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Author: Artz, Benjamin
Resulting in 17 citations.
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Artz, Benjamin |
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Are Mothers More Likely Than Fathers to Lose Their Jobs? Journal of Family and Economic Issues published online (10 August 2023). Also: https://doi.org/10.1007/s10834-023-09923-x Cohort(s): NLSY79, NLSY97 Publisher: Springer Keyword(s): Gender; Gender Equality/Inequality; Gender Gap; Job Separation/Loss; Motherhood Penalty; Mothers; Mothers, Income; Parenthood; Unemployment; Wage Gap; Wage Penalty/Career Penalty; Wages; Wages, Women Permission to reprint the abstract has not been received from the publisher. The motherhood wage penalty is often cited as a contributor towards the gender earnings gap. A common explanation involves women’s labor supply reductions after having children. Yet, the literature says little about whether mothers’ labor supply reductions are entirely voluntary. This study utilizes two US longitudinal panels to measure children’s impact on parent job loss. Mothers are significantly more likely than fathers to involuntarily lose their jobs. The gap is substantial, persists over time, is robust to various model specifications, exists among a host of demographic sub-samples, and is driven by gender differences in characteristic effects rather than levels. |
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Bibliography Citation
Artz, Benjamin. "Are Mothers More Likely Than Fathers to Lose Their Jobs?" Journal of Family and Economic Issues published online (10 August 2023).
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Artz, Benjamin |
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Does the Impact of Union Experience on Job Satisfaction Differ by Gender? Industrial and Labor Relations Review 65,2 (2012): 225-243. Also: http://digitalcommons.ilr.cornell.edu/ilrreview/vol65/iss2/2/ Cohort(s): NLSY79 Publisher: New York State School of Industrial and Labor Relations, Cornell University Keyword(s): Gender Differences; Job Satisfaction; Unions The author investigates gender differences in the impact of accumulated union experience on job satisfaction. Because there are fewer women than men in both public and private sector unions, and women are disproportionately underrepresented in union leadership, their collective bargaining power is not equivalent to that of men. As a result, women’s preferences for job characteristics and benefits may be overlooked, contributing to reduced job satisfaction as their tenure in the union increases. Using the National Longitudinal Survey of Youth (NLSY) panel data from 1979–2004, the author demonstrates that the accumulation of union experience negatively affects women’s job satisfaction more severely than it does men’s. This is particularly the case in private sector unions, in which women are more likely to be under-represented in both union membership and leadership positions. |
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Bibliography Citation
Artz, Benjamin. "Does the Impact of Union Experience on Job Satisfaction Differ by Gender?" Industrial and Labor Relations Review 65,2 (2012): 225-243.
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Artz, Benjamin |
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Essays in Job Satisfaction PhD Dissertation, The University of Wisconsin - Milwaukee, 2008. Also: http://proquest.umi.com/pqdweb?did=1692096421&sid=1&Fmt=2&clientId=3959&RQT=309&VName=PQD Cohort(s): NLSY79 Publisher: ProQuest Dissertations & Theses (PQDT) Keyword(s): Benefits, Fringe; Endogeneity; Job Satisfaction; Modeling, Fixed Effects; Unions Permission to reprint the abstract has not been received from the publisher. This dissertation includes three essays on the economics of job satisfaction. The first, "The Role of Firm Size and Performance Pay in Determining Employee Job Satisfaction", uses the Working in Britain 2000 data to analyze the impact that performance pay has on job satisfaction. The paper argues that the potential positive influences, eliciting greater effort and pay and a tighter connection to the objectives of the firm, are more likely in larger firms. The estimates therefore confirm that even though large firms are known to have lower job satisfaction, proper use of performance pay can ameliorate this otherwise negative association. The second essay, "Fringe Benefits and Job Satisfaction?" uses waves 1996 - 2004 of the National Longitudinal Survey of Youth (NLSY) to study the impact that fringe benefits have on job satisfaction. Fringe benefits stand as an important part of compensation but confirming their role in determining job satisfaction has been mixed at best. The theory suggesting this role is ambiguous. Fringe benefits represent a desirable form of compensation but might result in decreased earnings and reduced job mobility. In this second essay fringe benefits are established as significant and positive determinants of job satisfaction, even after controlling for individual fixed effects and testing for the endogeneity of fringe benefits. The final essay discusses union exposure and its impact on job satisfaction, specifically that of former union workers. The paper uses all waves of the NLSY to study how length of exposure to a union negatively impacts current job satisfaction for former union members. Furthermore, the length of accumulated time after a worker leaves a union job is positively related to job satisfaction. Therefore, unions have a lasting negative influence on the job satisfaction of workers, even after they leave the union workplace. |
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Bibliography Citation
Artz, Benjamin. Essays in Job Satisfaction. PhD Dissertation, The University of Wisconsin - Milwaukee, 2008.. |
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Artz, Benjamin |
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Fringe Benefits and Job Satisfaction International Journal of Manpower 31,6 (2010): 626-644. Also: http://www.emeraldinsight.com/journals.htm?issn=0143-7720&volume=31&issue=6&articleid=1881477&show=abstract Cohort(s): NLSY79 Publisher: MCB University Press Keyword(s): Benefits, Fringe; Endogeneity; Job Satisfaction; Modeling, Fixed Effects; Modeling, Probit Permission to reprint the abstract has not been received from the publisher. Purpose -- The paper seeks to empirically identify the theoretically ambiguous relationship between employer fringe benefit provision and worker job satisfaction. Design/methodology/approach -- Using the five most recent waves of the National Longitudinal Survey of Youth, both pooled cross-section and fixed effects estimates explain the relationship between fringe benefits and job satisfaction. The potential endogenous relationship is also tested using a recursive bivariate probit procedure. Findings -- Fringe benefits are significant and positive determinants of job satisfaction. The potential endogeneity between fringe benefits and job satisfaction is not shown in this dataset while controlling for fixed effects does not remove the significant impact of fringe benefits. Research limitations/implications -- A limitation is the inability to control for total compensation within the estimations and control for wage changes as a result of fringe benefit provision. Practical implications -- Higher levels of worker job satisfaction, potentially resulting from fringe benefit provisions, have been linked to important productivity measures such as lower quit rates and absenteeism. Originality/value -- The paper is the first to study the relationship between fringe benefits and job satisfaction in detail while additionally testing for the endogeneity of the relationship and controlling for fixed effects. [ABSTRACT FROM AUTHOR] |
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Bibliography Citation
Artz, Benjamin. "Fringe Benefits and Job Satisfaction." International Journal of Manpower 31,6 (2010): 626-644.
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Artz, Benjamin |
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Gender, Job Satisfaction and Quits: A Generational Comparison Social Science Journal published online (8 November 2021): DOI: 10.1080/03623319.2021.1994275. Also: https://www.tandfonline.com/doi/full/10.1080/03623319.2021.1994275 Cohort(s): NLSY79, NLSY97 Publisher: Taylor & Francis Keyword(s): Gender Differences; Job Satisfaction; Modeling, Fixed Effects; Quits Job satisfaction has a negative impact on voluntary job quits. If women quit dissatisfying jobs and interrupt their careers more than men, then gender gaps in earnings, labor force participation and leadership roles may persist. In panel data reflecting two generations of similarly aged workers in the US, women's quit behavior in the past was significantly more responsive to job satisfaction. Yet, this gender difference vanished over time. Fixed effects estimations and robustness checks confirm these results and suggest that the improvement of labor market gender gaps over time may reflect a convergence between genders in how job satisfaction affects quit decisions. |
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Bibliography Citation
Artz, Benjamin. "Gender, Job Satisfaction and Quits: A Generational Comparison." Social Science Journal published online (8 November 2021): DOI: 10.1080/03623319.2021.1994275.
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Artz, Benjamin |
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Relative Supervisor Education and Worker Well-being International Journal of Manpower 39,5 (2018): 731-745. Also: https://www.emeraldinsight.com/doi/abstract/10.1108/IJM-01-2017-0022 Cohort(s): NLSY79 Publisher: Emerald Keyword(s): Educational Attainment; Job Satisfaction; Supervisor Characteristics; Well-Being Permission to reprint the abstract has not been received from the publisher. Purpose: Less educated supervisors create worker status incongruence, a violation of social norms that signals advancement uncertainty and job ambiguity for workers, and leads to negative behavioral and well-being outcomes. The purpose of this paper is to compare education levels of supervisors with their workers and measure the correlation between relative supervisor education and worker job satisfaction. Design/methodology/approach: Using the only wave of the 1979 National Longitudinal Survey of Youth that identifies education levels of both supervisor and worker, a series of ordered probit estimates describe the relationship between supervisor education levels and subordinate worker well-being. Extensive controls, sub-sample estimates and a control for sorting confirm the estimates. Findings: Worker well-being is negatively correlated with having a less educated supervisor and positively correlated with having a more educated supervisor. This result is robust to a number of alternative specifications. In sub-sample estimates, workers highly placed in an organization’s hierarchy do not exhibit reduced well-being with less educated supervisors. |
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Bibliography Citation
Artz, Benjamin. "Relative Supervisor Education and Worker Well-being." International Journal of Manpower 39,5 (2018): 731-745.
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Artz, Benjamin |
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The Gender Gap in Voluntary Turnover International Journal of Manpower published online (2 November 2023). Also: https://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0461/full/html Cohort(s): NLSY79, NLSY97 Publisher: MCB University Press Keyword(s): Gender; Gender Gap; Leave, Family or Maternity/Paternity; Parenthood; Quits; Turnover Permission to reprint the abstract has not been received from the publisher. Purpose: The study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit decisions. Design/methodology/approach: The quantitative study design leverages two separate USA data sources to analyze the gender gap in quits over time. Two separate cohorts confirm the study's results in Logit, ordinary least squares (OLS) and fixed effects estimations, using the Current Population Survey (CPS) and the National Longitudinal Survey of Youth (NLSY). Findings: After controlling for demographic and job characteristics, individual and geographic fixed effects and local unemployment rates, the study finds that the gender gap in voluntary turnover has declined over time and that parenthood's effect on quit behavior has converged between genders. Originality/value: Women earn less than men. One common explanation is women's propensity to interrupt their careers, often voluntarily, more so than men. Yet, the determinants and trends of this gender gap in quit behavior has not been given much attention in the literature, including the role of parenthood. |
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Bibliography Citation
Artz, Benjamin. "The Gender Gap in Voluntary Turnover." International Journal of Manpower published online (2 November 2023).
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Artz, Benjamin |
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The Role of Firm Size and Performance Pay in Determining Employee Job Satisfaction Brief: Firm Size, Performance Pay, and Job Satisfaction Labour: Review of Labour Economics and Industrial Relations 22,2 (June 2008): 315–343. Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1467-9914.2007.00398.x/abstract Cohort(s): NLSY79 Publisher: Blackwell Publishing, Inc. => Wiley Online Keyword(s): Benefits, Fringe; Endogeneity; Job Satisfaction; Modeling, Fixed Effects; Performance pay; Unions; Wage Determination Job satisfaction reflects the on-the-job utility of workers and has been found to influence both the behavior of workers and the productivity of firms. Performance pay remains popular and widely used to increase worker productivity and more generally align the objectives of workers and firms. Yet, its impact on job satisfaction is ambiguous. Whereas the increased earnings increase job satisfaction, the increased effort and risk decreases job satisfaction. This paper finds empirical evidence that on net performance pay increases job satisfaction but does so largely among union workers and males in larger firms. [ABSTRACT FROM AUTHOR] Copyright of LABOUR: Review of Labour Economics & Industrial Relations is the property of Blackwell Publishing Limited 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.) |
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Bibliography Citation
Artz, Benjamin. "The Role of Firm Size and Performance Pay in Determining Employee Job Satisfaction Brief: Firm Size, Performance Pay, and Job Satisfaction." Labour: Review of Labour Economics and Industrial Relations 22,2 (June 2008): 315–343. A.
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Artz, Benjamin Blanchflower, David G. Bryson, Alex |
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Unions Increase Job Satisfaction in the United States NBER Working Paper No. 28717, National Bureau of Economic Research, April 2021. Also: https://www.nber.org/papers/w28717 Cohort(s): NLSY79, NLSY97 Publisher: National Bureau of Economic Research (NBER) Keyword(s): Economic Changes/Recession; Job Satisfaction; Underemployment; Unions We revisit the well-known negative association between union coverage and individuals' job satisfaction in the United States, first identified over forty years ago. We find the association has flipped since the Great Recession such that union workers are now more satisfied than their non-union counterparts. This is found to be the case for younger and older workers in the National Longitudinal Surveys of Youth of 1979 and 1997. The change is apparent when we use the panel data to account for fixed differences in those who are and are not unionized, suggesting changes in worker sorting into union status are not the reason for the change. The absence of substantial change in the union wage gap, and the stability of results when conditioning on wages, both suggest the change is not associated with changes in unions' wage bargaining. Instead, we find some diminution in unions' ability to lower quit rates – albeit confined to older workers - which is suggestive of a decline in their effectiveness in operating as a 'voice' mechanism for unionized workers. We also present evidence suggestive of unions' ability to minimize covered workers’ exposure to underemployment, a phenomenon that has negatively impacted non-union workers. |
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Bibliography Citation
Artz, Benjamin, David G. Blanchflower and Alex Bryson. "Unions Increase Job Satisfaction in the United States." NBER Working Paper No. 28717, National Bureau of Economic Research, April 2021. |
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Artz, Benjamin Blanchflower, David G. Bryson, Alex |
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Unions Increase Job Satisfaction in the United States Journal of Economic Behavior and Organization 203 (November 2022): 173-188. Also: https://www.sciencedirect.com/science/article/pii/S0167268122003249 Cohort(s): NLSY79, NLSY97 Publisher: Elsevier Keyword(s): Economic Changes/Recession; Job Satisfaction; Modeling, Fixed Effects; Underemployment; Unions We revisit the well-known negative association between unionization and workers' job satisfaction in the United States, first identified over forty years ago. We find the association has disappeared since the Great Recession. The job satisfaction of both younger and older union workers in the National Longitudinal Surveys of 1979 and 1997 no longer differs compared to that of their non-union counterparts. When controlling for person fixed effects with panel data unionization is associated with greater job satisfaction throughout, suggesting that when one accounts for worker sorting into unionization, becoming unionized has always been associated with improvements in job satisfaction. We find a diminution in unions' ability to lower quit rates which is consistent with declining union effectiveness as a 'voice' mechanism for unionized workers. We also find unions are able to minimize covered workers' exposure to underemployment, a phenomenon that has increasingly negatively impacted non-union workers since the Great Recession. |
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Bibliography Citation
Artz, Benjamin, David G. Blanchflower and Alex Bryson. "Unions Increase Job Satisfaction in the United States." Journal of Economic Behavior and Organization 203 (November 2022): 173-188.
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Artz, Benjamin Goodall, Amanda H. Oswald, Andrew J. |
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Boss Competence and Worker Well-Being ILR Review 70,2 (March 2017): 419-450. Also: http://journals.sagepub.com/doi/abs/10.1177/0019793916650451 Cohort(s): NLSY79 Publisher: New York State School of Industrial and Labor Relations, Cornell University Keyword(s): Job Satisfaction; Modeling, Instrumental Variables; Supervisor Characteristics Nearly all workers have a supervisor or "boss." Yet little is known about how bosses influence the quality of employees' lives. This study offers new evidence. First, the authors find that a boss's technical competence is the single strongest predictor of a worker's job satisfaction. Second, they demonstrate using longitudinal data, after controlling for fixed-effects, that even if a worker stays in the same job and workplace, a rise in the competence of a supervisor is associated with an improvement in the worker's well-being. Third, the authors report a variety of robustness checks, including tentative instrumental variable results. These findings, which draw on U.S. and British data, contribute to an emerging literature on the role of "expert leaders" in organizations. |
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Bibliography Citation
Artz, Benjamin, Amanda H. Goodall and Andrew J. Oswald. "Boss Competence and Worker Well-Being." ILR Review 70,2 (March 2017): 419-450.
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Artz, Benjamin Green, Colin P. Heywood, John S. |
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Does Performance Pay Increase Alcohol and Drug Use? Journal of Population Economics 34 (2021): 969-1002. Also: https://link.springer.com/article/10.1007/s00148-020-00776-4 Cohort(s): NLSY97 Publisher: Springer Keyword(s): Alcohol Use; Drug Use; Modeling, Fixed Effects; Performance pay Permission to reprint the abstract has not been received from the publisher. Using US panel data on young workers, we demonstrate that those who receive performance pay are more likely to consume alcohol and illicit drugs. Recognizing that this likely reflects worker sorting, we first control for risk, ability, and personality proxies. We further mitigate sorting concerns by introducing worker fixed effects, worker-employer match fixed effects, and worker-employer-occupation match fixed effects. Finally, we present fixed effect IV estimates. All of these estimates continue to indicate a greater likelihood of substance use when a worker receives performance pay. The results support conjectures that stress and effort increase with performance pay and that alcohol and drug use is a coping mechanism for workers. |
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Bibliography Citation
Artz, Benjamin, Colin P. Green and John S. Heywood. "Does Performance Pay Increase Alcohol and Drug Use?" Journal of Population Economics 34 (2021): 969-1002.
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Artz, Benjamin Heywood, John S. |
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Performance Pay and Work Hours: US Survey Evidence Oxford Economic Papers published online (07 August 2023). Also: https://doi.org/10.1093/oep/gpad032 Cohort(s): NLSY97 Publisher: Oxford University Press Keyword(s): Performance pay; Work Hours/Schedule; Worker Health; Working Conditions Permission to reprint the abstract has not been received from the publisher. Using US survey data, we show that those on performance pay work substantially longer hours. This remains in worker fixed-effect estimates and in worker with employer fixed-effect estimates. The magnitudes confirm increased hours as a dimension of the anticipated effort response and long hours as a potential intermediary between performance pay and reduced worker health. Despite managers being the most likely to both receive performance pay and work long hours, this association largely reflects sorting and not the behavioral response evident for other workers. |
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Bibliography Citation
Artz, Benjamin and John S. Heywood. "Performance Pay and Work Hours: US Survey Evidence ." Oxford Economic Papers published online (07 August 2023).
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Artz, Benjamin Heywood, John S. |
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Performance Pay and Workplace Injury: Panel Evidence Economica 82, s1 (December 2015): 1241-1260. Also: http://onlinelibrary.wiley.com/doi/10.1111/ecca.12153/abstract Cohort(s): NLSY79 Publisher: Blackwell Publishing, Inc. => Wiley Online Keyword(s): Blue-Collar Jobs; Injuries, Workplace; Modeling, Fixed Effects; Performance pay Using panel survey data, we show cross-sectional evidence of an elevated risk of workplace injury for those paid piece rates and bonuses. While consistent with Adam Smith's behavioural conjecture, this could simply reflect sorting across workers or firms. In response we successively control for a risk proxy, for worker fixed effects and for worker with employer match fixed effects. No previous examination has controlled for such fixed effects or examined US survey data. The estimates indicate that injury risk increases substantially when blue-collar (manual) workers become paid by piece rates and bonuses. |
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Bibliography Citation
Artz, Benjamin and John S. Heywood. "Performance Pay and Workplace Injury: Panel Evidence." Economica 82, s1 (December 2015): 1241-1260.
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Artz, Benjamin Taengnoi, Sarinda |
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Do Women Prefer Female Bosses? Labour Economics 42 (October 2016): 194-202. Also: http://www.sciencedirect.com/science/article/pii/S0927537116301129 Cohort(s): NLSY79 Publisher: Elsevier Keyword(s): Gender Differences; Job Satisfaction; Supervisor Characteristics; Well-Being The participation of women in the labor force has grown significantly over the past 50 years, and with this, women are increasingly holding managerial and supervisory positions. Yet little is known about how female supervisors impact employee well-being. Using two distinct datasets of US workers, we provide previously undocumented evidence that women are less satisfied with their jobs when they have a female boss. Male job satisfaction, by contrast, is unaffected. Crucially our study is able to control for individual worker fixed effects and to identify the impact of a change in supervisor gender on worker well-being without other alterations in the worker's job. |
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Bibliography Citation
Artz, Benjamin and Sarinda Taengnoi. "Do Women Prefer Female Bosses?" Labour Economics 42 (October 2016): 194-202.
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Artz, Benjamin Taengnoi, Sarinda |
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The Gender Gap in Raise Magnitudes of Hourly and Salary Workers Journal of Labor Research 40,1 (March 2019): 84-105. Also: https://link.springer.com/article/10.1007/s12122-018-9277-8 Cohort(s): NLSY79 Publisher: Springer Keyword(s): Armed Services Vocational Aptitude Battery (ASVAB); Gender Differences; Risk-Taking; Wage Gap; Wage Penalty/Career Penalty Permission to reprint the abstract has not been received from the publisher. The gender gap in promotions literature typically uses survey to survey imputed hourly wage changes to measure the earnings effects of promotions alone. By distinction, we study raises with and without promotions using data within surveys that uniquely identify both the current and most recent wages of hourly workers separate from salary workers. In cross-section estimates we identify a gender gap in raise magnitude favoring men only among hourly workers who achieve promotions, but this result vanishes in fixed effects estimates. No gender gaps emerge in any other instance, including for salary workers and raises absent of promotion. We further contribute to the literature by uniquely controlling for natural ability and risk preferences of the workers, the time passed since earning the raise, and also whether the responsibility of the worker's job changed with the raise. |
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Bibliography Citation
Artz, Benjamin and Sarinda Taengnoi. "The Gender Gap in Raise Magnitudes of Hourly and Salary Workers." Journal of Labor Research 40,1 (March 2019): 84-105.
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Artz, Benjamin Welsch, David M. |
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Overeducation and Wages Revisited: A Two‐cohort Comparison and Random Coefficients Approach Southern Economic Journal 87, 3 (January 2021): 909-936. Also: https://onlinelibrary.wiley.com/doi/10.1002/soej.12476 Cohort(s): NLSY79, NLSY97 Publisher: Wiley Online Keyword(s): Educational Attainment; Overeducation; Wages Permission to reprint the abstract has not been received from the publisher. We examine the effect of overeducation on wages by comparing two cohorts from the 1979 and 1997 U.S. National Longitudinal Survey of Youth panels. Using an econometric technique uncommon to the literature, we allow for overeducation to have a disparate impact on wages across individuals by employing random slopes models. Overeducation has a positive marginal effect on wages. Yet, cohort comparisons reveal that the returns to overeducation declined dramatically over time. In the past, surplus schooling in full‐time jobs returned nearly as much as the correct level of education. Presently it returns approximately 50% less than in the past. The effect of undereducation and required education on wages changed as well, but by far less. |
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Bibliography Citation
Artz, Benjamin and David M. Welsch. "Overeducation and Wages Revisited: A Two‐cohort Comparison and Random Coefficients Approach." Southern Economic Journal 87, 3 (January 2021): 909-936.
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