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

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

on forchheimer s model of dominant firm price leadership abstract we show that in a simple price setting game with one large firm and many small firms the large firm does not accept the role of the price leader

cut to the bone hospital takeovers and nurse employment contracts the authors examine changes in the wages employment and effort of nurses in california hospitals following takeovers by large chains in the 1990s the market for nurses has been described as a classic monopsony so that one might expect increases in firm market power to be associated with declines in wages however a basic contracting model predicts effects on effort rather than on wages which is what this analysis finds nurses experienced few declines in wages following takeovers but did see increases in the number of patients per nurse the measure of effort used here the authors show that their results are also consistent with an extended version of the monopsony model that considers effort and allows for revenue shifts following a takeover finally they find that these changes were similar in the largest for profit and non profit chains suggesting that market forces are more important than institutional form

the relative quality of foreign educated nurses in the united states we examine the relative quality of foreign educated nurses using wages as a measure of skill philippine educated nurses enjoy a wage premium that is not explained by observed differences in worker or job characteristics we reconcile the results with a roy model featuring endogenous skill acquisition and provide some empirical evidence of double selection into nursing and migration our results suggest that the wage premium is likely driven by strong positive selection into nursing among filipinos resulting from high and heterogeneous returns to the occupation due to active government support for nurse migration in the philippines

the effects of minimum wages on wage dispersion and employment evidence from the u k wages councils using data on wages council coverage from the united kingdom new earnings survey the authors examine the impact of mandated minimum wages on wage dispersion and employment in the united kingdom in the 1980s they find evidence that a dramatic decline in the toughness of the regulation imposed by the wages councils through the 1980s a decline that is in the level of the minimum wage relative to the average wage significantly contributed to widening wage dispersion over those years there is however no evidence of an increase in employment resulting from the weakening bite of the wages council minimum pay rates instead consistent with the conclusions of several recent u s studies the findings suggest that the minimum wage had either no effect or a positive effect on employment

unions and hospitals some unresolved issues abstract this article investigates the impact of unions on the wages of hospital workers our ols findings agree with previous ols studies unions increase registered nurses rns wages by five percent and by about eight to ten percent for other hospital workers by contrast we find after correcting for selectivity bias in hospital unionization status a direct union effect of about twenty percent on rn wages and in excess of thirty percent on wages of other hospital workers while the results based on selectivity bias adjustments make us uneasy we do not reject them out of hand we also find indirect union effects up to five percent by other unionized occupations within a hospital and up to ten percent by other unionized hospitals in the local labor market prospective reimbursement programs have a negative impact on the wages of hospital workers but are only significant for non unionized occupations our three empirical tests of monopsony all reject the view that monopsony is a factor in hospital wage setting even considering the large union effects based on selectivity bias adjustment we conclude that unions have been a minor contributor to hospital cost inflation

a framework for integrated risk management in international business treatments of risk in the international management literature largely focus on particular uncertainties to the exclusion of other interrelated uncertainties this paper develops a framework for categorizing the uncertainties faced by firms operating internationally and outlines both financial and strategic corporate risk management responses

returns to nursing education 1970 84 using four large micro data sets this paper examines the returns to investments in education by registered nurses during the period 1970 84 wage models are estimated by a maximum likelihood technique that accounts for selection bias no wage difference existed between associate and diploma degree nurses modest hourly wage premiums were found for baccalaureate bs compared with associate degree nurses returns to positions of responsibility were substantial however when career patterns of promotion were examined in a multinomial logit model and although statistically significant differences existed in favor of the baccalaureate nurses the differences were small blacks made substantial gains over the period while males consistently earned large wage premiums

endogenous timing in duopoly games stackelberg or cournot equilibria abstract simultaneous versus sequential play is studied in an extended game in a preplay stage players decide whether to select actions in the basic game at the first opportunity or to wait until observing their rivals first period actions in one extended game players first decide when to select actions without committing to actions in the basic game the equilibrium has a simultaneous play subgame unless payoffs in a sequential play subgame pareto dominate those payoffs in another extended game deciding to select at the first turn requires committing to an action both sequential play outcomes are the equilibria only in undominated strategies

underpaid or overpaid wage analysis for nurses using job and worker attributes the nursing labor market presents an apparent puzzle hospitals report chronic shortages yet standard wage analysis shows that nursing wages have increased over time and greatly exceed those received by other college educated women this paper addresses this puzzle data from the current population survey cps are matched with detailed job content descriptors from the occupational information network o net nursing jobs require higher levels of skills and more difficult working conditions than do jobs for other college educated workers a standard cps only wage regression shows a registered nurse rn wage advantage of 22 log points compared to a pooled male female group of college educated workers control for o net job attributes reduces the rn gap to 08 while an arguably preferable nonparametric estimator produces a wage gap estimate close to zero we conclude that nurses receive compensation close to long run opportunity costs narrowing if not resolving the rn wage shortage puzzle

using regional variation in wages to measure the effects of the federal minimum wage the imposition of a national minimum wage standard provides a natural experiment in which the treatment effect varies across states depending on the fraction of workers initially earning less than the new minimum the author exploits this fact to evaluate the effect of the april 1990 increase in the federal minimum wage on teenagers wages employment and school enrollment comparisons of grouped and individual state data confirm that the rise in the minimum wage increased teenagers wages there is no evidence of corresponding losses in teenage employment or changes in teenage school enrollment

why do part time workers earn less the role of worker and job skills part time workers receive considerably lower hourly earnings than do full time workers using current population survey earnings files for september 1995 through december 2002 the author finds that measurable worker and job characteristics including occupational skill requirements account for much of the part time penalty longitudinal analysis of the data indicates that much of the remaining gap reflects worker heterogeneity evidenced by small wage gains and losses among workers switching between part time and full time jobs the lower skills of part time than full time workers result primarily from limited work experience and accumulation of human capital little evidence can be found of a large wage gap between part time and full time women a part time wage penalty is found for men but men account for less than one third of total part time employment

money bonds and foreign exchange in the theory of finance capital markets provide securities which allow the ownership of productive assets to be allocated among investors according to their willingness to bear risk in exchange for return and independently of their tastes for the productive services provided by the assets this paper uses the theory of finance to study the role of money as a productive asset and the transformation of money into a portfolio asset true to its purpose the capital market provides securities nominal bonds that allow an allocation of the current services of the money supply according to its current productivity and without regard for its future purchasing power risk and an allocation of the future purchasing power risk of the money supply according to the willingness of investors to bear this risk in exchange for return and without regard for investor needs for the future transactions services of money in open

endogenous price leadership and the strategic acquisition of information we model a differentiated bertrand duopoly in which a firm s earlier knowledge of market demand than its competitor results in endogenous price leadership with the information advantaged firm leading in such a setting with second mover advantage we then study the firms incentives to acquire information and analyze an information acquisition game both i neither firm acquiring information and ii one firm acquiring information can arise as subgame perfect equilibrium but both firms acquiring information is never an equilibrium outcome even if information is free information may have a negative value if it causes a change in the timing of price competition

addressing nurse shortages what can policy makers learn from the econometric evidence on nurse labour supply this paper provides a detailed review of the international studies that have used formal econometric models to investigate the labour supply decision of registered nurses rns the main finding is that at least in the short run rn labour supply appears to be fairly unresponsive to wage changes consequently even large wage increases are unlikely to be successful in tackling current and predicted nurse shortages this finding points to the importance of non pecuniary job aspects in influencing labour supply however the paper concludes by arguing that these empirical findings should be viewed with some caution given both theoretical and econometric limitations

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

women and affirmative action abstract this paper reviews evidence indicating that as it has been enforced so far affirmative action has contributed negligibly to women s progress in the workplace affirmative action can be modeled as a tax on employers whose female employment growth falls below a certain rate clearly if labor supply shifts result in female employment growth greater than the regulatory standard the tax constraint will not be binding as we shall see this may help explain an affirmative action program that is generally ineffective for women although it has been effective for minorities federal anti bias policies in general and the system of affirmative action goals in particular have been accused of instituting employment quotas this paper reviews evidence on the homogenization of the workplace predicted by the quota theory as well as considering more direct evidence on whether affirmative action goals are really quotas in lambs clothing i shall also review the slim evidence on the most fundamental and co

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

monopsony power in the market for nurses estimates are presented of the inverse elasticity of supply of nursing services to the individual hospital a quantity which is a natural measure of employer market power the estimates corresponding to employment changes taking place over one year are quite high in the neighborhood of 0 79 and even for changes taking place over three years are substantial in the neighborhood of 0 26 the estimates do not significantly differ for hospitals in major metropolitan areas and do not depend very sensitively on the assumed form of the oligopsony equilibrium this abstract was borrowed from another version of this item

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

human capital and information this paper examines the issue of the establishment size wage effect it analyzes a cross section for the year 1979 with information on 607 individuals and the 60 private sector establishments where they work it discusses four theories of the establishment size wage effect and uses empirical proxies to test them it shows that when a dummy variable on computer access in the establishment is introduced as a regressor the establishment size variable is an insignificant regressor this result and other evidence supports the contention that the establishment size coefficient captures the effect of unobserved human capital accumulation

the hedging of an uncertain future foreign currency cash flow this paper derives the optimal hedge of an uncertain unknown quantity future foreign currency cash flow this more general optimal hedge includes the traditional hedge for a certain known quantity future foreign currency cash flow as a special case the optimal hedge is found to be unbounded and determined by firm specific conditions including the variance of the expected cash flow and the correlation of that future cash flow with actual exchange rate movements simulated optimal hedge values are found for u s based multinational firms possessing s dm cash flows using exchange rate data for the 1981 1987 period special cases in which the optimal hedge ratio equals zero and one also are identified and we show that cash flow uncertainty can strongly affect the effectiveness of hedging

monopsony in the low wage labor market evidence from minimum nurse staffing regulations this paper provides direct evidence on the extent of monopsony power in the low wage labor market by estimating the firm level elasticity of labor supply for nurse aides in the long term care nursing home industry using exogenous variation in hiring induced by the passage of a state minimum nurse staffing law i find that facilities initially out of compliance with the new law did not have to raise their wage offers relative to their competitors in order to hire more nurses while this is consistent with perfect competition in simple monopsony models of the labor market i discuss how the results may be more ambiguous in more complicated models

optimal hedging of uncertain and long term foreign exchange exposure abstract this paper employs stochastic dynamic programming to analyze two hedging problems which arise frequently especially in international finance one is the hedging of an uncertain exposure when the arrival of new information is anticipated it is shown that a risk averse agent will hedge a fraction of his maximum potential exposure to reduce risk the second problem concerns hedging an exposure which extends beyond the delivery date of the available forward contract the solution yields a rule by which successive contracts can be linked to form an optimal hedging strategy a short empirical study illustrates this rule

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

wages rents and the quality of life this study focuses on the role of wages and rents in allocating workers to locations with various quantities of amenities the theory demonstrates that if the amenity is also productive then the sign of the wage gradient is unclear while the rent gradient is positive the theory is extended to include the housing market and nontraded goods these extensions require little modification of the conclusion the empirical work on wages shows that the regional wage differences can be explained largely by these local attributes with the use of site price data implicit prices are estimated and quality of life rankings for the cities are computed

compensating wage differentials and shift work preferences we study if there are compensating wage differentials paid for shift work using french matched employer employee data for male full time blue collar workers there is a significant shift premium of 16 that has a significant impact on shift work choice

community college enrollment college major and the gender wage gap the literature on the narrowing of the gender wage gap during the 1980s considers among other factors the closing of the male female differential in post secondary education this paper looks specifically at the role played by the dramatic relative increase in women s enrollment in two year colleges with independent cross sections developed using nlsy data the authors find that the gender wage gap narrowed by 0 0469 log points between 1985 and 1990 and by 0 0932 log points between 1989 and 1994 the more pronounced decrease observed for 1989 94 is largely explained by erosion of male female differences in weeks worked job tenure and full time employment a more novel finding is evidence that while change in the quantity of education provides essentially no explanatory power disaggregating education by two year and four year providers and by major field of study accounts for 8 5 11 of the closing of the wage gap over the 1989 94 period

a price setting game with a nonatomic fringe abstract this paper extends the bertrand edgeworth price setting game with finitely many firms to a game with infinitely many firms taking a market with one significant firm and a nonatomic fringe we present a microfoundation of dominant firm price leadership

compensating differentials and unmeasured ability in the labor market for nurses why do hospitals pay more nurses employed in hospitals realize a large wage advantage relative to nurses employed elsewhere this paper examines alternative sources of the hospital premium a topic of some interest given the current shifting of medical care out of hospitals whereas cross sectional estimates indicate a hospital rn wage advantage of roughly 20 percent longitudinal analysis suggests that a third to a half of the advantage is due to unmeasured worker ability the remainder is likely to reflect compensating differentials for hospital disamenities we further probe possible sources of the rn hospital premium by examining the receipt of fringe benefits differences in cognitive ability as measured by afqt test scores differences in the quality of experience the role of labor unions and rents earnings on second jobs and the magnitude of wage differentials associated with work shift

estimation and testing of the union wage effect using panel data we present estimates of the union wage effect controlling for unmeasured individual effects and subject the conventional fixed effects model to specification tests for psid men the union wage effect is 5 8 after controlling for person effects as opposed to 20 in cross section omnibus tests based on an unrestricted reduced form and instrumental variables tests based on differencing are consistent with conventional models tests based on comparing those who enter and leave union coverage provide evidence against the usual model we find evidence for interactions between union status and other variables even after controlling for person effects

classic or new monopsony searching for evidence in nursing labor markets the market for registered nurses rns is often offered as an example of classic monopsony while a new monopsony literature emphasizes that firm labor supply is upward sloping independent of market structure using data from multiple sources we explore the relationship between nursing wages in hospitals and measures of classic and new monopsony wage level analysis fails to provide support for classic monopsony the relative wages of rns in 240 u s labor markets being largely uncorrelated with hospital system concentration longitudinal analysis shows nursing wages declining with increases in hospital concentration we interpret these results as providing support for classic monopsony effects in the short run but question whether wage effects are sustained in the long run no relationship is found between nursing wages and a new monopsony measure of mobility but support for new monopsony is found for women elsewhere in the labor market rns display greater interemployer mobility than do women or men in general two conclusions follow first upward sloping labor supply need not imply monopsonistic outcomes second absent more compelling evidence nursing should not be held up as a prototypical example of monopsony classic or new

firm sponsored general education and mobility frictions evidence from hospital sponsorship of nursing schools and faculty this study asks why hospitals provide direct financial support to nursing schools and faculty this support is striking because nursing education is clearly general clearly paid by the firm and information asymmetries appear minimal using aha and survey data i find hospitals employing a greater share of their msa s registered nurses are more likely to provide direct financial support to nursing schools and faculty net of size and other institutional controls given the institutional context i interpret this result as unusually specific evidence that technologically general skill training may be made de facto specific by imperfect and costly mobility

compensating differentials for shift work a model analyzing the choice of shift is developed and estimated using data from two supplements to the current population survey the findings show a positive wage premium for shift work that varies with personal characteristics and there is strong evidence showing the importance of self selection as workers with low potential daytime earnings are more likely to choose night work and supplement their earnings the findings demonstrate that cross section estimates of wage premiums for union membership and firm size are biased upward because they pick up some of the compensating differential for shift work

seniority wages and productivity a turbulent decade why does a worker s wage tend to grow with seniority in the firm and what does this have to do with productivity two decades ago neoclassical labor economists thought that the theory of human capital provided a good answer to this question the last decade has however been one of puzzles and doubt at this point few would give an unambiguous answer and much hinges on the answer an attractive feature of human capital theory is that it yields a consistent and coherent explanation for several aspects of the employer employee relationship for example seniority systems layoff policies that vary with skill and the relationship between tenure and turnover can be explained in terms of human capital the fact that these explanations are connected leads however to something like a domino effect doubts about one cast doubt on the others if the human capital explanation for the wage seniority relationship is flawed then human capital explanations for other phenomena may require reevaluation in addition an important body of empirical research is built around the assumption that at any point in time a person s wage indicates the person s productivity included here is the extensive literature on the human capital earnings function as well as work on labor demand market discrimination and compensating differentials that assumption has become controversial in recent years in part because implicit contract theories predict that compensation will be redistributed over the period of the contract if a person s spot wage has little to do with spot productivity but rather is an instrument of a complex insurance or deferred compensation scheme then a reassessment of the empirical research may be necessary

is there monopsony in the labor market evidence from a natural experiment recent theoretical and empirical advances have renewed interest in monopsonistic models of the labor market however there is little direct empirical support for these models we use an exogenous change in wages at department of veterans affairs va hospitals as a natural experiment to investigate the extent of monopsony in the nurse labor market we estimate that labor supply to individual hospitals is quite inelastic with short run elasticity around 0 1 we also find that non va hospitals responded to the va wage change by changing their own wages

monopsony power and relative wages in the labor market for nurses this paper examines the thesis that monopsony power is an important determinant of wages in nursing labor markets using data from the 1985 93 current population surveys measures of relative nurse non nurse wage rates for 252 labor markets are constructed contrary to predictions from the monopsony model no positive relationship exists between relative nursing wages and hospital density or market size nor is support found for the presence of monopsony power based on evidence on union wage premiums slopes of experience profiles or the mix of rn to total hospital employment

does unmeasured ability explain inter industry wage differentials this paper provides empirical assessments of the two leading explanations of measured inter industry wage differentials 1 true wage differentials exist across industries and 2 the measured differentials simply reflect unmeasured differences in workers productive abilities first we summarize the existing evidence on the unmeasured ability explanation second we construct a simple model which shows that if matching is important then endogenous job change decisions can create important self selection biases even in first differenced estimates of industry wage differentials third we analyze a sample that approximates the experiment of exogenous job loss we find that i the wage change experienced by a typical industry switcher closely resembles the difference in the relevant industry differentials estimated in a cross section and ii pre displacement industry affiliation plays an important role in post displacement wage determination

estimating the residual demand curve facing a single firm this paper presents an econometric technique for estimating the single firm residual demand curve that does not require the estimation of demand cross elasticities the technique is particularly suited for the estimation of firm market power in product differentiated industries where cross elasticities are notoriously difficult to measure one estimated parameter is directly related to a firm s markup of price over marginal cost when product differentiation is extensive when an industry consists of a dominant firm and a price taking fringe when a consistent conjectures equilibrium is the correct oligopoly solution concept when firms are stackelberg leaders relative to their environment or when firms are perfect competitors the estimates can indicate power over price in other circumstances an instrumental variables technique is employed using firm individuated factor prices to identify firm specific residual demand yet even when instruments are unavailable the technique produces elasticity estimates biased in the conservative direction of disproving market power this methodology is applied to estimate the market power of three firms in an industry characterized by product differentiation brewing over our 1962 82 sample period pabst and coors had similar national market shares and each had high shares in several states yet pabst was virtually a price taker while coors possessed substantial market power anheuser busch had market power in the early part of the sample but little after 1975 when miller brewing changed the competitive nature of the industry

the role of temporary agency employment in tight labor markets the authors use case study evidence from hospitals and auto parts manufacturers to investigate why employers used and even increased their use of temporary help agencies during a period of tight labor markets in the 1990s in high skill occupations the evidence suggests employers paid substantially more to agency help than to regular employees in large part to gain additional time to recruit employees for permanent positions and thereby avoid raising wages for new hires and existing employees in low skill occupations temporary help agencies appear to have facilitated the use of more risky workers by lowering their wages and benefits and the costs associated with turnover as in high skill occupations the use of agency temporaries in low skill occupations relieved pressure on companies facing tight labor markets to raise employees wages and may have contributed to the stagnant wage growth and low unemployment observed in the 1990s

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

do part time full time compensation differentials for nurses vary between the private and public sector this study examines whether compared to their private sector counterparts public sector health care employers are at a disadvantage using part time pt nurses to lower labour costs findings reveal a lack of a pt wage differential public and private sector pt nurses are less likely to receive health care and pension coverage compared with full time ft nurses yet these pt ft nonwage compensation coverage differentials do not vary across sectors the nonwage findings are interpreted as suggesting that public sector health care employers are just as likely as private sector health care employers to benefit from cost savings associated with lower nonwage coverage for pt nurses

a simultaneous equation model of labor supply fertility and earnings of married women the case of registered nurses a simultaneous equation model of labor supply fertility and earnings is developed and estimated for an important subset of the female population married registered nurses rns measures of variables specific to married nurses age 21 64 are developed by aggregating observations on individual nurses or their families into standard metropolitan statistical area smsa averages from the 1 in 100 public use sample of the 1970 census of population in the u s the sample was restricted in certain ways the grouped observations apply only to white rns who are married with husband present and live in smsas of over 250000 population in 1970 except honolulu the sample is further restricted so that each included observation representing an smsa average is based upon an underlying pool of at least 15 individual nurses this last restriction reduces the sample of smsas to 88 from 124 the coefficient on the nurse wage variable is positive and statistically significant with an implied wage elasticity of 40 at the means these estimates are consistent with those observed using the analogous microcensus data on rns rn fertility has the predicted negative effect on nurse labor supply but is statistically insignificant but the magnitude of the fertility coefficient is plausible a 10 increase in nurse fertility within an smsa number of children ever born 1000 nurses ever married within an smsa is associated with a reduction in the smsa nurse labor supply the estimated coefficients of the husband earnings and nonlabor income variables are negative but only the former is statistically significant at the 90 level or above the estimated effect of the nurses earnings opportunities on her fertility are statistically insignificant but the wage coefficient is negative as expected and implies an elasticity of nurse fertility with respect to the nurse wage rate of approximately 2 the coefficient on the labor supply variable is negative and statistically significant confirming the hypothesis that increased labor market activity increases the opportunity costs of children husbands earnings are not a significant determinant of rn fertility the estimates suggest that nurse labor supply and fertility decisions are relatively unimportant factors in determining the nurses market earnings

effect of immigrant nurses on labor market outcomes of us nurses we study the effect of immigration of foreign trained registered nurses rns on the employment and wages of us trained rns we use the area approach and study effects of immigration in labor markets defined by the state we find substantial evidence that immigration by foreign trained nurses increases the supply of nurses and that this increase in supply is associated with a decrease in annual earnings estimates suggest that a 10 percent increase in supply due to immigration is associated with a one to four percent decrease in annual earnings

the union impact on hospital wages and fringe benefits this paper uses 1977 data from a national probability sample of 1 200 hospitals to estimate the effect of unions on wages and fringe benefits in four occupations registered nurses practical nurses secretaries and housekeepers the results show that unionization has a significant impact on wages that increases with the length of time collective bargaining has been in effect at the individual hospital the overall wage effect of unions is about 8 percent for both types of nurses and 11 to 12 percent for secretaries and housekeepers employed in hospitals the authors also estimate an equation for hospital wide fringe benefits which shows that such benefits are positively related to the percent of full time employees in the four occupations covered by union contracts

the rise and fall of customary wage differentials among nursing personnel in us hospitals 1956 1985 between 1956 and 1985 the employment of registered nurses rns relative to other nursing personnel rose despite constant relative wages among rns licensed practical nurses and nurses aides over this thirty year period hospital management proclaimed chronic shortages of rns economists have used monopsonistic models to explain the persistence of these shortages as an alternative to the monopsonistic model this paper presents an institutional argument for why hospital management sought to maintain relative wages among classes of nursing personnel while at the same time successfully raising the relative use of rns through a variety of nonwage inducements and manipulations of rn supply c 1995 academic press inc copyright 1995 by oxford university press

labor economics and the psychology of organizations this essay is a discussion of how economists are attempting to understand institutions within the organizations of the labor market the institutions and issues discussed include mandatory retirement discontinuous jumps in wages pay compression rights of tenure up or out hierarchies timing of raises promotions and evaluations the existence of partnerships the use of bonuses vs penalties and pay as a motivator

using survey data to resolve the exchange risk exposure puzzle evidence from u s multinational firms while in previous literature foreign currency exposure is estimated to be surprisingly small and insignificant we question in this paper the rationality assumption and show that the traditional use of realized exchange rate changes to approximate unexpected currency shocks leads to a strong underestimation of the influence that exchange rates play in determining firm valuations in light of a unique survey data base of individual exchange rate expectations we distinguish between realized and unexpected foreign currency movements and find that half of our sample of 935 u s firms with real operations in foreign countries is significantly exposed to unexpected exchange rate movements in line with previously reported results foreign exchange risk exposure is found to become increasingly perceptible when the return horizon is lengthened the difference between the exposure to realized versus unexpected exchange rate movements is however decreasing when lengthening the horizon suggesting that the more market participants disagree about the future path of currency values the less investors and or managers are likely to use the publicly available forecasts in their pricing and hedging decisions

women in the labor market and in the family t here are two themes in this paper the first an exercise in revisionist history argues that the conventional wisdom of an absence of any substantial labor market progress for women is mistaken instead throughout this century women s wages have been steadily rising relative to those of men a progress likely to accelerate in the next few decades our second theme contends that this labor market progress is not enough alongside their labor market advances the relative economic plight of many women is worsening the downside news is the increasing feminization of poverty a reflection of the growing instability of the american family

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

the earnings and employment of nurses in an era of cost containment previous research has shown that from the 1980s through the early 1990s nurses enjoyed substantial wage and employment gains that stemmed to some extent from increased labor demand using individual data for 1988 98 to compare nurses fortunes with those of college educated women and other workers in the health care industry the author documents that nurses experienced a decline in real wages beginning in the early 1990s at the same time that the skill premium for rns as reflected by the return to education and experience was increasing changes in measured characteristics and their returns explain very little of the decline consistent with the theory that the relative wage decrease was driven by a decline in the demand for rns and increased cost constraints the effects of hmo penetration are found to explain only a small part of the variation in wages across metropolitan statistical areas and across time

monopsony power pay structure and training although interest in monopsonistic influences on labor market outcomes has revived in recent years only a few empirical studies provide direct evidence on this topic in this article the authors analyze the effect of monopsony power on pay structure using a direct measure of labor market thinness the authors find evidence of monopsony power as firms facing fewer local competitors offer lower wages to skilled labor and trainees but not to unskilled labor the findings have important implications for the economic theory of training as most recent models assume monopsonistic pay setting for skilled labor but not for trainees

are foreign trained nurses perfect substitutes for u s trained nurses the authors investigate whether foreign and u s trained nurses are substitutes by studying the differences in their wages and whether wage differentials respond to relative supplies of foreign and u s trained nurses regression estimates suggest that foreign trained nurses without a bachelor s degree enjoy a wage premium of 1 to 3 over similar u s trained nurses after adjusting for demographic workplace work type and geographic differences but no wage difference remains among those with a bachelor s degree for all nurses combined the wage difference is modest and statistically insignificant this result suggests that foreign and u s trained nurses are equally productive and close substitutes the authors also test explicitly for whether foreign and u s trained nurses are substitutes and cannot reject the hypothesis that they are

crime and the timing of work abstract two striking facts describe work timing in the united states a lower propensity to work evenings and nights in large metropolitan areas and a secular decline in such work since 1973 one explanation is higher and possibly increasing crime in large areas i link current population survey data on work timing to fbi crime reports neither fact is explained by changes in nor inter area differences in crime rates but higher homicide rates do reduce such work this reduction implicitly costs the economy between 4 and 10 billion this negative externality illustrates a larger class of previously unmeasured costs of social pathologies

management of foreign exchange risk a review article this paper reviews the literature on foreign exchange risk management ferm which has burgeoned during the last decade scholars and practioners emerging interest in foreign exchange risk management was spurred by the advent of fluctuating exchange rates in the early seventies as well as by the pronouncement of the infamous fasb statement no 8 in 1976 which laid down unambiguous guidelines for consolidating financial statements of multinational corporations a normative rather than a market view of foreign exchange risk management is taken and accordingly the author reviews first the two key informational inputs necessary for any foreign exchange risk management program forecasting exchange rates and measuring exposure to exchange risk available decision models for handling transaction and translation exposures are reviewed next a concluding section identifies gaps in the existing literature and suggests directions for future research

the price of experience we identify a key role of factor supply driven by demographic changes in shaping several empirical regularities that are a focus of active research in macro and labor economics in particular demographic changes alone can account for the large movements of the return to experience over the last four decades for the differential dynamics of the age premium across education groups emphasized by katz and murphy 1992 for the differential dynamics of the college premium across age groups emphasized by card and lemieux 2001 and for the changes in cross sectional and cohort based life cycle profiles emphasized by kambourov and manovskii 2005 jel d91 e24 i23 j11 j24 j31

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