It ain’t where you’re from, it’s where you’re at: Hiring origins, firm heterogeneity, and wages
招聘来源、企业异质性与工资：来自哪里与就职何处的比较AI 解读 ↓
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招聘来源、企业异质性与工资：来自哪里与就职何处的比较
- 研究问题
- 劳动者入职工资在多大程度上取决于原雇主或原劳动市场状态，相较之下招聘企业的作用有多大，二者如何关联性别工资差距？
- 方法与思路
- 作者扩展双向固定效应模型，在入职对数工资中加入劳动者、目的企业与来源企业或状态效应，并用意大利社保记录估计。
- 材料陈述的贡献
- 摘要称，转职者入职工资方差中来源效应仅解释 0.7%，目的效应解释超过 23%，并以序贯拍卖模型讨论这一差异的含义。
- 阅读关注点
- 应核对来源与目的效应的识别和归一化、转职样本构成、方差分解方法，以及议价解释和性别工资差距分析的模型依赖。
- 阅读边界
- 仅据 RePEc 所载出版社摘要；未说明完整识别条件与估计细节，固定效应分解不能直接视为因果效应，意大利结果也不能直接外推。
原文摘要
Sequential auction models of labor market competition predict that the wages required to successfully poach a worker from a rival employer will depend on the productivities of both the poached and poaching firms. We develop a theoretically grounded extension of the two-way fixed effects model of Abowd et al. (1999) in which log hiring wages are comprised of a worker fixed effect, a fixed effect for the “destination” firm hiring the worker, and a fixed effect for the “origin” firm, or labor market state, from which the worker was hired. This specification is shown to nest the reduced form for hiring wages delivered by semi-parametric formulations of the canonical sequential auction model of Postel-Vinay and Robin (2002b) and its generalization in Bagger et al. (2014). Fitting the model to Italian social security records, origin effects are found to explain only 0.7% of the variance of hiring wages among job movers, while destination effects explain more than 23% of the variance. Across firms, destination effects are more than 13 times as variable as origin effects. Interpreted through the lens of Bagger et al. (2014)’s model, this finding requires that workers possess implausibly strong bargaining strength. Studying a cohort of workers entering the Italian labor market in 2005, we find that differences in origin effects yield essentially no contribution to the evolution of the gender gap in hiring wages, while differences in destination effects explain the majority of the gap at the time of labor market entry. These results suggest that where a worker is hired from tends to be relatively inconsequential for their wages in comparison to where they are currently employed.