Firm‐Specific Seniority and Wages
利用企业内多次观测的微观数据，分离出工龄对工资的企业内效应，发现工龄效应确实存在于企业内部，但人力资本解释不成立；高企业内培训要求的员工工资曲线更平缓，计件工人工龄回报可忽略，支持延迟补偿理论。
This article studies the relationship between seniority and wages. Micro data with more than one observation from each firm are utilized to single out the seniority effect on wages arising within firms from the total seniority wage effect. The results show that the seniority effect arises within firms, but do not support the human capital explanation of the seniority wage profile. Employees with high levels of firm-specific on-the-job training requirements have less steep wage profiles. The results give some support to the theory of delayed compensation as piece rate workers have negligible returns to seniority. Copyright 1997 by University of Chicago Press.