行业间工资差异和个体间差异外文翻译.docVIP

外文翻译 Inter-industry Wage Differences and Individual Heterogeneity Material Source: Oxford Bulletin of Economics Statistics Vol.66 Issue5,Dec 2004,p811-817 Author: Carruth,Alan；Collier,William；Dickerson,Andy A major empirical regularity in the literature on the analysis of wage structure is the existence of large and persistent inter-industry wage differentials for workers of equal quality in equivalent occupations (Dickens and Katz, 1987; Krueger and Summers, 1987, 1988; Katz and Summers, 1989).These differentials exhibit a high degree of stability over time and appear to hold across a variety of countries with distinct institutional and structural arrangements (Gittleman and Wolff, 1993; Kahn, 1998). They also persist across different types of workers and establishment size. Such disparities are difficult to explain fully by the distribution of human capital accumulation across industries or by compensating differentials for non-pecuniary job attributes affecting the utility of workers. Their persistence is also inconsistent with the notion of transitory disequilibrium phenomena brought about by adjustments to labour supply or demand in the presence of imperfect short-run labour mobility. Accordingly, a number of non-competitive explanations have been proposed. In standard human capital theory, it is argued that job attributes that do not directly affect the utility of workers should have no effect on the determination of individual wages. In contrast, non-competitive theories of wage determination posit that such attributes can have a systematic effect on wages because they influence the optimal wage for firms to set. The purpose of these theories is to determine why firms may find it profitable (and are able) to pay wages higher than the market-clearing rate. In addition, such explanations must also explain why the importance of such factors differs by industry. A number of possibilities have been suggested. Efficiency wage models embody the need for high wages