taxation and international migration of superstars evidence from the european football market we analyze the effects of top tax rates on international migration of football players in 14 european countries since 1985 both country case studies and multinomial regressions show evidence of strong mobility responses to tax rates with an elasticity of the number of foreign domestic players to the net of tax rate around one around 0 15 we also find evidence of sorting effects low taxes attract highability players who displace low ability players and displacement effects low taxes on foreigners displace domestic players those results can be rationalized in a simple model of migration and taxation with rigid labor demand jel f22 h24 h31 j44 j61 l83

the gender earnings differential in the russian transition economy using data from the russia longitudinal monitoring survey rlms the first nationally representative household survey in the russian federation the author examines the gender earnings differentia

glass ceilings or glass doors the role of firms in male female wage disparities i use canadian linked employer employee data to examine whether women face a glass ceiling in the labour market i also measure the extent to which the glass ceiling comes about because women are segregated into lower paying firms or because they are segregated into lower paying jobs within firms i find clear evidence that women experience a glass ceiling that is driven by their disproportionate sorting across firm types glass doors rather than within firms i find no evidence that these results are supply driven however my results are consistent with predictions of an efficiency wage model where high paying firms discriminate against females

transfer fee regulations in european football abstract we analyze the impact of three different transfer fee systems on payoffs contract lengths training and effort incentives in european football the different regimes being used until 1995 pre bosman currently in use bosman and recently approved monti differ with respect to the transfer fee an initial club is entitled to depending on whether a player has a valid contract or not we show that the different systems differ only with respect to the contract length if the contract which maximizes the expected joint surplus of the initial club and the player is feasible under each system otherwise regime p is strictly dominated by regime b in terms of expected social welfare regime m leads to higher effort but lower incentives to invest in training compared to system b

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

the incidence of income taxes on high earners in canada this article explores the brain drain explanation for the concentration of incomes in canada during the past 30 years namely that high skilled canadians make use of high salaries on offer in the united states to extract higher salaries at home if this is the case then for a given level of us salaries the threat to accept outside offers should be more credible when the canadian dollar is depreciating against the us dollar and weaker when the canadian dollar is appreciating the data are broadly consistent with this claim income concentration worsened during the depreciations of the 1980s and 1990s and eased when the canadian dollar began to appreciate in value the article develops a simple two parameter model based on the propositions that high earners in canada can use us salaries to bargain for higher salaries and that canadian high earners can shelter part of their income from personal income taxes it also offers some preliminary evidence about the parameter values consistent with available data the results suggest that higher top marginal personal income tax rates may potentially accentuate top end after tax income inequality if high earners are able to use their bargaining power to extract pay increases to offset higher tax rates then the burden of increased personal income taxes will be deflected elsewhere and may even have the perverse effect of making the after tax income distribution more unequal than it was before l incidence des impots sur le revenu des hauts salaries au canada cet article examine l hypothese des produits de base produits de base produits de base produits de base produits de base fuites des cerveaux comme explication pour la concentration des revenus au canada pendant les dernieres decennees c est a dire que les canadiens hautement qualifies se servent des salaires offerts aux etats unis pour negocier des salaires plus eleves au canada si tel est le cas la menace d emigrer aux etats unis est plus credible lorsque le dollar canadien deprecie contre le dollar americain et elle est moins credible pendant une appreciation les grandes lignes des variations des donnees vont dans le sens de cette conjecture la concentration des revenus a accru pendant les depreciations des annees 1980 et 1990 et cette tendance a renverse la direction suite a l appreciation du dollar canadien l article developpe un modele a deux parametres base sur les propositions que les hauts salaries au canada peuvent utiliser les salaires aux etats unis afin de negocier des salaires plus eleves et que les hauts salaries se servent de la planification fiscale afin de mettre une partie de leurs revenus a l abri des impots des estimations preliminaires pour les parametres sont presentees les resultats suggerent qu une augmentation du taux marginal d imposition pourrait meme accentuer l inegalite des revenus apres impots si les hauts salaries sont capables de negocier des salaires plus eleves face aux augmentations des taux d imposition le fardeau du nouvel impot serait refile ailleurs la distribution des revenus nets pourrait meme devenir encore plus inegale

can state taxes redistribute income abstract the evidence presented in this paper supports the basic theoretical presumption that state and local governments cannot redistribute income since individuals can avoid unfavorable taxes by migrating to jurisdictions that offer more favorable tax conditions a relatively unfavorable tax will cause gross wages to adjust until the resulting net wage is equal to that available elsewhere the current empirical findings go beyond confirming this long run tendency and show that gross wages adjust rapidly to the changing tax environment thus states cannot redistribute income for a period of even a few years the adjustment of gross wages to tax rates implies that a more progressive tax system raises the cost to firms of hiring more highly skilled employees and reduces the cost of lower skilled labor a more progressive tax thus induces firms to hire fewer high skilled employees and to hire more low skilled employees since state taxes cannot alter net wages there can be no trade off at the state level between distribution goals and economic efficiency shifts in state tax progressivity by altering the structure of employment in the state and distorting the mix of labor inputs used by firms in the state create deadweight efficiency losses without achieving any net redistribution

does the level of occupational aggregation affect estimates of the gender wage gap the traditional decomposition of the gender wage gap distinguishes between a component attributable to gender differences in productivity related characteristics and a residual component that is often taken as a measure of discrimination this study of data from the 1989 canadian labour market activity survey shows that when occupation is treated as a productivity related characteristic the proportion of the gender wage gap labeled explained increases with the number of occupational classifications distinguished however on the basis of evidence that occupational differences reflect the presence of barriers faced by women attempting to enter male dominated occupations the authors conclude that occupation should not be treated as a productivity related characteristic and in a decomposition of the gender wage gap that treats occupation as endogenously determined they find that the level of occupational aggregation has little effect on the size of the explained component of the gap

gender difference in promotions new evidence from the internal labor market in china gender differences in the labor market have attracted significant attention from economists who focus on gender differences not only in wages but also in promotions however the research on gende

search bargaining and employer discrimination this article analyzes becker s 1957 1971 theory of employer discrimination within a search and wage bargaining setting discriminatory firms pay workers who are discriminated against less and apply stricter hiring criteria to these workers the highest profits are realized by firms with a positive discrimination coefficient moreover once ownership and management are separated both highest profits and highest utility can be realized by firms with a positive discrimination coefficient thus market forces like entry or takeovers do not ensure that wage differentials due to employer discrimination disappear

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

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

relativity mobility and optimal nonlinear income taxation in an open economy abstract recent evidence suggests that globalization has reduced the barriers to international labor mobility and induced more cross country social comparisons in an open economy with tax driven migration and consumption externalities relativity we derive an optimal tax formula that subsumes existing ones obtained under a maximin social objective and additively separable utility and sign the second best mirrleesian marginal tax rates for all skill levels we establish the thresholds of the elasticity and level of migration to determine when relativity and inequality act as complements or substitutes in shaping the optimal top tax rate under both nash and stackelberg tax competition if the migration probability of top income workers is approximately 50 numerical calculation using parameter estimates from empirical studies shows that the country with labor inflow outflow implements over 10 lower higher marginal tax rates than suggested by the autarky equilibrium of kanbur and tuomala 2013

the public private sector gender wage differential in britain evidence from matched employee workplace data this article shows that little of the gender earnings gap in the public and private sectors in britain are explained by differences in employee characteristics the differences in workplace characteristics however make a significant sizeable contribution it is shown that performance related pay and company pension schemes are associated with higher relative earnings in the private sector whilst increased provision of family friendly employment practices in the public sector is associated with higher relative earnings for women

changes in the labor supply behavior of married women 1980 2000 using march current population survey data we investigate married women s labor supply from 1980 to 2000 we find a large rightward shift in their labor supply function for annual hours in the 1980s with little shift in the 1990s these shifts account for most of the slowdown in the growth of labor supply during this period a major development was the dramatic decrease in the responsiveness of married women s labor supply to their own and husbands wages their own wage elasticity fell by 50 56 while their cross wage elasticity fell by 38 47 in absolute value

glass ceilings or sticky floors statistical discrimination in a dynamic model of hiring and promotion i show that when two groups differ in i their average skill level ii the precision with which they can signal their skill prior to entering the labour market and or hi the frequency with which they have the opportunity to signal their skill prior to entering the labour market then even if firms become increasingly informed regarding each worker s skill over time equally skilled workers from different groups will have different likelihoods of making it to top jobs in the economy even though there is no discrimination when it comes to promotion to these top jobs in 1995 95 of senior level managers in the top fortune 1000 industrial and 500 service companies in the us were male 97 of whom were also white federal glass ceiling commission 1995 in the uk females make up just 8 3 of the senior judi ciary 9 7 of top business leaders and 9 1 of newspaper editors eoc 2005 at the end of the 2004 american football season only 5 of the 32 nfl head coaches were black and only 2 of the 117 division i college football teams had black head coaches rosenburg 2004 in 1999 there were only 68 female full professors at the 120 phd granting economics departments in the us cswep 1999 this severe underrepre sentation of females and minorities at the highest levels of occupational achievement throughout a wide range of occupations has often been referred to as the glass ceiling 1

tax harmonization and tax competition in the european union lessons from switzerland abstract this paper presents empirical evidence on individual income tax competition in switzerland tax competition has some influence on the spread of people with high income over the cantons and it is partly capitalised in dwelling rents however it neither leads to a collapse of public good supply nor makes redistribution by the fiscal authorities impossible thus if tax competition works well in switzerland there is no reason why it should have disastrous effects in a future european union

the gender wage gap and the role of reservation wages new evidence for unemployed workers this paper examines the importance of differences in reservation wages for the gender wage gap based on two waves of rich survey data for a sample of newly unemployed individuals in germany we perform a decomposition analysis including measures for reservation wages detailed information on education socio demographics labor market history as well as personality traits in order to address the potential endogeneity of reservation wages we exploit a generated instrumental variable strategy that relies on heteroscedasticity of the error terms our findings indicate that the gender wage gap becomes small and statistically insignificant once we control for reservation wages moreover we perform a subgroup analysis that provides valuable insights about the importance of potentially unobserved characteristics that affect reservation wages and realized wages simultaneously reasons for differences in reservation wages could arise from productivity differences the fact that women anticipate discrimination and different unobserved traits or preferences

the gap between male and female pay in the spanish tourism industry abstract this paper analyzes wage differentials between male and female workers in the spanish tourism industry using a large administratively matched employer employee data set obtained from a representative sample of companies this allows us to control for unobserved firm specific factors likely to affect the magnitude of the gender wage gap our findings indicate that male workers earn on average 6 7 higher monthly wages than their socially comparable female counterparts in particular the type of contract held the qualifications required for the job and the specific sub sector of employment are very important variables in explaining this gender wage difference we also find that only around 12 of the mean wage difference in the tourism industry cannot be explained by differences in observable characteristics which is well below the average for the rest of the industries in spain 87 our interpretation is that minimum wage legislation provides a particularly effective protection to women in the tourism industry which is characterized by a large number of low wage earners

new evidence on sex segregation and sex differences in wages from matched employee employer data we use new matched employer employee data to estimate the contributions of sex segregation and wage differences by sex within occupation industry establishment and occupation establishment cells to the overall sex gap in wages in contrast to earlier data used to study this question our data cover all industries and occupations across all regions of the united states we find that segregation of women into lower paying occupations industries establishments and occupations within establishments accounts for a sizable fraction of the sex gap in wages nonetheless approximately one half of the sex gap in wages remains attributable to the individual s sex

gender earnings differentials in total pay base pay and contingent pay copyright by cornell university this is the publisher s version and is also electronically available from http ilr sagepub com content 47 4 634 abstract

the gender wage gap a comparison of australia and canada using data from the 1989 canadian labour market activity survey and for australia the 1989 90 income distribution survey the authors investigate the reasons for the significantly lower gender wage gap in australia than in canada key similarities and differences between these two countries the authors argue make them a good basis for a natural experiment to investigate the effects of different labor market institutions in particular australia has a stronger union movement and a greater degree of centralization in wage determination than canada and most of its workers are covered by legally binding minimum working conditions the authors conclude that several differences between the countries in labor market structure notably a lower rate of return to education a lower rate of return to labor market experience and a lower level of wage inequality in australia than in canada are largely responsible for the smaller gender wage gap in australia

the impact of segregation and sorting on the gender wage gap evidence from german linked longitudinal employer employee data for this study the author inspects the relationship between segregation in the workplace measured as the proportion female in job cells and the gender wage gap using linked longitudinal employer employee data from the german employment register he extends the literature by controlling for nonrandom sorting of workers into job cells establishments and occupations in line with previous studies the pooled least squares estimates show that the gender wage gap increases as the job cell level proportion of females increases this increase is attributable to the fact that women experience greater wage declines than men do when additional women enter their job cells controlling additionally for unobserved heterogeneity at the individual establishment occupation and job cell levels considerably reduces the size of the proportion female effects on women s wages while rendering the effects on men s wages insignificant or even positive the same controls also significantly decrease the proportion effects on the wage gap the related sorting analysis shows that a good deal of the proportion effects can be explained by unobserved individual ability and suggests that especially women working in job cells with small proportions of females show above average unobserved individual ability

gender segregation in occupations the role of tipping and social interactions this paper documents that the dynamics of occupational segregation are highly nonlinear and exhibit tipping patterns occupations experience discontinuous declines in net male employment growth at tipping points ranging from 25 to 45 from 13 to 30 female in white collar blue collar occupations from 1940 to 1990 these patterns appear consistent with a schelling 1971 social interaction model where tipping results from male preferences toward the fraction female in their occupation supporting the model s predictions evidence from the general social survey indicates that tipping points are lower in regions where males hold more sexist attitudes toward the appropriate role of women

wage structure and gender earnings differentials an international comparison using microdata to analyse the gender pay gap in ten industrialized nations we focus on the role of wage structure the prices of labour market skills in influencing the gender gap we find wage structure enormously important in explaining why the us gender gap is higher than that in most other countries we conclude that the us gap would be similar to that in sweden and australia the countries with the smallest gaps if the united states had their levels of wage inequality this finding reflects the larger penalty in the united states for those with low skill levels or employed in low wage sectors 650 o 75 the united states was amoung the countries with the largest differ entials oecd ilo usbls this paper uses microdata to analyse inter national differences in the gender pay gap among a sample of ten industrialized nations we focus particularly on explaining the surprisingly low ranking of the united states in comparison with other industrialized countries an advan tage of an international perspective is that countries vary considerably with respect to governmental policies women s relative labour market qualifications and wage setting institutions such variability allows one to infer reasons for differences in the pay gap and by implication the impact of alternative govern ment policies empirical research on gender pay gaps has traditionally focused on the role of gender differences in qualifications and on differences in the treatment of otherwise equally qualified male and female workers i e labour market dis crimination analyses of trends over time in the gender differential within countries as well as inter country comparisons of gender earnings ratios have tended to emphasize these types of gender specific factors an innovative feature of our study is to focus on the role of wage structure as an additional factor influencing the gender gap to analyse the impact of wage structure we adapt a framework developed by juhn et al 1991 to analyse trends over time in race differentials in the united states our findings suggest that labour market institutions that affect overall wage inequality have an extremely impor tant effect on the gender earnings gap wage structure describes the array of prices set for various labour market skills measured and unmeasured and rents received for employment in par

mobility and redistribution the ability of individuals to move freely from one jurisdiction to another is generally seen as a constraint on the amount of redistribution that each jurisdiction within a system of governments can undertake in this paper we look at this proposition by developing a positive analysis of income redistribution by local governments in a federal system we ask how much redistribution occurs when only local governments can have tax transfer instruments individuals can move freely among jurisdictions and voters in each jurisdiction are fully aware of the migration effects of redistributive policies local redistribution is shown to induce sorting of the population with the poorest households located in the communities that provide the most redistribution while the threat of out migration affects the potential for redistribution our results suggest that significant local redistribution is nonetheless feasible numerical computations indicate that the proportion of residents who are renters is a major factor affecting the local choice of level of redistribution

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

the elasticity of taxable income with respect to marginal tax rates a critical review this paper critically surveys the large and growing literature estimating the elasticity of taxable income with respect to marginal tax rates using tax return data first we provide a theoretical framework showing under what assumptions this elasticity can be used as a sufficient statistic for efficiency and optimal tax analysis we discuss what other parameters should be estimated when the elasticity is not a sufficient statistic second we discuss conceptually the key issues that arise in the empirical estimation of the elasticity of taxable income using the example of the 1993 top individual income tax rate increase in the united states to illustrate those issues third we provide a critical discussion of selected empirical analyses of the elasticity of taxable income in light of the theoretical and empirical framework we laid out finally we discuss avenues for future research jel h24 h31 j22

differential taxation and occupational choice we develop a framework to study optimal sector specific taxation where each agent chooses an occupation by comparing her skill differential with the tax burden differential across sectors because skills are not perfectly transferable the diamond mirrlees theorem according to which the second best entails production efficiency fails social welfare can be increased by inducing some agents to join the sector in which their productivity is not the highest at the optimum income taxes balance the marginal losses from inter sector migration with the marginal gains from tailoring tax schedules to the distribution of productivities in each sector tagging a calibrated model indicates that sector specific taxation generates substantive welfare gains when skill transferability decreases with income as it enables the government to increase average taxes on high earners with large wage premia

interindustry wage differentials and the gender wage gap using data from the march 1988 current population survey the authors find that the wages of female workers differ significantly by industry even when the analysis controls for workers productivity related characteristics although these interindustry wage differentials are at least as large as men s and are highly correlated with them as well there are statistically significant differences between the two of the overall gender wage gap the average female worker earns about 65 as much as the average male worker 12 22 can be explained by differences between the patterns of interindustry wage differentials of men and women and 15 19 by differences in the distribution of male and female workers across industries thus the combined industry effects explain about one third of the overall gender wage gap

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

how can scandinavians tax so much american visitors to scandinavian countries are often puzzled by what they observe despite large income redistribution through distortionary taxes and transfers these are very high income countries they rank among the highest in the world in terms of income per capita as well as most other economic and social outcomes the economic and social success of scandinavia poses important questions for economics and for those arguing against large redistribution based on its supposedly detrimental effect on economic growth and welfare to form a basis for the discussion table 1 shows tax revenues and income tax rates in the three scandinavian countries denmark norway and sweden as compared to other european countries and the united states we see that the tax to gdp ratio and the tax rates on income are much higher in scandinavia than elsewhere the top marginal tax rates are about 60 70 percent in the scandinavian countries as opposed to only 43 percent in the united states the contrast is even more striking when considering the so called participation tax rate which is the effective average tax rate on labor force participation when accounting for the distortions due to income taxes payroll taxes consumption taxes and means tested transfers this tax rate is around 80 percent in the scandinavian countries implying that an average worker entering employment will be able to increase consumption by only 20 percent of earned income due to the combined effect of higher taxes and lower transfers by contrast the average worker in the united states gets to keep 63 percent of earnings when accounting for the full effect of the tax and

gender segregation and earnings differences in the spanish labour market abstractthis article analyses the effects of different types of gender segregation on the gender wage differential for the spanish labour market matched employer employee data from a sample of 226 535 workers are used these workers are employed in 61 occupations within 26 492 establishments in 51 different industries workers belonging to the same industry establishment or job share common factors which cannot be observed and these factors affect wages if these unobservable variables are correlated with the explanatory variables their estimated effects will be biased for this reason we estimate the effects of each type of gender segregation on the wage gap using a robust specification to these possible correlations we obtain that industrial segregation by gender explains a lower part of the wage gap between men and women than previous researches found using standard regressions while the contributions of establishment segregation and occupational segregation within each establishment are greater

gender segregation and wage gap an east west comparison this paper discusses the implication of recent results on the structure of gender wage gaps in transition economies for the literature on gender segregation differences in employment rates of low wage women driven by initial transition policies may be responsible for different wage penalties to predominantly female occupations new evidence presented here also suggests that the introduction of western type anti discrimination policies has had little immediate effect on the structure of female male wage differences jel j3 j7 p3

migration and optimal income taxes abstract the issue addressed in this paper is the optimal taxation of incomes earned in the home economy and of incomes earned abroad when people can migrate as a preliminary the optimal taxation of home incomes when there is migration and no taxation of foreign incomes is discussed then in a more general setting we deal with optimal taxation of different kinds of labour when another kind of labour is not taxable and show how this bears on the taxation of foreign incomes the last sections of the paper analyse a simple model in which people choose between taxable labour at home taxable labour abroad and untaxable labour a condition is found implying that the optimal tax on foreign income is higher than on the home income of a person of equal utility

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

from motherhood penalties to husband premia the new challenge for gender equality and family policy lessons from norway given the key role that processes occurring in the family play in creating gender inequality the family is a central focus of policies aimed at creating greater gender equality we examine how family status affects the gender wage gap using longitudinal matched employer employee data from norway 1979 96 a period with extensive expansion of family policies the motherhood penalty dropped dramatically from 1979 to 1996 among men the premia for marriage and fatherhood remained constant in 1979 the gender wage gap was primarily due to the motherhood penalty but by 1996 husband premia were more important than motherhood penalties

the gender gap in earnings an international comparison with european matched employer employee data this article examines the origin of the cross country heterogeneity of the gender wage gap in nine european countries using a unique harmonized international matched employer employee dataset our novel findings suggest that cross country differences in the intensity of female segregation into low paying workplaces is a relevant source of international differences in the size of the gap and that international disparities in the characteristics of wage structures are not very influential on the other hand the evidence is not fully conclusive with respect to the influence on the variations of the gap of different macroeconomic social and institutional country specific features considered previously in the literature

relocation of the rich migration in response to top tax rate changes from spanish reforms a spanish reform granted regions the authority to set income tax rates resulting in substantial tax differentials using administrative data we find that conditional on moving taxes have a signi

not just a formality pay system formalization and sex related earnings effects drawing on neoclassical economic internal labor market and devaluation theories we examine how the sex composition of jobs and the sex of individual workers affect earnings depending upon the formalization of the pay type using personnel data for over 8 000 employees we confirm the existence of a negative relationship between earnings and the proportion female in a job we also find that for less formalized pay types cash incentive bonuses sex composition and individual sex effects are larger than for more formalized pay merit raises and base salary together these findings support devaluation explanations suggest that incentive bonuses may widen the earnings gap between women and men and have implications for the design of pay structures in organizations

separate and unequal occupation establishment sex segregation and the gender wage gap the authors report the first large scale empirical investigation of within job wage differences between men and women in the same occupation and establishment using data first on blue collar and clerical employees from 16 u s industries in 1974 83 and second on employees in 10 professional and administrative occupations the authors report three findings first wage differences at the occupation establishment level were small even without controls for individual level characteristics hence within job wage discrimination was much less important than occupation establishment segregation for observed wage differences second establishment segregation was an important cause although not as important as occupational segregation of wage differences third establishment segregation was extensive as was occupational segregation

why hang on to losers divestitures and takeovers we study the divestiture decisions of managers who care about their reputations managers divestiture and investment decisions are publicly observable but managers privately observe signals with respect to the future payoff distribution of investments they have initiated we establish that in equilibrium there is too little divestiture these inefficiencies create the opportunity for wealth enhancing divestiture motivated takeovers a key result is that only managers of targets with middle of the road asset specificity should consider the takeover threat credible these findings suggest that uniqueness of assets is an important determinant of both agency costs and takeover activity our analysis leads to several empirical predictions overwhelming empirical evidence has documented large gains in shareholder wealth that arise from takeovers jarrell brickley and netter 1988 and jensen and ruback 1983 the source of these gains has remained elusive however although takeovers are followed by some infusion of new managerial talent we have not witnessed the kind of profound post takeover restructuring of the productive activities of target firms that would readily justify the documented wealth gains a commonly observed post takeover initiative is divestiture of some of the target s lines of business bhide 1989 and bhagat shleifer and vishny 1990 what is puzzling is that if the gains from takeovers stem from the anticipation of such divestitures then why were these divestitures not undertaken by the target firm s management in the first place the purpose of this paper is to provide a possible answer to this question our focus is on the divergence in incentives between managers and shareholders with respect to divestitures of ongoing projects we show that managers might rationally decide to hang on to projects that should be divested in

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

do high performance work practices exacerbate or mitigate the gender pay gap the impact of performance oriented work practices on the gender pay gap has been the subject of considerable conjecture but little empirical investigation using the 2004 and 2011 british workplace employment relations surveys the analysis finds that whilst average earnings are significantly higher for men and women across private sector workplaces that have introduced so called high performance work practices the presence of such practices is not associated with a narrowing of the gender pay gap and if anything tends to exacerbate the differential in earnings between men and women data from the 2004 survey suggest that women are more likely to work in high performance workplaces but this is not the case for 2011 there is no evidence that gender segregation is significantly less in high performance workplaces than in workplaces taking a more traditional route policy makers and employing organisations therefore need to be careful in reconciling their performance and equality strategies in particular they need to examine whether the former are truly gender neutral this requires additional measures possibly the introduction of human resource audits in the public and private sectors

mobile labor multiple tax instruments and tax competition abstract the tax competition literature shows that local governments keep property tax rates inefficiently low to prevent capital outflows thereby underproviding local public goods this paper adds mobile labor and an alternative tax instrument to the model jurisdictions have access to a property tax levied on land and capital plus either a head tax or a labor tax scale economies in public good provision create incentives to use the property tax but these incentives are not accompanied by increased incentives to underprovide public goods in contrast underprovision is associated with the use of a distortionary labor tax

constitutional change and inequality in scotland what scope does a sub national economy have to affect the level of inequality does a policy menu consistent with the theories of fiscal federalism provide for an ability to affect inequality measures or does this ability require the powers of a nation state in this paper we discuss these questions in the context of the debate around the scottish independence referendum in which inequality has played a prominent role and ask whether independence further devolution or simply different policies under the current constitutional framework are capable of helping scotland make the transition to a less unequal income distribution we provide a series of estimates of the impact of different policy choices upon inequality in scotland and discuss inequality reduction in the context of different constitutional options

immigration and welfare magnets this article investigates if the location choices made by immigrants when they arrive in the united states are influenced by the interstate dispersion in welfare benefits income maximizing behavior implies that foreign born welfare recipients unlike their native born counterparts may be clustered in the states that offer the highest benefits the empirical analysis indicates that immigrant welfare recipients are indeed more heavily clustered in high benefit states than the immigrants who do not receive welfare or than natives as a result the welfare participation rate of immigrants is much more sensitive to changes in welfare benefits than that of natives