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Title: Gender, Race, and Ethnicity in Early Career Matches Between Employees and Supervisors, and the Labor Market Outcomes of Young Employees
Resulting in 1 citation.
1. Rothstein, Donna S.
Gender, Race, and Ethnicity in Early Career Matches Between Employees and Supervisors, and the Labor Market Outcomes of Young Employees
Ph.D. Dissertation, Cornell University, 1995
Cohort(s): NLSY79
Publisher: UMI - University Microfilms, Bell and Howell Information and Learning
Keyword(s): Employment, Youth; Ethnic Groups/Ethnicity; Industrial Relations; Labor Economics; Labor Market Outcomes; Racial Studies; Training, On-the-Job; Wage Growth; Wage Models; Wages

This dissertation evaluates whether the gender, race, and ethnicity match between employees and supervisors has an influence on employees' early career labor market attainments. Three simple theories are posited to help explain why supervisor gender, race, and ethnicity might affect employees' labor market outcomes; the expected empirical impacts of different supervisor and employee matches are derived under each model. These theories include employee preferences regarding supervisor gender, race, or ethnicity, differential productivity effects of supervisors on their employees, and the role of supervisors in providing on-the-job training and promotion opportunities for their employees. From these theories, empirically testable implications regarding current wages, perceived likelihood of promotion, and wage profiles are obtained; they are tested using data from the National Longitudinal Survey of Youth. The empirical results suggest that for male employees and black and white female employees, there is a negative impact on current wages associated with working for a female supervisor. Working for a female supervisor is found to have no impact on individuals' perceived likelihood of promotion and minimal positive, significant effects for black and white men on employee wage growth. Working for a Hispanic supervisor is associated with lower wages for Hispanic men and women. This is followed by some positive relative wage growth for Hispanic women, and is accompanied by a negative effect on the perceived likelihood of a promotion for Hispanic men. Taken together, the empirical results do not provide strong, clear-cut support for any of the three theories. In addition, one cannot rule out that supervisor characteristics are serving as proxies for the 'type' of job held.
Bibliography Citation
Rothstein, Donna S. Gender, Race, and Ethnicity in Early Career Matches Between Employees and Supervisors, and the Labor Market Outcomes of Young Employees. Ph.D. Dissertation, Cornell University, 1995.