Are Estimates of Non-Standard Employment Wage Penalties Robust to Different Wage Measures? The Case of Zero-hour Contracts in the UK

IF 2.4 3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR

Industrial Relations Pub Date : 2021-06-16 DOI:10.1111/irel.12284

Egidio Farina, Colin Green, Duncan McVicar

引用次数: 2

Abstract

Evidence suggests that non-standard jobs are associated with wage penalties. Yet, these jobs possess a range of undesirable characteristics that should generate compensating wage differentials. This evidence relies on derived wage variables, prone to measurement error likely to be correlated with employment contract. Stated-rate hourly wage questions are not subjected to the same measurement issues. Using zero-hour contracts in the UK, we show that there is no conditional average ZHC wage penalty once stated-rate hourly wage measures are used. We discuss implications for policy.

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对非标准雇佣工资处罚的估计是否对不同的工资标准有效?英国零时工合同案例

有证据表明，非标准工作与工资处罚有关。然而，这些工作具有一系列不受欢迎的特征，应该会产生补偿性的工资差异。这一证据依赖于导出的工资变量，容易产生测量误差，可能与雇佣合同相关。州定时薪问题不属于同样的计量问题。在英国使用零时合同，我们表明，一旦使用规定的小时工资措施，就不存在有条件的平均ZHC工资处罚。我们讨论对政策的影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Industrial Relations INDUSTRIAL RELATIONS & LABOR-

CiteScore

4.40

自引率

8.70%

发文量

期刊介绍： Corporate restructuring and downsizing, the changing employment relationship in union and nonunion settings, high performance work systems, the demographics of the workplace, and the impact of globalization on national labor markets - these are just some of the major issues covered in Industrial Relations. The journal offers an invaluable international perspective on economic, sociological, psychological, political, historical, and legal developments in labor and employment. It is the only journal in its field with this multidisciplinary focus on the implications of change for business, government and workers.