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Wage Differences (wage + difference)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting66%
Humanities and Social Sciences33%

Selected Abstracts

Gender Wage Differences in West Germany: A Cohort Analysis

GERMAN ECONOMIC REVIEW, Issue 4 2002
Bernd Fitzenberger
A comprehensive descriptive analysis of gender wage differences over a long time period does not exist for West Germany. Using an empirical approach which explicitly takes into account changes of wage distributions for both males and females as well as life,cycle and birth cohort effects, we go beyond conventional decomposition techniques of the average gender wage gap. The paper provides stylized facts of the level and dynamics of the gender wage gap from 1975,95. The empirical analysis is based upon the IAB employment subsample. Our findings confirm the importance of distributional effects relating to skill level and employment status. While life,cycle wage growth is in general much lower for females compared to males, comparing their estimated time trends implies that the gender wage gap has narrowed substantially in the lower part of the wage distribution especially for low, and medium,skilled females but much less so in the upper part of the wage distribution. Surprisingly, we do not find any cohort effects for wages of female employees. [source]

Racial Wage Differences among Young Male Job Changers: The Relative Contribution of Migration, Occupation Change, Site Characteristics, and Human Capital

GROWTH AND CHANGE, Issue 1 2006
AMY M. WOLAVER
ABSTRACT We demonstrated racial differences in the relationship between migration, location, and predicted wages for young male workers who have changed employers. An Oaxaca decomposition allowed a measuring of the contributions of migration, occupation change, site features, and human capital to the racial wage gap. Migration decreases black,white wage differences, and wage compensation for site attributes favors white householders. Constraints on occupation choice and migration dampen the ability of blacks to improve wages. Because most job changes occur in the first ten years of a career, these results on young workers give important general insights into the origins and persistence of racial wage gaps. [source]

Inter-industry Wage Differences and Individual Heterogeneity,

OXFORD BULLETIN OF ECONOMICS & STATISTICS, Issue 5 2004
Alan Carruth
Abstract Two well-established findings are apparent in the analyses of individual wage determination: cross-section wage equations can account for less than half of the variance in earnings and there are large and persistent inter-industry wage differentials. We explore these two empirical regularities using longitudinal data from the British Household Panel Survey (BHPS). We show that around 90% of the variation in earnings can be explained by observed and unobserved individual characteristics. However, small , but statistically significant , industry wage premia do remain, and there is also a role for a rich set of job and workplace controls. [source]

WAGE PENALTIES AND SEXUAL ORIENTATION: AN UPDATE USING THE GENERAL SOCIAL SURVEY

CONTEMPORARY ECONOMIC POLICY, Issue 2 2009
BRENDAN CUSHING-DANIELS
This study uses data from the 1988 to 2006 General Social Survey (GSS) to examine the effects of sexual orientation on earnings. Previous research using the GSS has found that lesbians earn 18%,23% more than similarly qualified heterosexual women and that wage penalties for gay men are slightly larger than the premia for lesbians. Using behavioral definitions of sexual orientation based on the previous year and the previous 5 yr of sexual activity, we find the familiar wage premia/penalties for lesbian/gay workers in our ordinary least squares estimations, but we find that these wage differences are falling over time. Furthermore, in contrast to the earlier results, for our regressions over the entire sample period, correcting for differential selection into full-time work reduces the estimated penalties for unmarried gay men and eliminates the entire wage premium for all lesbians. There is now a sizeable, though imprecisely measured, penalty for some lesbians. (JEL J1, J3, J7) [source]

Gender Wage Differences in West Germany: A Cohort Analysis

GERMAN ECONOMIC REVIEW, Issue 4 2002
Bernd Fitzenberger
A comprehensive descriptive analysis of gender wage differences over a long time period does not exist for West Germany. Using an empirical approach which explicitly takes into account changes of wage distributions for both males and females as well as life,cycle and birth cohort effects, we go beyond conventional decomposition techniques of the average gender wage gap. The paper provides stylized facts of the level and dynamics of the gender wage gap from 1975,95. The empirical analysis is based upon the IAB employment subsample. Our findings confirm the importance of distributional effects relating to skill level and employment status. While life,cycle wage growth is in general much lower for females compared to males, comparing their estimated time trends implies that the gender wage gap has narrowed substantially in the lower part of the wage distribution especially for low, and medium,skilled females but much less so in the upper part of the wage distribution. Surprisingly, we do not find any cohort effects for wages of female employees. [source]

Racial Wage Differences among Young Male Job Changers: The Relative Contribution of Migration, Occupation Change, Site Characteristics, and Human Capital

GROWTH AND CHANGE, Issue 1 2006
AMY M. WOLAVER
ABSTRACT We demonstrated racial differences in the relationship between migration, location, and predicted wages for young male workers who have changed employers. An Oaxaca decomposition allowed a measuring of the contributions of migration, occupation change, site features, and human capital to the racial wage gap. Migration decreases black,white wage differences, and wage compensation for site attributes favors white householders. Constraints on occupation choice and migration dampen the ability of blacks to improve wages. Because most job changes occur in the first ten years of a career, these results on young workers give important general insights into the origins and persistence of racial wage gaps. [source]

Comparisons in Gender Wage Differentials and Discrimination between Germany and the United Kingdom

LABOUR, Issue 3 2001
Mick Brookes
Due to the lack of consistent data, direct and robust comparisons of cross-country labour markets have been virtually impossible. This study uses a new panel data series that controls for inconsistencies, thus overcoming this problem. This study estimates gender wage differentials and gender discrimination in the German and UK labour markets. Panel estimates are used to identify general wage differences between the two countries, with cross-sectional comparisons undertaken to identify changes that have occurred between 1991 and 1993, that are consistent with known labour market policies. It is found that gender wage differentials are greater in the UK than Germany with employer discrimination against females attributed with the majority of the difference in both countries. [source]

Stereotypes, Asian Americans, and Wages: An Empirical Strategy Applied to Computer Use at Work

AMERICAN JOURNAL OF ECONOMICS AND SOCIOLOGY, Issue 2 2009
Sanae Tashiro
This article examines the effect on wages of the Asian-American stereotype as mathematically and technically adept, and the role this stereotype may play in explaining racial wage differences. We propose an empirical strategy to examine the influence of stereotypes on labor market outcomes, with a specific application to the wage premium associated with computer use at work. Using Current Population Survey data, ordinary least squares estimates do not provide compelling evidence that a positive stereotype affects wages for Asian Americans. [source]

Indirect Re,employment Wage Discrimination

BULLETIN OF ECONOMIC RESEARCH, Issue 1 2003
Kostas G. Mavromaras
This paper looks at unemployed individuals and investigates wage differences generated by re,employment selection. It shows that discriminatory re,employment selection can result, indirectly, in discriminatory re,employment pay. A Heckman two,stage selection model is combined with an extension of Gomulka,Stern non,linear decompositions to explain how re,employment selection generates indirect discrimination. The paper uses data from pre,unification Germany in the late 1980s and finds that female human capital suffers more from unemployment and that the market is harsher to males for becoming unemployed. New policies should encourage a regime where the hiring process is more transparent and hiring decisions are monitored on a regular basis. [source]