Effects of educational mismatch on wages across industry and occupations: sectoral comparison

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2023-11-01 DOI:10.1108/ijm-02-2022-0081
Elena Lasso-Dela-Vega, José Luis Sánchez-Ollero, Alejandro García-Pozo
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Abstract

Purpose This study conducts a comparative analysis of the impact of educational mismatch on Spanish wages. This paper aims to focus on the industrial, construction and service sectors at three levels of disaggregation: sector, occupation and gender. Design/methodology/approach The over-education, required education and under-education (ORU model), was applied to data from the 2018 Spanish Wages Structure Survey conducted by the Spanish National Statistics Institute. Findings The industrial sector is the one that best manages over-education by offering the highest returns to each year of over-education. It is also the sector that most values the education of women, particularly those in highly qualified positions. Originality/value This study compares the wage effects of educational mismatch in the service, industry and construction sectors. Previous literature has ignored the latter sectors in this field of study, but the results of the present study show that the industrial sectors significantly value and remunerates worker education. Therefore, it may be worthy to focus certain economic and social policies on this sector, to contribute to reducing gender wage gaps and gender employment discrimination in the economy.
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教育不匹配对行业和职业工资的影响:部门比较
目的本研究比较分析教育错配对西班牙工资的影响。本文的目的是把重点放在工业、建筑和服务部门的三个分类层次上:部门、职业和性别。过度教育、必要教育和教育不足(ORU模型)被应用于西班牙国家统计局进行的2018年西班牙工资结构调查的数据。工业部门是管理过度教育的最佳部门,每年的过度教育回报最高。它也是最重视妇女教育的部门,特别是那些担任高级职位的妇女。本研究比较服务业、工业及建造业的学历错配对工资的影响。以前的文献忽略了这一研究领域的后一个部门,但本研究的结果表明,工业部门显著重视和奖励工人教育。因此,可能值得将某些经济和社会政策的重点放在这一部门,以有助于减少经济中的性别工资差距和性别就业歧视。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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