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Author: Long, James E.
Resulting in 9 citations.
1. Jones, Ethel B.
Long, James E.
Human Capital and Labor Market Employment: Additional Evidence for Women
Journal of Human Resources 14,2 (Spring 1979): 270-279.
Also: http://www.jstor.org/stable/145649
Cohort(s): Mature Women, Young Women
Publisher: University of Wisconsin Press
Keyword(s): Educational Attainment; Employment; Human Capital Theory; Work Experience

This paper examines the effect of using potential experience as a proxy for actual labor market experience. Researchers often are forced to use "potential experience" due to the lack of data covering individual work histories. The results show that using models with potential experience may be poor guides for policy decisions because they underestimate the effect of past work experience on female employment rates. The paper also demonstrates that differences in human capital variables explain part of the difference in the employment ratios of blacks and whites. Differences in the ability of the various models to explain the black-white employment rate gap suggest that further research is needed to understand the employment differences among groups of people.
Bibliography Citation
Jones, Ethel B. and James E. Long. "Human Capital and Labor Market Employment: Additional Evidence for Women." Journal of Human Resources 14,2 (Spring 1979): 270-279.
2. Jones, Ethel B.
Long, James E.
Part-Week Work and Human Capital Investment by Married Women
Journal of Human Resources 14,4 (Fall 1979): 563-778.
Also: http://www.jstor.org/stable/145324
Cohort(s): Mature Women
Publisher: University of Wisconsin Press
Keyword(s): Earnings; Human Capital Theory; Job Training; Life Cycle Research; Part-Time Work; Wives

This paper uses NLS data to examine the relationship between part-week work and the wages and postschool human capital investment of married women. The empirical evidence presented is consistent with the hypothesis that part-week workers and their employers will have relatively lower incentive to invest in on-the-job training since part-week work means fewer hours in the labor market than full-week employment. The effect of part-week work by women on the male-female wage differential is ambiguous because the labor force participation of married women is discontinuous over the life cycle.
Bibliography Citation
Jones, Ethel B. and James E. Long. "Part-Week Work and Human Capital Investment by Married Women." Journal of Human Resources 14,4 (Fall 1979): 563-778.
3. Jones, Ethel B.
Long, James E.
Part-Week Work and Women's Unemployment
Review of Economics and Statistics 63,1 (February 1981): 70-76.
Also: http://www.jstor.org/stable/1924219
Cohort(s): Mature Women, Young Women
Publisher: Harvard University Press
Keyword(s): Health/Health Status/SF-12 Scale; Part-Time Work; Unemployment Duration; Work History

Permission to reprint the abstract has not been received from the publisher.

This report investigates differences in the spells and duration of unemployment between part-week and full-week workers. Once employee and labor market characteristics are introduced into the model, probability and duration of unemployment are found not to differ between the groups.
Bibliography Citation
Jones, Ethel B. and James E. Long. "Part-Week Work and Women's Unemployment." Review of Economics and Statistics 63,1 (February 1981): 70-76.
4. Jones, Ethel B.
Long, James E.
Women and Part-Week Work
Final Report, Employment and Training Administration, U.S. Department of Labor, 1978
Cohort(s): Mature Women, Young Women
Publisher: U.S. Department of Labor
Keyword(s): Children; Earnings; Employment; Health/Health Status/SF-12 Scale; Homogamy; Household Models; Husbands, Income; Unemployment

This two-part report examines four aspects of the part-week job association of married women: (1) the proportion experiencing part-week employment; (2) characteristics increasing the probability of part-week work; (3) the wage effect from part-week in the work-life history; and (4) and the impact upon her unemployment experience. The data base is the NLS of Young Women (l968-73) and of Mature Women (l967-72). Over a six-year period, three of every five women who worked held a part-week job. The work history usually showed both part-week and full-week. The test of a household decision-making model found young children, more children, a higher-income husband, a lower potential market wage, and poor health among significant factors increasing the probability of part-week employment. Intervals of part-week employment increased the current wage less than full-week. At particular periods of potential work-life, no work experience was less depreciating of future earnings than part-week employment. Compared with full-week, unemployment incidence was less frequent, and no consistent differences were observed with respect to duration or the multiplicity of spells of unemployment.
Bibliography Citation
Jones, Ethel B. and James E. Long. "Women and Part-Week Work." Final Report, Employment and Training Administration, U.S. Department of Labor, 1978.
5. Long, James E.
Are Government Workers Overpaid? Alternative Evidence
Journal of Human Resources 17,1 (Winter 1982): 123-131.
Also: http://www.jstor.org/stable/145528
Cohort(s): Older Men, Young Men
Publisher: University of Wisconsin Press
Keyword(s): Job Tenure; Job Turnover; Public Sector; Wages

Studies of employment using Smith's approach of measuring what comparable people earn in government relative to private employment show consistently and substantially higher pay for government workers, at least in terms of nominal wages and earnings. In the absence of comprehensive compensation data for individuals, an alternative test of whether government workers are underpaid is proposed. The finding that government employment reduces the probability of job quitting further suggests that government workers receive economic rents in the form of higher wages or greater fringe benefits in contrast to those in private jobs.
Bibliography Citation
Long, James E. "Are Government Workers Overpaid? Alternative Evidence." Journal of Human Resources 17,1 (Winter 1982): 123-131.
6. Long, James E.
Jones, Ethel B.
Labor Force Entry and Exit by Married Women: A Longitudinal Analysis
Review of Economics and Statistics 62,1 (February 1980): 1-6.
Also: http://www.jstor.org/stable/1924266
Cohort(s): Mature Women
Publisher: Harvard University Press
Keyword(s): Employment; Family Income; Husbands, Income; Wives; Work History

Permission to reprint the abstract has not been received from the publisher.

This article examines how a wife's year to year transition between labor force states is related to changes in market earnings potential. Findings reveal characteristics of women who will remain in the labor force. For example, the likelihood of a wife withdrawing from the labor market is somewhat higher for women giving birth to a child. Those who are likely to enter the labor force are those whose family capacity has increased, especially if their husbands' income has fallen.
Bibliography Citation
Long, James E. and Ethel B. Jones. "Labor Force Entry and Exit by Married Women: A Longitudinal Analysis." Review of Economics and Statistics 62,1 (February 1980): 1-6.
7. Long, James E.
Jones, Ethel B.
Married Women in Part-Time Employment
Industrial and Labor Relations Review 34,3 (April 1981): 413-425.
Also: http://www.jstor.org/stable/2522788
Cohort(s): Mature Women
Publisher: Cornell University Press
Keyword(s): Family Influences; Health/Health Status/SF-12 Scale; Husbands, Income; Job Tenure; Part-Time Work; Schooling; Wages; Work Experience

This study examines three aspects of the part-time employment pattern of working wives: (1) wives' characteristics; (2) the level and structure of their earnings in part-time jobs; and (3) the duration of their employment when part-time jobs are available to them. The findings indicate that husband's income, family size, and the wife's health, race, and previous work experience are among the variables influencing the probability that the wife works part time. In addition, the level of wages and returns to some investments in human capital are relatively lower in the part-time labor market. There are also similarities between earnings structure of part- time and full-time jobs. In conclusion, part-time work opportunities appear to increase the length of the working life of married women.
Bibliography Citation
Long, James E. and Ethel B. Jones. "Married Women in Part-Time Employment." Industrial and Labor Relations Review 34,3 (April 1981): 413-425.
8. Long, James E.
Jones, Ethel B.
Part-Week Work by Married Women
Southern Economic Journal 46,3 (January 1980): 716-725.
Also: http://www.jstor.org/stable/1057141
Cohort(s): Mature Women
Publisher: Southern Economic Association
Keyword(s): Children; Earnings; Family Resources; Husbands, Income; Part-Time Work; Schooling; Time Use; Wives

Over one-third of mature women who are married with spouse present choose part-week work (34 hours or less) when they participate in labor market activity. Using data from the NLS of Mature Women, the determinants of the wife's allocation of time among part-week work, full-week work, and nonmarket production are estimated. The findings suggest that, other things the same, wives working part-week have either lower market earnings potential, higher income spouses, more schooling or more and younger children than full-week workers. Productivity and income variables also differentiate part-week workers from wives not in the labor force.
Bibliography Citation
Long, James E. and Ethel B. Jones. "Part-Week Work by Married Women." Southern Economic Journal 46,3 (January 1980): 716-725.
9. Long, James E.
Link, Albert N.
The Impact of Market Structure on Wages, Fringe Benefits, and Turnover
Industrial and Labor Relations Review 36,2 (January 1983): 239-250.
Also: http://www.jstor.org/stable/2523075
Cohort(s): Older Men
Publisher: Cornell University Press
Keyword(s): Benefits, Fringe; Government Regulation; Job Turnover; Pensions; Quits; Unions; Wages; Work History

This paper examines the relationship between labor compensation and the structure of the product market, which is measured by the industry concentration ratio and by dummy variables for the existence and type of government regulation. Unlike previous studies that have estimated the impact of concentration and regulation on wages or earnings, this study extends the analysis to include the effect of market structure on employer-provided pensions and insurance and on voluntary labor turnover. The hypothesis that product market power raises labor compensation is supported by empirical results indicating that concentration increases wages and fringes but lowers voluntary labor turnover. Regulations that set minimum prices and restrict entry raise labor compensation, since wage premiums due to regulation are not offset by lower pensions and insurance or higher turnover. Other forms of regulation, such as profit regulation in public utilities, are found to reduce labor compensation, as evidenced by higher turnover or lower wages and fringes, or both.
Bibliography Citation
Long, James E. and Albert N. Link. "The Impact of Market Structure on Wages, Fringe Benefits, and Turnover." Industrial and Labor Relations Review 36,2 (January 1983): 239-250.