Wage Trajectories in Occupations Segregated by Gender and Race

按性别和种族划分的职业的工资轨迹

• 批准号: 9422236
• 负责人: Marco Haro
• 金额: $ 11.75万
• 依托单位: University of Arizona
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 1995
• 资助国家: 美国
• 起止时间: 1995-06-01 至 1999-11-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=9422236&HistoricalAwards=false
• 关键词: Wage; Trajectories; Occupations; Segregated; Gender

This is a study of wage trajectories in sex-segregated and race-segregated jobs, using data from the National Longitudinal Survey of Youth, with survey waves each year between 1979 and 1994, and information on when workers changed employers. This research assesses whether favorable industrial placement affects wage levels and returns to seniority to the same degree for jobs with all race and sex compositions. The alternative hypothesis is that industrial premiums, in higher wages or steeper wage trajectories, apply primarily to jobs filled largely by white males. If this is true, then the effects of sex and race composition on wages are greater in industries with higher wages. Theories of "new structuralists" posit that high-wage industries and firms also have steeper returns to seniority, because of union-negotiated seniority-based raises or internal labor markets. Yet the claim has never been tested on data with measures of seniority, nor has the possible interaction of such effects with sex and race composition been explored. The present research fills this crucial gap. %%% Scientific contributions of this Human Capital project include assessment of whether: 1) the sex and race composition of jobs affects wage levels, with composition measured for more detailed job categories than in previous research; 2) the sex and race composition of jobs affects wage growth with seniority; 3) higher paying firms also offer steeper wage growth as seniority within an organization accumulates; 4) the sex and race composition of jobs interacts with industry and firm characteristics such that premiums in industries and organizations with higher starting wages and higher returns to seniority accrue primarily to jobs filled by white males; and 5) effects of industry or sex and race composition have diminished or increased in recent years as the economy has restructured. Learning the truth concerning these hypotheses will clarify the extent to which both individuals and the nation suffer from the under -utilization of the skills and abilities of many Americans.

这是一项关于性别隔离和种族隔离工作的工资轨迹的研究，使用了国家青年纵向调查的数据，从1979年到1994年，每年都有调查浪潮，以及工人何时更换雇主的信息。这项研究评估了有利的行业安置是否会影响所有种族和性别构成的工作的工资水平和同等程度的资历回归。另一种假设是，工业溢价主要适用于主要由白人男性担任的工作，表现为更高的工资或更陡峭的工资轨迹。如果这是真的，那么在工资较高的行业，性别和种族构成对工资的影响更大。“新结构主义者”的理论假设，高薪行业和公司也会因为工会协商的基于资历的加薪或内部劳动力市场而获得更高的资历回报。然而，这一说法从未在带有资历衡量标准的数据上进行过测试，也没有探索过这种影响与性别和种族构成之间可能存在的相互作用。目前的研究填补了这一关键空白。这个人力资本项目的科学贡献包括评估：1)工作的性别和种族构成是否影响工资水平，与以前的研究相比，工作类别的构成更详细；2)工作的性别和种族构成影响工资增长与资历；3)随着组织内资历的积累，薪酬较高的公司也提供更陡峭的工资增长；4)工作的性别和种族构成与行业和公司特征相互作用，例如，起薪更高、资历回报更高的行业和组织的保费主要由白人男性担任；5)近年来，随着经济结构的调整，行业、性别和种族构成的影响减弱或增加。了解这些假设的真相将澄清许多美国人的技能和能力未得到充分利用的程度，个人和国家都会受到影响。