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Essays on the dynamic interaction of workers and firms: New evidence using linked employer-employee data.

机译：关于工人与企业之间动态互动的论文：使用链接的雇主-雇员数据的新证据。

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摘要

My research uses a new large-scale linked employer-employee data set to study how the skill mix of workers within firms affects outcomes like wages, inequality, and worker mobility. The first chapter (with John Abowd and Kevin McKinney) develops an approach to measuring human capital that distinguishes observable and unobservable dimensions of skill. We observe a pronounced right-shift in the overall distribution of human capital between 1992 and 1997. Labor force entrants, while less experienced, were otherwise more skilled, a difference due exclusively to unobservables. Firms reduced employment shares of low skilled workers in virtually every industry.; The second chapter studies whether wage inequality and increased segregation by skill are related, by decomposing wages into components due, not only to persons and firms, but also to co-workers. Such “co-worker effects” capture the impact of a weighted sum of co-worker characteristics on individual wages. Due to limited demographic information, I rely on the person specific component of wages to proxy for co-worker “skills.” A one standardstandard deviation increase in a firm's average person effect and experience level is associated with wage increases of 3–5%. After allowing the parameters to vary across industries, industry average co-worker effects explain 26% of raw inter-industry wage differentials. Finally, while co-worker effects increase inequality, the tendency for workers to sort non-randomly into firms plays a much larger role.; The third chapter (with Lars Vilhuber) entertains the hypothesis that workers and firms engage in strategic behavior to minimize the costs associated with displacement. While distressed firms may seek to shed their least productive workers, high skill workers may quit in advance of displacement to avoid being viewed as “average” in the post-displacement labor market. We decompose job and worker flows by skill group and use quantile regression techniques to analyze the skill distribution of workers leaving distressed firms. We find significant changes to all measures of job and worker flows prior to displacement: while churning increases for all groups, retention rates for high-skilled workers fall. Immediately prior to displacement, the quantile regressions reveal a mean preserving spread in the distribution of worker quality, followed by a right-shift at the time of displacement.
机译：我的研究使用了一个新的大规模的雇主-雇员关联数据集来研究公司内部工人的技能组合如何影响工资，不平等和工人流动性等结果。第一章（与约翰·阿波德和凯文·麦金尼一起）提出了一种测量人力资本的方法，该方法区分了可观察和不可观察的技能维度。我们观察到，在1992年至1997年之间，人力资本的总体分配出现了明显的右移。虽然劳动力缺乏经验，但其他方面的技能却更高，这完全是由于不可观察因素造成的。企业减少了几乎每个行业中低技能工人的就业份额。第二章研究通过将工资分解为不仅与个人和公司有关，而且与同事有关的要素，来研究工资不平等和按技能划分的加剧是否相关。这种“同事效应”反映了同事特征加权总和对个人工资的影响。由于人口统计信息有限，我依靠个人特定的工资部分来代替同事的“技能”。企业平均人身影响和经验水平的一个标准标准差增加与工资增加3–5％有关。在允许参数随行业变化之后，行业平均同事效应解释了行业间原始工资差异的26％。最后，尽管同事效应加剧了不平等，但工人非随机地分类为公司的趋势起着更大的作用。第三章（与拉斯·维尔胡伯（Lars Vilhuber）一起）提出了这样的假说，即工人和公司从事战略行为以使与流离失所相关的成本最小化。尽管陷入困境的公司可能会寻求解雇生产效率最低的工人，但高技能工人可能会在流离失所之前辞职，以避免被视为流离失所后劳动力市场的“平均水平”。我们按技能组分解工作和工人流，并使用分位数回归技术分析离开困境企业的工人的技能分布。我们发现，在流离失所之前，所有工作和工人流动指标均发生了重大变化：尽管所有群体的搅动都在增加，但高技能工人的保留率却在下降。在搬迁之前，分位数回归显示出工人素质分布中的均值保持扩展，然后在搬迁时右移。

著录项

  • 作者

    Lengermann, Paul Adrian.;

  • 作者单位

    University of Maryland College Park.;

  • 授予单位 University of Maryland College Park.;
  • 学科 Economics Labor.; Sociology Industrial and Labor Relations.
  • 学位 Ph.D.
  • 年度 2002
  • 页码 224 p.
  • 总页数 224
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 劳动经济;社会学;
  • 关键词

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