Show Me the Amenity: Are Higher-Paying Firms Better All Around?

Sockin, Jason

doi:10.2139/ssrn.3957002

Cited by 7 publications

(4 citation statements)

References 152 publications

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“…Controlling for other characteristics, women, Black, Hispanic, and foreign‐born working parents are significantly more likely to hold jobs that provide no health insurance, no pension, and that pay below a family economic security wage 29 . While a compensating differentials perspective would suggest that women and workers of color may receive lower wages and fewer economic benefits in exchange for other job amenities, such as paid leave, 30,31 current research instead finds little evidence of such compensating differentials 32,33 and instead, it appears that women and workers of color are segregated into jobs that are “low road” on multiple dimensions of quality 34 …”

Section: Introductionmentioning

confidence: 88%

Racial/ethnic and gender inequities in the sufficiency of paid leave during the COVID‐19 pandemic: Evidence from the service sector

Goodman,

Schneider

2023

American J Industrial Med

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BackgroundAccess to paid family and medical leave (PFML), including leave to care for a seriously ill loved one or recover from one's own serious illness, conveys health and economic benefits for workers and their families. However, without a national PFML policy, access to paid leave remains limited and unequal. Previous work documenting inequitable access by socioeconomic status and race/ethnicity primarily focuses on parental leave, measures theoretical access to paid leave rather than actual leave uptake, and lacks an accounting for why workers of color and women may have less access to PFML. We extend this literature by looking at leave‐taking for medical needs or caregiving among a high‐risk population during the COVID‐19 pandemic.MethodsWe draw on data from 2595 service‐sector workers surveyed by the Shift Project in 2020 and 2021 to estimate inequities in leave uptake among workers who experienced qualifying events. We then estimate the relative importance of worker demographic characteristics, qualifying event types (medical vs. caregiving leave), proxies for access to state and employer PFML policies, job characteristics, and ultimately within‐firm differences to these gaps.ResultsOverall, one‐fifth of workers reported sufficient leave. Women are significantly more likely than men to report insufficient or no leave. Hispanic and Black workers are more likely to take insufficient or no leave, respectively, but these differences were attenuated when controlling for covariates.ConclusionsThe dearth of PFML laws leaves women and workers of color without access to leave that is paid and of sufficient duration when facing a qualifying event.

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Section: Introductionmentioning

confidence: 88%

Racial/ethnic and gender inequities in the sufficiency of paid leave during the COVID‐19 pandemic: Evidence from the service sector

Goodman,

Schneider

2023

American J Industrial Med

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“…Our estimate is based on the rankings of the Center for World University Rankings (CWUR), one of the more widely used proxy-based rankings. We find that graduates of 3 A small set of previous papers has used Glassdoor data from the United States to study variable pay, the pass-through of firm-level shocks to worker compensation, the importance of firms' non-wage amenities, and the effects of employer collusion (Sockin & Sockin, 2019bGadgil & Sockin, 2020;Sockin, 2022;Gibson, 2021). As far as we know, this paper is the first to utilize educational data or data from outside the United States.…”

Section: Introductionmentioning

confidence: 91%

The Global Distribution of College Graduate Quality

Martellini¹,

Schoellman

Sockin³

2022

Preprint

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We measure college graduate quality -the average human capital of a college's graduates -using the average earnings of the college's graduates adjusted to a common labor market. Our implementation uses the database of the website Glassdoor, which has the necessary information on earnings and education for non-migrants and migrants who graduate from roughly 3,300 colleges in 66 countries. Graduates of colleges in the richest countries have 50 percent more human capital than graduates of colleges in the poorest countries. Migration reinforces these differences. Poorer countries do not just lose a higher share of their skilled workers; their emigrants are highly positively selected on human capital. Finally, we show that these stocks and flows matter for growth and development by showing that college graduate quality predicts the share of a college's students who become inventors, engage in entrepreneurship, and become top executives, both within and across countries. JEL: O15, O11, J3, J6.

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“…Working mothers who manage child care responsibilities, for example, have been found to be very sensitive to commute times in assessing employment opportunities, even turning down higher-paying offers that might disrupt the commute, and by extension child pickup and drop-off (Manning and Petrongolo 2017). The nonwage attributes of a job, whether they are the working conditions or other amenities, are key determinants of job preferences (Maestas et al 2018) and job satisfaction (Sockin 2021).…”

Section: Match Of Job and Workermentioning

confidence: 99%

Worker Mobility in Practice: Is Quitting a Right, or a Luxury?

Edwards¹

2022

JLPE

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Worker mobility-the ability to find and take another job-is at the core of worker power, and, conversely, worker immobility is at the core of employer power. This paper presents evidence of barriers to worker mobility in terms of labor market constraints (can a worker find another job?) and financial constraints (can a worker afford to transition to another job?). The theoretical context of these findings is dynamic monopsony: the harder it is for a worker to leave, the more power an employer has over that worker's wages.

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Show Me the Amenity: Are Higher-Paying Firms Better All Around?

Cited by 7 publications

References 152 publications

Racial/ethnic and gender inequities in the sufficiency of paid leave during the COVID‐19 pandemic: Evidence from the service sector

Racial/ethnic and gender inequities in the sufficiency of paid leave during the COVID‐19 pandemic: Evidence from the service sector

The Global Distribution of College Graduate Quality

Worker Mobility in Practice: Is Quitting a Right, or a Luxury?

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