The Impact of Comparable Worth on Public Sector Labor Demand, Vacancies, Applications and Turnover

点击翻译按钮获取中文摘要

Comparable worth pay plans have been implemented in at least seven states for government workers and are being considered in several other states. While there have been a few descriptive studies conducted in order to help states decide whether to adopt the legislation, little or no empirical work has been done on the impact of comparable worth on turnover, job vacancies, applications, and wage rates. The objective of this study is to analyze the impact of comparable worth legislation on employment in state government. Focusing on Iowa during the period from 1980-1989, data from annual payroll tapes and state tabulations by job class will be supplemented with budget information by subdivision of government to determine the consequences of the legislation on employment, applications, and turnover of female and male state government workers. New hire, separations, and job transfers will be examined by sex, job, and division. Trends, particularly in relation to gender and occupation, will be analyzed and special attention will be paid to how political and economic forces modify the implementation of pay proposals. It is very important to assess the impact of comparable worth laws on female employment and sex segmentation among jobs. Not only will this research enable states to make better decisions concerning comparable worth legislation, but also it should provide insights into the role which wages play in helping public agencies recruit and retain employees in general and female employees in particular. Much of the criticism of comparable worth rests on claims about the effects it will have on total employment and the absolute level of employment. This study presents an opportunity to evaluate the validity of this criticism. It also permits studying the actual impact and implementation of law in a compelling arena of public policy.