Sorting in the Labor Market
利用美国和法国的时间利用数据，检验了补偿性工资差异理论的核心推论：工人会根据自身偏好选择不同属性的工作。研究发现，社交倾向更强的工人更可能从事社交互动多的工作，且这些工作带来更高的工作满意度。
Abstract This paper tests a central implication of the theory of equalizing differences, that workers sort into jobs with different attributes based on their preferences. We present evidence from four new time-use data sets for the United States and France suggesting that workers who are more gregarious, as revealed by their behavior when they are not working, tend to be employed in jobs that involve more social interactions. We also find that workers report substantially higher levels of job satisfaction and net affect while at work if their jobs entail frequent interactions with coworkers and other desirable working conditions.