Which employers pay a higher college wage premium?

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Kenta Ikeuchi, Kyoji Fukao, Cristiano Perugini
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引用次数: 0

Abstract

Purpose

The authors' work aims to identify the employer-specific drivers of the college (or university) wage gap, which has been identified as one of the major determinants of the dynamics of overall wage and income inequality in the past decades. The authors focus on three employer-level features that can be associated with asymmetries in the employment relation orientation adopted for college and non-college-educated employees: (1) size, (2) the share of standard employment and (3) the pervasiveness of incentive pay schemes.

Design/methodology/approach

The authors' establishment-level analysis (data from the Basic Survey on Wage Structure (BSWS), 2005–2018) focusses on Japan, an economy characterised by many unique economic and institutional features relevant to the aims of the authors' analysis. The authors use an adjusted measure of firm-specific college wage premium, which is not biased by confounding individual and establishment-level factors and reflects unobservable characteristics of employees that determine the payment of a premium. The authors' empirical methods account for the complexity of the relationships they investigate, and the authors test their baseline outcomes with econometric approaches (propensity score methods) able to address crucial identification issues related to endogeneity and reverse causality.

Findings

The authors' findings indicate that larger establishment size, a larger share of regular workers and more pervasive implementation of IPSs for college workers tend to increase the college wage gap once all observable workers, job and establishment characteristics are controlled for. This evidence corroborates the authors' hypotheses that a larger establishment size, a higher share of regular workers and a more developed set-up of performance pay schemes for college workers are associated with a better capacity of employers to attract and keep highly educated employees with unobservable characteristics that justify a wage premium above average market levels. The authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

Originality/value

The authors' contribution to the existing knowledge is threefold. First, the authors combine the economics and management/organisation literature to develop new insights that underpin the authors' testable empirical hypotheses. This enables the authors to shed light on employer-level drivers of wage differentials (size, workforce composition, implementation of performance-pay schemes) related to many structural, institutional and strategic dimensions. The second contribution lies in the authors' measure of the “adjusted” college wage gap, which is calculated on the component of individual wages that differs between observationally identical workers in the same establishment. As such, the metric captures unobservable workers' characteristics that can generate a wage premium/penalty. Third, the authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

哪些雇主支付的大学生工资溢价更高?
目的 作者的研究旨在确定大专(或大学)工资差距的特定雇主驱动因素,在过去几十年中,大专(或大学)工资差距已被确定为总体工资和收入不平等动态的主要决定因素之一。作者重点研究了与受过大学教育和未受过大学教育的员工在雇佣关系取向上的不对称相关联的三个雇主层面的特征:(1)规模,(2)标准就业所占的比例,以及(3)激励性薪酬计划的普遍性。作者的机构层面分析(数据来自《工资结构基本调查》(BSWS),2005-2018 年)以日本为重点,日本是一个具有许多与作者分析目标相关的独特经济和制度特征的经济体。作者使用了调整后的特定企业大学生工资溢价衡量方法,该方法不会受到个人和企业层面因素的干扰而产生偏差,并反映了决定溢价支付的不可观测的雇员特征。作者的实证方法考虑到了他们所研究的关系的复杂性,作者用计量经济学方法(倾向得分法)检验了他们的基线结果,这些方法能够解决与内生性和反向因果关系有关的关键识别问题。研究结果作者的研究结果表明,一旦控制了所有可观察到的工人、工作和机构特征,机构规模越大、正式工所占比例越高以及对大学生工人更普遍地实施 IPSs,往往会拉大大学生工资差距。这一证据证实了作者的假设,即机构规模越大、正式员工比例越高、针对大学生的绩效薪酬制度越完善,雇主就越有能力吸引和留住受过高等教育的员工,而这些员工具有不可观察的特征,有理由获得高于市场平均水平的工资溢价。作者提供了实证证据,说明三个相关的机构层面特征是如何形成在不同机构间观察到的(调整后的)大学生工资异质性的。 原创性/价值 作者对现有知识的贡献有三方面。首先,作者结合经济学和管理学/组织学文献,提出了新的见解,为作者可检验的经验假设奠定了基础。这使作者能够揭示与许多结构、制度和战略层面相关的雇主层面的工资差异驱动因素(规模、劳动力构成、绩效工资计划的实施)。第二个贡献在于作者对 "调整后的 "大学生工资差距的测量,该指标是根据同一单位中观察到的相同工人之间的个人工资差异部分计算得出的。因此,该指标捕捉到了可能产生工资溢价/贬值的不可观测的工人特征。第三,作者提供了实证证据,说明三个相关的机构层面特征是如何形成在不同机构间观察到的(调整后的)大学工资异质性的。
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
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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