Search Results

Source: Industrial Relations
Resulting in 6 citations.
1. Borjas, George J.
Race, Turnover, and Male Earnings
Industrial Relations: A Journal of Economy and Society 23,1 (January 1984): 73-89.
Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1468-232X.1984.tb00876.x/abstract
Cohort(s): Older Men, Young Men
Publisher: Blackwell Publishing, Inc. => Wiley Online
Keyword(s): Earnings; Layoffs; Quits; Racial Differences; Work History

Data from the NLS of Young Men and Older Men are used to determine whether job histories differ significantly by race and whether differences translate into substantial wage differentials. Results show that quit (layoff) rates among young men are significantly higher (lower) for whites than for blacks. No racial turnover differential appears among mature men. Monetary gains to a turnover event (quit, layoff, or staying on the job) are higher for white young men than for black young men. Among mature men, whites have larger wage growth rates if they stay on the job, but no significant racial differential appears for quitters or for laid off workers. These differences between young blacks and whites lead to substantial changes in the black/white wage differential.
Bibliography Citation
Borjas, George J. "Race, Turnover, and Male Earnings." Industrial Relations: A Journal of Economy and Society 23,1 (January 1984): 73-89.
2. Geddes, Lori Ann
Heywood, John S.
Gender and Piece Rates, Commissions, and Bonuses
Industrial Relations: A Journal of Economy and Society 42,3 (July 2003): 419-445.
Also: http://onlinelibrary.wiley.com/doi/10.1111/1468-232X.00298/abstract
Cohort(s): NLSY79
Publisher: Blackwell Publishing, Inc. => Wiley Online
Keyword(s): Gender Differences; Job Tenure; Labor Force Participation; Simultaneity; Women

Previous work shows that establishments with higher proportions of women are more likely to use piece rates but that individual women are less likely to receive performance pay. We present a model in which lower expected tenure and labor force attachment are positively associated with piece rates but are negatively associated with other forms of performance pay. Analysis of the National Longitudinal Survey of Youth (NLSY) confirms that women are more likely to be paid piece rates and simultaneously less likely to be paid commissions and bonuses. [ABSTRACT FROM AUTHOR]
Bibliography Citation
Geddes, Lori Ann and John S. Heywood. "Gender and Piece Rates, Commissions, and Bonuses." Industrial Relations: A Journal of Economy and Society 42,3 (July 2003): 419-445.
3. Keith, Kristen K.
Williams, Donald R.
A Note on Racial Differences in Employed Male Job Search
Industrial Relations: A Journal of Economy and Society 41,3 (July 2002): 422-429.
Also: http://onlinelibrary.wiley.com/doi/10.1111/1468-232X.00254/abstract
Cohort(s): NLSY79
Publisher: Institute of Industrial Relations, University of California, Berkeley
Keyword(s): Job Search; Mobility, Job; Racial Differences; Wage Growth; Wages; Working Conditions

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

This article examines why black males are more likely to engage in employed job search than are their white counterparts. We focus primarily on the roles that expected wages, wage growth, and job characteristics have on explaining the observed differential. Using a sample of young men from the National Longitudinal Survey of Youth (NLSY), the results indicate that the greater propensity of blacks to engage in employed job search is the result of their desire to obtain better jobs with more agreeable working conditions. Source: http://www.blackwellpublishers.co.uk/asp/journal.asp?ref=0019-8676. (Copyright: Blackwell Publishers.)
Bibliography Citation
Keith, Kristen K. and Donald R. Williams. "A Note on Racial Differences in Employed Male Job Search." Industrial Relations: A Journal of Economy and Society 41,3 (July 2002): 422-429.
4. Pfeffer, Jeffrey
Ross, Jerry
Unionization and Female Wage and Status Attainment
Industrial Relations: A Journal of Economy and Society 20,2 (Spring 1981): 179-185.
Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1468-232X.1981.tb00202.x/abstract
Cohort(s): Mature Women
Publisher: Blackwell Publishing, Inc. => Wiley Online
Keyword(s): Job Training; Occupational Status; Socioeconomic Status (SES); Unions

A growing body of evidence indicates that unionization has a leveling effect upon wages and occupational status. In a recent article in this journal, it was argued that union leveling occurred not only in the case of human capital variables, but also across virtually the entire set of individual characteristics. However, that study, as well as others in this tradition, focused on a sample of male workers and failed to examine the extent to which the results could be generalized to working women. This note undertakes such an extension. Using essentially the same variables and measures as before, we examine the effect of being in the union as contrasted with the nonunion sector on wages and occupational prestige attainment processes for a sample of women working full time. The results suggest a need for greater caution in drawing general conclusions about the impact of unionization on wage and status attainment based on evidence from male (particularly white male) samples.
Bibliography Citation
Pfeffer, Jeffrey and Jerry Ross. "Unionization and Female Wage and Status Attainment." Industrial Relations: A Journal of Economy and Society 20,2 (Spring 1981): 179-185.
5. Veum, Jonathan R.
Gender and Race Differences in Company Training
Industrial Relations: A Journal of Economy and Society 35,1 (January 1996): 32-44.
Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1468-232X.1996.tb00393.x/abstract
Cohort(s): NLSY79
Publisher: Blackwell Publishing, Inc. => Wiley Online
Keyword(s): Discrimination, Racial/Ethnic; Discrimination, Sex; Gender Differences; Racial Differences; Training; Training, On-the-Job

Using recent data from the National Longitudinal Survey of Youth, it is found that, among young workers from 1986 to 1991, there were no gender or race differentials in the likelihood of receiving training, in participation in multiple training events, or in hours of training received. White women, however, were more likely to receive more training per hour worked than white men. This gender differential appears to occur because white women are more likely to work fewer hours and to be employed in entry-level positions that are associated with greater training intensity. Full text online. Photocopy available from ABI/INFORM 10384.00
Bibliography Citation
Veum, Jonathan R. "Gender and Race Differences in Company Training." Industrial Relations: A Journal of Economy and Society 35,1 (January 1996): 32-44.
6. Woock, Christopher
The Earnings Losses of Injured Men: Reported and Unreported Injuries
Industrial Relations: A Journal of Economy and Society 48,4 (October 2009):610–628.
Also: http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1485821
Cohort(s): NLSY79
Publisher: Blackwell Publishing, Inc. => Wiley Online
Keyword(s): Benefits; Benefits, Disability; Disability; Disabled Workers; Earnings; Injuries, Workplace; Unions

This paper revisits the earnings losses following a workplace injury, accounting for injured workers who did not apply for workers' compensation and a comparison group of uninjured workers. Selection of the injured group and the comparison group is important. Excluding those who do not apply for benefits overstates the earnings losses, while using less severely injured workers as a comparison group underestimates the earnings losses. Additionally, differentiating whether the injury resulted in a work-limiting disability highlights that it is not the injury event, but rather the subsequent disabilities that drive the earnings losses.
Bibliography Citation
Woock, Christopher. "The Earnings Losses of Injured Men: Reported and Unreported Injuries." Industrial Relations: A Journal of Economy and Society 48,4 (October 2009):610–628. A.