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Changes in the gender wage gap and the returns to firm specific human capital
Alternative Title
Do gender differences in returns to tenure matter anymore?
Author(s)
Date Issued
1999-03
Date Available
2009-03-02T14:56:07Z
Abstract
If employers believe females are more likely to separate from a job than males,
efficient cost sharing of on-the-job training implies that females will have higher returns to tenure. Becker and Lindsay (1994) argue that this is true empirically. (1994). Updating the analysis we find that that there is no longer a difference in the probability of leaving jobs or in returns to tenure by gender. Differences in contracts to finance on the job training can no longer explain any of the “discrimination” component in the gender wage gap.
Type of Material
Working Paper
Publisher
University College Dublin. School of Economics
Series
UCD Centre for Economic Research Working Paper Series
WP99/7
Copyright (Published Version)
UCD School of Economics 1999
Subject – LCSH
Wage differentials
Discrimination in employment
Wages--Sex differences
Language
English
Status of Item
Not peer reviewed
This item is made available under a Creative Commons License
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