Monopsonistic Discrimination and the Gender-Wage Gap
AbstractModels of worker flows have revitalized the idea of monopsony in the labor market. We apply such a model to gender differences. We argue that monopsonistic discrimination may be a substantial factor behind the overall gender wage gap, in particular with respect to differences arising between occupations and establishments. Using matched employer-employee data from Norway, we investigate the wage structure within and between establishments, and present novel evidence that the establishments' excess turnover of employees is sensitive to the wage premium of men, but not to the wage premium of women. Furthermore, we show that male turnover is more wage-elastic than female turnover.
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Bibliographic InfoPaper provided by National Bureau of Economic Research, Inc in its series NBER Working Papers with number 7197.
Date of creation: Jun 1999
Date of revision:
Publication status: published as Barth, Erling & Dale-Olsen, Harald, 2009. "Monopsonistic discrimination, worker turnover, and the gender wage gap," Labour Economics, Elsevier, vol. 16(5), pages 589-597, October.
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Find related papers by JEL classification:
- J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
- J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
This paper has been announced in the following NEP Reports:
- NEP-ALL-1999-07-28 (All new papers)
- NEP-LAB-1999-07-28 (Labour Economics)
- NEP-LTV-1999-09-01 (Unemployment, Inequality & Poverty)
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