Influence Factors on Gender Wage Gap: Evidences from Chinese Household Income Project Survey

By constructing a gender wage gap evolution model, this paper examines the source and evolutionary process of gender wage inequality from a theoretical perspective. The purpose of this study is thoroughly investigating the factors affecting the gender wage inequality from the perspective of gender discrimination and variations in non-gender endowments. Based on the Chinese Household Income Project Survey Data, this study indicates that: (1) since companies continue to re-evaluate the gender endowment value of gender, the gender wage inequality exhibits an endogenous sustainability and self-reinforcing effect. (2) The gender wage gap of urban residents is derived mainly from the top tier of wages, while the gender wage gap of the migrant people is mainly determined from the bottom rung of wages. (3) Female age has a ‘U-curve’ impact on gender wage inequality from the standpoint of non-gender endowment differences, and the female age has an ‘inverted U-curve’ impact on gender wage inequality as a result of discrimination. (4) Female appearance and actual work hours are insufficient to affect the changing trend of gender wage inequality; however, h-register location and marital status are still considered to be very important.     

Errors in variables and reverse regression in the measurement of wage discrimination

Several recent articles have proposed ‘reverse regression’ as a solution to errors-in-variables problems in wage discrimination regressions. This note demonstrates that the reverse regression approach is biased against finding evidence of discrimination.     

Comparing employment estimates using different minimum wage variables: the case of Brazil

Several minimum wage variables have been suggested in the literature to estimate the effect of the minimum wage on employment. The most common ones are the real minimum wage, the ‘Kaitz index’, the ‘fraction affected’, the ‘fraction at’ and the ‘fraction below’. This diversity of variables makes it difficult to compare the associated estimates across studies. One problem is that these estimates are not always calibrated to represent the employment effect of a 1% minimum wage increase. Another problem is that these estimates measure employment effects for different groups of workers. In this paper we critically compare employment effect estimates using these five minimum wage variables and data from a Brazilian monthly household survey panel from 1982 to 2000. Our principal finding is that the sign of this effect is robust across the different minimum wage variables, but that its magnitude and significance are sensitive to the minimum wage variable used.     

Earnings, Education, and Fixed-Term Contracts

We explore the relationship between earnings, education, and fixed‐term contracts using data from the 1997 British Social Attitudes Survey. We find that the log hourly wage of workers employed under such contracts is approximately 13% lower than that of their ‘permanent’ counterparts, even after controlling for a plethora of personal and job characteristics. Standard decompositions indicate that the vast majority of this differential (more than 70%) is attributable to price effects, which may reflect discrimination on the part of the employer. Such findings may, therefore, suggest that employment protection is appropriate for individuals employed under fixed‐term contracts.     

Are China’s sovereign credit ratings underestimated?

A key implication of Becker’s (1957) work on discrimination is that greater product market competition can reduce employment discrimination generally, and discriminatory wage gaps in particular. Using US data on manufacturing wages and import exposure, we explore whether increased competition, in the form of a heightened exposure to imports, reduces the racial wage gap. Our findings support Becker’s contention. We find that import exposure helped narrow the racial wage gap by about 1.4 percentage points between 1983 and 1993. The effect is especially pronounced among the most disadvantaged: unskilled Southern workers. For them, import exposure helped reduce racial wage disparities by 2.2 percentage points.     

Social comparison and performance: Experimental evidence on the fair wage–effort hypothesis

We investigate the impact of wage comparisons for worker productivity. We present three studies which all use three-person gift-exchange experiments. Consistent with Akerlof and Yellen's (1990) fair wage–effort hypothesis we find that disadvantageous wage discrimination leads to lower efforts while advantageous wage discrimination does not increase efforts on average. Two studies allow us to measure wage comparison effects at the individual level. We observe strongly heterogeneous wage comparison effects. We also find that reactions to wage discrimination can be attributed to the underlying intentions of discrimination rather than to payoff consequences.     

Two separated effects of employer-provided health insurance on job mobility

We estimate the effect of employer-provided health insurance (EPHI) on job mobility via a dynamic model of joint employment and health insurance decision in the presence of uncertainty about wage rate and health status transitions. The model is based on a Markov decision process in which a hedonic wage approach provides an economic rationale for the different choices and health insurance serves as an input to the health production process. Including health transitions in the model helps us to understand how the availability of EPHI (positive job characteristic) and holding EPHI (the wage-health insurance trade-off) enter into the individuals’ decisions. The model is estimated using the 1999–2000 Medical Expenditure Panel Survey panel 4, and the results show that the ‘pure’ effects of holding EPHI are negligible, the ‘full’ effects of EPHI are significant and the degrees of the inefficiency vary between 14% and 25% across different states.     

The role of supervisors in the determination of wages and wage gaps

This article considers labour market discrimination by supervisors as a potential contributor to racial and gender wage gaps. Empirical analysis reveals evidence that all workers, except Hispanic males, earn significantly higher hourly wages when working for a supervisor of the same race and sex as themselves. Furthermore, the results suggest that sex has a larger impact on wages than race for workers with white supervisors, while race has a larger impact on wages than sex for workers with minority supervisors. Based on past research, we theorize that the degree of labour discrimination workers face may also be dependent upon the location and size of the firm in which they are employed. However, decomposing the samples by firm location and size suggests that these two factors cannot adequately explain the observed matched supervisor–worker wage effects, which supports the notion that these wage effects are largely driven by factors other than supervisor discrimination.     

The German generation internship and the minimum wage introduction: evidence from big data

The new German minimum wage applies a specific exemption clause for internships, where internships that last up to three months are exempted while internships that exceed three months are due to the minimum wage. Negative minimum wage effects on internships are heavily debated as internships are mostly non-productive. Difference-in-difference analyses that exploit establishment and regional variation in the bite of the minimum wage do not show a reduction in the number of internships. In addition, we pursue an innovative approach by using Google search data to analyse how the search intensity for internships changed in course of the minimum wage introduction. Difference-in-difference comparisons with other countries in Europe do not reveal an effect on the search for internship positions in general, but we observe a significant reduction in Google search for ‘generation internship’. This suggests that the underlying societal phenomenon of a generation entering internships without a perspective for regular jobs has lost in relevance.     

The heterogeneity of beauty premium in China: Evidence from CFPS

Using a nationwide representative sample of the Chinese population, we examine the effect of physical appearance on the hourly wage. Our theoretical framework that connects physical appearance and the hourly wage has two predictions. First, the beauty premium is larger for high-skilled workers than for low-skilled workers. Second, this statistical-based discrimination arises from the hiring manager’s belief that beauty contributes to productivity through non-cognitive skills. Empirical results confirm both predictions. Good-looking individuals earn roughly 5.4% more than the rest, and bad-looking individuals earn roughly 3.3% less than the rest. Moreover, quantile estimates show that the effect of physical appearance at the 0.75 quantile is more than twice as the one at the 0.25 quantile. Finally, social skills, communication skills, and self-confidence are three transmission channels through which physical appearance can positively affect one’s hourly wage in our sample. Our findings imply that the beauty premium is widespread in the labor market and relevant anti-discrimination regulations are needed.     

Caste discrimination in the Indian urban labour market

This, the pioneering quantitative analysis of caste in the Indian urban labour market, examines the age-old problem of caste in the light of discrimination theory and government policy. Using a survey of workers in Delhi, the gross wage difference between ‘scheduled’ (untouchable) and ‘non-scheduled’ caste is decomposed into its ‘explained’ and ‘discrimination’ components and, from a model of occupation choice, into wage- and job-discrimination. Discrimination is found to exist, and to operate at least in part through the traditional mechanism, viz. assignment to jobs, with the scheduled castes entering poorly-paid ‘dead-end’ jobs. It is assisted by methods of recruitment based on contacts, prevalent in the manual occupation, which also cause past discrimination to carry over to the present. Its practice serves the economic interests of those who exercise a taste for discrimination.     

Input versus output taxation in an experimental international economy

This paper presents the results of a policy oriented macroeconomic experiment involving an ‘international’ economy with a relatively small ‘home’ country and a large ‘foreign’ country. It compares the economic performance of two alternative tax systems: a wage tax system and a sales-tax-cum-labor-subsidy system. The two systems are applied to the small country, while the wage tax system always obtains in the large country. The main result is that the sales tax system outperforms the wage tax system, using standard economic indicators. Moreover, it turns out that under the sales tax system economic activities appear to be moving toward the ‘better’ of two theoretical equilibria. It is argued that producers’ reluctance to incur costs up-front while being uncertain about product prices can explain these results. Several pieces of evidence are provided to support this claim. The results strongly suggest that behavioral aspects should be taken into account also in applied macroeconomic models.     

Labour market discrimination and the macroeconomy

We measure the discriminatory ethnic and gender wage gaps in Georgia. Gender wage discrimination is larger than the ethnic wage discrimination. We use the estimated gaps in a general‐to‐specific vector autoregression framework to test for Granger causality between discrimination and growth, and estimate the long‐run effects of each variable on the other. Granger causality is found to be bidirectional, but it is only the net long‐run effect of discrimination on growth that is a large and highly significant negative effect. In the long‐run, a 10% increase in ethnic (gender) discrimination reduces economic growth by 3%–4% (8%–10%). Additionally, ethnic and gender wage differentials are found to be counter‐cyclical.     

Wage-related labour standards and FDI in China: some survey findings from Guangdong province

Abstract. The paper presents findings from a survey of foreign invested enterprises (FIEs) in Guangdong, China, on the relationship between foreign direct investment (FDI) and wage‐related labour standards (regular wages, and compliance with official overtime and minimum wages), which show that wage‐related standards are statistically higher in FIEs whose home countries’ standards are higher, after controlling for other influences. However, a cost‐reduction FIE is more likely to be associated with inferior standards. The results call for a finer examination of the relationship between FDI and labour standards beyond the simple ‘race to the bottom’ thesis.     

Its Bark is Worse Than its Bite: The Wage and Employment Effects of the Minimum Wage in the US

This study examines the effect of changes in the US minimum wage on wages and employment in 32 industries selected for their presumed sensitivity to the minimum wage. Applying time series techniques commonly used in macroeconomics and finance to changes in the minimum wage occurring from 1967 and 1991, we initially test for a wage response; only where one is found do we test for an employment response. Twenty-five per cent of the industry/minimum-wage-increase pairs show evidence of an appropriate wage response. Eight of these 54 show a statistically significant negative employment response, while six show significant, positive employment responses. Positive effects may be due to either a high variance distribution centred on zero or markets with 'lemons' problems concerning worker quality. Limiting analysis to industries in which the minimum wage binds provides no evidence of a consistent negative relationship between the historical minimum wage and employment.     

A discrete choice experiment to assess patients’ preferences for HIV treatment in the urban population in Colombia

Abstract

Aim: This study aimed to assess patients’ preferences for HIV treatment in an urban Colombian population.

Methods: A Discrete Choice Experiment (DCE) was conducted. Urban Colombian HIV patients were asked to repetitively choose between two hypothetical treatments that differ in regard to five attributes ‘effect on life expectancy’, ‘effect on physical activity’, ‘risk of moderate side effects, ‘accessibility to clinic’ and ‘economic cost to access controls’. Twelve choice sets were made using an efficient design. A Mixed Logit Panel Model was used for the analysis and subgroup analyses were performed according to age, gender, education level and sexual preference.

Results: A total of 224 HIV patients were included. All attributes were significant, indicating that there were differences between at least two levels of each attribute. Patients preferred to be able to perform all physical activity without difficulty, to have large positive effects on life expectancy, to travel less than 2?h, to have lower risk of side-effects and to have subsidized travel costs. The attributes ‘effect on physical activity’ and ‘effects on life expectancy’ were deemed the most important. Sub-analyses showed that higher educated patients placed more importance on the large positive effects of HIV treatment, and a more negative preference for subsidized travel cost (5% level).

Limitations: A potential limitation is selection bias as it is difficult to make a systematic urban/rural division of respondents. Additional, questionnaires were partly administered in the waiting rooms, which potentially led to some noise in the data.

Conclusions: Findings suggests that short-term efficacy (i.e. effect on physical activity) and long-term efficacy (i.e. effect on life expectancy) are the most important treatment characteristics for HIV urban patients in Colombia. Preference data could provide relevant information for clinical and policy decision-making to optimize HIV care.     

‘Old’ Europe’s wage dynamics and trade imbalances: Is there a link?

No evidence is found that gains in relative labour productivity have had a positive effect on the trade balance/GDP ratio for the ‘old’ EU members (excluding Germany) from 1961 to 2014. Rising relative wage rate is shown to have had strong—and negative—effects on the trade balance/GDP ratio for the EU-14, at least in the longer run. It follows that external rebalancing may be achieved through a sufficiently strong fall in the relative wage rates, without productivity changes having a role to play. This is not to claim that the EU-14 (and its members suffering trade deficits in particular) ought to attempt the devastating policy of ‘internal devaluation’. A constructive alternative would be to achieve the fall in the relative wage rates through faster growth of German nominal wage rates. Whether that alternative is practicable is another matter. But it can be argued that without that alternative being followed the European Union will remain a stagnant area plagued by recurrent crises caused by imbalanced trade among its Member States.     

Gender Roles,Occupational Choice and Gender Wage Differential*

This paper addresses the impact of occupational choice and the perception of gender roles on the gender wage differential. We examine the effect of occupational choice upon the level of wages and investigate the determinants of occupational choice. The evidence supports earlier findings that the wage differential is caused by demand discrimination within occupations. We also conclude that if females had a less traditional attitude towards their role in the labour market they would generate an occupational distribution that would produce a higher wage     

Gender wage differentials and discrimination in Korea: comparison by knowledge intensity of industries

This study estimates the relative size of the non-productivity-related gender wage gap across industries with differing knowledge intensities. More specifically, a gender wage premium was estimated from a modified Mincerian earnings equation, and an Oaxaca's discrimination coefficient was computed. Empirical evidence indicates that gender wage differentials tend to be less subject to potential discrimination in knowledge-based industries than in other industries with lower knowledge intensity. The estimated discrimination effect is least noticeable in top hierarchical occupations such as professionals and technicians, while it is most sizeable in production workers and sales/service workers, regardless of industrial affiliation.