Papers Containing Keywords(s): 'employee'
The following papers contain search terms that you selected. From the papers listed below, you can navigate to the PDF, the profile page for that working paper, or see all the working papers written by an author. You can also explore tags, keywords, and authors that occur frequently within these papers.
See Working Papers by Tag(s), Keywords(s), Author(s), or Search Text
Click here to search again
Frequently Occurring Concepts within this Search
Viewing papers 141 through 150 of 170
-
Working PaperThe Sensitivity of Economic Statistics to Coding Errors in Personal Identifiers
October 2002
Working Paper Number:
tp-2002-17
In this paper, we describe the sensitivity of small-cell flow statistics to coding errors in the identity of the underlying entities. Specifically, we present results based on a comparison of the U.S. Census Bureau's Quarterly Workforce Indicators (QWI) before and after correcting for such errors in SSN-based identifiers in the underlying individual wage records. The correction used involves a novel application of existing statistical matching techniques. It is found that even a very conservative correction procedure has a sizable impact on the statistics. The average bias ranges from 0.25 percent up to 15 percent for flow statistics, and up to 5 percent for payroll aggregates.View Full Paper PDF
-
Working PaperEstimating the Relationship between Employer-Provided Health Insurance, Worker Mobility, and Wages
September 2002
Working Paper Number:
tp-2002-23
In this paper, a joint model of wages, hazard of a job ending, and probability of holding employer-provided health insurance is estimated, taking account of unobservable person and job characteristics. A unique data source, the 1990 and 1996 SIPP Panels linked to SSA administrative job histories, enables the identification of random person and job effects and the correlation of these effects across the three equations. The explicit modeling of this correlation produces consistent estimates of the effect of tenure on wages and the effect of health insurance on mobility. Substantial levels of job-lock and significant annual returns to seniority are found. Increasing the job-specific probability of obtaining employerprovided health insurance from 60% to 63%, or increasing the job-specific hourly wage rate by $.80, are both associated with an equivalent decrease in the hazard of the job ending. However, the dollar value of the wage benefit is substantially higher.View Full Paper PDF
-
Working PaperThe interactions of workers and firms in the low-wage labor market
August 2002
Working Paper Number:
tp-2002-12
This paper presents an analysis of workers who persistently have low earnings in the labor market over a period of three or more years. Some of these workers manage to escape from this low-earning status over subsequent years, while many do not. Using data from the Longitudinal Employer Household Dynamics (LEHD) project at the U.S. Census Bureau, we analyze the characteristics of persons and especially of their firms and jobs that enable some to improve their earnings status over time.View Full Paper PDF
-
Working PaperIs it Who You Are, Where You Work, or With Whom You Work? Reassessing the Relationship Between Skill Segregation and Wage Inequality
June 2002
Working Paper Number:
tp-2002-10
In a recent paper, Kremer & Maskin (QJE, forthcoming) develop an assignment model in which increases in the dispersion and mean of the skill distribution can lead simultaneously to increases in wage inequality and skill segregation. They then present evidence that, concurrent with rising wage inequality, wage segregation increased for production workers in the United States between 1975 and 1986. My paper argues that relying on wages as a proxy for skill may be problematic. Using a newly developed longitudinal dataset linking virtually the entire universe of workers in the state of Illinois to their employers, I decompose wages into components due, not only to person and firm heterogeneity, but also to the characteristics of their co-workers. Such "co-worker effects" capture the impact of a weighted sum of the characteristics of all workers in a firm on each individual employee's wage. While rising wage segregation can result from greater skill segregation, it may also be due to changes in the variance of co-worker effects in the economy, or to changes in the covariance between the person, firm, and co-worker components of wages. Due to the limited availability of demographic information on workers, I rely on the person specific component of wages to proxy for co-worker "skills." Because these person effects are unknown ex ante, I implement an iterative estimation approach where they are first obtained from a preliminary regression that excludes any role for co-workers. Because virtually all person and firm effects are identified, the approach yields consistent estimates of the co-worker parameters. My estimates imply that a one standard deviation increase in both a firm's average person effect and experience level is associated, on average, with wage increases of 3% to 5%. Firms that increase the wage premia they pay workers appear to do so in conjunction with upgrading worker quality. Interestingly, the average effect masks considerable variation in the relative importance of co-workers across industries. After allowing the co-worker parameters to vary across 2 digit industries, I find that industry average co-worker effects explain 26% of observed inter-industry wage differentials. Finally, I decompose the overall distribution of wages into components due to persons, firms, and coworkers. While co-worker effects do indeed serve to exacerbate wage inequality, the tendency for high and low skilled workers to sort non-randomly into firms plays a considerably more prominent role.View Full Paper PDF
-
Working PaperUnlocking the Information in Integrated Social Data
May 2002
Working Paper Number:
tp-2002-21
View Full Paper PDF
-
Working PaperModeling Labor Markets with Heterogeneous Agents and Matches
May 2002
Working Paper Number:
tp-2002-19
I present a matching model with heterogeneous workers, firms, and worker-fim matches. The model generalizes the seminal Jovanovic (1979) model to the case of heterogeneous agents. The equilibrium wage is linear in a person-specific component, a firm-specific component, and a match specific component that varies with tenure. Under certain conditions, the equilibrium wage takes a simpler structure where the match specific component does not vary with tenure. I discuss fixed- and mixedeffect methods for estimating wage models with this structure on longitudinal linked employer-employee data. The fixed effect specification relies on restrictive identification conditions, but is feasible for very large databases. The mixed model requires less restrictive identification conditions, but is feasible only on relatively small databases. Both the fixed and mixed models generate empirical person, firm, and match effects with characteristics that are consistent with predictions from the matching model; the mixed model moreso than the fixed model. Shortcomings of the fixed model appear to be artifacts of the identification conditions.View Full Paper PDF
-
Working PaperComputing Person and Firm Effects Using Linked Longitudinal Employer-Employee Data
March 2002
Working Paper Number:
tp-2002-06
In this paper we provide the exact formulas for the direct least squares estimation of statistical models that include both person and firm effects. We also provide an algorithm for determining the estimable functions of the person and firm effects (the identifiable effects). The computational techniques are also directly applicable to any linear two-factor analysis of covariance with two high-dimension non-orthogonal factors. We show that the application of the exact solution does not change the substantive conclusions about the relative importance of person and firm effects in the explanation of log real compensation; however, the correlation between person and firm effects is negative, not weakly positive, in the exact solution. We also provide guidance for using the methods developed in earlier work to obtain an accurate approximation.View Full Paper PDF
-
Working PaperSuccessor/Predecessor Firms
March 2002
Working Paper Number:
tp-2002-04
The goal of this research was to investigate the value added from using worker flows to identify the spurious births and deaths of businesses. We identify four types of "at risk" businesses from ES202 using the successor/predecessor flag and mimic the same categories using UI wage record data. We use two critical decision rules in the analysis: a successor firm has to have at least 80% of employment coming from the donor firm and (in two of the four categories) at least 5 employees have to come from the donor firm. We examine the sensitivity of the categories based on the percentage definition, and find that the results stay very similar, with the exception of the identification of the pure successor. We examine the sensitivity based on the count threshold, and find that there are enormous differences, particularly with identifying spinoff businesses.View Full Paper PDF
-
Working PaperChanging the Boundaries of the Firm: Changes in the Clustering of Human Capital
January 2002
Working Paper Number:
tp-2002-02
View Full Paper PDF
-
Working PaperThe Demand for Human Capital: A Microeconomic Approach
December 2001
Working Paper Number:
CES-01-16
We propose a model for explaining the demand for human capital based on a CES production function with human capital as an explicit argument in the function. The resulting factor demand model is tested with data on roughly 6,000 plants from the Census Bureau's Longitudinal Research Database. The results show strong complementarity between physical and human capital. Moreover, the complementarity is greater in high than in low technology industries. The results also show that physical capital of more recent vintage is associated with a higher demand for human capital. While the age of a plant as a reflection of learning-by-doing is positively related to the accumulation of human capital, this relation is more pronounced in low technology industries.View Full Paper PDF
