Union Wage Effects in Australia: Evidence from Panel Data

Using data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey, our research indicates that unobserved heterogeneity substantially biases cross-sectional estimates of union wage effects upward for both males and females. Estimates of the union wage premium for male workers between the ages of 25 and 64 fall from 8.7 percent to 5.2 percent after controlling for unobserved heterogeneity. For females aged 25 to 63 the estimated 4.0 percent cross-sectional union wage premium falls to 1.9 once unobserved heterogeneity is controlled for. Our results also indicate positive sorting by unobserved skills into union membership, especially among low skilled male and female workers. There is also evidence of negative sorting into unions among the most highly skilled.union wage effects; fixed effects models; panel data

The inheritance of leaf rust resistance in two simple wheat crosses

Call number: LD2668 .T4 1950 W6Master of Scienc

Inequality in household income: A cross-country inter-industry analysis

This study explores the plausibility of extending research on income inequality to incorporate relative living standards based on household head's industry of employment. Data from the Luxembourg Income Study is used to assess the relative level and movement of per capita disposable household income for households whose heads are employed in three industries - manufacturing, construction, and trade - and six countries- - Australia, Canada, Finland, Germany, Sweden, and the U.S. The results indicate that typical households defined by their heads' industries of employment make significant moves within their countries' income distributions over time, and that the patterns of movement within nation-specific household income distributions vary across countries

Union wage effects in Australia: Evidence from panel data

Using data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey, this research indicates that unobserved heterogeneity substantially biases cross-sectional estimates of union wage effects upward for both males and females. Estimates of the union wage premium for male workers between the ages of 25 and 64 fall from 8.7 percent to 5.2 percent after controlling for unobserved heterogeneity. For females aged 25 to 63 the estimated 4.0 percent cross-sectional union wage premium falls to 1.9 once unobserved heterogeneity is controlled for. The results also indicate positive sorting by unobserved skills into union membership, especially among low skilled male and female workers. There is also evidence of negative sorting into unions among the most highly skilled

Altering Time: The Effect Of Feedback Frequency On Employee Behavior

Advances in technology have made it possible for employers to provide performance feedback to employees on a more frequent basis. This study investigates how different feedback frequencies can alter employees’ perceptions of time and subsequently how these altered perceptions influence employee productivity. I predict and find that feedback frequency alters the way employees break up or segment their work time—a process that I refer to as feedback-driven time segmenting. Ultimately I find that this process causes feedback frequency to have opposing effects on employee productivity. Specifically employees who receive more frequent feedback find fewer task efficiencies than employees who receive less frequent feedback. This finding represents an unintended cost of increasing feedback frequency—it can lead employees to be less likely to discover new and better ways of completing their work. However, I also find that employees who receive more frequent feedback work harder, if less efficiently, than employees who receive less frequent feedback. By examining both how hard employees work and how smart (i.e., efficiently) they work my study provides enhanced insight into the costs and benefits of increasing feedback frequency. As such, it helps managerial accountants fulfill one of their primary roles, understanding how performance information influences employee behavior