劳动力市场中的讨价还价与不平等
Bargaining and Inequality in the Labor Market
Quarterly Journal of Economics · 2025 · [{"name": "Sydnee Caldwell", "affiliation": ["National Bureau of Economic Research", "University of California, Berkeley"]}, {"name": "Ingrid Haegele", "affiliation": ["Institut für Arbeitsmarkt und Berufsforschung", "Ludwig-Maximilians-Universität München"]}, {"name": "Jörg Heining", "affiliation": ["Institut für Arbeitsmarkt und Berufsforschung", "Institute for Employment Studies", "Employment Agency"]}]
中文摘要
摘要 我们利用针对企业和工人的新型调查，并将其与行政性雇主—雇员关联数据相链接，研究工资决定中个体谈判的普遍性与重要性。我们表明，简单的调查问题能够准确地引出企业的谈判策略。基于从772家德国企业引出的策略，我们发现大多数企业愿意进行个体工资谈判。与企业特征相比，劳动力市场因素能更好地预测企业的谈判策略。近10,000名全职工人的调查回应表明，多数工人在收到工作录用之前便已提出其薪资预期。多数外部录用被拒绝，工人仍留在原雇主处。工人的谈判行为存在显著异质性，这转化为企业内部的工资不平等。通过个体谈判确定薪酬的企业，其性别工资差距高出3个百分点。
Abstract
Abstract We use novel surveys of firms and workers, linked to administrative employer-employee data, to study the prevalence and importance of individual bargaining in wage determination. We show that simple survey questions accurately elicit firms’ bargaining strategies. Using the elicited strategies for 772 German firms, we document that the majority of firms are willing to engage in individual wage bargaining. Labor market factors predict firms’ strategies better than firm characteristics. Survey responses from nearly 10,000 full-time workers indicate that most workers provide their salary expectations before they receive a job offer. Most outside offers are rejected, with the worker remaining at the incumbent firm. There is substantial heterogeneity in workers’ bargaining behavior, which translates into within-firm wage inequality. Firms that set pay via individual bargaining have a 3 percentage point higher gender wage gap.