public sector pay and corruption measuring bribery from micro data abstract this study provides the first systematic measure of bribery using micro level data on reported earnings household spending and asset holdings we use the compensating differential framework and the estimated sectoral gap in reported earnings and expenditures to identify the size of unobserved unofficial compensation i e bribes of public sector employees in the case of ukraine we find that public sector employees receive 24 32 less wages than their private sector counterparts the gap is particularly large at the top of the wage distribution at the same time workers in both sectors have essentially identical level of consumer expenditures and asset holdings that unambiguously indicate the presence of non reported compensation in the public sector using the conditions of labor market equilibrium we develop an aggregate measure of bribery and find that the lower bound estimate of the extent of bribery in ukraine is between 460 million and 580 million u s dollars 0 9 1 2 of ukraine s gdp in 2003

public private sector wage differentials in canada evidence from the 1991 and 1982 surveys of consumer finance this paper extends the work of gunderson and shapiro and stelcner that considered wage differentials between public and private sector workers in canada using the 1971 and 1981 censuses respectively here the survey of consumer finances from 1991 and 1982 is used which allows for better distinction between public and private sector workers the estimated public sector premium is decomposed into an endowments component and a residual term estimates are corrected for sample selection bias with respect to the choice between full time and part time work in the two sectors tests for bias caused by self selection into the private and public sectors revealed no such bias as a benchmark the overall wage premium calculated for 1981 compares very well with that of shapiro and stelcner during the 1980s no significant increases in the public sector wage premium for males are found but the female premium increased significantly this may be due to changes in pay equity legislation in the public sector relative

public sector wages and bureaucratic quality evidence from latin america the purpose of this paper is to present evidence on public private wage differential for a sample of latin american countries and to discuss the relationship between public private wage differentials and bureaucratic quality in the region the paper starts by estimating public private wage differentials for a sample of 17 latin american countries covering 88 percent of the population of the region next the paper looks at the relationship between bureaucratic quality and public private wage differentials and finds that while there is no correlation between average public sector wages and bureaucratic quality there is a positive correlation between bureaucratic quality and the degree

why federal workers don t quit quit rates in the federal government are abnormally low some economists and the federal government itself have taken this to mean that federal wages are too high this paper provides an alternative explanation it shows that the timing of compensation across a career as well as its level affect quit rates pensions in particular impose large penalties on workers who quit early and the portion of federal pay in the form of pensions is very high this feature of the federal pay structure may explain its abnormally low quit rate as a general proposition quit rates are poor indices for judging pay adequacy

new evidence on public sector wage differentials this paper examines the nature of wage differentials for men and women in the public sector using a sample selection approach this includes the self selection that occurs in the sectoral choice process as well as the selection that arises in context of the labour force participation decision of men and women using 1991 current population survey data it is found that male workers in the public sector on an average earn higher wages than male private sector workers whereas the wage premium earned by women is undermined by a slightly greater degree of discrimination in the public sector

a switching regression model for wage determinants in the public and private sectors of a developing country governments in less developed countries face severe budgetary constraints given that public sector employment is a large part of modern sector employment the government wage bill h as come under increased scrutiny the central question is how do gove rnment wages compare with those in the private sector in this paper the authors develop and estimate a model to answer this question an important aspect of this model is the endogenous treatment of sector choice the estimation results full information maximum likelihood sound a strong warning against the use of ordinary least squares est imates that are based on sector specific samples data are from the i vory coast copyright 1988 by mit press

the groves scheme profit sharing and moral hazard considered in this paper is the problem of intrafirm resource allocation two incentive schemes the groves scheme and profit sharing have been presented in the literature as ways of dealing with this problem under conditions of asymmetric information in the absence of effort aversion by division managers it has been shown that truth telling forms a dominant strategy equilibrium using the groves scheme and a nash equilibrium using profit sharing the analysis in this paper allows for the problem of moral hazard effort aversion as well as the problem of asymmetric information it is shown that for a deterministic case in which the headquarters seeks to maximize a measure of total profits gross of divisional rewards a reinterpreted groves scheme will yield a dominant equilibrium at this equilibrium the headquarters implicitly considers the division managers effort levels as a cost to the firm it is also shown that in the presence of moral hazard profit sharing will not generally yield a nash equilibrium furthermore profit sharing may encourage the transmission of misinformation by a division manager so as to change the division s capital allocation and reduce the effort level subsequently selected by the manager

manual wage differentials collective bargaining and multi locational firms an analysis using northern ireland nes data harris r 1994 manual wage differentials collective bargaining and multilocational firms an analysis using northern ireland nes data reg studies 28 483 493 a number of studies have appeared in the literature which consider the impact on the wage distribution of for example gender and ethnic differences of union membership or coverage by collective agreements of firm size of belonging to the private vis a vis public sector of being self employed as opposed to an employee another potentially important determinant of wages is whether the firm employing an individual is locally owned or whether it is part of a multiregional or multinational organization which operates branches in various locations this paper sets out to investigate the size of this locational wage differential across all sectors for a region of the uk using a bivariate sample selectivity model where the choice of firm type i e locally owned or externally owned and union coverage are endogenous the results confirm that

compensating differentials and self selection an application to lawyers this paper models individual choice between two types of jobs as dependent on the difference in potential earnings and on preferences for nonpecuniary the model leads to simultaneous estimation of earnings and job choice functions in a manner that takes account of self selection of individuals into the sector of highest utility an application to lawyers choosing between private and public interest law casts doubt on the notion that public interest lawyers are accepting substantially lower earnings by virtue of their choice an impression derived from estimation of earnings functions without accounting for self selection the estimation technique also takes proper account of the choice based nature of the sample which appears to be important

wage differentials between the public and private sectors abstract public sector employment and the tax pressure has grown very rapidly in denmark in recent years this paper discusses a new policy option for government using its role as a dominant employer to reduce relative public sector wages the paper contains an empirical analysis of wage differences between the public and the private sectors in denmark using a longitudinal data set covering the years 1976 1985 fixed effect regressions show that a wage twist policy of this type has been used in these years one of the consequences of a wage twist policy in the public sector is recruitment and retention problems for public employees

bootstrapping statistical inferences of decomposition methods for gender earnings differentials applying the standard bootstrapping technique with corrections for heteroskedasticity for a sample of the 1997 urban household survey in china the present article attempts to test 1 whether the commonly used decomposition methods for gender earnings differentials give significantly different results and 2 whether the explained component is significantly different from the unexplained component which is commonly referred to as discrimination within each decomposition method based on a national data set the empirical results indicated some significant differences in both tests the implication of the results is that the proposed bootstrapping technique can be regarded as a guideline on applying which approach to decompose gender earnings differentials among different methods without losing important information and on evaluating the relative importance of the decomposition components for any chosen method

the gender wage gap among recent post secondary graduates in canada a distributional approach using the national graduates survey we examine the trends in the gender wage gap among recent post secondary graduates in canada between 1988 and 2007 female graduates earn on average 6 14 less than males during the period two to five years after graduation decompositions show that observable personal characteristics and job attributes can explain only a small portion of the wage gap we also find that men earn more than women at every point of the distribution interestingly the wage difference shrank in the lower half of the distribution in recent years while it increased in the upper half l ecart salarial entre les sexes chez les nouveaux diplomes postsecondaires une approche distributionnelle a l aide de l enquete nationale aupres des diplomes nous examinons les tendances dans l ecart salarial entre les sexes chez les nouveaux diplomes postsecondaires au canada entre 1988 et 2007 les femmes diplomees gagnent en moyenne de 6 a 14 moins que les hommes durant les 2 a 5 ans suivant l obtention du diplome des decompositions montrent que les caracteristiques personnelles et les attributs de l emploi observables ne peuvent expliquer qu une petite partie de l ecart salarial nous trouvons aussi que les hommes touchent plus que les femmes a chaque point de la distribution salariale de maniere interessante la difference de salaire a diminue dans la moitie inferieure de la distribution lors des annees recentes alors qu elle a augmente dans la moitie superieure

did community rating induce an adverse selection death spiral evidence from new york pennsylvania and connecticut using data from the 1987 to 1996 march current population surveys we find no evidence for the dire predictions of some that the imposition of pure community rating leads to a market wide reduction in insurance coverage by setting off an adverse selection death spiral specifically the percentage of individuals in small groups covered by health insurance did not fall in new york which enacted community rating legislation in 1993 relative to either pennsylvania which enacted no insurance reform or connecticut which enacted moderate insurance reforms without imposing community rating consistent with the predictions of the simple rothschild and stiglitz 1976 framework however we find that the new yorkreforms appear to have had a significant impact on the structure of the new yorkinsurance mark et specifically new yorkexperienced a dramatic shift away from indemnity insurance toward hmos while this shift tookplace during a period of nationwide increases in the percentage with managed care the increase in hmo penetration in new york s small group and individual markets was significantly greater than in pennsylvania or connecticut

the distribution of the male female earnings differential 1970 1990 the authors examine the male female earnings differential between 1970 and 1990 their objective is to provide consistent estimates that can be compared and interpreted over time and to assess the sensitivity of their results to alternative specifications the authors find that women made modest gains over the period standard decomposition techniques reveal that gender differences in observable characteristics do not explain much of the earnings differential most of the improvement in women s relative earnings has come by a decline in the unexplained component the authors also find that the differential varies systematically across age and education groups and across high and low income women coauthors are dwayne benjamin andree desaulniers and mary grant

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

adverse selection in health insurance markets evidence from state small group health insurance reforms abstract the past decade witnessed major changes in state laws governing the sale of health insurance to small employers states took measures to restrict insurers ability to distinguish between high and low risk customers because of concern about the low rate of coverage among workers in small firms the high prices in the small group market and the absence of federal health reform using both individual level and employer level data i test predictions about the effect of reforms on the employer provided health insurance market i estimate these effects for small firms and their workers using large firms and their workers in the same states as well as large and small firms and their workers in non reform states as comparison groups i find the reforms decreased the rate of employer coverage on average for workers in small firms by less than two percentage points within small firms low expenditure individuals experienced a larger decline in the rate of coverage through their employer while the coverage rate of high expenditure individuals rose slightly in some specifications there is also evidence that comprehensive reforms increased premiums slightly for small employers and that most of this increase was passed on to workers through higher employee contributions

government employment and the provision of fringe benefits this study uses individual level data from the united states to examine the influence of government employment on the provision of five major fringe benefits four of the five benefits are more likely to be provided to government workers than to their private sector counterparts unlike wage comparisons which typically find substantial overpayment only for federal workers the findings suggest that past wage differentials underestimate the true compensation advantage enjoyed by government workers

what has 20 years of public private pay gap literature told us eastern european transitioning vs developed economies this paper surveys the literature on public private sector pay differentials based on 20 years of research in transitioning countries of eastern europe ee and compares the results with estimates obtained from developed market economies the majority of empirical studies from ee economies found evidence of public sector pay penalties during the period of economic transition from a communist to market based economy in developed economies however the average differential is usually around zero or positive the public sector pay inequality reducing effect relative to the private sector is greater in transitioning economies than in developed economies nevertheless there is evidence that the sign of the public sector pay gap as well as the relative public sector pay distribution change with the progress of economic transition towards those usually observed in developed economies different pay setting arrangements between private and public sectors and competition for workers seem to be major arguments for the existence of systematic pay differences between the two sectors

occupational segregation and the gender wage gap in a dynamic east asian economy labor markets in the east asian miracle economies have undergone profound changes in recent decades as their comparative advantage in low wage labor diminished and jobs shifted toward higher skill manufacturing and services this study uses an occupational decomposition technique to examine how such shifts in east asia s occupational structures have affected trends in their gender wage gaps the wage gap is decomposed into across occupation and within occupation factors that are each further separated into wage and employment components results based on a comprehensive labor force data set for taiwan show that within occupation pay discrepancies account for the bulk of gender wage inequity

multiple dimensions of private information evidence from the long term care insurance market we demonstrate the existence of multiple dimensions of private information in the long term care insurance market two types of people purchase insurance individuals with private information that they are high risk and individuals with private information that they have strong taste for insurance ex post the former are higher risk than insurance companies expect while the latter are lower risk in aggregate those with more insurance are not higher risk our results demonstrate that insurance markets may suffer from asymmetric information even absent a positive correlation between insurance coverage and risk occurrence the results also suggest a general test for asymmetric information

recent two stage sample selection procedures with an application to the gender wage gap recently developed two stage estimation methods of sample selection models are used in the context of data from the 1989 labor market activity survey to examine labor supply decisions and wage outcomes for employed men and women recent hypothesis test procedures are used to test for no sample selection and to test for a parametric against a semiparametric selection correction procedure we conclude that selection is indeed an issue for the sample at hand and that the semiparametric specification is appropriate we also present the standard decomposition of the gender wage gap into its explained and unexplained portions

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

would nonprofit workers accept to earn less evidence from france this article focuses on wage differentials between french nonprofit for profit and public sectors considering the public sector allows testing more extensively the labour donation theory preston 1989 the findings support this theory because nonprofit workers accept to earn significantly less than they would earn in the for profit and public sectors they also suggest differences in the motivations of workers in these sectors nonprofit workers are attracted to their work for reasons transcending material compensation

asymmetric information in insurance general testable implications several recent articles on empirical contract theory and insurance have tested for a positive correlation between coverage and ex post risk as predicted by standard models of pure adverse selection or pure moral hazard we show here that the positive correlationproperty can be extended to general setups competitive insurance markets and cases where risk aversion is public we test our results on a french dataset our tests confirm that the estimated correlation is positive they also suggest the presence of market power

insurance premium allocation and loss prevention in a large firm a principal agent analysis abstract faced with increased insurance costs large firms are turning to a more systematic allocation of premium costs to subsidiaries an approach which capitalizes on economies of scale in a corporate wide management of aggregated risks risk pooled across divisions as well as subsidiaries such practice however raises a number of problems i what part of the aggregate risk should the firm self insure ii how should premium costs be allocated between subsidiaries iii how much effort should subsidiaries invest in loss prevention programs and how should they manage claims i e co insure themselves iv how can the parent firm induce managers of subsidiaries to control subsidiaries risk thereby reducing future premium payments and moral hazard or what premium incentive scheme can the firm devise to penalize or compensate subsidiaries investing less than an optimal effort in loss prevention to deal with these problems a conceptual framework based on a principal agents analysis and the definition of a liability account for each subsidiary is developed which is used to reduce the problems of moral hazard due to a less than perfect or indirect monitoring system specifically assumption regarding the premium allocation incentive scheme are made and explicit solutions are obtained for the control of subsidiaries loss prevention effort allocation

why the gender gap in wages narrowed in the 1980s since 1976 the gender gap in wages on average declined by about 1 per year this article focuses on identifying the factors underlying this trend three data sets are analyzed the current population survey the panel study of income dynamics and the national longitudinal survey we find that convergence in measurable work related characteristics schooling and work experience explains one third to one half the narrowing the remainder is attributable to a relative increase in women s returns to experience as well as to declining wages in blue collar work and other factors

evolution of the gender earnings gap among canadian university graduates this paper reports the results of an empirical analysis of the gender earnings gap among recent canadian bachelor s level university graduates the overall gap as of two years leaving university narrowed significantly across successive cohorts of graduates but widened significantly from two to five years out for all groups differences in the explanatory variables explain account for between 40 and essentially the entire gap across the different periods this portion rising from two to five years out and across cohorts by the final group all of the gap is thus explained at the two year point in time and most of it is explained at the five year mark meaning that labour market returns measured in this manner are largely gender neutral for the last group of graduates hours of work is the single most important influence while past work experience job characteristics family status and province of residence and language have smaller and more mixed effects

the influence of wages and house prices on british interregional migration decisions this paper considers the paradox of a consistent net outflow of people from areas of high job creation and wages over the past 20 years and suggests the explanation that different individuals have different motivations for moving the labour force survey indicates that workers moving for job reasons have migrated to areas of low unemployment and high nominal wages however the inflow into such areas has been more than compensated for by an outflow of people moving for non job reasons a logit analysis of destination choice indicates that job movers are attracted to areas with high wages but are not affected by high house prices in such areas in contrast active non job movers are deterred from areas of high house prices regional house price differences do not influence the destination choice of homemakers or the terminally sick but they do influence the destination choice of retirees all groups prefer to travel the least distance when moving

the public pay gap in britain small differences that don t matter the existing literature on inequality between private and public sectors focuses on cross section differences in earnings levels forward looking agents however care about income and job mobility too which we show are substantially different between the two sectors using data from the bhps we estimate a model of income and employment dynamics allowing for unobserved heterogeneity in the propensity to be employed in eitherjob sector we detect a positive average public premium both in income flows and in the present discounted sum of future income flows we also find that income inequality is lower but more persistent in the public sector there is an ongoing debate as to whether public sector workers experience better or worse pay conditions than their private counterparts a recurring message in the recent literature is that although raw differences can be large most are likely to reflect differences in the composition of the workforce both in terms of observed characteristics such as age and education and in terms of unobserved characteristics nevertheless a look at labour markets in the two sectors suggests that individuals do perceive some differences between the sectors katz and krueger 1991 document the fact that blue collar workers are willing to queue to obtain public sector jobs whereas highlyskilled workers are notoriously hard to recruit and retain in the public sector the focus of most of the literature on public pay gaps is on cross section differences in earnings levels 2 yet the public private differences are arguably equally marked in terms of income mobility income volatility and job loss risk than in terms of mean income levels public sector employers are widely perceived to offer more job security 3 there is also plentiful evidence of relative wage compression in the public sector moreover as we shall point out public sector incomes are substantially more persistent over time than private sector incomes the motivating point of this article is that forward looking agents are likely to care about income and job mobility as well as income levels so that a more general assessment of the existence and magnitude of a public premium should be based on

examining equality between public and private sector wage distributions i introduction institutional political and economic factors all contribute to the determination of public sector wages for example the public sector is almost the only place in many advanced economies where unions continue to have a significant presence and an influential voice in setting wages and conditions of work political factors such as desiring to be a good employer may also influence the public sector wage structure as a good employer governments may offer low skilled workers higher rates of pay than they might get in the private sector on the other hand the public sector may be adverse to paying very skilled workers high rates of pay if the public does not like to see public sector workers earning too much economic factors such as spending and tax receipt limits can also affect the wage structure in the public sector all of these factors could make the public sector labor market be less efficient than that of the private sector from an economic perspective if government workers are paid more than private sector workers ceteris paribus then taxes are being wasted if private sector workers are paid more than government workers governments cannot recruit and retain appropriately skilled and productive workers to make the wage structures comparable many countries use surveys to ascertain the prevailing earnings levels for jobs in the private sector that are similar to public sector jobs however as fogel and lewin 1974 and gregory 1990 point out these survey methods are fraught with biases that may affect comparability of wages indeed there is little empirical evidence that wages between the two sectors are equal bender 1998 and gregory and borland 1999 survey the current literature on public private wage differentials and report that most studies find that central governments pay more on average compared to the private sector even after controlling for differences in the productive characteristics of workers furthermore as elliott et al 1999 find comparability in pay is currently important in the debates over public sector pay reform particularly in europe the institutional and political factors outlined above are waning in importance and economic considerations are seemingly coming to the fore because of perceptions of the overpayment of public sector workers and the desire to cut government wage bills politicians in these countries are devising policies to align average rates of pay by slowing the relative rate of public sector wage growth the policies should be different however if wage distributions are not the same indeed there is some evidence that the distributions differ as found in the double imbalance concept articulated by schager 1993 katz and krueger 1993 and elliott and duffus 1996 this imbalance is characterized by public sector workers at the lower end of the occupational hierarchy receiving the largest wage premia and workers at the upper end earning less than their private sector counterparts if the distributions are incomparable ceteris paribus mandating equal average rates of pay growth will not ensure comparability policies aimed at realigning wage structures at the ends of the distribution should then be followed to promote comparability this article compares public and private sector wage distributions and examines the extent to which focusing exclusively on differences in mean wages obscures the true nature of the wage relativities data from the british social change and economic life initiative sceli are employed to investigate comparability this data set is well suited for a comparability study given the range of personal and job characteristics that control for differences in public and private sector jobs moreover the data were collected in 1986 before substantial reform of public sector pay in the united kingdom reviewed in bender and elliott 1999 this offers a test to see if the reform policies were appropriate to promote wage comparability

union wage differentials in the public and private sectors a simultaneous equations specification the paper attempts to integrate new approaches to estimating union wage effects with the analysis of public private sector wage differentials estimates of the union differential in both public and private sectors allowing for the endogeneity of union status are presented the hypothesis that the recently measured rents to public sector employment primarily reflect the recent increase in unionization in that sector is examined and receives considerable empirical support there was evidence of positive selection into the union sector especially for private sector workers union status appears to be strongly influenced by the expected wage gain from joining the union sector

endogenous information adverse selection and prevention implications for genetic testing policy we examine public policy toward the use of genetic information by insurers individuals engage in unobservable primary prevention and have access to different prevention technologies thus insurance markets are affected by moral hazard and adverse selection individuals can choose to take a genetic test to acquire information about their prevention technology information has positive decision making value that is individuals may adjust their behavior based on the result of the test however testing also exposes individuals to uncertainty over the available insurance contract so called classification risk which lowers the value of information in our analysis we distinguish between four different policy regimes determine the value of information under each regime and associated equilibrium outcomes on the insurance market we show that the policy regimes can be pareto ranked with a duty to disclose being the preferred regime and an information ban the least preferred one

effects of trade unions on the earnings differential between males and females canadian evidence this paper examines whether trade unions have affected the earnings gap between male and female workers in canada based on a sample of 4 093 individuals derived from the survey of union membership the results of regression analysis suggest that unions have increased the relative earnings of male workers even after the difference in the level of unionization between males and females is accounted for the results also indicate that the relative wage effect differs substantially between the public and private sectors

the impact of unionization on male female earnings differences in canada the impact of unionization on male female earnings differences in canada is analyzed using data spanning 1981 to 1988 a period in which the male female unionization gap narrowed considerably gender differences in union density union wages and nonunion wages are decomposed into characteristics related and discriminatory components we find that the drop in the gender unionization gap prevented an increase of 7 percent in the overall wage differential between men and women also male female earnings differences in the nonunion sector make a substantially larger contribution to the gender earnings gap than do those in the union sector

public private wage differentials in greece separate earnings functions for public and private sector by gender are estimated for greece with appropriate correction for selectivity bias using family expenditure survey data for 1988 then a comparison of the average pay that would be received by public and private sector employees if they were paid according to the same pay structure is undertaken the empirical evidence suggests that while the observed pay advantage of male public sector employees is rather explained by higher qualifications in the case of women qualification differences partly explains the observed public private wage differential

pay differences among the highly paid the male female earnings gap in lawyers salaries this article uses very detailed information on graduates of the university of michigan law school to examine male female pay differences in that population men and women in this population have virtually identical human capital on graduation from law school allowing us to examine carefully the different impact of children and work history on men s and women s careers and earnings taking time from work in order to care for children reduces wages significantly but a rich set of controls including childcare work history school performance and job setting measures still leave one fourth to one third of the earnings gap unexplained

gender differences in observed and offered wages in canada 1980 according to the 1981 census of canada the female rate of pay is 30 percent less than the male rate the average female wage offer however is only around one half of that received by males other things being equal slightly more than one half of the difference in observed wages can be explained by diffe rences in wage related characteristics between males and females two fifths of the disparity between wage offers can be explained by the same set of factors analysis of the distribution of wage offers indicates greater wage inequality in the canadian labor market than suggested by study of observed wages

asymmetric information incentives and intrafirm resource allocation this paper considers the question how should a firm allocate a resource among divisions when the productivity of the resource in each division is known only to the division manager obviously if the divisions as represented by their managers are indifferent among various allocations of the resource the headquarters can simply request the division managers to reveal their private information on productivity knowing that the managers have no incentive to lie the resource allocation problem can then be solved under complete or at least symmetric information this aspect is a flaw in much of the recent literature on this topic i e there is nothing in the models considered which makes divisions prefer one allocation over another thus although in some cases elaborate allocation schemes are proposed and analyzed they are really unnecessary in the model we develop a division can produce the same output with less managerial effort if it is allocated more resources and effort is costly to the manager we further assume that this effort is unobservable by the headquarters so that it cannot infer divisional productivity from data on divisional output and managerial effort given these assumptions we seek an optimal resource allocation process our results show that certain types of transfer pricing schemes are optimal in particular if there are no potentially binding capacity constraints on production of the resource then an optimal process is for each division to choose a transfer price from a schedule announced by the headquarters division managers receive a fixed compensation minus the cost of the resource allocated to them at the chosen transfer price resources are allocated on the basis of the chosen transfer prices if there is a potentially binding constraint on resource production a somewhat more complicated but similar scheme is required

optimal transfer pricing schemes for work averse division managers with private information abstract this paper models a decentralized firm under information asymmetry and effort disutility on the part of managers we assume that managers choose efforts before observing some private information however after the effort choice managers receive private information on their cost parameters which they report to the headquarters there exist many situations in which managers need to take efforts before obtaining private information for example the regular maintenance effort on the machine the effort on rd 2 under certain demand conditions managers cannot receive any information rent benefit for their private information even if they have the option to renege on the contract after obtaining their private information

does more mean less the male female wage gap and the proportion of females at the establishment level we examine the theoretical empirical and public policy implications of the pro portion of females in the establishment arrow s model of heterogeneous employer discrim ination provides predictions that are tested empirical results indicate support for the theory using establishment data but a contradiction is obtained with the individual data it is es timated that the proportion of females in the establishment accounts for 26 per cent of the gender log wage gap implications for employment equity are considered in the context of a new method of decomposing the log wage gap and indicate that such public policy can reduce this gap by 20 per cent jel classification j71 and j78

a modified switching regression model for earnings differentials between the public and private using dutch 1986 data the wage differentials between public sector and private sector workers are investigated by employing a variation of the switching regression model this model imposes fewer identification restrictions on the parameters of the model than the standard switching regression model the estimation results show that some categories of public sector workers earn substantially less than private sector workers copyright 1993 by mit press

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

public and private sector wages of male workers in germany we analyze several statistical assumptions used in empirical models on public private sector wage structures based on data for germany which contain a large range of background variables usually not available in other studies we investigate the sensitivity of results to various specification and identification assumptions the standard switching regression model is extended to allow for endogeneity of education level experience and hours worked these extensions lead to considerably different parameter estimates we compare conditional and unconditional wage differentials between the public and the private sector for the various specifications these differentials are sensitive to identification assumptions but robust across specifications which do and do not allow for endogeneity of education experience and hours worked

government wage differentials a sample selection approach this paper uses the econometrics of sample selection to estimate the net wage differential between workers in the public and private sectors of the united states the results indicate workers self select by systematically locating in the sector which offers them the higher expected wage as a consequence previous research based on the assumption of random allocation between sectors is subject to serious specification bias the present estimation indicates government workers are slightly underpaid taking into account their observed characteristics and the selection process

community rating and the market for private non group health insurance abstract prior research on adverse selection in health insurance markets has found only mixed evidence for adverse selection in group settings we examine the impact of state community rating regulations enacted in the 1990s which greatly limited insurers ability to risk rate premiums to determine if adverse selection is more evident in non group insurance markets using data from large national surveys we find evidence of a shift to a less healthy pool of non group enrollees as a consequence of community rating community rating made healthy people 20 to 60 less likely to be insured by non group health insurance in addition we found evidence that young and healthy people were 20 to 30 more likely to be uninsured as a result of community rating we also find evidence that individuals in poor health were 35 to 50 more likely to be insured in the non group market but only limited evidence suggesting that persons in poor health were less likely to be uninsured our results are further supported by findings suggesting that non group enrollees were sicker as a result of the community rating laws lastly we find evidence suggesting that hmo penetration in the non group market increased disproportionately in states that implemented community rating relative to states that did not

the effect of self employed health insurance subsidies on self employment abstract this paper estimates the effect of an increase in the deductibility of health insurance premiums for self employed individuals on the probability of being self employed using a panel of tax returns from 1999 to 2004 we estimate fixed effects instrumental variable regressions for the probability of being self employed entering into self employment and exiting from self employment our results suggest that this policy increased the probability of being self employed by 1 5 percentage points and increased the probability that a taxpayer would be primarily or exclusively self employed by 1 1 and 0 35 percentage points respectively these effects explain about a third to a half of the total increase in self employment by these definitions over the sample period we also find that the probability of entering self employment increased by 0 8 percentage points and find suggestive evidence that the probability of exit decreased by 2 8 percentage points

public and private sector wages in the netherlands there is much debate in the netherlands about underpayment of public sector workers relative to private sector workers in this paper we analyze the wage structures in both sectors using an endogenous switching regression model unlike previous dutch studies we find that the earnings prospects of public sector workers are better in the public sector than in the private sector for private sector workers we find the exact opposite their earnings prospects are better in the private sector moreover the allocation over sectors points to comparative advantages

an analysis of workers choice between employment in the public and private sectors this paper estimates the extent to which workers with different personal characteristics are likely to be employed in the public versus the private sector the author develops a reduced form two wa

thedouble negativeeffect onthe earnings of foreign born females in canada this paper contributes to the debate over immigrant quality by examining whether or not a double negative effect on the earnings of female immigrants exists in canada contrary to popular belief this study observes that labour market adjustments occur at a faster rate for female immigrants than for male immigrants the results indicate that immigrant women in canada suffer from a double negative effect mainly because of gender earnings discrimination rather than birthplace discrimination earnings discrimination by birthplace is more pronounced among males than females the findings suggest that in evaluating immigrant quality researchers should take into account the potential role of labour market discrimination

an analysis of public and private sector wages allowing for endogenous choices of both government and union status a general selection model is estimated in which workers select across four labor markets private nonunion private union public nonunion and public union evidence is found of positive selection bias in the private nonunion sector and of negative selection bias in the public union sector union wage differentials in the public and private sectors as well as public private wage differentials are then calculated two different types of wage differentials are contrasted we discuss when it is appropriate to use each type of differential

public private wage differentials in haiti do public servants earn a rent abstract this study uses a newly collected data set on haiti where data are very limited to assess how individuals are selected into the public vs private sectors and to estimate public private sector wage differentials the central question is whether or not public servants are earning a rent the estimation procedure is an extension of heckman s 1979 sample selection technique to the case where two selection rules generate the sample the procedure first estimates by bivariate probit analysis the probability of employment in the public or private sector and then for those in the public sector the probability of employment in the state owned enterprises soes vs public administration wage functions are then estimated for all three sectors using the inverse mills ratios from reduced form probits selectivity bias is found to exist in one sector soes correction for this bias in the wage equations lowers the wage differentials between the soe and the private sector and the soe and public administration as is clearly demonstrated by the oaxaca decomposition of these estimated mean differentials nevertheless the corrected findings still indicate that the public sector especially the soes earn a sizable rent

does health reform affect self employment evidence from massachusetts this paper evaluates whether the implementation of the 2006 massachusetts health reform law affected the decision of taxpayers to be self employed using both difference in differences and synthetic control methods on a panel of tax returns that spans 1999 2010 though tenuous our results suggest that the reform led to a decline in the rate of taxpayers earning a majority of income from self employment in addition it appears to have had a positive impact on earning some self employment income among joint filers and earning the majority of income from self employment among older taxpayers but these were offset by negative impacts on single filers and taxpayers age 35 49

public private sector wage gap by gender in egypt evidence from quantile regression on panel data 1998 2018 abstract this paper estimates the public formal private wage gap in egypt using egypt labor market panel survey for the 20 year period of 1998 2018 for men and women separately we estimate the public formal private sector wage gap with wage equations including a public sector indicator both at the mean and at different quantiles of the conditional wage distribution using the panel feature of the data we also address the endogenous employment and the sector of employment selection issue and find a persistent public wage penalty for the males and public wage premium for the females except at the top even after controlling for the observable and the time invariant unobservable characteristics we further examine the public wage gap over time and in different sub samples by potential experience skill levels and regions generally the results are consistent with a decrease in the public wage gap for both men and women over the period considered we further provide evidence on the quality of workers we find that the public sector fails to attract better quality men throughout the conditional wage distribution while it manages to attract better quality women in the lower parts of the conditional wage distribution but not at the top all on the basis of time invariant unobservable attributes these results indicate concern for the efficient provision of public services

how has small group market reform affected employee health insurance coverage abstract in the early 1990s over 40 states passed legislation designed to limit a number of exclusionary practices by insurers in the small group market in order to improve the availability and affordability of health insurance to employees in small firms in this paper we address the effects of reform on the likelihood that workers are offered insurance have employment based coverage or are policyholders of an employment based plan we use differences in differences dd and differences in differences in differences ddd estimators to evaluate the differential effects of alternative reform measures on high and low risk workers we generally find little effect of reform on offer rates and find that in states with the most stringent reform employment based coverage and policyholder rates increased for high risk workers relative to low risk workers our results also indicate that the effects of reform varied significantly by the extent to which states adopted guaranteed issue