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Author: Parent, Daniel

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1.	Gibbons, Robert Katz, Lawrence F. Lemieux, Thomas Parent, Daniel
1.	Comparative Advantage, Learning, and Sectoral Wage Determination NBER Working Paper No. 8889, National Bureau of Economic Research, April 2002. Also: http://papers.nber.org/papers/w8889 Cohort(s): NLSY79 Publisher: National Bureau of Economic Research (NBER) Keyword(s): Endogeneity; Industrial Sector; Occupations; Skills; Wage Determination; Wage Differentials; Wages We develop a model in which a worker
	Bibliography Citation Gibbons, Robert, Lawrence F. Katz, Thomas Lemieux and Daniel Parent. "Comparative Advantage, Learning, and Sectoral Wage Determination." NBER Working Paper No. 8889, National Bureau of Economic Research, April 2002.

2.	Gibbons, Robert Katz, Lawrence F. Lemieux, Thomas Parent, Daniel
2.	Comparative Advantage, Learning, and Sectoral Wage Determination Journal of Labor Economics 23,4 (October 2005): 681-723. Also: http://www.jstor.org/stable/10.1086/491606 Cohort(s): NLSY79 Publisher: University of Chicago Press Keyword(s): Endogeneity; Labor Economics; Modeling; Skilled Workers; Skills; Vocational Preparation; Wages We develop a model in which a worker's skills determine the worker's current wage and sector. The market and the worker are initially uncertain about some of the worker's skills. Endogenous wage changes and sector mobility occur as labor market participants learn about these unobserved skills. We show how the model can be estimated using nonlinear instrumental variables techniques. We apply our methodology to study wages and allocation of workers across occupations and industries using individual-level panel data from the National Longitudinal Survey of Youth. We find that high-wage sectors employ high-skill workers and offer high returns to workers' skills. [ABSTRACT FROM AUTHOR]
	Bibliography Citation Gibbons, Robert, Lawrence F. Katz, Thomas Lemieux and Daniel Parent. "Comparative Advantage, Learning, and Sectoral Wage Determination." Journal of Labor Economics 23,4 (October 2005): 681-723.

3.	Heywood, John S. Parent, Daniel
3.	Performance Pay and the White-Black Wage Gap Journal of Labor Economics 30,2 (April 2012): 249-290. Also: http://www.jstor.org/stable/info/10.1086/663355 Cohort(s): NLSY79 Publisher: University of Chicago Press Keyword(s): Discrimination, Racial/Ethnic; Earnings; Panel Study of Income Dynamics (PSID); Performance pay; Racial Differences; Wage Determination; Wage Differentials We show that the reported tendency for performance pay to be associated with greater wage inequality at the top of the earnings distribution applies only to white workers. This results in the white-black wage differential among those in performance pay jobs growing over the earnings distribution even as the same differential shrinks over the distribution for those not in performance pay jobs. We show that this remains true even when examining suitable counterfactuals that hold observables constant between whites and blacks. We explore reasons behind our finding focusing on the interactions between discrimination, unmeasured ability, and selection.
	Bibliography Citation Heywood, John S. and Daniel Parent. "Performance Pay and the White-Black Wage Gap." Journal of Labor Economics 30,2 (April 2012): 249-290.

4.	Heywood, John S. Parent, Daniel
4.	Performance Pay, the Gender Gap, and Specialization within Marriage Journal of Labor Research 38,4 (December 2017): 387-427. Also: https://link.springer.com/article/10.1007/s12122-017-9256-5 Cohort(s): NLSY79 Publisher: Springer Keyword(s): Gender Differences; Marriage; Motherhood; Performance pay; Wage Gap; Wage Penalty/Career Penalty Permission to reprint the abstract has not been received from the publisher. We show that the large gender earnings gap at the top of the distribution (the glass ceiling) and the motherhood penalty are associated with each other and that both are uniquely associated with performance pay. These patterns appear consistent with specialization by gender. We show that among married couples with children, the hours worked by wives are strongly and persistently negatively correlated with earnings of the husbands only when those husbands work in performance pay jobs. There is no correlation between husbands' hours and wives' earnings.
	Bibliography Citation Heywood, John S. and Daniel Parent. "Performance Pay, the Gender Gap, and Specialization within Marriage." Journal of Labor Research 38,4 (December 2017): 387-427.

5.	MacLeod, W. Bentley Parent, Daniel
5.	Job Characteristics and the Form of Compensation Olin Working Paper No. 99-10, University of Southern California Law School, May 1999. Also: http://papers.ssrn.com/sol3/papers.cfm?abstract_id=167570 Cohort(s): NLSY79 Publisher: University of Southern California Law School Keyword(s): Current Population Survey (CPS) / CPS-Fertility Supplement; Job Characteristics; Labor Economics; Panel Study of Income Dynamics (PSID); Quality of Employment Survey (QES); Wage Models Permission to reprint the abstract has not been received from the publisher. In this paper we introduce a way to systematically organize the choice between different forms of compensation based upon observable job characteristics. Secondly, we explore the determinants of compensation based upon questionnaire responses concerning job characteristics and methods of pay contained in the Quality of Employment Survey (QES), the National Longitudinal Survey of Youth (NLSY), the Panel Study of Income Dynamics (PSID), and the Current Population Survey. The main conclusion is that there is no single model of the employment relationship that can explain the variation in compensation form. We draw upon both agency and incomplete contract models to study the interplay between job characteristics and compensation. Specific results include a) the number of tasks seems to be associated with the use of incomplete contracts; b) jobs with high power incentives (piece or commission rates) tend to be associated with more worker autonomy and fewer tasks performed than hourly paid or salary jobs; c) tight labor market conditions tend to be associated with increased use of bonuses and promotions.
	Bibliography Citation MacLeod, W. Bentley and Daniel Parent. "Job Characteristics and the Form of Compensation." Olin Working Paper No. 99-10, University of Southern California Law School, May 1999.

6.	MacLeod, W. Bentley Parent, Daniel
6.	Job Characteristics, Wages, and the Employment Contract Federal Reserve Bank of St. Louis Review 81,3 (May-June 1999): 13-27. Also: http://ideas.repec.org/a/fip/fedlrv/y1999imayp13-27n3.html Cohort(s): NLSY79 Publisher: Federal Reserve Bank of St. Louis Keyword(s): Panel Study of Income Dynamics (PSID); Wages Permission to reprint the abstract has not been received from the publisher. Part of a special issue on labor markets and macroeconomics explores some of the determinants of compensation in the U.S. Compensation models are developed that make predictions grounded in observed job characteristics and attempt to demonstrate how compensation form may react to changes in both the nature of work and labor-market conditions. Data are drawn from the National Longitudinal Survey of Youth and from the Panel Study on Income Dynamics. Findings reveal that compensation systems depend on explicit performance measures when these accurately measure the contribution of work. Findings also reveal that the amount of bonus pay depends on the condition of the local labor market.
	Bibliography Citation MacLeod, W. Bentley and Daniel Parent. "Job Characteristics, Wages, and the Employment Contract." Federal Reserve Bank of St. Louis Review 81,3 (May-June 1999): 13-27.

7.	Parent, Daniel
7.	Incentives? The Effect of Profit Sharing Plans Offered by Previous Employers on Current Wages Economics Letters 83,1 (April 2004): 37-43. Also: http://www.sciencedirect.com/science/article/pii/S0165176503003239 Cohort(s): NLSY79 Publisher: Elsevier Keyword(s): Benefits; Benefits, Fringe; Skills; Wage Effects; Wages Using National Longitudinal Survey of Youth (NLSY) data, I investigate the relationship between wages and the use of profit sharing plans by current and past employers. I find a significant wage effect of profit sharing plans in previous jobs. Also, controlling for past plans eliminates the wage effect of current plans. [Copyright 2004 Elsevier]
	Bibliography Citation Parent, Daniel. "Incentives? The Effect of Profit Sharing Plans Offered by Previous Employers on Current Wages." Economics Letters 83,1 (April 2004): 37-43.

8.	Parent, Daniel
8.	Industry-Specific Capital and the Wage Profile: Evidence from the National Longitudinal Survey of Youth and the Panel Study of Income Dynamics Journal of Labor Economics 18,2 (April 2000): 306-323. Also: http://www.jstor.org/stable/10.1086/209960 Cohort(s): NLSY79 Publisher: University of Chicago Press Keyword(s): Firms; Industrial Classification; Panel Study of Income Dynamics (PSID); Wages Using data from the National Longitudinal Survey of Youth (1979-96) and the Panel Study of Income Dynamics (1981-91), I seek to determine whether there is any net positive return to tenure with the current employer once we control for industry-specific capital. Including total experience in the industry as an additional explanatory variable, I show that the return to seniority is markedly reduced using GLS while it virtually disappears using IV-GLS, at both the one-digit and three-digit levels. Therefore, it seems that what matters most for the wage profile in terms of human capital is industry-specificity, not firm-specificity.
	Bibliography Citation Parent, Daniel. "Industry-Specific Capital and the Wage Profile: Evidence from the National Longitudinal Survey of Youth and the Panel Study of Income Dynamics." Journal of Labor Economics 18,2 (April 2000): 306-323.

9.	Parent, Daniel
9.	Methods of Pay and Earnings: A Longitudinal Analysis Industrial and Labor Relations Review 53,1 (October 1999): 71-86. Also: http://www.jstor.org/stable/2696162 Cohort(s): NLSY79 Publisher: New York State School of Industrial and Labor Relations, Cornell University Keyword(s): Children; Schooling; Wage Effects; Wages; Work Experience Using data from the National Longitudinal Survey of Youth (1988-90), the author investigates the relationship between methods of pay, including piece rates and bonuses, and the level and variance of wages. Among men, piece rate workers earned a premium compared to other workers, but the evidence on bonuses is mixed. The author finds evidence that female piece rate workers earned more than other female workers once a control variable for the presence of dependents is interacted with the piece rate variable. With controls for the wage effects of schooling and experience, unobserved worker productivity is found to have accounted for most of the wage variance among both male and female piece rate workers; wage variance among workers not having explicit pay for performance schemes, in contrast, was predominantly due to other factors.
	Bibliography Citation Parent, Daniel. "Methods of Pay and Earnings: A Longitudinal Analysis." Industrial and Labor Relations Review 53,1 (October 1999): 71-86.

10.	Parent, Daniel
10.	Wages and Mobility: the Impact of Employer-Provided Training Journal of Labor Economics 17,2 (April 1999): 298-317. Also: http://www.jstor.org/stable/10.1086/209922 Cohort(s): NLSY79 Publisher: University of Chicago Press Keyword(s): Heterogeneity; Mobility; Training, On-the-Job; Wages, Youth Using data from the National Longitudinal Survey of Youth, this article examines the impact of employer-provided training on the wage profile and on the mobility of young workers. The main results are that: 1. training with the current employer has a positive effect on the wage, 2. employers seem to reward skills acquired through training with previous employers as much as skills they provide themselves, and 3. part of the skills acquired through training programs provided by the current employer seem to be fairly specific as they are shown to reduce mobility, even after controlling for unobserved heterogeneity.
	Bibliography Citation Parent, Daniel. "Wages and Mobility: the Impact of Employer-Provided Training." Journal of Labor Economics 17,2 (April 1999): 298-317.

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