1,745 research outputs found

    A note on the estimation of linear regression models with Heteroskedastic measurement errors

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    I consider the estimation of linear regression models when the independent variables are measured with errors whose variances differ across observations, a situation that arises, for example, when the explanatory variables in a regression model are estimates of population parameters based on samples of varying sizes. Replacing the error variance that is assumed common to all observations in the standard errors-in-variables estimator by the mean measurement error variance yields a consistent estimator in the case of measurement error heteroskedasticity. However, another estimator, which I call the Heteroskedastic Errors in Variables Estimator (HEIV), is, under standard assumptions, asymptotically more efficient. Simulations show that the efficiency gains are likely to appreciable in practice. In addition, the HEIV estimator, which is equal to the ordinary least squares regression of the dependent variable on the best linear predictor of the true independent variables, is simple to compute with standard regression software.Regression analysis

    Recent trends in job displacement

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    Displaced workers ; Job security ; Unemployment

    Labor in the New Economy

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    The decline of job security in the 1990s: displacement, anxiety, and their effect on wage growth

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    This article shows that job displacement rates for high-seniority workers and a consistently constructed measure of workers' fears of job loss both rose during the 1990s. It then explores the relationship between these measures of job displacement and worker anxiety and wage growth.Job security ; Downsizing of organizations ; Wages

    Manufacturing plants’ use of temporary workers: an analysis using census micro data

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    Using plant-level data from the Plant Capacity Utilization (PCU) Survey, we examine how a manufacturing plant’s use of temporary workers is associated with the nature of its output fluctuations. Our empirical evidence suggests that plants choose temps over perms when they expect output to fall, which allows them to avoid costs associated with laying off permanent employees. We also found that plants whose output levels are associated with greater levels of uncertainty use more temps. The effects of other variables are also tested in order to examine the validity of various views about why firms use temporary workers. The variables we look at include wage and benefit levels for permanent workers, unionization rates, turnover rates, seasonal factors, and plant size and age.Temporary employees

    Explaining the decline in teen labor force participation

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    Fewer teenagers are participating in the labor force today than at any point since WWII. At just under 44%, teen labor force participation is 15 percentage points below its peak in the late 1970s. Why has there been a long-run secular decline in the work activity of young adults, and why has it sharply accelerated in the last five years?Labor market ; Employees, Training of

    The decline in teen labor force participation

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    The authors examine the recent decline in teen work activity, offering explanations for both the long secular decline since the late 1970s and the recent acceleration in this decline since 2000. They argue that much of this pattern is due to a significant increase in the rewards to formal education. They also explore the importance of changes to labor demand, crowding out by substitutable workers, the increased work activity of mothers, and increases in wealth.Labor mobility

    Wage differentials for temporary services work: evidence from administrative data

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    We use administrative data from the unemployment insurance system State of Washington to study the magnitude of the wage differential associated with work in the temporary services industry. We find that temp wage rates are 15% to 20% below the levels that might have been expected based on trends during other periods in workers' careers even after controlling for differences between temps and other workers. Comparing temp wages immediately before and after temp work or to the wages on non-temp jobs begun during the same period as workers were in the temp industry yields estimates of the temp work penalty as low as 10%.Wages ; Temporary employees

    The temporary labor force

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    Labor market ; Temporary employees

    Should we teach old dogs new tricks? the impact of community college retraining on older displaced workers

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    This paper estimates the returns to retraining for older displaced workers--those 35 or older--by estimating the impact that community college schooling has on their subsequent earnings. Our analysis relies on longitudinal administrative data covering workers who were displaced from jobs in Washington State during the first half of the 1990s and who subsequently remained attached to the state’s work force. Our database contains displaced workers' quarterly earnings records covering 14 years matched to the records of 25 of the state's community colleges. We find that older displaced workers participate in community college schooling at significantly lower rates than younger displaced workers. However, among those who participate in retraining, the per-period impact for older and younger displaced workers is similar. ; We estimate that one academic year of such schooling increases the long- term earnings by about 8 percent for older males and by about 10 percent for older females. These per-period impacts are in line with those reported in the schooling literature. These percentages do not necessarily imply that retraining older workers is a sound social investment. We find that the social internal rates of return from investments in older displaced workers' retraining are less than for younger displaced workers and likely less than those reported for schooling of children. However, our internal rate of return estimates are very sensitive to how we measure the opportunity cost of retraining. If we assume that these opportunity costs are zero, the internal rate of return from retraining older displaced workers is about 11 percent. By contrast, if we rely on our estimates of the opportunity cost of retraining, the internal rate of return may be less than 2 percent for older men and as low as 4 percent for older women.Displaced workers ; Education
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