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Author: Addison, John T.

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1.	Addison, John T. Chen, Liwen Ozturk, Orgul Demet
1.	Occupational Match Quality and Gender over Two Cohorts IZA Discussion Paper No. 11114, Institute for the Study of Labor (IZA), October 2017. Also: http://ftp.iza.org/dp11114.pdf Cohort(s): NLSY79, NLSY97 Publisher: Institute for the Study of Labor (IZA) Keyword(s): Career Patterns; Gender Differences; Occupations; Skills Permission to reprint the abstract has not been received from the publisher. Job mobility, especially early in a career, is an important source of wage growth. This effect is typically attributed to heterogeneity in the quality of employee-employer matches, with individuals learning of their abilities and discovering the tasks at which they are most productive through job search. That is, job mobility enables better matches, and individuals move to better their labor market prospects and settle once they find a satisfactory match. In this paper, we show that there are gender differences in match quality and changes in match quality over the course of careers. In particular, we find that females are mismatched more than males. This is true even for females with the best early-career matches. However, the direction of the gender effect differs significantly by education. Only females among the college educated are more mismatched and are more likely to be over-qualified then their male counterparts. These results are seemingly driven by life events, such as child birth. For their part, college-educated males of the younger cohort are worse off in terms of match quality compared to the older cohort, while the new generation of women is doing better on average.
	Bibliography Citation Addison, John T., Liwen Chen and Orgul Demet Ozturk. "Occupational Match Quality and Gender over Two Cohorts." IZA Discussion Paper No. 11114, Institute for the Study of Labor (IZA), October 2017.

2.	Addison, John T. Chen, Liwen Ozturk, Orgul Demet
2.	Occupational Skill Mismatch: Differences by Gender and Cohort ILR Review 73 ,3 (1 May 2020): 730-767. Also: https://journals.sagepub.com/doi/full/10.1177/0019793919873864 Cohort(s): NLSY79, NLSY97 Publisher: New York State School of Industrial and Labor Relations, Cornell University Keyword(s): Career Patterns; Gender Differences; Occupational Choice; Occupational Information Network (ONET); Skills The authors deploy a measure of occupational mismatch based on the discrepancy between the portfolio of skills required by an occupation and the array of abilities possessed by the worker for learning those skills. Using data from the Occupational Information Network (ONET) and the 1979 and 1997 National Longitudinal Survey of Youth (NLSY79 and NLSY97), they report distinct gender differences in match quality and changes in match quality over the course of careers. They also show that a substantial portion of the gender wage gap stems from match quality differences among the college educated. College-educated females show a significantly greater likelihood of mismatch than do males. Moreover, individuals with children and those in more flexible occupations tend to experience a larger degree of mismatch. Cohort effects are also evident in the data: College-educated males of the younger cohort (NLSY97) are worse off in terms of match quality compared to the older cohort (NLSY79), even as the younger cohort of women is doing better on average.
	Bibliography Citation Addison, John T., Liwen Chen and Orgul Demet Ozturk. "Occupational Skill Mismatch: Differences by Gender and Cohort." ILR Review 73 ,3 (1 May 2020): 730-767.

3.	Addison, John T. Cotti, Chad D. Surfield, Christopher James
3.	Atypical Jobs: Stepping Stones or Dead Ends? Evidence from the NLSY79 The Manchester School 83,1 (January 2015): 17-55. Also: http://onlinelibrary.wiley.com/doi/10.1111/manc.12052/abstract Cohort(s): NLSY79 Publisher: Wiley Online Keyword(s): Employment; Wage Penalty/Career Penalty; Wages; Work, Atypical Permission to reprint the abstract has not been received from the publisher. Atypical work arrangements have long been criticized as offering more precarious and lower paid work than regular open-ended employment. An important British paper by Booth et al. (Economic Journal, Vol. 112 (2002), No. 480, pp. F189–F213) was among the first to recognize such jobs also functioned as a stepping stone to permanent work. This conclusion proved prescient, receiving increased support in Europe. Here, we provide a broadly parallel analysis for the USA, where research has been less targeted on this issue. We report similar findings for temporary workers in the USA as found for fixed-term contract workers in Britain.
	Bibliography Citation Addison, John T., Chad D. Cotti and Christopher James Surfield. "Atypical Jobs: Stepping Stones or Dead Ends? Evidence from the NLSY79." The Manchester School 83,1 (January 2015): 17-55.

4.	Addison, John T. Cotti, Chad D. Surfield, Christopher James
4.	Atypical Work: Who Gets it, and Where Does it Lead? Some U.S. Evidence Using the NLSY79 IZA Discussion Paper No. 4444, Institute for the Study of Labor (IZA), October 2009 Cohort(s): NLSY79 Publisher: Institute for the Study of Labor (IZA) Keyword(s): Labor Force Participation; Work, Atypical Permission to reprint the abstract has not been received from the publisher. Atypical work arrangements have long been criticized as offering more precarious and lower paid work than regular open-ended employment. In an important paper, Booth et al. (2002) were among the first to recognize that notwithstanding their potential deficiencies, such jobs also functioned as a stepping stone to permanent work. This conclusion proved prescient and has received increasing support in Europe. In the present note, we provide a parallel analysis to Booth et al. for the United States - somewhat of a missing link in the evolving empirical literature -and obtain not dissimilar similar findings for the category of temporary workers as do they for fixed-term contract workers.
	Bibliography Citation Addison, John T., Chad D. Cotti and Christopher James Surfield. "Atypical Work: Who Gets it, and Where Does it Lead? Some U.S. Evidence Using the NLSY79." IZA Discussion Paper No. 4444, Institute for the Study of Labor (IZA), October 2009.

5.	Addison, John T. Ozturk, Orgul Demet Wang, Si
5.	Promotion and Wages in Mid-Career: Gender, Unionism, and Sector IZA Discussion Paper No. 6873, Institute for the Study of Labor (IZA), September 2012 Cohort(s): NLSY79 Publisher: Institute for the Study of Labor (IZA) Keyword(s): Gender Differences; Job Promotion; Private Sector; Public Sector; Unions; Wage Growth; Wages Permission to reprint the abstract has not been received from the publisher. This paper considers the role of gender in the promotion process and the impact of promotion on wages and wage growth, using data from the National Longitudinal Survey of Youth (NLSY79).
	Bibliography Citation Addison, John T., Orgul Demet Ozturk and Si Wang. "Promotion and Wages in Mid-Career: Gender, Unionism, and Sector." IZA Discussion Paper No. 6873, Institute for the Study of Labor (IZA), September 2012.

6.	Addison, John T. Ozturk, Orgul Demet Wang, Si
6.	The Occupational Feminization of Wages IZA Discussion Paper No. 9078, Institute for the Study of Labor (IZA), May 2015. Also: http://ftp.iza.org/dp9078.pdf Cohort(s): NLSY79 Publisher: Institute for the Study of Labor (IZA) Keyword(s): Current Population Survey (CPS) / CPS-Fertility Supplement; Gender Differences; Occupations; Wages Permission to reprint the abstract has not been received from the publisher. This paper updates the major study by Macpherson and Hirsch (1995) of the effect of the gender composition of occupations on female (and male) earnings. Using large representative national samples of employees from the Current Population Survey, cross-sectional estimates of the impact of proportion female in an occupation (or feminization) on wages are first provided, paying close attention to the role of occupational characteristics. Specification differences in the effects of feminization across alternative subsamples are examined as well as the contribution of the feminization argument to the explanation of the gender wage gap. An updated longitudinal analysis using the CPS data is also provided. This examination of two-year panels of individuals is supplemented using information from the 1979 National Longitudinal Survey of Youth which has the advantage of offering a longer panel. Analysis of the former suggests the reduction in gender composition effects observed for females in cross section with the addition of controls for occupational characteristics becomes complete after accounting for unobserved individual heterogeneity. This is not the case for the latter dataset, most likely reflecting heritage effects of discrimination in what is an aging cohort.
	Bibliography Citation Addison, John T., Orgul Demet Ozturk and Si Wang. "The Occupational Feminization of Wages." IZA Discussion Paper No. 9078, Institute for the Study of Labor (IZA), May 2015.

7.	Addison, John T. Ozturk, Orgul Demet Wang, Si
7.	The Occupational Feminization of Wages Industrial Relations and Labor (IRL) Review 71,1 (January 2018): 208-241. Also: http://journals.sagepub.com/doi/full/10.1177/0019793917708314 Cohort(s): NLSY79 Publisher: New York State School of Industrial and Labor Relations, Cornell University Keyword(s): Current Population Survey (CPS) / CPS-Fertility Supplement; Gender Differences; Occupational Information Network (O*NET); Occupations; Wages This article updates the 1995 study by Macpherson and Hirsch that used monthly Current Population Survey (CPS) data from 1973 to 1993 to examine the effects of occupational gender composition on earnings. In the updating process, the authors correct for biases in this data set that are attributable to the inclusion of imputed earners and the misreporting of occupation. They use CPS data from 1996 to 2010 to provide cross-sectional estimates of the impact of the feminization of occupations on wages, as well as its contribution to the gender wage gap. Longitudinal CPS data indicate that the negative effects of gender composition on earnings observed in cross-sectional data are lessened when researchers control for observed heterogeneity and are much reduced when controlling for unobserved heterogeneity. These findings are confirmed using much longer panels from the National Longitudinal Survey of Youth 1979 (NLSY79). Finally, the use of synthetic panels of aging cohorts suggests that wage penalties are largest for younger cohorts in predominantly female occupations.
	Bibliography Citation Addison, John T., Orgul Demet Ozturk and Si Wang. "The Occupational Feminization of Wages." Industrial Relations and Labor (IRL) Review 71,1 (January 2018): 208-241.

8.	Addison, John T. Ozturk, Orgul Demet Wang, Si
8.	The Role of Gender in Promotion and Pay over a Career Journal of Human Capital 8,3 (Fall 2014): 280-317. Also: http://www.journals.uchicago.edu/doi/abs/10.1086/677942 Cohort(s): NLSY79 Publisher: University of Chicago Press Keyword(s): Earnings; Gender Differences; Job Promotion; Wage Growth Using data from the NLSY79, this paper considers the role of gender in promotion and promotion-related earnings development over the course of a career. The raw data suggest reasonably favorable promotion outcomes for females over a career, but any such advantages are found to be confined to less educated females. Further, the strong returns to education in later career stemming from promotion-related earnings growth accrue solely to males. While consistent with fertility timing and choice on the part of educated females, this earnings result is not inconsistent with discrimination as well, reminiscent of findings from an earlier human capital literature.
	Bibliography Citation Addison, John T., Orgul Demet Ozturk and Si Wang. "The Role of Gender in Promotion and Pay over a Career." Journal of Human Capital 8,3 (Fall 2014): 280-317.

9.	Addison, John T. Surfield, Christopher James
9.	Atypical Work and Employment Continuity Industrial Relations: A Journal of Economy and Society 48,4 (October 2009): 655-683. Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1468-232X.2009.00580.x/abstract Cohort(s): NLSY79 Publisher: Institute of Industrial Relations, University of California, Berkeley Keyword(s): Employment; Underemployment; Unemployment; Unemployment Duration; Workers Ability Permission to reprint the abstract has not been received from the publisher. Atypical employment arrangements have long been criticized as offering more precarious and unstable work than regular employment. Using data from the Contingent and Alternative Employment Arrangement Supplement and the National Longitudinal Survey of Youth, 1979 Cohort, we determine whether workers who take such jobs rather than regular employment, or the alternative of continued job search, experience greater or lesser employment continuity. Controlling for unobserved individual heterogeneity, the advantage of regular work over atypical work and atypical work over continued joblessness dissipates. [ABSTRACT FROM AUTHOR]
	Bibliography Citation Addison, John T. and Christopher James Surfield. "Atypical Work and Employment Continuity." Industrial Relations: A Journal of Economy and Society 48,4 (October 2009): 655-683.

10.	Addison, John T. Surfield, Christopher James
10.	Atypical Work and Pay Southern Economic Journal 73,4 (April 2007): 1038-1065. Also: http://www.jstor.org/stable/20111941 Cohort(s): NLSY79 Publisher: Southern Economic Association Keyword(s): Employment, Part-Time; Human Capital; Wage Differentials; Work, Atypical Atypical work has long been criticized in popular debate as providing poorly compensated, precarious employment. Yet the empirical evidence is both incomplete and mixed. The main contribution of the present paper is to estimate wage differences for the full set of these alternative work arrangements while simultaneously controlling for observed demographic characteristics and unobserved person-specific fixed effects. The paper also allows for the skewness in atypical worker earnings while retaining the Mincerian human capital earnings function. Our improved estimates are consistent with some of the more optimistic findings reported in the literature, the caveat being that we are examining here only the wage component of the total compensation package. [ABSTRACT FROM AUTHOR] Copyright of Southern Economic Journal is the property of Southern Economic Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts)
	Bibliography Citation Addison, John T. and Christopher James Surfield. "Atypical Work and Pay." Southern Economic Journal 73,4 (April 2007): 1038-1065.

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