中文摘要
本文使用巴西雇主—雇员匹配数据，记录到显著的性别薪酬差距，这一差距在很大程度上源于女性就职于薪酬较低的雇主。为解释这一事实，本文构建了一个企业薪酬、工作便利条件与招聘均为内生的均衡搜寻模型，并对所有模型参数的可识别性给出构造性证明。估计结果表明，工作便利条件对男性和女性均很重要，且补偿性工资差异解释了性别薪酬差距的一半。平等待遇政策能够部分缩小性别差距，但并不能提高产出或福利。(JEL E24, J16, J23, J31, J32, M51, O15)
Abstract
Using linked employer-employee data from Brazil, we document a significant gender pay gap, which is largely attributed to women working at lower-paying employers. To interpret this fact, we develop an equilibrium search model with endogenous firm pay, amenities, and hiring. We provide a constructive proof of identification of all model parameters. The estimated model suggests that amenities are important for both men and women, and that compensating differentials account for half of the gender pay gap. Equal treatment policies partly close gender gaps but are not output- or welfare-improving. (JEL E24, J16, J23, J31, J32, M51, O15)