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

measuring and decomposing the gender pay gap a new frontier approach abstract the gender pay gap measures the differences in the wages earned by female workers when compared to male workers accurately measuring the gender pay gap is an important exercise in order to assess how far we are from the ideal of equal pay for work of equal value determining the different sources of the gender pay gap is also very important in order to design appropriate policies for eliminating this gap we develop an enhanced method to measure and decompose the gender pay gap this method is based on the data envelopment analysis dea technique and on the malmquist index mi we use dea and the mi to construct an index reflecting an adjusted measure of the gender pay gap taking into account multiple productive characteristics and multiple types of pay furthermore we propose a decomposition of the gender pay gap into four components same gender pay gap cross gender frontier gap magnitude productive characteristics bias and pay package bias the method is applied to data relative to 15 712 men and 17 175 women working as business and administration associate professionals in the finance and insurance industry in 20 countries the results reveal the existence of a gender pay gap in all countries and that the value of the gap and of its components vary considerably between countries requiring different policies to tackle it

panel estimates of male female earnings functions this paper applies single and simultaneous equation fixed effects fe and random effects re panel data estimation techniques to obtain male and female earnings function parameters using the panel study of income dynamics psid the paperfinds that earnings appreciation with experience and depreciation with labor market intermittency are comparable for men and women further skill atrophy rates increase not decrease once one controls for heterogeneity and endogeneity finally the unexplained male female wage differential declines from 40 percent to 20 percent when one adjusts for heterogeneity adjusting for endogeneity depends very much on the choice of instruments however when adjusting for endogeneity the gender earnings gap falls and approaches zero percent these results hold for two separate subsamples so that the estimates appear robust independent of sample selectivity

the structure of the female male wage differential is it who you are what you do or where you work the efficacy of policies to narrow the malelfemale wage differential depends partly on the size of the portion s of the gap targeted previous research finds no between sex wage gap within occupations within employer job cell this is the first study to disentangle segregation by occupation from that based on employer or on job cell in five industries controlling for other forms of segregation occupational segregation produces a gap of 11 percent manufacturing to 26 percent services the wage gaps from establishment and job cell segregation are about 6 percent each since comparable worth acts on the occupation and job cell components it has a potentially large impact

wage loss following displacement the role of union coverage using two canadian data sets the authors explore the role of union coverage in displaced workers wage losses while only 32 of the workers had unionized jobs prior to displacement the wage loss suffered by these workers represented about 80 of the wages lost by all displaced workers in both samples losing union status was associated with large losses whether or not a worker switched industries after displacement extrapolating the results to the united states the authors estimate that one third to one half of u s displaced workers wage losses may be due purely to the loss of union coverage

rationing by waiting and the value of time results from a natural experiment the authors analyze data from a natural experiment with rationing by waiting in the situation motorists were confronted with a choice between waiting in line for low priced gasoline or purchasing at a higher price without waiting they view this as a revealed preference experiment and use their choices to estimate the value of time spent waiting as a function of individual characteristics in most cases the estimates of the value of time are quite similar to individuals after tax wages 13 references 7 tables

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

the political economy of gender explaining cross national variation in the gender division of labor and the gender voting gap mainstream political economy has tended to treat the family as a unit when examining the distributional consequences of labor market institutions and of public policy in a world with high divorce rates we argue that this simplification is more likely to obscure than to instruct we find that labor market opportunities for women which vary systematically with the position of countries in the international division of labor and with the structure of the welfare state affect women s bargaining power within the family and as a result can explain much of the cross country variation in the gender division of labor as well as the gender gap in political preferences

gendering the varieties of capitalism a study of occupational segregation by sex in advanced industrial societies this article explores the unintended gendered consequences of employment protection and vocational training systems it develops a micrologic of skill investment by workers and employers to identify the mechanism by which specific skills become disadvantageous for women the central claim of the article is that institutions that encourage male investment in specific skills exacerbate occupational sex segregation the article finds that coordinated market economies because of their robust institutional protection of male skill investments are generally more sex segregating than are liberal market economies the empirical section provides cross sectional analyses of advanced industrial countries

a longitudinal analysis of white women s wages according to human capital theory women s work participation decisions will strongly affect their wages and wage growth we test human capital predictions about how labor force withdrawals both past and prospective part time work experience and working in male rather than in female jobs affect wages and wage growth for white women we do this by estimating a wage change model for the years 1967 1979 for a national sample of white women we find that wages drop immediately following withdrawals but that this is followed by a rapid wage growth so that the net loss in wages from dropping out of the labor force is small we further find that wage growth is not significantly lower in female than in male jobs but that part time work experience does not lead to significant wage growth in either male or female jobs

is there a glass ceiling over europe exploring the gender pay gap across the wages distribution using harmonised data from the european union household panel we analyse gender pay gaps by sector across the wages distribution for ten countries we find that the mean gender pay gap in the raw data typically hides large variations in the gap across the wages distribution we use quantile regression qr techniques to control for the effects of individual and job characteristics at different points of the distribution and calculate the part of the gap attributable to differing returns between men and women we find that first gender pay gaps are typically bigger at the top of the wage distribution a finding that is consistent with the existence of glass ceilings for some countries gender pay gaps are also bigger at the bottom of the wage distribution a finding that is consistent with sticky floors third the gender pay gap is typically higher at the top than the bottom end of the wage distribution suggesting that glass ceilings are more prevalent than sticky floors and that these prevail in the majority of our countries fourth the gender pay gap differs significantly across the public and the private sector wages distribution for each of our eu countries

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

occupational attainment and gender earnings differentials in mexico women earned about 20 8 less than men in mexico in 1987 a difference that increased to 22 0 by 1993 using 1987 93 data from mexico s national urban employment survey the authors study the role of occupational attainment in this wage differential most of the 1987 93 increase in the gender log monthly earnings gap they find can be explained by relative chnges in human capital endowments wage coefficient changes would have slightly reduced the gap all else equal the increasing male female earnings differential was tempered by a substantial decline in gender differences in occupational attainment from 1987 to 1993 most of the male female differences in earnings in both 1987 and 1993 can be explained by differences in rewards to individual endowments rather than gender differences in endowments

job displacement relative wage changes and duration of unemployment using special cps data on displaced workers this article investigates the wage consequences of job displacement in a framework that emphasizes the effects of past job duration s and unemployment duration s on postdisplacement wages our model also attempts to take account of the simultaneity between unemployment duration and the postdisplacement wage it is found that duration strongly reduces subsequent earnings and that considerable overstatement of the loss in firm specific training investments is implied by conventional routes to measuring wage losses

the gender gap in pay in company boards the aim of this study is to analyze whether a gender wage gap exists in the boards of directors bd of companies listed on the madrid stock exchange from 2004 to 2011 we hypothesize that the percentage of female directors on a bd the presence of female directors on the nomination and compensation committee the presence of well qualified independent women directors on bd the sector and the geographical region have an effect on the gender wage gap the results show that the percentage of female directors on a bd and the geographical region have no effect on the gender wage gap on the other hand the finding reports that women s presence on the nomination and compensation committee increases the gender gap in pay and it is reduced when there are independent female directors who have gained a degree on the bd and when the company operates in the finance and real estate services sector in addition the results also demonstrate that the seniority of the female directors decreases the gender gap in pay while there is a rise when the companies are bigger and the size of the bd and the return on assets increase these conclusions should encourage regulatory bodies to adopt forceful rules to mitigate the gender gap in pay

firm specific human capital a skill weights approach the theory of human capital is agnostic on what constitutes firm specific skills the theory specifies that specific skills contribute to productivity only at the current firm a broader approach lets all skills be general but firms use them with different weights attached for example computer programming economics and accounting are general skills but there may be only one firm that wants workers trained in all three one implication is that wage profiles and the split of human capital costs depend on thickness of the market another is that firms pay for what appears to be general training

increasing earnings inequality and the gender pay gap in canada prospects for convergence this paper retraces the evolution of canadian women s labour force participation and of the gender earnings ratio across the generations to understand better the prospects for gender convergence in pay using data from the public use labour force surveys lfs and administrative annual earnings data from the longitudinal worker files lwf the paper assesses the role of increasing top earnings inequality in the persistence of the gender pay gap having identified a growing role for the under representation of women among top earners the paper then performs an evaluation and critical analysis of existing gender equality policies centred on horizontal occupational gender segregation and discusses alternative policies for the future

a comparative analysis of the nativity wealth gap this paper investigates the source of the gap in the relative wealth posi tion of immigrant households residing in australia germany and the united states our results indicate that in germany and the united states wealth difierentials are largely the result of disparity in the educational attainment and demographic composition of the native and immigrant populations while income difierentials are relatively unimportant in understanding the nativity wealth gap in contrast the relatively small wealth gap between australian and foreign born households exists because immigrants to australia do not translate their relative educational and demographic advantage into a wealth advantage on balance our results point to substantial cross national disparity in the economic well being of immigrant and native families which is largely consistent with domestic labor markets and the selection policies used to shape the nature of the immigration ow

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

sex discrimination in labor markets the role of statistical evidence reply correlations between statistically measured wage discrimination and confidential survey reports of discrimination are used to estimate the relative importance of statistical evidence in determining womens self assessed discrimination levels statistical evidence is found to be considerably less important than other nonstatistical evidence assuming courts weigh statistical versus other evidence as individuals do the effects of making statistical evidence admissible are calculated young well educated women are predicted to be the main beneficiaries of this policy copyright 1987 by american economic association

causes and consequences of layoffs using probit analysis this article finds that differential treatment accounts for a substantial portion of the higher layoff rates of blacks in comparison to whites however women are found to be considerably less prone to layoffs than men with similar characteristics among those who obtained subsequent employment taking into account the possible selectivity bias in such a subsample white males are hurt more by layoffs than black males in terms of both short term and long term earnings growth women s earnings are not necessarily affected by layoff at all however whites and males are found to be more likely to be reemployed than blacks and females respectively

equity and efficiency in rationed labor markets the social welfare implications of income tax policy are shown to critically depend on whether or not labor markets are rationed i e on the existence of involuntary unemployment with rationed labor markets raising taxes on the employed and transfers to the unemployed might improve both equity and efficiency it improves equity by redistributing income from the employed to the unemployed it improves efficiency as it encourages people with a small utility surplus of employment to exit the labor market leaving their jobs for people with a higher utility surplus i derive conditions under which this result continues to hold when only part of the labor market is rationed when there is both frictional and rationing unemployment and when rationing endogenously follows from trade unions monopoly power

regional decentralization and fiscal incentives federalism chinese style abstract aligning the interests of local governments with market development is an important issue for developing and transition economies using a panel data set from china we investigate the relationship between provincial government s fiscal incentives and provincial market development we report three empirical findings first we find that during the period of fiscal contracting system the discrepancy between ex ante contracts and ex post implementation was relatively small suggesting that the fiscal contracts were credible second we find a much higher correlation about four times between the provincial government s budgetary revenue and its expenditure during 1980s and 1990s as compared to 1970s demonstrating that provincial governments faced much stronger ex post fiscal incentives after reform third we find that stronger ex ante fiscal incentives measured by the contractual marginal retention rate of the provincial government in its budgetary revenue are associated with faster development of the non state sector as well as more reforms in the state sector in the provincial economy this holds even when we control for the conventional measure of fiscal decentralization finally we compare federalism chinese style to federalism russian style

panel estimates of the earnings gap in norway do female immigrants experience a double earnings penalty this study explores the possibility that being both a female and an immigrant will impose an earnings disadvantage on immigrant women in norway well known techniques are used to decompose the earnings gap between norwegian men and immigrant women into portions attributable to productivity differentials portions attributable to a gender effect and portions attributable to an ethnic effect the analysis supports the following conclusions first there is evidence of a double negative effect on female immigrant earnings second gender effect is more important than ethnic effect finally the discrimination estimates are robust to the alternative methods used in decomposing norwegian men immigrant women earnings gap

worker effort decisions and efficient gender specific wage tenure profiles i introduction during the past thirty years women have increased their labor force participation female labor market intermittency has decreased and women s total labor market experience and years of tenure with the current employer have increased what these trends imply about the evolution of the gender gap in wages depends in part on gender differences in returns to tenure it is therefore surprising that economists have all but ignored the empirical finding that women have higher returns to tenure than do men over a significant portion of their working lives one reason why this finding has been ignored or treated as an anomaly may be the lack of theoretical constructs which predict an inverse gender gap in returns to tenure several labor market models predict that women should have lower returns to tenure than men human capital theory offers the most frequently cited explanation of flatter earnings profiles for female workers according to human capital theory gains from specialization and exchange lead to one household member specializing in home production and the other in market work since only women bear children historically the outcome of the exchange has been that women have specialized in home production indeed all surveys of time use indicate that women spend on average two to three times as long on housework as men as a consequence of this allocation women anticipate intermittent labor force participation and fewer years overall in the labor force than men this pattern too is borne out in national surveys which invariably find shorter average tenure and fewer total years of labor market experience for women than for men women typically have shorter completed job spells as well hall 1982 table 5 presents evidence that the gender gap in completed job duration is quite large he estimates that 63 8 percent of men but only 49 6 percent of women hold jobs with eventual tenure of at least five years with 37 3 and 15 1 percent of men and women respectively holding jobs with eventual tenure of at least twenty years because of the greater intermittency and shorter anticipated work history for women than men women will find it optimal to acquire less human capital than men 1 lesser quantities of general human capital tends to flatten both the observed earnings experience profile and the observed earnings tenure profile two factors contribute to this pattern first skills deteriorate during periods out of the labor market as in mincer and polachek 1974 which flattens the earnings experience profile for women relative to men second women anticipating discontinuous work histories select into occupations with flatter earnings profiles to minimize the penalty to labor force withdrawals as in polachek 1981 the effects of firm specific human capital on gender differences in wage tenure profiles vary across models for example kuhn 1993 constructs an elegant game theoretic model of gender differences in training and wages if women have a higher exogenous exit rate than men in equilibrium they will be placed in jobs with lower levels of firm specific training with a positive relation between training and productivity and a common share rate of the costs and benefits of specific training for men and women the wage tenure profiles of men will be steeper than those for women in contrast becker and lindsay 1994 argue that firm specific human capital leads to higher returns to tenure for women than men becker and lindsay assume that men and women have the same level of firm specific training however women have greater variance in their opportunity cost of remaining with a firm and so are more likely than men to separate inefficiently by giving women a greater share of both the costs and benefits of firm specific human capital through a steeper wage tenure profile firms reduce undesirable turnover although human capital arguments dominate the literature on gender differences in the labor market other models of wage growth predict flatter wage tenure profiles for women

the welfare cost of rationing by queuing across markets theory and estimates from the u s gasoline crises governments sometimes impose price controls and nonprice rationing by queuing profit seeking firms occasionally ration by putting their customers on allocation following barzel 1974 and deacon and sonstelie 1985 we take the decision to ration as a given and analyze it employing standard microeconomics and applied welfare economics this paper adds to the literature by focusing on optimally rationing a good across markets further we estimate the actual welfare cost of improper allocation across markets in the u s gasoline crises of 1973 1974 and 1979

the family gap for young women in the united states and britain can maternity leave make a difference in the united states and britain there is a family gap between the wages of mothers and other women differential returns to marital and parental status explain 40 50 of the gender gap another 30 40 is explained by women s lower levels of work experience and lower returns to experience taking advantage of quasi experiments in job protected maternity leave in the united states and britain this article finds that women who had leave coverage and returned to work after childbirth received a wage premium that offset the negative wage effects of children

is a minimum wage an appropriate instrument for redistribution textabstractwe analyze the redistributional dis advantages of a minimum wage over income taxation in competitive labor markets without imposing assumptions on the in efficiency of labor rationing compared to a distributionally equivalent tax change a minimum wage increase raises involuntary unemployment but also raises skill formation as some individuals avoid unemployment a minimum wage is an appropriate instrument for redistribution if and only if the public revenue gains from additional skill formation outweigh both the public revenue losses from additional unemployment and the utility losses of inefficient labor rationing we show that this critically depends on how labor rationing is distributed among workers a necessary condition for the desirability of a minimum wage increase is that the public revenue gains from higher skill formation outweigh the revenue losses from higher unemployment we write this condition in terms of measurable sufficient statistics our empirical analysis suggests that a minimum wage increase is undesirable in nearly all oecd countries a reduction in the minimum wage along with tax adjustments that keep net incomes constant would yield a pareto improvement

board structure and executive pay evidence from the uk we examine the impact of board structure on executive pay for 1 880 uk public firms over the period 1983 2002 using panel data analysis first the proportion of non executive directors tends to decrease the rate of increase in executive pay whereas board size tends to increase it second the proportion of non executives strengthens the relation between the rate of increase in executive pay and changes in performance in particular although for firms in general the pay performance link is much weaker when performance is poor a higher proportion of non executives strengthens this link considerably finally firms that increase the number of nonexecutives in order to comply with the cadbury code of 1992 experience both a decline in the rate of increase in executive pay and an increase in pay performance sensitivity

the allocative cost of price ceilings in the u s residential market for natural gas a direct consequence of restricting the price of a good for which secondary markets do not exist is that in the presence of excess demand the good will not be allocated to the buyers who value it the most we demonstrate the empirical importance of this allocative cost for the u s residential market for natural gas which was subject to price ceilings during 1954 89 using a household level discrete continuous model of natural gas demand we estimate that the allocative cost in this market averaged 3 6 billion annually nearly tripling previous estimates of the net welfare loss to u s consumers

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

convergence in the gender wage gap in australia over the 1980s identifying the role of counteracting forces via the juhn murphy and pierce decomposition the paper utilises the juhn murphy and pierce 1991 decomposition to shed light on the pattern of slow male female wage convergance in australia over the 1980s the analysis allows one to distinguish between the role of wage structure and genderspecific effects the central question addressed is whether rising wage inequality counteracted the forces of increased female investment in labour market skills i e education and experience the conclusion is that in contrast to the us and the uk australian women do not appear to have been swimming against a tide of adverse wage structure changes

the effects of competition and equal treatment laws on gender wage differentials discrimination if it is inefficient can be eliminated by competition in most countries it is also forbidden by law this paper evaluates the influence of economic and legal factors on the portion of male female wage differentials that is not explained by other worker characteristics and may be due to discrimination we use a new international data set of suitable gender wage gap measures constructed from the results of existing studies meta analysis of the data shows that increased competition and adoption of international conventions concerning equal treatment laws both reduce gender wage gaps while legislation that prevents women from performing strenuous or dangerous jobs tends to increase it doris weichselbaumer and rudolf winter ebmer

gender differences in the cost of displacement an empirical test of discrimination in the labor market there are two competing explanations of why women workers earn less than men with equivalent education work experience and job tenure the human capital explanation and the discrimination explanation the human capital explanation argues that sex differences in human capital investment which arise from sex differences in expectations surrounding labor force participation account for the wage differential women workers are expected to invest less in jobspecific human capital than otherwise comparable men workers because women expect to spend less time on the job furthermore even for men and women workers with equal ex post levels of job tenure and or work experience women have invested less in onthe job training because their a priori expectations of job tenure and or work experience were less than those of men who now have the same tenure and or experience therefore in this view women workers earn less than comparable men because they have invested less in specific human capital women earn less because they are less productive the sex wage differential is economically efficient the discrimination explanation argues that sex differences in labor market opportunities that is sex discrimination in the labor market account for the sex wage differential in this view women workers earn less than comparable men because they are the victims of sex discrimination in the labor market women do not earn less because they are less productive the sex wage differential is economically inefficient while the economic implications of these two explanations of the sex wage differential are enormously different both explanations are consistent with empirical studies simply because both resort to nonmeasurables to explain the sex wage differential empirical studies cannot measure directly either discrimination or job specific human capital therefore the problem with these two competing explanations of the sex wage differential is that neither has been empirically sorted from the other both explanations are consistent with data which show a wage differential by sex after controlling for education work experience and job tenure newly available data on displaced workers provide an opportunity to empirically disentangle these two competing explanations of the sex wage differential displaced workers are workers who have lost their jobs either because their workplaces have closed or because they were permanently laid off due to slack demand for the outputs of their firms displaced workers represent a special case of worker mobility unlike voluntary job movers that is workers who have voluntarily quit their prior jobs the job mobility of displaced workers is not the result of their own expectations that better jobs are available a worker who voluntarily changes jobs does so because there is another job which offers higher wages or other improvements in the conditions of employment the worker moves precisely because his or her productivity and wages is higher on the subsequent job the wage change is endogenous unlike workers who are fired or involuntarily laid off because their personal productivity is lower than that of other tdiscussants rebecca blank princeton university elyce rotella indiana university

wage changes and job changes of canadian women the paper employs data from the 1986 87 labour market activity survey to investigate empirically how the wage rates of female paid workers in canada change when they change jobs in particular whether canadian women realize short run wage gains from job mobility following mincer 1986 we estimate the short run wage gain to job mobility by comparing the between job wage changes of current period job movers with the on the job wage growth of next period job movers the findings indicate that canadian women who changed jobs in 1986 realized short run wage gains of 8 9 percent and that women who quit their first job for nonpersonal job related reasons realized substantially greater wage gains than did women who quit for personal reasons were laid off or separated for other reasons

the emperor has no clothes the limits of opec in the global oil market most scholars and policymakers believe opec can and does influence the price of oil by acting as a cartel this paper argues that most of the conventional wisdom about opec is wrong opec rarely if ever influences the oil production rate in its member states further opec has almost no lasting impact on world prices except under rare conditions there was one occasion on which opec did have a significant impact on world oil prices namely the 1973 oil crisis but opec s role in the event has been greatly misunderstood the circumstances of the crisis were highly exceptional making it unlikely that the organization could ever have a similar impact on world oil prices again this paper seeks to correct the misunderstanding about opec s role and replace it with a better understanding of the organization i argue that opec is dysfunctional as a cartel as it has little or no causal impact on its members choices about production levels or investment in production capacity opec s role is obscured in part by the complexity of the world oil market and in part by misdirection by policymakers especially within opec many scholars especially economists have argued that opec should be understood as a cartel designed to solve a prisoner s dilemma pd coordination game yet opec s persistence is better understood as a widespread failure to update beliefs about the organization a failure that is driven by information asymmetry and politics the fact that such a widespread belief about the world s most important commodity market could be wrong can help us better understand international regimes

gender diversity in the boardroom and firm financial performance the monitoring role performed by the board of directors is an important corporate governance control mechanism especially in countries where external mechanisms are less well developed the gender composition of the board can affect the quality of this monitoring role and thus the financial performance of the firm this is part of the business case for female participation on boards though arguments may also be framed in terms of ethical considerations while the issue of board gender diversity has attracted growing research interest in recent years most empirical results are based on u s data this article adds to a growing number of non u s studies by investigating the link between the gender diversity of the board and firm financial performance in spain a country which historically has had minimal female participation in the workforce but which has now introduced legislation to improve equality of opportunities we investigate the topic using panel data analysis and find that gender diversity as measured by the percentage of women on the board and by the blau and shannon indices has a positive effect on firm value and that the opposite causal relationship is not significant our study suggests that investors in spain do not penalise firms which increase their female board membership and that greater gender diversity may generate economic gains

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

fuel price increases and the timing of changes in household driving decisions abstract using the oil price increase of 1979 as a natural experiment and several event study specifications this paper finds evidence that the oil spike induced significant decreases in carbon emissions on both the intensive miles driven and extensive auto fuel efficiency margins further it appears that substitution on the intensive margin occurred instantaneously whereas extensive margin substitution occurred with a significant lag given the timing of the changes the results appear robust to the implementation of corporate average fuel economy cafe standards over the same time period these findings have important implications for estimating demand elasticities for durable goods with respect to energy prices and the price elasticity of fuels themselves

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

housing market spillovers evidence from the end of rent control in cambridge massachusetts we measure the capitalization of housing market externalities into residential housing values by studying the unanticipated elimination of stringent rent controls in cambridge massachusetts in 1995 pooling data on the universe of assessed values and transacted prices of cambridge residential properties between 1988 and 2005 we find that rent decontrol generated substantial robust price appreciation at decontrolled units and nearby never controlled units accounting for a quarter of the 7 8 billion in cambridge residential property appreciation during this period the majority of this contribution stems from induced appreciation of never controlled properties residential investment explains only a small fraction of the total

the effect of pension reform on pension benefit expectations and savings decisions in japan using the japanese study of aging and retirement jstar which is a new japanese panel survey of people aged 50 and over we find that more japanese in their early 50s expect their level of public pension benefits to decline compared with those in their late 50s and early 60s we also find that recent pension reforms that raised the pensionable age affected the japanese population by increasing the age at which they expect to claim their benefits by almost the exact same amount as the increase in the pensionable age the reforms have also decreased the population s expectations about receiving public pension benefits although this effect is not necessarily significant we also find evidence that anxiety about the public pension programme s future increases private savings

women in transition changes in gender wage differentials in eastern europe and the former soviet union under state socialism women fared relatively well in the labor market female male wage differentials were similar to those in the west and female labor force participation rates were among the h

larger board size and decreasing firm value in small firms1 abstract several studies hypothesize a relation between board size and financial performance empirical tests of the relation exist in only a few studies of large u s firms we find a significant negative correlation between board size and profitability in a sample of small and midsize finnish firms finding a board size effect for a new and different class of firms affects the range of explanations for the board size effect

why do women have longer durations of unemployment than men in post restructuring urban china this paper provides the first systematic analysis of the reasons why women endure longer unemployment durations than men in post restructuring urban china this analysis is based upon data obtained from a national representative household survey rejecting the view that women are less earnest than men in their desire for re employment this analysis shows that women s job search efforts are handicapped by a lack of access to social networks unequal entitlement to social re employment services higher earnings losses from job separations for women and unfair treatment of women with respect to mandatory retirement

income losses of women and men injured at work women and men injured at work in wisconsin during 1989 and 1990 have similar levels of lost earnings in the quarter of injury however in the three and one half years after the post injury quarter women lose an average of 9 2 percent of earnings while men lose only 6 5 percent even after accounting for covariates with a variant of the oaxaca blinderneumark decomposition the disparity in long term losses remains differences in injury related nonemployment account for about half the covariate adjusted gap over the four year post injury period changes in hours worked may explain all or part of the remaining gap gender differ

an increase in the retirement age in china the regional economic effects abstractchina s pension system is in need of comprehensive reform one measure on which we focus is to increase the retirement age it is likely that a change in retirement age will have significantly different effects across china s regions interregional disparities are already very substantial in china and it will be important to know how changes in pension arrangements will affect disparities we consider four policies to increase the retirement age from 60 to 61 they differ according the use made of the extra revenue generated by the policy all four policies increase welfare and reduce the interregional welfare gap

internet job search and unemployment durations after decades of stability the technologies used by workers to locate new jobs began to change rapidly with the diffusion of internet access in the late 1990 s which types of persons incorporated the internet into their job search strategy and did searching for work on line help these workers find new jobs faster we address these questions using measures of internet job search derived from the december 1998 and august 2000 cps computer and internet supplements matched with job search outcomes from subsequent cps files we find that internet searchers are positively selected on observables but negatively selected on unobservables a beneficial unemployment duration reducing causal effect of internet job search is consistent with our estimates only if negative selection on unobservables is especially strong in other words only if the population of on line resumes is strongly adversely selected

the good the bad and the different can gender quotas raise the quality of politicians the debate over political gender quotas is unduly confined to a supposed trade off between diversity and competence we characterize the effects of a political gender quota in a citizen candidate model to find that quotas do increase the overall quality of those elected whenever the rewards from public office are high or the skill premium or political gender discrimination are sufficiently low in such cases high skill women candidates run for office in sufficiently high numbers driving off low skill male and female candidates our model compares quotas with other policies in terms of their impact on the number and quality of those elected

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

gender differences in displacement cost evidence and implications this paper uses a unique and newly available data set on displaced workers to estimate differences in the wage costs of displacement between women and men while predisplacement wages rise at about the same rate with tenure for women as men in this data set women lose more from displacement than men and the magnitude of this loss increases with tenure overall we interpret our results as not supportive of the specific capital hypothesis that women accumulate less firmspecific human capital than men and we suggest that future attempts to explain our result focus on gender differences in the process of search for a new job

changes in subjective well being with retirement assessing savings adequacy does retirement represent a state of relative prosperity or unanticipated hardship to assess whether individuals are successful in smoothing their well being across the transition to retirement we analyse measures of subjective well being swb in the household income and labour dynamics in australia hilda survey specifically this research examines retirees current standard of living financial security and overall happiness relative to their pre retirement levels it is found swb either improves or remains constant for the large majority of individuals as they retire from the labour force however there are significant disparities in changes in well being with retirement among the group of retirees in particular the subset of individuals who are forced to retire early due to job loss or their own health and who find their income in retirement to be much less than expected report marked declines in their swb with retirement

pension reform in china challenges and opportunities china s current segmented pension system features regional imbalance fiscal inefficiency social inequality and economic unsustainability it is a result of three decade evolution guided by vague long term objectives constrained by economic and political circumstances and swayed by interest group infighting expecting rapid population ageing and economic transformation china aims to establish a national pension system that provides wide coverage basic security multi level options and sustainability by 2020 the paper reviews the history of china s pension system examines proposed reform options and discusses the challenges and opportunities faced by the reform

working for the woman female managers and the gender wage gap most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the glass ceiling we offer the first largescale analysis that tur

managing water supply shortage interruption vs pricing abstract supply shortage is a common problem faced by a consumer solutions for allocating the limited supply include rationing queuing interruption and pricing while previous research has examined the welfare losses generated by each solution there is little evidence on their relative magnitudes within a common framework the objective of this paper is tospecify a model of consumer behaviour under service interruption to estimate the exact welfare loss of service interruption the same model is used to estimate the loss of a price increase intended to resolve a supply shortage using water consumption data collected for hong kong we find that relative to pricing service interruption is inefficient for water shortage management

the welfare costs of rationing by waiting with price controls and rationing by waiting rational consumers increase the quantity boughtperpurchase this individually rational response is socially wasteful and the cost of making it is a deadweight loss this cost plus the value of time spent in queues may exceed the total rent transferred from suppliers to consumers by price controls i e the value of resources spent competing for the rent may exceed the rent itself this point is illustrated by an empirical application to gasoline price controls rent seeking exhausts an estimated 116 percent of the rent trangerred the efficiency of the price system is often illustrated lby pointing to the obvious wastes associated with alternative allocation mechanisms for example the queues that accompany price controls and first come first served allocations although rationing by waiting wastes resources in a dramatically visible fashion the magnitude of the waste and the factors that determine it seldom have been examined empirically moreover existing theory on the subject is incomplete unless the first come first served rule is precisely specified consumers will compete for available supplies in ways other than waiting in the model developed below queues cause consumers to compete by increasing amounts bought per trip to the market the analysis demonstrates that such individually rational adjustments only increase the welfare cost of rationing by waiting and thus are socially self defeating the theoretical model is illustrated empirically by estimating the welfare costs of a market wide ceiling on gasoline prices this application was motivated by the availability of two key pieces of information the value of time spent in gasoline queues and the effect of waiting lines on amounts bought per purchase this information was obtained from a survey of motorists conducted during the era of federal gasoline price regulations to focus on competition among consumers one of the inefficiencies that results from price controls is ignored the supply reduction leading to the

are workers permanently scarred by job displacements this paper investigates whether workers suffer lasting scars following job displacements using david t ellwood s 1982 terminology scars represent persistent effects whereas blemishes are transitory adjustments which dissipate over time more precisely dislocated individuals are defined as scarred if they continue to earn less or to be unemployed more than their nondisplaced counterparts even after the conclusion of a several year adjustment period