scholarly journals Do Minimum Wages Affect Non-wage Job Attributes? Evidence on Fringe Benefits and Working Conditions

10.3386/w9688 ◽  
2003 ◽  
Author(s):  
Kosali Ilayperuma Simon ◽  
Robert Kaestner
Keyword(s):  
Working Conditions ◽  
Minimum Wages ◽  
Fringe Benefits ◽  
Job Attributes

Do Minimum Wages Affect Non-Wage Job Attributes? Evidence on Fringe Benefits

ILR Review ◽  
2004 ◽  
Vol 58 (1) ◽  
pp. 52 ◽  
Author(s):  
Kosali Ilayperuma Simon ◽  
Robert Kaestner
Keyword(s):  
Minimum Wages ◽  
Fringe Benefits ◽  
Job Attributes

Do Minimum Wages Affect Non-Wage Job Attributes? Evidence on Fringe Benefits

ILR Review ◽  
2004 ◽  
Vol 58 (1) ◽  
pp. 52-70 ◽  
Author(s):  
Kosali Ilayperuma Simon ◽  
Robert Kaestner
Keyword(s):  
Minimum Wages ◽  
Fringe Benefits ◽  
Job Attributes

Who Teaches and Where They Choose to Teach: College Graduates of the 1990s

2007 ◽  
Vol 29 (3) ◽  
pp. 155-168 ◽  
Author(s):  
Marigee Bacolod
Keyword(s):  
Working Conditions ◽  
New Teachers ◽  
Significant Variation ◽  
College Graduates ◽  
Teaching Profession ◽  
Nested Logit ◽  
Relative Importance ◽  
Teacher Salaries ◽  
Job Attributes ◽  
Market Opportunities

This article investigates the key determinants of entry into the teaching profession and the subsequent sorting of new teachers across urban, suburban, and rural schools. Of particular interest is the relative importance of teacher salaries, alternative labor market opportunities, and nonpecuniary job attributes or working conditions to this decision process. Results from a nested logit model applied to the Baccalaureate and Beyond Longitudinal Study show that working conditions play a relatively more important role in determining where new teachers end up choosing to teach, rather than differences in teacher salaries. This is especially true for women. Meanwhile, wages play a relatively more important role in the occupational entry decision. In addition, there is significant variation in teacher quality indicators across these school locations.

scholarly journals Wages, Nonwage Job Characteristics, and Labor Mobility

ILR Review ◽  
1982 ◽  
Vol 35 (4) ◽  
pp. 578-589 ◽  
Author(s):  
Ann P. Bartel
Keyword(s):  
Age Differences ◽  
Age Groups ◽  
Older Men ◽  
Job Characteristics ◽  
Fringe Benefits ◽  
Data Set ◽  
Longitudinal Surveys ◽  
Job Attributes ◽  
The Empirical Analysis

This paper examines the effects of a set of nonwage job characteristics on the quit decisions of young and middle-aged men. The data set was constructed by merging data in the National Longitudinal Surveys of Young and Mature Men with data from the Dictionary of Occupational Titles file and the Bureau of Economic Analysis file on fringe benefits. The empirical analysis shows that some nonwage job attributes have significant influence on worker quit behavior and that there are important differences in the effects of the nonwage job characteristics across age groups. Young men are significantly more likely than older men to quit repetitive jobs, for example, whereas the presence of bad working conditions is a more important factor in the quit decisions of the older cohort. The results also indicate that, for the older men, fringe benefits have a stronger effect on quit decisions than wages do. Further evidence on age differences is provided through an analysis of panel data from the Quality of Employment Survey.

Collective Choice of Working Conditions: Hours in British and U.S. Iron and Steel, 1890–1923

1990 ◽  
Vol 50 (2) ◽  
pp. 379-392 ◽  
Author(s):  
Martha Ellen Shiells
Keyword(s):  
United States ◽  
Working Conditions ◽  
Working Hours ◽  
The United States ◽  
Collective Choice ◽  
Industrial Workers ◽  
Choice Problem ◽  
Iron And Steel ◽  
Job Attributes ◽  
The Government

Twelve-hour days persisted in British and U.S. iron and steel after most industrial workers worked eight-hour days. When shorter hours finally came, sooner in Britain, they came abruptly. This article presents a model of working hours as public goods; when job attributes are shared there is a collective choice problem. In Britain, a collective bargaining mechanism reconciled the preferences of workers and capital owners and facilitated the move to shorter hours. In the United States immigrants had been willing to work long hours. When immigration was cut off, the government intervened.

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