We examine the direct impact of idiosyncratic match quality on entry w的简体中文翻译

We examine the direct impact of idi

We examine the direct impact of idiosyncratic match quality on entry wages and job mobility using unique data on worker talents matched to job-indicators and individual wages. Tenured workers are clustered in jobs with high job-specific returns to their types of talents. We therefore measure mismatch by how well the types of talents of recent hires correspond to the talents of tenured workers performing the same jobs. A stylized model shows that match quality has a smaller impact on entry wages but a larger impact on separations and future wage growth if matches are formed under limited information. Empirically, we find such patterns for inexperienced workers and workers who were hired from non-employment, which are also groups where mismatch is more pronounced on average. Most learning about job-specific mismatch happens within a year. Experienced job-to-job movers appear to match under much less uncertainty. They are better matched on entry and mismatch have a smaller e ect on their initial separation rates and later wage growth. Instead, match quality is priced into their starting wages.
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We examine the direct impact of idiosyncratic match quality on entry wages and job mobility using unique data on worker talents matched to job-indicators and individual wages. Tenured workers are clustered in jobs with high job-specific returns to their types of talents. We therefore measure mismatch by how well the types of talents of recent hires correspond to the talents of tenured workers performing the same jobs. A stylized model shows that match quality has a smaller impact on entry wages but a larger impact on separations and future wage growth if matches are formed under limited information. Empirically, we find such patterns for inexperienced workers and workers who were hired from non-employment, which are also groups where mismatch is more pronounced on average. Most learning about job-specific mismatch happens within a year. Experienced job-to-job movers appear to match under much less uncertainty. They are better matched on entry and mismatch have a smaller e ect on their initial separation rates and later wage growth. Instead, match quality is priced into their starting wages.
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我们使用与工作指标和个人工资相匹配的工人人才的独特数据来研究特殊匹配质量对进入工资和工作流动性的直接影响。在职工人集中在工作上,其人才类型具有高工作回报。因此,我们衡量的不匹配程度,是衡量最近聘用的人才类型与从事相同工作的终身工人的才能的对应程度。程式化模型显示,匹配质量对进入工资的影响较小,但如果匹配是在有限的信息下形成的,则对离职和未来工资增长的影响更大。从经验上,我们发现,对于没有经验的工人和从非就业中雇用的工人来说,这种模式也是平均而言,不匹配更为明显的群体。大多数关于特定工作不匹配的学习发生在一年内。经验丰富的工作对工作调动者似乎在不确定性少得多的情况下匹配。在进入时,它们匹配得更好,而不匹配在初始离职率和以后工资增长上则较小。相反,匹配质量被定价到他们的起薪中。
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我们使用与工作指标和个人工资匹配的工人人才的独特数据,研究特质匹配质量对入职工资和工作流动性的直接影响。终身工集中在对他们的人才类型具有高工作回报率的工作中。因此,我们通过最近雇佣的人才类型与从事相同工作的终身雇员的人才类型的对应程度来衡量不匹配。一个程式化模型显示,如果在有限的资讯下形成匹配,则匹配品质对入职薪资的影响较小,但对离职和未来薪资成长的影响较大。从经验上看,我们发现这种模式适用于缺乏经验的工人和从非就业岗位雇佣的工人,这些工人也是平均而言不匹配更为明显的群体。大多数关于工作不匹配的学习都发生在一年之内。经验丰富的工作搬家者似乎在不太确定的情况下匹配。他们在入职时比较匹配,而且不匹配对他们最初的离职率和后来的工资增长的影响较小。取而代之的是,比赛质量被计入他们的起薪。<br>
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