Labor Market Behavior with Labor as a Quasi-Fixed Factor

本项目涉及两个相关的实证项目，旨在研究美国劳动力市场中就业、工时和薪酬的动态。这两项研究之间的联系是一个假设，即雇佣和培训新员工的成本会鼓励企业留住被雇佣的员工。第一项研究考察了与调整就业相关的成本时工会合同的预期模式。这项分析将根据1965年至1985年美国主要谈判协议的数据进行。第二项研究的重点是衡量劳动力成本的周期性运动，并考虑到工人的离职行为。这种分析的一个主要组成部分是将就业和工时的行业数据与就业流动率的个人数据相匹配，以估计企业决策对劳动力流动率的影响。这个项目很重要，因为它将更好地理解劳动力市场的行为以及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.