Job level changes and wage growth

Kosteas, Vasilios D.

doi:10.1108/01437720910956763

Cited by 20 publications

(21 citation statements)

References 35 publications

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“…The supervisor is often overburdened by responsibilities; this may lead him/her to spend more time at work as means for more work commitment (Maume, ). By the same token, being promoted involves new work responsibilities and is often associated with substantial wage increases (Kosteas, ; Pergamit and Veum, ). Lazear and Rosen () consider job promotion as a tournament, and the winner will receive higher salary and more fringe benefits associated with higher position in the firm.…”

Section: Related Literature and Research Backgroundmentioning

confidence: 99%

Vacation Leave, Work Hours, and Wages: New Evidence from Linked Employer–Employee Data

Fakih

2014

Labour

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This paper provides new evidence on the determinants of vacation leave and its relationship to hours worked and hourly wages by examining the case of Canada. Previous studies from the USA, using individual‐level data, have revealed that annual work hours fall by around 53 hours for each additional week of vacation used. Exploiting a linked employer–employee dataset that allows to control for detailed observed demographic, job, and firm characteristics, we find instead that annual hours of work fall by only 29 hours for each additional week of vacation used. Our findings support the hypothesis that pressure at work may lead employees to use more vacation days but also causes them to work for longer hours.

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Section: Related Literature and Research Backgroundmentioning

confidence: 99%

Vacation Leave, Work Hours, and Wages: New Evidence from Linked Employer–Employee Data

Fakih

2014

Labour

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“…We explore whether time preferences affect labour market outcomes through an effect on career investments-that is, after entering the labour market. This channel could indeed be important, given that ample empirical research shows that internal and external job mobility are important sources of wage growth (e.g., Borjas, 1981;Topel and Ward, 1992;McCue, 1996;Light and McGarry, 1998;Le Grand and Tahlin, 2002;Blau and DeVaro, 2007;Kosteas, 2009).…”

Section: Introductionmentioning

confidence: 97%

Time preferences and career investments

Huizen

Alessie²

2015

Labour Economics

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We examine how time preferences affect career investments and mobility.• Workers can invest in work effort and on-the-job search.• Patience is positively related to work and search effort.• The relation between patience and job mobility is ambiguous. a b s t r a c tThis paper examines the role of time preferences in career investments. We focus on the effects of patience on two types of career investments: work effort and on-the-job search. Whereas the former increases the probability of obtaining a promotion, the latter affects the chance of receiving an outside job offer. We propose a theoretical career model which allows for these two distinct career paths. To test the theoretical predictions, we make use of the DNB Household Survey. This large Dutch longitudinal survey contains detailed information on individual time preferences, on-the-job search behaviour and indicators of work effort. The results show that on-the-job search and work effort increase with patience. The relation between patience and job mobility is more ambiguous. These findings may be hard to reconcile with standard on-the-job search models but can be rationalized by models in which work effort and on-the-job search are substitutes.

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“…The two most related manuscripts to our analysis are Kosteas () and Kosteas (). Using the National Longitudinal Survey of Youth 1979 (NLSY79) cohort, Kosteas () shows that male workers receive a much larger wage increase when promoted compared with female workers. The sample in Kosteas () focuses on workers in the middle of their career given that the respondents are, on average, 40 years of age.…”

Section: Introductionmentioning

confidence: 99%

“…Using the National Longitudinal Survey of Youth 1979 (NLSY79) cohort, Kosteas () shows that male workers receive a much larger wage increase when promoted compared with female workers. The sample in Kosteas () focuses on workers in the middle of their career given that the respondents are, on average, 40 years of age. We use the NLSY97 cohort which allows for an analysis of workers at the early stages of their career.…”

Section: Introductionmentioning

confidence: 99%

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Promotions and Race: An Analysis of Wage Returns and Job Satisfaction

Tripp

Fadlon

2019

Labour

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Using a nationally representative sample of workers in the United States, we find evidence to suggest the wage returns to promotions for black males are about 48 per cent of the wage returns that white males earn. As black males earn, on average, significantly less than white males, the gap in the wage returns to promotions creates a larger impact on the absolute returns. Despite the racial gap in the monetary reward to a promotion, we do not find evidence to suggest that black males are less satisfied with their job following a job promotion compared with white males.

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Job level changes and wage growth

Cited by 20 publications

References 35 publications

Vacation Leave, Work Hours, and Wages: New Evidence from Linked Employer–Employee Data

Vacation Leave, Work Hours, and Wages: New Evidence from Linked Employer–Employee Data

Time preferences and career investments

Promotions and Race: An Analysis of Wage Returns and Job Satisfaction

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