The Hiring Decisions and Compensation Structures of Large Firms
利用当前人口调查数据，发现大企业比小企业更倾向于招聘年轻员工，且起薪对年龄差异较小，但35岁及以上白领在大企业没有工资溢价，工资增长则不低于小企业。
This paper investigates differences between large and small firms in new hires' ages and in compensation structures. An analysis of data from the Benefits Supplement to the Current Population Survey (CPS) shows that large firms hired younger workers than small firms and awarded starting wages that discriminated less between young and older workers. Most strikingly, the well-known wage premium associated with employment in large firms did not obtain for white-collar workers who were hired at age 35 or older, due to large firms' preference for younger new hires. Another finding is that wage growth in large firms equaled or exceeded that in small firms. The author argues that these findings accord with firm-specific human capital theory. Finally, limited evidence from the 1995 BLS Survey of Employer-Provided Training and the CPS suggests that industries that train more also hire younger workers.