Labour Economics最新文献

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The effects of negative labor market conditions at entry: Evidence from the 2004–05 NHL lockout 进入时负面劳动力市场条件的影响：来自2004-05年NHL停摆的证据

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-11-11 DOI: 10.1016/j.labeco.2025.102825

Chengyuan Hua , Brad R. Humphreys

We investigate the impact of a large negative labor market shock on short-run and long-run labor market outcomes of new entrants exposed to this shock. The shock, a labor dispute over a new collective bargaining agreement, resulted in the cancellation of the entire 2004–05 season in the National Hockey League (NHL). We compare career outcomes of new entrants exposed to this shock, players who declared for the 2004 draft, to career outcomes of new entrants in the 2003 draft who were not exposed, generating estimates of the average impact of the treatment on the treated. Results show that new entrants exposed to the shock experienced shorter careers than new entrants in the control group. The results also show strong effect heterogeneity based on observable worker characteristics. New entrants born in Europe benefited from exposure to the shock compared to new entrants born in North America, who were less likely to ever play in the NHL and had shorter careers than treated Europeans. Alternative employment opportunities in European hockey leagues represents a likely mechanism for these results.

我们研究了巨大的负面劳动力市场冲击对面临这种冲击的新进入者的短期和长期劳动力市场结果的影响。一场关于新的集体谈判协议的劳资纠纷导致了2004-05赛季整个国家冰球联盟（NHL）的取消。我们比较了在2004年选秀中受到这种冲击的新进入者的职业生涯结果，以及在2003年选秀中没有受到这种冲击的新进入者的职业生涯结果，得出了治疗对被治疗者的平均影响的估计。结果表明，受冲击的新入职者的职业生涯比对照组的新入职者短。结果还显示了基于可观察到的工人特征的强效应异质性。与出生在北美的新进入者相比，出生在欧洲的新进入者受益于冲击，后者不太可能参加NHL比赛，职业生涯也比接受治疗的欧洲人短。欧洲冰球联盟的替代就业机会代表了这些结果的可能机制。

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The impact of flexibility at work on fertility 工作灵活性对生育能力的影响

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-09-09 DOI: 10.1016/j.labeco.2025.102787

Bernt Bratsberg , Selma Walther

Leveraging the first Covid-19 lockdown in Norway as a laboratory for an increase in work flexibility, we uncover a significant and persistent 10% increase in births. Using the Goldin (2014) measure of work flexibility based on occupation characteristics, we show that fertility increases were concentrated among women in “greedy jobs” with lower flexibility prior to lockdown. We formalize this intuition in a theoretical model where a rise in flexibility increases a woman’s time budget and boosts the fertility of higher earning women. The increase in work flexibility under Covid-19 lockdown allowed high-earning women in inflexible jobs to alleviate the career-family trade-off.

利用挪威首次Covid-19封锁作为提高工作灵活性的实验室，我们发现出生率显著持续增长10%。利用Goldin（2014）基于职业特征的工作灵活性度量，我们表明，在封锁之前，生育率的增长集中在“贪婪工作”中灵活性较低的女性。我们将这种直觉形式化为一个理论模型，即灵活性的提高增加了女性的时间预算，并提高了高收入女性的生育率。在新冠疫情封锁期间，工作灵活性的提高使从事不灵活工作的高收入女性能够缓解职业与家庭之间的权衡。

引用次数: 0

Work meaning and fair wages 工作的意义和公平的工资

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-09-29 DOI: 10.1016/j.labeco.2025.102808

Thimo De Schouwer , Elisabeth Gsottbauer , Iris Kesternich , Heiner Schumacher

Work meaning can be an important driver of labor supply. Since, by definition, work meaning is associated with benefits for others, it also has an important fairness dimension. In a theoretical model, we show that workers’ willingness to pay for work meaning can be positive or negative, depending on the relative strength of fairness concerns and meaning preferences. To examine the importance of these behavioral motives for labor supply, we conduct a survey experiment with representative samples from The Netherlands and Germany in which we vary within-subject the benefits that a job creates for others. We find that only a minority of workers are actually willing to sacrifice wage for work meaning. The average willingness to pay for work meaning is positive, but substantially lower than the willingness to pay for job flexibility. There is a strong negative relationship between fairness concerns and willingness to pay for work meaning. Thus, individuals who prioritize fairness are less likely to accept lower wages for meaningful work.

工作意义是劳动力供给的重要驱动因素。因为，根据定义，工作意义与他人的利益有关，它也有一个重要的公平维度。在理论模型中，我们表明，工人为工作意义付费的意愿可以是积极的，也可以是消极的，这取决于公平关注和意义偏好的相对强度。为了检验这些行为动机对劳动力供给的重要性，我们对来自荷兰和德国的代表性样本进行了一项调查实验，在实验中，我们对一份工作给其他人带来的好处进行了不同的研究。我们发现，只有少数工人真正愿意为了工作的意义而牺牲工资。为工作意义付费的平均意愿是积极的，但远远低于为工作灵活性付费的意愿。对公平的关注与为工作意义付费的意愿之间存在强烈的负相关关系。因此，优先考虑公平的人不太可能接受有意义的工作的低工资。

引用次数: 0

Labour market outcomes of minimum wage changes: A behavioural perspective 最低工资变化对劳动力市场的影响：行为视角

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-11-18 DOI: 10.1016/j.labeco.2025.102824

Tong Wang

The minimum wage has long been central to labour market policy debates. This paper develops a unified theoretical framework to assess the multifaceted effects of minimum wage hikes on employment, wages, effort, labour productivity, and firms’ profits. The model introduces two key channels: a conventional wage channel, where increased compensation for unskilled workers reduces labour demand, and a novel effort channel, where higher effort and productivity in response to perceived employer generosity mitigate job loss. In equilibrium, firms offer wage premiums above the minimum wage to incentivise effort, with spillovers to higher wages through workers’ fairness considerations. The own-wage employment elasticity for unskilled workers is about

- 0.026

, indicating mild disemployment effects. Moreover, this elasticity shows weak dependence on the business cycle. The framework highlights critical interactions across multiple margins, offering comprehensive insights into the broader impacts of minimum wage policy.

长期以来，最低工资一直是劳动力市场政策辩论的核心问题。本文建立了一个统一的理论框架来评估最低工资上涨对就业、工资、努力、劳动生产率和企业利润的多方面影响。该模型引入了两个关键渠道：一个是传统的工资渠道，其中非技术工人的薪酬增加减少了劳动力需求；另一个是新的努力渠道，其中更高的努力和生产率响应雇主的慷慨，减轻了失业。在均衡状态下，企业提供高于最低工资的工资溢价来激励努力，并通过工人的公平考虑溢出到更高的工资。非技术工人的自薪就业弹性约为- 0.026，表明失业效应轻微。此外，这种弹性对经济周期的依赖性较弱。该框架强调了跨多个边际的关键相互作用，为最低工资政策的更广泛影响提供了全面的见解。

引用次数: 0

Labor costs and domestic value added: Evidence based on the China’s new Labor Contract law 劳动力成本与国内增加值：基于新《劳动合同法》的证据

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-10-30 DOI: 10.1016/j.labeco.2025.102819

Dongmin Kong , Yifan Jin , Shasha Liu

This paper investigates the impact of labor costs on the domestic value added (DVA) at the firm-level. To establish causality, we use the quasi-natural experiment of the implementation of China’s new Labor Contract law, which leads to a sudden increase in labor costs, to conduct a difference-in-differences (DID) estimation. We find that an increase in labor costs significantly and persistently increases firms’ DVA. Mechanism analyses suggest that these effects are mainly driven by improvement of management efficiency, changes in firms’ trading patterns (from processing trades to ordinary trades), progress in process innovation, and further increased product market power. Moreover, our results are stronger for upstream firms far from final consumption, firms with low product quality, non-state-owned firms, and firms located in areas with low market competition or less legal environmental protection. Overall, this paper investigates a determinant of DVA and adds evidence to the economic implications of China’s new Labor Contract law.

本文从企业层面考察了劳动力成本对国内增加值的影响。为了建立因果关系，我们使用中国新《劳动合同法》实施后导致劳动力成本突然增加的准自然实验，进行了差异中差异（DID）估计。我们发现，劳动力成本的增加显著且持续地增加了企业的DVA。机制分析表明，这些效应主要由管理效率的提高、企业交易方式的转变（从加工贸易到普通贸易）、流程创新的进步和产品市场力的进一步增强所驱动。此外，对于远离最终消费者的上游企业、产品质量较低的企业、非国有企业以及位于市场竞争程度较低或法律环境保护程度较低地区的企业，我们的结果更为明显。总体而言，本文研究了DVA的一个决定因素，并为中国新《劳动合同法》的经济影响提供了证据。

引用次数: 0

Minimum wage increases and vacancies 最低工资上涨和职位空缺

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-07-24 DOI: 10.1016/j.labeco.2025.102765

Marianna Kudlyak , Murat Tasci , Didem Tüzemen

We use a unique data set and a novel identification strategy to estimate the effect of minimum wage increases on vacancy postings. Utilizing occupation-specific county-level vacancy data from the Conference Board’s Help Wanted Online for 2005-18, we find that state-level minimum wage increases lead to substantial declines in existing and new vacancy postings in occupations with a larger share of workers earning close to the effective minimum wage. We estimate that a 10 percent increase in the state-level effective minimum wage reduces vacancies in these occupations relative to the rest by 2.4 percent in the same quarter, and the cumulative effect is as large as 4.5 percent a year later. Focusing on vacancies rather than employment allows us to highlight changes in firms’ hiring intentions in response to minimum wage increases. Coupled with the earlier U.S. evidence showing reductions in separations following minimum wage hikes, our finding of declining vacancies contributes to the broader empirical literature suggesting negligible effects of minimum wage increases on net employment.

我们使用一个独特的数据集和一种新的识别策略来估计最低工资增长对职位空缺的影响。利用世界大型企业联合会（Conference Board） 2005年至2018年招聘在线（Help Wanted Online）中特定职业的县级职位空缺数据，我们发现，州级最低工资的提高导致收入接近有效最低工资的工人所占比例较大的职业的现有和新职位空缺大幅减少。我们估计，在同一季度，州级有效最低工资水平每提高10%，这些职业相对于其他职业的空缺就会减少2.4%，一年后的累积效应最高可达4.5%。关注职位空缺而非就业情况，使我们能够突出企业在应对最低工资上调时招聘意向的变化。再加上美国早期的证据显示最低工资上涨后离职率下降，我们关于职位空缺减少的发现有助于更广泛的实证文献，表明最低工资上涨对净就业的影响可以忽略不计。

引用次数: 0

Deconstructing job search behavior 解构求职行为

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-11-15 DOI: 10.1016/j.labeco.2025.102822

Stefano Banfi , Sekyu Choi , Benjamín Villena-Roldán

Using online job board data, we study the key factors driving application decisions for unemployed and employed job seekers. We identify relevant job consideration sets using a network approach based on co-application patterns. We document how demographics and ad timing affect applications, finding evidence consistent with stock–flow matching for the unemployed. Furthermore, we show seekers respond strongly to misalignment in education, experience, wages, and location, generally applying where observable alignment is good, although employed seekers seem more ambitious, showing greater tolerance for underqualification in education and a tendency to apply for jobs above their declared wage expectations. Methodologically, we propose this network approach for defining consideration sets, helping address potential biases in standard market definitions. This evidence contributes to understanding search behavior and differences between seeker types.

利用在线求职板数据，我们研究了影响失业和在职求职者申请决策的关键因素。我们使用基于协同应用模式的网络方法确定相关的工作考虑集。我们记录了人口统计和广告时间如何影响应用程序，找到与失业人员的库存流量匹配一致的证据。此外，我们发现求职者对教育、经验、工资和地点的不一致反应强烈，通常适用于可观察到的一致性良好的地方，尽管求职者似乎更有野心，对教育不足表现出更大的容忍度，并倾向于申请高于其宣布的工资预期的工作。在方法上，我们提出这种网络方法来定义考虑集，帮助解决标准市场定义中的潜在偏差。这一证据有助于理解搜索行为和搜索者类型之间的差异。

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Gender differences in preferences for flexible work hours: Experimental evidence from an online freelancing platform 弹性工作时间偏好的性别差异：来自在线自由职业平台的实验证据

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-10-30 DOI: 10.1016/j.labeco.2025.102813

Rakesh Banerjee , Tushar Bharati , Adnan M.S. Fakir , Yiwei Qian , Naveen Sunder

We conducted an experiment on a major international online freelancing platform to examine how increased flexibility in daily work hours affects female participation. We post identical job advertisements (for 320 jobs) covering a wide range of tasks (80 distinct tasks) that differ only in flexibility and the wage offered. Comparing the numbers of applicants for these jobs, we find that, while both men and women prefer flexibility, the elasticity of response for women is twice that for men. Flexible jobs attracted 24% more women and 12% more men than inflexible ones. Importantly, these increases did not compromise the quality of the applications. In contrast, there is suggestive evidence that flexible jobs attracted higher-quality female candidates. Our findings have significant implications for understanding gender disparities in labor market outcomes and for shaping equity-focused policies of organizations.

我们在一个主要的国际在线自由职业平台上进行了一项实验，以研究日常工作时间灵活性的增加如何影响女性的参与。我们发布了相同的招聘广告（320个职位），涵盖了广泛的任务（80个不同的任务），不同之处在于灵活性和所提供的工资。比较这些工作的申请人数量，我们发现，尽管男性和女性都更喜欢灵活性，但女性的反应弹性是男性的两倍。灵活的工作比不灵活的工作多吸引了24%的女性和12%的男性。重要的是，这些增加并不影响应用程序的质量。相反，有证据表明，灵活的工作吸引了更高质量的女性候选人。我们的研究结果对于理解劳动力市场结果中的性别差异以及制定以公平为重点的组织政策具有重要意义。

引用次数: 0

Recent evidence on the “Economics of the Healthcare Workforce”: Preface to the Labour Economics Special Issue 关于“医疗保健劳动力经济学”的最新证据：劳动经济学特刊的序言

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-09-16 DOI: 10.1016/j.labeco.2025.102801

Giuseppe Moscelli, Osea Giuntella, Nicolas R. Ziebarth

引用次数: 0

Tuition fees and academic (in)activity 学费和学术活动

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-12-01 Epub Date: 2025-09-22 DOI: 10.1016/j.labeco.2025.102809

Johannes Berens , Leandro Henao , Kerstin Schneider

We examine the effects of abolishing moderate tuition fees (EUR 500 per semester) in Germany on higher education outcomes. Using administrative panel data from a state university, we find that tuition-free students reduced their academic effort: active students postponed graduation, while low-activity students became more inactive by withdrawing from registered exams. Leveraging detailed student-level data, we analyze the ghost student phenomenon, in which enrolled students show no academic activity. This pattern emerges from strong enrollment incentives combined with a lack of performance standards. After the reform, the share of ghost students increased, reducing the efficiency of public spending on higher education.

我们研究了在德国取消中等学费（每学期500欧元）对高等教育成果的影响。利用一所州立大学的行政小组数据，我们发现免学费的学生减少了他们的学业努力：积极的学生推迟毕业，而不积极的学生则通过退出注册考试而变得更加不积极。利用详细的学生数据，我们分析了幽灵学生现象，在这种现象中，入学的学生没有任何学术活动。这种模式源于强大的入学激励和缺乏表现标准。改革后，幽灵学生的比例增加，降低了高等教育公共支出的效率。

引用次数: 0

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