Equilibrium Wage Dispersion with Worker and Employer Heterogeneity
劳动者与雇主异质性下的均衡工资离散AI 解读 ↓
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AI 根据所提供的论文材料归类：摘要明确构建并估计均衡搜寻结构模型，使用法国雇主与雇员匹配面板数据分析工资离散。
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劳动者与雇主异质性下的均衡工资离散
- 研究问题
- 劳动者能力、企业生产率和匹配摩擦分别如何形成稳态工资离散，并如何利用雇主与雇员匹配数据分解工资方差？
- 方法与思路
- 作者构建含在职搜寻和企业回应外部报价的均衡模型，用法国匹配面板估计结构参数及异质性分布并分解工资方差。
- 材料陈述的贡献
- 摘要称个人效应解释份额随技能组变化，高技能白领接近40%、低技能组降至0%，市场不完善贡献通常约50%。
- 阅读关注点
- 应核对工人和企业异质性的识别、稳态与报价机制，以及工资方差分解的定义、技能组差异和估计不确定性。
- 阅读边界
- 仅据所给OpenAlex摘要，不能判断结构识别条件或分解稳健性；所报份额属于特定模型和样本，不能外推为普遍工资机制。
原文摘要
We construct and estimate an equilibrium search model with on–the–job–search. Firms make take–it–or–leave–it wage offers to workers conditional on their characteristics and they can respond to the outside job offers received by their employees. Unobserved worker productive heterogeneity is introduced in the form of cross–worker differences in a “competence” parameter. On the other side of the market, firms also are heterogeneous with respect to their marginal productivity of labor. The model delivers a theory of steady–state wage dispersion driven by heterogenous worker abilities and firm productivities, as well as by matching frictions. The structural model is estimated using matched employer and employee French panel data. The exogenous distributions of worker and firm heterogeneity components are nonparametrically estimated. We use this structural estimation to provide a decomposition of cross–employee wage variance. We find that the share of the cross–sectional wage variance that is explained by person effects varies across skill groups. Specifically, this share lies close to 40% for high–skilled white collars, and quickly decreases to 0% as the observed skill level decreases. The contribution of market imperfections to wage dispersion is typically around 50%.