Após 10 anos da política de cotas das universidades federais, a literatura ainda carece de pesquisas sobre a inserção dos egressos cotistas e não cotistas no mercado de trabalho. Diante desse ...problema, o objetivo do artigo foi comparar os ganhos no mercado de trabalho entre egressos cotistas e não cotistas dos cursos de graduação das universidades federais brasileiras. Para tanto, aplicamos um questionário eletrônico, que foi respondido por uma expressiva amostra de 11.458 egressos, de 248 cursos de graduação, de todas as áreas do conhecimento, de 18 universidades federais e das cinco regiões do Brasil. Por meio do Teste de Qui-Quadrado, comparamos o status de ocupação, o motivo de não trabalhar, o setor de atuação, o tipo de cargo/emprego, a remuneração, o porte da empresa/organização e a ocupação de cargos de chefia ou de direção entre os egressos. Os resultados sugerem que egressos cotistas obtêm altas taxas de ocupação, com uma boa inserção no mercado de trabalho, trabalhando em cargos/empregos ditos mais qualificados, em empresas/organizações de grande porte e recebendo boas remunerações. Porém, os resultados sugerem que, em geral, os ganhos ocupacionais e salariais de egressos cotistas ainda são inferiores aos de egressos não cotistas. Logo, nossos resultados sugerem que a política de cotas das universidades federais é uma importante ferramenta de inclusão socioeconômica dos estudantes cotistas, justificando sua existência, mas que ela, por si só, ainda não completamente elimina a forte desigualdade social entre as famílias brasileiras, que parece afetar diferentemente os ganhos dos profissionais no mercado de trabalho.
•Regional labor markets are increasingly integrated in terms of market wages.•Shadow wages in farm self-employment remain a fraction of market wages in Vietnam.•Labor market disintegration explains ...the low value of labor time of poor workers.•Labor market policies should focus more on within-region labor market integration.
Poor workers suffer from low returns to their most abundant resource, labor. In this paper we show that labor market integration strongly affects these returns for poor workers in Vietnam. Using seven representative household surveys, it is shown that while regional labor markets have become increasingly integrated over the period 1993–2010 considering market wages of workers in wage employment, there remains a strong lack of integration considering shadow wages of workers in farm self-employment. Shadow wages have been increasing as a proportion of market wages during 1993–2010, but they remain only 22–28% of rural market wages by 2010. Using a decomposition technique, it is shown that the lack of integration between the farm self-employment segment with various segments of wage employment (regional, urban versus rural, non-farm household versus other enterprises), explains primarily the gap in returns to labor between poor and non-poor workers. These findings show that labor market integration studies should not only focus on observed market wages but also on shadow wages in order to understand the relationship between labor market integration and the returns to labor.
We document differences in human-capital deployment between diversified and focused firms. We find that diversified firms have higher labor productivity and that they redeploy labor to industries ...with better prospects in response to changing opportunities. The opportunities and incentives provided in internal labor markets in turn affect the development of workers' human capital. We find that workers more frequently transition to other industries in which their diversified firms operate and with smaller wage losses compared with workers in the open market, even when they leave their original firms. Overall, internal labor markets provide a bright side to corporate diversification.
Using U.S. Census data for 1990 to 2000, we estimate effects of NAFTA on U.S. wages. We look for effects of the agreement by industry and by geography, measuring each industry's vulnerability to ...Mexican imports and each locality's dependence on vulnerable industries. We find evidence of both effects, dramatically lowering wage growth for blue-collar workers in the most affected industries and localities (even for service-sector workers in affected localities, whose jobs do not compete with imports). These distributional effects are much larger than aggregate welfare effects estimated by other authors.
This article studies the role of employer behavior in generating “negative duration dependence”—the adverse effect of a longer unemployment spell—by sending fictitious résumés to real job postings in ...100 U.S. cities. Our results indicate that the likelihood of receiving a callback for an interview significantly decreases with the length of a worker’s unemployment spell, with the majority of this decline occurring during the first eight months. We explore how this effect varies with local labor market conditions and find that duration dependence is stronger when the local labor market is tighter. This result is consistent with the prediction of a broad class of screening models in which employers use the unemployment spell length as a signal of unobserved productivity and recognize that this signal is less informative in weak labor markets.
This paper provides a meta‐analysis of microeconometric evaluation studies on the effectiveness of active labor market policies. The analysis is built upon a systematically assembled data set of ...causal impact estimates from 57 experimental and quasi‐experimental studies, providing 654 estimates published between January 1990 and December 2017. We distinguish between the short and longer term impacts in our analysis; at 6, 12, 24, and 36 months after program start. After correcting for publication bias and country‐specific macroeconomic characteristics, subsidized labor and public employment programs have negative short‐term impacts, which gradually turn positive in the longer run. Schemes with enhanced services including job‐search assistance and training programs do not have these negative short‐term effects, and stay positive from 6 until 36 months after program start.
An important class of active labor market policy has received little impact evaluation: immigration barriers intended to raise wages and employment by shrinking labor supply. Theories of endogenous ...technical advance raise the possibility of limited or even perverse impact. We study a natural policy experiment: the exclusion of almost half a million Mexican bracero farm workers from the United States to improve farm labor market conditions. With novel labor market data we measure state-level exposure to exclusion, and model the absent changes in technology or crop mix. We fail to reject zero labor market impact, inconsistent with this model.
THE TAXATION OF SUPERSTARS Scheuer, Florian; Werning, Iván
The Quarterly journal of economics,
02/2017, Letnik:
132, Številka:
1
Journal Article
Recenzirano
Odprti dostop
How are optimal taxes affected by superstar phenomena? To answer this question, we extend the Mirrlees model to incorporate an assignment problem in the labor market that generates superstar effects. ...Perhaps surprisingly, rather than providing a rationale for higher taxes, we show that superstar effects provide a force for lower marginal taxes conditional on the observed distribution of earnings. Superstar effects make the earnings schedule convex, which increases the responsiveness of individual earnings to tax changes. We show that various common elasticity measures must be adjusted upward in optimal tax formulas. Finally, we study a comparative static that does not keep the observed earnings distribution fixed: when superstar technologies are introduced, inequality increases but we obtain a neutrality result, finding optimal taxes unaltered.
The authors investigate the importance of employer preferences in explaining sticky floors, the pattern in which women are less likely, as compared to men, to start to climb the job ladder. The ...authors perform a randomized field experiment in the Belgian labor market and test whether hiring discrimination based on gender is heterogeneous by whether jobs imply a promotion (compared to the applicants' current position). The findings show that women receive 33% fewer interview invitations when they apply for jobs that imply a first promotion at the functional level. By contrast, the results show that their hiring chances are not significantly affected by the authority level of the job.
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