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Discussion Paper
Searching for Higher Job Satisfaction
Goldman, Leo; Koşar, Gizem; Smith, Kyle (2020-03-04)
Job-to-job transitions—those job moves that occur without an intervening spell of unemployment—have been discussed in the literature as a driver of wage growth. Economists typically describe the labor market as a “job ladder” that workers climb by moving to jobs with higher pay, stronger wage growth, and better benefits. It is important, however, that these transitions not be interspersed with periods of unemployment, both because such downtime could lead to a loss in accumulated human capital and because “on-the-job search” is more effective than searching while unemployed. Yet ...
Liberty Street Economics , Paper 20200304c

Discussion Paper
AI and the Labor Market: Will Firms Hire, Fire, or Retrain?
Abel, Jaison R.; Deitz, Richard; Emanuel, Natalia; Hyman, Benjamin (2024-09-04)
The rapid rise in Artificial Intelligence (AI) has the potential to dramatically change the labor market, and indeed possibly even the nature of work itself. However, how firms are adjusting their workforces to accommodate this emerging technology is not yet clear. Our August regional business surveys asked manufacturing and service firms special topical questions about their use of AI, and how it is changing their workforces. Most firms that report expected AI use in the next six months plan to retrain their workforces, with far fewer reporting adjustments to planned headcounts.
Liberty Street Economics , Paper 20240904b

Journal Article
Lifetime Earnings Differences across Black and White Individuals: Years Worked Matter
Glover, Andrew; Mustre-del-Rio, Jose; Pollard, Emily (2022-12-01)
In this article, Andrew Glover, José Mustre-del-Río, and Emily Pollard go beyond point-in-time measures of earnings and examine lifetime earnings differences between Black and white individuals. They find that, on average, Black individuals earn about one-third less than white individuals over the course of their lifetimes (a difference equivalent to about $550,000), though the size of this gap varies by sex and education level. In addition, they find that differences in years worked, which are not captured by point-in-time measures, contribute substantially to earnings differences between ...
Economic Review , Volume 108 , Issue no.1

Working Paper
Organizations, Skills, and Wage Inequality
Pinheiro, Roberto; Tasci, Murat (2017-05-05)
We extend an on-the-job search framework in order to allow firms to hire workers with different skills and skills to interact with firms? total factor productivity (TFP). Our model implies that more productive firms are larger, pay higher wages, and hire more workers at all skill levels and proportionately more at higher skill types, matching key stylized facts. We calibrate the model using five educational attainment levels as proxies for skills and estimate nonparametrically firm-skill output from the wage distributions for different educational levels. We consider two periods in time (1985 ...
Working Papers (Old Series) , Paper 1706

Working Paper
Firms, Skills, and Wage Inequality
Pinheiro, Roberto; Tasci, Murat (2019-04-19)
We present a model with search frictions and heterogeneous agents that allows us to decompose the overall increase in US wage inequality in the last 30 years into its within- and between-firm and skill components. We calibrate the model to evaluate how much of the overall rise in wage inequality and its components is explained by different channels. Output distribution per firm-skill pair more than accounts for the observed increase over this period. Parametric identification implies that the worker-specific component is responsible for 85 percent of this, compared to 15 percent that is ...
Working Papers , Paper 17-06R

Discussion Paper
An Update on the Reservation Wages in the SCE Labor Market Survey
Koşar, Gizem; Melcangi, Davide; Thomas, Sasha (2024-08-19)
The Federal Reserve Bank of New York’s July 2024 SCE Labor Market Survey shows a year-over-year increase in the average reservation wage—the lowest wage respondents would be willing to accept for a new job—to $81,147, but a decline from a series’ high of $81,822 in March 2024. In this post, we investigate how the recent dynamics of reservation wages differed across individuals and how reservation wages are related to individuals’ expectations about their future labor market movements.
Liberty Street Economics , Paper 20240819

Working Paper
Income Volatility and Portfolio Choices
Chang, Yongsung; Wang, Yicheng; Karabarbounis, Marios; Hong, Jay H. (2020-03-14)
Based on administrative data from Statistics Norway, we find economically significant shifts in households' financial portfolios around structural breaks in income volatility. When the standard deviation of labor-income growth doubles, the share of risky assets decreases by 4 percentage points. We ask whether this estimated marginal effect is consistent with a standard model of portfolio choice with idiosyncratic volatility shocks. The standard model generates a much more aggressive portfolio response than we see in the data. We show that Bayesian learning about the underlying volatility ...
Working Paper , Paper 20-01

Discussion Paper
Wage Pressures in the Labor Market: What Do They Say?
Hotchkiss, Julie L. (2021-06-03)
Wage pressures among the newly employed in low-wage service occupations appearto be the result of normal economic forces, likely reflecting demand surges for—and areluctant supply of—workers in occupations particularly hard hit by pandemic-inducedeconomic shutdowns.
Policy Hub , Paper 2021-05

Working Paper
Assessing Differences in Labor Market Outcomes Across Race, Age, and Educational Attainment
Research Department, Federal Reserve Bank of Kansas City (2017-04-01)
Broad indicators are often used to evaluate the health of the labor market but may mask disparities in outcomes across age, education, gender, and race. Understanding these disparate outcomes is part of the process of monitoring the labor market. As such, this paper summarizes work the research staff of the Federal Reserve Bank of Kansas City has done to better understand differences in labor market outcomes. Some of these findings reinforce earlier work, while others offer novel perspectives. {{p}} First, differences in outcomes across race remain substantial. Despite a significant increase ...
Research Working Paper , Paper RWP 17-3

Discussion Paper
Valuing Workplace Benefits
Koşar, Gizem; Van der Klaauw, Wilbert; Zafar, Basit (2017-06-02)
Workplace benefits—such as parental leave, sick leave, and flexible work arrangements—are increasingly being recognized as important determinants of differences in labor supply behavior, education and occupation choice, inequality in wages, and gender disparities in labor market outcomes. Researchers have argued that the failure of the United States to keep pace in providing more generous workplace benefits accounts for 29 percent of the decline in the nation’s labor force participation rate for women relative to that of other high-income countries in the Organisation for Economic ...
Liberty Street Economics , Paper 20170602

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