Productivity-Wage Gaps Among Age Groups: Does the ICT Environment Matter?

This paper disentangles the age-productivity-wage nexus by estimating productivity and wage equations with longitudinal employer-employee panel data for Belgium. Results indicate that workers above 49 years are significantly less productive than their younger colleagues. Moreover, while relative productivities across age groups are not found to differ significantly between ICT and non ICT firms, the upward sloping age-wage profile appears to be somewhat steeper in ICT firms. Yet, whatever the ICT environment, findings show that young workers are paid below and older workers above their marginal productivity. This pattern is in line with the deferred payment model developed by Lazear (J Polit Econ 87:1261–1284, 1979).     

Gender Role Attitudes and the Labour-market Outcomes of Women across OECD Countries

This paper uses data from the World Value Surveys (1990, 1995,1999)to investigate the impact of gender role attitudes and workvalues on women's labour-market outcomes across 25 OECD countries.Anti-egalitarian views are found to display the strongest negativeassociation with female employment rates and the gender paygap. These views are, however, softening among recent cohorts.On the other hand, perceptions of women's role as homemakers,which are likely formed in youth and linked to religious ideology,are more persistent over time. They could be implicated in therecent slowdown of the gender convergence in pay. Finally, theunavoidable clash between family values and egalitarian views,that takes the form of an inner conflict for many women—theso-called ‘mother's guilt’—is another obstaclein the path towards greater gender equality in the labour market. Footnotes ¹ E-mail address: nifortin{at}interchange.ubc.ca     

Exports and Productivity Growth: First Evidence from a Continuous Treatment Approach

A recent survey of 54 micro-econometric studies reveals that exporting firms are more productive than non-exporters. However, previous empirical studies show that exporting does not necessarily improve productivity. One possible reason for this result is that most previous studies are restricted to analysing the relationship between a firm’s export status and the growth of its labour productivity, using the firms’ export status as a binary treatment variable and comparing the performance of exporting and non-exporting firms. In this paper, we apply the newly developed generalised propensity score (GPS) methodology that allows for continuous treatment, that is, different levels of the firms’ export activities. Using the GPS method and a large panel data set for German manufacturing firms, we estimate the relationship between a firm’s export-sales ratio and its labour productivity growth rate. We find that there is a causal effect of firms’ export activities on labour productivity growth. However, exporting improves labour productivity growth only within a sub-interval of the range of firms’ export-sales ratios. JEL no.  F14, F23, L60     

What do we really know about fiscal sustainability in the EU? A panel data diagnostic

We assess the sustainability of public finances in the EU-15 over the period 1970–2006 using stationarity and cointegration analysis. Specifically, we use panel unit root tests of the first and second generation allowing in some cases for structural breaks. We also apply modern panel cointegration techniques developed by Pedroni (Oxf Bull Econ Stat 61(1):653–670, 1999; Econom Theory 20(3):597–625, 2004), generalized by Banerjee and Carrion-i-Silvestre (Cointegration in panel data with breaks and cross-section dependence, European Central Bank, Working Paper 591, 2006) and Westerlund and Edgerton (Econ Lett 97(3):185–190, 2007), to a structural long-run equation between general government expenditures and revenues. While estimations point to fiscal sustainability being an issue in some countries, fiscal policy was sustainable both for the EU-15 panel set, and within sub-periods (1970–1991 and 1992–2006).     

Occupation equity: A black and white portrait of women in the united states military

This study examines U.S. military occupation equity with a special focus on African-American women. The dependent variable was occupation category. A three-way interaction of race by gender by mental group was found, making untenable the contention that mental group solely predicts personnel assignment to occupation category. Women, and particularly African-American women, are underrepresented in the core, technical occupations and overrepresented in the nontechnical, support occupations examined in this study. The opposite is true for white men. Social and psychological factors are postulated regarding women’s disproportionate employment in traditionally female and lower status occupations.     

Age,Wage and Productivity in Dutch Manufacturing

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 pace. However, other studies find no evidence of such an age related pay-productivity gap. We perform an analysis of the relationship between age, wage and productivity using a matched worker-firm panel dataset from Dutch manufacturing covering the period 2000–2005. We find little evidence of an age related pay-productivity gap.     

What Makes Older Job-Seekers Attractive to Employers?

Using a conjoint analysis with an hypothetical hiring process, in which managers chose repeatedly between two hypothetical candidates for a relevant vacancy, our study confirms that hiring probabilities decline with age, particularly after the age of 58. Several theoretical arguments are given for this, both from the economic and psychological literature. Estimation results point at three important mechanisms that may explain declining hiring probabilities with age: (1) Uncertainty about productivity levels of older job-seekers may cause risk averse employers to chose younger job-seekers with lower, but more certain productivity levels. All factors and policy measures that are informative about productivity levels and reduce uncertainty for employers, also increase the average hiring probability for older job-seekers. (2) Increasing labour costs compared to steady or declining productivity levels of older workers. Some of these costs are determined on a national level, but many are negotiated between employers and employees in central bargaining agreements. Employers themselves therefore have an important key to increase the attractiveness of older job-seekers. (3) Older managers hire more older job-seekers, the same is true for employers with an older workforce. It means that in an ageing society, the hiring probability of older job-seekers will increase, even if no additional policy measures are taken. The effect of this ageing is stronger than any of the policy measures analysed in our study.     

Lumpy investments, factor adjustments, and labour productivity

This paper describes firms’ output and factor demandsbefore, during, and after episodes of lumpy investment. By usinga rich employer–employee panel data set for two manufacturingindustries and one service industry, we focus on simultaneousvariations in output, capital, materials, man hours, labourproductivity, and the skill composition and hourly cost of labour.Investment spikes are followed by roughly proportional changesin sales, labour, and materials, and significant increases incapital intensity. The changes in labour productivity that areassociated with the investment spikes are small, which indicatesthat productivity improvements are not related to instantaneoustechnological change through investment spikes. Focusing onsectoral differences, capital adjustments are found to be smootherin the service industry than in the two manufacturing industrieswhich may be related to differences in labour intensities betweenthe industries.     

Retirement of Older Workers and Employment of the Young

Policy makers have often argued that an additional benefit of facilitating early retirement is that it creates employment for the young. This may happen if older and younger workers are substitutes. Nowadays policies are aimed at increasing employment of older people to counter the economic consequences of an aging population. Opponents of such policies argue that these will adversely affect youth employment. This paper revisits the nexus between employment of older and younger workers, if only to put any concerns for adverse effects of later retirement on youth employment to rest. To empirically investigate this issue we estimate a dynamic model of employment of the young, prime age and old people using panel data of 22 OECD countries over the time period 1960–2008. Our empirical analysis does not support the hypothesis that employment of the young and old are substitutes and finds some minor complementarities. This suggests that encouraging later retirement will have no adverse effect on youth employment.     

An open economy general equilibrium model with heterogeneous producers, a homothetic utility function and endogenous elasticity

Recent monopolistic competition models have identified three main sources of the gains from trade: (1) the introduction of new varieties for consumers, (2) an improvement in efficiency through the exit of low-productivity firms, and (3) a reduction in firms’ markups through import competition. In this paper, we extend Feenstra (Economics Letters, 78(1):79–86, 2003) to develop a model with producers heterogeneous in productivity to capture these gains. Here, firm markups are decreasing with market share, and trade introduces new varieties to consumers and reduces the market share of domestic firms. This reduces markups and profits and forces low-productivity firms to exit. This pro-competitive effect on the distribution of productivity contrasts with the conventional export-driven mechanism in a constant elasticity setup. We can usefully extend this model for further study because of the homotheticity of the utility function and the tractability of the model.     

The Portuguese Economy in the Irish Mirror, 1960–2004

The deepening of economic and financial integration in the European Union has led to different responses in the group of ‘cohesion’ countries. Ireland and Portugal stand out as the two extreme examples, as Ireland caught-up to the forerunners after the launching of EMU, in 1992, whereas Portugal lost ground. This paper looks at structural shifts in order to explain different economic performances within Europe. We conclude that Portugal’s labour productivity lag was the outcome of a less favourable structure of employment; that differences in the structure of employment are not clustered in specific industries; and that such structural differences are associated with different factor endowments, namely physical and human capital. Portugal has a rising competitiveness problem in international markets as real wages have increased faster than labour productivity in the 1990s. That has to be changed by policy measures, by the market through higher levels of unemployment, or by a combination of both.

Comparative labor supply of black and white women

Conclusions The presence of young children decreases women’s labor supply as shown by the LFPRs for women with young children (which are always considerably lower than those for women without young children). Also, the number of young children is almost always negatively related to annual hours of labor supplied (significantly so in half the regressions). Black and white women are found to have an inelastic labor supply, but with increasing elasticity from 1969 to 1974. There is a statistically significant difference in the estimated regression coefficients of the labor supply model for black and white married women in 1969 and 1974 in both the arithmetic and logarithmic forms. The husband’s earnings are significantly negatively related to white married women’s annual hours of work in 1974, while the relationship is not significant for black married women. Crosselasticity terms show that white married women decrease their annual hours of work in response to an increase in husband’s earnings to a greater extent than black married women in 1971 and 1974. These results are consistent with the hypothesis that black women do not rely on their husband’s earnings to as great an extent as white women.     

Premarital Birth Among Young Hispanic Women: Evidence from Semiparametric Competing Risks Analysis

The existing literature on welfare effects on marriage and fertility has largely focused on groups of white and black women. By contrast, Hispanic women have received little attention. This paper examines the effects of welfare generosity on a sample of young Hispanic women’s premarital fertility and marriage choices. A bivariate competing risks duration model framework allows us to identify the process of young women’s premarital fertility and the process of marriage, effectively controlling for observed characteristics and unobservables. Our findings indicate a 10% increase in welfare generosity results in a 10% increase in premarital births and a 7% decrease in marriages by age 24; both effects are significant.

Are Older Workers Harmful for Firm Productivity?

This paper investigates the effects of the workforce age structure on the productivity of large Belgian firms. More precisely, it examines different scenarios of changes in the proportion of young (16–29 years), middle-aged (30–49 years) and older (more than 49 years) workers and their expected effects on firm productivity. Using detailed matched employer–employee data, we find that young workers are significantly more productive than older workers. Yet, results also show that age structure effects on productivity: (i) have substantially decreased over time and (ii) are much stronger in ICT than in non-ICT firms.     

What Happened to European Unemployment?

Summary  Many academic papers were still being written on mass unemployment in Europe. While, unemployment in the EU15 was falling dramatically. Not only academics, but also European workers at large did not seem to appreciate these labour market developments. I offer two explanations for this puzzling deterioration of workers perceptions of the labour market in spite of disappearing unemployment: (i) labour market risk increased, and (ii) employment growth occurred at the cost of stagnating labour productivity. This means that the new labour market offers a worse risk-return combination. Strategies to address these issues are discussed in the final section of the paper. This paper provides an extended version of the first Willem F. Duisenberg Lecture, held at the University of Amsterdam on February 28, 2008. I am particularly grateful to NIAS for this opportunity and to Petry Kievit for having greatly improved my English.     

Becker’s utility approach to discrimination: A review of the issues

Conclusion In general, most studies have been unable to confirm the predictions of the Becker utility approach to discrimination by employers and employees. This lack of verification would seem to indicate that the observed wage differentials are generated by a different or more complex process. However, such a strong statement is premature in view of the measurement problem that has been present in most studies. Becker’s model is a characterization of how individual employers and employees behave in the market. Empirical testing of Becker’s model requires detailed information about the degree and level of contact between the races, the wage rates paid to each race, skills of each worker, and the manner of employment and placement of each race. Invariably the lack of such detailed firm data, particularly wage rates, forces researchers to use aggregative data of income or earnings averages and occupation of workers employed within a state or broadly defined industry in order to generalize how firms behave in the market. The necessity of using such data, however, results in a dichotomy between the original parameters in Becker’s model and the data utilized. Clearly the lack of a significant association between the data utilized and the parameters specified in Becker’s model undermines the credibility of such empirical testing. The empirical analysis on the implications of Becker’s theory of discrimination has left a wide variety of unsettled questions and much remains to be done.     

Episodic Nonlinearity in Leading Global Currencies

We perform non-linearity tests using daily data for leading currencies that include the Australian dollar, British pound, Brazilian real, Canadian dollar, euro, Japanese yen, Mexican peso, and the Swiss franc to resolve the issue of whether these currencies are driven by fundamentals or exogenous shocks to the global economy. In particular, we use a new method of testing for linear and nonlinear lead/lag relationships between time series, introduced by Brooks and Hinich (J Empir Finance 20:385–404, 1999), based on the concepts of cross-correlation and cross-bicorrelation. Our evidence points to a relatively rare episodic nonlinearity within and across foreign exchange rates. We also test the validity of specifying ARCH-type error structures for foreign exchange rates. In doing so, we estimate Bollerslev’s (J Econom 31:307–327, 1986) generalized ARCH (GARCH) model and Nelson’s (1988) exponential GARCH (EGARCH) model, using a variety of error densities [including the normal, the Student-t distribution, and the Generalized Error Distribution (GED)] and a comprehensive set of diagnostic checks. We apply the Brooks and Hinich (1999) nonlinearity test to the standardized residuals of the optimal GARCH/EGARCH model for each exchange rate series and show that the nonlinearity in the exchange rates is not due to ARCH-type effects. This result has important implications for the interpretation of the recent voluminous literature which attempts to model financial asset returns using this family of models.     

Rising black unemployment: Changes in job stability or in employability?

This article analyzes the effects of changes in flows into and out of unemployment on the growing gap between black and white unemployment rates in the 1970s and 1980s. Current Population Survey data show that black workers’ unemployment inflows increased, suggesting that job instability increased. Declining employment opportunities were also implicated, as black workers left unemployment for a job less often in 1987 than in 1971. White women’s situation improved considerably, with lower inflows and higher employment probabilities. Although the effects of declining federal equal employment opportunity (EEO) pressure cannot be detected, these findings are consistent with increasing racial discrimination.     

The Rationale for Occupational Pensions

Employers and employees have no incentive to include pensionsas part of employment contracts unless the pension completesa missing market, or ameliorates an imperfection in existingcapital or labour markets. We examine the influence on the choiceand design of occupational pensions of capital- and labour-marketimperfections. In capital markets, we focus on basis risks,taxation, employer default risks, transactions costs, portfoliorestrictions, and liquidity constraints. Aspects of labour marketsaffecting occupational pensions may be the presence of firm-specifichuman capital, asymmetric information between firms and potentialhires, the presence of moral hazard, and internal labour marketsin firms which cause employers to attempt to control the retirementbehaviour of workers. The implications of this analysis of occupationalpensions for public policy towards pensions are briefly examined. Footnotes ¹ E-mail address: dg.mccarthy{at}imperial.ac.uk     

Do men and women discriminate against women for the same reason? Evidence from China

In this study, we examine whether men and women form gender discrimination for the same reason. To do that, we build an experimental Chinese labor market in which employers evaluate the productivity of workers who perform a real-effort task. Before evaluation, the employer observes the worker’s personal and group information. The personal information contains gender identity and a signal of productivity. The group information reveals the productivity distributions of some other male and female workers who do not differ in average productivity. However, it shows more male workers at the very top productivity levels and more female workers at the very bottom productivity levels in one treatment than in the other. According to the belief-based theory, there will be a greater degree of discrimination against female workers in the former. We find that, however, only male employers’ evaluations are well predicted by this approach. Female employers behave oppositely: their degree of gender discrimination is smaller in the treatment emphasizing men’s advantage in the tails of the productivity distributions. To explain female employers’ evaluations, we adopt the preference-based approach. Our findings suggest that employers of different genders can have different motivations for gender discrimination, and thus call attention to the theoretical foundation of gender discrimination and policy measures aimed at reducing gender discrimination.