Quarterly Journal of Economics · 2018 · Jae Song、David J. Price、Fatih Guvenen、Nicholas Bloom、Till von Wachter
中文摘要
我们利用美国一个规模庞大的雇主—雇员匹配数据库，分析企业对1978年至2013年劳动收入不平等上升的贡献。我们发现，劳动收入（对数）方差的增幅中，三分之一来自企业内部，三分之二则来自企业间平均劳动收入离散程度的上升。然而，企业间方差的这一上升并不能由企业本身解释，而是由企业间员工构成差距的扩大解释。这种构成变化可以分为两个大致相等的部分：高工资劳动者越来越有可能在高工资企业工作（即分选增加），以及高工资劳动者越来越有可能彼此共事（即隔离程度上升）。相比之下，在控制企业的员工构成后，我们并未发现企业特定薪酬的方差上升。最后，我们发现，企业内部劳动收入方差的增幅中，有三分之二来自超大型企业（员工人数为10,000人及以上）；与较小企业相比，这些企业的劳动收入方差增幅尤其大。
Abstract
Abstract We use a massive, matched employer-employee database for the United States to analyze the contribution of firms to the rise in earnings inequality from 1978 to 2013. We find that one-third of the rise in the variance of (log) earnings occurred within firms, whereas two-thirds of the rise occurred due to a rise in the dispersion of average earnings between firms. However, this rising between-firm variance is not accounted for by the firms themselves but by a widening gap between firms in the composition of their workers. This compositional change can be split into two roughly equal parts: high-wage workers became increasingly likely to work in high-wage firms (i.e., sorting increased), and high-wage workers became increasingly likely to work with each other (i.e., segregation rose). In contrast, we do not find a rise in the variance of firm-specific pay once we control for the worker composition in firms. Finally, we find that two-thirds of the rise in the within-firm variance of earnings occurred within mega (10,000+ employee) firms, which saw a particularly large increase in the variance of earnings compared with smaller firms.