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Individual Wages (individual + wage)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting80%

Selected Abstracts

Mind the Gaps: The Evolution of Regional Earnings Inequalities in the U.K., 1982,1997

JOURNAL OF REGIONAL SCIENCE, Issue 2 2002
Gilles Duranton
In this paper we apply earnings equations for U.K. regions over 1982,1997. We find evidence of rapid convergence across regions regarding the determinants of individual wages (i.e., regional fixed-effects, gender gaps, and returns to education and experience). In contrast, data on average regional earnings point to a worsening of U.K. regional inequalities and a rise in the North-South gap. Education accounts for most of the discrepancy between aggregate divergence and disaggregated convergence. First, London gained because its workforce became relatively more educated over the period. Second, returns to education increased nationwide, which favored the most educated regions (i.e., London). Third, returns to education were initially lower in London but they (partially) caught up with the rest of the country. Had returns to education and their distribution across U.K. regions remained stable over the period, the U.K. North-South divide would have decreased. [source]

Wages and Ageing: Is There Evidence for the ,Inverse-U' Profile?,

OXFORD BULLETIN OF ECONOMICS & STATISTICS, Issue 3 2010
Micha
Abstract How individual wages change with time is one of the crucial determinants of labour market decisions including the timing of retirement. The focus of this paper is the relationship between age and wages with special attention given to individuals nearing retirement. The analysis is presented in a comparative context for Britain and Germany looking at two longitudinal data sets (BHPS and SOEP, respectively) for the years 1995,2004. We show the importance of cohort effects and selection out of employment which determine the downward-sloping part of the ,inverse-U' profile observed in cross-sections. There is little evidence that wages fall with age. [source]

Unionisation structures and innovation incentives*

THE ECONOMIC JOURNAL, Issue 494 2004
Justus Haucap
This paper examines how different unionisation structures affect firms' innovation incentives and industry employment. We distinguish three modes of unionisation with increasing degree of centralisation: (1) ,decentralisation' where wages are determined independently at the firm-level, (2) ,coordination' where one industry union sets individual wages for all firms and (3) ,centralisation' where an industry union sets a uniform wage rate for all firms. While firms' investment incentives are largest under ,centralisation', investment incentives are non-monotone in the degree of centralisation: ,decentralisation' carries higher investment incentives than ,coordination'. Labour market policy can spur innovation by decentralising unionisation structures or through non-discrimination rules. [source]

The Evolution of Individual Male Earnings in Great Britain: 1975,95

THE ECONOMIC JOURNAL, Issue 460 2000
Richard Dickens
I study the dynamic structure of male wages in Great Britain using the New Earnings Survey Panel from 1975,95. Computing auto-covariances of individual wages by cohort I find evidence of a permanent component of earnings that increases over the life cycle and a highly persistent, serially correlated transitory component. In addition, the estimated variances of both these components have risen over this period, each explaining about half the rise in inequality. Using individual's occupation at age 22, I split the sample into four skill groups. I find some differences across these groups, with the rise in the permanent variance most important for the manual groups. [source]

Does Wage Rank Affect Employees' Well-being?

INDUSTRIAL RELATIONS, Issue 3 2008
GORDON D. A. BROWN
How do workers make wage comparisons? Both an experimental study and an analysis of 16,000 British employees are reported. Satisfaction and well-being levels are shown to depend on more than simple relative pay. They depend upon the ordinal rank of an individual's wage within a comparison group. "Rank" itself thus seems to matter to human beings. Moreover, consistent with psychological theory, quits in a workplace are correlated with pay distribution skewness. [source]