those of equally qualified men this theory was developed in earlier research by becker and lindsay 2 based on a model of hashimoto 11 12 and extensions by parsons 21 we argued that young women for nondiscriminatory reasons elect to shoulder a larger share of this investment than young men the explanation for this is developed in two stages the first derives the terms under which both male and female workers share the investment with their employers the second argues that female workers will be led by these considerations to bear a larger share workers of both sexes agree to enter into inflexible wage contracts with employers specifying a share of the investment i e a wage deduction from current mvp and a post investment wage the advantage to such contracts lies in the solution to an assymetric information problem the

the optimal organization of research evidence from eight case studies of pharmaceutical firms abstract in this paper we examine the results of interviews of scientists and executives in eight pharmaceutical companies on the issue of how best to organize the rd when the firm is playing catch up in an area of science where it is weak and when governmental policies force firms to carry out r d in particular locations

empirical age earnings profiles the human capital earnings function in which earnings are expressed as a quadratic in potential experience is probably the most widely accepted empirical specification in economics in spite of its widespread acceptance the human capital earnings function provides a very poor approximation of the true empirical relationship between earnings and experience the standard formulation understates early career earnings growth by about 30 50 and overstates midcareer growth by 20 50 however simple alternative specifications that fit the data are available

products liability and prescription drug prices in canada and the united states this article provides the first estimate of the degree to which product liability costs in this country contribute to the observed differences in pharmaceutical prices between the united states and canada measures of liability risk show up as large and strongly significant explanatory variables in regressions of u s and canadian price differences in the sample used here accounting for liability effects reduces the mean of the predicted price difference distribution by about one half and the median by about one third these reductions come about by virtually eliminating the upper tail of the distribution though liability effects cannot account for all the observed price differences in this sample they clearly must play a role efforts to explain international price differences in drug products which do not take account of the effects of differing legal systems are missing an important effect and suffer from a substantial omitted variable bias

segmented labor markets new evidence from a study of four race gender groups using data from a supplement to the 1983 current population survey the author tests hypotheses of segmented labor market theory two labor market sectors a primary sector and secondary sector are identified on the basis of occupational segmentation as inferred from workers answers to the question of whether specific skills or prior training were conditions for their employment the results show significant unexplained earnings differentials across sectors for each of four groups black men black women white men and white women other segmented labor market hypotheses are also generally supported by the results but distinct variations are found across the four groups

where to go workers reasons to quit and intra vs interindustry job mobility we show that workers reasons for quitting their job affect their decision to stay in or leave their industry using survey data among public sector employees in the netherlands workers quitting for e g pay work pressure or job duties move relatively often to another industry in contrast to workers quitting for commuting time or the atmosphere at work this suggests that workers use their experience in the initial job to update their expectations on other jobs in the industry as the first set of job aspects is more likely to be related among jobs within an industry than the latter furthermore it is shown that workers reasons to quit fully explain the differences in wage growth between intra and interindustry job movers lastly we find that workers who quit for pay or management often leave the public sector altogether the data used in this article are proprietary

the effects of college education on the male female wage differential researchers disagree on the reasons for the observed wage differential between males and females in the united states while some researchers attribute much of the wage differential to differences in endowments of productivity characteristics between the sexes others attribute it to discrimination in the labor market most researchers who believe that differences in endowments of productivity characteristics explain a large part of the wage gap between the sexes do not completely discount the existence of discrimination in the labor market even though there is a general agreement that discrimination accounts for part of the male female wage differential the proportion of wage differential found to be attributable to discrimination in research work depends upon the method of decomposing the wage differential and whether the researcher controls for occupational and industrial differences most estimates of the male female wage differential have used the decomposition analysis popularized by oaxaca 11 and blinder 2 this approach to decomposing the male female wage differential assumes that in the absence of discrimination the equilibrium wage equals either the male wage rate or the female wage rate depending on whether the male or female wage structure is used as the basis for decomposition of the wage differential unless this is true the discrimination component of oaxaca s approach to the decomposition of the wage differential is not consistent with becker s 1 competitive market discrimination coefficient for labor of different productivities defined as the difference between the observed wage ratio and the wage ratio that would prevail in the absence of discrimination if females are paid less than the value of their marginal product and males are paid more than the value of their marginal product as a result of discrimination elimination of discrimination will result in an equilibrium wage that is likely to be less than the male wage and greater than the female wage any decomposition analysis that uses either the female wage or the male wage as the reference wage will over or underestimate the effects of discrimination in explaining the male female wage differential this has led butler 3 to argue that it is impossible to

the wage and employment dynamics of minimum wage workers this study uses panel data to examine the wage and employment dynamics of minimum wage workers compared with workers earning above the minimum minimum wage workers are much more likely to be new entrants or to exit the labor market changes in industry occupation and access to job training are particularly important to improving the wages of minimum wage workers many minimum wage workers earn less than their potential wage temporarily because of nonwork circumstances that make higher paying jobs less attractive duration of minimum wage employment at one extreme if minimum wage workers were entry level workers who quickly accumulate skills that push their wages above the minimum a minimum wage hike would have a relatively short term effect on any given worker s income on the other extreme if all minimum wage workers find themselves in dead end jobs that provide no opportunities for wage growth a hike in the minimum wage could have long term effects on their incomes there are several studies that provide insights into the wage growth of minimum wage workers using 1984 1985 data from the survey of income and program participation sipp smith and vavrichek 1992 show that over 60 of workers earning the minimum wage in 1984 were earning more than the minimum wage one year later for those with wage gains the typical wage increase was approximately 20 long 1999 finds similar results using the 1992 1993 sipp using national longitudinal survey data from the early 1980s schiller 1994 finds that after entering a minimum wage job only 15 of continuing workers were still earning the minimum wage after three years while most minimum wage workers realize sufficient wage growth to rise above the minimum wage relatively quickly a significant minority does not the existing literature provides some insight into which workers are most likely to be stuck at the minimum a fairly consistent finding is that less educated workers and part time workers are less likely to rise above the minimum however the understanding of the processes at work in determining the extent of wage growth is limited

anticipatory sorting and gender segregation in temporary employment we examine the roots of gender segregation in the screening process by using a longitudinal data set of candidates considered for temporary projects at a staffing firm and following their progress through the hiring pipeline theories invoked to explain gender segregation across jobs traditionally rely on firm specific human capital and expectations of future commitment to explain this phenomenon these do not apply in this setting yet we find that the staffing firm is more likely to shortlist women for low paid projects and less likely to do so for high paid ones these effects are due to women being considered for different projects than men and associated at least partially to the level of competition within vacancies although client companies also exhibit some gender sorting behavior in the later steps of the hiring process they are more likely to prefer women and less likely to sort them into lower paid projects our findings are consistent with anticipatory gender sorting mechanisms by which first screeners generate segregation when narrowing down the pool of candidates for later decision makers we discuss the implications of this case for theories of gender stratification and workplace inequality especially in mediated labor markets this paper was accepted by jesper sorensen organizations

sex discrimination in the promotion process previous research has suggested that intra occupational earnings differences are the principal source of the long standing earnings gap between men and women following that line of research this study examines the extent of gender differences in the incidence of and returns to promotions drawing on the quality of employment panel the authors compare the earnings and promotion experience of men and women over the period 1973 1977 after controlling for unmeasured differences in job level and constant individual ability in a fixed effect model they conclude that the returns to promotion are comparable for men and women further analysis indicates however that women are held to higher promotion standards than men and therefore receive fewer promotions than men with equal measured abilities although the female male wage ratio in this sample increased by nearly 6 percent over four years the increase could have been as much as 9 2 percent if women and men had been held to the same promotion standards

labor supply preferences hours constraints and hours wage tradeoffs in a labor market with tied hours wage packages and wage dispersion for a particular type of job constrained workers may be willing to sacrifice wage gains for better hours when changing jobs likewise workers may accept jobs offering undesirable hours only if the associated wage gains are large we investigate this issue empirically by examining whether overemployment and underemployment on the initial and new job affects the relation between hours changes and wage changes for quitters our results generally support the view that an individual requires compensation to work in a job that given the individual s particular preferences offers unattractive hours

the tylenol incident ensuing regulation and stock prices the much publicized tylenol incident in 1982 led to stringent packaging regulations for over the counter pharmaceutical drugs the sudden incident and the swift progression of associated events offer a unique opportunity to assess the wealth effects of the resultant regulations the market value of common stock of johnson johnson makers of tylenol declined by approximately 29 percent amounting to 2 31 billion although other firms in the industry also suffered significantly their share price decline did not occur around the tylenol incident but occurred around the subsequent packaging reg ulation proceedings on average 28 other pharmaceutical firms analyzed in this study experienced a decline of 310 million per firm or a total of about 8 68 billion the results suggest that the regulation had a significant negative effect on the common stock prices of firms in the pharmaceutical industry

male female wage differentials in job ladders much of the male female wage differential exists because men and women are assigned to different jobs within narrow job categories there is no male female differential only a tortured taste theory of discrimination can reconcile these facts we argue that differential movement along job ladders entails comparative advantage so the ability standard for promotion is higher for women this implies that more able women will be passed over in favor of less able men women assumed to have the same ability distribution as men earn less the differential reflects females lower promotion probability not within job discrimination

estimating the impact of the r d tax credit on strategic groups in the pharmaceutical industry abstract the economic recovery and tax act of 1981 provided a 25 percent tax credit for increases in research and experimentation expenditures previous studies have shown considerable controversy about the effectiveness of various tax credits this study focuses on the response of the strategic groups in the pharmaceutical industry to the credit four strategic groups were formed using different levels of research intensity research sales and relative cash flow margin cash flow sales the change in research intensity following enactment of the tax credit was estimated the analysis found that the tax credit caused an increase in r d expenditures in addition the r d tax credit appears to have contributed to increased competitive r d spending among the firms in the pharmaceutical industry

product innovation product market competition and persistent profitability in the u s pharmaceutical industry increasingly strategy scholars are exploring the relationships between innovation competition and the persistence of superior profits sustained high profitability may result when a firm repeatedly introduces valuable innovations that service previously unmet consumer demands while the returns to the firm from each innovation may erode over time innovation ensures that overall the firm maintains a high performance position at the same time sustained high profitability may also accrue to firms that innovate less often but effectively avoid the competition that otherwise erodes high returns this paper elaborates these relationships before presenting an empirical analysis of the effects of differential innovative propensities and differential rates of competition on pharmaceutical firms abilities to sustain profit outcomes that are above those earned by competing firms the analysis which is situated within the u s pharmaceutical industry finds support for the expected relationship between high innovative propensity and sustained superior profitability but no support for a link between persistence and the ability to avoid competition copyright 1999 john wiley sons ltd

practical implications of game theoretic models of r and d the purpose of this paper is to survey recent game theoretic models of research and development and to ask whether they yield practical implications or testable hypotheses the papers i will be discussing have been written or published within the past five years they have a good deal in common relying upon similar assumptions and building upon each other because of this the literature surveyed here may seem narrow and some relevant work has probably been inadvertently omitted i apologize for these omissions for want of space i will not discuss the normative conclusions of this literature

the impact of differences in turnover rates on male female pay differentials economic theory suggests that wages vary with turnover rates because of hiring and training costs workers viewed as likely to quit can anticipate a wage discount workers in industries with high layoff rates may demand a compensating wage premium by pooling time series industry turnover rates by sex with 1970 census data we are able to examine the effect of past industry turnover on current earnings turnover proves to be important for both males and females although the wage discount for a high quit probability is larger for females when differences in turnover are taken into account the portion of the male female earnings gap explainable by human capital and socioeconomic variables increases by a factor of one half

bargaining sorting and the gender wage gap quantifying the impact of firms on the relative pay of women there is growing evidence that rm specic pay premiums are an important source of wage inequality these premiums will contribute to the gender wage gap if women are less likely to work at high paying rms or if women negotiate worse wage bargains with their employers than men using longitudinal data on the hourly wages of portuguese workers matched with balance sheet information for rms we show that the wages of both men and women contain rm specic premiums that are strongly correlated with employer productivity we then show how the impact of these rm specic pay dierentials on the gender wage gap can be decomposed into a combination of bargaining and sorting eects consistent with the bargaining literature we nd that women receive only 90 of the rm specic pay premiums earned by men notably we obtain very similar estimates of the relative bargaining power ratio from our analysis of between rm wage premiums and from analyzing changes in

globalization and gender wage inequality in china summary this paper uses an enterprise population level dataset to investigate the link between globalization and gender inequality in the chinese labor market we find that foreign and exporting firms employ more female workers than domestic nonexporters foreign participation and export orientation within the same region and industry significantly encourage female employment and reduce the gender wage gap furthermore we show that while a large gender wage gap exists for foreign and exporting firms it mainly reflects the difference in gender productivity gender wage discrimination is observed only among private nonexporting firms overall our results highlight the importance of globalization in encouraging female employment and reducing gender discrimination

uncertainty and ratification failure i study a game where two agents bargain on an agreement to replace the status quo for their agreement to come into effect they need the approval of a third agent the preferences of this third agent is private information but there is communication among agents i study this game in the context of international agreements to provide an explanation for involuntary ratification failures i show that under certain assumptions the informational deficiency is incurable due to incentives to misrepresent preferences and that a parliament whose majority is more hawkish than their executive prefers the executive to be risk averse

cumulative gender disadvantage in contract employment women s wages do not grow with experience or tenure as much as men s do many accounts of this cumulative gender disadvantage attribute it to women s underinvestment in firm specific skills yet if that were true this disadvantage would not exist where firm specific skills are not rewarded by the labor market this article investigates this argument in the context of contract employment where demand for firm specificity is minimal contrary to expectations men still receive higher rewards than women over time drawing on quantitative evidence and qualitative fieldwork using job histories of high skill contractors affiliated with a staffing firm the author finds support for two sources of women s disadvantage lower rates of movement across clients on the supply side and unmeasured demand side factors by which similar levels of tenure and client transitions accrue lower rewards to women implications for research on gender stratification and career advancement in nonformalized labor markets are discussed

employer discrimination evidence from self employed workers during the last two decades the issue of equality according to sex and race has become one of increasing importance to economists an extant literature on the economics of discrimination began with the pioneering work of becker 1957 this paper is an attempt to shed further light on the extent of employer discrimination by sex and race by comparing the earnings of self employed workers to their wage and salary counterparts in short if employer discrimination is a principal source of discrimination against blacks and women then we would expect the black white and female male earnings ratios to be higher for the self employed compared to their wage and salary counterparts no discrimination of this type is applicable to self employed workers in addition blacks and women should be relatively overrepresented among the self employed compared to wage and salary workers in the economy section ii of this paper further elaborates on this indirect method to estimate the extent of employer discrimination in the labor market for blacks and women in section iii the results of this method are presented using the 1978 current population survey as the data source results indicate the black white and female male earnings ratios are no larger for the self employed compared to their wage and salary counterparts even after making various attempts to adjust for differences in other variables that affect earnings and to limit the influence of consumer discrimination on the results

the political economy of the pharmaceutical industry e conomicsis a practical science since its inception as an independent discipline it has probed the major policy issues of the day the topics that aroused the interests of its practitioners have generally been those that presented government officials with critical choices the modern literature on the economics of the pharmaceutical industry is no exception this body of material originated with the investigations of the kefauver committee in late 1959 public interest was aroused by the spectacle of confrontation between committee and industry the record made by this committee and its successors grew to tens of thousands of pages as claims and counterclaims were offered regarding industry conduct and performance the primary line of attack concerned pharmaceutical prices and profits the committee demonstrated that prices generally exceeded direct costs of manufacturing for 22 major pharmaceutical firms in 1958 costs of goods sold were merely 32 percent of total sales u s senate report 1961 p 31 the committee argued that this fact alone demonstrated the presence of monopoly power while the substantial difference between revenues and production costs permitted high expenditures on research and development it also paid for even higher selling outlays moreover reported rates of return after taxes during this period on the order of 21 to 22 percent exceeded twice the average for all manufacturing the industry replied that on the contrary prices were low relative to the value afforded consumers and high returns on successful products were required to balance the losses from the large numbers of unsuccessful ones the relevant concept of marginal costs according to the industry position must include the costs of developing and marketing new products and therefore prices were not excessive at all although it admitted earning substantial profits the industry argued that without these returns research outlays would be limited and the number of new drugs reduced the committee countered that little of social value arose from industry research molecules were manipulated and the new drugs that resulted were therapeutically similar to those already on the market indeed it suggested that much