Thesis (Ph. D.)--West Virginia University, 2005. / Title from document title page. Document formatted into pages; contains vii, 103 p. : ill. Includes abstract. Includes bibliographical references.

Lee Chung-man. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2004. / Includes bibliographical references (leaves 58-61). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgement --- p.iv / Table of Contents --- p.v / List of Tables --- p.vii / Chapter Chapter 1. --- Introduction --- p.1 / Chapter Chapter 2. --- Literature Review --- p.6 / Chapter 2.1 --- Empirical Findings on Gender Wage Differentials --- p.6 / Chapter 2.2 --- The Determinants of the Earnings Equation --- p.8 / Chapter 2.3 --- Decomposition of Gender Wage Differentials --- p.12 / Chapter Chapter 3. --- Data Description --- p.17 / Chapter Chapter 4. --- The Gender Earnings Gap in Hong Kong --- p.22 / Chapter 4.1 --- The Overall Gender Earnings Gap in Hong Kong --- p.22 / Chapter 4.2 --- The Gender Earnings Gap by Age Cohorts --- p.23 / Chapter 4.3 --- The Gender Earnings Gap by Education Levels --- p.24 / Chapter 4.4 --- The Gender Earnings Gap in Different Occupations --- p.26 / Chapter Chapter 5. --- The Earnings Equation and Return to Education in Hong Kong --- p.28 / Chapter 5.1 --- Determinants of Monthly Earnings --- p.28 / Chapter 5.2 --- The Overall Regression Pattern of the Earnings Equation --- p.29 / Chapter 5.3 --- Return to Education by Age Cohorts --- p.31 / Chapter 5.4 --- Return to Education in Different Education Levels --- p.32 / Chapter 5.5 --- Return to Education in Different Occupations --- p.33 / Chapter Chapter 6. --- Decomposition of the Gender Wage Differential --- p.36 / Chapter 6.1 --- Results from the Blinder-Oaxaca Male Weighted Decomposition --- p.38 / Chapter 6.2 --- Results from the Blinder-Oaxaca Female Weighted Decomposition --- p.40 / Chapter 6.3 --- Results from other Decomposition Approaches --- p.41 / Chapter 6.4 --- Decomposition Results by Groups --- p.43 / Chapter 6.5 --- Comparison for the Decomposition Approaches --- p.52 / Chapter Chapter 7 --- Conclusion --- p.55 / Bibliography --- p.58 / Appendix --- p.62 / Tables --- p.68

Thesis (Ph. D.)--Göteborg University, 2008. / Added title page with thesis statement and English abstract laid in. Includes bibliographical references.

Wage structure has shown to be crucial for firms and workers. However, there existwage dispersion for identical workers in labor markets. The paper measures the effectof industry and firm size on wages in Sweden. The results show that both industry andfirm size have significant effects on wages. Regarding the explanation factors, thefinding is that human capital factors can explain a portion of the industry wagedifferentials, but have less impact on wage differentials across firm size. However,compensating differentials and union organization are not the determinants of theindustry wage differentials and firm size-wage effects. In addition, unobservedindividual characteristics can partly explain firm size effect on wages, but cannotexplain industry wage differentials based on our samples.

This dissertation examines gender pay disparity and women’s and men’s pay increase trajectories in a comparative analysis of the U.S. nonprofit and for-profit sectors. First, using the U.S. Censuses from 1990 and 2000, and the American Community Survey 2010-2014 data, this dissertation examines the nonprofit/for-profit difference in gender pay equity in Chapter 4. Traditionally, researchers have examined gender pay disparity across all industries in the entire economy combined. My analysis, however, focuses on 15 human service industries because nonprofit organizations are usually concentrated in those fields only. This empirical chapter makes two contributions to the field: first, it offers a more apples-to-apples comparison between pay in the nonprofit and for-profit sectors than previous research; second, it captures the gender pay disparity at three points in time, thus reflecting the change over the past 20 years. My industry-specific results challenge two normative assumptions: first, that nonprofits pay their workers lower than for-profits; and second, the smaller gender pay disparity in the nonprofit sector is a result of nonprofit pay compression. Leveraging theories from economics, sociology, and organizational studies, this empirical chapter pinpoints factors, such as industrial competition for labor, institutional pressures, level of unionization, and organizational form, that lead to a difference – or lack thereof – in the level of gender pay disparity between the two sectors. My second empirical chapter (Chapter 5) examines women’s and men’s pay increase trajectories in the nonprofit (NP) and for-profit (FP) sectors based on the Survey of Income and Program Participation 2008 panel data. This chapter traces the pay increases for four groups of workers: NP Stayers, FP Stayers, NP-FP Movers, and FP-NP Movers. The results show that there was selection in workers’ moving behaviors: NP-FP Movers tended to be those who were disadvantaged in the nonprofit sector, while FP-NP Movers tended to be those who were better off in the for-profit sector. The analysis does not find gender or sectoral difference in pay increase trajectories for workers who chose to stay in the same sector. This empirical chapter is the first attempt at tracing the pay trajectories of nonprofit and for-profit human service workers using longitudinal data.

This thesis utilises Productivity and Investment Climate Survey (PICS) 2007 data to explore native and immigrant wage determinants and wage differentials in Malaysia. The Oaxaca decomposition analysis is conducted by adapting Oaxaca and Ransom (1994) and Fortin (2008) with quantile regression to identify the non-discriminatory wage structure and the components of the wage differentials along the income distribution, making this as one of the contributions of this thesis. It then further explores the unexplained component of wage differentials by investigating the causes of educational mismatch and the effect of educational mismatch on native and immigrant wages. Findings show that the educational mismatch gives dissimilar effect on native and immigrant wages. Interestingly, the educational mismatch potentially widens the native-immigrant wage differentials. Further, this thesis explores the labour demand-side effect on native and immigrant wages. This thesis applies the dominance and decomposition analyses to identify and decompose the effect of individual and firm characteristics on wage separately. The results suggest that native wage is mostly determined by individual characteristics. On the other hand, firm and regional characteristics mostly determine the immigrant wage levels. This thesis establishes and enhances our understanding on the wage determinants and wage differentials that exist between native and immigrant as well as provides an empirical evidence of the educational mismatch and firm characteristics effects on wages of native and immigrant workers in Malaysia.

This dissertation explores how different labor market policies implemented following the transition to market system in Eastern Europe affected labor market outcomes. As the result of different policies implemented countries of Eastern Europe that were very similar at the beginning of the transition achieved different economic outcomes. We focus on Lithuania and Ukraine that represent two groups of countries with respect to the broad approach to economic transition. Our analysis explores change in gender wage gap in the two countries as well as evolution in returns to human capital. We compare labor market institutions and composition of the labor force for these two countries. Labor market of the Soviet Union serves as a reference point for this comparison. The data from Household Budget Surveys is utilized for this analysis. Returns to education levels are examined in both countries. We find no evidence of increase in returns to higher education in Ukraine following the decentralization of the wage setting system. However, higher educated workers in Lithuania were able to benefit from the transition. The second part of this dissertation focuses on evolution of the gender wage gap. We decompose gender wage gap using Oaxaca decomposition as well as Juhn, Murphy, and Pierce decomposition. We consistently find that it is the “unexplained” component that is single handedly responsible for the gender wage differential in both countries.

Thesis (Ph. D.)--Uppsala University, 2003. / Added thesis t.p. and abstract inserted. Includes bibliographical references.

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Using interviewers' ratings of respondents' physical appearance this study examined the relationship between physical attractiveness and wages treating the former as marginal to a baseline, human-capital derived equation. To test the hypotheses about the consequences of physical attractiveness alone or conditioned by other factors on earnings and wage growth we estimated wage and wage growth equations using 3 cross-sectional and 3 panel data sets derived from the Canadian Quality of Life survey. The cross-sectional estimates indicated that the effect of physical attractiveness on earnings was a plausible one and likely to be conditioned by other characteristics such as firm size, occupation, union membership, frequency of on-the-job supervision, and level of formal schooling. The 'above average' rated workers received pay premia ranging from +2.2% to 6.1% while those 'below average' received pay penalties ranging from-2.7% to -13.0% relative to the grand mean. The 'average' rated workers received pay penalties ranging from -0.7% to -3.4%. The main source of these wage differentials appears to be discrimination based on looks. The results of panel specifications also provided some support for the notion that physical attractiveness ratings were associated with differential wage growth and that the relationship between physical attractiveness and wage growth might be moderated by other individual or institutional characteristics of the workers, especially before adjustments for the lagged effects of wages were made. Overall, these results provide a moderate level of support for the thesis that physical attractiveness plays a role in the wage determination process in modern labour markets.