an alternative approach to estimate the wage returns to private sector training summary this paper follows an alternative approach to identify the wage effects of private sector training the idea is to narrow down the comparison group by only taking into consideration the workers who wanted to participate in training but did not do so because of some random event this makes the comparison group increasingly similar to the group of participants in terms of observed individual characteristics and the characteristics of planned training events at the same time the point estimate of the average return to training consistently drops from a large and significant return to a point estimate close to zero copyright 2008 john wiley sons ltd

minimum wages and training revisited theory predicts that minimum wages will reduce employer provided on the job training designed to improve workers skills on the current job but it is ambiguous regarding training that workers obtain to qualify for a job we estimate the effects of minimum wages on both types of training received by young workers exploiting cross state variation in minimum wage increases much of the evidence supports the hypothesis that higher minimum wages reduce formal training to improve skills on the current job but there is little or no evidence of offsetting increases in training undertaken to qualify for or obtain jobs

a decomposition of training probabilities the determinants of workers training probabilities are analysed a distinction is made between the unconditional probability that a worker is employed by a firm that provides any training opportunities at all and the conditional probability that the worker receives training given that s he works for a firm that provides training for this analysis a censored version of the bivariate probit model is applied the results indicate that establishment size industry dummies type of schooling age and experience affect only the unconditional probability whereas the type of labour contract working hours and job level affect only the conditional probability years of formal schooling affect both probabilities more highly educated workers are both more likely to work for training providing firms and given that they work for such a firm to be selected for training programmes

fiscal policy coordination with demand spillovers and unionised labour markets we explore the incentives for governments to cooperate by expanding expenditure we have three countries two are in a monetary union the emu the labour markets of both the emu countries are unionised and there is involuntary unemployment in equilibrium we explore the intra and intercountry effects of changes in bargaining power we then examine optimal government expenditures in each emu country we find that there is a positive spillover and that expenditures are strategic complements the coordinated equilibrium involves higher expenditure than the uncoordinated equilibrium

firm specific seniority and wages this article studies the relationship between seniority and wages micro data with more than one observation from each firm are utilized to single out the seniority effect on wages arising within firms from the total seniority wage effect the results show that the seniority effect arises within firms but do not support the human capital explanation of the seniority wage profile employees with high levels of firm specific on the job training requirements have less steep wage profiles the results give some support to the theory of delayed compensation as piece rate workers have negligible returns to seniority

a quantitative evaluation of payroll tax subsidies for low wage workers an equilibrium search approach abstract phelps phelps e 1994 low wage employment subsidies versus the welfare state american economic review 84 54 58 presented the case for a low wage subsidy policy since the mid 1990s france has experimented with this strategy this paper evaluates the effect of this policy on employment and also on output and welfare we construct an equilibrium search model incorporating wage posting and specific human capital investment where unemployment and the distribution of both wages and productivity are endogenous we estimate this model using french data numerical simulations show that the prevailing minimum wage allows a high production level to be reached by increasing training investment even though the optimal minimum wage is lower we show that payroll tax subsidies enhance welfare more than a reduction in the minimum wage when they are spread over a large range of wages in order to avoid specialization in low productivity jobs

investment in human capital and gender wage differences evidence from the nlsy this paper uses data from the national longitudinal survey of youth nlsy to investigate gender differences in returns to various forms of human capital since the nlsy includes relatively detailed information regarding on and off the job training we place special emphasis on measuring gender differences in the incidence of and returns to formal post school training also considered is the role of nonhuman capital factors such as industry and occupation in explaining the wage gap it is found that about 60 of the gender wage gap in the sample is explained by mean differences in individual characteristics and market circumstances this suggests a smaller role for discrimination in explaining the wage gap than previous research has found the research indicates that training does not affect the gender wage gap also it is found that there is no statistically significant difference in the rate of return to other measures of human capital for women versus men our research suggests that the largest factor

state lottery adoptions as policy innovations an event history analysis two types of explanations of state government innovation have been proposed internal determinants models which posit that the factors causing a state government to innovate are political economic and social characteristics of a state and regional diffusion models which point toward the role of policy adoptions by neighboring states in prompting a state to adopt we show that the two are conceptually compatible relying on mohr s theory of organizational innovation then we develop and test a unified explanation of state lottery adoptions reflecting both internal and regional influences the empirical results provide a great degree of support for mohr s theory for the empirical analysis we rely on event history analysis a form of pooled cross sectional time series analysis which we believe may be useful in a wide variety of subfields of political science event history analysis may be able to explain important forms of political behavior by individuals organizations or governments even if they occur only rarely

international fiscal policy transmission the paper examines international transmission of stochastic fiscal policy disturbances in a two country general equilibrium framework with possible excess supply equilibria with underutilization o

general training in labor markets common value auctions with unobservable investment abstract this paper studies the puzzle of employer financing for the general training of workers a parsimonious theory is developed based on asymmetric information between employers about the quantity of training the labor market is modeled as a common value auction with an informed and an uninformed bidder the novel feature of the game is that one of the bidders can make an unobservable investment that increases the value of the item before the auction by randomizing the amount of training provided an employer can create an endogenous adverse selection problem enabling it to compress the wage structure and capture some returns from its training investment the model generates continuous equilibrium wage and training distributions and identical employees can receive different wage offers and training levels a parametric example is used to illustrate how the shape of the wage distribution depends on the elasticity of production with respect to human capital

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

lobbying as legislative subsidy professional lobbyists are among the most experienced knowledgeable and strategic actors one can find in the everyday practice of politics nonetheless their behavioral patterns often appear anomalous when viewed in the light of existing theories we revisit these anomalies in search of an alternative theory we model lobbying not as exchange vote buying or persuasion informative signaling but as a form of legislative subsidy a matching grant of policy information political intelligence and legislative labor to the enterprises of strategically selected legislators the proximate political objective of this strategy is not to change legislators minds but to assist natural allies in achieving their own coincident objectives the theory is simple in form realistic in its principal assumptions and counterintuitive in its main implications empirically the model renders otherwise anomalous regularities comprehensible and predictable in a later section we briefly bring preferences back in examining the important but relatively uncommon conditions under which preference centered lobbying should occur

interest rates and currency prices in a two country world abstract this paper is a theoretical study of the determination of prices interest rates and currency exchange rates set in an infinitely lived two country world which is subject both to stochastic endowment shocks and to monetary instability formulas are obtained for pricing all equity claims nominally denominated bonds and currencies and these formulas are related to earlier closely related results in the theories of money finance international trade

labor market effects of women s post school age training using data from the 1984 nls mature women s cohort this study investigates whether post school age training defined as both formal education and other forms of training received after the end of formal schooling affected women s wages and labor force participation the author analyzes the association between training and wage changes over the years 1967 when the women in the sample ranged in age from 30 to 44 through 1984 when they had reached ages 47 to 61 and compares labor force participation in 1984 between women who had obtained post school age training and those who had not women who received post school age training experienced a greater rise in wages and participated in the labor force at older ages than did women who received no training

education training and employability two hypotheses are tested 1 education and training increase the employability of workers at other tasks within the firm and reduce the need for help from supervisors when workers encounter small problems and 2 greater employability and problem solving capability increase wages the empirical results show that greater employability and problem solving capability are independent from each other formal work related training increases employability workers in jobs requiring no induction training are less employable at other jobs or departments both general and specific human capital increase the ability of workers to solve problems on their own greater employability does not increase wages male workers who solve problems on their own earn more than men who need help from others the effects of human capital variables on employability and problem solving capability do not differ between and men and women however it is found that the ability to solve problems on one s own has a pay off for men but

real exchange rates and macroeconomics a selective survey the paper discusses real exchange rate issues of industrial and of developing countries for real exchange rates among the key industrial countries we ask what is the best conceptual framework to shed light on this question we look at alternative theoretical approaches and at empirical evidence on the relation among interest rates expectations and depreciation the discussion of developing countries real exchange rates focuses on the link between real exchange rates real wages and the profitability of capital the model highlights the discrepancy between the mobility of capital including in the long run physical capital and

currency prices terms of trade and interest rates a general equilibrium asset pricing cash in advance approach currency prices terms of trade and interest rates a general equilibrium asset pricing cash in advance approach

learning and earning do multiple training events pay a decade of evidence from a cohort of young british men this paper estimates the impact of work related training on wage growth over the period 1981 91 using longitudinal data from the national child development study a cohort of young men aged 23 in 1981 a hurdle negbin model is used to control for training endogeneity we find that training incidence has a significant positive effect on wage growth we also find that young men with a higher level of education are not only more likely to be trained but are also more likely to experience substantially higher wage growth as a result

employer search training and vacancy duration we develop a model of optimal employer search strategy when information about match quality is endogenous the model is tested using four data sets two of which have not previously been used as theory predicts we find that when filling positions requiring more training employers search more intensively and extensively employers also search more extensively when hiring workers with more education and with prior experience these findings provide strong evidence of systematic variation in search strategies based on the characteristics of the positions and job applicants factors that influence employer search also affect the duration of a vacancy

toward a theory of vacancies we attempt to further characterize the search strategies of the employer in the article we discuss how characteristics of the employer or conditions that the employer faces affect the optimal search strategies and the probability of filling a vacancy in each period semiparametric and parametric methods are used to estimate hazard rates of filling vacancies the results suggest that for the given sample of vacancies the general form of the hazard function is nonmonotonic additionally the results suggest that those employers who have advance notice of the vacancy may search longer than those employers who do not

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

minimum wages on the job training and wage growth using data from the employment opportunities pilot project we examine the relationships between minimum wages wage growth and on the job training we find that minimum wage jobs exhibit less wage growth than other jobs particularly for men we find no evidence however of a unique minimum wage effect on training opportunities we conclude that indirect methods of proxying training with wage growth can be misleading as they fail to distinguish whether the reduced wage growth of workers on minimum wage jobs results from their receiving less training than other workers or whether it is strictly a result of the wage determination process

overeducation undereducation and the theory of career mobility the theory of career mobility sicherman and galor journal of political economy 98 1 169 92 1990 claims that wage penalties for overeducated workers are compensated by better promotion prospects sicherman journal of labour economics 9 2 101 22 1991 was able to confirm this theory in an empirical study using panel data however the only retest using panel data so far robst eastern economic journal 21 539 50 1995 produced rather ambiguous results in the present paper random effects models to analyse relative wage growth are estimated using data from the german socio economic panel it is found that overeducated workers in germany have markedly lower relative wage growth rates than adequately educated workers the results cast serious doubt on whether the career mobility model is able to explain overeducation in germany the plausibility of the results is supported by the finding that overeducated workers have less access to formal and informal on the job training which is usually foun

evaluating the effect of tax deductions on training dutch employers can claim an extra tax deduction when they train employees older than age 40 this discontinuity in a firm s training cost is exploited to identify the tax deduction s effects on training participation and of training participation on wages the results show that the training rate of workers just above age 40 is 15 20 higher than that of workers just below age 40 this difference mainly results from the postponement of training and is not a stimulating effect of the measure the two stage least squares estimate of the wage effect of training is not statistically different from zero

useful government spending direct crowding out and fiscal policy interdependence this paper introduces perfect substitutability between private and public consumption in a dynamic open economy with imperfect competition and nominal rigidities this implies a direct crowding out effect that generalising to the two country case some well known properties of a closed economy tends to reduce consumption following both domestic and foreign expansions a less expected result is that sub stitutability has a positive effect on the short run output spillover we also show that if we modify the model to allow for home bias in government spending temporary fiscal expansions display a quasi neutrality property

job training in u s organizations we draw hypotheses about the factors related to company provision offormal job training programs from diverse theoretical perspectives and research findings using data from the 1991 national organizations survey we analyze a sample of 688 establishments to estimate multivariate models the relationships between employer provided job training and organizational size unionization and workforce composition are reduced or eliminated in most multivariate equations employer provided training is most extensive in establishments with elaborate internal structures that operate in complex market environments the job training practices of u s employers affect employees from the executive suite to the loading dock enhancing skills from basic literacy to interpersonal sensitivity a new training ideology is rapidly eclipsing the traditional segmented pattern a pattern in which universities educate the professionals and technicians companies prime the executives unions apprentice workers in the skilled trades and government prepares the disadvantaged facing competitive world economic pressures that have eroded america s market positions employers are now using job training as one means of coping with changes fostered by technological innovation market competition organizational restructuring and demographic shifts although training is an integral part of the employer employee relationship direct evidence about company training practices based on representative samples of diverse employing organizations is almost nonexistent most previous research has drawn on either self reported labor force surveys or highly restricted samples of organizations typically skewed to very large firms we examine hypotheses about employer provided job training practices in the early 1990s using a national survey of u s work organizations

social democracy christian democracy constitutional structure and the welfare state the literature on the determinants of welfare state effort displays many inconsistencies and contradictins this article takes imoprtant stepts toward resolving these issues with the use of pooled

the wage effects of training in portugal differences across skill groups genders sectors and training types this article investigates the determinants and wage effects of training in portugal in a first stage we show that there are considerable differences in training participation across groups of workers with elder and low educated individuals participating substantially less in a second stage we show that training has a positive and significant impact on wages the estimated wage return is about 30 for men and 38 for women discriminating between levels of education and working experience and the public and private sector reveals important differences across categories of workers we find that women low educated workers and workers with long working experience earn larger returns from training the average effect of training is similar in the private sector and the public sector however differences across experience groups are larger in the private sector while differences across education groups are larger in the public sector we use three alternative classifications of training activities and f

the impact of human capital investments on pension benefits this article develops a model with deferred compensation and severance pay that predicts that workers bear all the costs and receive all the returns of human capital investments and that specific investments yield higher returns than general investments this model also predicts that pensions which efficiently defer compensation will be positively related to specific investments evidence from the national longitudinal survey of older men confirms these predictions participation in company sponsored training programs proxying for specific investments increases the probability of pension receipt and the level of benefits more general training outside the firm has much smaller effects on pensions

dividing the costs and returns to general training data from the national longitudinal survey of youth indicate that the employer often pays the explicit costs of not only on site training but also off site general training although few of these costs appear to be passed on to workers in the form of a lower wage while in training completed spells of general training paid for by previous employers have a larger wage effect than completed spells of general training paid for by the current employer a model where contract enforcement considerations cause employers to share the costs and returns to purely general training can explain these findings

the impact of trade union membership on training in britain in order to measure the union non union training differential in britain a recursive model of training participation and union membership is estimated using data taken from the 1989 labour force survey the results show a positive and significant effect of union membership on training participation in small establishments this is consistent with the hypothesis that any negative impact on employer provided training that might have arisen from the union wage mark up is outweighed by a positive influence exerted by unions through the exercise of collective voice and or reductions in labour turnover by contrast in establishments with 25 or more workers unions have no significant impact on training

sources of training and their impact on wages using data from the national longitudinal survey of youth from 1986 to 1990 the author investigates the wage impact of various sources of training among them company training programs apprenticeships business schools vocational and technical institutes correspondence courses and seminars outside the workplace time spent in training of whatever kind apparently did not affect 1990 wage levels the incidence of two kinds of training however company training and seminars outside work was positively related to wage levels as well as to wage change between 1986 and 1990 that is workers who undertook such training enjoyed higher wages than those who did not time spent in vocational schools was also positively associated with wage change though not with 1990 wage levels the other forms of training had no apparent impact on either wage levels or wage change

economic impacts of new unionization on private sector employers 1984 2001 economic impacts of unionization on employers are difficult to estimate in the absence of large representative data on establishments with union status information estimates are also confounded by selection bias because unions could organize at highly profitable enterprises that are more likely to grow and pay higher wages using multiple establishment level data sets that represent establishments that faced organizing drives in the united states during 1984 1999 this paper uses a regression discontinuity design to estimate the impact of unionization on business survival employment output productivity and wages essentially outcomes for employers where unions barely won the election e g by one vote are compared with those where the unions barely lost the analysis finds small impacts on all outcomes that we examine estimates for wages are close to zero the evidence suggests that at least in recent decades the legal mandate that requires the employer to bargain with a certified union has had little economic impact on employers because unions have been somewhat unsuccessful at securing significant wage gains

training and worker effort a signalling perspective this paper analyzes the interaction between firms investment in general skills training and workers incentives it shows that when a firm has an informational advantage over its workers its provision of free general skills training can serve as a signal that there will be a long term relationship between the firm and its workers this signal induces the workers to exert more effort in learning firm specific skills which enhances the firm s profits in contrast with most of the existing literature the model implies that firms may provide free general skills training even if there is no labour market friction ce memoire analyse l interaction entre l investissement des entreprises dans l acquisition d habiletes generales de leurs employes et les incitations des travailleurs a fournir un effort on montre que quand une firme a un avantage informationnel sur ses travailleurs le fait de fournir gratuitement de la formation qui permette aux employes d acquerir des habiletes generales peut servir de signal qu il va y avoir une relation a long terme entre la firme et ses travailleurs ce signal incite les travailleurs a investir plus d effort dans l acquisition d habiletes specifiques a la firme ce qui augmente les profits de l entreprise ce modele en porte a faux par rapport au gros de la litterature existante suggere que les entreprises peuvent fournir gratuitement de la formation permettant aux employes d acquerir des habiletes generales meme s il n y a pas de friction dans le marche du travail

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

human capital and unemployment dynamics why more educated workers enjoy greater employment stability why do more educated workers experience lower unemployment rates and lower employment volatility empirically these workers have similar job finding rates but much lower and less volatile separation rates than their less educated peers we argue that on the job training being complementary to formal education is the reason for this pattern using a search and matching model with endogenous separations we show that investments in match specific human capital reduce incentives to separate but leave the job finding rate essentially unaffected the model generates unemployment dynamics quantitatively consistent with the data finally we provide novel empirical evidence supporting the mechanism studied in the paper this article is protected by copyright all rights reserved

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

do marital status and computer usage really change the wage structure this analysis uses several identification strategies and data sources to control for individual ability and determine the causal effect of marital status and computer usage on wages although data from the cps nlsy and a data set of identical twins show that there are large cross sectional effects of these variables new econometric specifications are applied to these data which indicate that marital status and computer usage are not important causal determinants of earnings even after adjustments are made for measurement error and within twin differences in ability

regional discontinuities and the effectiveness of further training subsidies for low skilled employees the author analyzes the effects of further training subsidies for low skilled employees on individual labor market outcomes in germany using detailed administrative data the author exploits cross

mode locking and international business cycle transmission abstract we investigate international business cycle synchronization business cycles in many countries have a tendency to synchronize with one another in what appears to be a world business cycle yet researchers find that trade and capital linkages are not strong enough for one country to drive business cycles in another country how is this world business cycle formed this study suggests that the world business cycle results from a mode locking phenomenon a nonlinear process by which weak coupling between oscillating systems tends to synchronize oscillations in the systems simulations and econometric analyses are performed to attempt to verify this hypothesis

sticky goods prices flexible asset prices monopolistic competition and monetary policy a monetary general equilibrium asset pricing model with sticky goods prices is developed goods prices are set by monopolistically competitive firms that maximize stock market value equilibria with underutilization of resources excess capacity in some states result in contrast to previous monetary asset pricing models the degree of competition affects capacity utilization monetary policy can affect output and resource utilization in addition to real asset prices depending upon the amount of information available to the monetary authority

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

training and lifetime income this paper challenges the notion that on the job training investments are quantitatively important for workers welfare and argues that on the job training may not increase lifetime income by more than 1 percent i argue that it is very difficult to reconcile the slowdown in wage growth late in a worker s career with optimizing behavior unless the technology for learning on the job is such that it generates very low gains from training the analysis is based on a nonparametric methodology for estimating the learning technology from wage profiles the results are arrived at by comparing the lifetime income when the worker optimally invests in his human capital to the one where he does not make any investments jel e24 j24 j31

the role of saving and investment in exchange rate determination under alternative monetary mechanisms abstract we argue that the demand for national currencies depends on existing payment arrangements for imports and exports therefore exchange rate movements depend on these arrangement as a result the relationship between exchange rate movements and various macroeconomic aggregates like saving and investment depend on what we call the monetary mechanism these points are explicitly demonstrated by studying two extreme monetary mechanisms one in which all payments are done with the seller s currency and one in which all payments are done with the buyer s currency

exchange rates and traded goods prices abstract this paper presents a partial equilibrium model of the determination of domestic and export prices by a monopolistic competitive firm the model stresses the role of exchange rate uncertainty and expectations the most important result of the analysis is that the stochastic properties of deviations from the law of one price are crucially affected by the currency of denomination of export prices using data on domestic and dollar export prices of japanese goods i find that deviations from the law of one price are due to exchange rate surprises but also to price staggering and ex ante price discrimination

general training by firms apprentice contracts and public policy workers will not pay for general on the job training if contracts are not enforceable firms may if there are mobility frictions private information about worker productivities however prevents workers who quit receiving their marginal products elsewhere their new employers then receive external benefits from their training in this paper training firms increase profits by offering apprenticeships which commit firms to high wages for those trainees retained on completion at these high wages only good workers are retained this signals their productivity and reduces the external benefits if they subsequently quit regulation of apprenticeship length a historically important feature enhances efficiency appropriate subsidies enhance it further

electoral competition in the american states electoral competition is a concept that has played a central role in much of the state politics literature one commonly used indicator of competition in the states is the ranney index we offer an alternative indicator of competition one based on district level outcomes of state legislative elections after evaluating both indicators in terms of validity and reliability the analysis suggests that the district level indicator is both empirically and intuitively superior as a measure of electoral competition the implications of this finding are discussed

the importance of lifetime jobs in the u s economy though the u s labor market is justly notorious for high turnover and consequent high unemployment it also provides stable near lifetime employment to an important fraction of the labor force this paper investigates patterns of job duration by age race and sex with the following major conclusions 1 the typical worker today is holding a job which has lasted or will last about eight years over a quarter of all workers are holding jobs which will last twenty years or more sixty percent hold jobs which will last five years or more 2 the jobs held by middle aged workers with more than ten years of tenure are extremely stable over the span of a decade only twenty to thirty percent come to an end 3 among workers aged thirty and above about forty percent are currently working in jobs which eventually will last twenty years or more three quarters are in jobs which will last five years or more 4 the duration of employment among blacks is just as long as among whites even though the jobs held by blacks are worse in almost every other dimension they are no more unstable than those held by whites 5 women s jobs are substantially shorter than men s on the average only about a quarter of all women over the age of thirty are employed in jobs which will last over twenty years whereas over half of men over thirty are holding these near lifetime jobs this abstract was borrowed from another version of this item

capital controls and fiscal policy in the world economy an intertemporal utility maximization framework is employed to model a world economy with capital controls the effects of fiscal policy in such an environment are examined several results emerge concerning the international transmission of fiscal policy under capital controls and the nature of comovements in macro economic aggregates such as output employment consumption and investment some of the paper s other results concern the implications of capital controls for ricardian equivalence the role of financing decisions in the international transmission process under capital controls and the effect of capital controls on the magnitude of fiscal induced fluctuations throughout the world economy contr6les des mouvements de capitaux et politique fiscale dans l conomie mondiale les auteurs utilisent une approche par la maximisation intertemporelle de l utilite pour modeliser une economie mondiale dans laquelle des controles sur les mouvements de capitaux existent ils examinent les effets de la politique fiscale dans un tel contexte on tire de ces analyses plusieurs resultats quant i la transmission internationale des effets de la politique fiscale et quant aux mouvements lies de certains agregats economiques comme les niveaux de production d emploi de consommation et d investissement certains autres resultats de cette analyse ont trait aux implications des controles des mouvements de capitaux sur l1 quivalence ricardienne au role des decisions de financement dans le processus international de transmission quand il y a controle des mouvements de capitaux et aux effets des controles sur les mouvements de capitaux sur la magnitude des fluctuations induites a travers l economie mondiale par la politique fiscale helpful comments from two anonymous referees are gratefully acknowledged discussion in workshops held at ucla duke university iowa state university queen s university vanderbilt university vpi and the university of western ontario has also been useful canadian journal of economics revue canadienine d economique xviii no 4 november novembre 1985 printed in canada imprime au canada 0008 4085 85 743 65 1 50 canadian economics association this content downloaded from 207 46 13 129 on mon 27 jun 2016 05 25 03 utc all use subject to http about jstor org terms 744 jeremy greenwood and kent p kimbrough

understanding the dynamic effects of government spending on foreign trade abstract using vector autoregressions on u s time series the present paper documents the effects of fiscal policy on foreign trade an increase in government spending significantly depreciates the nominal exchange rate appreciates the terms of trade and increases net exports exposed to the same spending shock a new keynesian general equilibrium model is shown to match qualitatively the response of relative prices the response of net exports in contrast depends on the intra and intertemporal elasticities of substitution and the degree of home bias in private spending an accommodating monetary policy dampens but does not alter the response of net exports

global effects of national stabilization policies under fixed and floating exchange rates this paper deals with international effects of two types of stabilization policies monetary expansion directed towards the demand side and a reduction in payroll taxes directed towards the supply side the analysis focuses on employment relative prices and welfare issues it rests on a simple intertemporal general equilibrium model of two countries that includes a specific micro theory of money under floating exchange rates a country s employment is insulated from both policies abroad but its consumption generally changes under fixed exchange rates no such insulation prevails while monetary expansion is generally expansionary reduced payroll taxes constitute a beggar thy neighbor policy in both systems the welfare of a country may decrease although its employment increases an immiserizing expansion may occur

the party of lincoln and the politics of state fair employment practices legislation in the north 1945 1964 from 1945 to 1964 more than a score of northern states passed laws mandating nondiscrimination in employment why did some states pass such fair employment practice fep laws much more slowly than other states this article presents archival and statistical evidence that partisan control of policy making institutions namely republican control of veto points in the legislative process is associated with a substantial reduction in the likelihood that a state would pass fep legislation even when controlling for potentially confounding variables this finding casts doubt on the leading account of the electoral realignment that began in the mid 1960s and culminated in the reagan bush years well before the advent of affirmative action key numbers of gop officeholders allied with organized business and motivated by a free market antiregulatory ideology worked successfully to block the adoption of color blind laws mandating formal racial equality

why do low educated workers invest less in further training several studies document that low educated workers participate less often in further training than high educated workers this article investigates two possible explanations low educated workers invest less in training because of 1 the lower economic returns to these investments or 2 their lower willingness to participate in training controlling for unobserved heterogeneity we find that the economic returns to training for low educated workers are positive and not significantly different from those for high educated workers however low educated workers are significantly less willing to participate in training we show that this lesser willingness to train is driven by economic preferences and personality traits

you paid for the skills now keep them tuition reimbursement and voluntary turnover does investing in employees marketable skills reduce turnover this study uses insights from human capital theory to explain how general skill development and promotion relate to voluntary turnover data from 9 439 salaried employees of a large manufacturer show that participation in tuition reimbursement reduces turnover while employees are in school voluntary turnover increases when individuals earn graduate degrees but is significantly reduced if they are subsequently promoted

performance responses to competition across skill levels in rank order tournaments field evidence and implications for tournament design tournaments are widely used in the economy to organize production and innovation we study individual data on 2775 contestants in 755 software algorithm development contests with random assignment the performance response to added contestants varies nonmonotonically across contestants of different abilities precisely conforming to theoretical predictions most participants respond negatively whereas the highest skilled contestants respond positively in counterfactual simulations we interpret a number of tournament design policies number of competitors prize allocation and structure number of divisions open entry and assess their effectiveness in shaping optimal tournament outcomes for a designer

excess capacity monopolistic competition and international transmission of monetary disturbances analyzes the excess capacity monopolistic competition and international transmission of monetary policy disturbances in the united states sheds light on the international impact of monetary policy emphasis on the spillover effects of monetary disturbances similarity of framework used with open economy macroeconomics

the role of off the job vs on the job training for the mobility of women workers the transition from school to work is typically a period in which many young workers experience a wide range of different jobs and experience some of their most rapid wage growth over their working life robert hall 1982 has estimated that the first 10 years of an individual s working career will include approximately two thirds of all lifetime job changes robert topel and michael ward 1988 found that over half of young male new entrants held six or more jobs over the first 10 years of their work experience only one young male worker in twenty held a single job for 10 years in their sample all of this suggests that young workers early years in the labor market involve several employment transitions the purpose of this paper is to examine for young workers in their first years of work the determinants of leaving an employer in particular this paper focuses on the role of different types of training on the probability of leaving an employer in previous work 1990 i have examined the impact of private sector training on the determination of wages and wage growth of young workers and reached the following conclusions first formal company provided onthe job training on jt appears to be highly firm specific in the united states and therefore is not portable from employer to employer company provided training raises wages in the current job but has no effect on the wages earned in subsequent employment second formal off the job training off jt received from for profit proprietary institutions has little effect on the wages earned on the current job but it does raise the expected wage in subsequent employment finally there are important differences by race gender and education level in the probability of receiving different types of formal training and in the impact this training has on wages and wage growth these findings have several implications for the impact of training on mobility one implication is that if company provided training is primarily firm specific then the probability of leaving an employer should decline if a young worker has experienced some on jt an additional implication is that if a worker participates in an off jt program it appears that the worker should be more likely to leave the current employer in this case off jt allows a young worker to change career paths and find a better match using data from the national longitudinal survey youth nlsy cohort this paper examines in detail the factors that influence the probability of new entrants leaving their first job including the differential effects of company provided training apprenticeships and training from for profit proprietary institutions

tax innovation in the states capitalizing on political opportunity this paper assesses the factors that prompt states to adopt taxes during the twentieth century we test five explanations of state tax innovation derived from the literature economic development fiscal health election cycle party control and regional diffusion using event history analysis a pooled cross sectional time series technique while little support is found for the economic development and party control explanations our empirical results are highly consistent with a political opportunity explanation of state tax adoptions 1 the presence of a long time until the next election 2 the existence of a fiscal crisis and 3 the presence of neighboring states that have previously adopted a tax all create opportunities for politicians to shield themselves from the political costs of supporting a tax increase and are all shown by empirical analysis to increase the probability of a tax adoption this empirical evidence is consistent across different tax instruments and different periods of analysis throughout the twentieth century

trade unions and training practices in british workplaces the authors use british establishment level data from the 1991 employers manpower and skills practices survey emsps and individual level data from the autumn 1993 quarterly labour force survey qlfs to investigate the links between training provision and workplace unionization both the probability of receiving training and the amount of training received are found to have been substantially higher in unionized than in nonunion workplaces the authors view these results as showing that trade unions can play an important role in developing and boosting skill formation in britain

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

persistence of occupational segregation the role of the intergenerational transmission of preferences this article provides an explanation of the evolution and persistence of the women s segregation in jobs with less on the job training opportunities within the framework of an overlapping generations model with intergenerational transmission of preferences job priority and family priority preferences are considered firms policy and the distribution of women s preferences are endogenously and simultaneously determined in the long run the results show though the gender gap in training will diminish it will also persist over time this is because both types of women s preferences coexist at the steady state due to the socialisation effort of parents to preserve their own cultural values

determinants of relative poverty in advanced capitalist democracies using relative poverty measures based on micro level data from the luxembourg income study in conjunction with pooled time series data for 14 advanced capitalist democracies between 1970 and 1997 the authors analyze separately the rate of pretax transfer poverty and the reduction in poverty achieved by systems of taxes and transfers socioeconomic factors including de industrialization and unemployment largely explain pre tax transfer poverty rates of the working age population in these advanced capitalist democracies the extent of redistribution measured as poverty reduction via taxes and transfers is explained directly by welfare state generosity and constitutional structure number of veto points and the strength of the political left both in unions and in government

returns to apprenticeship based on the 2006 canadian census to study the effect of apprenticeships in canada the authors use the 2006 census the first large scale representative canadian data set to include information on apprenticeship certification they find large returns for males with an apprenticeship certification when compared with no degree a high school degree or a trade certificate these returns are almost as high as those to a community college diploma by contrast the returns for females who hold an apprenticeship certification are generally less than the returns to any other educational certification except for no degree for both genders differences in observable characteristics account for little of the overall pay differences between apprentices and the alternative educational pathways and the patterns tend to prevail across the quantiles of the pay distributions and for instrumental variable iv estimates

the labor market impact of state level anti discrimination laws 1940 1960 by the time congress passed the 1964 civil rights act 98 of non southern blacks 40 of all blacks already resided in states with fair employment laws prohibiting labor market discrimination using census data from the integrated public use microdata series the author assesses the impact of fair employment legislation on black workers relative income unemployment labor force participation migration and occupational and industrial distributions in general the fair employment laws adopted in the 1940s appear to have had larger effects than those adopted in the 1950s and the laws had considerably smaller effects on the labor market outcomes of black men than on those of black women

partisan governance women s employment and the social democratic service state the causes of the expansion and cross national variation in the provision of welfare state goods and services are examined social democratic governance is by far the most important determinant of the public delivery of services and is one of the most important determinants of the public funding of the provision of welfare state goods and services christian democratic governance is an important determinant of public funding of services but is not related to public delivery state structure is also an important determinant women s labor force participation is an important determinant of the expansion of public social welfare services net of other social political and historical factors the analysis also shows an interactive effect of women s labor force participation and social democratic governance on public delivery of welfare state services we conclude that public delivery of a wide range of welfare state services is the most distinctive feature of the social democratic welfare state and that this feature is a product of the direct and interactive effects of social democracy and women s mobilization

do voters affect or elect policies evidence from the u s house there are two fundamentally different views of the role of elections in policy formation in one view voters can affect candidates policy choices competition for votes induces politicians to move toward the center in this view elections have the effect of bringing about some degree of policy compromise in the alternative view voters merely elect policies politicians cannot make credible promises to moderate their policies and elections are merely a means to decide which one of two opposing policy views will be implemented we assess which of these contrasting perspectives is more empirically relevant for the u s house focusing on elections decided by a narrow margin allows us to generate quasi experimental estimates of the impact of a randomized change in electoral strength on subsequent representatives roll call voting records we find that voters merely elect policies the degree of electoral strength has no effect on a legislator s voting behavior for example a large exogenous increase in electoral strength for the democratic party in a district does not result in shifting both parties nominees to the left politicians inability to credibly commit to a compromise appears to dominate any competition induced convergence in policy

wage wars institutional politics wpa wages and the struggle for u s social policy the wpa was the most expensive and politically prominent u s social program of the 1930s and the generosity and very nature of u s social policy in its formative years was contested through the wpa in this article an institutional politics theory of social policy is elaborated that incorporates the influence of both institutional conditions and political actors institutions mediate the influence of political actors specifically it is argued that underdemocratized political systems and patronage oriented party systems dampen the cause of generous social spending and the impact of those struggling for it state actors left party regimes and social movements spur social policy but only under favorable institutional conditions to appraise this theory key senate roll call votes on wpa wage rates are examined as well as state level variations in wpa wages at the end of the 1930s the analyses which include multiple regression and qualitative comparative analysis support the theory

channels of international policy transmission abstract four channels of international budgetary and monetary policy transmission are analysed within the context of nominal wage sluggishness the first is based on capital gains on holdings of foreign assets spill over effects arising through the second and third channels depend on whether home and foreign goods are gross substitutes or gross complements and on whether the elasticity of intertemporal substitution is less or greater than one the final channel assumes finite lifetimes and no bequest motive it departs from debt neutrality in order to give a non trivial role to wealth effects and current account dynamics

political economy of mechanisms we study the optimal mirrlees taxation problem in a dynamic economy in contrast to the standard approach where the taxation mechanism is operated by a benevolent planner with full commitment power we focus on economies in which policy decisions are made by self interested politicians who cannot commit to policies the society controls politicians using elections we show that the provision of incentives to politicians can be partly separated from redistribution across agents and that political economy constraints can be modeled as introducing additional aggregate distortions in the dynamic mirrlees problem we provide conditions under which the political economy distortions persist or disappear in the long run if the politicians are as patient as the agents the best sustainable mechanism leads to an asymptotic allocation where the aggregate distortions arising from political economy disappear in contrast when politicians are less patient than the citizens positive aggregate labor and capital taxes remain even asymptotically we conclude by providing a brief comparison of centralized

training opportunities in monopsonistic labour markets this paper studies the empirical relationship between the extent of monopsonistic power observed in occupational labour markets and the training opportunities available to workers in those markets