Quarterly Journal of Economics · 2025 · Sydnee Caldwell、Ingrid Haegele、Jörg Heining
中文摘要
我们使用企业和劳动者的新型调查数据，并将其与行政雇主-雇员数据相链接，研究个体议价在工资决定中的普遍程度和重要性。我们表明，简单的调查问题能够准确获取企业的议价策略。利用所获取的772家德国企业的策略，我们发现大多数企业愿意进行个体工资议价。相较于企业特征，劳动力市场因素能更好地预测企业的策略。近10,000名全职劳动者的调查回答显示，大多数劳动者会在收到工作录用通知之前提出其薪资预期。大多数外部录用通知会被拒绝，劳动者仍留在原企业。劳动者的议价行为存在显著异质性，并由此转化为企业内部的工资不平等。通过个体议价确定薪酬的企业，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.