Employee Training in Australia: Evidence from AWIRS*

We use linked data for 13 991 employees and 1494 workplaces to analyse the incidence of employer‐provided training in Australia. We find potential experience, current job tenure, low education levels, skilled vocational training and part‐time or fixed‐term employment status are all associated with a lower probability of recent training. In contrast to studies for other countries, we find no evidence of discrimination on the basis of demographic characteristics in the provision of this job‐related training. Finally, and in support of recent non‐competitive training models, higher levels of wage compression are found to be positively related to a greater incidence of employee training.     

Women's unemployment during transition Evidence from Czech and Slovak micro-data

We analyse women’s weekly probabilities of leaving unemployment in the Czech and Slovak Republics (CR and SR) in order to investigate three questions: 1) Why are unemployment rates much lower in the CR than the SR?; 2) Does the unemployment compensation scheme (UCS) substantially lengthen unemploy-mentspells?; and 3) Why are women’s unemployment rates higher than men’s? We find that differences in the behaviour of the individuals, employers and institutions in the SR and CR (as measured by differences in coefficients) play a larger role in determining the CR’s shorter female unemployment spells than do differences in measured demand and demographic variables. The UCS has only a moderate effect on duration and its impact is greater in the CR. The differences between men’s and women’s spells (in each republic) are explained more by differences in coefficients than by differences in observed characteristics. JEL classification: C41, H53, J23, J64, O15, P2.     

Spillover effects of a minimum wage increase – evidence from Slovenia

This article Analysis the effects of a large increase in Slovenia’s minimum wage in March 2010 on the wage distribution using an administrative matched employer–employee panel database. We find that the minimum wage hike increased the concentration of low-paid workers, creating a much more pronounced spike at the minimum, particularly in market services, and for the young, the least educated and those with the least work experience. Our analysis also shows that the March 2010 minimum wage increase also produced sizeable spillover effects. The spillover effects were higher among young and older workers, especially for wage levels near the new minimum wage. The results are based on a difference-in-differences approach comparing changes in wages during the control and treatment periods as experienced by workers in the wage group immediately above the level of the new minimum wage and workers in wage groups higher up in the wage distribution.     

Worker flows, job flows and firm wage policies

Like many transition economies, Slovenia is undergoing profound changes in the workings of the labour market with potentially greater flexibility in terms of both wage and employment adjustment. To investigate the impact of these changes, we use unique longitudinal matched employer‐employee data that permits measurement of employment transitions and wages for workers and enables links of the workers to the firms in which they are employed. We can thus measure worker flows and job flows in a comprehensive and integrated manner. We find a high pace of job flows in Slovenia especially for young, small, private and foreign‐owned firms and for young, less educated workers. While job flows have approached the rates observed in developed market economies, the excess of worker flows above job flows is lower than that observed in market economies. A key factor in the patterns of the worker and job flows is the determination of wages in Slovenia. A base wage schedule provides strict guidelines for minimum wages for different skill categories. However, firms are permitted to offer higher wages to an individual based upon the success of the worker and/or the firm. Our analysis shows that firms deviate from the base wage schedule significantly and that the idiosyncratic wage policies of firms are closely related to the observed pattern of worker and job flows at the firm. Firms with more flexible wages (measured as less compression of wages within the firm) have less employment instability and are also able to improve the match quality of their workers. JEL Classifications: J23, J31, J41, J61, P23, P31.     

Public-private sector wage differentials in Germany: Evidence from quantile regression

This paper measures and decomposes the differences in earnings distributions between public sector and private sector employees in Germany for the years 1984–2001. Oaxaca decomposition results suggest that conditional wages are higher in the public sector for women but lower for men. Using the quantile regression decomposition technique proposed by Machado and Mata (2004), we find that the conditional distribution of wages is more compressed in the public sector. At the low end of wages, differences in characteristics explain less than the raw wage gap when it is the opposite at high wages. Separate analyses by work experience and educational groups reveal that the most experienced employees and those with basic schooling do best in the public sector. All these results are stable over the 80s and 90s.I thank Michael Lechner and the Centre for European Economic Research (ZEW), Mannheim, for letting me work with the full sample of the German Socio-Economic Panel (GSOEP). I am grateful to an anonymous referee and particularly to the editor, Bernd Fitzenberger, for providing me detail comments and suggestions that have significantly improved the paper. I have also benefited from discussions with Michael Lechner and Ruth Miquel.First version received: April 2002/Final version received: June 2004     

The minimum wage, employment, and the AS-IF methodology: A forecasting approach to evaluating the minimum wage

Out-of-sample employment forecasts for 33 U.S. industries which are likely to be sensitive to the federal minimum wage are, more often than not, more accurate when information about the minimum wage is not taken into account. This is true even in instances where this information improves wage forecasts. When employment forecasts conditional on the minimum wage are better, the improvement is typically small. These results are invariant to the number of workers previously making less than the new minimum wage, and to the value of the minimum wage relative to industry average wages. First version received: August 1999/Final version received: July 2000     

The Henderson Question? The Melbourne Institute and 50 Years of Welfare Policy

I discuss selected research contributions of the Melbourne Institute of Applied Economic and Social Research to 50 years of welfare policy for those of workforce age and focus particularly on the policy focus of R. F. Henderson, the inaugural director. Following the spirit of his 1960s poverty research, in the mid‐1970s, government doubled unemployment allowances in real terms and increased pensions by approximately 40 per cent. Both income support payments were to be indexed by average wage increases. At the time, unemployment was typically around 1 per cent and the pension take‐up for those of workforce age was also limited. Today, income support take‐up rates have probably increased fivefold. In response, government has adopted a ‘make work pay’ policy over the last two decades and indexed allowances for Consumer Price Index increases and allowances have fallen by 25–35 per cent, relative to community living standards. Pensions continue to be indexed by average wage changes. I address a range of questions arising from this experience, including: Why has government abandoned the Henderson recommendations?; Is there any evidence that a ‘make work pay’ policy is working?

     

The impact of health on wages: Evidence from the British Household Panel Survey

While income is generally considered an important determinant of health, little evidence has been offered on the reverse relationship, particularly for developed economies. This paper considers the effect of self-assessed general and psychological health on hourly wages using longitudinal data from six waves of the British Household Panel Survey. We employ single equation fixed effects and random effects instrumental variable estimators suggested by Hausman and Taylor (1981), Amemiya and MaCurdy (1986), and Breusch, Mizon and Schmidt (1989). Our results show that reduced psychological health reduces the hourly wage for males, while excellent self-assessed health increases the hourly wage for females. We also find the health variables to be positively correlated with the time-invariant individual effect. Further, we confirm the findings of previous work which suggested that the majority of the efficiency gains from the use of the instrumental variables estimators fall on the time-invariant endogenous variables, in our case academic attainment, and add further support to the hypothesis of a negative correlation between educational attainment and individual characteristics which affect wages. First version received: January 2000/Final version received: October 2000     

Teachers and politics

I find that self-selection into teacher training programs in Germany is co-determined with ideology. Incoming teacher-trainees are more left-wing in ideology and political preferences than the average incoming university student. I find also that teacher training programs exert a socialization effect: as compared to the average student, teacher trainees’ views are reinforced and they become more left-wing as they progress in their studies. In a third step, I use the German Socio-Economic Panel to compare tenured teachers’ political attitudes with other university graduates and other civil servants, and find that tenured teachers are more left-wing than the average in the respective reference groups. I consider possible explanations for the left-wing orientation of teachers in the German educational system and implications of indoctrination and imbalance of views.     

Unemployment hysteresis and the natural rate of vacancies

On the basis of macro data from 10 OECD countries, I find that the job vacancy rate outperforms the unemployment rate as a reliable measure of domestic inflationary pressure. Moreover, while the rate of unemployment affects inflation primarily through its difference, the vacancy rate operates through a level effect as well. In most countries, a unique equilibrium rate of vacancies seems to coexist with a drifting equilibrium rate of unemployment. I show that this result is consistent with existing theories of unemployment hysteresis that focus on depreciation of human capital and search activity during unemployment spells. First version received: October 1997/Final version received: June 2001     

The unequal distribution of unequal pay – An empirical analysis of the gender wage gap in Switzerland

In this paper we analyze the distribution of the gender wage gap. Using microdata for Switzerland we estimate conditional wage distribution functions and find that the total wage gap and its discrimination component are not constant over the range of wages. At low wages an overproportional part of the wage gap is due to discrimination. In a further analysis of specific individuals we examine the wage gap at different quantiles and propose a new measure to assess equal earnings opportunities. These additional results reveal that it is primarily low education that causes the large discrimination component at low wages. First version received: April 1999/Final version accepted: July 2000     

The Extent and Impact of Enterprise Training: The Case of Kitakyushu City

This paper examines the incidence and intensity of training as well as the impact of training on wage growth, using a unique survey of establishments and employees in Japan. We find that the worker's probability of receiving certain forms of training depends not only on union status, occupation, education, age and past job experience, but also on the business types and practices of the firms. Our evidence also suggests that formal training is associated with the measures of business growth. Controlling for such growth measures, both the incidence of routine formal training and the duration of informal training are found to boost wage increases.
JEL Classification Numbers: J31, J2.     

Qualifications,discrimination, or assimilation? An extended framework for analysing immigrant wage gaps

In this paper, we analyze immigrant wage gaps and propose an extension of the traditional wage decomposition technique, which is a synthesis from two strains of literature on ethnic/immigrant wage differences, namely the assimilation literature and the discrimination literature. We estimate separate wage equations for natives and a number of immigrant groups using panel data sample selection models. Based on the estimations, we find that the immigrant wage gap is caused by a lack of qualifications and incomplete assimilation, and that a large fraction of that gap would disappear if only immigrants could find employment and thus accumulate work experience.First version received: June 2001 / Final version received: October 2003The project has been supported financially by the Danish Research Agency (the FREJA grant) and TSER. Furthermore, the first author received support from the Danish Social Science Research Council (SSF) while this work was undertaken. We are grateful for comments from the editor of Empirical Economics, Bernd Fitzenberger, two anonymous referees, several seminar and conference participants, and for the research assistance done by Thomas H. Jensen.     

Testing for hysteresis: Unemployment persistence and wage adjustment

This paper proposes a new testing strategy for unemployment hysteresis as the joint restriction of a unit-root in the unemployment rate and no feedback effect of unemployment in the Phillips wage equation. The associated test statistics are derived when this joint restriction is imposed and when a sequential two steps testing strategy is adopted. An empirical application leads to reject the null hypothesis of wage hysteresis for most of our OECD countries. Evidence against hysteresis is reinforced when accounting for wage adjustments in the bivariate approach. First version received: July 1999/Final version received: May 2002 RID="*" ID="*"  We thank R. Boyer, F. Collard, F. Karamé, F. Langot, F. Mihoubi, W. Pohlmeier and two anonymous referees for fruitful comments. This paper has also benefited from discussions at the T2M conference (Montréal, may 1999) and ESEM99 (Santiago, august 1999). The traditional disclaimer applies.     

Wage inequality in developing countries: South–South trade matters

The relationship between trade liberalization and inequality has received considerable attention in recent years. The major purpose of this study is to present new results on the sources of wage inequalities in manufacturing taking into account South–South (S–S) trade. Globalization has not only lead to increasing North–South (N–S) trade, but it has also changed the direction and composition of trade as more trade is carried out among developing countries. In this study, we find that increasing wage inequality is associated more with the South–South trade liberalization than with the classical trade liberalization with northern countries. A part of this increasing wage inequality due to S–S trade comes from the development of N–S trade relationship in S–S trade that increases wage inequality in middle-income developing countries. This study also seeks to shed some light on the link between the direction of trade and technological change. We explore the fact that S–S trade leads to a technological change biased toward skill-intensive sectors more than N–S trade. This indirect effect increases wage inequality for all developing countries, but it is more important in low-income countries.     

Income prospects and job mobility: The case of Sweden

The study has two interrelated objectives. The first one is to explore the role of expected wage gains for mobility decisions, the second to investigate the effects of mobility on subsequent earnings. The econometric analysis takes the interdependence between wages and mobility into account; wages are affected by mobility and mobility decisions respond to alternative prospective wages. The results show, among other things, that job movers in Sweden received an increase in real wage growth rates per year of 4 percent compared to a situation where they had not moved during the period 1968–1974. We also find some evidence that self-selection in the labor market is efficiency improving; the excess wage growth from job changing is higher for movers than for measurably similar stayers.     

Regulatory reform and labour earnings in Portuguese banking

This study examines changes in union contracts and wage structure during and after the introduction of regulatory reforms (deregulation and privatisation) in the Portuguese banking sector. The main finding is that, despite a relative wage erosion detected in the contract data, banking workers were able to enjoy an increasing wage premium in the period 1985–2000, probably reflecting the increasing profitability of the industry and the rise in labour productivity. The evidence also shows that some specific groups benefited relatively more than others: the least skilled and educated workforce and male workers gained more from the regulatory reforms. However, this unequal sharing of the wage premium did not raise wage inequality across ownership groups in the industry. I thank Mark Stewart, Odd Rune Straume, Ian Walker and two anonymous referees for very helpful comments. I am indebted to the Ministério do Trabalho e da Solidariedade for allowing the availability of data from Quadros de Pessoal. Financial support was provided by the Ministério da Ciência e Tecnologia under the grant BD/SFRH/2000/1291.     

Unobserved Heterogeneity,Job Training and the Employer Size–Wage Effect in Australia

This study attempts to clarify the nature of the employer size–wage effect in Australia by determining the extent to which it can be explained by observed and unobserved quality differences of workers. Our empirical results show that, for men, quality‐adjusted employer size–wage effects are quite small and are mostly driven by lower wages for workers in the smallest firms (fewer than 20 workers). For women, size–wage effects disappear when unobserved quality differences are accounted for. We also find that accounting for differences in the incidence of job training has no effect on the structure of wage differences by employer size.     

Frictional wage dispersion with Bertrand competition: An assessment

I examine whether a version of the Cahuc et al. (2006) model can match the magnitude of wage dispersion, as measured by the ratio of the average and the lowest wage — the so-called mean-min ratio of Hornstein et al. (2011). I find that the workers? bargaining power is a crucial parameter: the mean-min ratio strictly decreases in the bargaining power up to a point near 1/2 and is essentially flat thereafter, generating the same amount of wage dispersion as the canonical wage ladder model, which is a special case of the CPVR model. Consequently, this model can yield large wage dispersion only for low bargaining power on the workers? side. I show that the share of job-to-job transitions with wage drops is decreasing in the bargaining power, calibrate the latter to the former, and demonstrate that the CPVR model generates an empirically plausible amount of wage dispersion. I also show that negative wages arise when workers have no bargaining power, and discuss the implications for the empirical findings of Postel-Vinay and Robin (2002b).     

PARTICIPATION IN WORKPLACE EMPLOYER‐SPONSORED TRAINING IN CANADA: ROLE OF FIRM CHARACTERISTICS AND WORKER ATTRIBUTES

In this work, we study the role of firm characteristics and worker attributes in determining participation in workplace employer‐sponsored training in Canada using the Workplace and Employee Survey (WES) of Statistics Canada. We attempt to answer the following questions using the rich information of firms that are available in WES data: Does firms' provision of workplace training encourage workers' participation in Canada? How do changes in market competition, organizational changes, and technological innovation affect workers' participation in workplace training in Canada? We find that firms' training provision significantly affects workers' participation in Canada. We also find that increased international competition, organizational changes, and technological innovation are significantly correlated with workers' training participation at workplaces. We note that workers in some sectors and in smaller firms have lower workplace training incidence and older, part‐time, production and marketing/sales workers and workers with preschool children participate less in workplace training. (JEL J080, J240, J290)