Industrialization, Female Labor Force Participation, and the Modern Division of Labor by Sex

We examine the effect of industrialization on female labor force participation for 62 countries. Two hypotheses are tested: the emancipation hypothesis and the U-shaped hypothesis. Our results support the U-shaped hypothesis insofar as shifts in the distribution of occupations in early industrialization decrease female labor force participation by removing women from agriculture while excluding them from occupations in manufacturing and management. We further suggest that different paths to industrialization may have different effects on female labor force participation.     

Race and Gender Wage Gaps in the Market for Recent College Graduates

Using a large sample of recent college graduates, the study tests the hypothesis that observed race and gender wage differentials reflect between-group differences in the type and quality of education attained rather than labor market discrimination. After controlling for narrowly defined college major, college grade point average, and the exact educational institution attended, white male and Hispanic male graduates earn 10 to 15 percent more per hour than comparable female, black male, or Asian male graduates.     

College Quality and Earnings in the Japanese Labor Market

The motivations underlying the pursuit of college prestige in Japan presumes a labor market that rewards workers according to the quality of the college that they attended. Yet studies that examine the relationship between college quality and earnings in Japan remain few and are riddled with shortcomings. This article examines the returns to college education among Japanese men using a 1995 cross-sectional data set. I find that college quality significantly improves earnings. My findings confirm that college quality plays a crucial role in shaping incentives and earnings in the Japanese labor market.     

Gender and Piece Rates, Commissions, and Bonuses

Previous work shows that establishments with higher proportions of women are more likely to use piece rates but that individual women are less likely to receive performance pay. We present a model in which lower expected tenure and labor force attachment are positively associated with piece rates but are negatively associated with other forms of performance pay. Analysis of the National Longitudinal Survey of Youth (NLSY) confirms that women are more likely to be paid piece rates and simultaneously less likely to be paid commissions and bonuses.     

Major Matters: A Comparison of the Within‐Major Gender Pay Gap across College Majors for Early‐Career Graduates

I use data from the 1993 National Survey of College Graduates and appended 1990 Census on about 11,000 men and women college graduates (8400 with bachelor's degrees only, and 2800 with graduate degrees) who earned degrees in a 5‐year period (1984–1988), to address questions regarding the link between college major and early‐career gender pay differentials. I look at within‐major gender pay differentials for two groups of college graduates: those whose highest degrees are bachelor's and those who hold graduate degrees. Among those whose highest degrees are bachelor's, I find that within‐major gender pay penalties are virtually zero for professional majors. Gender pay penalties are large for general studies majors: social sciences, history, and humanities, and business administration (except accounting). For these, jobs account for a large portion of the unexplained gap. Among individuals who hold graduate degrees, I find that within‐major gender pay penalties are zero for all fields. My findings suggest that pay penalties to women in the aggregate can be traced to relatively large penalties in a couple of key fields (bachelor's degree–level general studies fields): social sciences and humanities, and business administration (except accounting). These findings are important, as they contradict the prevailing view. Existing empirical research suggests that women are uniformly disadvantaged compared to men regardless of field of study and, thus, field of study explains little or none of the gender gap in pay. I conclude that supply‐side mechanisms are important factors in producing gender inequality among college graduates, and suggest that we further focus our attention on the “supply side” in understanding segregation and gender pay inequality.     

Mathematical College Majors and the Gender Gap in Wages

College graduates with mathematical college majors earn more than other college graduates. Women are less likely than men to pursue mathematical college majors. This does not, however, explain the entire gender wage differential. In a representative cross section of recent college graduates, women earn 9 percent less than men with equally mathematical college majors. The gender wage disadvantage faced by women with technical college majors is no larger than that faced by women with nontechnical college majors.     

New Evidence on Initial Transition from Career Job to Retirement in Japan

The interval in time between leaving a career job and exit from the labor force is especially long for Japanese employees. We examine determinants of post‐career work arrangements from two perspectives: work status and the route to a second job. We show that these determinants differ between male and female workers and that the customary function of career employers to place their workers in a second job has declined since the middle of the 1990s.     

Economics of Supply of Canada's Military Manpower

Three key generalizations emerge from this study:

• 1 Economic factors can, in certain cases, be important in attracting applicants to other ranks of the Canadian armed forces. Sensitivity to the state of the civilian economy would appear to be greatest for the air force, where the average quality level of applicants in the labor force is highest. The impact of relative wages, as measured here, is substantially larger than that of unemployment.
• 2 Traditional and cultural considerations are also relevant. Previous historical and sociological research is supported regarding Quebec's negative attitudes towards the navy. Attitudes towards the army are less clear, as data shortcomings prevent precise interpretation of the regional dummy variables. There are also distinct seasonal patterns in application rates to each service.
• 3 Important differences in attitudes and quality of applicants were found among army, navy, and air force recruits. With the operational unification of Canada's three services into a single armed force in 1968, implications for recruitment remain an open question.

     

“工学结合”模式下纺织类高职人才培养的实践与探索

当前纺织类高职人才与企业的要求还有一定的差距,因此对于人才的培养模式需要改进,"工学结合"的模式是一条有效的途径。本文以南通纺织职业技术学院纺织系与南通大生集团合作的"大生班"为例,对"工学结合"模式下纺织类高职人才培养问题予以分析和研究。     

Revisiting the gender gap in CEO compensation: Replication and extension of Hill,Upadhyay, and Beekun's (2015) work on CEO gender pay gap

Research Summary: The increasing number of women chief executives motivates considerable interest in examining possible gender differences in CEO compensation. Recently, Hill, Upadhyay and Beekun reported that female CEOs receive greater compensation than male CEOs, which runs counter to common wisdom that the gender pay gap in the labor market favors men over women. With the goal of contributing to cumulative knowledge development in this area, we seek to reexamine Hill et al.'s finding about gender differences in CEO compensation by extending the analyses further in time, using a larger sample of firms and more rigorous empirical analyses. Our findings, which are robust to different statistical procedures and econometric specifications, do not reveal reliable evidence for differences in compensation paid to male and female CEOs. Managerial Summary : For years, a lively debate has centered on the issue of gender pay gap. The ubiquity of the pay gap between men and women has recently been questioned by Hill et al. who identify the chief executive officer (CEO) role as a workplace position where women receive greater compensation than men. Our investigation examines whether women CEOs are indeed compensated substantively more than male CEOs. We seek to replicate earlier work by Hill and colleagues, using an expanded dataset over a longer period of time and with more rigorous analytical tools. We do not find reliable evidence for a difference in compensation paid to male and female CEOs, suggesting that claims about gender gap in CEO compensation favoring women over men may be premature.     

Transitions From Career Jobs to Retirement in Japan

Most Japanese workers are required to retire from their career firm by age 60. Yet the labor force participation rate of older men in Japan is the highest among industrialized countries, and most Japanese express a strong desire to continue working past age 60. One explanation for this paradox is that many firms reemploy their own retirees or provide them with assistance in finding new jobs with their subsidiaries or client firms.     

论中国工业的比较优势

成本比较优势的机制在当代国际分工和国际贸易中仍然发挥作用。中国工业的比较优势主要是劳动力资源丰富。改革开放以来，中国国际贸易的高速增长，主要得益于较好地发挥了劳动力便宜的比较优势。由于二元经济结构和地区经济发展水平上的差异将继续存在，同时由于劳动力供给大大超出劳动力的需求，中国劳动力便宜的比较优势将能够长期保持下去。但是，劳动力便宜的比较优势是相对的，在资本和技术密集型产业，这种优势并不明显。企业办社会和人浮于事等大大抵消了劳动力便宜的优势。所以，在市场竞争中，必须高度重视提高劳动生产率。制造业员工的工资水平低，虽然有利于降低企业生产成本，但也有消极作用：一是在国际贸易中，导致国民福利的流出；二是限制了低收入阶层的购买力，抑制了国内需求。逐步提高制造业工人的工资水平是必要的。     

智造的秘密

高校扩招引发了"大学生潮",中国迎来了第二个劳动力相对过剩的时期,为中国制造升级到中国智造提供了充足的、廉价而高素质的人力资源。中国企业学会怎么用好它了吗?     

What Can Explain the Increase in Earnings Inequality Among Males?

Increases in the inequality of earnings among male workers since the late sixties have been attributed primarily to shifts in employment from goods-producing to service-producing activities and the baby-boom cohort's entry into the labor market. This paper provides empirical estimates of the magnitude of these and other potential causes of the increase in earnings inequality from 1967 to 1985. The results show that changes related to the age composition of the labor force and to the industrial composition of the labor force account for only a portion of the increase in inequality. Most of the increase in unexplained by either factor. Other contributing factors include a rise in the return to education, a change in the relationship between age and education among males, and a decline in the marriage rate among younger males.     

Female participation in African labor markets: The role of information and communication technologies

This article investigates the effects of information and communication technologies (ICT) on female labor force participation in a sample of 48 African countries. We specify and estimate linear regression and dynamic panel data models with fixed effects (FE) and system-generalized method of moments (SYS-GMM) estimation over the period 2001–2017. The three main results are that ICT use (mobile phone and internet) significantly stimulates female labor force participation in Africa; this effect is enhanced by financial development and female education; the effect of ICT on female employment in Africa is strongest in the industrial sector. These results remain robust to the provision of social, cultural, and institutional variables.     

Firm‐Level Monopsony and the Gender Pay Gap

This study uses linked employer–employee data to estimate firm‐by‐gender specific labor supply elasticities. Using a dynamic model of labor supply, I find evidence that females face a greater degree of search frictions than males. However, the majority of the gender gap in labor supply elasticities is driven by across‐firm sorting rather than within‐firm differences. I find that males face a labor supply elasticity 0.15 points higher than females, which leads to 3.3 percent lower earnings for women. Sixty percent of the elasticity differential can be explained by marriage and child penalties faced by women but not men.     

Earnings and Percentage Female: A Longitudinal Study

Comparable worth advocates assume that the relation between earnings and percentage female in an occupation is due to crowding or other forms of discrimination. An alternative explanation is that the relation stems from women freely choosing different occupations. Using longitudinal data to control for time-invariant omitted variables, as well as cross-sectional data (for comparison with previous research), we find that although men's estimated penalty is not reduced, the percentage female penalty falls substantially for women and is not statistically significant. These results imply that estimates of the percentage female effect based on cross-sectional data may be inflated for women–except for those with intermittent labor force participation. This group does experience a sizeable penalty for working in female-dominated occupations. Hence, a comparable worth policy would most likely benefit women with discontinuous employment.     

中国人工成本环境PEST分析及对企业的影响研究

2009年下半年以来全球经济逐步复苏,普遍认为世界经济进入后金融危机时代.近期“民工荒”问题日益突出.“十二五”规划中关于民生、人口经济发展的政策也给对劳动力的供给产生影响.后金融危机与刘易斯拐点的交叠导致劳动力供需格局发生的变化必然导致企业人工成本的上升,企业应积极预见人工成本的变化及时采取措施保证企业长远发展.     

工会组织对工资收入的影响：基于制度因素视角——来自英国的经验证据

经济规模、劳动者自身素质及制度等异质性因素,引致劳动力市场具有非完全竞争性的特征,在一定程度上解释了劳动者的工资差异现象。以英国1996和2001年数据为例,在考虑行业与劳动者素质异质性等控制变量情况下,从制度因素视角就工会组织对工人工资的影响进行考察。结果表明,工会成员身份对工人工资作用显著,能产生超过10%的溢价。因此,工会组织的社会生活中的地位与影响力,及其增强工人对雇主议价能力的作用应予重视。     

劳动报酬占比变动的产业结构调整效应分析

劳动者报酬GDP占比下滑是中国劳动收入增长背景下的客观事实。在农村剩余劳动供给相对充裕条件下,劳动报酬占比变化反映了产业结构变迁中的劳动边际产出效率变化。二元经济下的工业化及三次产业结构调整和升级过程中,资本替代劳动是劳动报酬产业内效应变化的主要原因,边际生产率决定的劳动工资引导劳动要素从劳动报酬较高的农业部门向非农业部门转移是劳动报酬占比产业间效应下降的原因。随人口自然增长率下降,劳动力绝对供给能力面临下降,农村剩余劳动力相对供给能力减弱,劳动供给曲线左移将替代劳动边际生产率对劳动报酬的决定,直接提升产业间劳动力转移成本并带动产业内劳动力报酬提升。