Labor Market Outcomes for Asian Men and Women in the United States

美国亚裔男性和女性的劳动力市场结果本项目研究美国亚裔男性和女性的劳动力市场结果。在过去的半个世纪里，亚裔美国人的人口从1%增长到6%，亚裔美国人在美国劳动力市场和美国社会中发挥着越来越重要的作用。亚裔美国人的工资和大学学历相对较高，但在高层管理职位上的比例也偏低，贫困率也相对较高。为了更好地理解这些模式，研究人员研究了对亚裔美国人的看法，特别是亚裔美国人是否倾向于被认为有技术能力，但缺乏社交技能，如果是这样，这些看法如何影响他们的劳动力市场结果。该项目有两个主要贡献。首先，该研究使用了一系列方法来克服任何单一方法的局限性，包括测量对亚裔美国人的看法的调查，实际雇主对招聘行为的实地研究，以及对具有全国代表性的大规模劳动力市场数据的分析。其次，与过去的研究相比，该研究考察了更广泛的亚裔美国人群体，考察了出生地、种族、性别和收入水平的差异。更广泛地说，这项工作提供了对影响亚裔美国人经济成果的因素的洞察，将对政策制定者和雇主有用。本研究也有助于培养本科生和研究生。先前对亚裔美国人劳动力市场结果的研究主要集中在教育程度、教育地点和当地劳动力市场条件等因素上。研究人员在此基础上研究了对亚裔美国人的看法，以及这些看法对劳动力市场结果的影响。过去的研究发现，亚洲人被认为在技术上有能力，但不善于交际或占主导地位。这项研究大部分集中在从事专业职业的男性身上。研究人员通过调查从事高收入和低收入工作的男性和女性的观点来扩展这些研究。研究人员将使用调查实验来衡量亚裔美国人与劳动力市场相关的看法，并将对不同种族和国籍的男性和女性进行调查，包括高收入和低收入工作。其次，研究人员将进行实地研究，比较亚裔美国人和其他群体在需要能力或社交能力的工作中的招聘结果。第三，研究人员将使用具有全国代表性的劳动力市场数据来调查亚裔美国人的工资，这些职业需要他们被认为缺乏的技能。我们将使用来自美国社区调查和当前人口调查的个人层面数据，以及来自职业信息网络（O*NET）的职业层面数据。通过将调查实验、实地研究和具有全国代表性的劳动力市场数据相结合，我们充分利用了这三种方法的互补优势：调查实验支持跨不同群体因果推理的能力，实地实验提供真实招聘衡量的能力，以及调查数据的代表性。这使我们能够测试我们假设的内部和外部有效性。

Labor Market Outcomes for Asian Men and Women in the United StatesThis project examines labor market outcomes for Asian men and women in the United States. The Asian American population has grown from 1 percent to 6 percent in the last half-century, and Asian Americans play an increasingly important role in the U.S. labor market and in American society. Asian Americans have relatively high wages and levels of college attainment, but are also underrepresented in upper-level management positions, and have relatively high poverty rates. To better understand these patterns, the researchers study perceptions of Asian Americans, particularly whether Asian Americans tend to be perceived as technically competent, but lacking in social skills, and if so, how these perceptions affect their labor market outcomes. The project makes two major contributions. First, the study uses a range of methods to overcome the limitations of any single approach, including surveys that measure perceptions of Asian Americans, field studies examining hiring behavior by actual employers, and analysis of large-scale nationally-representative labor market data. Second, the study examines a broader group of Asian Americans than past research, looking at variation by nativity, ethnicity, sex, and income level. More broadly, the work provides insight into factors that shape Asian Americans' economic outcomes and will be of use to policymakers and employers. This research also contributes to training undergraduate and graduate students.Prior research on labor market outcomes of Asian Americans focuses on factors such as educational attainment, place of education, and local labor market conditions. The researchers build on this work by examining perceptions of Asian Americans and the consequences of these perceptions for labor market outcomes. Past work finds that Asians are perceived as technically competent, but not sociable or dominant. Much of this work focuses on men in professional occupations. The researchers extend these studies by investigating views of men and women in high and low-income jobs. The researchers will use survey experiments to measure labor market-relevant perceptions of Asian Americans, and will do so for men and women of different ethnicities and nativities, in both high and low-income jobs. Second, the researchers will conduct field studies comparing hiring outcomes of Asian Americans and other groups in jobs that require competence or sociability. Third, the researchers will use nationally representative labor market data to examine wages of Asian Americans in occupations that require skills that they are perceived to lack. We will use individual-level data drawn from the American Community Survey and the Current Population Survey, and occupation-level data drawn from the Occupational Information Network (O*NET). By combining survey experiments, field studies, and nationally representative labor market data, we capitalize on the complementary strengths of these three methods: the ability of survey experiments to support causal inference across diverse groups, the ability of field experiments to offer a real-world measure of hiring, and the representativeness of the survey data. This allows us to test the internal and external validity of our hypotheses.