EMPLOYMENT, CRIME, AND RACE

This study examines the relationship between the employability and the criminality of white and black male teenagers. We find that among black teenagers, the employed engage in fewer criminal activities than do the unemployed. Thus, blacks apparently view employment and crime as alternative income-generating activities. On the other hand, employment status seems not to affect the criminal behavior of white male teenagers. Our evidence indicates that in the group studied, whites tend to use employment as a cover for crime or to moonlight in crime. Different legitimate opportunity structures for whites and blacks can explain, in part, the behavioral differences of whites and blacks. One more important policy implication is that job opportunities targeted to high-risk black teenage populations have the additional beneficial effect of reducing crime rates.     

Discrimination and the unemployment durations of white and black males

In this study we develop a model to decompose the longer unemployment duration of blacks into discriminatory and non-discriminatory components. By extending Becker's theory of discrimination to job-search theory, the discriminatory component is seen to be the result of two separate effects. First, a white treatment advantage shortens the unemployment duration of whites because they receive more frequent and higher wage offers than would prevail in the absence of discrimination for working alongside blacks. Second, a black treatment disadvantage lengthens the jobless spell of blacks because blacks receive lower wage offers than would prevail without discrimination as discriminating employers extract quasi-rents from their labour. We estimate our model using date from the CPS Displaced Workers Survey. The results show that 3.81 of the 4.58 weeks longer unemployment spell for blacks is due to discrimination, with 3.11 weeks resulting from the white treatment advantage, and 0.7 weeks emanating from the black treatment disadvantage.     

RACIAL BELIEFS,LOCATION, AND THE CAUSES OF CRIME*

This article provides a unified explanation for why blacks commit more crime, are located in poorer neighborhoods, and receive lower wages than whites. If everybody believes that blacks are more criminal than whites—even if there is no basis for this—then blacks are offered lower wages and, as a result, locate further away from jobs. Distant residence increases even more the black–white wage gap because of more tiredness and higher commuting costs. Blacks have thus a lower opportunity cost of committing crime and become indeed more criminal than whites. Therefore, beliefs are self‐fulfilling.     

Choice and success of job search methods

Job seekers influence the arrival rate of job offers by the choice of search effort and the search methods they use. In this paper we empirically investigate the effect of different search methods on search outcomes. We use unique data on the search behavior of job seekers in Austria, which matches survey information with administrative records. We analyze the quality of job matches in terms of wages and job durations for employed and unemployed workers. We find that the public employment office specializes in the support of low quality workers. For them it is equally efficient as other search channels.     

How helpful are social networks in finding a job along the economic cycle? Evidence from immigrants in France

Around 50% of individuals obtain or hear about jobs through social networks. This hiring trend may become problematic when the labor market is tight and people need less social contacts to find a job. Using a one-period static model where network members may receive job offers directly from the firm or indirectly through employed members in the network we show that the share of new hires finding a job through social connections (ie network matching rate) decreases with the job finding rate. Using French data for the period 2003–2012, we test this prediction with immigrants, a population subgroup for whom networks play a major role in occupational decisions. We propose two network matching rate indicators, one based on direct recommendations and another one internalizing the positive externality on the employment probability induced by peers. We find a decreasing relationship between the network matching rate and the job finding rate. Social connections are less helpful for finding jobs during economic expansions.     

Minimum wages and youth unemployment

This paper constructs a labor search model to explore the effects of minimum wages on youth unemployment. To capture the gradual decline in unemployment for young workers as they age, the standard search model is extended so that workers gain experience when employed. Experienced workers have higher average productivity and lower job finding and separation rates that match wage and worker flow data. In this environment, minimum wages can have large effects on unemployment because they interact with a worker's ability to gain job experience. The increase in minimum wages between 2007 and 2009 can account for a 0.8 percentage point increase in the steady state unemployment rate and a 2.8 percentage point increase in unemployment for 15–24 year old workers in the model parameterized to simulate outcomes of high school educated workers. Minimum wages can also help explain the high rates of youth unemployment in France compared to the United States.     

DO STATE EMPLOYMENT ELIGIBILITY VERIFICATION LAWS AFFECT JOB TURNOVER?

State laws requiring employers to verify workers' employment eligibility may reduce employment and earnings among unauthorized workers and make it difficult for them to switch jobs. Using data from the 2005–2014 Quarterly Workforce Indicators, we find evidence of a reduction in employment and job turnover among Hispanics as a whole in states that require all employers to verify employment eligibility. These adverse effects become larger as the share of likely unauthorized Hispanic workers falls. The drop in job turnover may be due to the laws trapping some Hispanic workers in their jobs. There is little effect on employment or job turnover among non‐Hispanic whites or blacks. There is no effect on average pay for all groups of workers. (JEL J15, J61, J68)     

THE POLITICAL ECONOMY OF LEGAL SEGREGATION: JIM CROW AND RACIAL EMPLOYMENT PATTERNS

Legal segregation was a fact of life for blacks in the American South during the first half of the present century. These laws are sometimes compared to South African apartheid . However, there seems to be one important difference: Jim Crow, unlike apartheid , did not directly hamper the ability of blacks to compete with whites in labor markets. Our paper explores this problem. We report evidence which suggests that, in spite of the absence of direct labor market restrictions confronting blacks subject to Jim Crow, these laws nevertheless reduced the ability of blacks to compete with whites for jobs.     

HOME OWNERSHIP AND THE WEALTH POSITION OF BLACK AND WHITE AMERICANS*

This paper examines the wealth position of blacks relative to whites, on the basis of data in the Survey of Economic Opportunity. The analysis indicates that at the same levels of both income and wealth blacks consistently invest more in consumer durables, especially housing, than do whites. The paper then explores possible explanations for this finding, suggesting that these investment differences are not solely due to the income and wealth position of blacks, but may be due to a smaller set of investment opportunities institutionally fostered by discriminatory forces.     

DIRECTED SEARCH ON THE JOB AND THE WAGE LADDER*

We model a labor market where employed workers search on the job and firms direct workers' search using wage offers and employment probabilities. Applicants observe all offers and face a trade‐off between wage and employment probability. There is wage dispersion among workers, even though all workers and jobs are homogeneous. Equilibrium wages form a ladder, as workers optimally choose to climb the ladder one rung at a time. This is because low‐wage applicants are relatively more sensitive to employment probability than to wage and thus forgo the opportunity to apply for a high wage, with a lower chance of success.     

Job search and academic achievement

The paper develops a structural model for the labor market behavior of students entering the labor market. We explicitly model the trade-off between devoting effort to studying and to job search. Furthermore, we allow for on-the-job search. The model is estimated using a unique data set of individuals who completed undergraduate education in the Netherlands between 1995 and 2001. Our estimation results show that labor market returns of high grades are low. Wage increases between jobs are explained by labor market friction rather than returns of early work experience. Our results indicate that a 1 percentage point decrease in the unemployment rate increases wage offers on average by 3 percent, but that the amount of job search effort is not very sensitive to business cycle fluctuations. Policy simulations show that study effort and hence academic achievement are much more sensitive to financial incentives than job search effort and labor market outcomes.     

Search in cities

The aim of this paper is to expose the recent developments of urban search models which incorporate a land market into a search-matching framework. Using these models, we will be able to explain why unemployment rates vary within a city, how city structure affects workers’ labor-market outcomes, how unemployment benefits and the job-destruction rate affect the growth of cities and why workers living far away from job centers search less intensively and experience higher unemployment rates than those residing closer to jobs. We are also able to explain why, as compared to whites, black workers spend more time commuting to work but travel less miles and search for jobs over a smaller area.     

Racial discrimination and professional basketball salaries in the 1990s

Racial differences in professional basketball player salaries are examined to determine whether the 20% premium paid to whites in the mid-1980s has persisted into the 1990s. OLS and tobit regressions indicate no difference between white and black salaries, controlling for player and team characteristics for the 1994 - 95 season. However, censored quantile regressions show substantial racial differences at certain points in the salary distribution. Whites earn less than blacks at the lower end of the distribution, although the difference is not statistically significant, and varies with minutes played. In contrast, whites receive a significant premium (18%) at the upper end of the salary distribution. These findings are consistent with a form of consumer discrimination in which sports fans prefer to see white star players, all else equal.     

An evaluation of the management of the Finnish employment service

This paper analyses the efficiency of the Finnish Employment Service's management in selecting unemployed individuals who are offered a job. The database used considers short-term unemployed individuals who face the same labour market conditions in 1996. Duration analysis with a Weibull model has been performed in order to study the determinants of the transition probability from unemployment into employment and the impact of receiving job offers through the Employment Service (ES). In order to carry this out, it has been taken into account that the reception of such job offers may be endogenous because the ES selects the individuals who will receive the offers. The empirical results suggest that the decisions made by the ES are adequate in the sense that they increase the benefit of society, compared with a random assignment of the vacancies offered through the ES. Moreover, the effects of the other determinants depend on whether the individual receives offers. The results also point out that individuals who receive no offers through the ES are more likely, as time passes by, to be discouraged in searching for a job than those who do.     

Occupational segregation by race in South Africa after apartheid

This paper investigates progress in reducing the high level of racial stratification of occupations after apartheid in South Africa. Empirical analysis, using census microdata and Labour Force Surveys, does not provide compelling evidence of sustained or significant desegregation. Occupations remain highly segmented by race, with blacks disproportionally holding low‐paying jobs (compared with whites), although segregation and segmentation also affect in a different way the other population groups (Indians/Asians and Coloureds). Less than a third of the occupational segregation and about half of the segmentation of Africans (with respect to whites) are related to their characteristics, especially their lower educational achievement, a gap that has been reduced over time. Segregation and stratification, however, remain when blacks and whites with similar characteristics are compared.     

AN EMPIRICAL EXAMINATION OF THE SOURCES OF CHANGES OVER TIME IN THE JOB FINDING RATE USING RESERVATION WAGES AND REJECTED WAGE OFFERS*

We consider a structural dynamic job search model where nonstationarity originates from the change over time in the benefit level, the job offer arrival rate, and the wage offer distribution. The model is estimated on the French sample of the ECHP taking advantage of direct observation of reservation wages, rejected job offers, and associated rejected wages. We find that the offered wages deteriorate rapidly (13.8% over six months, 19.2% over one year, and 30% over two years) and that changes in the wage offer distribution are the unique source of negative duration dependence in the hazard.     

Afro‐descendants in Peru: Do beauty and race matter in the labor market?

This is a first study about labor discrimination against Afro‐descendants in Peru. We randomly assigned Afro‐Peruvian and white surnames and photographs (subjectively beautiful, homely looking, or not photos) to 3,828 fictitious résumés, sent for unskilled, technical, and professional occupations. We find an unprecedented, sizeable beauty premium in unskilled occupations (232.5 percent), no effect of looks in technical occupations, and a beauty penalty in professional occupations (–71.3 percent). Overall, whites receive 19.37 percent more callbacks than similarly qualified Afro‐Peruvians; this racial discrimination affects only Afro‐Peruvian females, and particularly those employed in technical occupations. These results remain unaltered when we restrict the sample to those markedly “Afro” surnames. Our findings unveil different dynamics of discrimination across job categories, which tend to be overlooked by the existing literature.     

Wage/tenure contracts with heterogeneous firms

This paper investigates equilibria where firms post wage/tenure contracts and risk averse workers search for new job opportunities whether employed or unemployed. We generalize previous work by assuming firms have different productivities. Equilibrium implies more productive firms always offer more desirable contracts. Thus workers never quit from more productive firms for less productive firms. Nevertheless turnover is inefficient as employees with long tenures at low productivity firms may reject outside job offers from more productive firms. A worker who quits to a more productive firm may accept a wage cut. Such wage cuts are compensated by faster “promotion” rates to higher wage levels in the future. We also generalize previous arguments by showing equilibria exist where the distribution of offers contains interior mass points and find equilibrium wage/tenure contracts need not be smooth.     

On temporary layoffs and job search theory

This note explores some properties of job search models in which layoff status to a particular job may be considered as a job offer which is conditional on having been employed at that job.     

ETHNIC AND GENDER DIFFERENCES IN INTERGENERATIONAL MOBILITY: A STUDY OF 26-YEAR-OLDS IN THE USA

This paper uses the traditional income framework and a non‐monetary framework to estimate intergenerational mobility in economic status for a sample of 26‐year‐old whites, blacks and Hispanics in the USA using data from the first and fifth sweeps of the National Educational Longitudinal Study (1988 and 2000). Intergenerational income mobility is found to be greater for males than for females, although there are differences between whites, blacks and Hispanics. Transition probabilities indicate that Hispanics are the most upwardly mobile in terms of educational attainment and occupational status. Ordered logits are used to estimate the impact of parental education and occupation on educational and occupational outcomes.