Quarterly Journal of Economics · 2021 · Thomas Le Barbanchon、Roland Rathelot、Alexandra Roulet
中文摘要
我们将通勤意愿上的性别差异与性别工资差距联系起来。利用法国关于求职标准的行政数据，我们首先记录到，失业女性的保留工资低于男性，可接受的最长通勤时间也短于男性。我们利用保留职位属性与已接受职位组合的联合分布，识别出工资与通勤之间的无差异曲线。女性的无差异曲线更陡，她们对通勤的估值比男性高约20%。特别是在控制前一份工作后，新入职女性在失业后的时薪比男性低4%，通勤时间比男性短12%。通过一个考虑通勤的求职模型，我们估计，通勤估值上的性别差异可以解释女性0.5个对数点的时薪缺口，即残差化性别工资差距的14%。最后，我们使用求职申请数据检验结果的稳健性，并表明女性劳动者并未从较远的雇主处获得更少的需求，这证实通勤上的性别差距主要由供给侧驱动。
Abstract
ABSTRACT We relate gender differences in willingness to commute to the gender wage gap. Using French administrative data on job search criteria, we first document that unemployed women have a lower reservation wage and a shorter maximum acceptable commute than their male counterparts. We identify indifference curves between wage and commute using the joint distributions of reservation job attributes and accepted job bundles. Indifference curves are steeper for women, who value commute around 20% more than men. Controlling in particular for the previous job, newly hired women are paid after unemployment 4% less per hour and have a 12% shorter commute than men. Through the lens of a job search model where commuting matters, we estimate that gender differences in commute valuation can account for a 0.5 log point hourly wage deficit for women, that is, 14% of the residualized gender wage gap. Finally, we use job application data to test the robustness of our results and to show that female workers do not receive less demand from far-away employers, confirming that most of the gender gap in commute is supply-side driven.