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Author: Ureta, Manuelita
Resulting in 4 citations.
1. |
Light, Audrey L. Ureta, Manuelita |
Early-Career Work Experience and Gender Wage Differentials Journal of Labor Economics 13,1 (January 1995): 121-154. Also: http://www.jstor.org/stable/2535309 Cohort(s): Young Men, Young Women Publisher: University of Chicago Press Keyword(s): Job Tenure; Modeling; Wage Differentials; Wage Gap; Work Experience This article estimates a wage model that includes an array of variables measuring the fraction of time worked during each year of the career. This array fully characterizes past employment experience, regardless of how sporadic it has been. Our model yields substantially higher estimated returns to experience and lower returns to tenure than do models that measure experience cumulatively and use the standard quadratic functional form. Findings show that the data reject the standard model but fail to reject our model. Furthermore, findings indicate that 12% of the male-female wage gap is due to differences in the timing of work experience. |
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Bibliography Citation
Light, Audrey L. and Manuelita Ureta. "Early-Career Work Experience and Gender Wage Differentials." Journal of Labor Economics 13,1 (January 1995): 121-154.
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2. |
Light, Audrey L. Ureta, Manuelita |
Gender Differences in the Quit Behavior of Young Workers NLS Discussion Paper No. 92-7, Washington DC: U.S. Bureau of Labor Statistics, 1990. Also: http://stats.bls.gov/ore/abstract/nl/nl900020.htm Cohort(s): Young Men, Young Women Publisher: U.S. Department of Labor Keyword(s): Clare Jellick; Gender Differences; Heterogeneity; Job Patterns; Job Turnover; Marital Status; Quits Using data from the NLS of Young Men and Young Women, this report estimates discrete time proportional hazard models for various samples of young men and women in order to learn how they differ in their job turnover behavior. Four issues are examined: (1) Which gender undergoes the most turnover during the early career and what observable factors influence this turnover. (2) Do unobservable factors account for a significant amount of turnover. (3) Is the turnover behavior of men and women changing over time and do continuously employed workers exhibit a different pattern of turnover than workers who interrupt their careers. (4) Are voluntary job transitions caused by a different set of factors than other types of job separations. Findings include: (1) Of pre-, first-time-, or early-career starters during the year of the first interview (the "full sample"), women have a higher hazard rate than men. (2) Men and women respond very differently to family characteristics such as married, becoming married, and the birth of a child. (3) Both men and women appear to engage in job shopping and the hazards of both genders fall with increased experience. (4) For women, there are pronounced differences between an early birth cohort and a late birth cohort. (5) There are also important differences among successive labor market entry cohorts. (6) Among continuously employed workers, family characteristics are less important in explaining turnover. (7) Many variables that are important determinants of job separations do not explain voluntary and job-to-job transitions. |
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Bibliography Citation
Light, Audrey L. and Manuelita Ureta. "Gender Differences in the Quit Behavior of Young Workers." NLS Discussion Paper No. 92-7, Washington DC: U.S. Bureau of Labor Statistics, 1990. |
3. |
Light, Audrey L. Ureta, Manuelita |
Gender Differences in Wages and Job Turnover Among Continuously Employed Workers American Economic Review 80,2 (May 1990): 293-297. Also: http://www.jstor.org/stable/2006587 Cohort(s): Young Men, Young Women Publisher: American Economic Association Keyword(s): Behavior; Clare Jellick; Earnings; Educational Attainment; Gender Differences; Job Turnover; Labor Force Participation; Mobility; Women; Work Histories Permission to reprint the abstract has not been received from the publisher. This study uses the Young Men and Young Women cohorts of the NLS to determine whether a significant number of women work continuously during their early careers, which women are likely to do so, and how these women compare to men in terms of their interfirm mobility and earnings. It was found that roughly 88 percent of the women in our sample spend more than ten percent of their time working when they are between the ages of 24 and 30, while 25 percent work for more than 90 percent of their time. However, women are far more likely to work a large fraction of their time if they have a college education, and there has been a tremendous increase over time in the fraction of white women (especially those who are well educated) who work at least 90 percent of their time. In comparing the job turnover behavior of continuously employed men and women, the authors found that both genders exhibit identical degrees of negative duration dependence. While women born in 1944-46 are less likely than men to leave their jobs (regardless of race, education, and current tenure), the opposite is true for a cohort born just six years later. In comparing starting wages of men and women, it was found that the wage gap is less pronounced among continuously employed workers than among the full sample in almost every race-cohort-schooling group, and the gap is narrowing far more rapidly among the continuously employed. |
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Bibliography Citation
Light, Audrey L. and Manuelita Ureta. "Gender Differences in Wages and Job Turnover Among Continuously Employed Workers." American Economic Review 80,2 (May 1990): 293-297.
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4. |
Light, Audrey L. Ureta, Manuelita |
Panel Estimates of Male and Female Turnover Behavior: Can Female Non-Quitters Be Identified? Journal of Labor Economics 10,2 (April 1992): 156-182. Also: http://www.jstor.org/stable/2535245 Cohort(s): Young Men, Young Women Publisher: University of Chicago Press Keyword(s): Clare Jellick; Gender Differences; Job Tenure; Job Turnover; Quits; Work Attachment; Work Experience; Work Histories Using NLS data on Young Men and Young Women born between 1944 and 1952, the authors estimate proportional hazard models in order to learn whether it is more difficult for employers to identify female non-quitters than male non-quitters. It was found that women may be a higher risk than men in the overall sample because they are relatively more likely to be "movers" for unobserved reasons and because they tend to quit for reasons that cannot be observed ex ante (such as the birth of a child). When focus was on a relatively recent birth cohort, however, the authors found that women have lower quit rates than men and that the men are more likely to be the "movers." |
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Bibliography Citation
Light, Audrey L. and Manuelita Ureta. "Panel Estimates of Male and Female Turnover Behavior: Can Female Non-Quitters Be Identified?" Journal of Labor Economics 10,2 (April 1992): 156-182.
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