TY - JOUR
T1 - Union-Nonunion Gender Wage and Benefit Differentials across Establishment Sizes
AU - Wunnava, Phanindra V.
AU - Ewing, Bradley T.
N1 - Funding Information:
An earlier version of this paper was presented at a session on Unions and Internal Labor Markets at the Southern Economic Association Annual Conference in Baltimore, MD (November 1998), and at the NAEFA Annual Conference Roundtable 3 in New York City, NY (January 1999). We acknowledge the partial financial support from the National Science Foundation grant OSR-9350540. A part of this paper was completed when Wunnava was a visiting professor of economics at the University of North Carolina, Chapel Hill during the academic year 1999–2000. He thanks the UNC-CH economics department for collegial support. We would also like to thank John K. Mullen, Brian S. Levine, Daniel J. B. Mitchell, Tom Steinmeier, William Warren, an anonymous referee of this journal for their valuable comments, and Michael Lauze for his able research assistance. The usual caveat applies.
PY - 2000
Y1 - 2000
N2 - 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.
AB - 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.
UR - http://www.scopus.com/inward/record.url?scp=0034550643&partnerID=8YFLogxK
U2 - 10.1023/A:1026593429470
DO - 10.1023/A:1026593429470
M3 - Article
AN - SCOPUS:0034550643
SN - 0921-898X
VL - 15
SP - 47
EP - 57
JO - Small Business Economics
JF - Small Business Economics
IS - 1
ER -