No abstract

Studies uniformly conclude that union wage effects are largest for workers with low measured skills. Longitudinal analysis using 1989/90-1994/95 CPS matched panels produces union premium estimates equivalent across skill groups, following appropriate sample restrictions and control for worker-specific skills. NLSY evidence on aptitude scores confirms that union workers with high measured skills have relatively low unmeasured skills. Differential selection by skill class and skill homogeneity in union workplaces result from employer and employee sorting in response to wage standardization, union organizing where skills are homogeneous, and unionized employers' reluctance to hire the most as well as least able workers.

Nursing acceptance and the utilization of the EHR are necessary for the successful integration of an EHR and to support the goal of patient-centered care. Identification of attitudes and potential barriers of perioperative nurses in using the EHR will improve patient safety, communication, reduce costs, and empower those who implement an EHR.

This paper examines the thesis that monopsony power is an important determinant of wages in nursing labor markets. Using data from the 1985-93 Current Population Surveys, measures of relative nursejnon-nurse wage rates for 252 labor markets are constructed.Contrary to predictions from the monopsony model, no positive relationship exists between relative nursing wages and hospital density or market size. Nor is support found for the presence of monopsony power based on evidence on union wage premiums, slopes of experience profiles, or the mix of RN to total hospital employment.

Nurses employed in hospitals realize a large wage advantage relative to nurses employed elsewhere. This paper examines alternative sources of the hospital premium, a topic of some interest given the current shifting of medical care out of hospitals. Whereas cross-sectional estimates indicate a hospital RN wage advantage of roughly 20 percent, longitudinal analysis suggests that a third to a half of the advantage is due to unmeasured worker ability. The remainder is likely to reflect compensating differentials for hospital disamenities. We further probe possible sources of the RN hospital premium by examining the receipt of fringe benefits, differences in cognitive ability as measured by AFQT test scores, differences in the quality of experience, the role of labor unions and rents, earnings on second jobs, and the magnitude of wage differentials associated with work shift.The authors appreciate helpful suggestions from Marjorie Baldwin, Marie Cowart, Gary Fournier, David Macpherson, Lester Zeager, and an anonymous referee. The CPS data sets used in this paper were developed with the assistance of David Macpherson.