Racial Differences in Labor Market Values of a Statistical Life

2003 ◽  
Author(s):  
W. Kip Kip Viscusi
Keyword(s):  
Labor Market ◽  
Racial Differences ◽  
Statistical Life ◽  
Market Values

Spatial mismatch in the labor market and racial differences in neighborhood crime

2002 ◽  
Vol 76 (1) ◽  
pp. 73-76 ◽  
Author(s):  
Keith Ihlanfeldt
Keyword(s):  
Labor Market ◽  
Racial Differences ◽  
Spatial Mismatch ◽  
Neighborhood Crime

Intersegment and Racial Differences in Nonemployment Mobility

1992 ◽  
Vol 36 (1) ◽  
pp. 35-43 ◽  
Author(s):  
Jeffrey Waddoups ◽  
Djeto Assane
Keyword(s):  
Labor Market ◽  
Racial Differences ◽  
Market Segmentation ◽  
Dynamic Process ◽  
Mobility Patterns ◽  
Labor Market Segmentation ◽  
Mobility Studies ◽  
Theoretical Category

This paper is an exploration of intersegment and racial differences in job-leaving experience, which links ideas found in mobility studies of the labor market segmentation school and the literature which describes unemployment as a dynamic process. Findings suggest that there are significant differences in nonemployment mobility patterns across the segment structure, lending support to researchers who view the labor market as segmented. In addition, after controlling for segmentation, racial differences in nonemployment mobility are revealed, suggesting that race, too, is an important theoretical category that cannot be ignored.

Racial Differences in Men's Unemployment

ILR Review ◽  
1993 ◽  
Vol 46 (3) ◽  
pp. 451-463 ◽  
Author(s):  
Leslie S. Stratton
Keyword(s):  
Labor Market ◽  
Racial Differences ◽  
Labor Force Participation ◽  
Educational Level ◽  
Population Survey ◽  
Probability Function ◽  
White Men ◽  
Current Population Survey Data ◽  
Labor Market Conditions ◽  
Black And White

The author uses March 1990 Current Population Survey data to investigate the reasons for the long-standing gap between the unemployment levels of black and white men (which were about 11.8% and 4.8%, respectively, in 1990). An employment probability function that controls for labor force participation is estimated separately by race. The results indicate that only 20–40% of the differential can be explained by variables other than race that are typically associated with unemployment, such as educational level and local labor market conditions. The predicted differential appears to be greatest among younger, less-skilled men.

scholarly journals Labor Market Discrimination and Racial Differences in Premarket Factors

2005 ◽  
Vol 48 (1) ◽  
pp. 1-39 ◽  
Author(s):  
Pedro Carneiro ◽  
James J. Heckman ◽  
Dimitriy V. Masterov
Keyword(s):  
Labor Market ◽  
Racial Differences ◽  
Labor Market Discrimination

scholarly journals Labor Market Discrimination and Racial Differences in Premarket Factors

2005 ◽  
Author(s):  
Pedro Manuel Carneiro ◽  
James J. Heckman ◽  
Dimitriy V. Masterov
Keyword(s):  
Labor Market ◽  
Racial Differences ◽  
Labor Market Discrimination

scholarly journals Racial Differences in Labor Market Transitions and the Great Recession

2016 ◽  
Author(s):  
Kenneth A. Couch ◽  
Robert W. Fairlie ◽  
Huanan Xu
Keyword(s):  
Labor Market ◽  
Racial Differences ◽  
Great Recession ◽  
The Great Recession ◽  
Labor Market Transitions ◽  
Market Transitions

scholarly journals Beyond Signaling and Human Capital: Education and the Revelation of Ability

2010 ◽  
Vol 2 (4) ◽  
pp. 76-104 ◽  
Author(s):  
Peter Arcidiacono ◽  
Patrick Bayer ◽  
Aurel Hizmo
Keyword(s):  
High School ◽  
Human Capital ◽  
Labor Market ◽  
Racial Differences ◽  
College Graduates ◽  
High School Graduates ◽  
College Graduation ◽  
Direct Role

We provide evidence that college graduation plays a direct role in revealing ability to the labor market. Using the NLSY79, our results suggest that ability is observed nearly perfectly for college graduates, but is revealed to the labor market more gradually for high school graduates. Consequently, from the beginning of their careers, college graduates are paid in accordance with their own ability, while the wages of high school graduates are initially unrelated to their own ability. This view of ability revelation in the labor market has considerable power in explaining racial differences in wages, education, and returns to ability. (JEL D82, I21, I23, J24, J31)

scholarly journals Getting a Job in Finance. The Strength of Collaboration Ties

2014 ◽  
Vol 55 (1) ◽  
pp. 25-56 ◽  
Author(s):  
Olivier Godechot
Keyword(s):  
Labor Market ◽  
Financial Markets ◽  
Online Survey ◽  
Two Dimensions ◽  
Strongly Correlated ◽  
Financial Industry ◽  
Know How ◽  
Market Values ◽  
Work Routines ◽  
The One

Abstract“Weak ties”, a valuable aid in getting a job, are generally work ties. One reason for this feature is not that former colleagues increase one’s information but rather that they value the pursuit of past collaboration. We examine the consequence of the collaboration ties hypothesis in the financial industry labor market. In finance, the labor market values the assets that financial operatives take with them from one firm to another, such as knowledge, know-how and customers. Since assets are to a certain extent shared among co-workers, it is worth hiring business relations and former colleagues or moving in teams: this enables a better transfer of assets such as idiosyncratic work routines, distributed knowledge, or joint customers. To demonstrate our claims we rely on an online survey launched with eFinancialCareers.fr collected in September 2008 among French financial employees. This questionnaire shows that working at the core of financial markets favors the accumulation of key moveable assets on the one hand and of collaboration ties on the other. That is, collaboration ties and key moveable assets are strongly correlated. The moving of key assets, collaboration ties and notably the combination of those two dimensions all result in increased wages.

Racial Differences in Intersegment Mobility

1991 ◽  
Vol 20 (2) ◽  
pp. 23-43 ◽  
Author(s):  
Jeffrey Waddoups
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Racial Differences ◽  
Mobility Patterns ◽  
Market Conditions ◽  
Labor Market Conditions ◽  
Response Models ◽  
Qualitative Response ◽  
Segmented Labor Market

This article is an exploration of racial differences in the intersegment mobility process in a segmented labor market. To this end, a series of qualitative response models describing mobility of prime-age white and nonwhite males through a tripartite segmented labor market is constructed. It is found that demand variables representing labor market conditions, as well as traditional human capital variables are important predictors of intersegment mobility. It is also evident that there are striking racial differences in intersegment mobility patterns.

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