Search Results

View Selected Citations Select and View All Search Citations

Author: Chen, Liwen

Resulting in 3 citations.

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.	Chen, Liwen
3.	The Role of Family and Gender in the Transfer of and Returns to Human Capital Ph.D. Dissertation, Department of Economics, University of South Carolina, 2018 Cohort(s): NLSY97 Publisher: ProQuest Dissertations & Theses (PQDT) Keyword(s): Gender; Skills; Supervisor Characteristics; Wages Permission to reprint the abstract has not been received from the publisher. This dissertation explores the role of family and gender in understanding the disparities in human capital accumulation and corresponding disparities in labor market outcomes. The first chapter explores the relationship between workers' wages and the gender of their supervisor, conditioning on the occupational gender composition. It develops a theoretical model suggesting that supervisors' task assignment accuracy is affected disparately in occupations of different gender types, leading to varying degrees of skill mismatch among workers. This leads to average wage differences between workers with female supervisors and those with male supervisors in occupations of different gender types. Consistent with the theoretical predictions, the empirical evidence suggests that workers have better occupation-skill matches and higher average wages if they work with female supervisors in predominantly female occupations, compared to those with male supervisors; the opposite is true for workers in predominantly male occupations. Although not significant at the early career stage, supervisor wage effects emerge as a worker’s career develops. These findings emphasize the importance of supervisors' task assignment accuracy in workplace gender wage disparity, and underscore the necessity of integrating minority managers to the "gendered" organizational contexts.
	Bibliography Citation Chen, Liwen. The Role of Family and Gender in the Transfer of and Returns to Human Capital. Ph.D. Dissertation, Department of Economics, University of South Carolina, 2018.

Admin