Journal of Human Resources
Опубликовано на портале: 08-12-2002
Todd R. Stinebrickner
Journal of Human Resources.
2002.
Vol. 37 .
No. 1.
P. 192-216.
This article deals with two problems: the timing of exits from the teaching profession
and the reasons for these exits. Approximately 67 % of exiting female teachers leave
the work force altogether. The presence of a newborn child is the single most important
determinant of exits for females. The paper discusses why studies of quit behavior
that simply include a person's total number of children may fail to capture the true
importance of fertility behavior on a female's quit decision. It is also examined
in this paper the return rates of departing teachers and compares the exit behavior
of teachers to that of nonteachers.
Опубликовано на портале: 08-12-2002
Lisa M. Powell
Journal of Human Resources.
2002.
Vol. 37.
No. 1.
P. 106-128.
This paper examines the impact of childcare prices and wage rates on the joint employment
and childcare mode (center, sitter, relative, and husband) choice decisions of married
mothers by estimating both a mixed logit and universal logit choice model. Data are
drawn from the 1988 Canadian National Child Care Survey and the 1988 Labour Market
Activity Survey. The estimation results show that wages have a positive impact on
the probability of choosing any of the working states and that childcare prices for
center, sitter, and relative care reduce the probability of working and using each
respective mode of care. Sensitivity analyses reveal that the wage elasticity for
employment is fairly robust across model specifications, while the own-price elasticity
of childcare is sensitive to model specification, differing identifying assumptions
in the estimation of childcare price equations, and sample selection. The simulation
results show that differences exist in the degree to which government subsidies in
the form of wage subsidies, targeted childcare subsidies, or unconditional childcare
subsidies, impact on labor supply decisions and decisions to substitute across different
modes of care by those mothers already in the labor market.
Market Forces and Sex Discrimination [статья]
Опубликовано на портале: 08-12-2002
Judith K. Hellerstein, David Neumark, Kenneth R. Troske
Journal of Human Resources.
2002.
Vol. 37 .
No. 2 .
P. 353-380.
The authors report new evidence on the existence of sex discrimination in wages and
whether competitive market forces act to reduce or eliminate discrimination. Specifically,
they use plant- and firm-level data to examine the relationships between profitability,
growth and ownership changes, product market power, and the sex composition of a
plant's or firm's workforce. Their strongest finding is that among plants with high
levels of product market power, those that employ relatively more women are more
profitable. No such relationship exists for plants with apparently low levels of
market power. This is consistent with sex discrimination in wages in the short run
in markets where plants have product market power. The authors also examine evidence
on the longer-run effects of market forces on discrimination, asking whether discriminatory
employers with market power are punished over time through lower growth than non-discriminatory
employers, or whether discriminatory employers are bought out by non-discriminators.
There was found little evidence that this occurs over a five-year period, as growth
and ownership changes for plants with market power are generally not significantly
related to the sex composition of a plant's workforce.
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