“Family-Friendly” Fringe Benefits and the Gender Wage Gap

Evidence suggests a large portion of the gender wage gap is explained by gender occupational segregation. A common hypothesis is that gender differences in preferences or abilities explain this segregation; women may prefer jobs that provide more “family-friendly” fringe benefits. Much of the research provides no direct evidence on gender differences in access to fringe benefits, nor how provision affects wages. Using data from the National Longitudinal Survey of Youth 1979, we find that women are more likely to receive family-friendly benefits, but not other types of fringe benefits. We find no evidence that the differences in fringe benefits explain the gender wage gap.

Why unions support mandated benefits

A complete explanation for union support of mandated benefits must recognize that (1) unions promote the interests of their members primarily by restricting entry into labor markets and (2) those restrictions reduce the competitive advantage which unionized firms realize from efficiently providing fringe benefits. Only by exerting pressure on unionized firms to provide particular fringe benefits and then lobbying government to mandate those benefits at nonunion firms can unions hope to overcome a problem of their own creation.     

WORK‐RELATED ACCIDENTS AND THE LEVEL OF MARKET COMPETITION: AN ANALYSIS OF WORKER INJURY RATES AT U.S. STEEL CORPORATION, 1907–1939

We investigate the relationship between accident rates and industry structure for the United States’ steel industry during the first four decades of the 20th century. We develop a dominant firm theoretical model linking accident rates to number of competitors, showing a positive correlation between accident avoidance and the number of fringe competitors. We then test this theory empirically and, when controlling for other influences, find that reductions in the dominant firm’s market share reduce worker injury rates substantially. (JEL L13, L61, N62, N82)     

Want Ads and Jobs for the Poor: A Glaring Mismatch

This study tested the claim that newspaper help-wanted sections list enough jobs for all who want work. We counted jobs listed in The Washington Post's help-wanted section, sorting them by skill, education, and experience to identify those available to the unemployed poor. Then we asked employers how many people had applied. Only 13% of all vacancies and only 8% of all full-time vacancies offered work for the unemployed poor. Although these menial jobs paid low wages and rarefy offered fringe benefits, they received an average of 21 applications and were quickly filled. The tight labor market for menial jobs portends great difficulty in securing paid employment for people now being evicted from the Aid to Families with Dependent Children program.     

Labor union coercion of employees: The use of fringe benefits

In bargaining on fringe benefits, labor unions violate Section 8(b)(1)(A) of the National Labor Relations Act if they restrict benefits to members only. Even if fringe benefits are provided for nonunion members, a violation of the Act occurs if more stringent eligibility rules are required for nonmembers than for members. Sometimes unions deny fringe benefits to union members if fines or dues are not paid, but National Labor Relations Board has ruled that workers are restrained in violation of Section 8(b)(1)(A) if fringe benefits are withheld due to nonpayment of fines or dues.     

EDUCATIONAL BENEFITS AND MILITARY SERVICE: AN ANALYSIS OF ENLISTMENT,REENLISTMENT, AND VETERANS' BENEFIT USAGE 1991–2005*

Montgomery GI Bill (MGIB) educational benefits are a prime recruiting tool in today's all‐volunteer military. This paper studies the effects of changes in education benefits using data of the period 1990–2005. Higher benefits lead to higher separation due to both pure incentive effects and by attracting more college‐oriented youth into military service. We deal with potential selection issues by distinguishing between anticipated and unanticipated benefit changes. Higher education benefits are associated with higher separation from the Army and Air Force, but not the other services. A $10,000 increase in MGIB benefits is estimated to increase usage by about 5 percentage points, but the duration of usage is estimated to be insensitive to benefit levels. (JEL H52, I21, J24)     

Neighborhood Qualification of the Association Between Parenting and Problem Behavior Trajectories Among Mexican‐Origin Father–Adolescent Dyads

To address the combined importance of fathers and neighborhoods for adolescent adjustment, we examined whether associations between fathers' parenting and adolescents' problem behaviors were qualified by neighborhood adversity. We captured both mainstream (e.g., authoritative) and alternative (e.g., no‐nonsense, reduced involvement) parenting styles and examined parenting and neighborhood effects on changes over time in problem behaviors among a sample of Mexican‐origin father–adolescent dyads (N = 462). Compared to their counterparts in low‐adversity neighborhoods, adolescents in high‐adversity neighborhoods experienced greater initial benefits from authoritative fathering, greater long‐term benefits from no‐nonsense fathering, and fewer costs associated with reduced involvement fathering. The combined influences of alternative paternal parenting styles and neighborhood adversity may set ethnic and racial minority adolescents on different developmental pathways to competence.     

Broadening the enclave debate: The labor market experiences of Dominican and Colombian men in New York city

This article provides new data on immigrant employment in ethnic firms, in an attempt to go beyond the terms of the ethnic enclave debate as it has developed so far. We contend that enclave research has focused too narrowly on wages. Using data from a survey of Colombian and Dominican immigrants in New York City, we compare enclave, primary, and secondary workers on three types of work-related resources: wages, opportunities for skill acquisition, and access to nonmonetary fringe benefits. We find little evidence that Dominican and Colombia men in the enclave comprise a protected labor market sector. On the contrary, they are disadvantaged with respect to several fringe benefits.An earlier version was presented at the 1990 American Sociological Association meetings.     

A Theory of Access*

Abstract The term “access” is frequently used by property and natural resource analysts without adequate definition. In this paper we develop a concept of access and examine a broad set of factors that differentiate access from property. We define access as “the ability to derive benefits from things,” broadening from property's classical definition as “the right to benefit from things.” Access, following this definition, is more akin to “a bundle of powers” than to property's notion of a “bundle of rights.” This formulation includes a wider range of social relationships that constrain or enable benefits from resource use than property relations alone. Using this framing, we suggest a method of access analysis for identifying the constellations of means, relations, and processes that enable various actors to derive benefits from resources. Our intent is to enable scholars, planners, and policy makers to empirically “map” dynamic processes and relationships of access.     

Marriage Following Adolescent Parenthood: Relationship to Adult Well‐being

Research suggests that adult marriages confer benefits. Does marriage following a teenage birth confer benefits similar to those observed for adults? Longitudinal data from a community sample of 235 young women who gave birth as unmarried adolescents were used to examine this question. Controlling for socioeconomic status and preexisting “benefits,” we found that marriage conferred small, though statistically significant, benefits with regard to less economic adversity and less marijuana and polydrug use but no observable benefits with regard to alcohol or other drug use, poverty, psychological well‐being, or high school completion, in contrast to prior findings. We conclude that in addition to the marriage benefits observed, stable intimate relationships, whether marital or not, appear to confer psychological benefits in this sample.     

ARE PART-TIME WOMEN PAID LESS? A MODEL WITH FIRM-SPECIFIC EFFECTS

This paper uses data from a survey of child-care establishments to compare part-and full-time wages within two narrow occupations, one high skill and one low skill. Unlike previous studies, it controls for firm-specific effects. We find that when firm-specific effects are accounted for, only the low-skill workers in our sample receive lower wages for working part-time. On the other hand, when compensation is defined to include prorated fringe benefits, establishments appear to compensate both high- and low-skill part-timers at a lower hourly rate.     

The twenty-percent majority: Pro-union bias in prevailing rate determinations

Each individual wage rate set by Davis-Bacon or by any similar state or local prevailing wage determination petrifies the outcome of competing views of how construction work should be staffed and paid on public works projects. Although presented with great precision (to tenths of a cent for both wages and fringe benefits), the level of wages themselves are of surprisingly little consequence: Those set at union levels soon rise, being automatically updated to new contracts and conditions; the rest fast become obsolete in any rising market, because surveys to update them are rare. But in addition to setting wage levels, determinations also delineate which jobs get to have rates set for them, and perhaps most critically, whether those delineated are identified as union or notunion. Whatever pattern is found may remain in effect for years or even decades, influencing which journeymen and laborers own what job tasks and who may perform what. Also, if a particular job happens to be set as union, it may bring with it dozens or even hundreds of related special job categories, grades of sub-groups, fine distinctions of fringe benefits, and complex divisions of geographic applicability based on local union jurisdictional areas. This study uses determinations recently made in Pennsylvania as an example to examine the mechanics of the wage-setting process. I find that, in addition to the endemic problems one might expect associated with a complex and partly judgmental process, every step of finding and setting prevailing rates includes overwhelming deference on the part of government towards union views and methods. It shows why unions representing less than 20 percent of the private construction work force consistently set the parameters controlling most of public construction. It ends with some suggestions on how better surveys and determinations could be made.     

Evaluation of job satisfaction in a sample of Spanish social workers through the ‘Job Satisfaction Survey’ scale

The objective of this study is to determine the level of job satisfaction experienced by social workers and to establish whether there are significant differences between the various levels of job satisfaction and a series of personal features and job characteristics. The participants were 947 social workers (861 women and 86 men) belonging to 35 of the 36 Professional Associations existing in Spain. The measurement tool used is the Job Satisfaction Survey scale, designed by Spector [2002. Psicología Industrial y Organizacional: Investigación y Práctica [Industrial and organizational psychology: Research and practice]. México: Manual Moderno]. The results show that the social workers surveyed experience moderate levels of job satisfaction (M?=?115.8; SD?=?21.4). The intrinsic factor that seems to have the greatest positive influence on job satisfaction is the nature of the job, while the extrinsic factors of pay, fringe benefits, and operating conditions are the ones that contribute most to job dissatisfaction, and social workers have no control over any of them.     

WORKFORCE COMPOSITION AND FIRM PRODUCTIVITY: EVIDENCE FROM TAIWAN

We study the relationship between workforce composition and firm productivity based on a new employee‐employer‐matched data set, using an array of workforce characteristics and three alternative measures of firm productivity. While firm age is not essential for the performance of firms, those of smaller size and those in the steel and transportation industries outperform others. Moreover, labor quality, particularly the middle‐aged with higher education, contributes significantly to firms' productivity. Furthermore, economic incentives and market competition both play important roles in the performance of firms. Finally, there is an employer‐size premium with larger firms paying higher wages and nonwage benefits. (JEL C33, D20, J30)     

Fringe Benefits and Inequality in the Labor Market

This study shows that when fringe benefits are accounted for, inequality increases at a point in time and grew faster from 1987 to 1994. Several alternative explanations of the observed discrepancies between wage inequality and compensation inequality are assessed. The evidence is that the disproportionately greater decline in income for less skilled workers is responsible for the greater decline in health insurance coverage, which in turn contributes to greater inequality growth when fringe benefits are accounted for.     

Into the Mainstream? Labor Market Outcomes of Mexican-Origin Workers

We evaluate recent revisions of assimilation theory by comparing the labor market performance of Mexican immigrants and their descendents to those of native white and black Americans. Using the Current Population Survey Contingent Worker Series, we examine public and non-standard employment and fringe benefits in addition to earnings. We find little evidence that Mexican Americans cluster in non-standard work, noting instead intergenerational improvement in benefits and pay. However, all Mexican-origin workers are disadvantaged relative to native whites in terms of benefits. It is only within the public sector that the labor market outcomes of Mexican-origin workers converge with native whites.     

CATEGORY REPORTING IN CHARITABLE GIVING: AN EXPERIMENTAL ANALYSIS

We examine the effect of category reporting on charitable giving, aiming to disentangle the publicity effect from the category effect. We compare subjects' donation decisions under three reporting plans: category reporting, where an honored category is prespecified and qualifying subjects were publicly acknowledged; category no reporting, where the same category was utilized but the qualifying donors were not publicly acknowledged; and no reporting, where neither category setting nor public reporting was utilized. We found that category reporting significantly increased average donations relative to no reporting, and that this superiority was due to the dual presence of the category setting and the public reporting. The category setting anchors donations toward the category threshold and increased the average donations when the threshold was modestly set. The public reporting, on the other hand, only worked at the highest category level. It further increased the donations by providing extra social‐image benefits. (JEL C90, C91, D64, H00)     

Direct and indirect effects of unionization and government employment on fringe benefit provision

The separate influences of unionization and government employment on the provision of two major fringe benefits, pensions and health insurance, are investigated. Each influence is decomposed into a direct effect and an indirect effect through earnings. The sum of these effects often differs in size from estimates that ignore the two distinct effects. Moreover, studies that argue that both unions and governmental employees capture greater fringe benefits focus on the direct effect, yet estimates usually have not isolated this effect.     

The minimum wage can harm workers by reducing unemployment

Economists may disagree over how much raising the minimum wage increases unemployment, though few argue that the unemployment effect is zero. According to the standard model, the less the unemployment caused by a minimum wage increase, the less the harm (or greater the good) that results. But by recognizing that minimum wage workers receive fringe benefits, I show that increasing the minimum wage may not cause any unemployment and harms workers because it doesn 't. Furthermore, when there is lumpiness in providing fringe benefits, a minimum wage increase may harm workers by     

Covering relations,closest orderings and hamiltonian bypaths in tournaments

We show that the Slater's set of a tournament, i.e. the set of the top elements of the closest orderings, is a subset of the top cycle of the uncovered set of the tournament. We also show that the covering relation is related to the hamiltonian bypaths of a strong tournament in that if x covers y, then there exists an hamiltonian bypath from x to y.We thank B. Monjardet and an anonymous editor for helpful suggestions.