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Source: Centre for Economic Performance, London School of Economics
Resulting in 6 citations.
1. Aucejo, Esteban M.
Explaining Cross-Racial Differences in the Educational Gender Gap
Discussion Paper No. 1220, Centre for Economic Performance, London School of Economics, May 2013
Cohort(s): NLSY97
Publisher: Centre for Economic Performance, London School of Economics & Political Science
Keyword(s): College Enrollment; Educational Attainment; Gender Differences; Noncognitive Skills; Racial Differences

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

The sizable gender gap in college enrollment, especially among African Americans, constitutes a puzzling empirical regularity that may have serious consequences on marriage markets, male labor force participation and the diversity of college campuses. For instance, only 35.7 percent of all African American undergraduate students were men in 2004. Reduced form results show that, while family background covariates cannot account for the observed gap, proxy measures for non-cognitive skills are crucial to explain it. Moreover, a sequential model of educational attainment indicates that males have actually higher preferences for education than females after controlling for latent factors (i.e. cognitive and non-cognitive skills). The model also shows that cognitive skills strongly affect the decision to move from one school level to the next, especially after finishing high school, but cannot account for disparities between genders. On the contrary, the substantial differences in the distribution of non-cognitive skills between males and females make these abilities critical to explain the gender gap in educational attainment across and within races. [Paper also presented at the Consumer Analyst Group Europe (CAGE) 2014 Annual Conference, London, March 2014.]
Bibliography Citation
Aucejo, Esteban M. "Explaining Cross-Racial Differences in the Educational Gender Gap." Discussion Paper No. 1220, Centre for Economic Performance, London School of Economics, May 2013.
2. Black, Dan A.
Haviland, Amelia
Sanders, Seth G.
Taylor, Lowell J.
Gender Wage Disparities among the Highly Educated
Working Paper, Centre for Economic Performance, London, England, November 2003.
Also: http://cep.lse.ac.uk/seminarpapers/05-12-03-BLA.pdf
Cohort(s): NLSY79
Publisher: Centre for Economic Performance, London School of Economics & Political Science
Keyword(s): Gender Differences; Wage Gap

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

We argue that among the highly educated, pre-labor market factors are responsible for more than half the measured gender wage gap. Further, women's lower level of labor market experience accounts for a substantial portion of the remaining gap. The non-parametric analysis we employ makes no functional forms assumption and forces us to directly address the support issue. Without careful attention to these two issues and more accurate data on education attainment, the role of pre-labor market factors and women's lower level of labor market experience in explaining gender wage disparities is greatly understated.
Bibliography Citation
Black, Dan A., Amelia Haviland, Seth G. Sanders and Lowell J. Taylor. "Gender Wage Disparities among the Highly Educated." Working Paper, Centre for Economic Performance, London, England, November 2003.
3. Blanden, Jo
International Evidence on Intergenerational Mobility
Working Paper, Centre for Economic Performance, London School of Economics, London, England, May 2005.
Also: http://cep.lse.ac.uk/stokerochford/papers/new/blanden.pdf
Cohort(s): NLSY79, Young Men
Publisher: Centre for Economic Performance, London School of Economics & Political Science
Keyword(s): Canada, Canadian; Canadian Intergenerational Income Data (IID); Cross-national Analysis; German Socio-Economic Panel (GSOEP); Germany, German; Intergenerational Patterns/Transmission; Mobility; Panel Study of Income Dynamics (PSID)

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

This paper compares evidence on the extent of intergenerational mobility of males for four countries: the United Kingdom; the United States, West Germany and Canada. I am able to estimate changes in intergenerational mobility in the UK and US in a comparable way and find that whilst there is convincing evidence that intergenerational mobility has been falling in the UK a careful examination of the US reveals very little change there. Unfortunately there is insufficient data to explore changes in mobility for West Germany and Canada. Evidence on the levels of mobility in these countries indicate that intergenerational mobility is higher in Canada than in the other countries, and mobility in West Germany is at a similar level to the US and UK. In general, small sample sizes stand in the way of drawing strong conclusions; however the results provide broad support for the findings of the current, less systematic, literature on international comparisons of intergenerational mobility. Preliminary - Please do not quote without the author's permission.
Bibliography Citation
Blanden, Jo. "International Evidence on Intergenerational Mobility." Working Paper, Centre for Economic Performance, London School of Economics, London, England, May 2005.
4. Boehm, Michael J.
The Wage Effects of Job Polarization: Evidence from the Allocation of Talents
Working Paper, University of Bonn and London Centre for Economic Performance, April 2014.
Also: http://www.econ.uzh.ch/eiit/Events/sinergiaconference2014/abstractsandpapers2014/Boehm_Michael_The_Wage_Effects_of_Job_Polarizations.pdf
Cohort(s): NLSY79, NLSY97
Publisher: Centre for Economic Performance, London School of Economics & Political Science
Keyword(s): Armed Services Vocational Aptitude Battery (ASVAB); Earnings; Job Patterns; Job Skills; Occupational Choice; Occupations; Wage Differentials

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

This article studies the wage effects of job polarization on 27 year old male workers from the cohorts of the National Longitudinal Survey of Youth. Guided by a Roy model of occupational choice I compare workers who have characteristics that put them into high-, middle-, and low-skill occupations over the two cohorts. Results indicate that the relative wages of middle-skill occupation workers have dropped. The effect of job polarization on the overall wage distribution that is implied by the model explains the increase at the top of the actual distribution but it has difficulty matching the increase at the bottom.
Bibliography Citation
Boehm, Michael J. "The Wage Effects of Job Polarization: Evidence from the Allocation of Talents." Working Paper, University of Bonn and London Centre for Economic Performance, April 2014.
5. Dougherty, Christopher
The Impact of Work Experience and Training in the Current and Previous Occupations on Earnings: Micro Evidence From the National Longitudinal Survey of Youth
Discussion Paper 456, Centre for Economic Performance, London School of Economics, England, May 2000.
Also: http://cep.lse.ac.uk/pubs/download/DP0456.pdf
Cohort(s): NLSY79
Publisher: Centre for Economic Performance, London School of Economics & Political Science
Keyword(s): Earnings; Employment; Job Tenure; Test Scores/Test theory/IRT; Training; Vocational Training

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

In the empirical literature on work experience, job tenure, training and earnings, only one previous study has made a distinction between the effects of work experience in the current occupation and work experience in previous ones, and no study has made the distinction with respect to training. Yet it is reasonable to hypothesize that the distinction is important. Using data from the US National Longitudinal Survey of Youth, it is found that the returns to work experience in the current occupation with previous employers are similar to those to work experience with the current employer, and that tenure has no independent effect. Similarly it is found that the distinction between training for current and previous occupations gives better results than a distinction between training for current and previous employers. It is found that work experience, classroom training and vocational institute training for the current occupation have highly significant effects on earnings, with work experience having by far the largest absolute impact. Apart from high school vocational institute training, which actually has a significantly negative effect on the earnings of those with high cognitive test scores, the previous-occupation counterparts do not have significant effects.
Bibliography Citation
Dougherty, Christopher. "The Impact of Work Experience and Training in the Current and Previous Occupations on Earnings: Micro Evidence From the National Longitudinal Survey of Youth." Discussion Paper 456, Centre for Economic Performance, London School of Economics, England, May 2000.
6. Pellizzari, Michele
Do Friends and Relatives Really Help in Getting a Good Job?
CEP Discussion Paper 0623, Centre for Economic Performance, London School of Economics, March 2004.
Also: http://cep.lse.ac.uk/pubs/download/dp0623.pdf
Cohort(s): NLSY79
Publisher: Centre for Economic Performance, London School of Economics & Political Science
Keyword(s): Firms; Job Characteristics; Job Search; Social Influences

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

Informal contacts are extensively used by both firms and workers to find jobs and fill vacancies. The common wisdom in the economic literature is that jobs created through this channel are of better quality and pay higher wages than jobs created through formal methods. This paper explores the empirical evidence for European countries using the European Community Household Panel (ECHP) and discovers a large cross-country as well as cross-industry variation in the wage differentials between jobs found through informal and formal methods. Across countries and industries wage premiums and wage penalties to finding jobs through personal contacts are equally frequent. This paper argues that such variation can be explained by looking at firms' recruitment strategies. In labour markets where employers invest largely informal recruitment activities, matches created through this channel are likely to be of average better quality than those created through informal networks. A simple theoretical model is used to show that employers invest more in recruitment for high productivity jobs and for positions that require considerable training. The empirical predictions of the theory are successfully tested using industry-level data on recruitment costs. Data from the US is provided for comparison using the NLS.
Bibliography Citation
Pellizzari, Michele. "Do Friends and Relatives Really Help in Getting a Good Job?" CEP Discussion Paper 0623, Centre for Economic Performance, London School of Economics, March 2004.