Human Capital, Matching and Job Satisfaction
Using a model of wage determination developed by Stevens (2003) we offer an explanation of why tenure has a negative effect when entered in job satisfaction equations. If job satisfaction measures match quality, then the explanation follows from a model of the labour market in which workers accumulate specific human capital at the firm they work and the way in which this accumulation affects the way workers react to outside job opportunities.
|Date of creation:||Jun 2012|
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References listed on IDEAS
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- Freeman, Richard B, 1978.
"Job Satisfaction as an Economic Variable,"
American Economic Review,
American Economic Association, vol. 68(2), pages 135-141, May.
- George J. Borjas, 1979. "Job Satisfaction, Wages, and Unions," Journal of Human Resources, University of Wisconsin Press, vol. 14(1), pages 21-40.
- Margaret Stevens, 2003. "Earnings Functions, Specific Human Capital, and Job Matching: Tenure Bias Is Negative," Journal of Labor Economics, University of Chicago Press, vol. 21(4), pages 783-806, October.
- James L. Medoff & Katharine G. Abraham, 1980.
"Experience, Performance, and Earnings,"
The Quarterly Journal of Economics,
Oxford University Press, vol. 95(4), pages 703-736.
- Theodossiou, I. & Zangelidis, A., 2009. "Career prospects and tenure-job satisfaction profiles: Evidence from panel data," Journal of Behavioral and Experimental Economics (formerly The Journal of Socio-Economics), Elsevier, vol. 38(4), pages 648-657, August.
- Ferreira, Priscila & Taylor, Mark, 2011.
"Measuring match quality using subjective data,"
Elsevier, vol. 113(3), pages 304-306.
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