Search results

The purpose of this paper is to observe how the cohabiting lesbian earnings differential in the USA has changed since the early 2000s, a time period during which the lesbian, gay and bisexual rights movement has been very successful.

The author analyzes the 2012–2017 American Community Survey using Mincer-style income regressions.

The author finds that cohabiting lesbians earn approximately 11 percent less than married heterosexual women. The earnings penalty has emerged as a result of the disproportionately large penalty young lesbians’ experience. While older lesbians (over 45) do not experience an earnings penalty, younger lesbians appear doubly disadvantaged. They now face a lesbian wage gap of approximately 24 percent in addition to the previously documented gender wage gap.

The paper shows that cohabiting lesbians earn approximately 11 percent less than married heterosexual women. The earnings penalty has emerged as a result of the disproportionately large penalty young cohabiting lesbians experience. While older cohabiting lesbians (over 45) do not experience an earnings penalty, younger cohabiting lesbians face a wage gap of approximately 24 percent.

The study finds, contrary to most previous research, a cohabiting lesbian earnings penalty instead of premium. The findings highlight that there is considerable heterogeneity in the economic experience of cohabiting lesbians, and that young cohabiting lesbians comprise a particularly vulnerable population.

The work compares across cohorts and different levels of education the early-stage evolution of several labour market outcomes, with the aim of studying whether and to what extent education matters for the level, growth and stability of earnings.

By using a rich longitudinal dataset developed from merging survey and administrative data, this article describes the evolution of the early career – five years following the education completion – in Italy comparing differently educated workers born between 1970 and 1984.

The authors find evidence of an "education premium” during the first five years after education completion in terms of faster school-to-work transition, higher employability and higher earnings; moreover, education is associated with positive, faster and more volatile earnings growth, while for those experiencing a downward trend education does not appear to play any role. However, no clear-cut changes across cohorts in the association between the various outcomes and the level of education emerge, thus signalling that no continuous rise of skill premia in the first phase of the working career across cohorts characterises the Italian economy.

The main originality consists in investigating the early career stage by cohort and by the level of education with a focus on many multi-year individual outcomes. Besides investigating the evolution of aggregate outcomes for differently educated individuals born in different cohorts, the authors also focus on individual earnings dynamics along the five years after the education completion.

This chapter uses a college-by-graduate degree fixed effects estimator to evaluate the returns to 19 different graduate degrees for men and women. We find substantial variation across degrees, and evidence that OLS overestimates the returns to degrees with the highest average earnings and underestimates the returns to degrees with the lowest average earnings. Second, we decompose the impacts on earnings into effects on wage rates and effects on hours. For most degrees, the earnings gains come from increased wage rates, though hours play an important role in some degrees, such as medicine, especially for women. Third, we estimate the net present value and internal rate of return for each degree, which account for the time and monetary costs of degrees. Finally, we provide descriptive evidence that satisfaction gains are large for some degrees with smaller economic returns, such as education and humanities degrees, especially for men.

The link between human resource practices and earnings for workers is a notable research lacuna and the purpose of this paper is to address this relationship using a matched data set covering all employees and employers in the Irish private sector.

The analysis is based on the National Employment Survey (NES) (2008). The survey provides measures of individual characteristics such as union membership, collective bargaining coverage, sector, occupation, age, sex and educational attainment. It also provides data on individual employee earnings including overtime and shift allowances, together with weekly hours worked. The particular benefit of the NES is that it is a large-scale matched employer-employee survey.

The results indicate that extensive use of high-involvement practices measured in this study is positively associated with higher earnings for both lower and higher earning employees. The authors also find that for employees covered by a collective agreement, the positive effects of high-involvement work practices are complementary with a union earnings premium.

Some caution is required in the interpretation of the results given the cross-sectional nature of the data. With cross-sectional data it is difficult to establish definitive causal and directional linkages between high-involvement measures and levels of earnings and earnings inequality.

For trade unions and their members, the results imply that the involvement practices as measured in this study are unlikely to substitute for the earnings premium associated with collective bargaining coverage. For human resource, increasing the earnings of low-paid employees may carry relatively marginal costs but the benefits maybe considerable in the form of employee engagement, increased effort levels and productivity gains.

This study extends the literature on the outcomes of high-involvement practices for employees and firms by addressing their association with employee earnings particularly at the lower end of the wage hierarchy.

This study investigates the formal/informal employment earnings gap in Turkey. We focus on the earnings differentials that can be explained by observable characteristics and unobservable time-invariant individual heterogeneity. We first, estimate the standard Mincer earnings equations using ordinary least squares (OLS), controlling for individual, household, and job characteristics. Next we use, panel data and the quantile regression (QR) techniques in order to account for unobserved factors which might affect the earnings and the intrinsic heterogeneity within formal and informal sectors. OLS results confirm the existence of an informal sector penalty almost half of which is explained by observable variables. We find that formal-salaried workers are paid significantly higher than their informal counterparts and of the self-employed confirming the heterogeneity within the informal employment. QR results show that pay differentials are not uniform along the earnings distribution. In contrast to the mainstream literature which views informal self-employment as the upper-tier and wage-employment as the lower-tier, we find that self-employment corresponds to the lower-tier in the Turkish labor market. Finally, fixed effects estimation indicates that unobserved individual characteristics combined with controls for observable characteristics explain the pay differentials between formal and informal employment entirely in the total and the female sample. However, informal sector penalty persists in the male sample.

We survey the literature on the Risk Augmented Mincer equation that seeks to estimate the compensation for uncertainty in the future wage to be earned after completing an education. There is wide empirical support for the predicted positive effect of wage variance and the negative effect of wage skew. We discuss robustness of the findings across specifications, potential bias from unobserved heterogeneity and selectivity and consider the core issue of students' information on benefits from education.

Introduction Kuwait belongs to a grouping of countries — the Arab Gulf States — with unique characteristics in relation to other developing countries. Their vast financial resources coupled with their small populations have given them the highest per capita incomes in the world. Kuwait, like its neighbours, faces a challenging manpower dilemma. Its national economy has been predominantly manned by foreign workers. Its ultimate goal is to reverse that labour trend.

The oil‐rich economy of Kuwait is seriously assessing its labour market prospects. Like other Arab Gulf States, it is constrained by a small indigenous population and work force and suffers from critical shortages in manpower. Foreign labour and skills are the catalyst of their accel‐erated growth. The nationals represent about 40 per cent of the population and only 22 per cent of the country'swork force.

This paper seeks to provide an empirical view of the present state of intellectual capital (IC) in Finnish companies. It also examines the relationship between the concepts value of IC and efficiency of IC.

Calculated Intangible Value (CIV), which measures the monetary value of IC, and Value Added Intellectual Coefficient (VAIC^TM), which describes how a company's IC adds value to the company, were applied to approximately 20,000 companies per year during the period 2001‐2003 and studied using correlation analysis.

Value and efficiency of IC are described in 11 industries in both SMEs and large companies. The theoretically unclear relationship between the value and efficiency of IC remains vague even after the empirical analysis. Calculating the value of IC in relative terms by dividing the value of a company's IC by the value of its tangible assets was found to be illustrative in comparing different industries.

The measures used are based on financial statement information and their validity is questionable. However, the large set of data examined has a positive effect on the reliability of the study.

The results in this paper highlight the absolute or relative value, and thus importance, of IC for a company, depending on the industry.

The industry level analysis of IC and the implementation of scarcely used CIV measure in a large set of companies enhance the existing knowledge of the measurement of IC. The analysis of the relationship between CIV and VAIC^TM measures has not previously been done.

The aim of this article is to identify some of the factors that contribute to the implementation of “unbiased” job evaluation schemes. The data used for the present analysis were collected as part of a major survey concerned with the extent and nature of job evaluation schemes in operation in the United Kingdom, sponsored by the Department of Employment. We focus particularly on the unbiasedness of pay between female and male workers.