Search Results

Author: Reed, W. Robert
Resulting in 6 citations.
1. Gronberg, Timothy J.
Reed, W. Robert
Estimating Workers' Marginal Willingness to Pay for Job Attributes Using Duration Data
Journal of Human Resources 29,3 (Summer 1994): 911-931.
Also: http://www.jstor.org/stable/146258
Cohort(s): NLSY79
Publisher: University of Wisconsin Press
Keyword(s): Current Population Survey (CPS) / CPS-Fertility Supplement; Job Knowledge; Job Search; Job Tenure; Job Turnover; Labor Market Outcomes; Occupational Choice; Occupational Investment; Wage Models

This paper develops and applies a method for estimating workers' marginal willingness to pay for job attributes when workers' job choices are characterized by imperfect information and labor market search. As an application, this paper analyzes the job durations of white males using data from the National Longitudinal Survey of Youth Cohort and the Dictionary of Occupational Titles. Estimates of workers' willingness to pay derived from the job duration model are compared with those derived from an hedonic wage model.
Bibliography Citation
Gronberg, Timothy J. and W. Robert Reed. "Estimating Workers' Marginal Willingness to Pay for Job Attributes Using Duration Data." Journal of Human Resources 29,3 (Summer 1994): 911-931.
2. McCue, Kristin
Reed, W. Robert
New Evidence on Workers' Willingness to Pay for Job Attributes
Southern Economic Journal 62,3 (January 1996): 627-652.
Also: http://www.jstor.org/stable/1060884
Cohort(s): NLSY79
Publisher: Southern Economic Association
Keyword(s): Benefits, Fringe; Wages, Reservation

This paper provides new evidence on the importance of nonwage job attributes. Using self-reported data from the NLS Youth Cohort, the authors calculate differences in reservation wages across six different job types. The results suggest that workers generally place a relatively large monetary value on nonpecuniary dimensions of work. Furthermore, the authors find evidence of substantial heterogeneity in workers' valuations. This has implications for a number of labor market phenomena, including length of job search, losses associated with job placement, and the interoccupational mobility of labor.
Bibliography Citation
McCue, Kristin and W. Robert Reed. "New Evidence on Workers' Willingness to Pay for Job Attributes." Southern Economic Journal 62,3 (January 1996): 627-652.
3. Reed, W. Robert
An Analysis of Nonpecuniary Job Attributes as Determinants of Workers' Quit Behavior
Ph.D. Dissertation, Northwestern University, 1985
Cohort(s): NLSY79
Publisher: UMI - University Microfilms, Bell and Howell Information and Learning
Keyword(s): Job Search; Job Turnover; Quits; Well-Being; Working Conditions

Organizational and industrial psychologists stress the role of nonpecuniary job attributes as determinants of workers' well-being. This research examines this postulate in the context of workers' quit behavior. Recent job search theory is joined with survival analysis techniques to estimate determinants of workers' quit behavior. Two questions are addressed. Which job attributes appear to be most significant? How much income on average would workers be willing to forego in order to obtain marginal increases in selected nonpecuniary job attributes? A model of search on the job is developed which relates job attributes to voluntary job tenure. Cox's proportional hazards model is proposed as an appropriate estimation technique. Estimation is performed using data from the NLSY 1979-1982. A number of nonpecuniary job attributes are found to be statistically significant determinants of workers' quit behavior. Estimates of marginal rates of substitution of income for nonpecuniary job attributes are quite large for some of the variables. Using an alternative model of worker quit behavior, a worker acquires information about the job's attributes during the course of employment. The relationship between job attributes and voluntary job tenure is demonstrated for this case. This learning on the job model requires different estimation techniques and more detailed data than does the search on the job model. Data constraints are unfortunately binding and estimation of this structural model is not performed.
Bibliography Citation
Reed, W. Robert. An Analysis of Nonpecuniary Job Attributes as Determinants of Workers' Quit Behavior. Ph.D. Dissertation, Northwestern University, 1985.
4. Reed, W. Robert
Estimation of Hedonic Prices in the Case of a Pure Search Good
Working Paper No. 87-01, Department of Economics, Texas A&M University, College Station, 1987
Cohort(s): NLSY79
Publisher: Department of Economics, Texas A&M University
Keyword(s): Job Satisfaction; Job Search; Quits; Simultaneity; Wages; Working Conditions

Permission to reprint the abstract has not been received from the publisher.

This paper investigates the estimation of marginal willingness to pay in the case of a pure search good. A model of search behavior is developed where consumers search over goods consisting of bundled attributes while simultaneously engaging in consumption. It is demonstrated that marginal willingness to pay can be derived from hazard equations. An empirical analysis is undertaken in order to compare the performance of this model with traditional models of estimating hedonic prices. Labor market data are obtained from the 1979-1982 NLSY. The hazard model is found to be distinctly superior. The approach here is easily generalized to other markets such as the housing and land markets.
Bibliography Citation
Reed, W. Robert. "Estimation of Hedonic Prices in the Case of a Pure Search Good." Working Paper No. 87-01, Department of Economics, Texas A&M University, College Station, 1987.
5. Reed, W. Robert
Dahlquist, Julie D.
Do Women Prefer Women's Work?
Applied Economics 26,12 (December 1994): 1133-1144.
Also: http://www.tandfonline.com/doi/abs/10.1080/00036849400000111
Cohort(s): NLSY79
Publisher: Chapman & Hall
Keyword(s): Gender Differences; Labor Market Demographics; Occupational Segregation; Occupations, Female; Work Histories

Permission to reprint the abstract has not been received from the publisher.

A new methodology is implemented to determine whether job characteristics can explain why women are concentrated in low-paying, female-dominated occupations. Extensive information on jobs and labour market histories are collected from the 1982 National Longitudinal Survey, Youth Cohort, for women and men characterized by substantial labour market attachment. Significant differences in nonpecuniary job characteristics between the male and female samples are found to exist. Nevertheless, we find no evidence that women differentially favour those job characteristics commonly associated with 'women's work'.
Bibliography Citation
Reed, W. Robert and Julie D. Dahlquist. "Do Women Prefer Women's Work?" Applied Economics 26,12 (December 1994): 1133-1144.
6. Reed, W. Robert
Harford, Kathleen
The Marriage Premium and Compensating Wage Differentials
Journal of Population Economics 2,4 (December 1989): 237-265.
Also: http://www.springerlink.com/content/t281u0424405km32/
Cohort(s): NLSY79
Publisher: Springer
Keyword(s): Marital Status; Marriage; Wages; Working Conditions

Permission to reprint the abstract has not been received from the publisher.

Most studies indicate that male married workers earn ten to forty percent more than male single workers. Previous explanations of this earnings differential have hypothesized that this is due to a positive correlation between marital status and unobserved productivity. We propose and test an alternative explanation of the marriage premium that relies upon compensating wages and differences in workers' preferences. If male married workers are earning higher wages than single workers because they are substituting wages for nonpecuniary compensations, then it may be possible to observe the married workers receiving lesser nonpecuniary compensations. I.e., corresponding to a "marriage premium" in wages there may be a "marriage penalty" in nonpecuniary compensations. Using two samples of white, male workers drawn from the NLSY, 1979-1985, we find evidence that marital status is significantly associated with less attractive work dimensions. Previous research on this topic is reevaluated and found to be consistent with this compensating wages hypothesis of the marriage premium.
Bibliography Citation
Reed, W. Robert and Kathleen Harford. "The Marriage Premium and Compensating Wage Differentials." Journal of Population Economics 2,4 (December 1989): 237-265.