Search, Bargaining, and Employer Discrimination
在搜寻与工资议价框架下分析贝克尔雇主歧视理论，发现歧视性企业利润最高，且市场力量无法消除歧视导致的工资差异。
This article analyzes Becker's ([1957] 1971) theory of employer discrimination within a search and wage-bargaining setting. Discriminatory firms pay workers who are discriminated against less and apply stricter hiring criteria to these workers. The highest profits are realized by firms with a positive discrimination coefficient. Moreover, once ownership and management are separated, both highest profits and highest utility can be realized by firms with a positive discrimination coefficient. Thus, market forces, like entry or takeovers, do not ensure that wage differentials due to employer discrimination disappear.