留学生劳动力市场分析Essay [5]
论文作者:英语论文论文属性:MBA毕业论文 MBA Thesis登出时间:2014-09-25编辑:yangcheng点击率:11871
论文字数:6292论文编号:org201409241837348383语种:英语 English地区:爱尔兰价格:免费论文
关键词:留学生劳动力市场分析Essay市场失效
摘要:本文是一篇英国留学生劳动力市场分析的Essay,在劳动力市场上,招聘决策是参考了劳动生产率。雇主认为一个人或者一群人拥有能够决定劳动生产率的技能。因此,工资被看成是一个生产率的不完美的措施。
There have not been any dramatic changes in the gender wage gap since the mid 1990s. On a positive side, however, looking at the past decade it is evident that the pay gap has narrowed. According to the Office for National Statistics (2009) the pay gap (as measured by the median hourly pay excluding overtime) DIAGRAM is approaching the 20% mark. The gap for all employees has diminished from around 28% in 1997 to 22% in 2009 with a minor fluctuation in years 2002-2004. In May 2002, BBC reported that the UK is nearly hitting the bottom in the gender income equality table as compared to other European countries (see DIAGRAM). The difference between the mean hourly wage of a female and a male was the fourth greatest in Europe (BBC, 2002). It is possible to explain such a discrepancy by diverse patterns in British society, however, to a limited extent. Sharp differences between the states suggest that structural inequity exists.
A relatively recent study by Olsen and Walby (2004) suggests that there are four major factors that explain the wage gap. Using data from BHPS and running a regression it was estimated that 36 percent of the gender pay gap could be explained by differences in labour market behaviour, i.e. lifetime working patterns (Olsen and Walby, 2004). Women tend to spend fewer hours in the labour market, which also explains a greater number of females in the part-time occupations .In addition, it has been observed that women suffer from reduced mobility and career interruptions because of their household commitments. These contributors coincide to the ones outlined in the pioneering works by Mincer and Polachek (1974), Polachek (1981) and others. These studies have developed human capital explanations for gender income inequality on the basis of differences in productivity. They suggest that the some fraction of the pay gap is a result of female anticipation of work life interruptions. Hence, they are less willing to invest in market-orientated formal education and on-the-job training than men. This lowers their income relative to men’s (Blau and Kahn, 1999).
The second major estimate by Olsen and Walby (2004) was 18 percent of the gender pay gap that is attributed to the so-called labour market rigidities. This includes gender segregation and a female tendency to work in smaller firms. It is no secret that some occupations (and industries to a smaller extent) are strictly dominated by females. Many of those occupations tend to be in the lower part of occupational income distribution which essentially is one of the foundations of the gender wage differential. According the government report (Kingsmill Review, 2001), more than 60 percent of females worked in just 10 occupations (out of 77) and that 60 percent of female part-time employees worked in industries where 70 percent or more of the workers were women. Furthermore, Olsen and Walby (2004) note that men are more likely to work in a large firm than women. They estimate that 32 percent of men work in a firm of 50-499 workers, compared with only 23 percent of women; and 15 percent of men work in a firm of 500 or more employees, compared with only 12 percent of women. This has major implications for the issue of income inequality. If the 77 main occupations in the Labour Force Survey’s Standard Occupational Classification are arranged according to the proportion of males in the workforce, for every 10 percentage point increase in the share
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