Labor Market Behavior with Labor as a Quasi-Fixed Factor

该项目涉及两个相关的实证项目，旨在研究 美国劳动力就业、工时和薪酬的动态 市场的 这些研究之间的联系是假设， 雇佣和培训新员工的成本鼓励公司留住员工 工人一旦被雇用。第一项研究调查了预期的 工会合同中的模式， 调整就业。 这项分析将使用以下数据进行： 1965年至1985年美国的主要谈判协议。 第二 研究的重点是衡量劳动力成本的周期性变动， 员工的离职行为。 其中一个主要组成部分是 分析是为了匹配就业和工作时间的行业数据， 关于就业更替率的个人数据，以便估计影响 企业的劳动力流动决策。 这个项目很重要 因为它将提供一个更好的了解行为的 劳动力市场和劳动合同对劳动力流动的影响。

This project involves two related empirical projects aimed at examining the dynamics of employment, hours, and compensation in U.S. labor markets. The link between the studies is the presumption that the costs of hiring and training new workers encourages firms to retain workers once they have been hired. The first study examines expected patterns in union contracts when there are costs associated with adjusting employment. This analysis will be undertaken with data on major bargaining agreements in the U.S. from 1965 to 1985. The second study focuses on measuring cyclical movements in labor costs taking into account workers' turnover behavior. A major component of this analysis is to match industry data on employment and hours to individual data on employment turnover in order to estimate the impact of firms' decisions on labor turnover. This project is important because it will provide a better understanding of the behavior of the labor market and the impact of labor contracts on labor mobility.