Gender Differences in Training, Capital, and Wages
构建了一个均衡工作匹配模型，预测劳动力市场依附较弱的工人起薪和培训后工资更低，且从事培训少、资本使用少的工作。利用EOPP数据检验发现，男女在入职前三个月培训强度相似，但女性岗位的培训持续期更短、资本使用更少，这些差异及女性先前工作经验的市场价值较低解释了工资差距的很大一部分。
This paper constructs an equilibrium job-matching model where workers differ in their attachment to the labor force. The model predicts that workers with weaker attachment to the labor market will receive lower starting wages and lower post-training wages, and will be placed in jobs that offer less training and use less capital. The implications of the model for gender differences in pay and job assignment are tested with the EOPP data set. Ourfindings suggest that while training intensity during the first three months of employment is similar in positions filled by males and females, females are employed in positions that have a shorter duration of on-the-job training and that use less capital. These differences in on-the-job training and capital in positions filled by men and women, as well as a lower market value for women's prior labor market experience, account for a substantial part of the gap in wages between males and females.