Monopsonistic discrimination, worker turnover, and the gender wage gap
Monopsonistic discrimination, worker turnover, and the gender wage gap
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DOI：
10.1016/j.labeco.2009.02.004
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发表时间：
2009-10-01
期刊：
影响因子：
2.4
通讯作者：
Dale-Olsen, Harald
中科院分区：
文献类型：
--
作者：
Barth, Erling;Dale-Olsen, Harald
受工人流动模型的启发，本文认为，性别歧视可能是整体性别工资差距背后的一个重要因素。使用匹配的雇主-雇员数据从挪威，我们估计建立特定的工资溢价分别为男性和女性，条件是固定的个人影响。工人流动率对工资溢价的回归表明，每个妇女企业面临的工资弹性劳动力供应低于男子企业。劳动力的性别构成与雇主的工资政策密切相关。结果表明，低学历工人的性别工资差距的70-90%可能归因于男女之间劳动力市场摩擦的差异，而高学历工人的类似数字为20 - 70%。(C)2009爱思唯尔有限公司版权所有。
Motivated by models of worker flows, we argue in this paper that monopsonistic discrimination may be a substantial factor behind the overall gender wage gap. Using matched employer-employee data from Norway, we estimate establishment-specific wage premiums separately for men and women, conditioning on fixed individual effects. Regressions of worker turnover on the wage premium identify less wage elastic labour supply facing each establishment of women than that of men. Workforce gender composition is strongly related to employers' wage policies. The results suggest that 70-90% of the gender wage gap for low-educated workers may be attributed to differences in labour market frictions between men and women, while the similar figures for high-educated workers ranges from 20 to 70%. (C) 2009 Elsevier B.V. All rights reserved.