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Author: Wunnava, Phanindra V.

Resulting in 6 citations.

1.	Chute, Benjamin W. Wunnava, Phanindra V.
1.	Is There a Link Between Employer-Provided Health Insurance and Job Mobility? Evidence from Recent Micro Data IZA Discussion Paper No. 8989, Institute for the Study of Labor (IZA), April 2015. Also: http://ftp.iza.org/dp8989.pdf Cohort(s): NLSY79 Publisher: Institute for the Study of Labor (IZA) Keyword(s): Benefits, Insurance; Insurance, Health; Job Turnover Permission to reprint the abstract has not been received from the publisher. This study investigates the prevalence and severity of job immobility induced by the provision of employer-sponsored health insurance -- a phenomenon known as 'job-lock'. Using data from the National Longitudinal Survey of Youth from 1994 to 2010, job-lock is identified by measuring the impact of employer-sponsored health insurance on voluntary job turnover frequency. Estimates from a logistic regression with random effects indicate that job-lock reduces voluntary job turnover by 20% per year. These results that are consistent with past research and are also supported by two alternative identification strategies employed in this paper. Our results indicate a persistence of the job-lock effect, despite two major policy interventions designed to mitigate it (COBRA and HIPAA) and signal a fundamental misunderstanding of its causes. Both policies made health insurance more portable between employers, but this paper presents evidence from a quasi-natural experiment to suggest that the problem is a lack of viable alternative private sources of health insurance. In this model, we find evidence that access to health insurance through one's spouse or partner dramatically increases voluntary job turnover. This finding has significant bearing on predicted impacts of the Patient Protection and Affordable Care Act (2010) and the individual health insurance exchanges catalyzed by it; these new markets will create risk pools that may 'unlock' a job-locked individual by providing them a viable alternative to employer-sponsored health insurance.
	Bibliography Citation Chute, Benjamin W. and Phanindra V. Wunnava. "Is There a Link Between Employer-Provided Health Insurance and Job Mobility? Evidence from Recent Micro Data." IZA Discussion Paper No. 8989, Institute for the Study of Labor (IZA), April 2015.

2.	Okunade, Albert A. Wunnava, Phanindra V.
2.	Availability of Health Insurance and Gender Differences in “Job-Lock” Behavior: Evidence from NLSY Journal of Forensic Economics 15,2 (Spring/Summer 2002): 195-204. Also: http://www.journalofforensiceconomics.com/doi/abs/10.5085/0898-5510-15.2.195 Cohort(s): NLSY79 Publisher: National Association of Forensic Economics Keyword(s): Benefits, Fringe; Benefits, Insurance; Gender Differences; Insurance, Health Permission to reprint the abstract has not been received from the publisher.
	Bibliography Citation Okunade, Albert A. and Phanindra V. Wunnava. "Availability of Health Insurance and Gender Differences in “Job-Lock” Behavior: Evidence from NLSY." Journal of Forensic Economics 15,2 (Spring/Summer 2002): 195-204.

3.	Wunnava, Phanindra V.
3.	Recent Longitudinal Evidence of Size and Union Threat Effects across Genders IZA Discussion Paper No. 6779, Institute for the Study of Labor (IZA), August 2012. Also: http://ftp.iza.org/dp6779.pdf Cohort(s): NLSY79 Publisher: Institute for the Study of Labor (IZA) Keyword(s): Benefits, Fringe; Firm Size; Gender Differences; Unions; Wage Effects; Wage Gap Permission to reprint the abstract has not been received from the publisher. Based on data from the National Longitudinal Surveys of Youth covering years 2000 through 2008, it is evident that both male and female workers in medium/larger establishments receive not only higher wages but also have a higher probability of participating in benefit programs than those in smaller establishments. This reinforces the well-documented ‘size’ effect. Further, the firm size wage effects are much larger for men than women. The union wage effect decreases with establishment size for both genders. This supports the argument that large nonunion firms pay higher wages to discourage the entrance of unions (i.e., the ‘threat’ effect argument). In addition, the union wage premium is higher for males for small and medium firm sizes relative to females. This implies that unions in the large establishments may have a role to play in achieving a narrowing of the gender union wage gap. In other words, the threat of unionization could reduce union wage premiums for both genders as firm size increases. Given the presence of noticeable gender differences in estimated union effects on the different components of the compensation structure, unions should not treat both genders similarly with respect to wages and benefits.
	Bibliography Citation Wunnava, Phanindra V. "Recent Longitudinal Evidence of Size and Union Threat Effects across Genders." IZA Discussion Paper No. 6779, Institute for the Study of Labor (IZA), August 2012.

4.	Wunnava, Phanindra V.
4.	Union-Nonunion Gender Benefit Differentials across Firm Sizes: Evidence from NLSY Presented: San Diego CA, Western Economic Association International Conference, June-July 2011 Cohort(s): NLSY79 Publisher: Western Economic Association International Keyword(s): Benefits; Firm Size; Gender Differences; Unions
	Bibliography Citation Wunnava, Phanindra V. "Union-Nonunion Gender Benefit Differentials across Firm Sizes: Evidence from NLSY." Presented: San Diego CA, Western Economic Association International Conference, June-July 2011.

5.	Wunnava, Phanindra V. Ewing, Bradley T.
5.	Union-Nonunion Differentials and Establishment Size: Evidence from the NLSY Journal of Labor Research 20,2 (March 1999): 177-183. Also: http://www.springerlink.com/content/v5u727756121r134/ Cohort(s): NLSY79 Publisher: John M. Olin Institute at George Mason University Keyword(s): Benefits, Fringe; Firm Size; Gender Differences; Leave, Family or Maternity/Paternity; Occupational Choice; Unions; Wages Permission to reprint the abstract has not been received from the publisher. Based on data from the National Longitudinal Surveys of Youth (NLSY), both male and female workers in larger establishments receive not only higher wages but also have a higher probability of receiving benefits than those in smaller establishments. This phenomenon reinforces the well documented size effect. This study also provides evidence of vast gender differences in estimated union effects on the different components of the compensation structure. Hence unions should not treat both genders similarly with respect to wages and benefits. Specifically, unions may be successful in attracting more female workers to join rank and file if unions could play an active role in making available maternity (paternity) leave, and also provided opportunities for women to join large establishments..
	Bibliography Citation Wunnava, Phanindra V. and Bradley T. Ewing. "Union-Nonunion Differentials and Establishment Size: Evidence from the NLSY." Journal of Labor Research 20,2 (March 1999): 177-183.

6.	Wunnava, Phanindra V. Ewing, Bradley T.
6.	Union-Nonunion Gender Wage and Benefit Differentials across Establishment Sizes Small Business Economics 15,1 (August 2000): 47-57. Also: http://www.springerlink.com/content/qp524wq23vm2216h/ Cohort(s): NLSY79 Publisher: Kluwer Academic Publishers Keyword(s): Benefits; Firm Size; Gender Differences; Leave, Family or Maternity/Paternity; Unions; Wage Differentials; Wages Permission to reprint the abstract has not been received from the publisher. Based on data from the National Longitudinal Surveys of Youth (NLSY), both male and female workers in larger establishments receive not only higher wages but also have a higher probability of receiving benefits than those in smaller establishments. This phenomenon reinforces the well documented size effect. This study also provides evidence of vast gender differences in estimated union effects on the different components of the compensation structure. Hence unions should not treat both genders similarly with respect to wages and benefits. Specifically, unions may be successful in attracting more female workers to join rank and file if unions could play an active role in making available maternity (paternity) leave, and also provided opportunities for women to join large establishments.
	Bibliography Citation Wunnava, Phanindra V. and Bradley T. Ewing. "Union-Nonunion Gender Wage and Benefit Differentials across Establishment Sizes." Small Business Economics 15,1 (August 2000): 47-57.

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