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Self-esteem achievement through work and socio-demographic disparities in the labor market

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  • Olivier Baguelin

    ()
    (EUREQUA - Equipe Universitaire de Recherche en Economie Quantitative - CNRS : UMR8594 - Université Paris I - Panthéon-Sorbonne)

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    Abstract

    We develop a model in which agents choose whether to achieve self-esteem through work. When they do, they develop an intrinsic motivtion to effort. Depending on the characteristics of the job to be filled, an employer may try, or not, to encourage this intrinsic motivation by an adequately designed contract. Although equally productive, assuming that agents from distinct socio-demographic groups differ in their propensity to achieve self-esteem through work, this may lead to unequal access to employment. We analyse the consequences of this model on labor market outcomes. The model can give an account of many important traits of socio-demographic disparities in the labor market (notably of vertical occupational segregation.

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    File URL: http://halshs.archives-ouvertes.fr/docs/00/19/61/40/PDF/V05065.pdf
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    Bibliographic Info

    Paper provided by HAL in its series Post-Print with number halshs-00196140.

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    Date of creation: Sep 2005
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    Handle: RePEc:hal:journl:halshs-00196140

    Note: View the original document on HAL open archive server: http://halshs.archives-ouvertes.fr/halshs-00196140
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    Web page: http://hal.archives-ouvertes.fr/

    Related research

    Keywords: Employment relation; self-esteem; intrinsic motivation; (seeming) hiring discrimination; occupational segregation; socio-demographic earnings gaps.;

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    1. George A. Akerlof & Rachel E. Kranton, 2000. "Economics And Identity," The Quarterly Journal of Economics, MIT Press, vol. 115(3), pages 715-753, August.
    2. Clark, Andrew E. & Oswald, Andrew J., 1996. "Satisfaction and comparison income," Journal of Public Economics, Elsevier, vol. 61(3), pages 359-381, September.
    3. William A. Darity & Patrick L. Mason, 1998. "Evidence on Discrimination in Employment: Codes of Color, Codes of Gender," Journal of Economic Perspectives, American Economic Association, vol. 12(2), pages 63-90, Spring.
    4. Fershtman, C. & Weiss, Y., 1991. "Social Status , Culture and Economic Performance," Papers 32-91, Tel Aviv.
    5. Marianne Bertrand & Sendhil Mullainathan, 2004. "Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination," American Economic Review, American Economic Association, vol. 94(4), pages 991-1013, September.
    6. Harry J. Holzer, 1998. "Employer skill demands and labor market outcomes of blacks and women," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 52(1), pages 82-98, October.
    7. Kenneth J. Arrow, 1998. "What Has Economics to Say about Racial Discrimination?," Journal of Economic Perspectives, American Economic Association, vol. 12(2), pages 91-100, Spring.
    8. Maury B. Gittleman & David R. Howell, 1995. "Changes in the structure and quality of jobs in the United States: Effects by race and gender, 1973û1990," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 48(3), pages 420-440, April.
    9. David Neumark & Roy J. Bank & Kyle D. Van Nort, 1995. "Sex Discrimination in Restaurant Hiring: An Audit Study," NBER Working Papers 5024, National Bureau of Economic Research, Inc.
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