Estimation of a Roy/Search/Compensating Differential Model of the Labor Market
劳动力市场中Roy模型、搜寻与补偿性工资差异的综合模型估计AI 解读 ↓
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劳动力市场中Roy模型、搜寻与补偿性工资差异的综合模型估计
- 研究问题
- 劳动力市场中，入市前技能、搜寻摩擦、非货币工作偏好与在职人力资本积累，分别如何影响工资不平等和工作流动？
- 方法与思路
- 作者整合Roy自选择、工作搜寻、补偿性工资差异与在职人力资本积累，分析非参数识别边界并估计模型进行工资不平等分解。
- 材料陈述的贡献
- 摘要称入市前技能解释最多的工资变异，搜寻匹配的贡献取决于其他机制的处理；非货币偏好也影响工作选择和流动。
- 阅读关注点
- 重点核对哪些模型成分可非参数识别、哪些需额外限制，以及各机制分解的顺序、交互作用和工资与流动数据的拟合。
- 阅读边界
- 摘要未说明数据来源、估计实现与不确定性；各机制存在交互，所报贡献份额依赖如何处理其他成分，不能视为固定比例。
原文摘要
In this paper, we develop a model that captures key components of the Roy model, a search model, compensating differentials, and human capital accumulation on‐the‐job. We establish which components of the model can be non‐parametrically identified and which ones cannot. We estimate the model and use it to assess the relative contribution of the different factors for overall wage inequality. We find that variation in premarket skills (the key feature of the Roy model) is the most important component to account for the majority of wage variation. We also demonstrate that there is substantial interaction between the other components, most notably, that the importance of the job match obtained by search frictions varies from around 4% to around 29%, depending on how we account for other components. Inequality due to preferences for non‐pecuniary aspects of the job (which leads to compensating differentials) and search are both very important for explaining other features of the data. Search is important for turnover, but so are preferences for non‐pecuniary aspects of jobs as one‐third of all choices between two jobs would have resulted in a different outcome if the worker only cared about wages.