Occupational Segregation and Gender Wage Differentials: Evidence from Malaysia

In Malaysia, the participation of women in the labor market has increased over time. However, occupational segregation and wage differentials continue to be prevalent between men and women in the labor market. The present paper investigates gender‐related occupational segregation and wage differentials based on data collected from 7135 working households in Peninsular Malaysia in 2011. The wage decomposition model introduced by Brown et al. (1980) is used to examine the determinants of gender‐related wage differentials. The results suggest that differences within occupations account for the largest portion of the wage gap between men and women. The results also indicate that wage discrimination within occupations plays an important role in the gender wage gap, while sample selection bias plays an important role in the examination of gender wage gaps.     

绩效工资与工资差距——以珠三角外来务工工人工资为例

根据2008年珠三角地区外来务工工人的调查数据,本文研究了绩效工资对外来务工工人工资水平和工资差距的影响。论文发现(1)实行绩效工资制的小时平均工资显著高于其他固定工资,此结论在控制了教育水平、工作经验等因素后仍然成立;(2)实行绩效工资加大了组内的工资差距;(3)绩效工资制对于高收入者的影响要大于低收入者。这些实证发现意味着绩效工资具有的激励性质不仅提高了工资水平,而且加大了工资差距。     

中国企业的工资差异和所有制结构

本文采用OaxacaBlinder分解法的扩展形式,分析了1995年中国城市不同所有制企业间工资差异的决定因素。我们发现,国有企业和外商投资企业工资高于城镇集体企业,但中央直属国有企业和外商投资企业的小时工资鲜有差别。此外,我们的研究结果强有力地证明了,中国劳动力市场的分割或者说是多层次、纯所有制差别和工作小时差别是观测到的工资差距的主要决定因素。我们的研究结果还强调了,尽管外商投资企业提供了较高的年总收入,但这是以更长的工作时间为代价的。     

The Part-Time Wage Gap: a Career Perspective

Summary  Because promotions are an important source of wage growth, we argue that the low incidence of promotions among part-time workers will contribute to the emergence of the part-time wage gap. We test this claim using Dutch employer–employee matched data. We find that the part-time wage gap is absent among young school leavers, but that it is well established among more mature workers. Moreover, we find that promotions account for a wage growth of about eight log points. Finally, workers in part-time jobs experience a lower rate of promotion relative to workers in full-time jobs. We are grateful to the Dutch Ministry of Social Affairs and Employment for granting access to the data. The paper greatly benefited from comments by Daniel Hamermesh, Jonathan Wadsworth, and seminar participants at ZEW in Mannheim, at WPEG conference at York University and Tilburg University. We are also indebted to two anonymous referees for helpful suggestions that substantially improved the quality of the paper. The usual disclaimer applies.     

Wage Differentials in Taiwanese Manufacturing, 1982–1997

The present paper examines the impacts of technological change and trade flows on wage inequality across manufacturing industries. Using micro–level data from the Taiwan Manpower Utilization Survey (TMUS), 1982–1997, a slight decline in the log–wage differential between college and high–school workers is detected during this period. These results indicate that the accelerated growth in the relative supply of college graduates, combined with steady demand growth in favor of more highly educated workers, can largely explain the narrowing wage differentials within Taiwanese manufacturing over the period 1982–1997. In terms of demand–side factors, this study concludes that technology and trade are the two major forces driving the differences in wage inequality across industries.     

教育收益率、行业与工资的性别差异:基于西部三个城市的经验研究

本文通过使用扩展的性别工资差异分解方法对中国西部城市的性别行业进入差异和行业内部工资差异进行分解,分析了高等教育回报对行业选择和收入差异的影响。经验研究的基本结果包括:(1)在全部的性别工资差异上,由于男女的禀赋差异引起的可解释部分占差异的57.77%,歧视解释了总差异的42.24%,在歧视部分中,行业进入方面的对女性的歧视就占了1/3强的部分,行业内部的工资歧视占2/3左右;(2)对于受过高等教育的女性来说,存在显著的行业进入方面的不利性别偏向,在行业选择方面,女性的高等教育回报率低于男性。在低收入行业中,女性高等教育和"高中/职高"层次的教育其回报率都显著的高于男性,高收入行业内部则相反;(3)在可解释的行业和工资性别差异中,教育解释了其中的5%左右,并且教育具有显著的缩小行业进入性别差异的作用。在高收入行业内部,高等教育显著缩小了男女工资差异,而在低收入行业内部,高等教育解释力较弱,而经验和健康状况对于这部分差异贡献率较大。     

从工资差异到趋同:外溢的视角

本文从理论和实证两个角度集中回顾了工资外溢领域的相关文献。这一领域的理论主要从工资的同步决定和工资先后决定两个方向展开,前者以工会垄断模型为线索,后者重点研究工资决定的领导者-追随者模型。而实证研究主要讨论工资外溢的发生机制,集中在以下三个层面:行业之间、外资企业和内资企业之间以及私有部门和公共部门之间,主要结论如下:不同层面都存在工资外溢,而且工资外溢主要通过在相似的产品和劳动力市场的竞争以及出于制度或心理上的公平考虑而产生的嫉妒效应发生。文章联系中国已有的工资相互关联如工资攀比和趋同等以及长期存在的行业间工资差距持续扩大等现象,提出研究中国工资外溢的初步思路。     

外资所有权与工资升水——来自中国制造业的证据

很多研究发现外商投资企业比内资企业对同等情况下的工人所付工资要高,本文利用中国省际制造业分大类数据对此进行了实证研究,研究的结果表明,在控制了各种对工资影响因素(产业、地区、企业、工人素质)后,外资所有权工资升水显著存在,大约为10%。同时还对平均薪酬进行了研究,外资所有权薪酬升水大约为7%。此外,本文还得出了其他一些有意义的结论。     

FDI、行业间联系与溢出效应——基于我国制造业行业面板数据的实证分析

本文采用1999～2003年28个制造业行业的面板数据进行实证分析,以期说明制造业行业是否存在外资行业内横向溢出和行业间纵向溢出效应(后向联系和前向联系)。利用动态面板数据的系统广义矩估计方法(SystemGMM),克服了要素投入的内生性问题和前期的生产率冲击后,实证结果表明,对制造业的内资而言,外资的后向联系效应作用明显,说明后向联系确实是外资技术溢出的重要渠道,而行业内溢出效应和前向联系效应表现为不明显的正向影响。     

Wage structure effects of international trade in a small open economy: the case of Belgium

This paper investigates the impact of international trade on wage dispersion in a small open economy, Belgium. It is one of the few to: (i) use detailed, matched employer-employee data to compute industry wage premia and disaggregated industry-level panel data to examine the impact of changes in international trade on changes in wage differentials, (ii) simultaneously analyse both imports and exports, and (iii) examine the impact of imports according to the country of origin. Looking at the export side, we find (on the basis of the system generalized method of moments estimator) a positive effect of exports on industry wage premia. The results also show that import penetration has a significant and negative impact on industry wage differentials. However, the detrimental effect of imports on wages is found to be significantly greater when imports originate from low- and middle-income countries than from high-income countries.     

Global Outsourcing and Wage Inequality in Middle-Income Countries: Evidence from South Korea

A substantial number of studies have suggested that global outsourcing can induce wage inequality. As Feenstra and Hanson [(1996a) Foreign investment, outsourcing, and relative wage, in: R. C. Feestra, G. M. Hanson, and D. A. Irwin (Eds.) Political Economy of Trade Policy: Essays in Honor of Jagdish Bhagwati (Cambridge: The MIT Press), pp. 89–127] argued, global outsourcing is comparable to skill-biased technological change in that global outsourcing is more likely to increase the wage of skilled workers rather than their unskilled counterparts. We examine the effects of outsourcing on wage of skilled and unskilled workers in Korea's manufacturing sector with a focus on the dissimilar effects of outsourcing to developed countries (DCs) and less developed countries (LDCs) on relative wage. The results of system and difference GMM estimation based on manufacturing data from 1992 to 2006 indicate that outsourcing to DCs and LDCs have opposite (and significant) effects on relative wage, that is, outsourcing to DCs (LDCs) decreases the wage of skilled (unskilled) workers.     

Estimation of Public–Private Wage Differentials in Turkey with Sample Correction

The aim of this study is to determine how the change in the balance between public–private sector employments affected public and private earnings during the 1990s and 2000s in Turkey. We use the Oaxaca–Blinder and quantile decomposition methods to determine the wage gap between public and private sectors utilizing the 1994 Household Income Distribution and Consumption Expenditure Survey and the 2008 Household Budget Survey conducted by the Turkish Statistical Institute. The study determined that the primary difference in the average wages between sectors arises from the differences in the endowments without correction for gender. After adjusting for correction using quantile regression, we find that the difference in the endowments between sectors at lower quantiles explains the majority of the raw wage gap; whereas a substantial amount of the raw wage gap is explained by the sector effect at higher quantiles.     

外包与工资差距——基于工业行业数据的经验研究

本文首先检验了国际外包对我国熟练劳动力与非熟练劳动力工资差距的影响.计量结果表明,与斯托尔帕-萨缪尔逊定理所揭示的相反,外包贸易降低了我国相对丰裕的非熟练劳动力的相对工资.微电子设备的使用也加大了对熟练劳动力的需求,进一步加大熟练劳动力与非熟练劳动力的工资差距.为了检查是否是因为贸易形态的变化所导致的结果,我们进一步检...     

Technological Change,Job Risk,and Wage Premium: Evidence from Taiwan

The paper reports the results of analyzing the effects of technological change and job risk on wage premiums in Taiwan. Using unique individual data combined with industry‐level indices of technological change and fatality rates across industries, the empirical results show that, overall, industries characterized by a higher rate of technological change or fatality pay a higher wage. However, these positive correlations are attributed to the sorting effect in which workers with some specific features choose to find jobs in industries with rapid technological change and higher job risk. Furthermore, this paper reports a positive relationship between education and wages after controlling for individual heterogeneity, showing the existence of education premium in Taiwan.