WorldWideScience

Sample records for negotiate wages hours

  1. Lower wages for less hours? A simultaneous wage-hours model for Germany

    OpenAIRE

    Wolf, Elke

    2000-01-01

    In this paper the impact of working hours on the gross hourly wage rate of West German women is analyzed. We use a simultaneous wage-hours model which takes into account the participation decision. First, our estimates show that the hourly wage rate is strongly a¤ected by the working hours. In order to avoid any assumptions about the functional form, we estimate linear spline functions. Second, we detect di¤erent wage-hours profiles for specific groups of individuals. Despite these di¤erences...

  2. Inter-Industry and Inter-Firm Wage and Hours Differentials in Switzerland

    OpenAIRE

    José V. Ramirez

    2000-01-01

    In the present paper, we analyse the role of demand factors on wages and hours in Switzerland. To accomplish this task, we used the 1996 Swiss Wage Structure Survey, a large employee-employer survey. Results indicate that capital intensity appears to have a certain impact on the relation between wages and hours: the "inter-industry wage-hours differentials line" we inferred is clearly positive. Further, an analysis of the determinants of inter-firm wage differentials shows that the internal o...

  3. Compensating wage differentials and the impact of health insurance in the public sector on wages and hours.

    Science.gov (United States)

    Qin, Paige; Chernew, Michael

    2014-12-01

    This paper examines the trade-off between wages and employer spending on health insurance for public sector workers, and the relationship between coverage and hours worked. Our primary approach compares trends in wages and hours for public employees with and without state/local government provided health insurance using individual-level micro-data from the 1992-2011 CPS. To adjust for differences between insured and uninsured public sector employees, we create a matched sample based on an employee's propensity to receive health insurance. We assess the relationship between state contribution to the health plan premium, state-level healthcare spending, and the wages and hours of state and local government employees. We find modest reductions in wages are associated with having employer-sponsored health insurance (ESHI), although this effect is not precisely measured. The reduction in wages associated with having ESHI is larger among non-unionized workers. Further, we find little evidence that provision of health insurance increases hours worked. Copyright © 2014 Elsevier B.V. All rights reserved.

  4. Long Work Hours, Part-Time Work, and Trends in the Gender Gap in Pay, the Motherhood Wage Penalty, and the Fatherhood Wage Premium

    Directory of Open Access Journals (Sweden)

    Kim A. Weeden

    2016-08-01

    Full Text Available We assess how changes in the social organization and compensation of work hours over the last three decades are associated with changes in wage differentials among mothers, fathers, childless women, and childless men. We find that large differences between gender and parental status groups in long work hours (fifty or more per week, coupled with sharply rising hourly wages for long work hours, contributed to rising gender gaps in wages (especially among parents, motherhood wage penalties, and fatherhood wage premiums. Changes in the representation of these groups in part-time work, by contrast, is associated with a decline in the gender gap in wages among parents and in the motherhood wage penalty, but an increase in the fatherhood wage premium. These findings offer important clues into why gender and family wage differentials still persist.

  5. Determinants of general practitioners' wages in England.

    Science.gov (United States)

    Morris, Stephen; Goudie, Rosalind; Sutton, Matt; Gravelle, Hugh; Elliott, Robert; Hole, Arne Risa; Ma, Ada; Sibbald, Bonnie; Skåtun, Diane

    2011-02-01

    We analyse the determinants of annual net income and wages (net income/hours) of general practitioners (GPs) using data for 2271 GPs in England recorded during Autumn 2008. The average GP had an annual net income of £97,500 and worked 43 h per week. The mean wage was £51 per h. Net income and wages depended on gender, experience, list size, partnership size, whether or not the GP worked in a dispensing practice, whether they were salaried of self-employed, whether they worked in a practice with a nationally or locally negotiated contract, and the characteristics of the local population (proportion from ethnic minorities, rurality, and income deprivation). The findings have implications for pay discrimination by GP gender and ethnicity, GP preferences for partnership size, incentives for competition for patients, and compensating differentials for local population characteristics. They also shed light on the attractiveness to GPs in England of locally negotiated (personal medical services) versus nationally negotiated (general medical services) contracts.

  6. Documenting and Improving the Hourly Wage Measure in the Danish IDA Database

    DEFF Research Database (Denmark)

    Lund, Christian Giødesen; Vejlin, Rune Majlund

    find four puzzles. 1) The wages of part-timers fall steeply from 1992 to 1993, 2) the wages of full-timers fall from 2003 to 2004, 3) the level of the part-timer wages is around 12.5% higher than it should be, and 4) the wages of new hires fall steeply from the first year of employment to the second...... year. We analyse these puzzles in depth and solve almost all of them. Finally, we propose a new hourly wage measure that incorporates all the solutions and we show that it performs much better....

  7. The Relation Between Skill Levels and the Cyclical Variability of Employment, Hours, and Wages

    OpenAIRE

    Michael P. Keane; Eswar S Prasad

    1993-01-01

    This paper uses micro data to examine differences in the cyclical variability of employment, hours, and wages for skilled and unskilled workers. Contrary to conventional wisdom, we find that, at the aggregate level, skilled and unskilled workers are subject to essentially the same degree of cyclical variation in wages. That is, relative offer wage differentials between skilled and unskilled workers are acyclical. However, we do find important differences in the patterns of employment and hour...

  8. Bargaining, Sorting, and the Gender Wage Gap: Quantifying the Impact of Firms on the Relative Pay of Women

    OpenAIRE

    David Card; Ana Rute Cardoso; Patrick Kline

    2015-01-01

    There is growing evidence that firm-specific pay premiums are an important source of wage inequality. These premiums will contribute to the gender wage gap if women are less likely to work at high-paying firms or if women negotiate (or are offered) worse wage bargains with their employers than men. Using longitudinal data on the hourly wages of Portuguese workers matched with income statement information for firms, we show that the wages of both men and women contain firm-specific premiums th...

  9. New Measures of Teachers' Work Hours and Implications for Wage Comparisons

    Science.gov (United States)

    West, Kristine L.

    2014-01-01

    Researchers have good data on teachers' annual salaries but a hazy understanding of teachers' hours of work. This makes it difficult to calculate an accurate hourly wage and leads policy makers to default to anecdote rather than fact when debating teacher pay. Using data from the American Time Use Survey, I find that teachers work an average of…

  10. From living wage to living hours – the Nordic version of the working poor

    DEFF Research Database (Denmark)

    Ilsøe, Anna

    2016-01-01

    The development of service economies in the Western world has led to a debate on the quality of new service jobs as many are low-wage jobs with poor working conditions and career opportunities. Although the incidence of low-wage service work is somewhat lower in the Nordic countries than elsewhere...... in low-wage service work in the private sector of Denmark, Norway and Sweden. The concept of living hours is used to explain developments in low-wage service jobs that are not explained by the concept of a living wage. On the basis of cross-sectional data from the European Labour Force Survey...

  11. Quits and job changes among home care workers in Maine: the role of wages, hours, and benefits.

    Science.gov (United States)

    Morris, Lisa

    2009-10-01

    Figuring out how to make home care jobs more attractive has become a top policy priority. This study investigates the impact of wages, hours, and benefits on the retention of home care workers. Using a 2-wave survey design and a sample of home care workers from Maine, the factors associated with turnover intentions, actual turnover, and job-to-job transitions are examined. The analysis uses actual data on hours, wages, and benefits at current and subsequent jobs and controls for perceived rewards and work conditions, personal characteristics, and local labor market conditions. Although the analysis finds that improved work conditions and non-pecuniary rewards of home-based direct care work have significant negative effects on turnover intentions, compensation accounts for more actual job turnover. Higher wages, more hours, and travel cost reimbursement are found to be significantly associated with reduced turnover. Although wages and hours appear to have stronger effects, health benefits do appear to have some significance in predicting job-to-job transitions. Although improving compensation presents budgetary challenges to home care agencies, for this low-income workforce, the ability to earn higher wages and work more hours may be more of an imperative than improved work conditions.

  12. 34 CFR 369.44 - What wage and hour standards apply to community rehabilitation programs?

    Science.gov (United States)

    2010-07-01

    ... VOCATIONAL REHABILITATION SERVICE PROJECTS What Conditions Must Be Met by a Grantee? § 369.44 What wage and... hour standards must be observed in projects carried out in community rehabilitation programs...

  13. Minimum Wage Effects throughout the Wage Distribution

    Science.gov (United States)

    Neumark, David; Schweitzer, Mark; Wascher, William

    2004-01-01

    This paper provides evidence on a wide set of margins along which labor markets can adjust in response to increases in the minimum wage, including wages, hours, employment, and ultimately labor income. Not surprisingly, the evidence indicates that low-wage workers are most strongly affected, while higher-wage workers are little affected. Workers…

  14. From living wage to living hours – the Nordic version of the working poor

    OpenAIRE

    Ilsøe, Anna

    2016-01-01

    The development of service economies in the Western world has led to a debate on the quality of new service jobs as many are low-wage jobs with poor working conditions and career opportunities. Although the incidence of low-wage service work is somewhat lower in the Nordic countries than elsewhere in Europe, it is increasingly addressed and debated. Employees find it hard to make a living from their job and to work the working hours requested, whereas employers find it hard to attract and ret...

  15. The Effects of Progressive Taxation on Labor Supply when Hours and Wages Are Jointly Determined

    Science.gov (United States)

    Aaronson, Daniel; French, Eric

    2009-01-01

    This paper extends a standard intertemporal labor supply model to account for progressive taxation as well as the joint determination of hourly wages and hours worked. We show that these two factors can have implications for both estimating labor supply elasticities as well as for using these elasticities in tax analysis. Failure to account for…

  16. Rural Hospital Wages and the Area Wage Index

    Science.gov (United States)

    Dalton, Kathleen; Slifkin, Rebecca T.; Howard, Hilda A.

    2002-01-01

    We examined data on hospital hourly wages and the prospective payment system (PPS) wage index from 1990 to 1997, to determine if incremental changes to the index have improved its precision and equity as a regional cost adjuster. The differential between average rural and urban PPS hourly wages has declined by almost one-fourth over the 8-year study period. Nearly one-half of the decrease is attributable to regulatory and reporting changes in the annual hospital wage survey. Patterns of within-market wage variation across rural-urban continuum codes identify three separate sub-markets within the State-level aggregates defining rural labor markets. Geographic reclassification decisions appear to eliminate one of the three. Remaining systematic within-market rural wage differences work to the reimbursement advantage of hospitals in the smaller and more isolated communities. PMID:12545604

  17. Identifying Factors Reinforcing Robotization: Interactive Forces of Employment, Working Hour and Wage

    Directory of Open Access Journals (Sweden)

    Joonmo Cho

    2018-02-01

    Full Text Available Unlike previous studies on robotization approaching the future based on the cutting-edge technologies and adopting a framework where robotization is considered as an exogenous variable, this study considers that robotization occurs endogenously and uses it as a dependent variable for an objective examination of the effect of robotization on the labor market. To this end, a robotization indicator is created based on the actual number of industrial robots currently deployed in workplaces, and a multiple regression analysis is performed using the robotization indicator and labor variables such as employment, working hours, and wage. The results using the multiple regression considering the triangular relationship of employment–working-hours–wages show that job destruction due to robotization is not too remarkable yet that use. Our results show the complementary relation between employment and robotization, but the substituting relation between working hour and robotization. The results also demonstrate the effects of union, the size of the company and the proportion of production workers and simple labor workers etc. These findings indicate that the degree of robotization may vary with many factors of the labor market. Limitations of this study and implications for future research are also discussed.

  18. The effect of unemployment, aggregate wages, and spatial contiguity on local wages: An investigation with German district level data

    OpenAIRE

    Thiess Buettner

    1999-01-01

    Despite spatial rigidity of collectively negotiated wages the local unemployment rate is found to have a significant negative impact on wages. This impact is shown to be consistent with both the wage-curve hypothesis and modern Phillips-curve modelling. Spatial contiguity effects are found in wages and unemployment and their neglect leads to an underestimation of the effect of local unemployment. Yet, the impact of local unemployment on wages turns out to be quite low as compared to studies f...

  19. A NOTE ON FRANCHISING AND WAGE BARGAINING

    OpenAIRE

    Thomas Grandner

    2004-01-01

    A franchise contract relocates distributable rent between franchisor and franchisee. With decentralized wage bargaining this modifies the position of the union in wage bargaining. If the rent is relocated to the franchisor completely, then even a strong union is not able to raise the wage above reservation level in the franchisee's firm. If franchisor and franchisee negotiate on rent division, there is an incentive to increase franchise fee with the consequence that franchisee's wage is pushe...

  20. Bridging the Wage Gap: Pay Equity and Job Evaluations.

    Science.gov (United States)

    Ferraro, Geraldine A.

    1984-01-01

    Discusses the growing gap between the wages of women and men and reviews arguments opposing pay equity. Cites occupational segregation and sex-based wage discrimination as causes for the wage gap, and considers some remedies that have proven to be effective: negotiation, collective bargaining, litigation, and job evaluation studies. (KH)

  1. Wages and commuting

    DEFF Research Database (Denmark)

    Mulalic, Ismir; Ommeren, Jos N. van; Pilegaard, Ninette

    2011-01-01

    We examine the causal effect of commuting distance on workers' wages in a quasi-natural experiments setting using information on all workers in Denmark. We account for endogeneity of distance by using changes in distance that are due to firms’ relocations. For the range of commuting distances where...... income tax reductions associated with commuting do not apply, one kilometre increase in commuting distance induces a wage increase of about 0.42%, suggesting an hourly compensation of about half of the hourly net wage. Our findings are consistent with wage bargaining theory and suggest a bargaining power...

  2. 29 CFR 3.10 - Methods of payment of wages.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Methods of payment of wages. 3.10 Section 3.10 Labor Office... IN WHOLE OR IN PART BY LOANS OR GRANTS FROM THE UNITED STATES § 3.10 Methods of payment of wages. The payment of wages shall be by cash, negotiable instruments payable on demand, or the additional forms of...

  3. Minimum Wage and Maximum Hours Standards Under the Fair Labor Standards Act. Economic Effects Studies.

    Science.gov (United States)

    Wage and Labor Standards Administration (DOL), Washington, DC.

    This report describes the 1966 amendments to the Fair Labor Standards Act and summarizes the findings of three 1969 studies of the economic effects of these amendments. The studies found that economic growth continued through the third phase of the amendments, beginning February 1, 1969, despite increased wage and hours restrictions for recently…

  4. 29 CFR 783.45 - Deductions from wages.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Deductions from wages. 783.45 Section 783.45 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... TO EMPLOYEES EMPLOYED AS SEAMEN Computation of Wages and Hours § 783.45 Deductions from wages. Where...

  5. The gender wage gap – due to differences in efficiency wage effects or discrimination?

    OpenAIRE

    Schwieren,Christiane

    2003-01-01

    Women often receive lower wages than men for comparable work. Many explanations are offered for this fact, ranging from women’s lower negotiation skills to discrimination by employers. In this paper, an experiment, which was originally conceptualized to test efficiency-wage theory, has been applied to test whether women get paid less than men in an experimental market, and if this is the case, why. The experiment is a variant of Fehr & Falk’s (1999) double auction with effort. Results are str...

  6. 75 FR 42943 - Medicare Program; Hospice Wage Index for Fiscal Year 2011

    Science.gov (United States)

    2010-07-22

    ... Budget Neutrality Adjustment Factor (BNAF) 4. Effects of Phasing out the BNAF III. Solicitation of... disparity in wages from one geographical location to another, a committee was formulated to negotiate a wage... the methodology to be used for updating the hospice wage index. In the August 8, 1997 Federal Register...

  7. Do minimum wages reduce poverty? Evidence from Central America ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    In all three countries, these multiple minimum wages are negotiated among representatives of the central government, labour unions and the chambers of commerce. Minimum wage legislation applies to all private-sector employees, but in all three countries a large part of the work force is self-employed or works as unpaid ...

  8. Living hours under pressure

    DEFF Research Database (Denmark)

    Ilsøe, Anna; Larsen, Trine Pernille; Felbo-Kolding, Jonas

    2017-01-01

    Purpose The purpose of this paper is to investigate the effect of part-time work on absolute wages. The empirical focus is wages and working hours in three selected sectors within private services in the Danish labour market – industrial cleaning, retail, hotels and restaurants – and their agreem......Purpose The purpose of this paper is to investigate the effect of part-time work on absolute wages. The empirical focus is wages and working hours in three selected sectors within private services in the Danish labour market – industrial cleaning, retail, hotels and restaurants...... in industrial cleaning includes a minimum floor of 15 weekly working hours – this is not the case in retail, hotels and restaurants. This creates a loophole in the latter two sectors that can be exploited by employers to gain wage flexibility through part-time work. Originality/value The living wage literature...

  9. Multinationals versus domestic firms: wages, working hours and industrial relations

    NARCIS (Netherlands)

    van Klaveren, M.; Tijdens, K.

    2011-01-01

    This Working Paper aims to present and discuss recent evidence on the effect of Foreign Direct Investment (FDI) on wages, working conditions and industrial relations. It presents a. an overview of the available literature on the effects of FDI on wages, particularly in developed countries; b. the

  10. 29 CFR 783.44 - Board and lodging as wages.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Board and lodging as wages. 783.44 Section 783.44 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... TO EMPLOYEES EMPLOYED AS SEAMEN Computation of Wages and Hours § 783.44 Board and lodging as wages...

  11. Quits and Job Changes among Home Care Workers in Maine: The Role of Wages, Hours, and Benefits

    Science.gov (United States)

    Morris, Lisa

    2009-01-01

    Purpose: Figuring out how to make home care jobs more attractive has become a top policy priority. This study investigates the impact of wages, hours, and benefits on the retention of home care workers. Design and Methods: Using a 2-wave survey design and a sample of home care workers from Maine, the factors associated with turnover intentions,…

  12. Wages, wage violations, and pesticide safety experienced by migrant farmworkers in North Carolina.

    Science.gov (United States)

    Robinson, Erin; Nguyen, Ha T; Isom, Scott; Quandt, Sara A; Grzywacz, Joseph G; Chen, Haiying; Arcury, Thomas A

    2011-01-01

    Farmworkers have the potential to receive wages that fail to meet minimum wage standards. This analysis describes wages and minimum wage violations among farmworkers, and it determines associations of wage violations with personal characteristics and pesticide safety regulation violations. Data are from a cross-sectional survey of 300 eastern North Carolina farmworkers conducted in June through August, 2009. Most farmworkers (90.0%) were paid by the hour, but 11.7 percent received piece-rate pay. Wage violations were prevalent among farmworkers: 18.3 percent of all farmworkers, 45.3 percent of farmworkers without H-2A visas, and 3.6 percent of farmworkers with H-2A visas experienced wage violations. Most farmworkers experienced numerous pesticide safety violations. Personal characteristics were not associated with wage violations among farmworkers without H-2A visas, but some pesticide safety violations were associated with wage violations. The association of violations indicates that some growers generally violate regulations. Greater enforcement of all regulations is needed.

  13. Do wages matter?: a backward bend in the 2004 California RN labor supply.

    Science.gov (United States)

    Tellez, Michelle; Spetz, Joanne; Seago, Jean Ann; Harrington, Charlene M; Kitchener, Martin

    2009-08-01

    Using data from the 2004 California Board of Registered Nursing Survey, a two-stage least-square equation was estimated to examine the effect of wages on hours worked by female registered nurses. Wages were found to have a nonlinear effect on hours worked, with a backward bending supply curve. Wages had a positive effect on the average hours worked per week up to $24.99 per hour and a negative effect between $30.00 and $100.00 per hour when compared with the wage category of $25.00 to $29.99. Results suggest that wages are important to secure the labor supply but do not increase aggregate supply beyond a wage threshold.

  14. A panel data analysis of the effects of wages, standard hours and unionisation on paid overtime work in Britain"

    NARCIS (Netherlands)

    Kalwij, A.S.; Gregory, M.

    2004-01-01

    This study examines the effects of the basic wage rate, standard working hours and unionisation on paid overtime work in Britain using individual-level data from the New Earnings Survey over the period 1975-2001. For this purpose we estimate a panel data model. We show that to obtain consistent

  15. Working 40 Hours or Not Working 39: Lessons from the 1981 Mandatory Reduction of Weekly Working Hours

    OpenAIRE

    Crépon, Bruno; Kramarz, Francis

    1999-01-01

    We use longitudinal individual wage, hours, and employment data to investigate the effect of the 1981 mandatory reduction of weekly working hours in France. A few months after François Mitterrand's election of May 1981, the government, applying its programme decided first to increase the minimum wage by 5% and, second, to reduce weekly working hours - from 40 to 39 - together with mandatory stability of monthly earnings of minimum wage workers and strong recommendation for stability of monthl...

  16. 20 CFR 655.120 - Offered wage rate.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Offered wage rate. 655.120 Section 655.120... the United States (H-2A Workers) Prefiling Procedures § 655.120 Offered wage rate. (a) To comply with... wage that is the highest of the AEWR, the prevailing hourly wage or piece rate, the agreed-upon...

  17. 29 CFR 531.59 - The tip wage credit.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false The tip wage credit. 531.59 Section 531.59 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS WAGE PAYMENTS UNDER THE FAIR LABOR STANDARDS ACT OF 1938 Interpretations Payment of Wages to Tipped Employees...

  18. 29 CFR 525.10 - Prevailing wage rates.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Prevailing wage rates. 525.10 Section 525.10 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS EMPLOYMENT OF WORKERS WITH DISABILITIES UNDER SPECIAL CERTIFICATES § 525.10 Prevailing wage rates. (a) A...

  19. Introduction of a National Minimum Wage Reduced Depressive Symptoms in Low-Wage Workers: A Quasi-Natural Experiment in the UK

    NARCIS (Netherlands)

    A. Reeves (Aaron); M. McKee (Martin); J.P. Mackenbach (Johan); M. Whitehead (Margaret); D. Stuckler (David)

    2017-01-01

    textabstractDoes increasing incomes improve health? In 1999, the UK government implemented minimum wage legislation, increasing hourly wages to at least £3.60. This policy experiment created intervention and control groups that can be used to assess the effects of increasing wages on health.

  20. Job search, hours restrictions, and desired hours of work

    NARCIS (Netherlands)

    Bloemen, H.G.

    2008-01-01

    A structural empirical job search model is presented that incorporates the labor supply decision of individuals. The arrival of a job offer is modeled as a random draw from a wage-hours offer distribution. Subjective information is used on desired working hours to identify optimal hours from offered

  1. Employment and Wage Disparities for Nurses With Activity Limitations.

    Science.gov (United States)

    Wilson, Barbara L; Butler, Richard J; Butler, Matthew J

    2016-11-01

    No studies quantify the labor market disparities between nurses with and without activity difficulties (physical impairment or disability). We explore disparate treatment of nurses with activity difficulties at three margins of the labor market: the ability to get a job, the relative wage rate offered once a nurse has a job, and the annual hours of work given that wage rate. Key variables from the American Community Survey (ACS) were analyzed, including basic demographic information, wages, hours of work, and employment status of registered nurses from 2006 to 2014. Although there is relatively little disparity in hourly wages, there is enormous disparity in the disabled's employment and hours of work opportunities, and hence a moderate amount of disparity in annual wages. This has significant implications for the nursing labor force, particularly as the nursing workforce continues to age and physical limitations or disabilities increase by 15-fold from 25 to 65 years of age.  Physical or psychological difficulties increase sharply over the course of a nurse's career, and employers must heighten efforts to facilitate an aging workforce and provide appropriate job accommodations for nurses with activity limitations. © 2016 Sigma Theta Tau International.

  2. 28 CFR 301.203 - Payment of lost-time wages.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Payment of lost-time wages. 301.203... ACCIDENT COMPENSATION Lost-Time Wages § 301.203 Payment of lost-time wages. (a) An inmate worker may receive lost-time wages for the number of regular work hours absent from work due to injury sustained in...

  3. Distributional and behavioral effects of the gender wage gap

    OpenAIRE

    Gallego-Granados, Patricia; Geyer, Johannes

    2015-01-01

    The gender wage gap is a persistent labor market phenomenon. Most research focuses on the determinants of these wage differences. We contribute to this literature by exploring a different research question: if wages of women are systematically lower than male wages, what are the distributional consequences (disposable income) and what are the labor market effects (labor supply) of the wage gap? We demonstrate how the gender gap in gross hourly wages shows up in the distribution of disposable ...

  4. 29 CFR 525.21 - Lowering of wage rates.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Lowering of wage rates. 525.21 Section 525.21 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS EMPLOYMENT OF WORKERS WITH DISABILITIES UNDER SPECIAL CERTIFICATES § 525.21 Lowering of wage rates. (a) No...

  5. Wage Differentials between Women and Men in Denmark

    DEFF Research Database (Denmark)

    Pedersen, LIsbeth; Deding, Mette

    In this working paper we present the first male/female analysis carried out on new wage statistical data from Statistics Denmark. The purpose of the analysis is to uncover factors of importance to the differences of men’s and women’s hourly wages and furthermore to make up any wage differential...

  6. Wages and commuting: quasi-natural experiments' evidence from firms that relocate

    DEFF Research Database (Denmark)

    Mulalic, Ismir; Pilegaard, Ninette; van Ommeren, Jos N.

    We examine the causal effect of commuting distance on workers' wages in a quasi-natural experiments setting using information on all workers in Denmark. We account for endogeneity of distance by using changes in distance that are due to firms’ relocations. A one kilometre increase in commuting...... distance induces a wage increase of about 0.42%, suggesting an hourly commuting time compensation of 49% of the hourly net wage. Our findings are consistent with wage bargaining theory and due to the experimental setup we are able to exclude many competing explanations of the wage-distance relationship....

  7. 42 CFR 412.266 - Availability of wage data.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 2 2010-10-01 2010-10-01 false Availability of wage data. 412.266 Section 412.266... Review Board Composition and Procedures § 412.266 Availability of wage data. A hospital may obtain the average hourly wage data necessary to prepare its application to the MGCRB from Federal Register documents...

  8. Wives' Relative Wages, Husbands' Paid Work Hours, and Wives' Labor-Force Exit

    Science.gov (United States)

    Shafer, Emily Fitzgibbons

    2011-01-01

    Economic theories predict that women are more likely to exit the labor force if their partners' earnings are higher and if their own wage rate is lower. In this article, I use the National Longitudinal Survey of Youth (N = 2,254) and discrete-time event-history analysis to show that wives' relative wages are more predictive of their exit than are…

  9. Living hours under pressure:flexibility loopholes in the Danish IR-model

    OpenAIRE

    Ilsøe, Anna; Larsen, Trine Pernille; Felbo-Kolding, Jonas

    2017-01-01

    PurposeThe purpose of this paper is to investigate the effect of part-time work on absolute wages. The empirical focus is wages and working hours in three selected sectors within private services in the Danish labour market – industrial cleaning, retail, hotels and restaurants – and their agreement-based regulation of working time and wages. Theoretically, this analysis is inspired by the concept of living hours, which addresses the interaction between working hours and living wages, but adds...

  10. 29 CFR 525.24 - Advisory Committee on Special Minimum Wages.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Advisory Committee on Special Minimum Wages. 525.24 Section 525.24 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... Special Minimum Wages. The Advisory Committee on Special Minimum Wages, the members of which are appointed...

  11. Work Hours, Social Value of Leisure and Globalisation

    DEFF Research Database (Denmark)

    Hansen, Jørgen Drud; Nielsen, Jørgen Ulff-Møller; Montagna, Catia

    We examine how openness interacts with the coordination of consumption-leisure decisions in determining the equilibrium working hours and wage rate when there are leisure externalities (e.g., due to social interactions). The latter are modelled by allowing a worker's marginal utility of leisure...... to be increasing in the leisure time taken by other workers. Coordination takes the form of internalising the leisure externality and other relevant constraints (e.g., labour demand). The extent of openness is measured by the degree of capital mobility. We find that: coordination lowers equilibrium work hours...... and raises the wage rate; there is a U-shaped (inverse-U-shaped) relationship between work hours (wages) and the degree of coordination; coordination is welfare improving; and, the gap between the coordinated and uncoordinated work hours (and the corresponding wage rates) is affected by the extent and nature...

  12. Work Hours, Social Value of Leisure and Globalisation

    DEFF Research Database (Denmark)

    Hansen, Jørgen Drud; Molana, Hassan; Montagna, Catia

    2010-01-01

    We examine how openness interacts with the coordination of consumption-leisure decisions in determining the equilibrium working hours and wage rate when there are leisure externalities (e.g., due to social interactions). The latter are modelled by allowing a worker's marginal utility of leisure...... to be increasing in the leisure time taken by other workers. Coordination takes the form of internalising the leisure externality and other relevant constraints (e.g., labour demand). The extent of openness is measured by the degree of capital mobility. We find that: coordination lowers equilibrium work hours...... and raises the wage rate; there is a U-shaped (inverse-U-shaped) relationship between work hours (wages) and the degree of coordination; coordination is welfare improving; and, the gap between the coordinated and uncoordinated work hours (and the corresponding wage rates) is affected by the extent and nature...

  13. Work hours, social value of leisure and globalisation

    DEFF Research Database (Denmark)

    Hansen, Jørgen Drud; Molana, Hassan; Montagna, Catia

    2012-01-01

    We examine how openness interacts with the coordination of consumption-leisure decisions in determining the equilibrium working hours and wage rate when there are leisure externalities (e.g., due to social interactions). The latter are modelled by allowing a worker’s marginal utility of leisure...... to be increasing in the leisure time taken by other workers. Coordination takes the form of internalising the leisure externality and other relevant constraints (e.g., labour demand). The extent of openness is measured by the degree of capital mobility. We find that: coordination lowers equilibrium work hours...... and raises the wage rate; there is a U-shaped (inverse-U-shaped) relationship between work hours (wages) and the degree of coordination; coordination is welfare improving; and, the gap between the coordinated and uncoordinated work hours (and the corresponding wage rates) is affected by the extent and nature...

  14. The Process of Fixing the British National Minimum Wage, 1997-2007

    OpenAIRE

    Brown, W.

    2009-01-01

    The British National Minimum Wage was introduced in 1999 under the guidance of a Low Pay Commission constructed on a basis of ‘social partnership’. The paper analyses its conduct over its first ten years from diary data. Key challenges were for it to be independent of government, to have its advice accepted by government, and to maintain internal unanimity. The changing internal dynamics of the Commission, and its major negotiations over the level of the Minimum Wage, are described and analys...

  15. Effect of Long Working Hours on Self-reported Hypertension among Middle-aged and Older Wage Workers.

    Science.gov (United States)

    Yoo, Dong Hyun; Kang, Mo-Yeol; Paek, Domyung; Min, Bokki; Cho, Sung-Il

    2014-01-01

    Many studies have reported an association between overwork and hypertension. However, research on the health effects of long working hours has yielded inconclusive results. The objective of this study was to identify an association between overtime work and hypertension in wage workers 45 years and over of age using prospective data. Wage workers in Korea aged 45 years and over were selected for inclusion in this study from among 10,254 subjects from the Korean Longitudinal Study of Ageing. Workers with baseline hypertension and those with other major diseases were excluded. In the end, a total of 1,079 subjects were included. A Cox proportional hazards model was used to calculate hazard ratios and adjust for baseline characteristics such as sex, age, education, income, occupation, form of employment, body mass index, alcohol habit, smoking habit, regular exercise, and number of working days per week. Additional models were used to calculate hazard ratios after gender stratification. Among the 1,079 subjects, 85 workers were diagnosed with hypertension during 3974.2 person-months. The average number of working hours per week for all subjects was 47.68. The proportion of overtime workers was 61.0% (cutoff, 40 h per week). Compared with those working 40 h and less per week, the hazard ratio of subjects in the final model, which adjusted for all selected variables, working 41-50 h per week was 2.20 (95% confidence interval [CI], 1.19-4.06), that of subjects working 51-60 h per week was 2.40 (95% CI, 1.07-5.39), and that of subjects working 61 h and over per week was 2.87 (95% CI, 1.33-6.20). In gender stratification models, the hazard ratio of the females tended to be higher than that of the males. As the number of working hours per week increased, the hazard ratio for diagnosis of hypertension significantly increased. This result suggests a positive association between overtime work and the risk of hypertension.

  16. 29 CFR 500.81 - Payment of wages when due.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Payment of wages when due. 500.81 Section 500.81 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS MIGRANT AND SEASONAL AGRICULTURAL WORKER PROTECTION Worker Protections Wages and Payroll Standards § 500.81 Payment of...

  17. Progressive Taxation, Wage Bargaining, and Endogenous Working Time

    DEFF Research Database (Denmark)

    Kreiner, Claus Thustrup

    This paper analyses the impact of tax reforms that decrease income tax progression in an equilibrium search model with wage bargaining and endogenous individual working time. The working time is either bargained together with the hourly wage (case 1) or determined solely by workers after bargaining...... over the wage (case 2). In both cases reducing tax progression increases working time of employed and, more interestingly, increases unambiguously wages and unemployment. Wages and unemployment rise more and working time and production less in case 1 compared to case 2; probably making case 2 countries...... best suited for such tax reforms...

  18. How do marital status, work effort, and wage rates interact?

    Science.gov (United States)

    Ahituv, Avner; Lerman, Robert I

    2007-08-01

    How marital status interacts with men's earnings is an important analytic and policy issue, especially in the context of debates in the United States over programs that encourage healthy marriage. This paper generates new findings about the earnings-marriage relationship by estimating the linkages among flows into and out of marriage, work effort, and wage rates. The estimates are based on National Longitudinal Survey of Youth panel data, covering 23 years of marital and labor market outcomes, and control for unobserved heterogeneity. We estimate marriage effects on hours worked (our proxy for work effort) and on wage rates for all men and for black and low-skilled men separately. The estimates reveal that entering marriage raises hours worked quickly and substantially but that marriage's effect on wage rates takes place more slowly while men continue in marriage. Together; the stimulus to hours worked and wage rates generates an 18%-19% increase in earnings, with about one-third to one-half of the marriage earnings premium attributable to higher work effort. At the same time, higher wage rates and hours worked encourage men to marry and to stay married. Thus, being married and having high earnings reinforce each other over time.

  19. Differences in wage rates for males and females in the health sector: a consideration of unpaid overtime to decompose the gender wage gap.

    Science.gov (United States)

    Vecchio, Nerina; Scuffham, Paul A; Hilton, Michael F; Whiteford, Harvey A

    2013-02-25

    In Australia a persistent and sizable gender wage gap exists. In recent years this gap has been steadily widening. The negative impact of gender wage differentials is the disincentive to work more hours. This implies a substantial cost on the Australian health sector. This study aimed to identify the magnitude of gender wage differentials within the health sector. The investigation accounts for unpaid overtime. Given the limited availability of information, little empirical evidence exists that accounts for unpaid overtime. Information was collected from a sample of 10,066 Australian full-time employees within the health sector. Initially, ordinary least-squares regression was used to identify the gender wage gap when unpaid overtime was included and then excluded from the model. The sample was also stratified by gender and then by occupation to allow for comparisons. Later the Blinder-Oaxaca decomposition method was employed to identify and quantify the contribution of individual endowments to wage differentials between males and females. The analyses of data revealed a gender wage gap that varied across occupations. The inclusion of unpaid overtime in the analysis led to a slight reduction in the wage differential. The results showed an adjusted wage gap of 16.7%. Unpaid overtime made a significant but small contribution to wage differentials. Being female remained the major contributing factor to the wage gap. Given that wage differentials provide a disincentive to work more hours, serious attempts to deal with the skilled labour shortage in the health sector need to address the gender wage gap.

  20. Differences in wage rates for males and females in the health sector: a consideration of unpaid overtime to decompose the gender wage gap

    Directory of Open Access Journals (Sweden)

    Vecchio Nerina

    2013-02-01

    Full Text Available Abstract Background In Australia a persistent and sizable gender wage gap exists. In recent years this gap has been steadily widening. The negative impact of gender wage differentials is the disincentive to work more hours. This implies a substantial cost on the Australian health sector. This study aimed to identify the magnitude of gender wage differentials within the health sector. The investigation accounts for unpaid overtime. Given the limited availability of information, little empirical evidence exists that accounts for unpaid overtime. Methods Information was collected from a sample of 10,066 Australian full-time employees within the health sector. Initially, ordinary least-squares regression was used to identify the gender wage gap when unpaid overtime was included and then excluded from the model. The sample was also stratified by gender and then by occupation to allow for comparisons. Later the Blinder–Oaxaca decomposition method was employed to identify and quantify the contribution of individual endowments to wage differentials between males and females. Results The analyses of data revealed a gender wage gap that varied across occupations. The inclusion of unpaid overtime in the analysis led to a slight reduction in the wage differential. The results showed an adjusted wage gap of 16.7%. Conclusions Unpaid overtime made a significant but small contribution to wage differentials. Being female remained the major contributing factor to the wage gap. Given that wage differentials provide a disincentive to work more hours, serious attempts to deal with the skilled labour shortage in the health sector need to address the gender wage gap.

  1. Differences in wage rates for males and females in the health sector: a consideration of unpaid overtime to decompose the gender wage gap

    Science.gov (United States)

    2013-01-01

    Background In Australia a persistent and sizable gender wage gap exists. In recent years this gap has been steadily widening. The negative impact of gender wage differentials is the disincentive to work more hours. This implies a substantial cost on the Australian health sector. This study aimed to identify the magnitude of gender wage differentials within the health sector. The investigation accounts for unpaid overtime. Given the limited availability of information, little empirical evidence exists that accounts for unpaid overtime. Methods Information was collected from a sample of 10,066 Australian full-time employees within the health sector. Initially, ordinary least-squares regression was used to identify the gender wage gap when unpaid overtime was included and then excluded from the model. The sample was also stratified by gender and then by occupation to allow for comparisons. Later the Blinder–Oaxaca decomposition method was employed to identify and quantify the contribution of individual endowments to wage differentials between males and females. Results The analyses of data revealed a gender wage gap that varied across occupations. The inclusion of unpaid overtime in the analysis led to a slight reduction in the wage differential. The results showed an adjusted wage gap of 16.7%. Conclusions Unpaid overtime made a significant but small contribution to wage differentials. Being female remained the major contributing factor to the wage gap. Given that wage differentials provide a disincentive to work more hours, serious attempts to deal with the skilled labour shortage in the health sector need to address the gender wage gap. PMID:23433245

  2. Physician wages across specialties: informing the physician reimbursement debate.

    Science.gov (United States)

    Leigh, J Paul; Tancredi, Daniel; Jerant, Anthony; Kravitz, Richard L

    2010-10-25

    Disparities in remuneration between primary care and other physician specialties may impede health care reform by undermining the sustainability of a primary care workforce. Previous studies have compared annual incomes across specialties unadjusted for work hours. Wage (earnings-per-hour) comparisons could better inform the physician payment debate. In a cross-sectional analysis of data from 6381 physicians providing patient care in the 2004-2005 Community Tracking Study (adjusted response rate, 53%), we compared wages across broad and narrow categories of physician specialties. Tobit and linear regressions were run. Four broad specialty categories (primary care, surgery, internal medicine and pediatric subspecialties, and other) and 41 specific specialties were analyzed together with demographic, geographic, and market variables. In adjusted analyses on broad categories, wages for surgery, internal medicine and pediatric subspecialties, and other specialties were 48%, 36%, and 45% higher, respectively, than for primary care specialties. In adjusted analyses for 41 specific specialties, wages were significantly lower for the following than for the reference group of general surgery (wage near median, $85.98): internal medicine and pediatrics combined (-$24.36), internal medicine (-$24.27), family medicine (-$23.70), and other pediatric subspecialties (-$23.44). Wage rankings were largely impervious to adjustment for control variables, including age, race, sex, and region. Wages varied substantially across physician specialties and were lowest for primary care specialties. The primary care wage gap was likely conservative owing to exclusion of radiologists, anesthesiologists, and pathologists. In light of low and declining medical student interest in primary care, these findings suggest the need for payment reform aimed at increasing incomes or reducing work hours for primary care physicians.

  3. Physician assistant wages and employment, 2000-2025.

    Science.gov (United States)

    Quella, Alicia; Brock, Douglas M; Hooker, Roderick S

    2015-06-01

    This study sought to assess physician assistant (PA) wages, make comparisons with other healthcare professionals, and project their earnings to 2025. The Bureau of Labor Statistics PA employment datasets were probed, and 2013 wages were used to explore median wage differences between large employer categories and 14 years of historical data (2000-2013). Median wages of PAs, family physicians and general practitioners, pharmacists, registered nurses, advanced practice nurses, and physical therapists were compared. Linear regression was used to project the PA median wage to 2025. In 2013, the median hourly wage for a PA employed in a clinical role was $44.70. From 2000 to 2013, PA wages increased by 40% compared with the cumulative inflation rate of 35.3%. This suggests that demand exceeds supply, a finding consistent with similar clinicians such as family physicians. A predictive model suggests that PA employment opportunities and remuneration will remain high through 2025.

  4. New Workplace Practices and the Gender Wage Gap:

    DEFF Research Database (Denmark)

    Gupta, Nabanita Datta; Eriksson, Tor Viking

    We estimate the effect of introducing new workplace practices on the gender gap in wages in the manufacturing sector. We use a unique 1999 survey on work and compensation practices of Danish private sector firms merged to a large matched employer-employee database. Self-managed teams, project...... organisation and job rotation schemes are the most widely implemented work practices. Our estimates from a difference-in-differences model of wages and work practices show that the wage gains from adopting new workplace practices accrue mainly to males so that the gender gap in pay increases at the level...... of the firm, in particular among hourly-paid workers. Considering practices individually, however, a few exceptions are seen: the gender wage gap among salaried workers is significantly reduced in firms which offer project organisation, while the gap in pay among workers paid by the hour is significantly...

  5. Direct and indirect effects of body weight on adult wages.

    Science.gov (United States)

    Han, Euna; Norton, Edward C; Powell, Lisa M

    2011-12-01

    Previous estimates of the association between body weight and wages in the literature have been conditional on education and occupation. In addition to the effect of current body weight status (body mass index (BMI) or obesity) on wages, this paper examines the indirect effect of body weight status in the late-teenage years on wages operating through education and occupation choice. Using the National Longitudinal Survey of Youth 1979 data, for women, we find that a one-unit increase in BMI is directly associated with 1.83% lower hourly wages whereas the indirect BMI wage penalty is not statistically significant. Neither a direct nor an indirect BMI wage penalty is found for men. However, results based on clinical weight classification reveal that the indirect wage penalty occurs to a larger extent at the upper tail of the BMI distribution for both men and women via the pathways of education and occupation outcomes. Late-teen obesity is indirectly associated with 3.5% lower hourly wages for both women and men. These results are important because they imply that the total effect of obesity on wages is significantly larger than has been estimated in previous cross-sectional studies. 2011 Elsevier B.V. All rights reserved.

  6. 29 CFR 780.620 - Minimum wage for livestock auction work.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Minimum wage for livestock auction work. 780.620 Section 780.620 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... for Exemption § 780.620 Minimum wage for livestock auction work. The application of the exemption is...

  7. Female relative wages, household specialization and fertility

    OpenAIRE

    Siegel, Christian

    2017-01-01

    Falling fertility rates have often been linked to rising female wages. However, over the last 40 years the US total fertility rate has been rather stable while female wages have continued to grow. Over the same period, women's hours spent on housework have declined, but men's have increased. I propose a model in which households are not perfectly specialized, but both men and women contribute to home production. As the gender wage gap narrows, the time allocations of men and women converge, a...

  8. Is Self-Employment Really a Bad Experience? The Effects of Previous Self-Employment on Subsequent Wage-Employment Wages

    DEFF Research Database (Denmark)

    Kaiser, Ulrich; Malchow-Møller, Nikolaj

    2011-01-01

    of self-employment is associated with lower hourly wages compared to workers who were consecutively wage-employed. We also show, however, that this effect disappears—and even becomes positive in some settings—for formerly self-employed who find dependent employment in the same sector as their self......-employment sector. Hence, the on average negative effect of self-employment is rather caused by sector switching than by the self-employment experience per se. Moreover, formerly self-employed who either enjoyed a high income or hired at least one worker during their self-employment spell receive wages...... in subsequent dependent employment that are at least as high as for individuals who have been consecutively wage-employed....

  9. An examination of pharmacists' labor supply and wages.

    Science.gov (United States)

    Polgreen, Linnea A; Mott, David A; Doucette, William R

    2011-12-01

    For the last decade, there has been a shortage of pharmacists for most of the United States. This shortage is in part because of demand-side phenomena (eg, increasing prescription drug use, increases in the complexity of drug regimens, and an aging population). However, there also may be supply-side causes. Although the number of pharmacy school graduates has increased, most graduates are women, many of whom may choose to work part-time. Because of the change in sex composition of the workforce, some researchers conclude that pharmacist shortages will be even more critical in the future. The goals of this article are to model pharmacists' decisions to work, estimate pharmacists' wages, and identify influences on the number of hours worked by pharmacists in the United States. Pharmacist labor supply is examined using a static, 3-step, empirical labor supply model that estimates the decision to work, hourly wages, and number of hours worked for U.S. pharmacists. Pharmacists have high starting wages but flat wage trajectories. Although many pharmacists are working part-time, this is true for women and men. Income effects do not dominate substitution effects, even at the high level of compensation found here. Results indicate that previous predictions brought about by the changing sex composition of the pharmacist labor force might not come to pass, and additional pharmacists may be attracted to the profession by higher wages and flexible schedules. Copyright © 2011 Elsevier Inc. All rights reserved.

  10. Minimum wage hikes and the wage growth of low-wage workers

    OpenAIRE

    Joanna K Swaffield

    2012-01-01

    This paper presents difference-in-differences estimates of the impact of the British minimum wage on the wage growth of low-wage employees. Estimates of the probability of low-wage employees receiving positive wage growth have been significantly increased by the minimum wage upratings or hikes. However, whether the actual wage growth of these workers has been significantly raised or not depends crucially on the magnitude of the minimum wage hike considered. Findings are consistent with employ...

  11. From Minimum Wage to Standard Work Hour: HKSAR Labour Politics in Regime Change

    Directory of Open Access Journals (Sweden)

    Lawrence K. K. Ho

    2013-01-01

    Full Text Available This paper aims to highlight the significance of labour issues – namely, the minimum wage (MW and standard working hours (SWH – in shaping candidates’ electoral platforms in the 2012 chief executive (CE election of the Hong Kong Special Administrative Region (HKSAR under the sovereignty of the People’s Republic of China (PRC. We first offer a brief review of labour politics regarding the MW case as a precursor to the SWH drafting and enactment process. We then provide an analytical delineation of some of the labour and socio-economic dimensions of the CE electoral contest by comparing the candidates’ campaign planks in relation to SWH. We then attempt to predict the likely course of the SWH debate under the leadership of Leung Chun-ying, who eventually won the CE election and assumed power on 1 July 2012. We conclude by examining Leung’s social engineering attempts to increase popular support amongst low- and middle-income (LMI households as part of his long-term strategy for the 2017 CE elections and his broader Beijing-entrusted political agenda.

  12. Association among Working Hours, Occupational Stress, and Presenteeism among Wage Workers: Results from the Second Korean Working Conditions Survey.

    Science.gov (United States)

    Jeon, Sung-Hwan; Leem, Jong-Han; Park, Shin-Goo; Heo, Yong-Seok; Lee, Bum-Joon; Moon, So-Hyun; Jung, Dal-Young; Kim, Hwan-Cheol

    2014-03-24

    The purpose of the present study was to identify the association between presenteeism and long working hours, shiftwork, and occupational stress using representative national survey data on Korean workers. We analyzed data from the second Korean Working Conditions Survey (KWCS), which was conducted in 2010, in which a total of 6,220 wage workers were analyzed. The study population included the economically active population aged above 15 years, and living in the Republic of Korea. We used the chi-squared test and multivariate logistic regression to test the statistical association between presenteeism and working hours, shiftwork, and occupational stress. Approximately 19% of the workers experienced presenteeism during the previous 12 months. Women had higher rates of presenteeism than men. We found a statistically significant dose-response relationship between working hours and presenteeism. Shift workers had a slightly higher rate of presenteeism than non-shift workers, but the difference was not statistically significant. Occupational stress, such as high job demand, lack of rewards, and inadequate social support, had a significant association with presenteeism. The present study suggests that long working hours and occupational stress are significantly related to presenteeism.

  13. Association among Working Hours, Occupational Stress, and Presenteeism among Wage Workers: Results from the Second Korean Working Conditions Survey

    Science.gov (United States)

    2014-01-01

    Objectives The purpose of the present study was to identify the association between presenteeism and long working hours, shiftwork, and occupational stress using representative national survey data on Korean workers. Methods We analyzed data from the second Korean Working Conditions Survey (KWCS), which was conducted in 2010, in which a total of 6,220 wage workers were analyzed. The study population included the economically active population aged above 15 years, and living in the Republic of Korea. We used the chi-squared test and multivariate logistic regression to test the statistical association between presenteeism and working hours, shiftwork, and occupational stress. Results Approximately 19% of the workers experienced presenteeism during the previous 12 months. Women had higher rates of presenteeism than men. We found a statistically significant dose–response relationship between working hours and presenteeism. Shift workers had a slightly higher rate of presenteeism than non-shift workers, but the difference was not statistically significant. Occupational stress, such as high job demand, lack of rewards, and inadequate social support, had a significant association with presenteeism. Conclusions The present study suggests that long working hours and occupational stress are significantly related to presenteeism. PMID:24661575

  14. The Effect of the Minimum Wage on the Fast Food Industry.

    OpenAIRE

    Lawrence F. Katz; Alan B. Krueger

    1992-01-01

    Using data from a longitudinal survey of fast food restaurants in Texas, the authors examine the impact of recent changes in the federal minimum wage on a low-wage labor market The authors draw four main conclusions. First, the survey results indicate that less than 5 percent of fast food restaurants use the new youth subminimum wage even though the vast majority paid a starting wage below the new hourly minimum wage immediately before the new minimum went into effect. Second, although some r...

  15. Migration plans and hours of work in Malaysia.

    Science.gov (United States)

    Gillin, E D; Sumner, D A

    1985-01-01

    "This article describes characteristics of prospective migrants in the Malaysian Family Life Survey and investigates how planning to move affects hours of work. [The authors] use ideas about intertemporal substitution...to discuss the response to temporary and permanent wage expectations on the part of potential migrants. [An] econometric section presents reduced-form estimates for wage rates and planned migration equations and two-stage least squares estimates for hours of work. Men currently planning a move were found to work fewer hours. Those originally planning only a temporary stay at their current location work more hours." excerpt

  16. Performance pay and the gender wage gap : evidence from Spain

    OpenAIRE

    Rica, Sara de la; Dolado, Juan José; Vegas Sánchez, Raquel

    2010-01-01

    This paper uses detailed information from a large wage survey in 2006 to analyze the gender wage gap in the performance-pay (PP) component of total hourly wages and its contribution to the overall gender gap in Spain. Under the assumption that PP is determined in a more competitive fashion than the other wage components, one would expect, in principle, to find a low gender gap in PP. However, this is not what we find. After controlling for observable differences in individual and job characte...

  17. Timing and Flexibility of Housework and Men and Women's wages

    DEFF Research Database (Denmark)

    Bonke, Jens; Datta Gupta, Nabanita

    This paper analyses the effect of housework on men and women’s wages in Denmark by estimating quantile regressions on Danish time use survey data from 1987, merged to register information on hourly wages and other labour market variables for each of the years 1987-1991. We find, as in U.S. studies......, that housework has negative effects on the wages of women and positive effects on the wages of men, except at the high end of the conditional wage distribution. At the 90th quantile, housework has a positive effect on the wages of women and a negative effect on the wages of men, and in fact, high-wage men...... receive the largest wage penalty of doing housework. Timing and flexibility of housework turn out to be more important than the level of housework, and women, particularly at the high end of the conditional wage distribution, who time their housework immediately before or after market work or engage...

  18. Male-Female Differences in Hourly Wages: The Role of Human Capital, Working Conditions, and Housework.

    Science.gov (United States)

    Hersch, Joni

    1991-01-01

    Data from a survey of 414 male and 217 female workers assessed the effects of human capital, household responsibilities, working conditions, and on-the-job training on wages. Household responsibilities had a negative effect on women's earnings; the presence of children positively affected wages of both sexes. (SK)

  19. Salary Negotiation Patterns between Women and Men in Academic Libraries

    Science.gov (United States)

    Silva, Elise; Galbraith, Quinn

    2018-01-01

    Due to persistent wage gaps between men and women nationally, and in the field of academic librarianship, researchers wished to study possible issues that contribute to the phenomenon. This study examines the tendency for men and women to negotiate salaries in academic libraries upon hire. Researchers surveyed professional librarians employed in…

  20. Reservation wages and starting wages

    NARCIS (Netherlands)

    van Ophem, H.; Hartog, J.; Berkhout, P.

    2011-01-01

    We analyse a unique data set that combines reservation wage and actually paid wage for a large sample of Dutch recent higher education graduates. On average, accepted wages are almost 8% higher than reservation wages, but there is no fixed proportionality. We find that the difference between

  1. Wage fixing in the informal economy : evidence from Brazil, India, Indonesia and South Africa

    OpenAIRE

    Saget, Catherine

    2006-01-01

    Based on data analysis and surveys of firms in four countries, focuses on wage fixing in the informal economy and the role of the minimum wage in informal wage determination. Includes also information on working hours in informal firms.

  2. Introduction of a National Minimum Wage Reduced Depressive Symptoms in Low-Wage Workers: A Quasi-Natural Experiment in the UK.

    Science.gov (United States)

    Reeves, Aaron; McKee, Martin; Mackenbach, Johan; Whitehead, Margaret; Stuckler, David

    2017-05-01

    Does increasing incomes improve health? In 1999, the UK government implemented minimum wage legislation, increasing hourly wages to at least £3.60. This policy experiment created intervention and control groups that can be used to assess the effects of increasing wages on health. Longitudinal data were taken from the British Household Panel Survey. We compared the health effects of higher wages on recipients of the minimum wage with otherwise similar persons who were likely unaffected because (1) their wages were between 100 and 110% of the eligibility threshold or (2) their firms did not increase wages to meet the threshold. We assessed the probability of mental ill health using the 12-item General Health Questionnaire. We also assessed changes in smoking, blood pressure, as well as hearing ability (control condition). The intervention group, whose wages rose above the minimum wage, experienced lower probability of mental ill health compared with both control group 1 and control group 2. This improvement represents 0.37 of a standard deviation, comparable with the effect of antidepressants (0.39 of a standard deviation) on depressive symptoms. The intervention group experienced no change in blood pressure, hearing ability, or smoking. Increasing wages significantly improves mental health by reducing financial strain in low-wage workers. © 2016 The Authors. Health Economics published by John Wiley & Sons Ltd. © 2016 The Authors. Health Economics published by John Wiley & Sons Ltd.

  3. Balancing work and family in the low-wage service sector: the role of legislated and collectively-bargained norms in Quebec.

    Science.gov (United States)

    Bernstein, Stéphanie

    2011-01-01

    This paper looks at the role of legislated norms of general application in shaping "family-friendly" workplaces and their interaction with collectively-bargained standards in the retail service sector and more specifically, in a single unionized retail sector in Quebec, Canada. The methodology used is traditional legal research methodology: analysis of laws, collective agreements and case law. The principal norms examined concern parental and family leave, working time and disparities between different employment statuses. A series of legislative provisions have been adopted in Quebec over the last 30 years whose objectives are the improvement of family-related leave and the reduction of working time. Unions have also negotiated provisions in collective agreements with these same goals. In the low-wage retail sector studied, the working time standards negotiated between the unions and the employers reflect the characteristics of the sector, most notably extended opening hours, seven days a week. Predictability of hours also varies according to employment status. Such issues as family-unfriendly working time arrangements (last-minute scheduling, asocial hours, etc.) and the need for flexibility in family-related leave are insufficiently taken into account by the legislated and bargained provisions. A fine analysis and comprehension of existing formal regulation, be it legislated or collectively-bargained, is required to fully understand workers' experiences with work-family balance and to identify the gaps between formal norms and the needs expressed by workers with respect to work-family balance.

  4. Wage Inequality and Wage Mobility in Turkey

    OpenAIRE

    Tansel, Aysit; Dalgıç, Başak; Güven, Aytekin

    2014-01-01

    This paper investigates wage inequality and wage mobility in Turkey using the Surveys on Income and Living Conditions (SILC). This is the first paper that explores wage mobility for Turkey. It differs from the existing literature by providing analyses of wage inequality and wage mobility over various socioeconomic groups such as gender, age, education and sector of economic activity. We first present an overview of the evolution of wages and wage inequality over the period 2005-2011. Next, w...

  5. Reservation wages, expected wages and unemployment

    OpenAIRE

    Brown, S; Taylor, K

    2013-01-01

    We model unemployment duration, reservation and expected wages simultaneously for individuals not in work, where wage expectations are identified via an exogenous policy shock. The policy shock increased expected wages, which were found to be positively associated with reservation wages.

  6. Technology, labor characteristics and wage-productivity gaps

    OpenAIRE

    Ilmakunnas, Pekka; Maliranta, Mika

    2003-01-01

    We use plant-level linked employer-employee data from Finland to estimate production functions where also employee characteristics (average age and education, and sex composition) are included. We also estimate similar models for wages to examine whether wages are based on productivity. Our aim is to explain productivity besides manufacturing, also in services. For the service sector plants, no data on capital input, working hours, or value added is available, and productivity has to be measu...

  7. Wage Dispersion and Decentralization of Wage Bargaining

    DEFF Research Database (Denmark)

    Dahl, Christian Møller; le Maire, Christian Daniel; Munch, Jakob R.

    2013-01-01

    This article studies how decentralization of wage bargaining from sector to firm level influences wage levels and wage dispersion. We use detailed panel data covering a period of decentralization in the Danish labor market. The decentralization process provides variation in the individual worker......'s wage-setting system that facilitates identification of the effects of decentralization. We find a wage premium associated with firm-level bargaining relative to sector-level bargaining and that the return to skills is higher under the more decentralized wage-setting systems. Using quantile regression......, we also find that wages are more dispersed under firm-level bargaining compared to more centralized wage-setting systems....

  8. Wage Dispersion and Decentralization of Wage Bargaining

    DEFF Research Database (Denmark)

    Dahl, Christian M.; Le Maire, Christian Daniel; Munch, Jakob Roland

    in the individual worker's wage-setting system that facilitates identification of the effects of decentralization. Consistent with predictions we find that wages are more dispersed under firm-level bargaining compared to more centralized wage-setting systems. However, the differences across wage-setting systems......This paper studies how decentralization of wage bargaining from sector to firm level influences wage levels and wage dispersion. We use a detailed panel data set covering a period of decentralization in the Danish labor market. The decentralization process provides exogenous variation...

  9. Wage Dispersion, Public Sector Wages and the Stagnating Danish Gender Wage Gap

    DEFF Research Database (Denmark)

    Gupta, Nabanita Datta; Oaxaca, Ronald L.; Smith, Nina

    1998-01-01

    The gender wage gap in Denmark has virtually stagnated since the early 70s. This study examines whether this stagnation is mainly due to a changing wage dispersion or to changing prices on observed and unobserved skills. Since about half the female labour force is employed in the public sector....... These techniques are applied to a sample of Danish wage earners in the period 1983-94. The decomposition results suggest different explanations behind the stagnation of the gender wage gap in the public and private sectors. The development in average public sector wages is calculated assuming observed......, the impact of the changing wage structure between the public and private sectors is investigated. The analysis is based on the Juhn-Murphy-Pierce decomposition applied to a pooled wage regression model. The equivalence between the former and the Oaxaca-Ransom generalized wage decomposition is established...

  10. Minimum Wages and Employment: A Case Study of the Fast Food Industry in New Jersey and Pennsylvania

    OpenAIRE

    David Card; Alan B. Krueger

    1993-01-01

    On April 1, 1992 New Jersey's minimum wage increased from $4.25 to $5.05 per hour. To evaluate the impact of the law we surveyed 410 fast food restaurants in New Jersey and Pennsylvania before and after the rise in the minimum. Comparisons of the changes in wages, employment, and prices at stores in New Jersey relative to stores in Pennsylvania (where the minimum wage remained fixed at $4.25 per hour) yield simple estimates of the effect of the higher minimum wage. Our empirical findings chal...

  11. Working Long Hours and Early Career Outcomes in the High-End Labor Market

    OpenAIRE

    Dora Gicheva

    2013-01-01

    This study establishes empirically a positive but nonlinear relationship between weekly hours and hourly wage growth. For workers who put in over 47 hours per week, 5 extra hours are associated with a 1% increase in annual wage growth. This correlation is not present when hours are lower. The relationship is especially strong for young professionals. Data on promotions provide evidence in support of a job-ladder model that combines higher skill sensitivity of output in higher-level jobs with ...

  12. 76 FR 82116 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Delay of Effective...

    Science.gov (United States)

    2011-12-30

    ... DEPARTMENT OF LABOR Employment and Training Administration 20 CFR Part 655 RIN 1205-AB61 Wage... Prevailing Wage Determinations AGENCY: Employment and Training Administration, Wage and Hour Division, Labor... appropriations language, recently delayed the effective date of the Wage Methodology for Temporary Non...

  13. Housework, children, and women's wages across racial-ethnic groups.

    Science.gov (United States)

    Parrott, Heather Macpherson

    2014-07-01

    Motherhood affects women's household labor and paid employment, but little previous research has explored the extent to which hours of housework may explain per child wage penalties or differences in such penalties across racial-ethnic groups. In this paper, I use longitudinal Panel Study of Income Dynamics (PSID) data to examine how variations in household labor affect the motherhood penalty for White, Black, and Hispanic women. In doing so, I first assess how children affect hours of household labor across these groups and then explore the extent to which this household labor mediates the relationship between children and wages for these women. I find that household labor explains a portion of the motherhood penalty for White women, who experience the most dramatic increases in household labor with additional children. Black and Hispanic women experience slight increases in housework with additional children, but neither children nor housework affects their already low wages. Copyright © 2014 Elsevier Inc. All rights reserved.

  14. Age, wage, and job placement: older women's experiences entering the retail sector.

    Science.gov (United States)

    Frank-Miller, Ellen G; Lambert, Susan J; Henly, Julia R

    2015-01-01

    Older women seeking employment often find opportunities limited to low-wage jobs, such as those in retail. We report findings about job placement and starting wages for hourly workers hired at a women's apparel retailer from August 2006 to December 2009. We examine competing hypotheses regarding the role of age in explaining women's job placement and starting wages. Although newly hired women age 55+ earn higher wages and are placed in higher-quality jobs than the youngest women (ages 18-22), they are less likely to be placed in better-quality jobs than their midlife counterparts. Overall, wage differences are largely explained by job quality.

  15. 29 CFR 5.15 - Limitations, variations, tolerances, and exemptions under the Contract Work Hours and Safety...

    Science.gov (United States)

    2010-07-01

    ... minimum hourly wage required under the contract pursuant to the provisions of the Service Contract Act of... premium payment of one-half times such minimum hourly wage for all hours worked in excess of 40 hours in... this section are met. (ii) The apprentice or trainee comes within the definition contained in § 5.2(n...

  16. The impact of minimum wage adjustments on Vietnamese wage inequality

    DEFF Research Database (Denmark)

    Hansen, Henrik; Rand, John; Torm, Nina

    Using Vietnamese Labour Force Survey data we analyse the impact of minimum wage changes on wage inequality. Minimum wages serve to reduce local wage inequality in the formal sectors by decreasing the gap between the median wages and the lower tail of the local wage distributions. In contrast, local...... wage inequality is increased in the informal sectors. Overall, the minimum wages decrease national wage inequality. Our estimates indicate a decrease in the wage distribution Gini coefficient of about 2 percentage points and an increase in the 10/50 wage ratio of 5-7 percentage points caused...... by the adjustment of the minimum wages from 2011to 2012 that levelled the minimum wage across economic sectors....

  17. Insecurity of Employment and Work-Life Balance: From the viewpoint of compensating wage differentials

    OpenAIRE

    MORIKAWA Masayuki

    2010-01-01

    This paper presents survey-based evidence on the "fair" compensating wage differentials for insecurity of employment and lack of work-life balance (WLB). We present facts about individual perceptions of the desirable compensating differentials and then estimate the effects of working hours and wages on job satisfaction. The fair wage premiums for insecurity of employment and lack of WLB are both around 10% to 20%. The actual relative wages of nonstandard workers seem to be lower than those in...

  18. Wage inequality, minimum wage effects and spillovers

    OpenAIRE

    Stewart, Mark B.

    2011-01-01

    This paper investigates possible spillover effects of the UK minimum wage. The halt in the growth in inequality in the lower half of the wage distribution (as measured by the 50:10 percentile ratio) since the mid-1990s, in contrast to the continued inequality growth in the upper half of the distribution, suggests the possibility of a minimum wage effect and spillover effects on wages above the minimum. This paper analyses individual wage changes, using both a difference-in-differences estimat...

  19. Wage and Hour Farm Labor Laws.

    Science.gov (United States)

    Hertel, Catherine

    This paper, by a teacher of migrants, summarizes various farm labor laws and child labor laws pertaining to migrant and seasonal workers. The Migrant and Seasonal Agricultural Worker Protection Act of 1983 provides workers with assurances about pay, hours, and working conditions, including safety and health. This legislation permits anyone…

  20. 75 FR 4099 - Maintenance Wage Rate Wage Recommendation and Maintenance Wage Survey; Report of Additional...

    Science.gov (United States)

    2010-01-26

    ... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5376-N-06] Maintenance Wage Rate Wage Recommendation and Maintenance Wage Survey; Report of Additional Classification and Wage Rate AGENCY: Office of... proposal. The information is used by HUD to determine or adopt prevailing wage rates for maintenance...

  1. 75 FR 37457 - Maintenance Wage Rate Wage Recommendation and Maintenance Wage Survey; Report of Additional...

    Science.gov (United States)

    2010-06-29

    ... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5376-N-54] Maintenance Wage Rate Wage Recommendation and Maintenance Wage Survey; Report of Additional Classification and Wage Rate AGENCY: Office of... proposal. The information is used by HUD to determine or adopt prevailing wage rates for maintenance...

  2. Wage Inequalities: A Result of Different Levels and Fields of Tertiary Education?

    Directory of Open Access Journals (Sweden)

    Darjan Petek

    2017-03-01

    Full Text Available In this article we examine the impact of tertiary education on the amounts of wages in Slovenia for 2011. We use micro data from the statistical survey Structure of Earnings Statistics and micro data from the survey of graduates from tertiary education. We found out that there are significant differences in the amounts of wages as regards the level and field of education. Region and activity of the company where the person is employed also plays an important role in wage determination. Also the effects of gender and public/private sector are statistically significant. Using the average wage per hour as dependent variable gives similar results as the average annual wages.

  3. Wages, Productivity and Work Intensity in the Great Depression

    OpenAIRE

    Julia Darby; Robert A Hart

    2002-01-01

    We show that U.S. manufacturing wages during the Great Depression were importantly determined by forces on firms' intensive margins. Short-run changes in work intensity and the longer-term goal of restoring full potential productivity combined to influence real wage growth. By contrast, the external effects of unemployment and replacement rates had much less impact. Empirical work is undertaken against the background of an efficient bargaining model that embraces employment, hours of work and...

  4. 48 CFR 1322.404-6 - Modification of wage determination.

    Science.gov (United States)

    2010-10-01

    ... SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Labor Standards for Contracts... extension beyond 90 days after bid opening from the Department of Labor Administrator, Wage and Hour...

  5. The effect of prior healthcare employment on the wages of registered nurses.

    Science.gov (United States)

    Yoo, Byung-Kwang; Kim, Minchul; Lin, Tzu-Chun; Sasaki, Tomoko; Ward, Debbie; Spetz, Joanne

    2016-08-19

    The proportion of registered nurses (RNs) with employment in health-related positions before their initial RN education has increased in the past two decades. Previous research found that prior health-related employment is positively associated with RN workforce supply, potentially due to the wage differences based on different career paths. This study's objective is to test the hypotheses that prior health-related employment is associated with differences in starting wages and with different rates of wage growth for experience as an RN. We conducted a cross-sectional analysis using the 2008 National Sample Survey of Registered Nurses (NSSRN) linked with county-level variables from the Area Health Resource File. We estimated a Heckman model where the second-stage equation's outcome variable was the logarithm of the RN hourly wage, accounting for the self-selection of working or not working as an RN (i.e., the first-stage equation's outcome variable). Key covariates included interaction terms between years of experience, experience squared, and six categories of prior health-related employment (manager, LPN/LVN, allied health, nursing aide, clerk, and all other healthcare positions). Additional covariates included demographics, weekly working hours, marital status, highest nursing degree, and county-level variables (e.g., unemployment rate). We estimated the marginal effect of experience on wage for each type of prior health-related employment, conducting separate analyses for RNs whose initial education was a Bachelor of Science in Nursing (BSN) (unweighted N = 10,345/weighted N = 945,429), RNs whose initial education was an Associate degree (unweighted N = 13,791/weighted N = 1,296,809), and total population combining the former groups (unweighted N = 24,136/weighted N = 2,242,238). Prior health-related employment was associated with higher wages, with the strongest wage differences among BSN-educated RNs. Among BSN-educated RNs, previous

  6. 29 CFR 548.305 - Excluding certain additions to wages.

    Science.gov (United States)

    2010-07-01

    ... of the payroll records or knowledge of the normal working hours. Example. An employer has a policy of....305 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... established basic rates: “The rate or rates (not less than the rates required by section 6 (a) and (b) of the...

  7. Wyoming uranium mining and milling. A wage and employment survey, 1982

    International Nuclear Information System (INIS)

    1982-06-01

    The results of a wage and employment survey of Wyoming's mining industry are reported. Data were collected to: enumerate the number of workers in selected occupational categories; determine the average straight-line hourly wage in each occupational category; determine the number of workers covered by a collective bargaining agreement in each occupational category; and review the employer contributions to employee fringe benefits

  8. The impact of minimum wage adjustments on Vietnamese wage inequality

    DEFF Research Database (Denmark)

    Hansen, Henrik; Rand, John; Torm, Nina

    Using Vietnamese Labour Force Survey data we analyse the impact of minimum wage changes on wage inequality. Minimum wages serve to reduce local wage inequality in the formal sectors by decreasing the gap between the median wages and the lower tail of the local wage distributions. In contrast, local...

  9. Great expectations: Reservation wages and the minimum wage reform

    OpenAIRE

    Fedorets, Alexandra; Filatov, Alexey; Shupe, Cortnie

    2018-01-01

    We use the German Socio-Economic Panel to show that introducing a high-impact statutory minimum wage causes an increase in reservation wages of approximately 4 percent at the low end of the distribution. The shifts in reservation wages and observed wages due to the minimum wage reform are comparable in their magnitude. Additional results show that German citizens adjust their reservation wages more than immigrants. Moreover, suggestive evidence points to a compensation mechanism in which immi...

  10. 76 FR 73509 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Delay of Effective...

    Science.gov (United States)

    2011-11-29

    ... DEPARTMENT OF LABOR Employment and Training Administration Wage and Hour Division 20 CFR Part 655 RIN 1205-AB61 Wage Methodology for the Temporary Non-Agricultural Employment H- 2B Program; Delay of Effective Date; Impact on Prevailing Wage Determinations AGENCY: Employment and Training Administration...

  11. EXPLAINING THE MOTHERHOOD WAGE PENALTY DURING THE EARLY OCCUPATIONAL CAREER

    Science.gov (United States)

    STAFF, JEREMY; MORTIMER, JEYLAN T.

    2011-01-01

    Prior research shows that mothers earn lower hourly wages than women without children, and that this maternal wage penalty cannot be fully explained by differences between mothers and other women in work experience and job characteristics. This research examines whether the residual motherhood wage penalty results from differences between mothers and other women in the accumulation of work interruptions and breaks in schooling. Using longitudinal data for 486 women followed from ages 19 to 31 in the Youth Development Study, we find that accumulated months not in the labor force and not enrolled in school explain the residual pay gap between mothers and other women. PMID:22037996

  12. The Effects of Minimum Wage Throughout the Wage Distribution in Indonesia

    Directory of Open Access Journals (Sweden)

    Sri Gusvina Dewi

    2018-03-01

    Full Text Available The global financial crisis in 2007 followed by Indonesia’s largest labor demonstration in 2013 encouraged turmoils on Indonesia labor market. This paper examines the effect of the minimum wage on wage distribution in 2007 and 2014 and how the minimum wage increases in 2014 affected the distribution of wage differences between 2007 and 2014. This study employs recentered influence function (RIF regression method to estimate the wage function by using unconditional quantile regression. Furthermore, to measure the effect of the minimum wage increase in 2014 on the distribution of wage differences, it uses the Oaxaca–Blinder decomposition method. Using balanced panel data from the Indonesian Family Life Survey (IFLS, it found that the minimum wage mitigates wage disparity in 2007 and 2014. The minimum wage policy in 2014 leads to an increase in the wage difference between 2007 and 2014, with the largest wage difference being in the middle distribution.DOI: 10.15408/sjie.v7i2.6125

  13. 29 CFR 4.168 - Wage payments-deductions from wages paid.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Wage payments-deductions from wages paid. 4.168 Section 4... Standards Compliance with Compensation Standards § 4.168 Wage payments—deductions from wages paid. (a) The wage requirements of the Act will not be met where unauthorized deductions, rebates, or refunds reduce...

  14. The Market Work Behavior and Wages of Women 1975-94.

    Science.gov (United States)

    Pencavel, John

    1998-01-01

    A study examined schooling, weekly and annual working hours, and hourly earnings of women organized into nine birth cohorts, 1920 to 1964. Many more women are working now than did 20 years ago. The gap between the work of married and unmarried women has narrowed. Schooling and wage differences have widened in recent cohorts. (SK)

  15. Wages in Rwanda. WageIndicator survey 2012

    NARCIS (Netherlands)

    Besamusca, J.; Tijdens, K.; Ngeh Tingum, E.; Mbassana, M.E.

    2013-01-01

    This WageIndicator Data Report presents the results of the face-to-face WageIndicator survey in Rwanda, conducted between the 27th of October and the 3rd of December 2012. The survey aimed to measure in detail the wages earned by Rwandan workers. In total 2,074 persons were interviewed in towns in

  16. Exploring the spatial wage penalty for women: Does it matter where you live?

    Science.gov (United States)

    Smith, Kristin E; Glauber, Rebecca

    2013-09-01

    Inequality between men and women has decreased over the past four decades in the US, but wage inequality among groups of women has increased. As metropolitan women's earnings grew by 25% over the past four decades, nonmetropolitan women's earnings only grew by 15%. In the current study we draw on data from the Current Population Survey to analyze the spatial wage gap among women. We explore differences in the spatial wage gap by education, occupation, and industry. Regression models that control for marriage, motherhood, race, education, region, age, and work hours indicate that metropolitan women earn 17% more per hour than nonmetropolitan women. Nonmetropolitan women earn less than metropolitan women who live in central cities and outside central cities. The gap in metropolitan-nonmetropolitan wages is higher for more educated women than for less educated women. The wage gap is only 5% for women without a high school degree, but it is 15% for women with a college degree and 26% for women with an advanced degree. Nonmetropolitan college graduates are overrepresented in lower-paying occupations and industries. Metropolitan college graduates, however, are overrepresented in higher-paying occupations and industries, such as professional services and finance. Copyright © 2013 Elsevier Inc. All rights reserved.

  17. Wage differences according to health status in France.

    Science.gov (United States)

    Ben Halima, Mohamed Ali; Rococo, Emeline

    2014-11-01

    Many OECD countries have implemented anti-discrimination laws in recent decades. However, according to the annual report published in 2010 by the French High Authority for the Fight against Discrimination and for Equality, the second most commonly cited factor in discrimination claims since 2005 is a handicap or health status. The aim of this research is to estimate the level of unexplained components in the wage gap that can be attributed to wage discrimination based on health status in France in 2010 utilizing data from the Health, Healthcare and Insurance survey among 1594 individuals. Three health indicators are used: self-perceived health status, activity limitations and long-term chronic illness. To measure the wage gap according to an individual's health status, the analysis considers the endogenous selection of health status and unobserved differences in productivity. The results demonstrate that wage discrimination is experienced by individuals in poor health regardless of the health indicator utilized. The hourly wage rate among individuals with poor self-assessed health status is on average 14.2% lower than among individuals with good self-assessed health status. However, for individuals suffering from a long-term chronic illness or an activity limitation, the gap is 6.3% and 4.5%, respectively. The decomposition performed on wage differences according to health status by correcting for health status selection bias and controlling for unobserved differences in productivity indicates that the 'unexplained component' that can be attributed to wage discrimination is equal to 50%. Copyright © 2014 Elsevier Ltd. All rights reserved.

  18. 29 CFR 520.403 - What information is required when applying for authority to pay less than the minimum wage?

    Science.gov (United States)

    2010-07-01

    ... pay less than the minimum wage? 520.403 Section 520.403 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS EMPLOYMENT UNDER SPECIAL CERTIFICATE OF... than the minimum wage? (a) A separate application must be made for each plant or establishment...

  19. ANALYSIS FACTORS THAT INFLUENCE WAGE DISPARITY BETWEEN FEMALE WORKERS IN URBAN AND RURAL AREAS IN SOUTH SUMATERA

    Directory of Open Access Journals (Sweden)

    Lamazi

    2016-07-01

    Full Text Available This study aims to analyze the factors that influence wage disparity between working women (female workers in urban and rural areas in South Sumatera in 2013 using cross-sectional data from Susenas 2013. Methods used in this study are wage equation of Mincer (1994 and wage decomposition model of Blinder-Oaxaca. The results show that average wage disparity between working women in urban and rural areas are 34.93%. This disparity is caused by endowment (independent variables, namely, education, age, working hours (jam kerja, non-agricultural sector (non-pertanian, marital status (menikah, and the presence of children under the age of five (balita, by 11.82%. The rest of 88.18% are explained by other variables outside this study. Endownment variables such as senior high school (SMA education, higher education (pendidikantinggi and working hours (jam kerja are also found to be the cause of an increase in wage disparity of working women in urban and rural areas.

  20. 29 CFR 778.114 - Fixed salary for fluctuating hours.

    Science.gov (United States)

    2010-07-01

    ..., whatever their number, rather than for working 40 hours or some other fixed weekly work period, such a... compensation to the employee at a rate not less than the applicable minimum wage rate for every hour worked in..., in addition to such salary, for all overtime hours worked at a rate not less than one-half his...

  1. The Opt-In Revolution? Contraception and the Gender Gap in Wages.

    Science.gov (United States)

    Bailey, Martha J; Hershbein, Brad; Miller, Amalia R

    2012-07-01

    Decades of research on the US gender gap in wages describes its correlates, but little is known about why women changed their career paths in the 1960s and 1970s. This paper explores the role of "the Pill" in altering women's human capital investments and its ultimate implications for life-cycle wages. Using state-by-birth-cohort variation in legal access, we show that younger access to the Pill conferred an 8 percent hourly wage premium by age 50. Our estimates imply that the Pill can account for 10 percent of the convergence of the gender gap in the 1980s and 30 percent in the 1990s.

  2. Direct support workforce supporting individuals with IDD: current wages, benefits, and stability.

    Science.gov (United States)

    Bogenschutz, Matthew D; Hewitt, Amy; Nord, Derek; Hepperlen, Renee

    2014-10-01

    Abstract Direct support professionals (DSPs) and frontline supervisors (FLSs) play an integral role in the lives of people with intellectual and developmental disabilities (IDD) and are often the individuals directly responsible for assisting people with IDD to live and fully participate in their communities. These two groups of workers have typically been employed at lower wages with limited access to fringe benefits, contributing to high rates of turnover compared to a similarly skilled worker in the United States. This article summarizes findings and is the first investigation in several years to systematically examine the wages, fringe benefits, and stability of the DSP and FLS workforces supporting individuals with IDD. Findings suggest that a typical DSP may expect to earn about $11.25 per hour, while FLSs may expect wages of about $15.45 hourly. Of concern, however, is that fringe benefit provision was quite limited in this sample. Implications, including relation to past reports of DSP workforce development, are discussed.

  3. Wyoming bentonite trona and uranium: a wage and employment survey 1985

    International Nuclear Information System (INIS)

    Anon.

    1985-01-01

    The Wyoming Department of Labor and Statistics simultaneously initiated wage and employment surveys of the state's bentonite, trona, and uranium mining industries during February 1985. This data has been compiled in a directory which determines: (1) the number of workers in selected occupational categories, (2) the average straight-time hourly wage in each occupational category, (3) the number of workers covered by a collective bargaining agreement in each occupational category; and (4) employer paid fringe benefits

  4. Measuring excessive hours of work, low hourly pay, and informal employment through a labour force survey a pilot survey in the Philippines

    OpenAIRE

    Mehran, Farhad

    2005-01-01

    Using 2004 data of the Philippines' labour force survey, evaluates the hours of work at all jobs, hourly pay among time-rated wage and salary workers, informal employment etc., with the aim to quantify a decent-work situation (i.e. acceptable productive employment, social protection, social dialogue, and rights at work).

  5. 29 CFR 779.17 - Wage and wage payments to tipped employees.

    Science.gov (United States)

    2010-07-01

    ... ACT AS APPLIED TO RETAILERS OF GOODS OR SERVICES General Some Basic Definitions § 779.17 Wage and wage... per centum of the applicable minimum wage rate, except that in the case of an employee who (either... 29 Labor 3 2010-07-01 2010-07-01 false Wage and wage payments to tipped employees. 779.17 Section...

  6. The effect of informal care on work and wages.

    Science.gov (United States)

    Van Houtven, Courtney Harold; Coe, Norma B; Skira, Meghan M

    2013-01-01

    Cross-sectional evidence in the United States finds that informal caregivers have less attachment to the labor force. The causal mechanism is unclear: do children who work less become informal caregivers, or are children who become caregivers working less? Using longitudinal data from the Health and Retirement Study, we identify the relationship between informal care and work in the United States, both on the intensive and extensive margins, and examine wage effects. We control for time-invariant individual heterogeneity; rule out or control for endogeneity; examine effects for men and women separately; and analyze heterogeneous effects by task and intensity. We find modest decreases-2.4 percentage points-in the likelihood of working for male caregivers providing personal care. Female chore caregivers, meanwhile, are more likely to be retired. For female care providers who remain working, we find evidence that they decrease work by 3-10hours per week and face a 3 percent lower wage than non-caregivers. We find little effect of caregiving on working men's hours or wages. These estimates suggest that the opportunity costs to informal care providers are important to consider when making policy recommendations about the design and funding of public long-term care programs. Published by Elsevier B.V.

  7. Gender Wage Gap: Evidence from the Hellenic Maritime Sector 1995 - 2002

    Directory of Open Access Journals (Sweden)

    Arvanitis S. E.

    2009-12-01

    Full Text Available The paper explores gender wage gap as well as educational level, work experience and age in the Hellenic maritime companies by utilizing the European Structure of Earnings Surveys of 1995 and 2002. The nonparametric statistical analysis used shows that even though the male-female wage distributions were not identical in 1995, so discrimination was present, though, we did not find evidence of this gap in 2002. Hourly wage rate which proved to be independent of educational level, while dependent on work experience and age, and for both latter characteristics, much more for females than for males, may explain the elimination of the gender pay gap at the end of the investigation period.

  8. 5 CFR 532.285 - Special wage schedules for supervisors of negotiated rate Bureau of Reclamation employees.

    Science.gov (United States)

    2010-01-01

    ...: Lincoln Utah: Daggett Beginning month of survey: March Elephant Butte Area Special Wage Survey Area... the first year of implementation, all special areas will have full-scale surveys. (2) Current...

  9. Wage Sorting Trends

    DEFF Research Database (Denmark)

    Bagger, Jesper; Vejlin, Rune Majlund; Sørensen, Kenneth Lykke

    Using a population-wide Danish Matched Employer-Employee panel from 1980-2006, we document a strong trend towards more positive assortative wage sorting. The correlation between worker and firm fixed effects estimated from a log wage regression increases from -0.07 in 1981 to .14 in 2001. The non......Using a population-wide Danish Matched Employer-Employee panel from 1980-2006, we document a strong trend towards more positive assortative wage sorting. The correlation between worker and firm fixed effects estimated from a log wage regression increases from -0.07 in 1981 to .14 in 2001....... The nonstationary wage sorting pattern is not due to compositional changes in the labor market, primarily occurs among high wage workers, and comprises 41 percent of the increase in the standard deviation of log real wages between 1980 and 2006. We show that the wage sorting trend is associated with worker...

  10. A Way to Resolve the Gender Inequality in Wage: Economic irrationality of statistical discrimination (Japanese)

    OpenAIRE

    YAMAGUCHI Kazuo

    2007-01-01

    This paper analyzes gender inequality in hourly wage that is still quite sizable in Japan. It does so first by breaking down the gender wage gap to its components: the gap within each type of employment, the gap arising from the gender difference in the distribution of employment types, and the gap arising from the gender difference in the age distribution of employees. I observe that gender wage gap among full-time regular employees is the largest contributing factor to this inequality, and ...

  11. Inter-industry wage differentials and the gender wage gap in Belgium

    OpenAIRE

    Ilan Tojerow; François Rycx

    2002-01-01

    This paper simultaneously analyses the gender wage gap and the inter-industry wage differentials in the Belgian private sector. On the basis of the 1995 Structure of Earning Survey, we estimate the inter-industry wage differentials by gender and the gender wage gap by industry. We find significant interindustry wage differentials for men and women, even when controlling for a large number of productivity-related factors. These differentials are highly correlated but significantly different. A...

  12. The impact of the minimum wage on the wage distribution: Evidence from Turkey

    OpenAIRE

    Pelek, Selin

    2013-01-01

    In this paper, we investigate the effect of the minimum wage on the entire wage distribution. More specifically, we address the issue of wage inequality by taking into account the potential distributional outcomes of the minimum wage legislation. We decompose the wage differences and the changes in the wage inequality before and after the sizeable minimum wage increase in 2004 following the methodology introduced by DiNardo, Fortin and Lemieux (1996). We use a non-parametric reweighting appro...

  13. Part-time wage-gap in Germany: Evidence across the wage distribution

    OpenAIRE

    Tõnurist, Piret; Pavlopoulos, D.

    2013-01-01

    This paper uses insights from labour-market segmentation theory to investigate the wage differences between part-time and full-time workers in Germany at different parts of the wage distribution. This is accomplished with the use of a quintile regression and panel data from the SOEP (1991-2008). To get more insight on the part-time wage-gap, we apply a counterfactual wage decomposition analysis. The results show that, in the lower end of the wage distribution, part-time workers receive lower ...

  14. Rising wage inequality, the decline of collective bargaining, and the gender wage gap

    OpenAIRE

    Antonczyk, Dirk; Fitzenberger, Bernd; Sommerfeld, Katrin

    2010-01-01

    This paper investigates the increase in wage inequality, the decline in collective bargaining, and the development of the gender wage gap in West Germany between 2001 and 2006. Based on detailed linked employer-employee data, we show that wage inequality is rising strongly – driven not only by real wage increases at the top of the wage distribution, but also by real wage losses below the median. Coverage by collective wage bargaining plummets by 16.5 (19.1) percentage points for male (female)...

  15. Interpreting Minimum Wage Effects on Wage Distributions: A Cautionary Tale

    NARCIS (Netherlands)

    C.J. Flinn

    2003-01-01

    textabstractWhile it is tempting to infer the welfare effects of minimum wage changes from empirical observations on pre- and post-change wage distributions, in this exercise we have attempted to point out the hazards of doing so. We have focused on wage distributions in this paper, but this

  16. 20 CFR 404.1247 - When to report wages-for wages paid prior to 1987.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false When to report wages-for wages paid prior to... Report Wages and Contributions-for Wages Paid Prior to 1987 § 404.1247 When to report wages—for wages paid prior to 1987. A State shall report wages for the calendar year in which they were actually paid...

  17. THE LEVEL OF WAGE AND LABOR PRODUCTIVITY IN HOTEL INDUSTRY: AN ANALYSIS

    Directory of Open Access Journals (Sweden)

    Inanda Karina Astari Fatma

    2017-06-01

    Full Text Available Wage a phenomenon that happen today is high wage and high competitiveness. Wage theory that was developed by Rees (1973 and Katz (1980 explain that wage cannot only be seen only as a production cost but also as a part of an effort to increase the labor prosperity and motivation. This theory is a wage efficiency theory, which stated that company’s revenue can increase despite paying wage above the market wage equilibrium. Even though here the two experts had calculated the problem of labor’s quality but they have not reach empirical testing by developing certain model. Therefore, the researchers saw this gap as an opportunity to unravel the phenomena happening to labor and make an effort to develop an empirical model to see the influence of wage to productivity and variable that can measure the quality of labor and other variables that affect wage and productivity simultaneously. The factors used are the difference in individual characteristic, human capital, and quality of work life. The approach of this research is constructivism approach through quantitative analysis technique with simultaneous equation system. Analysis unit in this research is labor in hospitality industry. Estimation results of research shows that education, training, experience, work hour and productivity have significant positive influence to wage, while age and work status is not significant. Quality of work life, and wage have significant positive influence to productivity, while education, experience, age and work status have no significant influence. Important finding from research that training has significant influence to productivity but negatively. Overall, findings of this research show that positive effect of training to productivity will be bigger in organization that willing to invest in work environment that support the labor.

  18. Growth, unemployment and wage inertia

    OpenAIRE

    Raurich, Xavier; Sorolla, Valeri

    2014-01-01

    We introduce wage setting via efficiency wages in the neoclassical one-sector growth model to study the growth effects of wage inertia. We compare the dynamic equilibrium of an economy with wage inertia with the equilibrium of an economy without wage inertia. We show that wage inertia affects the long run employment rate and that the transitional dynamics of the main economic variables will be different because wages are a state variable when wage inertia is introduced. In particular, we show...

  19. The Czech Wage Distribution and the Minimum Wage Impacts: the Empirical Analysis

    Directory of Open Access Journals (Sweden)

    Kateřina Duspivová

    2013-06-01

    Full Text Available A well-fi tting wage distribution is a crucial precondition for economic modeling of the labour market processes.In the fi rst part, this paper provides the evidence that – as for wages in the Czech Republic – the most oft enused log-normal distribution failed and the best-fi tting one is the Dagum distribution. Th en we investigatethe role of wage distribution in the process of the economic modeling. By way of an example of the minimumwage impacts on the Czech labour market, we examine the response of Meyer and Wise’s (1983 model to theDagum and log-normal distributions. Th e results suggest that the wage distribution has important implicationsfor the eff ects of the minimum wage on the shape of the lower tail of the measured wage distribution andis thus an important feature for interpreting the eff ects of minimum wages.

  20. Reservation Wages, Search Duration, and Accepted Wages in Europe

    OpenAIRE

    Addison, John T.; Centeno, Mário; Portugal, Pedro

    2004-01-01

    This paper uses data from the European Community Household Panel, 1994-99, to investigate the arrival rate of job offers, the determinants of reservation wages, transitions out of unemployment, and accepted wages. In this exploratory treatment, we report that the arrival rate of job offers declines precipitously with jobless duration and age; that reservation wages do decline with the jobless spell (and aggregate unemployment); that transitions out of unemployment exhibit strong negative dura...

  1. A Profile of the Low-Wage Immigrant Workforce. Immigrant Families and Workers. Facts and Perspectives Brief.

    Science.gov (United States)

    Capps, Randy; Fix, Michael; Passel, Jeffrey S.; Ost, Jason; Perez-Lopez, Dan

    Immigrants compose an increasingly large share of the U.S. labor force and growing share of low-wage workers. Immigrants' hourly wages are lower on average than those for natives. Immigrant workers are much more likely than native workers to drop out of high school. Three-fourths of all U.S. workers with less than a ninth grade education are…

  2. Always Be Closing: Experiencing and theorizing time and wage in a UK call center

    OpenAIRE

    Pitts, Frederick

    2015-01-01

    This article reports the author's experience of working in telesales. Through a call center, the case study company sells home improvements. The article describes the everyday organizational life of the telesales unit. Using this autoethnographic experience, the article analyses the organization of work-timein call centers. In particular, the article probes how commission constitutes a form of piece-wage. This piece-wage assists the manipulation of working hours. It does so by masking their e...

  3. The Wage Bargaining Structure in Norway and Sweden and its Influenceon Real Wage Developments

    OpenAIRE

    Alun H. Thomas

    1998-01-01

    The paper investigates the determinants of wages in the tradables and service sectors in Norway and Sweden. Tradables wages are determined by their own productivity growth whereas service sector wages are influenced by wage growth in the tradables sector. The traditional strong sensitivity of the real wage to changes in the unemployment rate has been virtually eliminated since the recessionary period in the early 1990s in Sweden, and real wages have grown faster than macroeconomic factors alo...

  4. Instability of Employment and the Lack of Work Life Balance: From the viewpoint of compensating wage differentials (Japanese)

    OpenAIRE

    MORIKAWA Masayuki

    2010-01-01

    The purpose of this paper is to present survey-based evidence on the compensating wage differentials for the instability of employment and the lack of work-life-balance in Japan. First, we present facts on the individual evaluation of the size of fair compensating differentials. Then we estimate the effects of working hours and wages on the job satisfaction index. The fair compensating wage differentials for the instability of employment and lack of work-life-balance are both between 10% and ...

  5. Gender Differences in Entry Wages and Early Career Wages

    OpenAIRE

    Astrid KUNZE

    2003-01-01

    This paper investigates the gender wage gap in entry wages and in the early career for German skilled workers in the period 1975-1990. We use a new administrative longitudinal data source that allows to observe complete work and skill accumulation histories from the beginning for up to 13 years in the labour market. Descriptives show an entry wage differential of 22 percent between male and female full-time workers. Furthermore, the differential stays almost constant throughout the first 8 ei...

  6. Why Did Early Industrial Capitalists Suggest Minimum Wages and Social Insurance?

    DEFF Research Database (Denmark)

    Reckendrees, Alfred

    of Aachen (Prussian Rhineprovince) suggested to implement collective labour rules regulating working hours and wages. In the 1860s –20 years before Bismarck– they proposed a mandatory pension system with equal contributions of employers and employees; they suggested labour conflict resolution by joint...

  7. Why Did Early Industrial Capitalists Suggest Minimum Wages and Social Insurance?

    DEFF Research Database (Denmark)

    Reckendrees, Alfred

    of Aachen (Prussian Rhineprovince) suggested to implement collective labour rules regulating working hours and wages. In the 1860s – 20 years before Bismarck – they proposed a mandatory pension system with equal contributions of employers and employees; they suggested labour conflict resolution by joint...

  8. Employment effects of minimum wages

    OpenAIRE

    Neumark, David

    2014-01-01

    The potential benefits of higher minimum wages come from the higher wages for affected workers, some of whom are in low-income families. The potential downside is that a higher minimum wage may discourage employers from using the low-wage, low-skill workers that minimum wages are intended to help. Research findings are not unanimous, but evidence from many countries suggests that minimum wages reduce the jobs available to low-skill workers.

  9. Can the Introduction of a Minimum Wage in FYR Macedonia Decrease the Gender Wage Gap?

    OpenAIRE

    F. Angel-Urdinola, Diego

    2008-01-01

    This paper relies on a simple framework to understand the gender wage gap in Macedonia, and simulates how the gender wage gap would behave after the introduction of a minimum wage. First, it presents a new - albeit simple - decomposition of the wage gap into three factors: (i) a wage level factor, which measures the extent to which the gender gap is driven by differences in wage levels amo...

  10. Should I stay or should I go? The impact of working time and wages on retention in the health workforce.

    Science.gov (United States)

    Steinmetz, Stephanie; de Vries, Daniel H; Tijdens, Kea G

    2014-04-23

    Turnover in the health workforce is a concern as it is costly and detrimental to organizational performance and quality of care. Most studies have focused on the influence of individual and organizational factors on an employee's intention to quit. Inspired by the observation that providing care is based on the duration of practices, tasks and processes (issues of time) rather than exchange values (wages), this paper focuses on the influence of working-time characteristics and wages on an employee's intention to stay. Using data from the WageIndicator web survey (N = 5,323), three logistic regression models were used to estimate health care employee's intention to stay for Belgium, Germany and the Netherlands. The first model includes working-time characteristics controlling for a set of sociodemographic variables, job categories, promotion and organization-related characteristics. The second model tests the impact of wage-related characteristics. The third model includes both working-time- and wage-related aspects. Model 1 reveals that working-time-related factors significantly affect intention to stay across all countries. In particular, working part-time hours, overtime and a long commuting time decrease the intention to stay with the same employer. The analysis also shows that job dissatisfaction is a strong predictor for the intention to leave, next to being a woman, being moderately or well educated, and being promoted in the current organization. In Model 2, wage-related characteristics demonstrate that employees with a low wage or low wage satisfaction are less likely to express an intention to stay. The effect of wage satisfaction is not surprising; it confirms that besides a high wage, wage satisfaction is essential. When considering all factors in Model 3, all effects remain significant, indicating that attention to working and commuting times can complement attention to wages and wage satisfaction to increase employees' intention to stay. These

  11. Dimensions of the Wage-Unemployment Relationship in the Nordic Countries: Wage Flexibility without Wage Curves

    DEFF Research Database (Denmark)

    Albæk, Karsten; Madsen, Erik Strøjer; Asplund, R.

    2000-01-01

    This paper analyses wage formation in the Nordic countries at the regional level by the use of micro-data. Our results deviate systematically from the main conclusions drawn by Blanchflower and Oswald (1994). We find no stable negative relation between wages and unemployment across regions in the...

  12. 29 CFR 778.315 - Payment for all hours worked in overtime workweek is required.

    Science.gov (United States)

    2010-07-01

    ... OVERTIME COMPENSATION Special Problems Effect of Failure to Count Or Pay for Certain Working Hours § 778... 29 Labor 3 2010-07-01 2010-07-01 false Payment for all hours worked in overtime workweek is required. 778.315 Section 778.315 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION...

  13. Does Negotiation Training Improve Negotiators' Performance?

    Science.gov (United States)

    ElShenawy, Eman

    2010-01-01

    Purpose: This paper's objective is to test the main effect of negotiation training-level on acquiring negotiation skills. Training level refers to the time a trainee spends in a negotiation training course receiving the standard style and methods of training. Negotiation skills are manifested through trainees' performance after receiving training.…

  14. Rising above the Minimum Wage.

    Science.gov (United States)

    Even, William; Macpherson, David

    An in-depth analysis was made of how quickly most people move up the wage scale from minimum wage, what factors influence their progress, and how minimum wage increases affect wage growth above the minimum. Very few workers remain at the minimum wage over the long run, according to this study of data drawn from the 1977-78 May Current Population…

  15. Do Minimum Wages Fight Poverty?

    OpenAIRE

    David Neumark; William Wascher

    1997-01-01

    The primary goal of a national minimum wage floor is to raise the incomes of poor or near-poor families with members in the work force. However, estimates of employment effects of minimum wages tell us little about whether minimum wages are can achieve this goal; even if the disemployment effects of minimum wages are modest, minimum wage increases could result in net income losses for poor families. We present evidence on the effects of minimum wages on family incomes from matched March CPS s...

  16. Interindustry Wage Differentials and the Gender Wage Gap.

    Science.gov (United States)

    Fields, Judith; Wolff, Edward N.

    1995-01-01

    Wages of female workers differ significantly by industry. The average woman earns about 65% as much as the average man; 12%-22% of the gap is explained by differences in patterns of interindustry wage differentials and 15%-19% by differences in gender distribution of workers. Combined industry effects explain about one-third of the gender wage…

  17. Who Benefits from a Minimum Wage Increase?

    OpenAIRE

    John W. Lopresti; Kevin J. Mumford

    2015-01-01

    This paper addresses the question of how a minimum wage increase affects the wages of low-wage workers. Most studies assume that there is a simple mechanical increase in the wage for workers earning a wage between the old and the new minimum wage, with some studies allowing for spillovers to workers with wages just above this range. Rather than assume that the wages of these workers would have remained constant, this paper estimates how a minimum wage increase impacts a low-wage worker's wage...

  18. Gender Wage Differentials in Greece

    OpenAIRE

    Evangelia Papapetrou

    2004-01-01

    The paper studies the existence of wage differentials between male and female employees in Greece employing quantile regession analysis techniques and applying a variant of the selection-adjusted Oaxaca and Ransom (1994) decomposition method to explain the components of the wage differentials. The results suggest that, in Greece, differences in wages between men and women can be identified. Decomposing the wage gap between genders, the results show that the difference in wages is attributed m...

  19. Green tax reform, marginal revenue of wage income taxes, and the wage curve. A brief note

    International Nuclear Information System (INIS)

    Ziesemer, T.

    2002-01-01

    It has been shown elsewhere (Schneider, 1997) that the success of a green tax reform depends crucially on a small slope of the wage curve of an efficiency wage model in which production occurs using a second factor E, energy or emissions. Also elsewhere (Scholz, 1998) it was revealed that there is a second necessary condition that the marginal revenue of the wage income tax is negative. In this note we show that (1) these two conditions are not independent, but rather depend both on the slope of the wage curve; and (2) if Schneider's condition of a sufficiently flat wage curve is fulfilled, marginal revenue of wage income taxes must be negative. By implication, both the green tax reform and the sign of the marginal revenue of wage income taxes depend on the slope of the wage curve which allows to distinguish three cases of a tax reform: (a) a double dividend for a very small slope of the wage curve (Schneider's case); (b) failure of unemployment reduction (Scholz' case) for a very steep wage curve; (c) failure of emission reduction for an intermediate case of a wage curve slope

  20. Minimum Wages and Poverty

    OpenAIRE

    Fields, Gary S.; Kanbur, Ravi

    2005-01-01

    Textbook analysis tells us that in a competitive labor market, the introduction of a minimum wage above the competitive equilibrium wage will cause unemployment. This paper makes two contributions to the basic theory of the minimum wage. First, we analyze the effects of a higher minimum wage in terms of poverty rather than in terms of unemployment. Second, we extend the standard textbook model to allow for incomesharing between the employed and the unemployed. We find that there are situation...

  1. Implementing a voluntary wage policy: Lessons from the Irish and Spanish wages policies before the crisis

    Directory of Open Access Journals (Sweden)

    Ferreiro Jesús

    2014-01-01

    Full Text Available Despite the relevance given by the Post-Keynesian thought to wage and incomes policies, little attention has been paid to the institutional elements that would favour the unions’ acceptance of a voluntary moderation of wage claims. Recent wage policies have been implemented in European countries, like Ireland and Spain, which do not fulfil the requirements assumed by corporatist analysis for a successful implementation of wage policies. The success of wage policies in Ireland and Spain, in terms of economic performance and the length of current wage policies, offers a valuable insight on how wages policies can be implemented as a key piece of macroeconomic policy: It also helps our understanding of the institutional framework that favours the implementation of voluntary wages policies.

  2. Gender, motivation, experience and wages

    OpenAIRE

    Joanna Swaffield

    2000-01-01

    Using data from the British Household Panel Survey, 1991-97 this paper investigates the structure of the female wage equation and the gender wage differential. The discriminatory portion of the gender wage differential is overstated by over 40% when inadequate measures of female labour market experience are included in the wage equation. The degree of labour market motivation, aspirations and constraints are found to have a significant impact on the female wage. Moreover, the impact of time o...

  3. Age, Wage and Productivity

    NARCIS (Netherlands)

    van Ours, J.C.; Stoeldraijer, L.

    2010-01-01

    Previous empirical studies on the effect of age on productivity and wages find contradicting results. Some studies find that if workers grow older there is an increasing gap between productivity and wages, i.e. wages increase with age while productivity does not or does not increase at the same

  4. Foreign Firms, Domestic Wages

    DEFF Research Database (Denmark)

    Malchow-Møller, Nikolaj; Markusen, James R.; Schjerning, Bertel

    to the firm?s productivity. Foreign-owned firms have, on average, higher productivity in equilibrium due to entry costs, which means that low-productivity foreign firms cannot enter. Foreign firms have higher wage growth and, with some exceptions, pay higher average wages, but not when compared to similarly...... large domestic firms. The empirical implications of the model are tested on matched employer-employee data from Denmark. Consistent with the theory, we find considerable evidence of higher wages and wage growth in large and/or foreign-owned firms. These effects survive controlling for individual...... characteristics, but, as expected, are reduced significantly when controlling for unobservable firm heterogeneity. Furthermore, acquired skills in foreign-owned and large firms appear to be transferable to both subsequent wage work and self-employment...

  5. Obesity, Self-esteem and Wages

    OpenAIRE

    Naci H. Mocan; Erdal Tekin

    2009-01-01

    Obesity is associated with serious health problems, and it can generate adverse economic outcomes. We analyze a nationally-representative sample of young American adults to investigate the interplay between obesity, wages and self-esteem. Wages can be impacted directly by obesity, and they can be influenced by obesity indirectly through the channel of obesity to self-esteem to wages. We find that female wages are directly influenced by body weight, and self-esteem has an impact on wages in ca...

  6. A case study of cost-efficient staffing under annualized hours.

    Science.gov (United States)

    van der Veen, Egbert; Hans, Erwin W; Veltman, Bart; Berrevoets, Leo M; Berden, Hubert J J M

    2015-09-01

    We propose a mathematical programming formulation that incorporates annualized hours and shows to be very flexible with regard to modeling various contract types. The objective of our model is to minimize salary cost, thereby covering workforce demand, and using annualized hours. Our model is able to address various business questions regarding tactical workforce planning problems, e.g., with regard to annualized hours, subcontracting, and vacation planning. In a case study for a Dutch hospital two of these business questions are addressed, and we demonstrate that applying annualized hours potentially saves up to 5.2% in personnel wages annually.

  7. A living wage for research subjects.

    Science.gov (United States)

    Phillips, Trisha B

    2011-01-01

    Offering cash payments to research subjects is a common recruiting method, but this practice continues to be controversial because of its potential to compromise the protection of human subjects. Federal regulations and guidelines currently allow researchers to pay subjects for participation, but they say very little about how much researchers can pay their subjects. This paper argues that the federal regulations and guidelines should implement a standard payment formula. It argues for a wage payment model, and critically examines three candidates for a base wage: the nonfarm production wage, the FLSA minimum wage, and a living wage. After showing that the nonfarm production wage is too high to satisfy ethical criteria, and the minimum wage is too low, this paper concludes that the wage payment model with a base wage equivalent to a living wage is the best candidate for a standard payment formula in human subjects research. © 2011 American Society of Law, Medicine & Ethics, Inc.

  8. A comparison of average wages with age-specific wages for assessing indirect productivity losses: analytic simplicity versus analytic precision.

    Science.gov (United States)

    Connolly, Mark P; Tashjian, Cole; Kotsopoulos, Nikolaos; Bhatt, Aomesh; Postma, Maarten J

    2017-07-01

    Numerous approaches are used to estimate indirect productivity losses using various wage estimates applied to poor health in working aged adults. Considering the different wage estimation approaches observed in the published literature, we sought to assess variation in productivity loss estimates when using average wages compared with age-specific wages. Published estimates for average and age-specific wages for combined male/female wages were obtained from the UK Office of National Statistics. A polynomial interpolation was used to convert 5-year age-banded wage data into annual age-specific wages estimates. To compare indirect cost estimates, average wages and age-specific wages were used to project productivity losses at various stages of life based on the human capital approach. Discount rates of 0, 3, and 6 % were applied to projected age-specific and average wage losses. Using average wages was found to overestimate lifetime wages in conditions afflicting those aged 1-27 and 57-67, while underestimating lifetime wages in those aged 27-57. The difference was most significant for children where average wage overestimated wages by 15 % and for 40-year-olds where it underestimated wages by 14 %. Large differences in projecting productivity losses exist when using the average wage applied over a lifetime. Specifically, use of average wages overestimates productivity losses between 8 and 15 % for childhood illnesses. Furthermore, during prime working years, use of average wages will underestimate productivity losses by 14 %. We suggest that to achieve more precise estimates of productivity losses, age-specific wages should become the standard analytic approach.

  9. 5 CFR 551.311 - Subminimum wage.

    Science.gov (United States)

    2010-01-01

    ... FAIR LABOR STANDARDS ACT Minimum Wage Provisions Subminimum Wage § 551.311 Subminimum wage. An agency... minimum wage specified in section 6(a)(1) of the Act. [45 FR 85664, Dec. 30, 1980] ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Subminimum wage. 551.311 Section 551.311...

  10. Migration and the Wage Curve:

    DEFF Research Database (Denmark)

    Brücker, Herbert; Jahn, Elke J.

    in a general equilibrium framework. For the empirical analysis we employ the IABS, a two percent sample of the German labor force. We find that the elasticity of the wage curve is particularly high for young workers and workers with a university degree, while it is low for older workers and workers......  Based on a wage curve approach we examine the labor market effects of migration in Germany. The wage curve relies on the assumption that wages respond to a change in the unemployment rate, albeit imperfectly. This allows one to derive the wage and employment effects of migration simultaneously...... with a vocational degree. The wage and employment effects of migration are moderate: a 1 percent increase in the German labor force through immigration increases the aggregate unemployment rate by less than 0.1 percentage points and reduces average wages by less 0.1 percent. While native workers benefit from...

  11. Low-Wage Counties Face Locational Disadvantages.

    Science.gov (United States)

    Gibbs, Robert; Cromartie, John B.

    2000-01-01

    Small populations and remoteness are the most salient features of low-wage counties. These locational attributes coincide with fewer high-wage jobs, yet low wages within industries define low-wage counties more than industry composition. Although adults in low-wage counties have less education and labor force participation overall, the role played…

  12. Stall in Women's Real Wage Growth Slows Progress in Closing the Wage Gap. Briefing Paper.

    Science.gov (United States)

    Hartmann, Heidi; Whittaker, Julie

    Since 1979, the wage gap between women and men has narrowed significantly, falling by more than 10 percent overall. The closing of the wage gap has slowed considerably in the 1990's, however, with women's real wages (adjusted for inflation) stagnating in recent year and men's wages continuing to decline. The lack of growth in both women's and…

  13. Marketing and Distribution: New Minimum Wage Legislation: Impact on Co-Op DE Programs.

    Science.gov (United States)

    Husted, Stewart W.

    1978-01-01

    Impact on distributive education cooperative programs due to the legislation increasing the minimum wage effective January 1, 1978, indicates that the change could greatly restrict future cooperative placements, thereby reducing distributive education enrollments. Employer strategies (for example, reducing student work hours) to overcome wage…

  14. New workplace practices and the gender wage gap

    OpenAIRE

    Datta Gupta, Nabanita; Tor, Eriksson

    2005-01-01

    We explore the effect of introducing new workplace practices on the gender gap using a unique 1999 survey on work and compensation practices of Danish private sector firms merged to a large matched employer-employee database. Self-managed teams, project organisation and job rotation schemes are the most widely implemented work practices. Wage gains from adopting new workplace practices accrue mainly to hourly paid males and salaried females but do not generate large changes in the gender gap ...

  15. Body weight and wages: evidence from Add Health.

    Science.gov (United States)

    Sabia, Joseph J; Rees, Daniel I

    2012-01-01

    This note uses data from the National Longitudinal Study of Adolescent Health to examine the relationship between body weight and wages. Ordinary least squares (OLS) and individual fixed effects estimates provide evidence that overweight and obese white women are paid substantially less per hour than their slimmer counterparts. Two-stage least squares (2SLS) estimation confirms this relationship, suggesting that it is not driven by time-variant unobservables. Copyright © 2011. Published by Elsevier B.V.

  16. A Debate of Work Protection Among Informal Wage Earning Women Workers in Bengal

    Directory of Open Access Journals (Sweden)

    Sohini Basu

    2015-07-01

    Full Text Available The conceptualization of work security provision in universal labor standards does not really question the reasons of powerlessness and vulnerabilities that poor households are exposed to. As a consequence, the work protection in India does not necessarily ensure work security provision to the poorest. This article captures the problem of work security from the life experiences of women workers who earn their livelihood from informal wage work. An important focus of the study remains on the institutional negotiations. Broadly, the article through the experiences of Mahatma Gandhi National Rural Employment Guarantee Act implementation in India has focused on the changing reasons of marginalization and powerlessness.

  17. 5 CFR 551.301 - Minimum wage.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Minimum wage. 551.301 Section 551.301... FAIR LABOR STANDARDS ACT Minimum Wage Provisions Basic Provision § 551.301 Minimum wage. (a)(1) Except... employees wages at rates not less than the minimum wage specified in section 6(a)(1) of the Act for all...

  18. Import, Offshoring and Wages

    DEFF Research Database (Denmark)

    Fosse, Henrik Barslund; Maitra, Madhura

    Offshoring firms are found to pay higher average wages than purely domestic firms. We provide a unifying empirical approach by capturing the different channels through which offshoring may explain this wage difference: (i) due to change in the composition of workers (skill composition effect) (ii......) because all existing workers get higher pay (rent sharing effect). Using Danish worker-firm data we explain how much each channel contributes to higher wages. To estimate the causal effect of offshoring on wages we use China’s accession to the WTO in December 2001 - and the soon after boom in Chinese...

  19. The Gender Wage Gap: Does a Gender Gap in Reservation Wages Play a Part?

    OpenAIRE

    Caliendo, Marco; Lee, Wang-Sheng; Mahlstedt, Robert

    2014-01-01

    This paper focuses on re-examining the gender wage gap and the potential role that reservation wages play. Based on two waves of rich data from the IZA Evaluation Dataset Survey we examine the importance of gender differences in reservation wages to explain the gender gap in realized wages for a sample of newly unemployed individuals actively searching for a full-time job in Germany. The dataset includes measures for education, socio-demographics, labor market history, psychological factors a...

  20. Wages or Fringes?

    DEFF Research Database (Denmark)

    Eriksson, Tor Viking; Kristensen, Nicolai

    The two key predictions of hedonic wage theory are that there is a trade-o¤ between wages and nonmonetary rewards and that the latter can be used as a sorting device by firms to attract and retain the kind of employees they desire. Empirical analysis of these topics are scarce as they require...... negative wage-fringe trade-offs, con-siderable heterogeneity in willingness to pay for fringe benefits, and signs of sorting. The findings imply that personnel economics models can be applied also to the analysis of nonmonetary rewards....

  1. Negotiation Games

    Directory of Open Access Journals (Sweden)

    Philipp Hoffmann

    2015-09-01

    Full Text Available Negotiations, a model of concurrency with multi party negotiation as primitive, have been recently introduced by J. Desel and J. Esparza. We initiate the study of games for this model. We study coalition problems: can a given coalition of agents force that a negotiation terminates (resp. block the negotiation so that it goes on forever?; can the coalition force a given outcome of the negotiation? We show that for arbitrary negotiations the problems are EXPTIME-complete. Then we show that for sound and deterministic or even weakly deterministic negotiations the problems can be solved in PTIME. Notice that the input of the problems is a negotiation, which can be exponentially more compact than its state space.

  2. Specialization, Outsourcing and Wages

    DEFF Research Database (Denmark)

    Munch, Jakob Roland; Rose Skaksen, Jan

    2005-01-01

    This paper studies the impact of outsourcing on individual wages. In contrast to the standard approach in the literature, we focus on domestic outsourcing as well as foreign outsourcing. By using a simple theoretical model, we argue that, if outsourcing is associated with specialization gains...... arising from an increase in the extent of the market for intermediate goods, domestic outsourcing tends to increase wages for both unskilled and skilled labor. We use a panel data set of workers in Danish manufacturing industries to show that domestic and foreign outsurcing affect wages as predicted...... by the theory.Keywords: Outsourcing, Comparative advantage, Specialization, Wages.JEL Classification: F16, J31, C23....

  3. Evaluating the gender wage gap in Sweden

    OpenAIRE

    Malmberg, Åsa

    2007-01-01

    Using mainly quantile regressions, this paper evaluates the gender wage gap throughout the conditional wage distribution in Sweden. The gender wage is found to increase at the upper tail of the wage distribution, indicating an enforcement of the glass ceiling effect recorded in earlier studies. The results also indicate that the earlier noted trend of diminishing wage differences at the bottom of the wage distribution now is turning. The increase of overall wage inequalities coincides with a ...

  4. Negotiation Games

    OpenAIRE

    Philipp Hoffmann

    2015-01-01

    Negotiations, a model of concurrency with multi party negotiation as primitive, have been recently introduced by J. Desel and J. Esparza. We initiate the study of games for this model. We study coalition problems: can a given coalition of agents force that a negotiation terminates (resp. block the negotiation so that it goes on forever)?; can the coalition force a given outcome of the negotiation? We show that for arbitrary negotiations the problems are EXPTIME-complete. Then we show that for...

  5. Generalized switching regression analysis of private and public sector wage structures in Germany

    NARCIS (Netherlands)

    Dustmann, C.; van Soest, A.H.O.

    1995-01-01

    This paper analyzes wage structures in the public and the private sector for Germany. The data contains a rich set of variables on parents' characteristics that we use as instruments. We extend the empirical literature in this field by endogenizing education level and hours worked, and by using life

  6. Migration and the Wage-Settings Curve

    DEFF Research Database (Denmark)

    Brücker, Herbert; Jahn, Elke

    Germany on basis of a wage-setting curve. The wage-setting curve relies on the assumption that wages respond to a hange in the unemployment rate, albeit imperfectly. This allows one to derive the wage and employment effects of migration simultaneously in a general equilibrium framework. Using...

  7. Wages in Labour Market Theories

    Directory of Open Access Journals (Sweden)

    Kryńska Elżbieta

    2015-12-01

    Full Text Available Already classical economists took interest in the role of wages and wage formation mechanisms, as well as in their influence on other components of the labour market. This article aims to systematise contemporary approaches to wages as one of the labour market components that have been developed within major economic theories. The systemization will serve as a basis for identifying main interactions between wages and other labour market components, such as labour supply and demand and labour market disequilibrium. The article presents major concepts formulated within neo-classical and Keynesian theories, labour market segmentation theories, efficiency wage theory, rent-sharing and rent-extraction theories, theory of job search, and search-and-matching models. One of the conclusions arising from the discussion is that the evolution of contemporary labour markets is a challenge for researchers seeking wage formation models adequately describing the real-life circumstances.

  8. Wage Inequity: Within-Market Comparative Analysis of Salary for Public Health Nurses and Hospital Nurses.

    Science.gov (United States)

    Issel, L Michele; Lurie, Christine Fitzpatrick; Bekemeier, Betty

    2016-01-01

    The labor market perspective focuses on supply and demand for registered nurses (RNs) as employees. This perspective contrasts with beliefs in the public health sector that RNs working in local health departments (LHD) as public health nurses (PHNs) accept lower wages because of factors other than market demand. This study sought to describe the extent to which hourly wages of RNs working in LHDs are competitive with hospital RN wages within the same county market. A repeated measures survey design was used in collecting 2010 and 2014 data. The unit of analysis was the county, as an RN labor market for LHDs and hospitals. Survey questions captured factors common in human resources benefits and wage packages, such as differential pay, hourly rate pay based on years of experience, components of benefit packages (eg, sick and vacation leave), and reimbursement for education. Within each county, the LHD and all hospitals constituted a "market," yielding a potential 12 markets in our study sample. Human resources representatives from each of the 12 LHDs and from all hospitals within those 12 counties were invited to participate. We conducted comparisons with survey data using t test of mean differences on mean RN wages across years of experience. On average, LHDs paid significantly less than hospitals in their markets, at all levels of RN experience, and this gap increased with RN experience in the sample markets. Salary compression was evident in 2010 and worsened for PHNs in 2014, when compared with hospital RNs. In 2014, 100% of the sample LHDs offered reimbursements for continuing education for PHNs compared with 89% of hospitals providing this benefit. This study contributes to our understanding of the human resources challenges faced by LHDs and provides evidence elucidating resources issues that need to be addressed in order to improve recruitment and retention of PHNs.

  9. Getting Ahead: A Survey of Low-Wage Workers on Opportunities for Advancement.

    Science.gov (United States)

    Lake Snell Perry & Associates, Inc., Washington, DC.

    A nationwide sample of low-wage workers was conducted to ascertain their attitudes and experience regarding opportunities for advancement. Professional interviewers conducted telephone interviews with a random sample of 1,002 adults who work outside the home at least 30 hours per week and earn up to 200% of the federal poverty level. The…

  10. ANALYSIS OF WAGE INEQUALITY IN TURKEY

    OpenAIRE

    Acun, Serdar

    2018-01-01

    Discussion of the notion of wages has consistently taken place in economicliterature. The way in which wages come to exist and are defined, and what theequilibrium point is have been the center of this discussion. The significant share of wages in total income hasraised its importance further. According to Turkey income and livingconditions data for 2015, wages and salaries held the proportion with 52.5 % oftotal income. As a consequence of that, the effect of wage inequality on incomeinequal...

  11. Smith’s theory of wages and its impact on the theory of wages in the 19th century

    Directory of Open Access Journals (Sweden)

    Stojanović Božo

    2005-01-01

    Full Text Available Adam Smith has not accepted subsistence theory of wages as an explanation of wages. He can be marked not only as a founder of wages-fund theory, but also of the bargaining theory of wages. Wage-fund doctrine dominated the next hundred years of English economics. Besides, Smith’s explanation of the differentials in wage rates among occupations were accepted by his successors for a century. That was the first step into direction of human capital theory.

  12. Tethered lives: A couple-based perspective on the consequences of parenthood for time use, occupation, and wages.

    Science.gov (United States)

    Killewald, Alexandra; García-Manglano, Javier

    2016-11-01

    Prior research on parenthood effects has typically used single-sex models and estimated average effects. By contrast, we estimate population-level variability in partners' changes in housework hours, paid work hours, occupation traits, and wages after becoming parents, and we explore whether one partner's adjustment offsets or supplements the other's. We find tradeoffs between spouses on paid work adjustments to parenthood, but complementarity in adjustments to housework hours, occupation traits, and wages. The effect of parenthood on wives' behaviors is larger and more variable than on husbands' behaviors in every domain. The modest variation between husbands in work responses to parenthood explains little of the variation in the motherhood penalty, while variation in wives' own behaviors plays a larger role. We refer to this pattern as tethered autonomy: variation across American couples in work responses to parenthood is shaped primarily by variation in wives' adjustments, while husbands' work acts largely as a fixed point. Copyright © 2016 Elsevier Inc. All rights reserved.

  13. Marriage markets as explanation for why heavier people work more hours

    OpenAIRE

    Shoshana Grossbard; Sankar Mukhopadhyay

    2017-01-01

    Abstract Is BMI related to hours of work through marriage market mechanisms? We empirically explore this issue using data from the NLSY79 and NLSY97 and a number of estimation strategies (including OLS, IV, and sibling FE). Our IV estimates (with same-sex sibling’s BMI as an instrument and a large set of controls including wage) suggest that a one-unit increase in BMI leads to an almost 2% increase in White married women’s hours of work. However, BMI is not associated with hours of work of ma...

  14. Inter-Industry Wage Differentials in Switzerland

    OpenAIRE

    Giovanni Ferro-Luzzi

    1994-01-01

    This paper analyzes the Swiss inter-industry wage structure in the light of the current debate on the efficiency wage hypothesis. Results clearly indicate the presence of an industry component in the determinants of earnings in Switzerland. No definite conclusion emerges though as to the source of wage variation. The stability of the wage structure and the role of tenure point to the existence of "wage rents". However, these results may be severely biased if unobserved ability is used by firm...

  15. WAGE TAX ACCOUNTING IN THE AGRICULTURAL ENTERPRISES

    Directory of Open Access Journals (Sweden)

    Nftaliia Bondarhuk

    2017-03-01

    Full Text Available The article aims to determine the order of accounting taxation wage and directions of its improvement in the agricultural enterprise. It was identified, that the accuracy of calculation of the related to wage amounts of mandatory payments to the budget depends on the correct definition of the amount of wage and its structure. It is noted, that in our country income tax from individuals and military collection is deducted from wages. Single social contributions is charged on the labor remuneration fund. Main accounts which are used for displaying in accounting for taxation of wages and basic accounting records were shown. It was stated, that taxation of wages, which is less than the minimum, despite the simple theoretical explanation, on practice is very time-consuming process which requires a certain sequence, accuracy and attentiveness. To improve the process of wages taxation we propose to calculate the amounts of the Single social contribution charged on wage which is less than minimum, in a specially developed form, which will help to simplify calculation of the Single social contribution on wage, which is less than minimum, that will help to improve wage tax accounting. Key words: taxes, accounting, wage, taxation of wage on enterprise.

  16. A Pareto-Improving Minimum Wage

    OpenAIRE

    Eliav Danziger; Leif Danziger

    2014-01-01

    This paper shows that a graduated minimum wage, in contrast to a constant minimum wage, can provide a strict Pareto improvement over what can be achieved with an optimal income tax. The reason is that a graduated minimum wage requires high-productivity workers to work more to earn the same income as low-productivity workers, which makes it more difficult for the former to mimic the latter. In effect, a graduated minimum wage allows the low-productivity workers to benefit from second-degree pr...

  17. Decomposing the Gender Wage Gap Across the Wage Distribution: South Korea in 2003 vs. 2013

    OpenAIRE

    Tromp, Nikolas

    2016-01-01

    I analyze the gender wage gap in South Korea across the wage distribution in 2003 vs. 2013. Gaps are decomposed into composition and structural effects using a semi-parametric framework. I find a "glass ceiling" effect in both years with larger wage gaps at the upper end of the wage distribution. Decompositions show that the structural effect decreases, and composition effect increases, in importance as we move up the distribution. Between 2003 and 2013, a fall in the composition effect driv...

  18. Part-time wage-gap in Germany: Evidence across the wage distribution

    NARCIS (Netherlands)

    Tõnurist, Piret; Pavlopoulos, D.

    2013-01-01

    This paper uses insights from labour-market segmentation theory to investigate the wage differences between part-time and full-time workers in Germany at different parts of the wage distribution. This is accomplished with the use of a quintile regression and panel data from the SOEP (1991-2008). To

  19. Wage flexibility and local labour markets: a test on the homogeneity of the wage curve in Spain

    Directory of Open Access Journals (Sweden)

    Roberto Bande

    2012-01-01

    Full Text Available In this paper we analyse wage flexibility in Spain and its regional differences, departing from the estimation of wage curves. Using data from the Structure of Earnings Survey for 1995, 2002 and 2006, we estimate regional wage equations, relating the observed wage received by workers to a group of personal and job characteristics, as well as to the regional unemployment rate. This analysis allows us to test for the existence of regional differences in the degree of wage flexibility, which may have an important influence on the evolution of regional unemployment, given its impact on the ability of the local labour market to absorb negative shocks. Estimated results indicate that regions suffering from higher unemployment rates exhibit lower wage flexibility. Collective bargaining reforms should pursue greater wage flexibility, especially in regions with high rates of joblessness.

  20. Wages or Fringes?

    DEFF Research Database (Denmark)

    Eriksson, Tor; Kristensen, Nicolai

    2014-01-01

    The two key predictions of hedonic wage theory are that there is a trade-off between wages and nonmonetary rewards and that the latter can be used as a sorting device by firms to attract and retain the kind of employees they desire. We use the vignettes method to estimate individuals' willingness...

  1. How employees negotiate : job autonomy and negotiation self-efficacy related to integrative negotiation and negotiation results in employment relationships

    NARCIS (Netherlands)

    Oeij, P.

    2006-01-01

    To assess whether satisfaction with psychological contract breach does more depend on good negotiation skills or on a well-designed job, we first investigated the effect of negotiation self-efficacy and task autonomy on integrative negotiation with survey data from employees of a telecom company. We

  2. Do recruitment ties affect wages?

    DEFF Research Database (Denmark)

    Larsen, Anna Folke; Rand, John; Torm, Nina Elisabeth

    This paper examines the extent to which recruitment ties affect individual wage outcomes in small and medium scale manufacturing firms. Based on a unique matched employer-employee dataset from Vietnam we find that there is a significant positive wage premium associated with obtaining a job through...... an informal contact, when controlling for standard determinants of wage compensation. Moreover, we show that the mechanism through which informal contacts affect wages depends on the type of recruitment tie used. The findings are robust across location, firm size categories and different worker types....

  3. Real wages in Australia and Canada, 1870-1913

    DEFF Research Database (Denmark)

    Greasley, David; Madsen, Jakob Brøchner; Oxley, Les

    2000-01-01

    Australia's and Canada's real wage experiences between 1870 and 1913 were distinctive. Faster productivity growth underpinned Canada's overtaking of Australia's wage levels. The globalization forces of migration and trade also shaped their comparative wages, principally by reducing wage growth...... in Canada. Immigration increased slightly Australia's real wages, but reduced wage levels in Canada, and tempered there the beneficial effects of rising productivity and improving terms of trade. In contrast, wage earners' share of national income rose after 1890 in Australia, with the productivity slowdown...... hitting chiefly rents and profits. Distributional shifts favouring wage earners in Australia, and the depressing effects of mass immigration on wages in Canada, limited Canada's wage lead before 1914, despite her faster productivity growth...

  4. The Association between Long Working Hours and Self-Rated Health

    Science.gov (United States)

    2014-01-01

    Objectives This study was conducted to determine the number of hours worked per week by full-time wage workers by using the data of the Korean Labor and Income Panel Study (KLIPS), which represents the domestic urban area household, and to determine the association between weekly working hours and the level of self-rated health. Methods We used data from the 11th KLIPS conducted in 2008. The subjects of this study were 3,699 full-time wage workers between the ages of 25 and 64 years. The association between weekly working hours and self-rated health was analyzed considering socio-demographic characteristics, work environment, and health-related behaviors. Results Among the workers, 29.7% worked less than 40 hours per week; 39.7%, more than 40 to 52 hours; 19.7%, more than 52 to 60 hours; and 10.9%, more than 60 hours per week. After controlling for socio-demographic variables, work environment-related variables, and health-related behavior variables, the odds ratio (OR) for poor self-rated health for the group working more than 40 hours and up to 52 hours was calculated to be 1.06 (95% confidence interval (CI), 0.89-1.27) when the group working less than 40 hours per week was considered the reference. The OR for the group working more than 60 hours was 1.42 (95% CI, 1.10-1.83) and that for the group working more than 52 hours and up to 60 hours was 1.07 (95% CI, 0.86-1.33). After stratification by gender and tenure, the OR of the female workers group and that of the group with a tenure of more than 1 year were found to be significantly higher than those of the other groups. Conclusions This study showed that workers working more than 60 hours per week have a significantly higher risk of poor self-rated health than workers working less than 40 hours per week. This effect was more obvious for the female workers group and the group with a tenure of more than 1 year. In the future, longitudinal studies may be needed to determine the association between long working

  5. The Association between Long Working Hours and Self-Rated Health.

    Science.gov (United States)

    Song, Jun-Taek; Lee, Goeun; Kwon, Jongho; Park, Jung-Woo; Choi, Hyunrim; Lim, Sinye

    2014-01-20

    This study was conducted to determine the number of hours worked per week by full-time wage workers by using the data of the Korean Labor and Income Panel Study (KLIPS), which represents the domestic urban area household, and to determine the association between weekly working hours and the level of self-rated health. We used data from the 11th KLIPS conducted in 2008. The subjects of this study were 3,699 full-time wage workers between the ages of 25 and 64 years. The association between weekly working hours and self-rated health was analyzed considering socio-demographic characteristics, work environment, and health-related behaviors. Among the workers, 29.7% worked less than 40 hours per week; 39.7%, more than 40 to 52 hours; 19.7%, more than 52 to 60 hours; and 10.9%, more than 60 hours per week. After controlling for socio-demographic variables, work environment-related variables, and health-related behavior variables, the odds ratio (OR) for poor self-rated health for the group working more than 40 hours and up to 52 hours was calculated to be 1.06 (95% confidence interval (CI), 0.89-1.27) when the group working less than 40 hours per week was considered the reference. The OR for the group working more than 60 hours was 1.42 (95% CI, 1.10-1.83) and that for the group working more than 52 hours and up to 60 hours was 1.07 (95% CI, 0.86-1.33). After stratification by gender and tenure, the OR of the female workers group and that of the group with a tenure of more than 1 year were found to be significantly higher than those of the other groups. This study showed that workers working more than 60 hours per week have a significantly higher risk of poor self-rated health than workers working less than 40 hours per week. This effect was more obvious for the female workers group and the group with a tenure of more than 1 year. In the future, longitudinal studies may be needed to determine the association between long working hours and various health effects in Korean

  6. A Theory of Gender Wage Gap

    OpenAIRE

    Jellal, Mohamed; Nordman, Christophe

    2009-01-01

    In this paper, we introduce uncertainty of the labour productivity of women in a competitive model of wage determination. We demonstrate that more qualified women are then offered much lower wages than men at the equilibrium. This result is consistent with the glass ceiling hypothesis according to which there exist larger gender wage gaps at the upper tail of the wage distribution.

  7. Efficiency-wage competition and nonlinear dynamics

    Science.gov (United States)

    Guerrazzi, Marco; Sodini, Mauro

    2018-05-01

    In this paper we develop a nonlinear version of the efficiency-wage competition model pioneered by Hahn (1987) [27]. Under the assumption that the strategic relationship among optimal wage bids put forward by competing firms is non-monotonic, we show that market wage offers can actually display persistent fluctuations described by a piece-wise non-invertible map. Thereafter, assuming that employers are never constrained in the labour market, we give evidence that in the parameter region of chaotic dynamics, the model is able to reproduce the business cycle regularity according to which in the short-run average wages fluctuate less than aggregate employment. In addition, we show that the efficiency-wage competition among firms leads to some inefficiencies in the wage setting process.

  8. Specialization, outsourcing and wages

    DEFF Research Database (Denmark)

    Munch, Jakob Roland; Skaksen, Jan Rose

    2009-01-01

    This paper studies the impact of outsourcing on individual wages. In contrast to the standard approach in the literature, we focus on domestic outsourcing as well as foreign outsourcing. We argue that if outsourcing is associated with specialization gains arising from an increase in the division...... of labor, domestic outsourcing tends to increase wages for both unskilled and skilled labor. We use a panel data set of workers in Danish manufacturing industries to show that domestic and foreign outsourcing affect wages as predicted....

  9. Coupling a Federal Minimum Wage Hike with Public Investments to Make Work Pay and Reduce Poverty

    Directory of Open Access Journals (Sweden)

    Jennifer Romich

    2018-02-01

    Full Text Available For more than a century, advocates have promoted minimum wage laws to protect workers and their families from poverty. Opponents counter that the policy has, at best, small poverty-reducing effects. We summarize the evidence and describe three factors that might dampen the policy’s effects on poverty: imperfect targeting, heterogeneous labor market effects, and interactions with income support programs. To boost the poverty-reducing effects of the minimum wage, we propose increasing the federal minimum wage to $12 per hour and temporarily expanding an existing employer tax credit. This is a cost-saving proposal because it relies on regulation and creates no new administrative functions. We recommend using those savings to “make work pay” and improve upward mobility for low-income workers through lower marginal tax rates.

  10. Negotiation Decision Support Systems: Analysing Negotiations under the Conditions of Risk

    OpenAIRE

    Nipun Agarwal

    2014-01-01

    Negotiation Theory is a research area with emphasis from three different research streams being game theory, psychology and negotiation analysis. Recently, negotiation theory research has moved towards the combination of game theory and psychology negotiation theory models that could be called Integrated Negotiation Theory (INT). As, negotiations are often impacted by external factors, there is risk associated with achieving the expected outcomes. Prospect theory and Negotiation theory are co...

  11. Are Women Asking for Low Wages? Gender Differences in Wage Bargaining Strategies and Ensuing Bargaining Success

    OpenAIRE

    Säve-Söderbergh, Jenny

    2007-01-01

    Men and women’s labor market outcomes differ along pay, promotion and competitiveness. This paper contributes by uncovering results in a related unexplored field using unique data on individual wage bargaining. We find striking gender differences. Women, like men, also bargain, but they submit lower wage bids and are offered lower wages than men. The adjusted gender wage gap is lower with postedwage jobs than with individual bargaining, although less is ascribable to the term associated with ...

  12. Great expectations: Past wages and unemployment durations☆

    Science.gov (United States)

    Böheim, Renè; Horvath, Gerard Thomas; Winter-Ebmer, Rudolf

    2011-01-01

    Decomposing wages into worker and firm wage components, we find that firm-fixed components are sizeable parts of workers' wages. If workers can only imperfectly observe the extent of firm-fixed components in their wages, they might be misled about the overall wage distribution. Such misperceptions may lead to unjustified high reservation wages, resulting in overly long unemployment durations. We examine the influence of previous wages on unemployment durations for workers after exogenous lay-offs and, using Austrian administrative data, we find that younger workers are, in fact, unemployed longer if they profited from high firm-fixed components in the past. We interpret our findings as evidence for overconfidence generated by imperfectly observed productivity. PMID:22211003

  13. Climate negotiators' and scientists' assessments of the climate negotiations

    Science.gov (United States)

    Dannenberg, Astrid; Zitzelsberger, Sonja; Tavoni, Alessandro

    2017-06-01

    Climate negotiation outcomes are difficult to evaluate objectively because there are no clear reference scenarios. Subjective assessments from those directly involved in the negotiations are particularly important, as this may influence strategy and future negotiation participation. Here we analyse the perceived success of the climate negotiations in a sample of 656 experts involved in international climate policy. Respondents were pessimistic when asked for specific assessments of the current approach centred on voluntary pledges, but were more optimistic when asked for general assessments of the outcomes and usefulness of the climate negotiations. Individuals who were more involved in the negotiation process tended to be more optimistic, especially in terms of general assessments. Our results indicate that two reinforcing effects are at work: a high degree of involvement changes individuals' perceptions and more optimistic individuals are more inclined to remain involved in the negotiations.

  14. Wages in the food chain in Ethiopia: WageIndicator survey 2013

    NARCIS (Netherlands)

    Tijdens, K.; Besamusca, J.; Asteraye, N.

    2013-01-01

    This WageIndicator Data Report presents the results of the face-to-face WageIndicator survey in Ethiopia, conducted between the 2rd of March and the 20th of May 2013 in all provinces of Ethiopia. In total 2,126 persons were interviewed; 53% were men, 47% women and 48% were under 30 years of age. The

  15. Wages in the food chain in Mozambique: WageIndicator survey 2013

    NARCIS (Netherlands)

    Tijdens, K.; Besamusca, J.

    2013-01-01

    This WageIndicator Data Report presents the results of the face-to-face WageIndicator survey of the labour force, conducted between the 27th of May and the 1st of June 2013 in all provinces of Mozambique. In total 1,679 persons were interviewed; 53% were men, 47% women and 43% were under 30 years

  16. Wages in the food chain in Burundi: WageIndicator survey 2013

    NARCIS (Netherlands)

    Tijdens, K.; Besamusca, J.; Ndereyahaga, R.

    2013-01-01

    This WageIndicator Data Report presents the results of the face-to-face WageIndicator survey of the labour force conducted between the 7th of April and the 29th of April 2013 in all provinces of Burundi. In total 1,679 persons were interviewed; 52% were men, 48% women and 43% were under 30 years of

  17. Mortgage Debt and Wages

    DEFF Research Database (Denmark)

    Wood, James

    2017-01-01

    Different approaches to mortgage debt may impact wages, how homeowners engage with employers and welfare services, and economic growth.......Different approaches to mortgage debt may impact wages, how homeowners engage with employers and welfare services, and economic growth....

  18. Measuring wage effects of plant size

    DEFF Research Database (Denmark)

    Albæk, Karsten; Arai, Mahmood; Asplund, Rita

    1998-01-01

    There are large plant size–wage effects in the Nordic countries after taking into account individual and job characteristics as well as systematical sorting of the workers into various plant-sizes. The plant size–wage elasticities we obtain are, in contrast to other dimensions of the wage distrib......–wage elasticity. Our results indicate that using size–class midpoints yields essentially the same results as using exact measures of plant size...

  19. Analyzing the changing gender wage gap based on multiply imputed right censored wages

    OpenAIRE

    Gartner, Hermann; Rässler, Susanne

    2005-01-01

    "In order to analyze the gender wage gap with the German IAB-employment register we have to solve the problem of censored wages at the upper limit of the social security system. We treat this problem as a missing data problem. We regard the missingness mechanism as not missing at random (NMAR, according to Little and Rubin, 1987, 2002) as well as missing by design. The censored wages are multiply imputed by draws of a random variable from a truncated distribution. The multiple imputation is b...

  20. Analyzing the changing gender wage gap based on multiply inputed right censored wages

    OpenAIRE

    Gartner, Hermann; Rässler, Susanne

    2005-01-01

    In order to analyze the gender wage gap with the German IAB-employment sample we have to solve the problem of censored wages at the upper limit of the social security system. We treat this problem as a missing data problem. We regard the missingness mechanism as not missing at random (NMAR, according to Little and Rubin, 1987, 2002) as well as missing by design. The censored wages are multiply imputed by draws of a random variable from a truncated distribution. The multiple imputation is base...

  1. Gender Inequalities in Employment and Wage-earning among Economic Migrants in Chinese Cities

    Directory of Open Access Journals (Sweden)

    Qin Min

    2016-01-01

    Full Text Available Background: Recent trends show an unprecedented feminisation of migration in China, triggered by the increasing demand for cheap labour in big cities and the availability of women in the labour market. These trends corroborate the evidence that non-agricultural work and remittance from urban labour migrants have become the major sources of rural household income. Objective: This paper investigates the extent of gender inequalities in job participation and wage earning among internal labour migrants in China. We hypothesize that female migrants in cities are economically more disadvantaged than male migrants in the job market. Methods: We use data from the 2010 National Migrant Dynamics Monitoring Survey conducted in 106 cities representing all 31 provinces and geographic regions. The study applies the standard Heckman two-step Probit-OLS method to model job participation and wage-earning, separately for 59,225 males and 41,546 females aged 16-59 years, adjusting for demographic and social characteristics and potential selection effects. Results: Female migrants have much lower job-participation and wage-earning potential than male migrants. Male migrants earn 26Š higher hourly wages than their female counterparts. Decomposition analysis confirms potential gender discrimination, suggesting that 88Š of the gender difference in wages (or 12Š of female migrant wage is due to discriminatory treatment of female migrants in the Chinese job market. Migrants with rural hukou status have a smaller chance of participation in the job market and they earn lower wages than those with urban hukou, regardless of education advantage. Conclusions: There is evidence of significant female disadvantage among internal labour migrants in the job market in Chinese cities. Household registration by urban and rural areas, as controlled by the hukou status, partly explains the differing job participation and wage earning among female labour migrants in urban China

  2. Tax Morality and Progressive Wage Tax

    OpenAIRE

    Andras Simonovits

    2010-01-01

    We analyze the impact of tax morality on progressive income (wage) taxation. We assume that transfers (cash-back) and public expenditures are financed from linear wage taxes. We derive the reported wages from individual utility maximization, when individuals obtain partial satisfaction from reporting wages (depending on their tax morality), and cannot be excluded from the use of public services. The government maximizes a utilitarian social welfare function, also taking into account the utili...

  3. How Wage Compression Affects Job Turnover

    OpenAIRE

    Heyman, Fredrik

    2008-01-01

    I use Swedish establishment-level panel data to test Bertola and Rogerson’s (1997) hypothesis of a positive relation between the degree of wage compression and job reallocation. Results indicate that the effect of wage compression on job turnover is positive and significant in the manufacturing sector. The wage compression effect is stronger on job destruction than on job creation, consistent with downward wage rigidity. Further results include a strong positive relationship between the fract...

  4. Inter-Industry Wage Differentials and the Gender Wage Gap: An Identification Problem.

    Science.gov (United States)

    Horrace, William C.; Oaxaca, Ronald L.

    2001-01-01

    States that a method for estimating gender wage gaps by industry yields estimates that vary according to arbitrary choice of omitted reference groups. Suggests alternative methods not susceptible to this problem that can be applied to other contexts, such as racial, union/nonunion, and immigrant/native wage differences. (SK)

  5. Estimating Potential Reductions in Premature Mortality in New York City From Raising the Minimum Wage to $15.

    Science.gov (United States)

    Tsao, Tsu-Yu; Konty, Kevin J; Van Wye, Gretchen; Barbot, Oxiris; Hadler, James L; Linos, Natalia; Bassett, Mary T

    2016-06-01

    To assess potential reductions in premature mortality that could have been achieved in 2008 to 2012 if the minimum wage had been $15 per hour in New York City. Using the 2008 to 2012 American Community Survey, we performed simulations to assess how the proportion of low-income residents in each neighborhood might change with a hypothetical $15 minimum wage under alternative assumptions of labor market dynamics. We developed an ecological model of premature death to determine the differences between the levels of premature mortality as predicted by the actual proportions of low-income residents in 2008 to 2012 and the levels predicted by the proportions of low-income residents under a hypothetical $15 minimum wage. A $15 minimum wage could have averted 2800 to 5500 premature deaths between 2008 and 2012 in New York City, representing 4% to 8% of total premature deaths in that period. Most of these avertable deaths would be realized in lower-income communities, in which residents are predominantly people of color. A higher minimum wage may have substantial positive effects on health and should be considered as an instrument to address health disparities.

  6. Foreign Firms, Domestic Wages

    DEFF Research Database (Denmark)

    Malchow-Møller, Nikolaj; Markusen, James R.; Schjerning, Bertel

    Many papers have documented a wage premium in foreign-owned and large firms. However, there is very little formal theory in the literature and empirical analyses are typically not based on hypotheses which are rigorously derived from theory. This paper contributes to the theory-empirics gap...... by developing a model that allows for two "pure" explanations for the wage premium. The first is a heterogenous-worker explanation along the lines of Yeaple (2005), where firms that select more scaleintensive technologies select ex-ante more productive workers. In this case, the wage premium is a pure selection...... phenomenon. The second explanation builds on the heterogeneous-firm model of Melitz (2003) combined with on-the-job learning as in Markusen (2001). Productivity differences between firms are internalized by ex-ante homogeneous workers, so the wage premium is a pure learning phenomenon due to ex-post higher...

  7. New Minimum Wage Research: A Symposium.

    Science.gov (United States)

    Ehrenberg, Ronald G.; And Others

    1992-01-01

    Includes "Introduction" (Ehrenberg); "Effect of the Minimum Wage [MW] on the Fast-Food Industry" (Katz, Krueger); "Using Regional Variation in Wages to Measure Effects of the Federal MW" (Card); "Do MWs Reduce Employment?" (Card); "Employment Effects of Minimum and Subminimum Wages" (Neumark,…

  8. Wage Setting in Democratic Labour Unions

    DEFF Research Database (Denmark)

    Filges, Trine

    1999-01-01

    In this paper, we analyse the wage setting of a democratic labour union. The union members differ with respect to their employment probabilities. The union wage only changes if the parameters of the median member change. An exogenous shock to revenue may increase the wage, even if labour demand...... is iso-elastic and unemployment benefits may have only a small effect on wages if the median member differs from the average. These findings are in accordance with empirical results....

  9. The early career gender wage gap

    OpenAIRE

    Sami Napari

    2006-01-01

    In Finland the gender wage gap increases significantly during the first 10 years after labor market entry accounting most of the life-time increase in the gender wage gap. This paper focuses on the early career gender wage differences among university graduates and considers several explanations for the gender wage gap based on the human capital theory, job mobility and labor market segregation. Gender differences in the accumulation of experience and in the type of education explain about 16...

  10. Beauty, body size and wages: Evidence from a unique data set.

    Science.gov (United States)

    Oreffice, Sonia; Quintana-Domeque, Climent

    2016-09-01

    We analyze how attractiveness rated at the start of the interview in the German General Social Survey is related to weight, height, and body mass index (BMI), separately by gender and accounting for interviewers' characteristics or fixed effects. We show that height, weight, and BMI all strongly contribute to male and female attractiveness when attractiveness is rated by opposite-sex interviewers, and that anthropometric characteristics are irrelevant to male interviewers when assessing male attractiveness. We also estimate whether, controlling for beauty, body size measures are related to hourly wages. We find that anthropometric attributes play a significant role in wage regressions in addition to attractiveness, showing that body size cannot be dismissed as a simple component of beauty. Our findings are robust to controlling for health status and accounting for selection into working. Copyright © 2016 Elsevier B.V. All rights reserved.

  11. Stepwise Advice Negotiation in Writing Center Peer Tutoring

    Science.gov (United States)

    Park, Innhwa

    2014-01-01

    While the delivery and reception of advice is a practice integral to a wide range of settings, little attention has been given to the detailed practices of advice resistance and how it leads to advice negotiation. Based on 7 hours of videotaped tutoring interactions among 6 tutors and 11 tutees, this conversation analytic study examines the…

  12. New evidence on the motherhood wage gap

    OpenAIRE

    Amuedo-Dorantes, Catalina; Kimmel, Jean

    2008-01-01

    Using data from the 1979 National Longitudinal Survey of Youth, we assess the role of employment-based health insurance offers in explaining the motherhood wage gap. Researchers have been aware of the existence of a motherhood gap for many years; yet, the literature has failed to address the role of non-wage compensation in explaining the motherhood wage gap despite the increasing importance of non-wage benefits in total compensation packages. As hedonic wage theory suggests, mothers might vi...

  13. Labour Market Regulations in China: Minimum Wage Policy | CRDI ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    At the same time, wage and income inequalities have grown significantly and wages have fallen. ... wages are set, and the wages' effects on employment and inequality. ... Impact of minimum wage on gender wage gaps in urban China.

  14. Wo(men) at work? The impact of cohabiting and married partners' earning on women's work hours

    OpenAIRE

    Triebe, Doreen

    2013-01-01

    This study investigates the determinants of women's labor supply in the household context. The main focus is on the effect of a change in male partner's wages on women's work hours. This is linked to the broader question of whether married and cohabiting women make different economic decisions and respond differently to changes in their partners' wages. In addition, this study seeks to connect the working behavior of married and cohabiting individuals to the "tax-splitting" benefit for marrie...

  15. Flexible working hours and well-being in Finland.

    Science.gov (United States)

    Kandolin, I; Härmä, M; Toivanen, M

    2001-12-01

    Flexibility of working hours became more prevalent in the 1990s in Finland. According to a representative survey on Finnish wage and salary earners (n = 1790) at the beginning of 2000, a great majority of male (76%) and female (65%) employees regularly worked overtime and/or had irregular working hours every month. These employees were flexible in meeting the needs of their companies/employers. Individual flexibility of working hours was far less common, only one third of male and female employees were able to regulate their working hours. A better balance between company-controlled and individual flexibility would, however, improve the well-being of employees. Employees working overtime without being allowed to regulate their working hours felt more symptoms of distress and had more conflicts in combining workplace and family roles than those who could individually determine their working hours flexibly. An investment in individually determined flexibility, for example by means of participatory planning, would improve the well-being of employees, and thus also improve the productivity of the organization.

  16. Occupational Gender Composition and Wages in Sweden

    OpenAIRE

    Hansen, Jörgen; Wahlberg, Roger

    2000-01-01

    We estimate the relationship between wages and occupational gender segregation in Sweden. Because of high wage equality in Sweden compared to the U.S., we expect a lower wage penalty of job femaleness in Sweden than in the U.S. Our results supports this hypothesis. We also investigate how the unexplained gender wage gap vary across occupations and find that this gap is smallest in male dominated jobs and largest in female dominated jobs. Finally, we investigate whether the female wage-experie...

  17. Social psychology and gender efficiency wage gap

    OpenAIRE

    Jellal, Mohamed

    2014-01-01

    Our paper introduces the dimension of social psychology in a model of efficiency wages and gender diversity. In this context, we show that women earn lower wages than men but provide in return relatively less effort. Therefore in order to increase women's productivity, the firm increases their level of employment. In our efficiency-wage theory, women’s lower wages is explained by assuming that efficiency-wages function for women are believed to be different from those of men. This could be th...

  18. THE GENDER WAGE GAP IN TURKEY

    OpenAIRE

    AKTAŞ, Arda; UYSAL, Gokce

    2016-01-01

    The most prominent form of gender discrimination in the labor market is the gender gap in wages.Using the Wage Structure Survey, a firm-level data set, we study the gender wage gap in Turkey. Weconcentrate on formal employment as this is the jurisdiction of the Labor Code in Turkey. Althoughwomen earn 3% less than men on average, a wider look reveals important differences along the entirewage distribution. There is virtually no gender gap at the lower end of the wage distribution. Moresurpris...

  19. Quantile regression analysis of body mass and wages.

    Science.gov (United States)

    Johar, Meliyanni; Katayama, Hajime

    2012-05-01

    Using the National Longitudinal Survey of Youth 1979, we explore the relationship between body mass and wages. We use quantile regression to provide a broad description of the relationship across the wage distribution. We also allow the relationship to vary by the degree of social skills involved in different jobs. Our results find that for female workers body mass and wages are negatively correlated at all points in their wage distribution. The strength of the relationship is larger at higher-wage levels. For male workers, the relationship is relatively constant across wage distribution but heterogeneous across ethnic groups. When controlling for the endogeneity of body mass, we find that additional body mass has a negative causal impact on the wages of white females earning more than the median wages and of white males around the median wages. Among these workers, the wage penalties are larger for those employed in jobs that require extensive social skills. These findings may suggest that labor markets reward white workers for good physical shape differently, depending on the level of wages and the type of job a worker has. Copyright © 2011 John Wiley & Sons, Ltd.

  20. Do Students Expect Compensation for Wage Risk?

    Science.gov (United States)

    Schweri, Juerg; Hartog, Joop; Wolter, Stefan C.

    2011-01-01

    We use a unique data set about the wage distribution that Swiss students expect for themselves ex ante, deriving parametric and non-parametric measures to capture expected wage risk. These wage risk measures are unfettered by heterogeneity which handicapped the use of actual market wage dispersion as risk measure in earlier studies. Students in…

  1. Financing Educational Facility Construction: Prevailing Wage Litigation.

    Science.gov (United States)

    Goldblatt, Steven M.; Wood, R. Craig

    This chapter presents an up-to-date analysis of prevailing state wage laws that affect educational facility construction or renovation and highlights relevant prevailing wage litigation in many states. Currently, 13 states have no prevailing wage laws for public works. The other 37 states and the District of Columbia do have prevailing wage laws…

  2. Manufacturing Employment and Wage Differentials After Structural Adjustment Reforms in Colombia: An Efficiency Wages Approach

    Directory of Open Access Journals (Sweden)

    Rodrigo Taborda

    2011-06-01

    Full Text Available In the framework of the structural reforms in Colombia one of the most important policy proposals was reducing rigidities in the labor market. A perspective to assess the results of such reforms is the analysis of the relationship between firm employment and wage differentials in manufacturing before and after the reforms. If the labor reforms reached the intended objective of making more flexible the labor market, the employment levels must change faster, along with the behavior of wages and other labor costs, given some characteristics of firms and the economy. This paper addresses this topic proposing a model of wage differential and employment growth and testing its propositions before and after the structural reforms and controlling for industry and firm characteristics. A first finding is the confirmation of the positive relationship proposed between intra-industry wage differential and employment. In the inter-industry wage differential estimation, we find heterogeneous responses depending on the industry and a reduction in the autonomous labor turnover.

  3. THE COST OF POSITIONAL NEGOTIATIONS VERSUS COLLABORATIVE OR RELATIONAL NEGOTIATIONS FOR NEGOTIATING COMPLIANCE MILESTONES AT HANFORD WA

    International Nuclear Information System (INIS)

    HOPKINS, A.M.

    2004-01-01

    The Hanford site is subject to the Hanford Federal Facility Agreement and Consent Order (HFFACO), an order on consent signed by the DOE, the U. S. Environmental Protection Agency, (EPA) and the Washington Department of Ecology (WDOE). Under the HFFCCO, negotiations for transition milestones begin within six months after the issuance of a shutdown order. In the case of the PFP, the Nuclear Materials disposition and stabilization activities, a DOE responsibility, were necessary as precursor activities to Transition. This situation precipitated a crisis in the negotiations between the agencies, and formal negotiations initiated in 1997 ended in failure. The negotiations reached impasse on several key regulatory and operational issues. The 1997 negotiation was characterized by a strongly positional style. DOE and the regulatory personnel took hard lines early in the negotiations and were unable to move to resolution of key issues after a year and a half. This resulted in unhappy stakeholders, poor publicity, and work delays as well as wounded relationships between DOE and the regulatory community. The PFP is a former plutonium metal production facility. The operating mission of the PFP ended with a DOE Headquarters shutdown letter in October of 1996. Generally, the receipt of a shutdown letter initiates the start of Transition (as the first step of Decommissioning) of a facility. In the 2000-2001 PFP negotiations, a completely different approach was suggested and eventually initiated: Collaborative or Relational Negotiations. The relational negotiation style resulted in agreement between the agencies on all key issues within 6 months of initiation. All parties were very pleased with the results and all parties were relieved that protracted negotiations sessions were not needed with the new style of working together collaboratively to serve each other's interests without compromising each party's needs. The characteristics of collaborative negotiations included building

  4. The gender wage GAP ın Turkey

    OpenAIRE

    AKTAŞ, Arda; UYSAL, Gokce

    2017-01-01

    The most prominent form of gender discrimination in the labor market is the gender gap in wages. Using the Wage Structure Survey, a firm-level data set, we study the gender wage gap in Turkey. We concentrate on formal employment as this is the jurisdiction of the Labor Code in Turkey. Although women earn 3% less than men on average, a wider look reveals important differences along the entire wage distribution. There is virtually no gender gap at the lower end of the wage distr...

  5. Minimum wage development in the Russian Federation

    OpenAIRE

    Bolsheva, Anna

    2012-01-01

    The aim of this paper is to analyze the effectiveness of the minimum wage policy at the national level in Russia and its impact on living standards in the country. The analysis showed that the national minimum wage in Russia does not serve its original purpose of protecting the lowest wage earners and has no substantial effect on poverty reduction. The national subsistence minimum is too low and cannot be considered an adequate criterion for the setting of the minimum wage. The minimum wage d...

  6. Gender differences in early-career wage growth

    OpenAIRE

    Napari, Sami

    2007-01-01

    In Finnish manufacturing, the gender wage gap more than doubles during the first ten years in the labor market. This paper studies the factors contributing to the gender gap in early-career wage growth. The analysis shows that the size of the gender gap in wage growth varies with mobility status the gap being much higher when changing employers compared to within-firm wage growth. Several explanations for the gender gap in wage growth based on human capital theory and theory of compensating w...

  7. "A Quantile Regression Analysis of Wages in Panama."

    OpenAIRE

    Evangelos M. Falaris

    2004-01-01

    I investigate differences in the effects of worker characteristics on wages in Panama at different points of the conditional wage distribution. Public sector employment increases wages of men and of women relatively more at lower quantiles. Public sector employment increases wages of the median worker in that sector and reduces wage inequality within the sector. The existence of a labor union at a worker’s workplace increases relatively more wages of men at lower quantiles. Labor unions reduc...

  8. Wages in the food chain in South Sudan: WageIndicator survey 2013

    NARCIS (Netherlands)

    Besamusca, J.; Tijdens, K.

    2013-01-01

    This WageIndicator Data Report presents the results of the face-to-face WageIndicator survey in South Sudan, conducted between the 1st of June and the 19th of July 2013 in the southern and eastern regions of South Sudan. In total 1,329 persons were interviewed; 71% were men, 29% women and 37% were

  9. Rural Low-Wage Employment Rises among Men.

    Science.gov (United States)

    Gibbs, Robert; Parker, Timothy

    2000-01-01

    In 1999, the percentage of low-wage workers in rural areas was higher than in urban areas or in 1979. The share of women and minorities in low-wage work stabilized, but the share of White men increased. Low-wage work increased in higher-skilled occupations, and the share of college educated low-wage workers increased significantly since 1979. (TD)

  10. Employee Referrals and Efficiency Wages

    OpenAIRE

    Kugler, Adriana D.

    2002-01-01

    Many workers believe that personal contacts are crucial for obtaining jobs in high-wage sectors. On the other hand, firms in high-wage sectors report using employee referrals because they help provide screening and monitoring of new employees. This Paper develops a matching model that can explain the link between inter-industry wage differentials and the use of employee referrals. Referrals lower monitoring costs because high-effort referees can exert peer pressure on co-workers, allowing fir...

  11. Employment gains and wage declines: the erosion of black women's relative wages since 1980.

    Science.gov (United States)

    Pettit, Becky; Ewert, Stephanie

    2009-08-01

    Public policy initiatives in the 1950s and 1960s, including Affirmative Action and Equal Employment Opportunity law, helped mitigate explicit discrimination in pay, and the expansion of higher education and training programs have advanced the employment fortunes of many American women. By the early 1980s, some scholars proclaimed near equity in pay between black and white women, particularly among young and highly skilled workers. More recent policy initiatives and labor market conditions have been arguably less progressive for black women's employment and earnings: through the 1980s, 1990s, and the first half of the 2000s, the wage gap between black and white women widened considerably. Using data from the Current Population Survey Merged Outgoing Rotation Group (CPS-MORG), this article documents the racial wage gap among women in the United States from 1979 to 2005. We investigate how demographic and labor market conditions influence employment and wage inequality among black and white women over the period. Although shifts in labor supply influence the magnitude of the black-white wage gap among women, structural disadvantages faced by black women help explain the growth in the racial wage gap.

  12. Youth minimum wages and youth employment

    NARCIS (Netherlands)

    Marimpi, Maria; Koning, Pierre

    2018-01-01

    This paper performs a cross-country level analysis on the impact of the level of specific youth minimum wages on the labor market performance of young individuals. We use information on the use and level of youth minimum wages, as compared to the level of adult minimum wages as well as to the median

  13. Comparable Worth, Job Evaluation and Wage Discrimination: The Employer Approaches Wage Gap Issues in the 1980's.

    Science.gov (United States)

    Leach, Daniel E.

    1984-01-01

    The role of women in the work force and the wages paid to women workers have become major employment discrimination issues of the 1980's. Comparable worth, wage discrimination, and the existence and possible influence of sex-related factors in wage administration systems, which include formalized job evaluation schemes, are discussed. (MLW)

  14. Gender wage discrimination

    OpenAIRE

    Hirsch, Boris

    2016-01-01

    There are pronounced and persistent wage differences between men and women in all parts of the world. A significant element of these wage disparities can be attributed to differences in worker and workplace characteristics, which are likely to mirror differences in worker productivity. However, a large part of these differences remains unexplained, and it is common to attribute them to discrimination by the employer that is rooted in prejudice against female workers. Yet recent empirical evid...

  15. International Wage Curves

    OpenAIRE

    David G. Blanchflower; Andrew J. Oswald

    1992-01-01

    The paper provides evidence for the existence of a negatively sloped locus linking the level of pay to the rate of regional (or industry) unemployment. This "wage curve" is estimated using microeconomic data for Britain, the US, Canada, Korea, Austria, Italy, Holland, Switzerland, Norway, and Germany, The average unemployment elasticity of pay is approximately -0.1. The paper sets out a multi-region efficiency wage model and argues that its predictions are consistent with the data.

  16. Do Immigrants Affect Firm-Specific Wages?

    DEFF Research Database (Denmark)

    Malchow-Møller, Nikolaj; Munch, Jakob R.; Skaksen, Jan Rose

    2012-01-01

    We propose and test a novel effect of immigration on wages. Existing studies have focused on the wage effects that result from changes in the aggregate labour supply in a competitive labour market. We argue that if labour markets are not fully competitive, immigrants might also affect wage...... formation at the most disaggregate level – the workplace. Using linked employer-employee data, we find that an increased use of low-skilled immigrant workers has a significantly negative effect on the wages of native workers at the workplace – also when controlling for potential endogeneity of the immigrant...

  17. Curriculum Choice, Educational Performance, and Wages within Stem

    DEFF Research Database (Denmark)

    Kromann, Lene; Sørensen, Anders; Walldorf, Jeanette

    to graduates specialized in Science (S), graduates specialized in Mathematics (M) have a starting wage that is 20 percent higher, and graduates specialized in Technology (T) have a starting wage that is approximately 15 percent higher; graduates specialized in Engineering (E) have a similar starting wage. Wage...... variation within the specific education program is of comparable importance to the wage variations between broad types and different lengths of education. Moreover, large variations in wages exist within the four STEM areas, which can be partly explained by course choice. Specifically, courses in M...... are associated with higher wages in most areas of specialization, which indicates that M is a general-purpose skill. In contrast, S, T and E are to a higher extent specific-purpose skills, as courses in these fields are not associated with higher wages if completed outside the area of specialization. In addition...

  18. Cyclicality of Wages and Union Power

    DEFF Research Database (Denmark)

    Morin, Annaïg

    This paper examines how trade unions shape the volatility of wages over the business cycle. I present a dynamic stochastic model of the labor market that integrates two main features: search frictions and trade unions. Because of search frictions, each job match yields an economic surplus...... that is shared by the bargained wage. Therefore, I can decompose the volatility of wages into two components: the volatility of the match surplus and the volatility of the worker share of the surplus. Starting from the unions' objective function, I demonstrate that, under collective wage bargaining, the worker...... share is endogenous and countercyclical. Consequently, when the economy is hit by a shock, the dynamics of the worker share partially counteract the dynamics of the match surplus and this mechanism delivers endogenous wage rigidity. The model thus sheds new insights into two business cycle features...

  19. WAGE FLEXIBILITY IN THE CONTEMPORARY SOCIETY

    Directory of Open Access Journals (Sweden)

    TECULESCU Silviu Alexandru

    2010-12-01

    Full Text Available The paper follows to offer the most efficient solutions for the attainment by Romania of the economic development level associated to the Western European countries. It proposes the division of the flexibility of labour market in three components, namely: internal flexibility, external flexibility and wage flexibility. The analysis performed within the present study will emphasize the wage flexibility. Wage flexibility can be classified in four components: a plans of individual and group incentives; b plans of assigning wages out of productivity; c plans of distribution of profits and, respectively, d plans of suggestions. The labour market flexibility, in general, and especially the wage flexibility contributes to the increase of employee motivation at the workplace, aspect which leeds to the growth of labour productivity, through this one being put the bases of the medium- and long-term economic development.

  20. Work Hours, Social Value of Leisure and Globalisation

    OpenAIRE

    Hansen, Jørgen Drud; Molana, Hassan; Montagna, Catia; Ulff-Møller Nielsen, Jørgen

    2010-01-01

    We examine how openness interacts with the coordination of consumption-leisure decisions in determining the equilibrium working hours and wage rate when there are leisure externalities (e.g., due to social interactions). The latter are modelled by allowing a worker's marginal utility of leisure to be increasing in the leisure time taken by other workers. Coordination takes the form of internalising the leisure externality and other relevant constraints (e.g., labour demand). The extent of ope...

  1. Minimum Wages and Regional Disparity: An analysis on the evolution of price-adjusted minimum wages and their effects on firm profitability (Japanese)

    OpenAIRE

    MORIKAWA Masayuki

    2013-01-01

    This paper, using prefecture level panel data, empirically analyzes 1) the recent evolution of price-adjusted regional minimum wages and 2) the effects of minimum wages on firm profitability. As a result of rapid increases in minimum wages in the metropolitan areas since 2007, the regional disparity of nominal minimum wages has been widening. However, the disparity of price-adjusted minimum wages has been shrinking. According to the analysis of the effects of minimum wages on profitability us...

  2. Estimating the effects of wages on obesity.

    Science.gov (United States)

    Kim, DaeHwan; Leigh, John Paul

    2010-05-01

    To estimate the effects of wages on obesity and body mass. Data on household heads, aged 20 to 65 years, with full-time jobs, were drawn from the Panel Study of Income Dynamics for 2003 to 2007. The Panel Study of Income Dynamics is a nationally representative sample. Instrumental variables (IV) for wages were created using knowledge of computer software and state legal minimum wages. Least squares (linear regression) with corrected standard errors were used to estimate the equations. Statistical tests revealed both instruments were strong and tests for over-identifying restrictions were favorable. Wages were found to be predictive (P low wages increase obesity prevalence and body mass.

  3. An Analysis of Workers' Attitudes Toward the 4-Day, 40-Hour Workweek.

    Science.gov (United States)

    Dickinson, Terry L.; Wijting, Jan P.

    Employees' attitudes toward a proposed 4-day, 40-hour workweek were examined relative to job and worker variables, expectations about the new workweek schedule, and job-aspect satisfactions. Employees classified by their sex, work shifts, wage schedules, and sex and work shifts differed significantly in their attitudes toward the 4-day, 40-hour…

  4. Rank Regressions, Wage Distributions, and the Gender Gap.

    Science.gov (United States)

    Fortin, Nicole M.; Lemieux, Thomas

    1998-01-01

    Current Population Survey data from 1979 and 1991 were used to decompose changes in the gender wage gap into three components: skill distribution, wage structure, and improvements in women's position. Relative wage gains by women may have been a source of increasing wage inequality among men. (SK)

  5. Inequality-adjusted gender wage differentials in Germany

    OpenAIRE

    Selezneva, Ekaterina; Van Kerm, Philippe

    2013-01-01

    This paper exploits data from the German Socio-Economic Panel (SOEP) to re-examine the gender wage gap in Germany on the basis of inequality-adjusted measures of wage differentials which fully account for gender differences in pay distributions. The inequality-adjusted gender pay gap measures are significantly larger than suggested by standard indicators, especially in East Germany. Women appear penalized twice, with both lower mean wages and greater wage inequality. A hypothetical risky inve...

  6. "Explaining the Gender Wage Gap in Georgia"

    OpenAIRE

    Tamar Khitarishvili

    2009-01-01

    This paper evaluates gender wage differentials in Georgia between 2000 and 2004. Using ordinary least squares, we find that the gender wage gap in Georgia is substantially higher than in other transition countries. Correcting for sample selection bias using the Heckman approach further increases the gender wage gap. The Blinder Oaxaca decomposition results suggest that most of the wage gap remains unexplained. The explained portion of the gap is almost entirely attributed to industrial variab...

  7. The Effect of Minimum Wages on the Labor Force Participation Rates of Teenagers.

    Science.gov (United States)

    Wessels, Walter J.

    In light of pressure on Congress to raise the minimum wage from $5.15 to $6.15 per hour, a study looked at the effects such a raise would have on more than 10 million workers, many of them teenagers. The study used quarterly data on the labor force participation rates of teenagers from 1978 through 1999 and other studies to assess the effects of…

  8. Return to Experience and Initial Wage Level

    DEFF Research Database (Denmark)

    Sørensen, Kenneth Lykke; Vejlin, Rune Majlund

    This paper estimates the relationship between initial wage and return to experience. We use a Mincer-like wage model to nonparametrically estimate this relationship allowing for an unobservable individual permanent effect in wages and unobservable individual return to experience. The relationship...

  9. Asking about wages: Results from the Bank of Canada's Wage Setting Survey of Canadian companies

    OpenAIRE

    Amirault, David; Fenton, Paul; Laflèche, Thérèse

    2013-01-01

    The Bank of Canada conducted a Wage Setting Survey with a sample of 200 private sector firms from mid-October 2007 to May 2008. Results indicate that wage adjustments for the Canadian non-union private workforce are overwhelmingly time dependent, with a fixed duration of one year, and are clustered in the first four months of the year, suggesting that wage stickiness may not be constant over the year. Ad hoc adjustments between these fixed dates are rare, but when they do occur they are almos...

  10. Justice and Negotiation.

    Science.gov (United States)

    Druckman, Daniel; Wagner, Lynn M

    2016-01-01

    This review article examines the literature regarding the role played by principles of justice in negotiation. Laboratory experiments and high-stakes negotiations reveal that justice is a complex concept, both in relation to attaining just outcomes and to establishing just processes. We focus on how justice preferences guide the process and outcome of negotiated exchanges. Focusing primarily on the two types of principles that have received the most attention, distributive justice (outcomes of negotiation) and procedural justice (process of negotiation), we introduce the topic by reviewing the most relevant experimental and field or archival research on the roles played by these justice principles in negotiation. A discussion of the methods used in these studies precedes a review organized in terms of a framework that highlights the concept of negotiating stages. We also develop hypotheses based on the existing literature to point the way forward for further research on this topic.

  11. Wage gap between men and women in Tunisia

    OpenAIRE

    Jeddi, Hela; Malouche, Dhafer

    2015-01-01

    This paper focuses on estimating wage differences between males and females in Tunisia by using the Oaxaca-Blinder decomposition, a technical that isolates wage gap due to characteristics, from wage gap due to discrimination against women. The data used in the analysis is obtained from the Tunisian Population and Employment Survey 2005. It is estimated that, the gender wage gap is about 19% and the results ascertain that the gender wage gap is mostly attributed to discrimination, especially t...

  12. Intangibles and the gender wage gap: An analysis of gender wage gaps across occupations in the Finnish private sector

    OpenAIRE

    Asplund, Rita; Napari, Sami

    2011-01-01

    The paper compares the gender wage differentials of two occupation groups - innovation and non-innovation workers - separately for manufacturing and services using Finnish private-sector data. We apply a decomposition method based on unconditional quantile regression techniques to identify key factors underlying the gender wage gaps observed along the whole wage distribution, as well as changes in these wage gaps between 2002 and 2009. This more nuanced approach provides important new insight...

  13. Return to experience and initial wage level

    DEFF Research Database (Denmark)

    Sørensen, K.L.; Vejlin, R.

    2014-01-01

    This paper estimates the relationship between initial wage and return to experience. We use a Mincer-like wage model to non-parametrically estimate this relationship allowing for an unobservable individual permanent effect in wages and unobservable individual return to experience. The relationshi...

  14. Long-Run Impact of Increased Wage Pressure

    DEFF Research Database (Denmark)

    Hansen, Claus Thustrup

    1999-01-01

    An unanticipated permanent increase in wage pressure is analyzed in a dynamic general-equilibrium model combining standard theory of capital accumulation and monopolistic wage setting. The long-run (steady-state) implications are identical percentage reduction in employment, consumption, and capi......An unanticipated permanent increase in wage pressure is analyzed in a dynamic general-equilibrium model combining standard theory of capital accumulation and monopolistic wage setting. The long-run (steady-state) implications are identical percentage reduction in employment, consumption...

  15. Employment Gains and Wage Declines: The Erosion of Black Women’s Relative Wages Since 1980

    Science.gov (United States)

    PETTIT, BECKY; EWERT, STEPHANIE

    2009-01-01

    Public policy initiatives in the 1950s and 1960s, including Affirmative Action and Equal Employment Opportunity law, helped mitigate explicit discrimination in pay, and the expansion of higher education and training programs have advanced the employment fortunes of many American women. By the early 1980s, some scholars proclaimed near equity in pay between black and white women, particularly among young and highly skilled workers. More recent policy initiatives and labor market conditions have been arguably less progressive for black women’s employment and earnings: through the 1980s, 1990s, and the first half of the 2000s, the wage gap between black and white women widened considerably. Using data from the Current Population Survey Merged Outgoing Rotation Group (CPS-MORG), this article documents the racial wage gap among women in the United States from 1979 to 2005. We investigate how demographic and labor market conditions influence employment and wage inequality among black and white women over the period. Although shifts in labor supply influence the magnitude of the black-white wage gap among women, structural disadvantages faced by black women help explain the growth in the racial wage gap. PMID:19771940

  16. Hostage (crisis) negotiation: the potential role of negotiator personality, decision-making style, coping style and emotional intelligence on negotiator success.

    Science.gov (United States)

    Grubb, Amy; Brown, Sarah

    2012-01-01

    This article explores the potential role of hostage negotiator characteristics and the impact of psychological constructs on negotiator success. It explores the role of Personality, Decision-Making Style, Coping Style, Cognitive Coping Style and Emotion Regulation and Emotional Intelligence within high stress environments and occupations. The findings suggest that certain individual traits and characteristics may play a role in negotiator success, via the mediation of specific styles, which are conducive to effective crisis negotiation skills. It is proposed that these findings have application within the field of hostage/crisis negotiation in the format of guidance regarding the recruitment and selection of hostage negotiators and the identification of potential training needs within individual negotiators in order to maximize their efficacy within the field. In line with this, it is argued that a psychometric tool that assesses these constructs is developed in order to aid the process of hostage negotiation selection.

  17. Decomposing wage distributions on a large data set - a quantile regression analysis of the gender wage gap

    DEFF Research Database (Denmark)

    Albæk, Karsten; Brink Thomsen, Lars

    This paper presents and implements a procedure that makes it possible to decompose wage distributions on large data sets. We replace bootstrap sampling in the standard Machado-Mata procedure with ‘non-replacement subsampling’, which is more suitable for the linked employer-employee data applied i...... in gender wage differences in the lower part of the wage distribution.......This paper presents and implements a procedure that makes it possible to decompose wage distributions on large data sets. We replace bootstrap sampling in the standard Machado-Mata procedure with ‘non-replacement subsampling’, which is more suitable for the linked employer-employee data applied...... in this paper. Decompositions show that most of the glass ceiling is related to segregation in the form of either composition effects or different returns to males and females. A counterfactual wage distribution without differences in the constant terms (or ‘discrimination’) implies substantial changes...

  18. 5 CFR 532.207 - Time schedule for wage surveys.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Time schedule for wage surveys. 532.207... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.207 Time schedule for wage surveys. (a) Wage... and the collection of wage data by visits to establishments. (c) A wage-change survey shall be made...

  19. 20 CFR 404.1042 - Wages when paid and received.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Wages when paid and received. 404.1042... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1042 Wages when paid and received. (a) In general. Wages are received by an employee at the time they are...

  20. Does graded return-to-work improve sick-listed workers' chance of returning to regular working hours?

    Science.gov (United States)

    Høgelund, Jan; Holm, Anders; McIntosh, James

    2010-01-01

    Using Danish register and survey data, we examine the effect of a national graded return-to-work program on the probability of sick-listed workers returning to regular working hours. During program participation, the sick-listed worker works fewer hours and receives the normal hourly wage for the hours worked and sickness benefit for the hours off work. When the worker's health improves, working hours are increased until the sick-listed worker is able to work regular hours. Taking account of unobserved differences between program participants and non-participants, we find that participation in the program significantly increases the probability of returning to regular working hours. Copyright 2009 Elsevier B.V. All rights reserved.

  1. Wage flexibility in Britain: some micro and macro evidence

    OpenAIRE

    Mark E Schweitzer

    2007-01-01

    This paper uses the British New Earnings Survey (NES) to derive both macro and micro measures of wage rigidities. The data set spans the 1975-2000 period, with wage observations covering approximately 1% of the British workforce. Using this data set, we consider whether wages have become more flexible in recent years. Evidence drawn from macroeconomic wage equation estimates suggests that, while the relationship between wages and unemployment seems to have changed, the responsiveness of wages...

  2. Minimum Wage Laws and the Distribution of Employment.

    Science.gov (United States)

    Lang, Kevin

    The desirability of raising the minimum wage long revolved around just one question: the effect of higher minimum wages on the overall level of employment. An even more critical effect of the minimum wage rests on the composition of employment--who gets the minimum wage job. An examination of employment in eating and drinking establishments…

  3. Patterns of Negotiation

    Science.gov (United States)

    Sood, Suresh; Pattinson, Hugh

    Traditionally, face-to-face negotiations in the real world have not been looked at as a complex systems interaction of actors resulting in a dynamic and potentially emergent system. If indeed negotiations are an outcome of a dynamic interaction of simpler behavior just as with a complex system, we should be able to see the patterns contributing to the complexities of a negotiation under study. This paper and the supporting research sets out to show B2B (business-to-business) negotiations as complex systems of interacting actors exhibiting dynamic and emergent behavior. This paper discusses the exploratory research based on negotiation simulations in which a large number of business students participate as buyers and sellers. The student interactions are captured on video and a purpose built research method attempts to look for patterns of interactions between actors using visualization techniques traditionally reserved to observe the algorithmic complexity of complex systems. Students are videoed negotiating with partners. Each video is tagged according to a recognized classification and coding scheme for negotiations. The classification relates to the phases through which any particular negotiation might pass, such as laughter, aggression, compromise, and so forth — through some 30 possible categories. Were negotiations more or less successful if they progressed through the categories in different ways? Furthermore, does the data depict emergent pathway segments considered to be more or less successful? This focus on emergence within the data provides further strong support for face-to-face (F2F) negotiations to be construed as complex systems.

  4. Body composition and wages.

    Science.gov (United States)

    Wada, Roy; Tekin, Erdal

    2010-07-01

    This paper examines the relationship between body composition and wages in the United States. We develop measures of body composition--body fat (BF) and fat-free mass (FFM)--using data on bioelectrical impedance analysis (BIA) that are available in the National Health and Nutrition Examination Survey III and estimate wage models for respondents in the National Longitudinal Survey of Youth 1979. Previous research uses body size or BMI as measures of obesity despite a growing concern that they do not distinguish between body fat and fat-free body mass or adequately control for non-homogeneity inside the human body. Therefore, measures presented in this paper represent a useful alternative to BMI-based proxies of obesity. Our results indicate that BF is associated with decreased wages for both males and females among whites and blacks. We also present evidence suggesting that FFM is associated with increased wages. We show that these results are not the artifacts of unobserved heterogeneity. Finally, our findings are robust to numerous specification checks and to a large number of alternative BIA prediction equations from which the body composition measures are derived. 2010 Elsevier B.V. All rights reserved.

  5. Inter-Industry Wage Differentials and Job Flows

    NARCIS (Netherlands)

    Krause, M.U.

    2002-01-01

    The paper explores the relationship between job flows and wages in the U.S. manufacturing sector, where wage differentials for seemingly identical workers and job reallocation rates are shown to be negatively correlated across 3-digit industries.High wage industries have the lowest turnover of jobs,

  6. “No, Gender doesn’t make a Difference…?” Studying Negotiations and Gender in Organizations

    Directory of Open Access Journals (Sweden)

    Lotte Bloksgaard

    2012-09-01

    Full Text Available This article focuses on methodological challenges and strategies with regard to studying gender in organizations. Work organizations are often thought, theorized and talked about as gender-neutral arenas and, therefore, gender is often seen as irrelevant and of no importance in modern work-life. There is also often a discrepancy in relation to gender between discourse and practice, which makes it difficult to capture the significance of gender in organizations by the interview method alone. On the basis of two empirical studies, focusing on the significance of gender in negotiations of wage and parental leave in the work place, the article explores some of the challenges and complexities involved when researching gender as a social category of difference, which produces inequalities in organizations. Furthermore, the article demonstrates and discusses how applying and combining different methods and research strategies – for example following specific negotiations to a conclusion - provide insight into the production of gender in discourse and practice at the work place level. Thus, the article argues that reflexivity and methodological plurality are important when studying gender in work organizations.

  7. The Wage Curve in the Nordic Countries

    DEFF Research Database (Denmark)

    Madsen, Erik Strøjer; Albæk, K.; Asplund, R.

    regions in the long run. One explanation put forward for this slow speed of regional wage adjustment is the rather centralized bargaining system on the labour market in the Nordic countries. Wages are set according to the average unemployment rate for the economy as a whole, and differences in regional...... for researchers or civil servants with a deeper interest in labour market problems. The main result from this study is that the wage formation at the regional level is rather inflexible in the short run in all five Nordic countries, with no effect from changes in local unemployment on the local wage level......This report focusses on wage formation in the Nordic countries with a special attention to the effect from changes in local unemployment on the local wage level. The book gives a comprehensive and comparable study of this topic in the five Nordic countries which may be of great value...

  8. BUSINESS NEGOTIATION IN MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Svetlana Trajković

    2014-10-01

    Full Text Available Every day we are faced with some form of negotiation. Negotiation is a means of communication between two or more persons with the aim of achieving an adequate agreement that will be acceptable to both sides. Successful business negotiation in management is used in organizations of all types and sizes, at all organizational levels and in all sectors of business throughout the world. Management shall in all circumstances to plan, organize, lead and control in different ways according to their managerial position as well as the knowledge, abilities and skills that they possessed. Negotiation is an important part of communication which results should contribute to increasing the efficiency of business organizations. Any experienced negotiator in negotiation process has consciously and deliberately, and has a strategy of negotiation. The strategy represents a proactive approach to the negotiations, and the approach aims to influence the course of negotiations.

  9. Entrepreneurship, Job Creation, and Wage Growth

    DEFF Research Database (Denmark)

    Malchow-Møller, Nikolaj; Schjerning, Bertel; Sørensen, Anders

    This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets wh...... are to a large extent low-wage jobs, as they are not found to contribute to the growth in average wages.......This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets...

  10. Entrepreneurship, job creation and wage growth

    DEFF Research Database (Denmark)

    Malchow-Møller, Nikolaj; Schjerning, Bertel; Sørensen, Anders

    2011-01-01

      This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets ...... are to a large extent low-wage jobs, as they are not found to contribute to the growth in average wages.......  This paper analyses the importance of entrepreneurs for job creation and wage growth. Relying on unique data that cover all establishments, firms and individuals in the Danish private sector, we are able to distil a number of different subsets from the total set of new establishments - subsets...

  11. Gender differences in resources and negotiation among highly motivated physician-scientists.

    Science.gov (United States)

    Holliday, Emma; Griffith, Kent A; De Castro, Rochelle; Stewart, Abigail; Ubel, Peter; Jagsi, Reshma

    2015-04-01

    Resources, including space, equipment, funding, personnel, and protected time, are essential in academic medical careers. Negotiation often plays a key role in the distribution of these resources. This study explored gender differences in resources, negotiation behaviors, and negotiation outcomes in a sample of career development awardees. Postal survey of a cohort of 1,708 clinician-researchers with responses from 1,275 (75 % response rate). Researchers who received NIH K08 or K23 awards between 2006 and 2009. We analyzed gender differences in resources, negotiation behaviors, and negotiation outcomes, using regression models adjusted for race, K award type, K award year, degree, academic rank, specialty, and institutional funding. Over one-fifth of respondents reported inadequate access to research space and one-third had asked for increased space or equipment. Perceived adequacy of these physical resources did not differ significantly by gender, but a higher proportion of women reported inadequate access to grants administrators (34.8 %) and statistical support (49.9 %) than men (26.9 %; p = 0.002 and 43.4 %; p = 0.025, respectively). Women were more likely to have asked for reduction in clinical hours (24.1 % vs. 19.3 %; p = 0.02) and to have raised concerns about unfair treatment (50.2 % vs. 38.2 %; p negotiate for increased resources. Gender differences in perceived access to research support personnel exist even in this select cohort of K awardees. Institutions should provide appropriate training in negotiation and ensure adequate and equitable distribution of resources to promote academic success.

  12. Age, wage and productivity in Dutch manufacturing

    NARCIS (Netherlands)

    van Ours, J.C.; Stoeldraijer, L.

    2011-01-01

    Previous empirical studies on the effect of age on productivity and wages find contradicting results. Some studies find that if workers grow older there is an increasing gap between productivity and wages, i.e. wages increase with age while productivity does not or does not increase at the same

  13. The minimum wage in the Czech enterprises

    OpenAIRE

    Eva Lajtkepová

    2010-01-01

    Although the statutory minimum wage is not a new category, in the Czech Republic we encounter the definition and regulation of a minimum wage for the first time in the 1990 amendment to Act No. 65/1965 Coll., the Labour Code. The specific amount of the minimum wage and the conditions of its operation were then subsequently determined by government regulation in February 1991. Since that time, the value of minimum wage has been adjusted fifteenth times (the last increase was in January 2007). ...

  14. Security negotiation

    OpenAIRE

    Mitrović, Miroslav M.; Ivaniš, Željko

    2013-01-01

    Contemporary security challenges, risks and threats represent a resultant of the achieved level of interaction between various entities within the paradigm of global security relations. Asymmetry and nonlinearity are main features of contemporary challenges in the field of global security. Negotiation in the area of security, namely the security negotiation, thus goes beyond just the domain of negotiation in conflicts and takes into consideration particularly asymmetric forms of possible sour...

  15. Wage-productivity gap in OECD economies

    OpenAIRE

    Elgin, Ceyhun; Kuzubas, Tolga Umut

    2013-01-01

    The Walrasian theory of labor market equilibrium predicts that in the absence of any market frictions, workers earn a wage rate equal to their marginal productivity. However, this observation is not supported empirically for various economies. Based on the neoclassical tradition, the ratio of the marginal product of labor to real wages is generally defined as the Pigouvian exploitation rate. In this paper, the authors calculate this specific wage-productivity gap for the manufacturing sector ...

  16. Optimizing Negotiation Conflict in the Cloud Service Negotiation Framework Using Probabilistic Decision Making Model.

    Science.gov (United States)

    Rajavel, Rajkumar; Thangarathinam, Mala

    2015-01-01

    Optimization of negotiation conflict in the cloud service negotiation framework is identified as one of the major challenging issues. This negotiation conflict occurs during the bilateral negotiation process between the participants due to the misperception, aggressive behavior, and uncertain preferences and goals about their opponents. Existing research work focuses on the prerequest context of negotiation conflict optimization by grouping similar negotiation pairs using distance, binary, context-dependent, and fuzzy similarity approaches. For some extent, these approaches can maximize the success rate and minimize the communication overhead among the participants. To further optimize the success rate and communication overhead, the proposed research work introduces a novel probabilistic decision making model for optimizing the negotiation conflict in the long-term negotiation context. This decision model formulates the problem of managing different types of negotiation conflict that occurs during negotiation process as a multistage Markov decision problem. At each stage of negotiation process, the proposed decision model generates the heuristic decision based on the past negotiation state information without causing any break-off among the participants. In addition, this heuristic decision using the stochastic decision tree scenario can maximize the revenue among the participants available in the cloud service negotiation framework.

  17. 17 CFR 256.920 - Salaries and wages.

    Science.gov (United States)

    2010-04-01

    ... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Salaries and wages. 256.920... COMPANY ACT OF 1935 2. Expense § 256.920 Salaries and wages. (a) This account shall include salaries, wages, bonuses and other consideration for services, with the exception of director's fees paid directly...

  18. 41 CFR 50-201.1101 - Minimum wages.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Minimum wages. 50-201... Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 201-GENERAL REGULATIONS § 50-201.1101 Minimum wages. Determinations of prevailing minimum wages or changes therein will be published in the Federal Register by the...

  19. The Dispersion of Employees' Wage Increase and Firm Performance

    DEFF Research Database (Denmark)

    Grund, Christian; Westergård-Nielsen, Niels Chr.

    2008-01-01

    than the dispersion of wage levels. It is reasonable to expect greater dispersion of wage increases to be associated with higher monetary incentives, but also with increased perceptions of unfairness. The authors' analysis of linked employer-employee data from Denmark for the years 1992-97 shows......Previous studies examining intra-firm wage dispersion and firm performance have focused on wage levels. The authors of this study argue that for purposes of comparing wage dispersion's positive incentive effects with its adverse morale effects, the dispersion of wage increases is more revealing...

  20. Successful international negotiations

    International Nuclear Information System (INIS)

    Gerry, G.

    1997-01-01

    These remarks on successful international trade negotiations deal with the following topics: culture and differences in psychology; building friendly relationships and letting both sides appear to win; well written proposals; security of negotiating information; the complexity and length of nuclear negotiations

  1. 42 CFR 413.231 - Adjustment for wages.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 2 2010-10-01 2010-10-01 false Adjustment for wages. 413.231 Section 413.231... Disease (ESRD) Services and Organ Procurement Costs § 413.231 Adjustment for wages. (a) CMS adjusts the labor-related portion of the base rate to account for geographic differences in the area wage levels...

  2. Associations between state minimum wage policy and health care access: a multi-level analysis of the 2004 Behavioral Risk Factor survey.

    Science.gov (United States)

    McCarrier, Kelly P; Martin, Diane P; Ralston, James D; Zimmerman, Frederick J

    2010-05-01

    Minimum wage policies have been advanced as mechanisms to improve the economic conditions of the working poor. Both positive and negative effects of such policies on health care access have been hypothesized, but associations have yet to be thoroughly tested. To examine whether the presence of minimum wage policies in excess of the federal standard of $5.15 per hour was associated with health care access indicators among low-skilled adults of working age, a cross-sectional analysis of 2004 Behavioral Risk Factor Surveillance System data was conducted. Self-reported health insurance status and experience with cost-related barriers to needed medical care were adjusted in multi-level logistic regression models to control for potential confounding at the state, county, and individual levels. State-level wage policy was not found to be associated with insurance status or unmet medical need in the models, providing early evidence that increased minimum wage rates may neither strengthen nor weaken access to care as previously predicted.

  3. Human Capital and Wages in Exporting Firms

    DEFF Research Database (Denmark)

    Munch, Jakob Roland; Skaksen, Jan Rose

    2006-01-01

    This paper studies the link between a firms education level, export performance and wages of its workers. We argue that firms may escape intence competition in international markets by using high skilled workers to differentiate their products. This story is consistent with our empirical results....... Osing a very rich matched worker-firm longitudinal dataset we find that firms with high export intensities pay higher wages. However, an interaction term between export intensity and skill intensity has a positive impact on wages and it absorbs the direct effect of the export intensity. That is, we find...... an export wage premium, but it accrues to workers in firms with high skill intensities.Keywords: Exports, Wages, Human Capital, Rent Sharing, Matched Worker-Firm DataJEL Classification: J30, F10, I20...

  4. Optimizing Negotiation Conflict in the Cloud Service Negotiation Framework Using Probabilistic Decision Making Model

    Directory of Open Access Journals (Sweden)

    Rajkumar Rajavel

    2015-01-01

    Full Text Available Optimization of negotiation conflict in the cloud service negotiation framework is identified as one of the major challenging issues. This negotiation conflict occurs during the bilateral negotiation process between the participants due to the misperception, aggressive behavior, and uncertain preferences and goals about their opponents. Existing research work focuses on the prerequest context of negotiation conflict optimization by grouping similar negotiation pairs using distance, binary, context-dependent, and fuzzy similarity approaches. For some extent, these approaches can maximize the success rate and minimize the communication overhead among the participants. To further optimize the success rate and communication overhead, the proposed research work introduces a novel probabilistic decision making model for optimizing the negotiation conflict in the long-term negotiation context. This decision model formulates the problem of managing different types of negotiation conflict that occurs during negotiation process as a multistage Markov decision problem. At each stage of negotiation process, the proposed decision model generates the heuristic decision based on the past negotiation state information without causing any break-off among the participants. In addition, this heuristic decision using the stochastic decision tree scenario can maximize the revenue among the participants available in the cloud service negotiation framework.

  5. 26 CFR 31.3306(b)-1 - Wages.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Wages. 31.3306(b)-1 Section 31.3306(b)-1... Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(b)-1 Wages. (a) Applicable law and... after 1938 constitutes wages is determined under section 3306(b). Accordingly, only remuneration paid...

  6. Understanding the Minimum Wage: Issues and Answers.

    Science.gov (United States)

    Employment Policies Inst. Foundation, Washington, DC.

    This booklet, which is designed to clarify facts regarding the minimum wage's impact on marketplace economics, contains a total of 31 questions and answers pertaining to the following topics: relationship between minimum wages and poverty; impacts of changes in the minimum wage on welfare reform; and possible effects of changes in the minimum wage…

  7. Special Problems in Securing a Reduction in Working Hours: The Case of Security Workers

    OpenAIRE

    Paul Lundall

    2002-01-01

    The paper considers the complex process of introducing a regime of shorter working hours in the private security sector in South Africa. While the process of reducing the working hours of security workers in 1999 was bold, there is potential for real gains and losses to be derived from the process and this depends on the system and levels of compensation that are negotiated for the period of transition to the new schedules in working hours. A reduction in normal working hours can affect the s...

  8. Negotiation within labor relations

    Directory of Open Access Journals (Sweden)

    Iulia BĂDOI

    2014-06-01

    Full Text Available Negotiation is the process we use in order to obtain things that we want and are controlled by others. Any desire we intend to fulfill, any need that we are obliged to meet is a potential bargaining situations. Between groups and individuals, negotiation occurs naturally, as some have one thing that the other wants and is willing to bargain to get it. More or less we are all involved in negotiations: closing a contract, buying a thing, obtaining sponsorships, collective decision making, conflict resolution, agreement on work plans. Within the field of labor relations, negotiation can occur on the occasion of closing / amending employment contracts or in order to regulate employment or work relations. Moreover, used properly, the negotiation can be an effective tool for solving labor disputes, with benefits for both involved parties. This paper aims to present negotiating principles and steps to follow in planning and preparing negotiations and the negotiating techniques that can lead to a successful negotiation based on a well-developed plan.

  9. Do Some Workers Have Minimum Wage Careers?

    Science.gov (United States)

    Carrington, William J.; Fallick, Bruce C.

    2001-01-01

    Most workers who begin their careers in minimum-wage jobs eventually gain more experience and move on to higher paying jobs. However, more than 8% of workers spend at least half of their first 10 working years in minimum wage jobs. Those more likely to have minimum wage careers are less educated, minorities, women with young children, and those…

  10. Does the Minimum Wage Affect Welfare Caseloads?

    Science.gov (United States)

    Page, Marianne E.; Spetz, Joanne; Millar, Jane

    2005-01-01

    Although minimum wages are advocated as a policy that will help the poor, few studies have examined their effect on poor families. This paper uses variation in minimum wages across states and over time to estimate the impact of minimum wage legislation on welfare caseloads. We find that the elasticity of the welfare caseload with respect to the…

  11. 29 CFR 4.159 - General minimum wage.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true General minimum wage. 4.159 Section 4.159 Labor Office of... General minimum wage. The Act, in section 2(b)(1), provides generally that no contractor or subcontractor... a contract less than the minimum wage specified under section 6(a)(1) of the Fair Labor Standards...

  12. Rural hospital wages

    Science.gov (United States)

    Hendricks, Ann M.

    1989-01-01

    Average fiscal year 1982 wages from 2,302 rural American hospitals were used to test for a gradient descending from hospitals in counties adjacent to metropolitan areas to those not adjacent. Considerable variation in the ratios of adjacent to nonadjacent averages existed. No statistically significant difference was found, however. Of greater importance in explaining relative wages within States were occupational mix, mix of part-time and full-time workers, case mix, presence of medical residencies, and location in a high-rent county within the State. Medicare already adjusts payments for only two of these variables. PMID:10313454

  13. Results-based Rewards - Leveraging Wage Increases?

    DEFF Research Database (Denmark)

    Bregn, Kirsten

    2005-01-01

    A good seven years ago, as a part of a large-scale pay reform, the Danish public sector introduced results-based rewards (RBR), i.e. a pay component awarded for achieving or exceeding targets set in advance. RBR represent a possibility for combining wage-earners interests in higher wages with a g......A good seven years ago, as a part of a large-scale pay reform, the Danish public sector introduced results-based rewards (RBR), i.e. a pay component awarded for achieving or exceeding targets set in advance. RBR represent a possibility for combining wage-earners interests in higher wages...... limited use of RBR, illustrated with examples. The Danish experiences should give food for thought, given that pay systems used by the public sector are currently under transformation in practically all OECD countries....

  14. The Dispersion of Employees' Wage Increases and Firm Performance

    DEFF Research Database (Denmark)

    Grund, Christian; Westergård-Nielsen, Niels Chr.

    does not induce any monetary incentives. Evidence from unique Danish linked employer employee data shows that large dispersion of wage growth within firms is generally connected with low firm performance. The results are mainly driven by white collar rather than blue collar workers.......In this contribution, we examine the interrelation between intra-firm wage increases and firm performance. Previous studies have focused on the dispersion of wages in order to examine for the empirical dominance of positive monetary incentives effects compared to adverse effects due to fairness...... considerations. We argue that the dispersion of wage increases rather than wage levels is a crucial measure for monetary incentives in firms. The larger the dispersion of wage increases the higher the amount of monetary incentives in firms. In contrast, huge wage inequality without any promotion possibilities...

  15. 20 CFR 616.10 - Reuse of employment and wages.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Reuse of employment and wages. 616.10 Section 616.10 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INTERSTATE ARRANGEMENT FOR COMBINING EMPLOYMENT AND WAGES § 616.10 Reuse of employment and wages. Employment and wages...

  16. 26 CFR 31.3401(a)-1 - Wages.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Wages. 31.3401(a)-1 Section 31.3401(a)-1... Income Tax at Source § 31.3401(a)-1 Wages. (a) In general. (1) The term “wages” means all remuneration..., pensions, and retired pay are wages within the meaning of the statute if paid as compensation for services...

  17. Rank Regressions, Wage Distributions and the Gender Gap.

    OpenAIRE

    Fortin, N.M.; Lemieux, T.

    1996-01-01

    In this paper, we model the interactions between the distribution of male and female wages under the assumption that any change in the wage distribution of women must be offset by an opposite change in the wage distribution of men.

  18. On Globalisation, Trade and Wages

    NARCIS (Netherlands)

    Nahuis, R.

    1997-01-01

    Low skilled workers have been facing declining real wages during the 80s in the US, while high skilled workers gained in the same period.This decrease in the relative wage of the low skilled provoked a lively debate on the causes of the observed decline.A lot of academic authors have opposed to the

  19. Manufacturing real wages in Mexico

    Directory of Open Access Journals (Sweden)

    López V Antonia

    2006-01-01

    Full Text Available In this paper we analyse the recent evolution and determinants of real wages in Mexico?s manufacturing sector, using theories based on the assumption of imperfect competition both in the product and in the labour markets, especially wage-bargain theory, insider-outsider and mark-up models. We show evidence that the Mexican labour market does not behave as a traditional competitive market. The proposed explanation for this fact is that some workers benefit from advantages when compared with others, so that they can get a greater share of the proceedings of the productive process. Also, we find that changes in the degree of competition in the market for output influence the behaviour of real wages.

  20. Period Effects, Cohort Effects, and the Narrowing Gender Wage Gap

    Science.gov (United States)

    Campbell, Colin; Pearlman, Jessica

    2015-01-01

    Despite the abundance of sociological research on the gender wage gap, questions remain. In particular, the role of cohorts is under investigated. Using data from the Current Population Survey, we use Age-Period-Cohort analysis to uniquely estimate age, period, and cohort effects on the gender wage gap. The narrowing of the gender wage gap that occurred between 1975 and 2009 is largely due to cohort effects. Since the mid-1990s, the gender wage gap has continued to close absent of period effects. While gains in female wages contributed to declines in the gender wage gap for cohorts born before 1950, for later cohorts the narrowing of the gender wage gap is primarily a result of declines in male wages. PMID:24090861

  1. Wage structure and the incentive effect of promotions

    NARCIS (Netherlands)

    van Herpen, M.; Cools, K.; van Praag, C.M.

    2004-01-01

    This paper studies wage structure characteristics and their consequent incentive effects empirically. Based on personnel records and an employee survey, we provide evidence that wages are attached to jobs and that promotions play a dominant role as a wage determinant. Our findings indicate

  2. 28 CFR 301.204 - Continuation of lost-time wages.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Continuation of lost-time wages. 301.204... ACCIDENT COMPENSATION Lost-Time Wages § 301.204 Continuation of lost-time wages. (a) Once approved, the inmate shall receive lost-time wages until the inmate: (1) Is released; (2) Is transferred to another...

  3. 48 CFR 52.222-16 - Approval of Wage Rates.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 2 2010-10-01 2010-10-01 false Approval of Wage Rates. 52....222-16 Approval of Wage Rates. As prescribed in 22.407(b), insert the following clause: Approval of Wage Rates (FEB 1988) All straight time wage rates, and overtime rates based thereon, for laborers and...

  4. Gender wage differentials in China's urban labour market

    OpenAIRE

    Wang, Meiyan; Cai, Fang

    2006-01-01

    This paper describes and decomposes wage differences between female and male workers. The results indicate that females receive low wages because of unequal pay within sectors, and that the wage gap caused by the difference in sectoral attainment is small. The results also reveal that a lion’s share of the wage differential between females and males is attributable to discrimination rather than to the human capital difference between the genders. Eliminating discriminations against females wi...

  5. Wage policy of medium and large Portuguese firms

    OpenAIRE

    Suleman, F.; Lagoa, S.; Suleman, A.; Pereira, M. L.

    2013-01-01

    The research on wage policies has been triggered by the interest in identifying whether labour market or institutional forces shape wage settings inside firms. This article draws on linked employer-employee data and uses a fuzzy c-means clustering analysis to identify the typical wage policies of medium and large firms in Portugal. Empirical evidence suggests firms are segmented into four clusters that can be labelled according to wage rules as regulated, asymmetric, hierarchical and discreti...

  6. Employees’ Preferences for more or fewer Working Hours. The Effects of Usual, Contractual and Standard Working Time, Family Phase and Household Characteristics, and Job Satisfaction

    OpenAIRE

    Tijdens, K.

    2002-01-01

    This study seeks explanations for working time preferences, using cross-sectional multinomial logits for the 2001/2002 Wage Indicator dataset (N=21,727). As expected, the preferences are predominately influenced by working hours’ characteristics, showing that employees with long hours prefer to work shorter hours and that short-hours workers prefer longer hours. New is the finding that salaried employees indeed want to reduce hours whereas hourly paid employees prefer to work longer hours. In...

  7. An Equilibrium Analysis of the Gender Wage Gap

    DEFF Research Database (Denmark)

    Frederiksen, Elisabeth Hermann

    This paper develops a theory of the gender wage gap. In a general equilibrium model, spouses devide their labor between a formal sector and a home sector. Due to indivisibility effects, productivity of labor in the formal sector is negatively related to labor used in the home; at the same time...... labor inputs are complementary in home production. We show that initial beliefs about the gender wage gap are self-fulfilling, and a central result is multiplicity of equilibria. Spouses allocate their labor equally, if they expect to earn the same wage rates, which ex post reinforces equal wage rates......; whereas they allocate their labor differently, if they expect to earn different wage rates. The latter situation manifests itself in a gender wage gap. By use of numerical examples, we show that welfare is highest when spouses allocate labor equally. We relate this finding to policy recommendations...

  8. Industry wage differentials, rent sharing and gender: three empirical essays

    OpenAIRE

    Tojerow, Ilan

    2008-01-01

    This thesis focuses on the industry wage differentials, rent-sharing and the gender wage gap. I empirically investigate: i) the interaction between inter-industry wage differentials and the gender wage gap in six European countries, ii) how rent sharing interacts with the gender wage gap in the Belgian private sector and iii) the existence of inter-industry wage differentials in Belgium, through the unobserved ability hypothesis.The first chapter is devoted to the analysis of the interaction ...

  9. Human Capital and Wages in Exporting Firms

    DEFF Research Database (Denmark)

    Munch, Jakob Roland; Skaksen, Jan Rose

    This paper studies the link between a firms education level, export performance and wages of its workers. We argue that firms may escape intense competition in international markets by using high skilled workers to differentiate their products. This story is consistent with our empirical results....... Using a very rich matched worker-firm longitudinal dataset we find that firms with high export intensities pay higher wages. However, an interaction term between export intensity and skill intensity has a positive impact on wages and it absorbs the direct effect of the export intensity. That is, we find...... an export wage premium, but it accrues to workers in firms with high skill intensities...

  10. Wage Discrimination in the Reemployment Process.

    Science.gov (United States)

    Mavromaras, Kostas G.; Rudolph, Helmut

    1997-01-01

    Wage discrimination by gender in reemployment was examined by decomposing the wage gap upon reemployment. Results suggest that employers are using discriminatory hiring practices that are less likely to be detected and harder to prove in court. (SK)

  11. Period effects, cohort effects, and the narrowing gender wage gap.

    Science.gov (United States)

    Campbell, Colin; Pearlman, Jessica

    2013-11-01

    Despite the abundance of sociological research on the gender wage gap, questions remain. In particular, the role of cohorts is under investigated. Using data from the Current Population Survey, we use age-period-cohort analysis to uniquely estimate age, period, and cohort effects on the gender wage gap. The narrowing of the gender wage gap that occurred between 1975 and 2009 is largely due to cohort effects. Since the mid-1990s, the gender wage gap has continued to close absent of period effects. While gains in female wages contributed to declines in the gender wage gap for cohorts born before 1950, for later cohorts the narrowing of the gender wage gap is primarily a result of declines in male wages. Copyright © 2013 Elsevier Inc. All rights reserved.

  12. 26 CFR 31.3301-4 - When wages are paid.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false When wages are paid. 31.3301-4 Section 31.3301... Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3301-4 When wages are paid. Wages are paid when actually or constructively paid. Wages are constructively paid when they are credited to the...

  13. 26 CFR 31.3401(a)-2 - Exclusions from wages.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Exclusions from wages. 31.3401(a)-2 Section 31... Collection of Income Tax at Source § 31.3401(a)-2 Exclusions from wages. (a) In general. (1) The term “wages... specifically excepted from wages under section 3401(a). (2) The exception attaches to the remuneration for...

  14. Wage structure and the incentive effects of promotions

    NARCIS (Netherlands)

    van Herpen, M.; Cools, C.; van Praag, M.

    2006-01-01

    This paper studies wage structure characteristics and their incentive effects within one firm. Based on personnel records and an employee survey, we provide evidence that wages are attached to jobs and that promotions play a dominant role as a wage determinant. We furthermore show that a promotion

  15. ADSLANF: A negotiation framework for cloud management systems using a bulk negotiation behavioral learning approach

    OpenAIRE

    RAJAVEL, RAJKUMAR; THANGARATHINAM, MALA

    2017-01-01

    One of the major challenges in cloud computing is the development of a service-level agreement (SLA) negotiation framework using an intelligent third-party broker negotiation strategy. Current frameworks exploit various negotiation strategies using game theoretic, heuristic, and argumentation-based approaches for obtaining optimal negotiation with a better success rate (negotiation commitment). However, these approaches fail to optimize the negotiation round (NR), total negotiatio...

  16. Foreign Ownership Wage Premia in Emerging Economies

    DEFF Research Database (Denmark)

    Eriksson, Tor; Pytlikova, Mariola

    2011-01-01

    In this paper we examine the relationship between wages, labour productivity and ownership using a linked employer-employee dataset covering a large fraction of the Czech labour market in 2006. We distinguish between different origins of ownership and study wage and productivity differences. The ...... capital, the difference in productivity is about twice as large as the wage differential. Overall, results indicate that the international firms share their rents with their employees....

  17. Foreign Ownership Wage Premia in Emerging Economies

    DEFF Research Database (Denmark)

    Eriksson, Tor Viking; Pytlikova, Mariola

    In this paper we examine the relationship between wages, labour productivity and ownership using a linked employer-employee dataset covering a large fraction of the Czech labour market in 2006. We distinguish between different origins of ownership and study wage and productivity differences. The ...... capital, the difference in productivity is about twice as large as the wage differential. The results indicate that the international firms share their rents with their employees....

  18. 20 CFR 404.220 - Average-monthly-wage method.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Average-monthly-wage method. 404.220 Section... INSURANCE (1950- ) Computing Primary Insurance Amounts Average-Monthly-Wage Method of Computing Primary Insurance Amounts § 404.220 Average-monthly-wage method. (a) Who is eligible for this method. You must...

  19. Pharmacists' wages and salaries: The part-time versus full-time dichotomy.

    Science.gov (United States)

    Carvajal, Manuel J; Popovici, Ioana

    2016-01-01

    Recent years have seen significant growth in part-time work among pharmacy personnel. If preferences and outlooks of part-time and full-time workers differ, job-related incentives may not have the same effect on both groups; different management practices may be necessary to cope with rapidly evolving workforces. To compare wage-and-salary responses to the number of hours worked, human-capital stock, and job-related preferences between full-time and part-time pharmacists. The analysis focused on the pharmacist workforce because, unlike other professions, remuneration is fairly linear with respect to the amount of time worked. Data were collected from a self-reported survey of licensed pharmacists in southern Florida (U.S. State). The sample consisted of 979 full-time and 254 part-time respondents. Using ordinary least squares, a model estimated, separately for full-time and part-time pharmacists, annual wage-and-salary earnings as functions of average workweek, human-capital stock, and job-related preferences. Practitioners working less than 36 h/week were driven almost exclusively by pay, whereas practitioners working 36 h or more exhibited a more comprehensive approach to their work experience that included variables beyond monetary remuneration. Managing part-time pharmacists calls for emphasis on wage-and-salary issues. Job-security and gender- and children-related concerns, such as flexibility, should be oriented toward full-time practitioners. Copyright © 2016 Elsevier Inc. All rights reserved.

  20. Teaching the Minimum Wage in Econ 101 in Light of the New Economics of the Minimum Wage.

    Science.gov (United States)

    Krueger, Alan B.

    2001-01-01

    Argues that the recent controversy over the effect of the minimum wage on employment offers an opportunity for teaching introductory economics. Examines eight textbooks to determine topic coverage but finds little consensus. Describes how minimum wage effects should be taught. (RLH)

  1. Optimization of Multiple Related Negotiation through Multi-Negotiation Network

    Science.gov (United States)

    Ren, Fenghui; Zhang, Minjie; Miao, Chunyan; Shen, Zhiqi

    In this paper, a Multi-Negotiation Network (MNN) and a Multi- Negotiation Influence Diagram (MNID) are proposed to optimally handle Multiple Related Negotiations (MRN) in a multi-agent system. Most popular, state-of-the-art approaches perform MRN sequentially. However, a sequential procedure may not optimally execute MRN in terms of maximizing the global outcome, and may even lead to unnecessary losses in some situations. The motivation of this research is to use a MNN to handle MRN concurrently so as to maximize the expected utility of MRN. Firstly, both the joint success rate and the joint utility by considering all related negotiations are dynamically calculated based on a MNN. Secondly, by employing a MNID, an agent's possible decision on each related negotiation is reflected by the value of expected utility. Lastly, through comparing expected utilities between all possible policies to conduct MRN, an optimal policy is generated to optimize the global outcome of MRN. The experimental results indicate that the proposed approach can improve the global outcome of MRN in a successful end scenario, and avoid unnecessary losses in an unsuccessful end scenario.

  2. Cyclicality of Wages and Union Power

    DEFF Research Database (Denmark)

    Morin, Annaïg

    2017-01-01

    This paper examines how trade unions shape the volatility of wages over the business cycle. I present a dynamic stochastic model of the labor market that integrates two main features: search frictions and trade unions. Because of search frictions, each job match yields an economic surplus...... that is shared between the worker and the firm. Therefore, I can decompose the volatility of wages into two components: the volatility of the match surplus and the volatility of the worker share of the surplus. Starting from the unions' objective function, I show that under collective wage bargaining, the worker...... share is endogenous and counter-cyclical. Consequently, when the economy is hit by a shock, the dynamics of the worker share partially counteract the dynamics of the match surplus, and this mechanism delivers endogenous wage rigidity. The model thus offers new insights into two business cycle features...

  3. The Impact of Gender Segregation on Male-Female Wage Differentials

    OpenAIRE

    Amuedo Dorantes, Catalina; De la Rica Goiricelaya, Sara

    2005-01-01

    This paper presents new evidence on the role of gender segregation and pay structure in explaining gender wage differentials of full-time salaried workers in Spain. Data from the 1995 and 2002 Wage Structure Surveys reveal that raw gender wage gaps decreased from 0.24 to 0.14 over the seven-year period. Average differences in the base wage and wage complements decreased from 0.09 to 0.05 and from 0.59 to 0.40, respectively. However, the gender wage gap is still large after accounting for work...

  4. Negotiating Aid

    DEFF Research Database (Denmark)

    Whitfield, Lindsay; Fraser, Alastair

    2011-01-01

    This article presents a new analytical approach to the study of aid negotiations. Building on existing approaches but trying to overcome their limitations, it argues that factors outside of individual negotiations (or the `game' in game-theoretic approaches) significantly affect the preferences...

  5. The Gender Wage Gap in Paid and Self-Employment in Australia

    OpenAIRE

    Kristy Eastough; Paul W. Miller

    2003-01-01

    This paper presents an analysis of the gender wage gap in the highly regulated Australian labour market. It compares wage outcomes in the wage and salary sector with those for the self-employed. Comparisons with the United States are provided. The large gender pay gap in self-employment suggests that the aggregate gender wage differential will not be eliminated solely through wage determination for wage and salary earners. The greater gender wage gap in the self-employed sector may reflect li...

  6. Rigidity of Nominal Wages of Non-Production Workers in Industrial Sector

    Directory of Open Access Journals (Sweden)

    Bambang Sulistiyono

    2016-06-01

    Full Text Available Excess supply of labor leads to low the levels of nominal wages received by workers. The amount of minimum wage rate exceeds the market wage rate. The determination of minimum wage is a factor manifested in the institutional and regulatory Provincial Minimum Wage or a District Minimum Wage. Unfortunately, it has made nominal wages  difficult to drop below the minimum wage level. High or low level of nominal wages are associated with worker productivity. Further, nominal wages are rigid to go down. If they have increased, they can not be dropped in the future even though the company's performance is declined. Knowing that condition, in designing the remuneration system, an employer should pay attention to the rigidity of nominal wages, so that when  company's performance declines, the company will not be interfered because of the wages burden.  Furthermore, unions and government should consider the rigidity impact of nominal wages that go down. Thus, when macroeconomic conditions deteriorate and company's performance drops, the company will not go bankrupt due to high labor costs. If the company goes bankrupt, the workers will loose their jobs as a result of employment termination, while the government will face the unemployment problem. 

  7. The Gender Wage Gap by Education in Italy

    NARCIS (Netherlands)

    Mussida, C.; Picchio, M.

    2012-01-01

    Abstract: This paper studies the gender wage gap by educational attainment in Italy using the 1994–2001 ECHP data. We estimate wage distributions in the presence of covariates and sample selection separately for highly and low educated men and women. Then, we decompose the gender wage gap across all

  8. Efficiency Wages and the Business Cycle

    NARCIS (Netherlands)

    Canton, E.J.F.

    1995-01-01

    This paper presents a simple efficiency wage model to explain the transmission from exogenous productivity shocks to levels of economic activity. Higher real wages and rising unemployment induce workers to increase their effort. The disciplining effect of unemployment on the effort level has an

  9. Workers’ agency and re-working power relations in Cambodia’s garment industry

    NARCIS (Netherlands)

    Arnold, D.

    2013-01-01

    This paper explores Cambodian garment factory workers’ collective voice and ability to negotiate a living wage. Workers’ agency is examined through a case study of a large-scale strike in September 2010 over national minimum wage negotiations, led by two Cambodian trade union federations. Analysis

  10. The Consequences of Indexing the Minimum Wage to Average Wages in the U.S. Economy.

    Science.gov (United States)

    Macpherson, David A.; Even, William E.

    The consequences of indexing the minimum wage to average wages in the U.S. economy were analyzed. The study data were drawn from the 1974-1978 May Current Population Survey (CPS) and the 180 monthly CPS Outgoing Rotation Group files for 1979-1993 (approximate annual sample sizes of 40,000 and 180,000, respectively). The effects of indexing on the…

  11. Labor market reforms and wage inequality in Korea

    DEFF Research Database (Denmark)

    Kim, Hyeon-Kyeong; Skott, Peter

    2016-01-01

    Temporary workers make up a sizeable part of the labor force in many countries and typically receive wages that are significantly lower than their permanent counterparts. This paper uses an efficiency wage model to explain the wage gap between temporary and permanent workers. High......-performing temporary workers may gain promotion to permanent status, and a high wage to permanent workers therefore serves a dual purpose: it affects the effort of both permanent and temporary workers. Applying the model to the Korean experience, we discuss the effects of the labor market reforms in 1998 on inequality....

  12. World championship in negotiation?

    DEFF Research Database (Denmark)

    Smolinski, Remigiusz; Kesting, Peter

    2013-01-01

    for negotiation pedagogy.These benefits include: the high level of student commitment generated by participation in a competition, which enhances the quality of negotiation; the opportunity that the competitions give students to experience authentic cultural diversity; and the networking opportunities......The last decade has seen the emergence of several new negotiation competitions around the world.We think the two major drivers of this development are a general trend toward the increasing internationalization of higher education and a recognition of the specific benefits of competitions...... for students and instructors that the competitions create.This article focuses on the role that negotiation competitions can play in negotiation pedagogy. We first present an overview of the currently most important international negotiation competitions.This is followed by an outline of the specific benefits...

  13. Unemployment in Kenya: Some economic factors affecting wage ...

    African Journals Online (AJOL)

    This article analyses the economic factors affecting wage employment in Kenya, where open unemployment fell from 15 per cent in 1998/1999 to 13 per cent in 2005/2006. As of 2005/2006, wage employment constituted 13 per cent of the total working population, which implies that doubling wage employment will absorb ...

  14. Gender, race & the veteran wage gap.

    Science.gov (United States)

    Vick, Brandon; Fontanella, Gabrielle

    2017-01-01

    This paper analyzes earnings outcomes of Iraq/Afghanistan-era veterans. We utilize the 2009-2013 American Community Survey and a worker-matching methodology to decompose wage differences between veteran and non-veteran workers. Among fully-employed, 25-40 year-olds, veteran workers make 3% less than non-veteran workers. While male veterans make 9% less than non-veterans, female and black veterans experience a wage premium (2% and 7% respectively). Decomposition of the earnings gap identifies some of its sources. Relatively higher rates of disability and lower rates of educational attainment serve to increase the overall wage penalty against veterans. However, veterans work less in low-paying occupations than non-veterans, serving to reduce the wage penalty. Finally, among male and white subgroups, non-veterans earn more in the top quintile due largely to having higher educational attainment and greater representation in higher-paying occupations, such as management. Copyright © 2016 Elsevier Inc. All rights reserved.

  15. Capital-Skill Complementarity and Rigid Relative Wages

    DEFF Research Database (Denmark)

    Rose Skaksen, Jan; Sørensen, Anders

    2004-01-01

    be countercyclical. The labor market is competitivein the United States and therefore relative wages of skilled labor are expected to becountercyclical. We find that the business cycle development of the two economiesis consistent with capital-skill complementarity.Keywords: capital-skill complementarity, relative......The relative demand for skills has increased considerably in many OECD countriesduring recent decades. This development is potentially explained by capital-skillcomplementarity and high growth rates of capital equipment. When productionfunctions are characterized by capital-skill complementarity......, relative wages and employmentof skilled labor are countercyclical because capital equipment is a quasi-fixed factor in the short run. The exact behavior of the two variables depends onrelative wage flexibility. Relative wages are rigid in Denmark, implying that the employmentshare of skills should...

  16. Gender wage gap studies : consistency and decomposition

    OpenAIRE

    Kunze, Astrid

    2006-01-01

    This paper reviews the empirical literature on the gender wage gap, with particular attention given to the identification of the key parameters in human capital wage regression models. This is of great importance in the literature for two main reasons. First, the main explanatory variables in the wage model, i.e., measures of work experience and the time-out-of-work, are endogenous. As a result, applying traditional estimators may lead to inconsistent parameter estimates. Secon...

  17. 24 CFR 574.655 - Wage rates.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 3 2010-04-01 2010-04-01 false Wage rates. 574.655 Section 574.655 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued) OFFICE OF... COMMUNITY FACILITIES HOUSING OPPORTUNITIES FOR PERSONS WITH AIDS Other Federal Requirements § 574.655 Wage...

  18. The Antenarrative of Negotiation

    DEFF Research Database (Denmark)

    Bülow, Anne Marie; Boje, David M.

    2015-01-01

    Within organizations, there are occasions where a contract negotiation is recognizable, e.g. a job offer. However, that situation is already embedded in other structures and negotiations. This article explores the nature of such embeddedness. We extend negotiation theory by adding an analysis...... of argumentation that underlie negotiation. We study a case of New Public Management in a university, as an organization with several layers of decision-makers and distributed responsibility for resource allocation. By examining the dynamic development of antenarrative, we contribute a theory of embeddedness...... that helps to develop strategic ‘bets on the future’ that practitioners can use as a preparation tool before negotiations....

  19. 29 CFR 520.200 - What is the legal authority for payment of wages lower than the minimum wage required by section...

    Science.gov (United States)

    2010-07-01

    ... the minimum wage required by section 6(a) of the Fair Labor Standards Act? 520.200 Section 520.200... lower than the minimum wage required by section 6(a) of the Fair Labor Standards Act? Section 14(a) of..., for the payment of special minimum wage rates to workers employed as messengers, learners (including...

  20. 41 CFR 50-202.2 - Minimum wage in all industries.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Minimum wage in all... Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 202-MINIMUM WAGE DETERMINATIONS Groups of Industries § 50-202.2 Minimum wage in all industries. In all industries, the minimum wage applicable to...

  1. Economic development and wage inequality: A complex system analysis.

    Directory of Open Access Journals (Sweden)

    Angelica Sbardella

    Full Text Available Adapting methods from complex system analysis, this paper analyzes the features of the complex relationship between wage inequality and the development and industrialization of a country. Development is understood as a combination of a monetary index, GDP per capita, and a recently introduced measure of a country's economic complexity: Fitness. Initially the paper looks at wage inequality on a global scale, over the time period 1990-2008. Our empirical results show that globally the movement of wage inequality along with the ongoing industrialization of countries has followed a longitudinally persistent pattern comparable to the one theorized by Kuznets in the fifties: countries with an average level of development suffer the highest levels of wage inequality. Next, the study narrows its focus on wage inequality within the United States. By using data on wages and employment in the approximately 3100 US counties over the time interval 1990-2014, it generalizes the Fitness-Complexity metric for geographic units and industrial sectors, and then investigates wage inequality between NAICS industries. The empirical time and scale dependencies are consistent with a relation between wage inequality and development driven by institutional factors comparing countries, and by change in the structural compositions of sectors in a homogeneous institutional environment, such as the counties of the United States.

  2. Economic development and wage inequality: A complex system analysis.

    Science.gov (United States)

    Sbardella, Angelica; Pugliese, Emanuele; Pietronero, Luciano

    2017-01-01

    Adapting methods from complex system analysis, this paper analyzes the features of the complex relationship between wage inequality and the development and industrialization of a country. Development is understood as a combination of a monetary index, GDP per capita, and a recently introduced measure of a country's economic complexity: Fitness. Initially the paper looks at wage inequality on a global scale, over the time period 1990-2008. Our empirical results show that globally the movement of wage inequality along with the ongoing industrialization of countries has followed a longitudinally persistent pattern comparable to the one theorized by Kuznets in the fifties: countries with an average level of development suffer the highest levels of wage inequality. Next, the study narrows its focus on wage inequality within the United States. By using data on wages and employment in the approximately 3100 US counties over the time interval 1990-2014, it generalizes the Fitness-Complexity metric for geographic units and industrial sectors, and then investigates wage inequality between NAICS industries. The empirical time and scale dependencies are consistent with a relation between wage inequality and development driven by institutional factors comparing countries, and by change in the structural compositions of sectors in a homogeneous institutional environment, such as the counties of the United States.

  3. Does increasing the minimum wage reduce poverty in developing countries?

    OpenAIRE

    Gindling, T. H.

    2014-01-01

    Do minimum wage policies reduce poverty in developing countries? It depends. Raising the minimum wage could increase or decrease poverty, depending on labor market characteristics. Minimum wages target formal sector workers—a minority of workers in most developing countries—many of whom do not live in poor households. Whether raising minimum wages reduces poverty depends not only on whether formal sector workers lose jobs as a result, but also on whether low-wage workers live in poor househol...

  4. Public-Private Employment Choice, Wage Differentials, and Gender in Turkey

    OpenAIRE

    Tansel, Avsit

    2005-01-01

    There is no evidence on the extent of public versus private wage differentials in Turkey. The main objective of this paper is to examine the factors which explain the employment choice and the wage differentials in the public administration, state owned enterprises and the formal private wage sector in Turkey. Selectivity corrected wage equations are estimated for each sector for men and women separately. Oaxaca decomposition of the wage differentials between sectors for men and women are car...

  5. Changes in Wage Inequality in the Czech republic

    DEFF Research Database (Denmark)

    Eriksson, Tor Viking; Pytlikova, Mariola; Warzynski, Frederic

    . Moreover, exploiting the linked employer-employee character of the data set, we document changes in within-firm wage dispersion and between-firm dispersion. We investigate various hypotheses related to transition towards a market economy, increased domestic and international competition, an increasingly......In this paper, we look at the evolution of the change in the wage structure using a linked employer-employee dataset covering a large fraction of the Czech labor market over the period 1998-2006. We find evidence of slightly diminishing gender inequality and increasing returns to human capital...... decentralized wage bargaining and a changing educational composition of the workforce to explain these patterns. We find some support that these factors have contributed to the changes in the Czech wage structure, although the latter is the most strongly associated with the observed changes in wage inequality...

  6. Job-to-Job Transitions, Sorting, and Wage Growth

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

    in the quality of the worker-firm match rather than transitions to better firms. Also, 66% of the variance of wage growth experienced by job movers can be attributed to variance in match quality. Expected match quality growth is higher for higher-skilled occupations and high-educated workers.......In this paper, we measure the contribution of match quality to the wage growth experienced by job movers. Using the Danish matched employer-employee data, we reject the exogenous mobility assumption needed to estimate a standard fixedeffects wage regression. To estimate firm fixed effects, we...... exploit the sub-sample of workers hired from unemployment, for whom the exogenous mobility assumption is not rejected. Then we decompose the mean and the variance of wage growth of jobto-job movers. We find that most of the wage growth experienced by job movers is attributable to an improvement...

  7. 29 CFR 525.13 - Renewal of special minimum wage certificates.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Renewal of special minimum wage certificates. 525.13... minimum wage certificates. (a) Applications may be filed for renewal of special minimum wage certificates.... (c) Workers with disabilities may not continue to be paid special minimum wages after notice that an...

  8. The gender wage gap in developed countries

    OpenAIRE

    Kunze, Astrid

    2017-01-01

    Despite the increased attachment of women to the labour force in nearly all developed countries, a stubborn gender pay gap remains. This chapter provides a review of the economics literature on the gender wage gap, with an emphasis on developed countries. We begin with an overview of the trends in the gender differences in wages and employment rates. We then review methods used to decompose the gender wage gap and the results from such decompositions. We discuss how trends and differences in ...

  9. Employee benefits or wage increase?

    Directory of Open Access Journals (Sweden)

    Jiří Duda

    2011-01-01

    Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.

  10. Complexity in electronic negotiation support systems.

    Science.gov (United States)

    Griessmair, Michele; Strunk, Guido; Vetschera, Rudolf; Koeszegi, Sabine T

    2011-10-01

    It is generally acknowledged that the medium influences the way we communicate and negotiation research directs considerable attention to the impact of different electronic communication modes on the negotiation process and outcomes. Complexity theories offer models and methods that allow the investigation of how pattern and temporal sequences unfold over time in negotiation interactions. By focusing on the dynamic and interactive quality of negotiations as well as the information, choice, and uncertainty contained in the negotiation process, the complexity perspective addresses several issues of central interest in classical negotiation research. In the present study we compare the complexity of the negotiation communication process among synchronous and asynchronous negotiations (IM vs. e-mail) as well as an electronic negotiation support system including a decision support system (DSS). For this purpose, transcripts of 145 negotiations have been coded and analyzed with the Shannon entropy and the grammar complexity. Our results show that negotiating asynchronically via e-mail as well as including a DSS significantly reduces the complexity of the negotiation process. Furthermore, a reduction of the complexity increases the probability of reaching an agreement.

  11. Job Creation and Job Destruction, Worker Reallocation, and Wages.

    OpenAIRE

    Belzil, Christian

    2000-01-01

    Using Danish firm (workplace) data on employment reallocation merged with individual records, the effects of job creation/destruction and worker reallocation on wages are estimated using fixed effects techniques. After controlling for business cycle fluctuations, job creation is found to increase male wages. The effect of net job creation seems present at all phases of the business cycle. Entry wages as well as wages of low tenure workers appear much more sensitive to idiosyncratic job creati...

  12. Perceived Wages and the Gender Gap in STEM Fields

    OpenAIRE

    Osikominu, Aderonke; Pfeifer, Gregor

    2018-01-01

    We estimate gender differences in elicited wage expectations among German Uni- versity students applying for STEM and non-STEM fields. Descriptively, women expect to earn less than men and also have lower expectations about wages of average graduates across different fields. Using a two-step estimation procedure accounting for self-selection, we find that the gender gap in own expected wages can be explained to the extent of 54-69% by wage expectations for average graduates across different f...

  13. Occupational Experience, Mobility, and Wages

    DEFF Research Database (Denmark)

    Groes, Fane

    In this paper we present how occupational tenure relates to wage growth and occupational mobility in Danish data. We show that the Danish data produces qualitatively similar results as found in U.S. data with respect to an increase in average wages when experience in an occupation increases. In a...... also is true for workers switching occupation and rm. After ve years of experience in an occupation the average probability of switching any type of occupation, including occupation and rm switches, has fallen from 25% to 12%........ In a sample of full time private employed, the first five years of experience in an occupation increases average wages with 8% to 15%, conditional on rm and industry tenure. We further show that the probability of switching occupation declines with experience in the occupation and that the declining hazard...

  14. Workplace Education for Low-Wage Workers.

    Science.gov (United States)

    Ahlstrand, Amanda L.; Bassi, Laurie J.; McMurrer, Daniel P.

    The training being provided to low-wage workers, factors affecting the availability and effectiveness of such training, and training outcomes were examined. The major research activities were as follows: (1) identification of 192 employers that invested most heavily in training for low-wage workers; (2) telephone interviews with 40 of the 192…

  15. Residential Location, Job Location, and Wages: Theory and Empirics

    DEFF Research Database (Denmark)

    Vejlin, Rune Majlund

    -to-job transition without changing workplace location. However, workers making a job-to-job transition which makes the workplace location closer to the residence experiences a wage drop. Furthermore, low wage workers and workers with high transportation costs are more likely to make job-to-job transitions, but also......I develop a stylized partial on-the-job equilibrium search model which incorporate a spatial dimension. Workers reside on a circle and can move at a cost. Each point on the circle has a wage distribution. Implications about wages and job mobility are drawn from the model and tested on Danish...... matched employer-employee data. The model predictions hold true. I find that workers working farther away from their residence earn higher wages. When a worker is making a job-to-job transition where he changes workplace location he experiences a higher wage change than a worker making a job...

  16. How Credible Are Shrinking Wage Elasticities of Married Women Labour Supply?

    Directory of Open Access Journals (Sweden)

    Duo Qin

    2015-12-01

    Full Text Available This paper delves into the well-known phenomenon of shrinking wage elasticities for married women in the US over recent decades. The results of a novel model experimental approach via sample data ordering unveil considerable heterogeneity across different wage groups. Yet, surprisingly constant wage elasticity estimates are maintained within certain wage groups over time. In addition to those constant wage elasticity estimates, we find that the composition of working women into different wage groups has changed considerably, resulting in shrinking wage elasticity estimates at the aggregate level. These findings would be impossible to obtain had we not dismantled and discarded the instrumental variable estimation route.

  17. WP RR 15 - Employees' preferences for more or fewer working hours: The effects of usual, contractual and standard working time, family phase and household characteristics and job satisfaction

    OpenAIRE

    Kea Tijdens

    2002-01-01

    This study seeks explanations for working time preferences, using cross-sectional multinomial logits for the 2001/2002 Wage Indicator dataset (N=21,727). As expected, the preferences are predominately influenced by working hours’ characteristics, showing that employees with long hours prefer to work shorter hours and that short-hours workers prefer longer hours. New is the finding that salaried employees indeed want to reduce hours whereas hourly paid employees prefer to work longer hours. In...

  18. Low-Wage Work in Denmark

    DEFF Research Database (Denmark)

    Westergård-Nielsen, Niels Chr.

    2008-01-01

    not stay in low-wage jobs for long. Many go on to higher paying jobs, while a significant minority ends up relying temporarily on income support and benefits sustained by one of the highest tax rates in the world.  Low-Wage Work in Denmark provides an insightful look at the particularities of the Danish...... labor market and the lessons it holds for both the United States and the rest of Europe....

  19. The Gender Wage Gap and Sample Selection via Risk Attitudes

    OpenAIRE

    Jung , Seeun

    2014-01-01

    This paper investigates a new way to estimate the gender wage gap with the introduction of individual risk attitudes using representative Korean data. We es- timate the wage gap with correction for the selection bias, which latter results in the overestimation of this wage gap. Female workers are more risk averse. They hence prefer working in the public sector, where wages are generally lower than in the private sector. It goes on to explain the reduced gender wage gap by develop- ing an appr...

  20. Interdependence in negotiation : Effects of exit options and social motive on distributive and integrative negotiation

    NARCIS (Netherlands)

    Giebels, E.; de Dreu, C.K W; Van de Vliert, E.

    2000-01-01

    This study extends past research on the impact of alternatives in dyadic negotiation by (a) providing negotiators with the mere possibility to negotiate with an outside party and (b) examining the moderating role of the negotiators' social motive. Business students engaged in face-to-face

  1. Economic development and wage inequality: A complex system analysis

    Science.gov (United States)

    Pugliese, Emanuele; Pietronero, Luciano

    2017-01-01

    Adapting methods from complex system analysis, this paper analyzes the features of the complex relationship between wage inequality and the development and industrialization of a country. Development is understood as a combination of a monetary index, GDP per capita, and a recently introduced measure of a country’s economic complexity: Fitness. Initially the paper looks at wage inequality on a global scale, over the time period 1990–2008. Our empirical results show that globally the movement of wage inequality along with the ongoing industrialization of countries has followed a longitudinally persistent pattern comparable to the one theorized by Kuznets in the fifties: countries with an average level of development suffer the highest levels of wage inequality. Next, the study narrows its focus on wage inequality within the United States. By using data on wages and employment in the approximately 3100 US counties over the time interval 1990–2014, it generalizes the Fitness-Complexity metric for geographic units and industrial sectors, and then investigates wage inequality between NAICS industries. The empirical time and scale dependencies are consistent with a relation between wage inequality and development driven by institutional factors comparing countries, and by change in the structural compositions of sectors in a homogeneous institutional environment, such as the counties of the United States. PMID:28926577

  2. Employer Sanctions and the Wages of Mexican Immigrants

    Directory of Open Access Journals (Sweden)

    Peter Brownell

    2017-07-01

    Full Text Available Wage differences between authorized and unauthorized Mexican immigrants can be explained by human capital factors prior to the 1986 passage of employer sanctions, which prohibited knowingly hiring unauthorized aliens. However, a significant post-1986 wage differential has been interpreted as employers “passing along” expected costs of sanctions through lower wages for unauthorized immigrants. I test this explanation using administrative data on employer sanctions enforcement, finding employer sanctions enforcement levels are related to Mexican immigrants’ wages but have no statistically significant differential effect based on legal status. Estimated savings to employers due to the pay gap are orders of magnitude larger than actual fines.

  3. Job-to-job Transitions, Sorting, and Wage Growth

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

    unemployment, for whom the exogenous mobility assumption is not rejected, to estimate firm fixed effects. We then decompose the variance of wage growth of all job movers. We find that 66% of the variance of wage growth experienced by job movers can be attributed to variance in match quality. Expected match......We measure the contribution of match quality to the wage growth experienced by job movers. We reject the exogenous mobility assumption needed to estimate a standard fixed-effects wage regression in the Danish matched employer-employee data. We exploit the sub-sample of workers hired from...... quality growth is higher for higher-skilled occupations....

  4. 26 CFR 31.3402(e)-1 - Included and excluded wages.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Included and excluded wages. 31.3402(e)-1... SOURCE Collection of Income Tax at Source § 31.3402(e)-1 Included and excluded wages. (a) If a portion of... not more than 31 consecutive days constitutes wages, and the remainder does not constitute wages, all...

  5. Negotiation and management

    OpenAIRE

    Ademi, Nermin

    2010-01-01

    Negotiations are a means of how to solve conflicts and differences through direct communication. It is a structured process through which parties overcome their differences and conflicts trying to reach an agreement about which solution will be acceptable to all. The basic meaning of negotiations is to obtain what you want from others. In this work the principal aspects of negotiations are being discussed, as one of the key business processes and an essential source of competitive advanta...

  6. Work Hours Offer in Colombia: an Approach to its Determinants, 2012

    Directory of Open Access Journals (Sweden)

    Andrés Eduardo Rangel Jiménez

    2016-02-01

    Full Text Available When participating in the job market, an individual must determine the amount of work hours to offer, a situation illustrated by economic theory through the income and substitution effects. This paper reports the results of the econometric estimation of a three-stage model of the hours of individual work for Colombia, based on the 2012 Quality of Life Survey. In the first stage, a model of the probability of being employed is made; then, a Mincer Equation corrected by selection bias is estimated and, finally, an equation of work hours is estimated using the Tobit model, in terms of wages predicted to correct endogeneity. Results show that the substitution effect takes precedence over the income effect; that age (up to a threshold, being head of household, having children under five years of age, being married or living in a common-law marriage and, finally, having a written employment contract, have a positive effect on the number of hours offered; on the other hand, unearned income has a negative effect on the number of hours offered.

  7. Mental Health Insurance Parity and Provider Wages.

    Science.gov (United States)

    Golberstein, Ezra; Busch, Susan H

    2017-06-01

    Policymakers frequently mandate that employers or insurers provide insurance benefits deemed to be critical to individuals' well-being. However, in the presence of private market imperfections, mandates that increase demand for a service can lead to price increases for that service, without necessarily affecting the quantity being supplied. We test this idea empirically by looking at mental health parity mandates. This study evaluated whether implementation of parity laws was associated with changes in mental health provider wages. Quasi-experimental analysis of average wages by state and year for six mental health care-related occupations were considered: Clinical, Counseling, and School Psychologists; Substance Abuse and Behavioral Disorder Counselors; Marriage and Family Therapists; Mental Health Counselors; Mental Health and Substance Abuse Social Workers; and Psychiatrists. Data from 1999-2013 were used to estimate the association between the implementation of state mental health parity laws and the Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act and average mental health provider wages. Mental health parity laws were associated with a significant increase in mental health care provider wages controlling for changes in mental health provider wages in states not exposed to parity (3.5 percent [95% CI: 0.3%, 6.6%]; pwages. Health insurance benefit expansions may lead to increased prices for health services when the private market that supplies the service is imperfect or constrained. In the context of mental health parity, this work suggests that part of the value of expanding insurance benefits for mental health coverage was captured by providers. Given historically low wage levels of mental health providers, this increase may be a first step in bringing mental health provider wages in line with parallel health professions, potentially reducing turnover rates and improving treatment quality.

  8. The minimum wage in the Czech enterprises

    Directory of Open Access Journals (Sweden)

    Eva Lajtkepová

    2010-01-01

    Full Text Available Although the statutory minimum wage is not a new category, in the Czech Republic we encounter the definition and regulation of a minimum wage for the first time in the 1990 amendment to Act No. 65/1965 Coll., the Labour Code. The specific amount of the minimum wage and the conditions of its operation were then subsequently determined by government regulation in February 1991. Since that time, the value of minimum wage has been adjusted fifteenth times (the last increase was in January 2007. The aim of this article is to present selected results of two researches of acceptance of the statutory minimum wage by Czech enterprises. The first research makes use of the data collected by questionnaire research in 83 small and medium-sized enterprises in the South Moravia Region in 2005, the second one the data of 116 enterprises in the entire Czech Republic (in 2007. The data have been processed by means of the standard methods of descriptive statistics and of the appropriate methods of the statistical analyses (Spearman correlation coefficient of sequential correlation, Kendall coefficient, χ2 - independence test, Kruskal-Wallis test, and others.

  9. An Empirical Analysis of the Relationship between Minimum Wage ...

    African Journals Online (AJOL)

    An Empirical Analysis of the Relationship between Minimum Wage, Investment and Economic Growth in Ghana. ... In addition, the ratio of public investment to tax revenue must increase as minimum wage increases since such complementary changes are more likely to lead to economic growth. Keywords: minimum wage ...

  10. 20 CFR 404.221 - Computing your average monthly wage.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Computing your average monthly wage. 404.221... DISABILITY INSURANCE (1950- ) Computing Primary Insurance Amounts Average-Monthly-Wage Method of Computing Primary Insurance Amounts § 404.221 Computing your average monthly wage. (a) General. Under the average...

  11. Effort and the Cycle : Cyclical Implications of Efficiency Wages

    NARCIS (Netherlands)

    Uhlig, H.F.H.V.S.; Xu, Y.

    1996-01-01

    A number of authors have proposed theories of efficiency wages to explain the behaviour of aggregate labor markets. According to these theories, firms do not adjust wages downwards despite available unemployed job seekers, because lower wages would induce hired workers to shirk more often, which in

  12. Dynamics of wages in the region and the problem of measurement of wages in the context of economic instability

    Directory of Open Access Journals (Sweden)

    S. S. Gordeev

    2010-12-01

    Full Text Available The paper deals with the analysis of current state and basic tendencies in the dynamics of wages. The authors consider the basic contradictions in the context of establishment of the market institution of wages in the subjects of the Russian Federation. The dynamics of wages is appraised on the basis of the tax accounting of the regions. This approach, according to the authors, allows reflecting the current processes in the sphere of remuneration of labor in the context of economic instability more objectively.

  13. Dimensions of the Wage-Unemployment Relationship in the Nordic Countries

    DEFF Research Database (Denmark)

    Albæk, Karsten; Asplund, Rita; Blomskog, Stig

    1999-01-01

    This paper analyses wage formation in the Nordic countries at the regional level by the use of micro-data. Our results deviate systematically from the main conclusions drawn by Blanchflower and Oswald (1994). We find no stable negative relation between wages and unemployment across regions...... in the Nordic labor markets once regional fixed effects are accounted for. Wage formation at the regional level is characterized by considerable persistence, but unemployment exerts no immediate influence on wages at the regional level. There is no evidence of a wage curve, nor of a Phillips curve...

  14. A Multi-Agent Environment for Negotiation

    Science.gov (United States)

    Hindriks, Koen V.; Jonker, Catholijn M.; Tykhonov, Dmytro

    In this chapter we introduce the System for Analysis of Multi-Issue Negotiation (SAMIN). SAMIN offers a negotiation environment that supports and facilitates the setup of various negotiation setups. The environment has been designed to analyse negotiation processes between human negotiators, between human and software agents, and between software agents. It offers a range of different agents, different domains, and other options useful to define a negotiation setup. The environment has been used to test and evaluate a range of negotiation strategies in various domains playing against other negotiating agents as well as humans. We discuss some of the results obtained by means of these experiments.

  15. The influence of work organizations on the generation and change of wage inequality: How firms shape the gender wage gap and influence wage and bonus inequality in Germany between 1995 and 2010

    OpenAIRE

    Schweiker, Michael

    2017-01-01

    One of the most important resources determining chances in life is the amount of income an individual has at its disposal. For most people in contemporary societies wages make up the majority of their overall income and are therefore a key dimension of social inequality. This phenomenon attracted scholarly interest before the recent debates about widening wage inequality in many industrialized societies and represents a core topic in sociology and economics. Wages are the result of employ...

  16. Minimum Wages and Workers' "Motivation": An approach using an economic experiment (Japanese)

    OpenAIRE

    MORI Tomoharu

    2013-01-01

    This paper investigates the effect of minimum wages on workers' effort levels (motivation) using an economic experiment conducted in a laboratory. Under the gift-exchange theory, if firms pay higher wages, workers exert more effort. Vice versa, if firms pay lower wages, workers exert less effort. Minimum wages affect the judgment as to whether the wages being paid are high or low. In general, wages near the minimum appear unattractive. However, it is possible that the same level of wage will ...

  17. Wages of Czech Employees at the Beginning of the 3rd Millennium and the Impact of Economic Crisis on Wage and Income Development According to the Educational Attainment

    Directory of Open Access Journals (Sweden)

    Diana Bílková

    2013-06-01

    Full Text Available Th e paper deals with the development of wage distribution by the educational attainment in the Czech Republicin the years 2003–2010, examining forty wage distributions as the object of research and the grossmonthly wage in CZK as the research variable. It analyses the development of the wage distribution in timeand the gross monthly wage in relation to the level of educational attainment. It also pursues the developmentof a minimum wage in the monitored period. Th e author gives special attention to the lowest guaranteed wagelevels classifi ed according to wage classes and work capability assessment, comparing the minimum wage tothat of subsistence. Th e forecasts of future wage distribution are an integral component of the research, the fi -nancial standing of Czech households being evaluated in an international context within the European Union

  18. The Wage Gap and Comparable Worth.

    Science.gov (United States)

    Smith, James P.

    The typical working woman is thought to make 60% of a man's wage, despite increased job skills. Facts prove this perception incorrect. Lack of progress is an artifact of changing labor market characteristics associated with the rapid growth in the numbers of women in the labor market. Low skills, low wage female entrants tend to hold down the…

  19. Comparing Efficacy of Online and In-person Versions of a Training on U.S. Federal Wage and Hour, Child Labor Laws and Hazardous Occupations Orders for Secondary School Professionals

    Directory of Open Access Journals (Sweden)

    Derek G. Shendell

    2016-04-01

    Full Text Available Background: The New Jersey Safe Schools Program (NJSS offers courses required for secondary school vocational-career-technical education teachers to become school-sponsored structured learning experience supervisors. The Federal Wage and Hour and Child Labor Laws, Regulations and Hazardous Order Course (FWH was originally conducted in-person by U.S. Department of Labor-Wage and Hour Division from 2005-summer 2013, at which time NJSS began conducting this course in-person (October 2013-April 2015. Beginning March 2015, this course was conducted online; beta-/pilot tests were conducted winter 2014-15. Starting in May 2015, this course was offered exclusively online. This paper analyzes data from the in-person and online versions of the FWH, including overall course evaluation data comparing two versions with similar questions/constructs.Methods: NJSS modifications to FWH included adding information regarding the Fair Labor Standards Act’s Section 14(c and supplemental case studies. The online version included information/resources provided during the in-person training plus assessments to supplement each module; the online version was split into modules to allow participants scheduling flexibility. Participants were allowed multiple possible attempts to achieve a minimum passing grade of 70%, excluding two ungraded activities (crossword puzzles simply completed. Descriptive statistics evaluated user satisfaction with the online compared to the in-person version of FWH, and performance on aforementioned online assessments replacing in-person discussions/interactions.Results: Between October 2013-April 2015, 160 participants completed the training in-person; 156 had complete data. Between April-November 2015, 78 participants completed the training online; 74 participants had complete data. Other enrolled participants were in progress (not done as of 12/23/2015. Overall satisfaction was similarly high for in-person and online versions of FWH; over

  20. Negotiation skills for clinical research professionals

    Directory of Open Access Journals (Sweden)

    Sanjay Hake

    2011-01-01

    Full Text Available Negotiation as a skill is a key requirement for each and every job profile where dealing with multiple parties is involved. The important focus while negotiating should be on the interest then position. Key to every successful negotiation is advance planning, preparation, and patience as the objective is to create value and establish the terms on which parties with differing and often conflicting aims will co-operate. While preparing one should collect facts, know priorities, principles, identify common ground, decide on walk-away position, and try and identify the next best alternative. Negotiation is a set of skills that can be learned and practiced so that your ability to utilize relationship, knowledge, money, power, time, and personality to negotiate improves with each negotiation. In a successful negotiation, all parties win. Important thing to note is that not every negotiation involves money. Anytime you want something from someone else and anytime someone wants something from you, you are negotiating. Everything is negotiable and every day you negotiate with customers, suppliers, colleagues, your wife, and even your children. Negotiation is a game, and like any game it has its rules and tactics. Clinical Research professionals deal with various parties for different purposes at the same time; hence, they require excellent negotiation skills. Project Mangers and Clinical Research Associates are the two most important roles in clinical research industry who require negotiation skills as they deal with various internal and external customers and vendors.

  1. Negotiation skills for clinical research professionals

    Science.gov (United States)

    Hake, Sanjay; Shah, Tapankumar

    2011-01-01

    Negotiation as a skill is a key requirement for each and every job profile where dealing with multiple parties is involved. The important focus while negotiating should be on the interest then position. Key to every successful negotiation is advance planning, preparation, and patience as the objective is to create value and establish the terms on which parties with differing and often conflicting aims will co-operate. While preparing one should collect facts, know priorities, principles, identify common ground, decide on walk-away position, and try and identify the next best alternative. Negotiation is a set of skills that can be learned and practiced so that your ability to utilize relationship, knowledge, money, power, time, and personality to negotiate improves with each negotiation. In a successful negotiation, all parties win. Important thing to note is that not every negotiation involves money. Anytime you want something from someone else and anytime someone wants something from you, you are negotiating. Everything is negotiable and every day you negotiate with customers, suppliers, colleagues, your wife, and even your children. Negotiation is a game, and like any game it has its rules and tactics. Clinical Research professionals deal with various parties for different purposes at the same time; hence, they require excellent negotiation skills. Project Mangers and Clinical Research Associates are the two most important roles in clinical research industry who require negotiation skills as they deal with various internal and external customers and vendors. PMID:21897886

  2. Worker and Firm Heterogeneity in Wage Growth: An AKM approach

    DEFF Research Database (Denmark)

    Sørensen, Kenneth Lykke; Vejlin, Rune Majlund

    This paper estimates a wage growth equation containing human capital variables known from the traditional Mincerian wage equation with year, worker and firm fixed effects included as well. The paper thus contributes further to the large empirical literature on unobserved heterogeneity following...... the work of Abowd, Kramarz, and Margolis (1999). Our main contribution is to extend the analysis from wage levels to wage growth. The specification enables us to estimate the individual specific and firm specific fixed effects and their degree of explanation on wage growth. The analysis is conducted using...... are estimated to explain four to ten per cent. We furthermore find a negative correlation between the worker and firm effects, as do nearly all authors examining wage level equations....

  3. Negotiation Skill Development Exercise

    Science.gov (United States)

    Benson, Gregory E.; Chau, Ngan N.

    2017-01-01

    Conflict occurs naturally in all marketing related activities. When such conflict is handled well through proper negotiation, it helps solve problems and build stronger, deeper relationships between the negotiating parties. Nevertheless, many students feel uneasy about negotiating, yet they know it is a crucial skill that needs to be developed.…

  4. 26 CFR 509.113 - Government wages, salaries, and pensions.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 19 2010-04-01 2010-04-01 false Government wages, salaries, and pensions. 509...) REGULATIONS UNDER TAX CONVENTIONS SWITZERLAND General Income Tax § 509.113 Government wages, salaries, and pensions. (a) General. Under Article XI of the convention any wage, salary, or similar compensation, or any...

  5. Does Effeciency Wage Hypothesis Hold in Tanzanian Labour Market?

    African Journals Online (AJOL)

    some characteristics self-select into payment schemes that have efficiency wage aspects. ... decision to pay for more wages might be correlated with firm specific ... affected both the wage policy and productivity aspects of manufacturing firms. ..... consider constant returns to scale for a Cobb-Douglas production function with ...

  6. 48 CFR 22.404-1 - Types of wage determinations.

    Science.gov (United States)

    2010-10-01

    ... Involving Construction 22.404-1 Types of wage determinations. (a) General wage determinations. (1) A general... in the “Archived DB WD” database on WDOL for information purposes only. Contracting officers may not... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Types of wage...

  7. Estimating wage equations for Hungarian higher-education graduates

    OpenAIRE

    Galasi, Peter

    2003-01-01

    The paper investigates the wage determination of Hungarian highereducation graduates with using two samples of Hungarian careerbeginners, applying IV techniques and the multiple indicator solution so as to diminish potential estimation biases due to endogeneity of independent variables (especially the education variable) and the simultaneity of wages and working time. The results show that university education yields considerable wage premium as compared to college education, and that the ret...

  8. The impact of the UK National Minimum Wage on mental health

    Directory of Open Access Journals (Sweden)

    Christoph Kronenberg

    2017-12-01

    Full Text Available Despite an emerging literature, there is still sparse and mixed evidence on the wider societal benefits of Minimum Wage policies, including their effects on mental health. Furthermore, causal evidence on the relationship between earnings and mental health is limited. We focus on low-wage earners, who are at higher risk of psychological distress, and exploit the quasi-experiment provided by the introduction of the UK National Minimum Wage (NMW to identify the causal impact of wage increases on mental health. We employ difference-in-differences models and find that the introduction of the UK NMW had no effect on mental health. Our estimates do not appear to support earlier findings which indicate that minimum wages affect mental health of low-wage earners. A series of robustness checks accounting for measurement error, as well as treatment and control group composition, confirm our main results. Overall, our findings suggest that policies aimed at improving the mental health of low-wage earners should either consider the non-wage characteristics of employment or potentially larger wage increases.

  9. The impact of the UK National Minimum Wage on mental health.

    Science.gov (United States)

    Kronenberg, Christoph; Jacobs, Rowena; Zucchelli, Eugenio

    2017-12-01

    Despite an emerging literature, there is still sparse and mixed evidence on the wider societal benefits of Minimum Wage policies, including their effects on mental health. Furthermore, causal evidence on the relationship between earnings and mental health is limited. We focus on low-wage earners, who are at higher risk of psychological distress, and exploit the quasi-experiment provided by the introduction of the UK National Minimum Wage (NMW) to identify the causal impact of wage increases on mental health. We employ difference-in-differences models and find that the introduction of the UK NMW had no effect on mental health. Our estimates do not appear to support earlier findings which indicate that minimum wages affect mental health of low-wage earners. A series of robustness checks accounting for measurement error, as well as treatment and control group composition, confirm our main results. Overall, our findings suggest that policies aimed at improving the mental health of low-wage earners should either consider the non-wage characteristics of employment or potentially larger wage increases.

  10. Core competencies for natural resource negotiation

    Science.gov (United States)

    Gillette, S.C.; Lamb, B.L.

    2005-01-01

    Natural resource negotiation often involves multiple parties with overlapping interests and issues that can provide opportunities for mutually beneficial solutions. These opportunities can be missed, however, if negotiators are unable to comprehend the facts of a negotiation, understand the interests of other parties, or accurately evaluate the options that increase the size of the negotiation pie. Through structured personal interviews with more than 60 representatives from seven different hydropower negotiations, respondents identified core competencies that help negotiators succeed at accurately comprehending the facts of a negotiation, comprehending the interests of other parties, and fully understanding the available options and alternatives. We categorized those core competencies into three dimensions of negotiation - interpersonal, organizational, and operational.

  11. The Incidence of the Corporate Income Tax on Wages: Evidence from Canadian Provinces

    Directory of Open Access Journals (Sweden)

    Kenneth J. McKenzie

    2017-04-01

    , and find that a substantial amount of the burden of the CIT falls on workers. However, a recent study by Clausing (2013 using OECD data casts some doubt on the relevance of the indirect channel and the empirical results of some of the above studies. Another strand of research has focused on an alternative channel whereby the CIT affects wages directly. In these models, firms earn economic rents due to imperfect competition and/or other market frictions. Firms and workers bargain over these rents, allowing workers to earn a premium over the value of their marginal product. If firms earn economic rents and bargain with workers over their distribution, then an increase in the corporate tax can affect wages directly by lowering the rents available for distribution. Again, the theoretical results can be sensitive to various modelling assumptions and the emphasis has been on empirically identifying the so-called direct effect. Studies in this vein include Felix and Hines (2009 for the U.S., Dwenger et al., (2011 and Fuest et al., (2015 for Germany and Arulampalam et al., (2012 for a cross-section of European countries. They tend to find some empirical support for the direct transmission mechanism, though estimates of the size of the effect vary. In this paper, we undertake one of the few empirical investigations of the incidence of the CIT on wages using Canadian data. We focus on the indirect transmission mechanism of corporate taxes on wages. To this end, we estimate wage and capital/labour ratio equations simultaneously, using a panel of provincial data from 1981 to 2014. In our most preferred specification, we estimate that the elasticity of the real hourly wage rate with respect to the statutory CIT rate at the provincial level is -0.107; thus, a one per cent increase in the provincial corporate income tax rate is associated with a 0.107 per cent reduction in the real hourly wage rate. A common approach to assessing the impact of an increase in the CIT on wages is to

  12. Employment Duration and Resistance to Wage Reductions : Experimental Evidence

    NARCIS (Netherlands)

    Burda, M.; Güth, W.; Kirchsteiger, G.; Uhlig, H.F.H.V.S.

    1998-01-01

    One of the long-standing puzzles in economics is why wages do not fall sufficiently in recessions so as to avoid increases in unemployment. Put differently, if the competitive market wage declines, why don't employers simply force their employees to accept lower wages as well? As an alternative to

  13. Marriage markets as explanation for why heavier people work more hours

    Directory of Open Access Journals (Sweden)

    Shoshana Grossbard

    2017-09-01

    Full Text Available Abstract Is BMI related to hours of work through marriage market mechanisms? We empirically explore this issue using data from the NLSY79 and NLSY97 and a number of estimation strategies (including OLS, IV, and sibling FE. Our IV estimates (with same-sex sibling’s BMI as an instrument and a large set of controls including wage suggest that a one-unit increase in BMI leads to an almost 2% increase in White married women’s hours of work. However, BMI is not associated with hours of work of married men. We also find that a one-unit increase in BMI leads to a 1.4% increase in White single women’s hours of work, suggesting that single women may expect future in-marriage transfers that vary by body weight. We show that the positive association between BMI and hours of work of White single women increases with self-assessed probability of future marriage and varies with expected cumulative spousal income. Comparisons between the association between BMI and hours of work for White and Black married women suggest a possible racial gap in intra-marriage transfers from husbands to wives.

  14. Meeting competition through negotiated pricing

    International Nuclear Information System (INIS)

    Keith, D.M.; Raper, J.W.

    1990-01-01

    A fundamental premise of negotiated pricing as a demand-side management (DSM) tool is that price determines cost. As the ultimate objective of energy efficiency is to increase electromotive work while conserving resources, negotiated prices can have a significant impact as a DSM tool to force costs down. Three examples are offered of the effect of negotiated pricing as a DSM tool. The examples are a small hydroelectric company and an electric utility authority owned, a utility-to-customer example of negotiated pricing with the Public Service Company of Oklahoma's (PSO) system, and a large paper mill on PSO's system. Some of the major problems associated with negotiated pricing, outside of the human effort of finding and training knowledgeable and skilled negotiators, are: obtaining enough information about the customer or potential customer to be able to determine that in negotiating prices the utility is not giving away more benefits than the utility will gain; developing a pricing plan that fits both the customer's and utility's existing and potential future mode of operation; assuring that other customers who cannot negotiate on their own behalf are not adversely affected by utility revenue shortfalls; making such negotiated prices available to all similarly situated customers, so as not to inadvertently create unfair competitive advantages among them; and defining the shared benefits before and after the fact as a result of having negotiated prices in the first place

  15. Negotiating power: agenda ordering and the willingness to negotiate in asymmetric intergroup conflicts.

    Science.gov (United States)

    Kteily, Nour; Saguy, Tamar; Sidanius, James; Taylor, Donald M

    2013-12-01

    In this research, we investigated how group power influences the way members of groups in asymmetrical conflict approach intergroup negotiations. Drawing on theories of negotiations and of intergroup power, we predicted that group power would interact with features of the proposed negotiating agenda to influence willingness to come to the table. Based on the negotiation literature, we focused on 2 types of sequential negotiation agendas: 1 beginning with the discussion of consequential issues before less consequential issues (consequential first) and 1 leaving the discussion of consequential issues until after less consequential issues are discussed (consequential later). Because they are motivated to advance changes to their disadvantaged status quo, we expected low-power group members to favor consequential first over consequential later invitations to negotiate. High-power group members, motivated to protect their advantage, were expected to show the reverse preference. Converging evidence from 5 experiments involving real-world and experimental groups supported these predictions. Across studies, participants received an invitation to negotiate from the other group involving either a consequential first or consequential later agenda. Low-power group members preferred consequential first invitations because these implied less stalling of change to the status quo, and high-power group members preferred consequential later invitations because these invitations seemed to pose less threat to their position. Theoretical and practical implications for negotiations research and conflict resolution are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.

  16. A comparison of average wages with age-specific wages for assessing indirect productivity losses : Analytic simplicity versus analytic precision

    NARCIS (Netherlands)

    Connolly, Mark P; Tashjian, Cole; Kotsopoulos, Nikolaos; Bhatt, Aomesh; Postma, Maarten J

    Objectives: Numerous approaches are used to estimate indirect productivity losses using various wage estimates applied to poor health in working aged adults. Considering the different wage estimation approaches observed in the published literature, we sought to assess variation in productivity loss

  17. Do MincerianWage Equations Inform How Schooling Influences Productivity?

    DEFF Research Database (Denmark)

    Groth, Christian; Growiec, Jakub

    2017-01-01

    We study the links between the Mincerian wage equation (the cross-sectional relationship between wages and years of schooling) and the human capital production function (the causal effect of schooling on labor productivity). Based on a stylized Mincerian general equilibrium model with imperfect...... substitutability across skill types and ex ante identical workers, we demonstrate that the mechanism of compensating wage differentials renders the Mincerian wage equation uninformative for the human capital production function. Proper identification of the human capital production function should take...... into account the equilibrium allocation of individuals across skill types....

  18. Integrative Production Technology for High-Wage Countries

    CERN Document Server

    2012-01-01

    Industrial production in high-wage countries like Germany is still at risk. Yet, there are many counter-examples in which producing companies dominate their competitors by not only compensating for their specific disadvantages in terms of factor costs (e.g. wages, energy, duties and taxes) but rather by minimising waste using synchronising integrativity as well as by obtaining superior adaptivity on alternating conditions. In order to respond to the issue of economic sustainability of industrial production in high-wage countries, the leading production engineering and material research scientists of RWTH Aachen University together with renowned companies have established the Cluster of Excellence “Integrative Production Technology for High-Wage Countries”. This compendium comprises the cluster’s scientific results as well as a selection of business and technology cases, in which these results have been successfully implemented into industrial practice in close cooperation with more than 30 companies of ...

  19. Wage determination and discrimination among older workers.

    Science.gov (United States)

    Quinn, J F

    1979-09-01

    In this study, the determinants of the wage rates of a large sample of individuals aged 58 to 63 are first analyzed. Second, an explanation for the large discrepancies existing between the average wage rates earned by whites and nonwhites and by men and women is attempted. Human capital and geographic variables were found to be important wage determinants. Education, vocational training, years of job tenure, health, region of residence and local cost of living were significant explanators, especially for whites. Differences in these variables, however, cannot completely explain the wage differentials that exist by race and sex. There is a large unexplained component (especially in the male-female comparison) offering evidence of race and sex discrimination among older workers. In the case of sex discrimination, much of the problem appears to be occupational segregation--the crowding of women into low paying industries and occupations.

  20. 29 CFR 5.11 - Disputes concerning payment of wages.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Disputes concerning payment of wages. 5.11 Section 5.11... Provisions and Procedures § 5.11 Disputes concerning payment of wages. (a) This section sets forth the procedure for resolution of disputes of fact or law concerning payment of prevailing wage rates, overtime...

  1. The Impact Of Minimum Wage On Employment Level And ...

    African Journals Online (AJOL)

    This research work has been carried out to analyze the critical impact of minimum wage of employment level and productivity in Nigeria. A brief literature on wage and its determination was highlighted. Models on minimum wage effect are being look into. This includes research work done by different economist analyzing it ...

  2. 27 CFR 70.242 - Wages, salary and other income.

    Science.gov (United States)

    2010-04-01

    ... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Wages, salary and other... Collection of Excise and Special (Occupational) Tax Limitations § 70.242 Wages, salary and other income. (a... as wages, salary or other income are exempt from levy. This section described the income of a...

  3. Electronic business negotiation : some experimental studies on the interaction between medium, innovation context and culture

    NARCIS (Netherlands)

    Lincke, A.M.Th.

    2003-01-01

    Negotiating a deal with a new client, customer, or supplier has traditionally meant meeting in person, sometimes enduring long hours in transit. Today, business people find themselves with an ever-increasing array of technologies for communicating and initiating relationships, many of which do not

  4. public-private sector wage differentials for males and females in vietnam

    OpenAIRE

    Nguyen Danh, Hoang Long

    2002-01-01

    This study examines public administration-private wage differentials and SOEs-private wage differentials for males and females. Based on data from Vietnam Living Standards Survey in 2002 (VLSS 2002), wage equations with and without selectivity correction are estimated by sector of employment for males and females. From these results, the study compares the wage structure by sector of work for males and females. Oaxaca-Blinder decomposition of the public administration-private sector wage diff...

  5. International negotiations in the foundry engineering

    Directory of Open Access Journals (Sweden)

    L. Wojtynek

    2008-04-01

    Full Text Available The aim of this paper is to introduce the essence of negotiations in general, which could find it’s application in foundry engineering. The paper is the result of long cooperation of the authors with foundry engineering and their participation in negotiations between the domestic and foreign companies. In this paper the essence and the rules of negotiations have been introduced. It presents also the skills and abilities of the negotiators. The cycle of negotiations and the following stages of negotiations have been also described. The authors have presented the characteristics of negotiations led by the partners from different parts of the world with particular emphasize on Asian and European countries as with these partners the negotiations in Polish foundries are mainly led.

  6. Wages, Amenities and Negative Attitudes

    DEFF Research Database (Denmark)

    Waisman, Gisela; Larsen, Birthe

    We exploit the regional variation in negative attitudes towards immigrants to Sweden in order to analyse the consequences of the attitudes on immigrants welfare. We find that attitudes towards immigrants are of importance: they both affect their labour market outcomes and their quality of life. We...... interpret the negative effect on wages as evidence of labour market discrimination. We estimate the welfare effects of negative attitudes, through their wage and local amenities, for immigrants with different levels of skills, origin, gender and age....

  7. Monetary policy and wage bargaining in the EMU: restrictive ECB policies, high unemployment, nominal wage restraint and inflation above the target

    Directory of Open Access Journals (Sweden)

    Eckhard Hein

    2002-09-01

    Full Text Available Assessing the effects of monetary policy and wage bargaining on employment andinflation in the European Monetary Union (EMU, the first step sees development of a Post-Keynesian competitive claims model of inflation with endogenous money. In this model the NAIRU is considered to be a short-run limit to employment enforced by independent and conservative central banks. In the long run, however, the NAIRU will follow actual unemployment and is therefore also dependent on the forces determining aggregate demand, including monetary policies. But the NAIRU may also be reduced through effectively co-ordinated wage bargaining, as has been shown by institutional political economists. Applying these considerations to the economic performance of the EMU, different scenarios determined by wage bargainingcoordination and the European Central Bank's (ECB monetary policies are developed. It is shown that the first phase of the EMU was dominated by uncoordinated wage bargaining across the EMU and an "anti-growth-bias" of theECB. Thus the euro area was plagued with nominal wage restraint, highunemployment and inflation above the ECB target. Economic performance will improve if the ECB abandons its asymmetric monetary strategy. This may be facilitated by a higher degree of effective wage bargaining co-ordination across the EMU.

  8. Human Right for Fair Wage: sociological aspect

    Directory of Open Access Journals (Sweden)

    Ponomareva T. M.

    2012-05-01

    Full Text Available The article summarizes the results of sociological research devoted to the analysis of the fair wage problem. The authors analyze the dynamics of labor load and the level of wages in the economic market conditions taking as an example the Omsk Region

  9. 26 CFR 31.3402(c)-1 - Wage bracket withholding.

    Science.gov (United States)

    2010-04-01

    ... percentage method with respect to any employee. The tax computed under the wage bracket method shall be in... tax is required to be withheld from a wage payment of $48 when two withholding exemptions are claimed... tax to be withheld from a wage payment of $36 when one withholding exemption is claimed. (c) Periods...

  10. 29 CFR 783.43 - Computation of seaman's minimum wage.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Computation of seaman's minimum wage. 783.43 Section 783.43...'s minimum wage. Section 6(b) requires, under paragraph (2) of the subsection, that an employee...'s minimum wage requirements by reason of the 1961 Amendments (see §§ 783.23 and 783.26). Although...

  11. The marriage premium and compensating wage differentials.

    Science.gov (United States)

    Reed, W R; Harford, K

    1989-12-01

    This paper proposes and tests an alternative explanation of the marriage premium that relies upon differences in workers' tastes and compensating wage differentials. A key assumption is that marital status proxies for the consumption of family goods, such as children, and that these are costly. Workers whose greater demands for family goods are taste- generated and shown to choose jobs that offer greater wage, and less non-pecuniary compensation. This creates an observed wage premium that has nothing to do with differences in workers' productivities. Supporting empirical evidence for this hypothesis is presented, including a reevaluation of previous studies.

  12. The Essence of the Concept of «Wages Fund», and Impact of Legislative Changes of the Term of «Minimum Wage» on the Wage System of the Enterprise of Postal Service «Ukrposhta»

    Directory of Open Access Journals (Sweden)

    Buriak Valerii G.

    2017-04-01

    Full Text Available The article is aimed at substantiating the necessity of optimizing the pay scheme under the influence of legislative changes of the concept of «minimum wage». Studying the influence of legislative changes in the definition of the essence of concept of «minimum wage» and the wage system, used at the enterprise of postal service «Ukrposhta», has led to the conclusion that beginning from January 1, 2017 it is of the socially unjust and unfounded nature, because the principle of motivation of employees in respect of wages matching the quantity, quality, and results of labor, has been defied. It has been proposed to restructure the wage system at the enterprise of postal service «Ukrposhta» by optimizing the cross-categorial and cross-qualification relations, as well as the payment scheme.

  13. 29 CFR 510.10 - Table of wage rates and effective dates.

    Science.gov (United States)

    2010-07-01

    ... REGULATIONS IMPLEMENTATION OF THE MINIMUM WAGE PROVISIONS OF THE 1989 AMENDMENTS TO THE FAIR LABOR STANDARDS ACT IN PUERTO RICO Schedule of Minimum Wage Rates Applicable in Puerto Rico § 510.10 Table of wage rates and effective dates. (a) The following table provides effective dates of minimum wage increases...

  14. 46 CFR 252.31 - Wages of officers and crews.

    Science.gov (United States)

    2010-10-01

    ... 46 Shipping 8 2010-10-01 2010-10-01 false Wages of officers and crews. 252.31 Section 252.31... Subsidy Rates § 252.31 Wages of officers and crews. (a) Definitions. When used in this part: (1) Base period. The first base period under the wage index systems, as provided in section 603 of the Act, is the...

  15. Employment Effects of Minimum and Subminimum Wages. Recent Evidence.

    Science.gov (United States)

    Neumark, David

    Using a specially constructed panel data set on state minimum wage laws and labor market conditions, Neumark and Wascher (1992) presented evidence that countered the claim that minimum wages could be raised with no cost to employment. They concluded that estimates indicating that minimum wages reduced employment on the order of 1-2 percent for a…

  16. Minimum Wage Effects on Educational Enrollments in New Zealand

    Science.gov (United States)

    Pacheco, Gail A.; Cruickshank, Amy A.

    2007-01-01

    This paper empirically examines the impact of minimum wages on educational enrollments in New Zealand. A significant reform to the youth minimum wage since 2000 has resulted in some age groups undergoing a 91% rise in their real minimum wage over the last 10 years. Three panel least squares multivariate models are estimated from a national sample…

  17. 29 CFR 510.20 - Wage surveys in Puerto Rico.

    Science.gov (United States)

    2010-07-01

    ... IMPLEMENTATION OF THE MINIMUM WAGE PROVISIONS OF THE 1989 AMENDMENTS TO THE FAIR LABOR STANDARDS ACT IN PUERTO... qualify for an extended minimum wage phase-in, the government of Puerto Rico would be required to furnish... 29 Labor 3 2010-07-01 2010-07-01 false Wage surveys in Puerto Rico. 510.20 Section 510.20 Labor...

  18. Minimum Wage Policy and Country’s Technical Efficiency

    OpenAIRE

    Karim, Mohd Zaini Abd; Chan, Sok-Gee; Hassan, Sallahuddin

    2016-01-01

    Recently, the government has decided that Malaysia would introduce a minimum wage policy. However, some quarters argued against the idea of a nationwide minimum wage asserting that it will lead to an increase in the cost of doing business and thus will hurt Malaysian competitiveness. Although standard economic theory unambiguously implies that wage floors have a negative impact on employment, the existing empirical literature is not so clear. Some studies have found the expected negative impa...

  19. Social networks and wage outcomes in Vietnam

    DEFF Research Database (Denmark)

    Larsen, Anna Folke; Torm, Nina Elisabeth

    2011-01-01

    This paper analyzes the relationship between the use of informal contacts and wage outcomes using matched employer-employee data from small and medium firms in Vietnam. We find that obtaining a job through knowing another worker in the firm generally is positively associated with individual wages...

  20. Signalling, wage controls and monetary disinflation policy

    NARCIS (Netherlands)

    van Wijnbergen, S.J.G.; Persson, T.

    1993-01-01

    Focuses on wage control and monetary disinflation policy. How the crucial variable to control is the money supply and wage and price controls should be avoided because of their macroeconomic costs; The two types of government as being low-inflation governments and high-inflation governments; How

  1. Wages in a growing Russia: when is a 10 per cent rise in the gender wage gap good news?

    Czech Academy of Sciences Publication Activity Database

    Kazakova, Elena

    2007-01-01

    Roč. 15, č. 2 (2007), s. 365-392 ISSN 0967-0750 R&D Projects: GA MŠk LC542 Institutional research plan: CEZ:AV0Z70850503 Keywords : Russia * wages * gender wage gap Subject RIV: AH - Economics Impact factor: 0.736, year: 2007

  2. Is Productivity Linked To Wages? An Empirical Investigation in Malaysia

    OpenAIRE

    Goh, Soo Khoon

    2009-01-01

    This study investigates the relationship between real wages, labor productivity and unemployment in Malaysia at the macroeconomic level, using time-series econometric techniques. The study found a long-term equilibrium relationship between labor productivity and real wages, but that unemployment was apparently unconnected to the system. The results suggested that labor productivity is positively related to real wage in the long run. However, the increase in real wage exceeds the increase in ...

  3. Modeling Negotiation Using "Narrative Grammar": Exploring the Evolution of Meaning in a Simulated Negotiation

    NARCIS (Netherlands)

    Cobb, S.; Laws, D.; Sluzki, C.

    2013-01-01

    Negotiation research, drawing on rational choice theory, provides a wealth of findings about how people negotiate successfully, as well as descriptions of some of the many pitfalls associated to negotiation failures. Building on narrative theory, this paper attempts to expand the theoretical base of

  4. Collective bargaining on wages in Denmark

    DEFF Research Database (Denmark)

    Andersen, Søren Kaj; Navrbjerg, Steen Erik

    2008-01-01

    17 kapitler kommer på forskellig vis rundt om disse hovedstrømninger, men indeholder naturligvis også mange andre informationer om lønfastsættelse på det europæiske arbejdsmarked. Bogen kan købes hos ETUI i Bruxelles bl.a. via deres hjemmeside: http://www.etui-rehs.org/research/activities/Workers-representation/Books/Wages-and-wage-bargaining-in-Europe...

  5. The effects of savings on reservation wages and search effort

    NARCIS (Netherlands)

    Lammers, M.

    2014-01-01

    This paper discusses the interrelations among wealth, reservation wages and search effort. A theoretical job search model predicts wealth to affect reservation wages positively, and search effort negatively. Subsequently, reduced form equations for reservation wages and search intensity take these

  6. Impact of a private sector living wage intervention on depressive symptoms among apparel workers in the Dominican Republic: a quasi-experimental study.

    Science.gov (United States)

    Burmaster, Katharine B; Landefeld, John C; Rehkopf, David H; Lahiff, Maureen; Sokal-Gutierrez, Karen; Adler-Milstein, Sarah; Fernald, Lia C H

    2015-08-03

    Poverty reduction interventions through cash transfers and microcredit have had mixed effects on mental health. In this quasi-experimental study, we evaluate the effect of a living wage intervention on depressive symptoms of apparel factory workers in the Dominican Republic. Two apparel factories in the Dominican Republic. The final sample consisted of 204 hourly wage workers from the intervention (99) and comparison (105) factories. In 2010, an apparel factory began a living wage intervention including a 350% wage increase and significant workplace improvements. The wage increase was plausibly exogenous because workers were not aware of the living wage when applying for jobs and expected to be paid the usual minimum wage. These individuals were compared with workers at a similar local factory paying minimum wage, 15-16 months postintervention. Workers' depressive symptoms were assessed using the Center for Epidemiologic Studies-Depression Scale (CES-D). Ordinary least squares and Poisson regressions were used to evaluate treatment effect of the intervention, adjusted for covariates. Intervention factory workers had fewer depressive symptoms than comparison factory workers (unadjusted mean CES-D scores: 10.6 ± 9.3 vs 14.7 ± 11.6, p = 0.007). These results were sustained when controlling for covariates (β = -5.4, 95% CI -8.5 to -2.3, p = 0.001). In adjusted analyses using the standard CES-D clinical cut-off of 16, workers at the intervention factory had a 47% reduced risk of clinically significant levels of depressive symptoms compared with workers at the comparison factory (23% vs 40%). Policymakers have long grappled with how best to improve mental health among populations in low-income and middle-income countries. We find that providing a living wage and workplace improvements to improve income and well-being in a disadvantaged population is associated with reduced depressive symptoms. Published by the BMJ Publishing Group Limited. For permission to use (where

  7. Swimming with the tide: solidarity wage policy and the gender earnings gap

    OpenAIRE

    Edin, Per-Anders; Richardson, Katarina

    1999-01-01

    The purpose of this paper is to examine the role of wage compression for the gender wage gap in Sweden during the period 1968-1991. We find that the effects of changes in the wage structure on women’s wages have varied over time and have had partly counteracting effects. Changes in industry wage differentials have systematically worked against women, while the changes in the returns to human capital and unobserved characteristics have contributed to reductions in the gender wage gap. Changes ...

  8. THE ROLE OF LOCATION IN EVALUATING RACIAL WAGE DISPARITY.

    Science.gov (United States)

    Black, Dan A; Kolesnikova, Natalia; Sanders, Seth G; Taylor, Lowell J

    2013-05-01

    A standard object of empirical analysis in labor economics is a modified Mincer wage function in which an individual's log wage is specified to be a function of education, experience, and an indicator variable identifying race. We analyze this approach in a context in which individuals live and work in different locations (and thus face different housing prices and wages). Our model provides a justification for the traditional approach, but with the important caveat that the regression should include location-specific fixed effects. Empirical analyses of men in U.S. labor markets demonstrate that failure to condition on location causes us to (i) overstate the decline in black-white wage disparity over the past 60 years, and (ii) understate racial and ethnic wage gaps that remain after taking into account measured cognitive skill differences that emerge when workers are young.

  9. THE ROLE OF LOCATION IN EVALUATING RACIAL WAGE DISPARITY

    Science.gov (United States)

    Black, Dan A.; Kolesnikova, Natalia; Sanders, Seth G.; Taylor, Lowell J.

    2015-01-01

    A standard object of empirical analysis in labor economics is a modified Mincer wage function in which an individual’s log wage is specified to be a function of education, experience, and an indicator variable identifying race. We analyze this approach in a context in which individuals live and work in different locations (and thus face different housing prices and wages). Our model provides a justification for the traditional approach, but with the important caveat that the regression should include location-specific fixed effects. Empirical analyses of men in U.S. labor markets demonstrate that failure to condition on location causes us to (i) overstate the decline in black-white wage disparity over the past 60 years, and (ii) understate racial and ethnic wage gaps that remain after taking into account measured cognitive skill differences that emerge when workers are young. PMID:25798025

  10. Economic Benefits of Studying Economics in Canada: A Comparison of Wages of Economics Majors with Wages in Other Fields of Study, Circa 2005

    Science.gov (United States)

    Akbari, Ather H.; Aydede, Yigit

    2015-01-01

    We compared the wages of economics degree holders with of those in 49 other fields of study using data from the 2006 Canadian population census. At the undergraduate level, economics majors earned the sixth highest average wage in 2005. When demographic controls were applied, they ranked ninth on the salary scale. When we compared the wages in 15…

  11. Commercial negotiations in the foundry engineering

    Directory of Open Access Journals (Sweden)

    L. Wojtynek

    2008-10-01

    Full Text Available The article presents the process of commercial negotiations paying attention to the negotiation itself as well as to its basic elements. The specificity of the Polish foundries’ main negotiation partners from The European Union, who are the deliverers of diverse casting range, was specified. The most important cultural factors, which determine the process of negotiations conducted by the representatives of various cultural groups, were analysed. The understanding of cultural differences and adapting to them while negotiating are important factors which constitute the parties’ negotiation process. The meaning of price in the commercial negotiation process was described. The elements of sale process and the factors which influence the casts price were enumerated. What is more, the main methods of determining price were characterized. The essential problems connected with conducting the price negotiations in foundries were indicated.

  12. From Wage Slaves to Wage Workers: Cultural Opportunity Structures and the Evolution of the Wage Demands of the Knights of Labor and the American Federation of Labor, 1880-1900

    Science.gov (United States)

    Hallgrimsdottir, Helga Kristin; Benoit, Cecilia

    2007-01-01

    This paper examines the reasons behind a historic shift in the language couching the wage demands of two North American labor movements during the last twenty years of the 19th century--the Knights of Labor and the American Federation of Labor. We trace how the once dominant imagery of "wage slavery" lost its connection to producerist labor…

  13. The Effect of Minimum Wages on Youth Employment in Canada: A Panel Study.

    Science.gov (United States)

    Yuen, Terence

    2003-01-01

    Canadian panel data 1988-90 were used to compare estimates of minimum-wage effects based on a low-wage/high-worker sample and a low-wage-only sample. Minimum-wage effect for the latter is nearly zero. Different results for low-wage subgroups suggest a significant effect for those with longer low-wage histories. (Contains 26 references.) (SK)

  14. Low Wages as Occupational Health Hazards.

    Science.gov (United States)

    Leigh, J Paul; De Vogli, Roberto

    2016-05-01

    The history of occupational medicine has been characterized by ever-widening recognition of hazards, from fires in 1911 to asbestos in the 1960s, to job strain in the 1990s. In this essay, we argue for broadening the recognition further to include low wages. We first review possible mechanisms explaining the effects of wages on health or health behaviors. Mechanisms involve self-esteem, job satisfaction, deprivation, social rank, the "full" price of bad health, patience, and the ability to purchase health-producing goods and services. Second, we discuss empirical studies that rely on large, typically national, data sets and statistical models that use either instrumental variables or natural experiments and also account for other family income. Finally, we draw implications for laws governing minimum wages and labor unions.

  15. Do Minimum Wages in Latin America and the Caribbean Matter? Evidence from 19 Countries

    DEFF Research Database (Denmark)

    Kristensen, Nicolai; Cunningham, Wendy

    of if and how minimum wages affect wage distributions in LAC countries. Although there is no single minimum wage institution in the LAC region, we find regional trends. Minimum wages affect the wage distribution in both the formal and, especially, the informal sector, both at the minimum wage and at multiples...... of the minimum. The minimum does not uniformly benefit low-wage workers: in countries where the minimum wage is relatively low compared to mean wages, the minimum wage affects the more disadvantaged segments of the labor force, namely informal sector workers, women, young and older workers, and the low skilled...

  16. Firms’ wage policies: New evidence from linked employer-employee data

    OpenAIRE

    Suleman, F.; Lagoa, S.; Suleman, A.; Pereira, M.L.

    2013-01-01

    The research on wage policies has been triggered by the interest in identifying whether labour market or institutional forces shape the wage settings inside firms. This paper draws on linked employer-employee data and uses a fuzzy c-means clustering analysis to identify typical wage policies of medium and large firms in Portugal. Empirical evidence suggests that firms are segmented into four clusters that can be labelled according to wage rules as “Regulated”, “Asymmetric”, “Hierarchical” and...

  17. A note on the nonlinear wages-productivity nexus for Malaysia

    OpenAIRE

    Tang, Chor Foon

    2010-01-01

    This study is to empirically investigate the effect of real wages on productivity in Malaysia using monthly data from January 1983 to November 2009. The Johansen’s test suggests that wages and productivity are cointegrated. Moreover, productivity and real wages have a quadratic relationship in the long run (i.e., inverse-U shape curve) instead of linear relationship. Hence, the effect of real wages on productivity is not monotonic. Furthermore, the Granger causality test indicates that real w...

  18. Gender wage gap in the Turkish labor market

    OpenAIRE

    Doğan, Berna

    2011-01-01

    106 pages The aim of this study is to explore the causes and the extent of the gender wage gap in the Turkish labor market. For this purpose, standard wage regressions are estimated using micro data from an official survey for the year 2006. A number of variables in the dataset enable a comprehensive quantitative analysis including both human capital variables and job-related variables. Furthermore, in order to examine the wage gap in detail, Oaxaca decomposition method is e...

  19. Minimum Wages and the Distribution of Family Incomes

    OpenAIRE

    Dube, Arindrajit

    2017-01-01

    Using the March Current Population Survey data from 1984 to 2013, I provide a comprehensive evaluation of how minimum wage policies influence the distribution of family incomes. I find robust evidence that higher minimum wages shift down the cumulative distribution of family incomes at the bottom, reducing the share of non-elderly individuals with incomes below 50, 75, 100, and 125 percent of the federal poverty threshold. The long run (3 or more years) minimum wage elasticity of the non-elde...

  20. The Motivation Effect of Active Labor Market Policy on Wages

    DEFF Research Database (Denmark)

    Clausen, Johannes; Geerdsen, Lars Pico; Tranæs, Torben

    This paper analyzes the motivation effect of activation programs on wages and employment. We utilize a reform of the Danish UI system in 1998 that reduced the period of unconditional benefits and thereby created exogenous variation in the probability of people entering a mandatory activation...... program. Wages are measured by their position in the overall wage distribution, and we estimate how this position reacts to an increased probability of an individual being enrolled in activation. The wage effect is estimated using a competing risk duration model with exit states to employment at a higher...... wage or a lower wage. Overall, we find an increased hazard of exit to employment and of exit to higher-paying jobs as the probability of activation increases, and no change in the exit rate to lower-paying jobs. These results do not hold for individuals with higher education, for whom we find...

  1. Wage differentials between college graduates with and without learning disabilities.

    Science.gov (United States)

    Dickinson, David L; Verbeek, Roelant L

    2002-01-01

    Wage differential studies examining legally protected groups typically focus on gender or racial differences. Legislation also fully protects individuals with learning disabilities (LD). This article is the first to decompose wage differentials between adults with and without LD. An original data set of college graduates with documented LD was constructed, and these individuals were compared to a control group from the National Longitudinal Survey of Youth (NLSY). Our results show that much of the observed lower wages for individuals with LD is due to differences in productivity characteristics. However, there is an unexplained portion of the wage gap that could possibly be considered wage discrimination against individuals with LD. This possibility seems smaller due to the fact that the subsample of the employers who knew of the employee's learning disabilities did not appear to pay significantly lower wages to these individuals. Alternative hypotheses are discussed, as are sample-specific issues.

  2. 27 CFR 70.162 - Levy and distraint on salary and wages.

    Science.gov (United States)

    2010-04-01

    ... salary and wages. 70.162 Section 70.162 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX... § 70.162 Levy and distraint on salary and wages. (a) Notice of intent to levy. Levy may be made for any... salary or wages. A levy on salary or wages is continuous from the time of the levy until the liability...

  3. Beach or Office? Where shall we negotiate? : The impact of location on negotiation strategies

    NARCIS (Netherlands)

    van der Wijst, Per; Hong, Alain

    2017-01-01

    The central question in this study was to what extent the formality of the location where the negotiation takes place influences the negotiation strategies used. We studied the role of formality in an experimental setting, where a negotiation simulation took place either in an office room or at the

  4. Differences between E-negotiation and face-to-face negotiation by professional buyers: Analysis of role plays

    OpenAIRE

    Soroush, Negin

    2011-01-01

    In this research, we tried to find out the differences between face-to-face negotiation and E-negotiation. We have done so by examining hypotheses based on the existing literature on negotiations and communication, using a database on negotiations performed by professional buyers in training sessions. Part of the obtained results was based on a face-to-face setting, part of them on an e-mail negotiation setting. We have assessed the obtained results to find out the differences between face-t...

  5. Reassessing the Wage Penalty for Temps in Germany

    DEFF Research Database (Denmark)

    Jahn, Elke

    As a consequence of the rapid growth of temporary agency employment in Germany, the debate on the poor working conditions of temps, specifically their remuneration, has intensified recently. Using administrative data, the paper shows that the wage gap for German temp workers is rather large...... and varies between occupation and region. But temps already suffer from a marked wage decline before entering the temporary help sector. Nevertheless, temporary agency employment does not leave a long lasting scar. Two years after leaving the sector, temps no longer suffer from a wage penalty. A recent...... change in the law set a high incentive for temporary help agencies to pay their workers according to a sectoral collective agreement. Surprisingly, the unionization of the sector could not bring the widening wage gap to a halt....

  6. Culture and Negotiation

    DEFF Research Database (Denmark)

    Bülow, Anne Marie; Kumar, Rajesh

    2011-01-01

    The literature on cross-cultural negotiation has expanded considerably over the past few decades, but the findings are often ambiguous and sometimes even contradictory. This introduction highlights the critical areas where objections are commonly raised about the relevance of national culture......, the applicability of typologies that treat cultures as static, and the problem of ambiguous terminology. It may not be surprising that studies contradict each other given the ambiguity of the national cultural construct and variations in the context of the negotiating situations that are studied. The articles...... in this issue contribute to deepening our understanding about cross-cultural negotiation processes....

  7. Gender, Productivity, and the Marital Wage Premium

    Science.gov (United States)

    Lincoln, Anne E.

    2008-01-01

    Explanations for married men's wage premium often emphasize greater market productivity due to a gendered division of household labor, though this "specialization thesis" has been insufficiently interrogated. Using data from Wave 2 of the National Survey of Families and Households (N = 972), this paper examines the relationship between wages and…

  8. 47 CFR 1.1936 - Administrative wage garnishment.

    Science.gov (United States)

    2010-10-01

    ... amounts from an employee's disposable pay and the paying of those amounts to a creditor in satisfaction of... of Claims Owed the United States Salary Offset-Individual Debt § 1.1936 Administrative wage... collection of delinquent nontax debt owed to the Commission from the wages of Federal employees from their...

  9. The science of culture and negotiation.

    Science.gov (United States)

    Gunia, Brian C; Brett, Jeanne M; Gelfand, Michele J

    2016-04-01

    Recent negotiation research has produced a groundswell of insights about the effects of culture on negotiation. Yet, few frameworks exist to organize the findings. This review integrates recent research using a two-dimensional framework: The first dimension organizes the research into that which has taken: (1) a comparative intracultural approach, versus (2) an intercultural approach. The second dimension organizes the research by its emphasis on: (1) inputs into negotiation, (2) processes of negotiating, and (3) outcomes of negotiation. This framework helps to organize extant research and produces novel insights about the connections between disparate research streams, revealing both commonalities and culture-specificities in negotiation strategy and outcomes and suggesting that intercultural negotiations are difficult but not insurmountable. We conclude by discussing several areas in which more research on culture and negotiation is urgently needed in today's globalizing world. Copyright © 2015 Elsevier Ltd. All rights reserved.

  10. Are starting wages reduced by an insurance premium for preventing wage decline? Testing the prediction of Harris and Holmstrom

    NARCIS (Netherlands)

    Hartog, J.; Raposo, P.

    2017-01-01

    In the model of Harris and Holmstrom (1982) labour market entrants pay an insurance premium to prevent wage decline. As employers are unable to assess the ability of an entrant, they would offer a wage equal to expected productivity of the worker's category and adjust it with unfolding information

  11. Gender wage differences in the selected Czech public sector company

    Directory of Open Access Journals (Sweden)

    Veronika Hedija

    2012-01-01

    Full Text Available The issue of wage disparity between men and women belongs to the current and widely discussed topics. The attention given to this subject also reflects the fact that the issue of the equality between women and men and non-discrimination by gender is incorporated in the law of the European Union. A number of studies are devoted to the gender wage disparities and the root cause of wage differences in the Czech Republic, however, only few of these deal with the gender wage differentials in the public sector. It is exactly this issue, which is discussed in this article, its aim being to identify the extent of the gender pay gap in the selected Czech public sector company. The article concentrates on finding the main causes for the existence of wage differences between men and women and determining whether the company inclines to wage discrimination against women. The Oaxaca-Blinder decomposition is used to define, which part of the gender pay gap can be attributed to the different characteristics of men and women and which part stays unexplained. It is this unexplained part that can be the result of wage discrimination against women.

  12. The US Finance Wage Premium Before and After the Financial Crisis

    DEFF Research Database (Denmark)

    Capuano, Stella; Lai, Tat-kei; Schmerer, Hans-Jörg

    2014-01-01

    Does the recent financial crisis change the wage structures of the US finance and nonfinance sectors? In this article, we study the wage gap between workers in these two sectors between 1990 and 2011. Using data from the Current Population Survey, we find that the finance wage premium increased...... over time and only dropped modestly during the crisis. Using the Oaxaca–Blinder method to decompose the wage gap into ‘explained’ and ‘unexplained’ parts, we also find that the wage gap was entirely driven by unexplained factors....

  13. A Distributional Analysis of the Gender Wage Gap in Bangladesh

    OpenAIRE

    Salma Ahmed; Pushkar Maitra

    2011-01-01

    This paper decomposes the gender wage gap along the entire wage distribution into an endowment effect and a discrimination effect, taking into account possible selection into full-time employment. Applying a new decomposition approach to the Bangladesh Labour Force Survey (LFS) data we find that women are paid less than men every where on the wage distribution and the gap is higher at the lower end of the distribution. Discrimination against women is the primary determinant of the wage gap. W...

  14. 26 CFR 31.3121(a)-2 - Wages; when paid and received.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Wages; when paid and received. 31.3121(a)-2... § 31.3121(a)-2 Wages; when paid and received. (a) In general, wages are received by an employee at the time that they are paid by the employer to the employee. Wages are paid by an employer at the time that...

  15. Negotiations in Supply Chain Management

    DEFF Research Database (Denmark)

    Zachariassen, Frederik

    2008-01-01

    negotiation literature. Subsequently, an empirical case study is presented, which explicitly aims at exploring the role of negotiations between members of a supply chain. Based on the findings, the paper concludes on specific, normative guidelines for negotiations for improved supply chain competitiveness...

  16. Negotiating Lean

    DEFF Research Database (Denmark)

    Rahbek Pedersen, Esben; Muniche, Mahad

    2011-01-01

    Purpose – The purpose of this paper is to analyse how negotiations between the constituencies affect the processes and outcomes of lean projects in Danish public sector organisations. Design/methodology/approach – The paper is based on a qualitative analysis of interviews with managers...... projects in the Danish public sector. It cannot be concluded that the findings can be generalised to reflect all types of lean projects across organisational and geographical settings. Originality/value – The paper adds value to the relatively scarce literature on lean management in the public sector...... and employees who have participated in lean projects in the Danish public sector. Negotiated order theory serves as the overarching theoretical framework for the analysis. Findings – The paper concludes that the processes and outcomes of lean depend not only on the technology itself, but also the negotiation...

  17. Wages and Labor Management in African Manufacturing

    Science.gov (United States)

    Fafchamps, Marcel; Soderbom, Mans

    2006-01-01

    Using matched employer-employee data from ten African countries, we examine the relationship between wages, worker supervision, and labor productivity in manufacturing. Wages increase with firm size for both production workers and supervisors. We develop a two-tier model of supervision that can account for this stylized fact and we fit the…

  18. Are starting wages reduced by an insurance premium for preventing wage decline? Testing the prediction of Harris and Holmstrom

    NARCIS (Netherlands)

    Hartog, J.; Raposo, P.

    2015-01-01

    In the model of Harris and Holmstrom (1982) workers pay an insurance premium to prevent a wage decline. As employers are unable to assess the ability of a labour market entrant, they would offer a wage equal to expected productivity of the worker's category and adjust it with unfolding information

  19. Do you get what you ask? The gender gap in desired and realised wages

    OpenAIRE

    Jaanika Meriküll; Pille Mõtsmees

    2015-01-01

    This paper will study the gender wage gap in desired wages, realised wages and reservation wages. The notion of desired wages shows workers� first bet to potential employers during the job-search process. Two datasets are employed, the electronic job-search portal database, where individuals signal their desired wages, and the labour force survey, where realised wages and reservation wages are reported. The Oaxaca-Ransom decomposition is implemented to investigate the contribution of charac...

  20. 48 CFR 15.405 - Price negotiation.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Price negotiation. 15.405... AND CONTRACT TYPES CONTRACTING BY NEGOTIATION Contract Pricing 15.405 Price negotiation. (a) The purpose of performing cost or price analysis is to develop a negotiation position that permits the...

  1. Strategies and tactics of the negotiation for powerplant siting, model analysis of negotiation with the local fishermen's union, 2

    International Nuclear Information System (INIS)

    Wakatani, Yoshifumi; Yamanaka, Yoshiro

    1983-01-01

    Recently, the negotiation with local inhabitants in powerplant siting area is apt to drag on and is becoming more intricate. The purpose of this study is to present strategies and tactics for stepping up the negotiation more smoothly, taking the case of the negotiation with a fishermen's union. In this report, we obtained knowledge about the negotiation regarding compensation by the process as follows. (1) A gaming simulation model of the negotiation was built from the case study. This model reenacted the negotiation by having role-players represent the role of a power industry and fishermen's union. (2) Applying this model, 16 cases of simulated negotiations were carried out. As a result, similarities to actual negotiations were observed in the development of the negotiations and in the behavior of the interested party. We confirmed the model's ability to reproduce the negotiations. (3) Knowledge and information was also obtained by this simulation, concerning the developmental pattern of the negotiations, the effectiveness of measures for the promotion of fishery, the role of mediation, the utilization of preliminary negotiation, and so on. (author)

  2. Intercultural Negotiation: The “Nomadic” Approach

    Directory of Open Access Journals (Sweden)

    Sandra E. WALKER

    2012-01-01

    Full Text Available Globalization has a strong impact on international negotiation. Negotiators must manage situationswhere they may have to deal with several people coming from many different cultures. It is thusnecessary to manage diversity during the negotiation processes and interactions to achieve asufficiently high level of performance to be competitive in world markets.Researchers have tended to focus on the importance of cultural knowledge to internationalnegotiators. Many articles describe different styles of negotiations according to countries, regionsor even cultural groupings, such as for Anglo-Saxon or Arab negotiating partners.However, researchers have given less attention to the notion of intercultural competence and howcompanies could develop the ability to adapt to any culture, even if a negotiator has little priorinformation concerning their partners. This skill is universal across all cultures and could be addedto the profile of a successful negotiator. It is an attitude based on openness towards people comingfrom a different culture. This paper describes negotiators who adopt this attitude: the way of a‘nomad’.

  3. CONTEXTUAL STRATEGIES FOR CONDUCTING EFFECTIVE NEGOTIATION

    Directory of Open Access Journals (Sweden)

    Camelia\tBĂEȘU

    2015-12-01

    Full Text Available Within this paper we try to argue the development of contextual strategies for conducting effective negotiation. Throughout the paper we present that the first motivation which we manage to identify is that we negotiate to improve whatever situation we are involved in. It is of great relevance to identify a few reasons for what we negotiate. Another motivation is that negotiation is an opportunity for creativity and it does allow you to fashion a solution according to, usually different kinds of facts, different fact situation so you may get to express some creativity. Negotiation is perceived as an opportunity where we can also build relationship with the other person. We can also communicate better with the other side about where they are, what they want and where they want to go. Next, we try to identify what makes for successful negotiation during each stage of the negotiation process. According to this paper there are five things which are the essence of business negotiation.

  4. Turning negotiation into a corporate capability.

    Science.gov (United States)

    Ertel, D

    1999-01-01

    Every company today exists in a complex web of relationships formed, one at a time, through negotiation. Purchasing and outsourcing contracts are negotiated with vendors. Marketing arrangements are negotiated with distributors. Product development agreements are negotiated with joint-venture partners. Taken together, the thousands of negotiations a typical company engages in have an enormous effect on both its strategy and its bottom line. But few companies think systematically about their negotiating activities as a whole. Instead they take a situational view, perceiving each negotiation to be a separate event with its own goals, tactics, and measures of success. Coordinating them all seems an overwhelming and impracticable job. In reality, the author argues, it is neither. A number of companies are successfully building coordinated negotiation capabilities by applying four broad changes in practice and perspective. First, they've established a company-wide negotiation infrastructure to apply the knowledge gained from forging past agreements to improve future ones. Second, they've broadened the measures they use to evaluate negotiators' performance beyond matters of cost and price. Third, they draw a clear distinction between the elements of an individual deal and the nature of the ongoing relationship between the parties. Fourth, they make their negotiators feel comfortable walking away from a deal when it's not in the company's best interests. These changes aren't radical steps. But taken together, they will let companies establish closer, more creative relationships with suppliers, customers, and other partners.

  5. Wage Inequality and Return to Education in Indonesia: Quantile Regression Analysis

    Directory of Open Access Journals (Sweden)

    Restuning Dyah Widyanti

    2018-01-01

    Full Text Available It is essential to the government to recognize the factors causing the increasing trend of income inequality in Indonesia since the Gini coefficient increased between 1996 and 2016. Moreover, wage inequality, which represented by high percentile and low percentile of income, also shows widening gap since 2003. This study focuses on the factors of wage inequality acceleration through the supply side approach that follows the Mincerian wage equation model. Specifically, this paper aims to investigate the association between the return to education and wage inequality in Indonesia. The quantile regression method is applied to compute the return on the investment at different points of the wage distribution. The main finding is that education contributes to an increasing wage inequality due to the significant variation in the rate of return to education in different quantile and as increasing wage dispersion within the same education.DOI: 10.15408/sjie.v7i1.6071

  6. Culture and Negotiator Cognition: Judgment Accuracy and Negotiation Processes in Individualistic and Collectivistic Cultures.

    Science.gov (United States)

    Gelfand; Christakopoulou

    1999-09-01

    In this paper, we argue that judgment biases in negotiation are perpetuated by underlying cultural values and ideals, and therefore, certain judgment biases will be more prevalent in certain cultural contexts. Based on theory in cultural psychology (Markus & Kitayama, 1991; Triandis, 1989), we considered the notion that fixed pie error, a judgment bias in which negotiators fail to accurately understand their counterparts' interests (Pruitt & Lewis, 1975; Thompson & Hastie, 1990), would be more prevalent at the end of negotiations in the United States, an individualistic culture, than Greece, a collectivistic culture. The results of a 2-week computer-mediated intercultural negotiation experiment, which took place between American students in Illinois and Greek students in Athens, supported this view. Theoretical implications of culture and cognition in negotiation are also discussed. Copyright 1999 Academic Press.

  7. Alcohol use and the wage returns to education and work experience.

    Science.gov (United States)

    Bray, Jeremy W; Hinde, Jesse M; Aldridge, Arnie P

    2018-02-01

    Despite a widely held belief that alcohol use should negatively impact wages, much of the literature on the topic suggests a positive relationship between nonproblematic alcohol use and wages. Studies on the effect of alcohol use on educational attainment have also failed to find a consistent, negative effect of alcohol use on years of education. Thus, the connections between alcohol use, human capital, and wages remain a topic of debate in the literature. In this study, we use the 1997 cohort of the National Longitudinal Survey of Youth to estimate a theoretical model of wage determination that links alcohol use to wages via human capital. We find that nonbinge drinking is associated with lower wage returns to education whereas binge drinking is associated with increased wage returns to both education and work experience. We interpret these counterintuitive results as evidence that alcohol use affects wages through both the allocative and productive efficiency of human capital formation and that these effects operate in offsetting directions. We suggest that alcohol control policies should be more nuanced to target alcohol consumption in the contexts within which it causes harm. Copyright © 2017 John Wiley & Sons, Ltd.

  8. 32 CFR 644.544 - Negotiated sales.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 4 2010-07-01 2010-07-01 true Negotiated sales. 644.544 Section 644.544... ESTATE HANDBOOK Disposal Sale Procedure § 644.544 Negotiated sales. (a) To private parties. Negotiated sales to private parties are not viewed with favor. Generally, such negotiated sales will be approved...

  9. Intelligence and negotiating

    International Nuclear Information System (INIS)

    George, D.G.

    1990-01-01

    This paper discusses the role of US intelligence during arms control negotiations between 1982 and 1987. It also covers : the orchestration of intelligence projects; an evaluation of the performance of intelligence activities; the effect intelligence work had on actual arms negotiations; and suggestions for improvements in the future

  10. Preparing for Negotiations.

    Science.gov (United States)

    Lundberg, Larry

    The school board's negotiating team is all-important in the collective bargaining process, especially in light of the unity and organization of teacher association teams. Upper echelon administrative personnel, not the board members themselves, should compose the board's negotiating team. A board inexperienced in collective bargaining can hire a…

  11. Gender wage differences in the selected Czech public sector company

    OpenAIRE

    Veronika Hedija; Petr Musil

    2012-01-01

    The issue of wage disparity between men and women belongs to the current and widely discussed topics. The attention given to this subject also reflects the fact that the issue of the equality between women and men and non-discrimination by gender is incorporated in the law of the European Union. A number of studies are devoted to the gender wage disparities and the root cause of wage differences in the Czech Republic, however, only few of these deal with the gender wage differentials in the p...

  12. Period Effects, Cohort Effects, and the Narrowing Gender Wage Gap

    OpenAIRE

    Campbell, Colin; Pearlman, Jessica

    2013-01-01

    Despite the abundance of sociological research on the gender wage gap, questions remain. In particular, the role of cohorts is under investigated. Using data from the Current Population Survey, we use Age-Period-Cohort analysis to uniquely estimate age, period, and cohort effects on the gender wage gap. The narrowing of the gender wage gap that occurred between 1975 and 2009 is largely due to cohort effects. Since the mid-1990s, the gender wage gap has continued to close absent of period effe...

  13. Intersectionopoly: A Simulation of the Wage Gap

    Science.gov (United States)

    Paino, Maria; May, Matthew; Burrington, Lori A.; Becker, Jacob H.

    2017-01-01

    This article describes a simulation activity designed to teach students about the wage gap. The wage gap is an important topic in many sociology classrooms, but it can be difficult to convey the accumulated disadvantage experienced by women and racial/ethnic minorities to students using in-class discussions, lectures, or assigned readings alone.…

  14. Gender Wage Disparities among the Highly Educated

    Science.gov (United States)

    Black, Dan A.; Haviland, Amelia M.; Sanders, Seth G.; Taylor, Lowell J.

    2008-01-01

    We examine gender wage disparities for four groups of college-educated women--black, Hispanic, Asian, and non-Hispanic white--using the National Survey of College Graduates. Raw log wage gaps, relative to non-Hispanic white male counterparts, generally exceed -0.30. Estimated gaps decline to between -0.08 and -0.19 in nonparametric analyses that…

  15. Minimum Wage Effects in the Longer Run

    Science.gov (United States)

    Neumark, David; Nizalova, Olena

    2007-01-01

    Exposure to minimum wages at young ages could lead to adverse longer-run effects via decreased labor market experience and tenure, and diminished education and training, while beneficial longer-run effects could arise if minimum wages increase skill acquisition. Evidence suggests that as individuals reach their late 20s, they earn less the longer…

  16. Gender Wage Discrimination and Trade Openness

    OpenAIRE

    Sarra Ben Yahmed

    2012-01-01

    International trade has been expected to reduce the gender wage gap by increasing competition and thus reducing the rents that allow employers to discriminate. However, some empirical assessments find an opposite effect. We provide an explanation for the puzzling result that trade openness widens the gender wage gap under certain circumstances. This paper introduces employer taste discrimination in an open economy model with imperfect competition to shed light on the heterogeneous impacts of ...

  17. Wage, Work Environment, and Staffing: Effects on Nurse Outcomes

    Science.gov (United States)

    McHugh, Matthew D.; Ma, Chenjuan

    2015-01-01

    Research has shown that hospitals with better nurse staffing and work environments have better nurse outcomes—less burnout, job dissatisfaction, and intention to leave the job. Many studies, however, have not accounted for wage effects, which may confound findings. By using a secondary analysis with cross-sectional administrative data and a four-state survey of nurses, we investigated how wage, work environment, and staffing were associated with nurse outcomes. Logistic regression models, with and without wage, were used to estimate the effects of work environment and staffing on burnout, job dissatisfaction, and intent to leave. We discovered that wage was associated with job dissatisfaction and intent to leave but had little influence on burnout, while work environment and average patient-to-nurse ratio still have considerable effects on nurse outcomes. Wage is important for good nurse outcomes, but it does not diminish the significant influence of work environment and staffing on nurse outcomes. PMID:25121923

  18. Working conditions, psychosocial environmental factors, and depressive symptoms among wage workers in South Korea.

    Science.gov (United States)

    Sohn, Minsung; Choi, Mankyu; Jung, Minsoo

    2016-07-01

    In South Korea, the number of workers suffering from mental illnesses, such as depression, has rapidly increased. There is growing concern about depressive symptoms being associated with both working conditions and psychosocial environmental factors. To investigate potential psychosocial environmental moderators in the relationship between working conditions and occupational depressive symptoms among wage workers. Data were obtained from the wage worker respondents (n = 4,095) of the Korean National Health and Nutrition Examination Survey of 2009. First, chi-square tests confirmed the differences in working conditions and psychosocial characteristics between depressive and non-depressive groups. Second, multivariate logistic regression analysis was performed to examine the moderating effects of the psychosocial environmental factors between working conditions and depressive symptoms. After adjusting for potential covariates, the likelihood of depressive symptomatology was high among respondents who had dangerous jobs and flexible work hours compared to those who had standard jobs and fixed daytime work hours (OR = 1.66 and 1.59, respectively). Regarding psychosocial factors, respondents with high job demands, low job control, and low social support were more likely to have depressive symptoms (OR = 1.26, 1.58 and 1.61, respectively). There is a need to develop non-occupational intervention programs, which provide workers with training about workplace depression and improve social support, and the programs should provide time for employees to have active communication. Additionally, companies should provide employees with support to access mental healthcare thereby decreasing the occurrence of workplace depression.

  19. The gender wage gap and the overcrowding theory

    OpenAIRE

    Cobo Bru, María

    2017-01-01

    Treball Final de Grau. Grau en Finances i Comptabilitat. Codi: FC1049. Curs acadèmic 2016-2017 “The gender wage gap and the overcrowding theory” is a study based on the obstacles of the female gender when they try to get a job, besides to promote and obtain senior positions. In order to understand the situation as well as the effect and context of the wage gap, we have analyzed different theories and documents. We have emphasized in concepts like overcrowding and wage gap as the most im...

  20. California's minimum-nurse-staffing legislation and nurses' wages.

    Science.gov (United States)

    Mark, Barbara; Harless, David W; Spetz, Joanne

    2009-01-01

    In 2004, California became the first state to implement minimum-nurse-staffing ratios in acute care hospitals. We examined the wages of registered nurses (RNs) before and after the legislation was enacted. Using four data sets-the National Sample Survey of Registered Nurses, the Current Population Survey, the National Compensation Survey, and the Occupational Employment Statistics Survey-we found that from 2000 through 2006, RNs in California metropolitan areas experienced real wage growth as much as twelve percentage points higher than the growth in the wages of nurses employed in metropolitan areas outside of California.

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