Journal of Labor Economics 2023年第2期

Journal of Labor Economics 2023年第2期

Volume 41, Number 2, April 2023

 

 

——更多动态，请持续关注gzh：理想主义的百年孤独

 

 

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排序的估计?

Stéphane Bonhomme,Kerstin Holzheu,Thibaut Lamadon,Elena Manresa,Magne Mogstad,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-雇员数据来估计具有工人和企业固定效应的收入决定的统计模型。基于这一模型的估计产生了有影响力但有争议的结论。本文的目的是评估这些结论对由于公司间工人流动性有限而产生的偏见的敏感性。我们使用来自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。我们发现有限移动偏差是严重的，偏差纠正是重要的。

 

 

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

人脉和董事会席位:女性人脉的价值降低了吗?

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任命的概率，以及这种影响是否存在性别差异。使用1995-2011年丹麦劳动力市场的雇主-雇员数据集，我们发现，更大的人际网络与成为首次董事的更高概率相关。对男性的影响更大。一种解释是，与女性相比，男性与更大的上市公司和其他男性有更多的联系——这些属性增加了任命的可能性。在被任命为董事之前与现任董事有关系的女性比其他董事有更多的劳动力市场经验。

 

 

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:与中国政策变化的对应研究

Haoran He,Sherry Xin Li, andYuling 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)转变为二孩政策。我们利用这种意外的政策变化和变化前环境中的异质性来调查劳动力市场对预期家庭责任的歧视。在政策改变前后的两波通信研究中，我们发送了8848份年龄在22-29岁之间的虚构简历来回应在线招聘广告。他们的性别和独生子女/兄弟姐妹身份有系统的差异。我们发现，女性——而不是男性——在预期的家庭责任方面受到劳动力市场的歧视。这种歧视随着妇女生育年龄的提高而加剧。

 

 

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

母亲在学龄前工作和孩子的技能: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.

在孩子学龄前增加母亲的劳动力供应可能会减少时间投资，对儿童中期和青少年的结果产生负面的直接影响。但是随着母亲工作时间的增加，收入也会增加。收入能弥补工作时间的负面影响吗?我们的中介分析利用了母亲工作时间和家庭收入的外生变化。结果表明，增加母亲的工作时间对孩子的考试成绩有负面的、微不足道的直接影响。然而，收入的正向中介效应对测试成绩产生了正的总效应(26%的标准偏差)，在学龄前，母亲每周工作时间增加10小时。

 

 

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

当体育场安静下来: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.

在意大利，我们利用COVID-19引发的自然实验，测试了足球比赛中球迷的突然缺席对球员表现的影响。我们发现，最常成为种族骚扰目标的非洲球员，在球迷不在球场时表现得更好。在黑人玩家中也发现了类似的效应，尽管效果较弱。通过使用球迷种族主义行为的官方记录，我们发现在封锁前遭受辱骂的球队的表现改善最多。我们的证据表明，种族主义压力会伤害受歧视的群体，降低比赛的整体质量。

 

 

Workplace Incentives and Organizational Learning

工作场所激励与组织学习

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.

本文研究了激励机制变化时同事间的学习行为。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整体形状时，(1)他们的努力选择随着信息的披露和处理而随时间变化，(2)不断变化的激励机制可以触发这一学习过程。我们使用秘鲁一家鸡蛋生产厂的人员数据来验证这一预测。利用契约参数的突然变化，我们发现工人们在生产函数的形状上相互学习。这个调整过程对公司来说代价高昂。

 

 

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

存在同伴效应的座位最优分配:来自职业培训计划的证据

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.

我们在有限席位的项目中建立了最优治疗分配模型，并研究了同伴效应的存在如何影响最优分配规则。然后，我们使用来自随机对照试验的数据来证明，在美国弱势成年人的职业培训背景下，有很大的同伴效应。最后，我们将模型和经验结合起来，表明如果分配选择考虑了同伴效应，该项目将产生更大的影响。

 

 

 

Foreign Students in College and the Supply of STEM Graduates

大学外国留学生和STEM毕业生的供应

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?利用一所美国大学的行政管理学生记录，我们挖掘了外国同学在数学入门课上所占比例的特质差异，发现外国同学取代了STEM专业和职业的国内学生。然而，被淘汰的学生被吸引到高收入的社会科学专业，所以他们的预期收入不会受到惩罚。我们探索了几种机制。结果表明，在外国同学英语语言能力较弱的班级中，外语学习者的外语迁移集中在这些班级，这表明课堂交流和社会互动的减少可能起着重要作用。