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Journal of Labor Economics | Volume 41,Number 2 | April 2023

2023-08-08 17:20 作者:猫猫猪要爬到你背上  | 我要投稿

1. How Much Should We Trust Estimates of Firm Effects and Worker Sorting?

我们应该在多大程度上相信企业效应和工人分类的估计值?

Stéphane Bonhomme, Kerstin Holzheu, Thibaut Lamadon, Elena Manresa, Magne Mogstad, and Bradley Setzler

Many studies use matched employer-employee data to estimate a statistical model of earnings determination with worker and firm fixed effects. Estimates based on this model have produced influential yet controversial conclusions. The objective of this paper is to assess the sensitivity of these conclusions to the biases that arise because of limited mobility of workers across firms. We use employer-employee data from the United States and several European countries while taking advantage of both fixed effects and random effects methods for bias correction. We find that limited mobility bias is severe and that bias correction is important.

许多研究使用匹配的雇主-雇员数据来估算带有工人和公司固定效应的收入决定统计模型。基于该模型的估算得出了一些有影响力但有争议的结论。本文的目的是评估这些结论对工人在企业间有限流动性所产生的偏见的敏感性。我们使用了美国和几个欧洲国家的雇主-雇员数据,同时利用固定效应和随机效应方法进行偏差校正。我们发现,有限流动性偏差非常严重,因此偏差校正非常重要。



2. Network Connections and Board Seats: Are Female Networks Less Valuable?

网络连接和董事会席位:女性网络更有价值吗?

Emma von Essen and Nina Smith

We investigate how sizes of professional networks affect the probability of appointment to a supervisory board and whether the effect is gendered. Using an employer-employee data set of the Danish labor market, 1995–2011, we find larger networks to associate with a higher probability of becoming a first-time director. The effect is larger for men. One explanation is that men, compared with women, have more connections to larger and listed firms and to other males—attributes that increase the appointment probability. Women who have connections to incumbent directors before being appointed director have more labor market experience than other directors.

我们研究了职业网络的规模如何影响监事会成员的任命概率,以及这种影响是否具有性别特征。利用 1995-2011 年丹麦劳动力市场的雇主-雇员数据集,我们发现网络规模越大,成为首次董事的概率越高。男性受到的影响更大。一种解释是,与女性相比,男性与大型公司、上市公司和其他男性有更多联系,而这些属性会增加任命概率。与其他董事相比,在被任命为董事之前与现任董事有联系的女性拥有更多的劳动力市场经验。



3. Labor Market Discrimination against Family Responsibilities: A Correspondence Study with Policy Change in China 

劳动力市场对家庭责任的歧视: 中国政策变化的对应研究

Haoran He, Sherry Xin Li, and Yuling Han

China shifted its controversial one-child policy (1979–2015) to a two-child policy in 2016. We take advantage of this unexpected policy change and the heterogeneities in the prechange environment to investigate labor market discrimination against expected family responsibilities. In a two-wave correspondence study before and after the policy change, we sent 8,848 fictitious resumes with ages 22–29 in response to online job advertisements. Their gender and only-child/siblinged status were systematically varied. We find that women—but not men—are subject to labor market discrimination for expected family responsibilities. This discrimination worsens with the increase in women’s reproductive age.

2016 年,中国将备受争议的独生子女政策(1979-2015 年)转变为二胎政策。我们利用这一意料之外的政策变化和变化前环境的异质性来研究劳动力市场对预期家庭责任的歧视。在政策变化前后的两波对应研究中,我们发送了 8848 份年龄为 22-29 岁的虚构简历,以回应在线招聘广告。他们的性别和独生子女/兄弟姐妹身份被系统地改变。我们发现,女性(而非男性)因预期的家庭责任而受到劳动力市场歧视,这种歧视随着女性生育年龄的增加而加剧。


4. Mothers Working during Preschool Years and Child Skills: Does Income Compensate?

学龄前母亲工作与儿童技能: 收入补偿吗?

Cheti Nicoletti, Kjell G. Salvanes, and Emma Tominey

Increasing mother’s labor supply during a child’s preschool years may reduce time investments, yielding a negative direct effect on midchildhood and teenage outcomes. But as mother’s work hours increase, income will rise. Can income compensate for the negative effect of hours? Our mediation analysis exploits exogenous variation in both mother’s hours and family income. Results suggest a negative, insignificant direct effect from increasing mother’s hours on child test scores. However, the positive mediating effect of income creates a positive total effect on test scores (26% of a standard deviation) for a 10-hour increase in mother’s weekly hours in preschool years.

在孩子学龄前阶段,增加母亲的劳动力供给可能会减少时间投资,从而对儿童中期和青少年时期的结果产生负面的直接影响。但随着母亲工作时间的增加,收入也会增加。收入能否弥补工时的负面影响?我们的中介分析利用了母亲工时和家庭收入的外生变化。结果表明,母亲工时的增加对孩子考试成绩的直接影响是负面的,但并不显著。然而,收入的正向中介效应会对学龄前儿童的考试成绩产生正向的总体影响(一个标准差的 26%)。



5. When the Stadium Goes Silent: How Crowds Affect the Performance of Discriminated Groups 

当球场鸦雀无声时:人群如何影响受歧视群体的表现 

Mauro Caselli, Paolo Falco, and Gianpiero Mattera

Using a natural experiment induced by COVID-19, we test how the sudden absence of fans at football games impacts player performance in Italy. We find that African players, who are most commonly targeted by racial harassment, play better when fans are no longer at the stadium. A similar, albeit weaker, effect is detected among black players. Using official records of racist behavior by fans, we show that performance improves the most on teams that were subject to abuse before the lockdown. Our evidence suggests that racist pressure can harm discriminated groups and lower the overall quality of the game.

通过 COVID-19 引发的自然实验,我们测试了在意大利,足球比赛中球迷的突然缺席对球员表现的影响。我们发现,非洲球员是最常见的种族骚扰对象,当球迷不再出现在球场时,他们的表现会更好。在黑人球员中也发现了类似的效果,尽管较弱。利用官方对球迷种族主义行为的记录,我们发现,在禁赛前受到辱骂的球队的表现改善最大。我们的证据表明,种族主义压力会损害受歧视群体的利益,并降低比赛的整体质量



6. Workplace Incentives and Organizational Learning

工作场所激励机制与组织学习

Francesco Amodio and Miguel A. Martinez-Carrasco

This paper studies learning among coworkers when incentives change. We use a simple principal-agent model to show that when workers are not fully informed on the global shape of the production function, (1) their effort choice changes over time as information is disclosed and processed and (2) changing incentives can trigger this learning process. We test this prediction using personnel data from an egg production plant in Peru. Exploiting a sudden change in the contract parameters, we find that workers learn from each other over the shape of the production function. This adjustment process is costly for the firm.

本文研究激励机制发生变化时同事之间的学习。我们使用一个简单的委托-代理模型来证明,当工人不完全了解生产函数的全局形状时,(1)他们的努力选择会随着信息的披露和处理而改变;(2)激励机制的变化会触发这一学习过程。我们利用秘鲁一家鸡蛋生产厂的人员数据对这一预测进行了检验。利用合同参数的突然变化,我们发现工人们会相互学习生产函数的形状。这一调整过程对企业来说代价高昂。



7. Optimal Allocation of Seats in the Presence of Peer Effects: Evidence from a Job Training Program 

存在同伴效应时的席位优化配置: 来自就业培训项目的证据 

Matthew D. Baird, John Engberg, and Isaac M. Opper

We model optimal treatment assignment in programs with a limited number of seats and study how the presence of peer effects impacts the optimal allocation rule. We then use data from a randomized control trial to show evidence that there are large peer effects in the context of job training for disadvantaged adults in the United States. Finally, we combine the model and the empirics to show that the program would have had a much greater impact if the assignment choices had accounted for the peer effects.

我们建立了名额有限的项目中的最优治疗分配模型,并研究了同伴效应的存在如何影响最优分配规则。然后,我们利用随机对照试验的数据,证明在美国为弱势成人提供就业培训时存在巨大的同伴效应。最后,我们将模型与经验相结合,证明如果分配选择考虑了同伴效应,该计划的影响会更大。



8. Foreign Students in College and the Supply of STEM Graduates

外国留学生与STEM毕业生的供给

Massimo Anelli, Kevin Shih, and Kevin Williams

Do foreign students affect the likelihood that domestic students obtain a STEM degree and occupation? Using administrative student records from a US university, we exploit idiosyncratic variation in the share of foreign classmates in introductory math classes and find that foreign classmates displace domestic students from STEM majors and occupations. However, displaced students gravitate toward high-earning social science majors, so their expected earnings are not penalized. We explore several mechanisms. Results indicate that displacement is concentrated in classes where foreign classmates possess weak English language ability, suggesting that diminished in-class communication and social interactions might play an important role.

外国学生是否会影响国内学生获得 STEM 学位和职业的可能性?我们利用美国一所大学的学生管理记录,利用数学入门课程中外国同学比例的特异性变化,发现外国同学会将国内学生从 STEM 专业和职业中淘汰。然而,被取代的学生倾向于选择高收入的社会科学专业,因此他们的预期收入并没有受到影响。我们探讨了几种机制。结果表明,被取代的学生集中在外国同学英语能力较弱的班级,这表明课上交流和社会互动的减少可能起到了重要作用。


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