The Employer Size-Wage Effect

Brown, C. M.; Medoff, James L.

doi:10.1086/261642

Cited by 881 publications

(477 citation statements)

References 0 publications

Supporting

Mentioning

417

Contrasting

Unclassified

Order By: Relevance

“…Equations (1) and (3) suggest that workers who are mobile to larger establishments 22 are significantly less likely to suffer from wage cuts. This result corresponds with findings about positive wage premiums in larger firms, which are explained by efficiency wages (e.g., Brown and Medoff 1989;Idson and Oi 1999). Workers moving from a firm covered by a union collective contract to a firm not covered by such a contract are, on average, more likely to experience a wage cut.…”

Section: Results For Consequences Of Quitssupporting

confidence: 88%

Relative Wage Positions and Quit Behavior: Evidence from Linked Employer-Employee Data

Pfeifer¹,

Schneck²

2012

ILR Review

View full text Add to dashboard Cite

The authors analyze the importance of relative wage positions within firms in western Germany in the context of individual quit decisions as an inverse measure of job satisfaction. Using a linked employer-employee data set (LIAB) for the years 1996-2005 whose sample consists of full-time male prime-age workers in western Germany without college degrees, they ascertain whether workers find status or signal effects stronger motivators for quit decisions. They find that workers with higher relative wage positions within their firms are, on average, more likely to quit their jobs than those with lower relative wage positions and that workers who experience a loss in their relative wage positions are also more likely to accept a wage cut associated with their job transition. Overall, results suggest that a signal effect is, on average, stronger than a status effect.

show abstract

Section: Results For Consequences Of Quitssupporting

confidence: 88%

Relative Wage Positions and Quit Behavior: Evidence from Linked Employer-Employee Data

Pfeifer¹,

Schneck²

2012

ILR Review

View full text Add to dashboard Cite

show abstract

“…Experience (Exp) variable has negative and no significant effect on productivity. The results of this study were not aligned with the research results Blanchard and Thacker (2004), Fagbenle et al (2012), Brown and Medoff (1989) and Acemoglu (1998) this states that work experience is reflected in the workers who have the work experience in other places before. The employee with more work experience is more skilled to do the job.…”

Section: Productivity Analysis Modelcontrasting

confidence: 91%

The Level of Wage and Labor Productivity in Hotel Industry: An Analysis

Fatma¹,

Kadir²,

Sariman³

et al. 2017

EJEF

View full text Add to dashboard Cite

Wage a phenomenon that happen today is high wage and high competitiveness. Wage theory that was developed by Rees (1973) and Katz (1980) explain that wage cannot only be seen only as a production cost but also as a part of an effort to increase the labor prosperity and motivation. This theory is a wage efficiency theory, which stated that company's revenue can increase despite paying wage above the market wage equilibrium. Even though here the two experts had calculated the problem of labor's quality but they have not reach empirical testing by developing certain model. Therefore, the researchers saw this gap as an opportunity to unravel the phenomena happening to labor and make an effort to develop an empirical model to see the influence of wage to productivity and variable that can measure the quality of labor and other variables that affect wage and productivity simultaneously. The factors used are the difference in individual characteristic, human capital, and quality of work life. The approach of this research is constructivism approach through quantitative analysis technique with simultaneous equation system. Analysis unit in this research is labor in hospitality industry. Estimation results of research shows that education, training, experience, work hour and productivity have significant positive influence to wage, while age and work status is not significant. Quality of work life, and wage have significant positive influence to productivity, while education, experience, age and work status have no significant influence. Important finding from research that training has significant influence to productivity but negatively. Overall, findings of this research show that positive effect of training to productivity will be bigger in organization that willing to invest in work environment that support the labor.

show abstract

“…A large literature has documented substantial wage differentials on the basis of firm size [12, 13], industry [14–16], group or non-group work [17, 18], union and non-union contracts [19, 20], business cycle [21, 22], competitiveness of the industry [23, 24], and government regulation [25, 26]. These wage gaps are conventionally estimated from a wage regression using individual-level data.…”

Section: Introductionmentioning

confidence: 99%

Valuing productivity loss due to absenteeism: firm-level evidence from a Canadian linked employer-employee survey

et al. 2017

View full text Add to dashboard Cite

In health economic evaluation studies, to value productivity loss due to absenteeism, existing methods use wages as a proxy value for marginal productivity. This study is the first to test the equality between wage and marginal productivity losses due to absenteeism separately for team workers and non-team workers. Our estimates are based on linked employer-employee data from Canada. Results indicate that team workers are more productive and earn higher wages than non-team workers. However, the productivity gap between these two groups is considerably larger than the wage gap. In small firms, employee absenteeism results in lower productivity and wages, and the marginal productivity loss due to team worker absenteeism is significantly higher than the wage loss. No similar wage-productivity gap exists for large firms. Our findings suggest that productivity loss or gain is most likely to be underestimated when valued according to wages for team workers. The findings help to value the burden of illness-related absenteeism. This is important for economic evaluations that seek to measure the productivity gain or loss of a health care technology or intervention, which in turn can impact policy makers’ funding decisions.Electronic supplementary materialThe online version of this article (doi:10.1186/s13561-016-0138-y) contains supplementary material, which is available to authorized users.

show abstract

The Employer Size-Wage Effect

Cited by 881 publications

References 0 publications

Relative Wage Positions and Quit Behavior: Evidence from Linked Employer-Employee Data

Relative Wage Positions and Quit Behavior: Evidence from Linked Employer-Employee Data

The Level of Wage and Labor Productivity in Hotel Industry: An Analysis

Valuing productivity loss due to absenteeism: firm-level evidence from a Canadian linked employer-employee survey

Contact Info

Product

Resources

About