Bargaining power and wages: A game-theoretic model of gender differences in union wage bargaining

Sap, Jolande

doi:10.1016/0927-5371(95)80013-n

Cited by 12 publications

(16 citation statements)

References 13 publications

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“…According to Sap (1993) the relative importance of a group can under certain conditions determine the bargaining power of this group. A higher R&D intensity ratio captures to some extent the importance of R&D workers within a firm.…”

mentioning

confidence: 99%

Do R&D tax incentives lead to higher wages for R&D workers? Evidence from The Netherlands

Lokshin

Mohnen

2013

Research Policy

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This paper examines the impact of the Dutch R&D tax incentive scheme on the wages of R&D workers. We construct firm specific R&D tax credit rates that vary over time following variations in the Dutch R&D tax incentive program. Using instrumental variables we estimate a wage-sharing model with an unbalanced firm-level panel data covering the period 1997-2004. The elasticity of the R&D wage with respect to the fraction of the wage supported by the fiscal incentives scheme is estimated at 0.2 in the short run and 0.24 in the long run.

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mentioning

confidence: 99%

Do R&D tax incentives lead to higher wages for R&D workers? Evidence from The Netherlands

Lokshin

Mohnen

2013

Research Policy

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“…There may be several reasons for the larger union effects for men than for women. First, women's interests may not be effectively represented by mainstream union activity (Sap, 1993), perhaps due to the marginal nature of some women employment (part-time or casual workers). Second, even if unions could effectively represent women's and men's interests equally, because some women may be more interested in non-wage benefits such as maternity leave and child care arrangements than high wages per se, the effects of unions in the case of women may not show up in their wages as much as they do for men.…”

Section: Discussionmentioning

confidence: 99%

Union Wage Effects in Australia: Is There Variation along the Distribution?*

Cai

Liu

2008

Economic Record

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This study uses quantile regression models to examine whether the union wage effect varies across the conditional wage distribution. Although for men it is evident that the union wage effect decreases when moving up the conditional wage distribution, the effect for women is relatively stable except at the extremities of the distribution. Overall, unions are found to have a larger effect on men than on women wages. The decomposition results show that for men, the union wage effect explains a substantial proportion of the observed wage gap between union and non‐union workers; this is not the case for women.

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“…One potential explanation is differences between the nonprofit and for‐profit sectors in working conditions, stereotypes, or discriminatory behavior. These differences could be driven by different technologies that dictate different treatments (Altonji and Blank 1999), different bargaining effects and ability to extract training from workplaces (Sap 1993), or differences in organizational processes within workplaces which lead to stratification in training opportunities (Tolbert and Castilla 2017).…”

Section: Exploring Potential Mechanismsmentioning

confidence: 99%

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

Dostie¹,

Javdani²

2020

Industrial Relations

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Job training is one of the most important aspects of skill formation and human capital accumulation. In this study, we use longitudinal Canadian linked employer–employee data to examine whether white/visible minority immigrants and Canadian‐born emplooyees experience different opportunities in two well‐defined measures of firm‐sponsored training: on‐the‐job training and classroom training. While we find no differences in on‐the‐job training between different groups, our results suggest that visible minority immigrants are significantly less likely to receive classroom training, and receive fewer and shorter classroom training courses, an experience that is not shared by white immigrants. For male visible minority immigrants, these gaps are entirely driven by their differential sorting into workplaces with fewer training opportunities. For their female counterparts, however, they are mainly driven by differences that emerge within workplaces. We find no evidence that years spent in Canada or education level can appreciably reduce these gaps. Accounting for potential differences in career paths and hierarchical level also fails to explain these differences. We find, however, that these gaps are only experienced by visible minority immigrants who work in the for‐profit sector, with those in the nonprofit sector experiencing positive or no gaps in training. Finally, we show that other poor labor market outcomes of visible minority immigrants, including their wages and promotion opportunities, stem in part from these training gaps.

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Bargaining power and wages: A game-theoretic model of gender differences in union wage bargaining

Cited by 12 publications

References 13 publications

Do R&D tax incentives lead to higher wages for R&D workers? Evidence from The Netherlands

Do R&D tax incentives lead to higher wages for R&D workers? Evidence from The Netherlands

Union Wage Effects in Australia: Is There Variation along the Distribution?*

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

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