The role of labor market intermittency in explaining gender wage differentials

Using the Health and Retirement Survey and standard wage decomposition techniques, this paper finds that the difference in intermittent labor force participation between men and women accounts for 47 percent of the contribution to the wage gap of differences in observed characteristics. Not controlling for intermittent behavior results in too much importance being placed on gender differences in job characteristics.

Female labor force intermittency and current earnings: a switching regression model with unknown sample selection

Using the Health and Retirement Survey, this paper finds a 16 percent selectivity-corrected wage penalty among women who engage in intermittent labor market activity. This penalty is experienced at a low level of intermittent activity but appears not to play an important role in a woman’s decision to undertake such activity. In addition, employer preferences appear to play a larger role than human capital atrophy in the determination of the wage penalty.

It's who you are and what you do: explaining the IT industry wage premium

The information technology (IT) boom dramatically boosted the rapid growth of the U.S. economy during the 1990s, contributing 1.4 percentage points of the 4.6 percent national average real gross domestic product growth from 1996 to 2000. As the IT boom went bust in 2001, however, the IT sector’s influence on the economy dwindled. ; But a lingering effect of the IT boom may still be apparent in the wages of IT workers. This article explores the extent to which variations in wages between IT-producing and non-IT industries can be accounted for by differences in wages paid to IT-related occupations. ; Using data for 1996 to 2002 from the Current Population Survey’s Earner Study, the authors study a sample of more than 845,000 U.S. workers aged eighteen to sixty-four. The sample is categorized according to individuals’ primary job and is divided into nine industry groups—three IT-related and six non-IT-related. ; The analysis shows that the average wage of IT occupations is greater than for non-IT occupations irrespective of industry. Individual worker characteristics such as years of education may account for some of this wage differential. But even after such characteristics and occupational differences are controlled for, workers in IT-producing industries still enjoy a wage premium over workers in other sectors.

Assessing the impact of education and marriage on labor market exit decisions of women

During the late 1990s, the convergence of women's labor force participation rates to men's rates came to a halt. This paper explores the degree to which the role of education and marriage in women's labor supply decisions also changed over this time period. Specifically, this paper investigates women's decisions to exit the labor market upon the birth of a child. The results indicate that changing exit behavior among married, educated women at this period in their lives was not likely the driving force behind the aggregate changes seen in labor force participation. Rather, changes in exit rates among single women, particularly those less educated, are much more consistent with the changing pattern of aggregate female labor force participation.

Earnings on the information technology roller coaster: insight from matched employer-employee data

This paper uses matched employer-employee data for the state of Georgia to examine workers’ earnings experience through the information technology (IT) sector’s employment boom of the mid-1990s and its bust in the early 2000s. The results show that even after controlling for individual characteristics before the sector’s boom, transitioning out of the IT sector to a non-IT industry generally resulted in a large wage penalty. However, IT service workers who transitioned to a non-IT industry still fared better than those who took a non-IT employment path. For IT manufacturing workers, there is no benefit to having worked in tech, likely because of the nontransferability of manufacturing experience to other industries.

Freshman learning communities, college performance, and retention

This paper applies a standard treatment effects model to determine that participation in Freshman Learning Communities (FLCs) improves academic performance and retention. Not controlling for individual self-selection into FLC participation leads one to incorrectly conclude that the impact is the same across race and gender groups. Accurately assessing the impact of any educational program is essential in determining what resources institutions should devote to it.

The push-pull effects of the information technology boom and bust: insight from matched employer-employee data

This paper examines the inflow and outflow of workers to different industries in Georgia during the information technology (IT) boom of the 1990s and the subsequent bust. Workers in the software and computer services industry were much more likely to have been absent from the Georgia workforce prior to the boom but were no more likely than workers from other industries to have exited the workforce during the bust. Consequently, the Georgia workforce likely experienced a net gain in worker human capital as a result of being an area of concentration of IT-producing activity during the IT boom.

The ups and downs of jobs in Georgia: what can we learn about employment dynamics from state administrative data?

This paper demonstrates how state administrative data (from Georgia) can be used to decompose net employment growth in order to track establishment births, deaths, contractions, and expansions over time. Even though net employment growth can look quite similar across industries, the composition of that employment change can look quite different. The panel nature of the data allow the authors to see that overall lack of expansion and continued contraction among large establishments were the driving forces behind the weak employment growth immediately following the 2001 recession.

To work or not to work: the economics of a mother's dilemma

Utilizing linked vital statistics, administrative employer, and state welfare records, the analysis in this paper investigates the determinants of a woman's intermittent labor force decision at the time of a major life event: the birth of a child. The results indicate that both direct and opportunity labor market costs of exiting the workforce figure significantly into that decision. Further, the analysis reveals the importance of including information about the mother's prebirth job when making inferences about the role various demographics play in the intermittent labor force decision.

Working with children? the probability of mothers exiting the workforce at time of birth

Recent trends in the labor force participation of women have brought much public attention to the issue of women opting out. This paper explores the decision of working women to exit the labor market at a time of major transition—the birth of a child—utilizing linked vital statistics, administrative employer, and state welfare records. The results indicate that, consistent with utility maximization theory, women are not just opting out but rather are accurately assessing the potential opportunity and direct labor market costs of their exit decisions and are making workforce exit decisions based on measurable costs and benefits.Women - Employment