Firm Wages and Amenities

公司工资和便利设施

• 批准号: 2242439
• 负责人: Sydnee Caldwell
• 金额: $ 14.3万
• 依托单位: University of California-Berkeley
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-05-01 至 2026-04-30
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2242439&HistoricalAwards=false
• 关键词: Firm; Wages; Amenities

Firm wage policies explain over twenty percent of the variation in earnings and earnings inequality across firms and workers. Labor economists argue that this wage differential is due to differences in non-wage amenities across firms as firms compensate for low non-wage amenities with higher wages. Existing methods do not allow researchers to estimate the value of amenities that are not “compensated for” by lower wages. To estimate the total value of non-wage amenities provided by firms, the researchers have conducted a large-scale worker survey that asked workers to rank hypothetical job offers provided by specific firms. Workers’ choices reveal the total value of non-wage amenities provided by each firm. The researchers will link these values to the wage and wage premia offered by firms and use the resulting data to estimate the relationship between wages and amenities. If high wage firms provide more non-wage amenities than low-wage firms, existing estimates of inequality (based only on wages) may understate the overall level of inequality in the labor market; the reverse may also be true. The results of this research will provide guidance on policies to reduce labor market inequalities as well as help to establish the US as a global leader in reducing wage inequalities across firms. In so doing, the research results could also help improve the efficiency of labor markets.This project examines whether heterogeneity in firms’ provision of non-wage amenities dampens or magnifies total labor compensation inequality, using data from a large-scale survey of employees in Germany. The survey asked workers to rank offers from specific firms with researcher-provided wage offers. One set of questions focused on offers from researcher-specified firms while another set of questions focused on firms the worker said they would consider. Workers were also asked to re-rank offers under the assumption firms did not vary in commuting or in the value of future wage growth. The survey results allow the PIs to apply standard tools from the industrial organization literature to estimate the value of non-wage amenities provided by firms. The PIs link these values to inked employer-employee data of those firms to estimate the relationship between non-wage amenities and the wage premia offered by such firms. The researchers will then examine the extent to what measures of inequality based only on wage premia understate or overstate inequality in the total value of compensation provided by firms. The results of this research will provide guidance on policies to reduce labor market inequalities as well as help to establish the US as a global leader in reducing wage inequalities across firms. In addition, the results could also improve the functioning of the labor market, hence increase economic growth.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

企业工资政策解释了公司和工人的收益和收入不平等的二十多个变化。劳动经济学认为，这种工资差异是由于公司各个公司的非工资设施的差异所致，因为公司弥补了工资较高的低非工资设施。现有的方法不允许研究人员估计不通过较低工资“补偿”的便利设施的价值。为了估计公司提供的非工资设施的总价值，研究人员进行了一项大规模的工人调查，要求工人对特定公司提供的假设工作优惠进行排名。工人的选择揭示了每个公司提供的非工资设施的总价值。研究人员将将这些价值观与公司提供的工资和工资首屈关系联系起来，并使用所得数据来估计工资和便利设施之间的关系。如果高工资公司与低薪公司相比提供更多的非工资设施，那么现有的不平等估计（仅基于工资）可能会低估劳动力市场的整体不平等水平；反向也可能是正确的。这项研究的结果将为减少劳动力市场不平等的政策提供指导，并有助于将美国确立为减少公司跨工资不平等的全球领导者。这样一来，研究结果也可以帮助提高劳动力市场的效率。该项目考试是使用对德国员工的大规模调查的数据，是在公司提供非工资设施的异质性。该调查要求工人通过研究人员提供的工资优惠对特定公司的优惠进行排名。一组问题集中在研究人员指定的公司的报价上，而另一组问题则集中在工人表示会考虑的公司上。还要求工人在假设公司的通勤或未来工资增长的价值方面重新排名。调查结果使PI可以应用工业组织文献的标准工具来估计公司提供的非工资设施的价值。 PI将这些价值与这些公司的墨料员工数据联系起来，以估算非工资便利设施与此类公司提供的工资Premia之间的关系。然后，研究人员将仅根据公司提供的薪酬总价值低估或过度不平等的不平等措施来研究不平等的衡量标准。这项研究的结果将为减少劳动力市场不平等的政策提供指导，并有助于将美国确立为减少公司跨工资不平等的全球领导者。此外，结果还可以改善劳动力市场的功能，从而提高经济增长。该奖项反映了NSF的法定任务，并被认为是值得通过基金会的知识分子优点和更广泛的影响评估标准通过评估来获得支持的。