中文摘要
灵活薪酬是否会扩大性别工资差距？为回答这一问题，我们分析了威斯康星州公立学校教师的工资。该州2011年的一项改革允许各学区以更灵活的方式确定教师薪酬并开展个别谈判。利用既有集体谈判协议到期所驱动的灵活薪酬制度实施时间的准外生变异，我们发现，与资历相同的男性相比，灵活薪酬降低了女性的工资。这一差距在较年轻的教师中更大，而在女性校长或学区总监领导下工作的教师中更小。调查证据表明，这一差距部分源于女性较少就薪酬进行谈判，尤其是在谈判对方为男性时。可观察到的工作流动性或教师能力方面的性别差异不太可能造成这一差距，但离职威胁以及对男性教师的高需求可能会加剧该差距。我们的结果表明，薪酬裁量权和工资谈判是性别工资差距的重要决定因素，而工会等制度可能有助于缩小这一差距。
Abstract
Abstract Does flexible pay increase the gender wage gap? To answer this question, we analyze the wages of public school teachers in Wisconsin, where a 2011 reform allowed school districts to set teachers’ pay more flexibly and engage in individual negotiations. Using quasi-exogenous variation in the timing of the introduction of flexible pay, driven by the expiration of preexisting collective-bargaining agreements, we show that flexible pay lowered the salaries of women compared with men with the same credentials. This gap is larger for younger teachers and smaller for teachers working under a female principal or superintendent. Survey evidence suggests that the gap is partly driven by women engaging less frequently in negotiations over pay, especially when the counterpart is a man. The gap is unlikely to be driven by observable gender differences in job mobility or teacher ability, although the threat of moving and a high demand for male teachers could exacerbate it. Our results suggest that pay discretion and wage bargaining are important determinants of the gender wage gap and that institutions, such as unions, might help narrow this gap.