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Journal articles on the topic 'Wages'
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1
ÓCIO, DOMINGO ZURRON. "Salários e política salarial." Brazilian Journal of Political Economy 6, no. 2 (April 1986): 171–92. http://dx.doi.org/10.1590/0101-31571986-2005.
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RESUMO A partir de dados alternativos, construímos um Índice Geral de Salários para a indústria de transformação, entre 1961 e 1984. Sua desagregação permitiu analisar a evolução dos salários reais e das remunerações reais das oito categorias profissionais. Verificamos que os rendimentos dependem, em primeiro lugar, da condução do ciclo econômico e, secundariamente, de fatores relacionados à estrutura organizacional empresarial, movimento sindical e política salarial do governo. O salário-mínimo oficial não parece determinar a taxa salarial; seu maior impacto diz respeito ao setor informal.
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Knell, Markus. "Efficiency wages, staggered wages, and union wage-setting." Oxford Economic Papers 66, no. 3 (March 24, 2014): 848–70. http://dx.doi.org/10.1093/oep/gpu016.
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Putera, Zulfikar. "IMPLEMENTASI UPAH MINIMUM KOTA DALAM MENINGKATKAN KESEJAHTERAAN PEKERJA DI KOTA KENDARI (Studi di Kota Kendari)." Jurnal Pendidikan Kewarganegaraan 9, no. 2 (December 20, 2019): 66. http://dx.doi.org/10.20527/kewarganegaraan.v9i2.7555.
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The implementation of Kendari City Minimum Wage has not gone well, there is no regulation that can accommodate the interests of workers and companies, the interpretation that minimum wages are basic wages and other benefits wages need to be continued that the minimum wage is the basic wage other than the wages of other benefitsKeyword : Minimum Wage, Welfare
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Tyler, Denise, Olga Khavjou, Melissa Hunter, Marie Squillace, Judith Dey, and Iara Oliveira. "EFFECT OF STATE WAGE POLICIES ON DIRECT CARE WORKER WAGES." Innovation in Aging 6, Supplement_1 (November 1, 2022): 249. http://dx.doi.org/10.1093/geroni/igac059.987.
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Abstract Direct care workers (DCWs) have low wages and some states have tried to improve their wages through policies such as Medicaid wage pass-throughs and wage floors specific to DCWs. The purpose of this study was to examine the wages of DCWs in comparison to those of other entry level workers and assess the effect of state wage policies on changes in DCW wages. We analyzed state-level hourly wages using Bureau of Labor Statistics (BLS) data for two categories of DCWs separately—(1) home health and personal care aides and (2) nursing assistants and compared these to wages for other entry-level workers. Results show that many states that implemented policies to improve the wages of DCWs reduced the gap between these workers’ wages and the wages of other entry-level workers, but the gap was still substantial in many states. Additional efforts will be needed to increase DCW wages.
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Hirasawa, Katsuhiko, and Wenjing Shi. "The Structure of Wage and Salary Administration in Japan." NCC Journal 8, no. 1 (December 31, 2023): 127–33. http://dx.doi.org/10.3126/nccj.v8i1.63740.
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The purpose of this paper is to reveal the basic structure of wage administration in Japan. Total wages are the subject of labor-management negotiations in Japan. The base wage (average rate) serves as a basis for negotiations. This means that wage negotiations in Japan are conducted between labor and management within the framework of administration. Negotiations over average wages were proposed by the government immediately after the defeat in the war to stabilize prices. Originally, labor unions demanded minimum wages by age group. However, the method of negotiation over average wages has been rooted in the rise of labor-management cooperative labor unions. In this way, a structure has been established in which total wages are determined through negotiations over average wages on the assumption of labor-management cooperative labor unions, and total wages are allocated to individual employees based on seniority. This, along with the centralization of wage negotiations to management and labor union leaders, has led to a decline in employee interest in wages through the backdown of wage negotiations in the workplace.
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Chapman, Leah Elizabeth, Seth A. Berkowitz, Alice Ammerman, Molly De Marco, Shu Wen Ng, Catherine Zimmer, and Caitlin E. Caspi. "Association between hourly wages and dietary intake after the first phase of implementation of the Minneapolis minimum wage ordinance." Public Health Nutrition 24, no. 11 (February 26, 2021): 3552–65. http://dx.doi.org/10.1017/s1368980021000707.
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AbstractObjective:In 2018, Minneapolis began phased implementation of an ordinance to increase the local minimum wage to $15/h. We sought to determine whether the first phase of implementation was associated with changes in frequency of consumption of fruits and vegetables (F&V), whole-grain-rich foods, and foods high in added sugars among low-wage workers.Design:Natural experiment.Setting:The Wages Study is a prospective cohort study of 974 low-wage workers followed throughout the phased implementation of the ordinance (2018–2022). We used difference-in-difference analysis to compare outcomes among workers in Minneapolis, Minnesota, to those in a comparison city (Raleigh, North Carolina). We assessed wages using participants’ pay stubs and dietary intake using the National Cancer Institute Dietary Screener Questionnaire.Participants:Analyses use the first two waves of Wages data (2018 (baseline), 2019) and includes 267 and 336 low-wage workers in Minneapolis and Raleigh, respectively.Results:After the first phase of implementation, wages increased in both cities, but the increase was $0·84 greater in Minneapolis (P = 0·02). However, the first phase of the policy’s implementation was not associated with changes in daily frequency of consumption of F&V (IRR = 1·03, 95 % CI: 0·86, 1·24, P = 0·73), whole-grain-rich foods (IRR = 1·23, 95 % CI: 0·89, 1·70, P = 0·20), or foods high in added sugars (IRR = 1·13, 95 % CI: 0·86, 1·47, P = 0·38) among workers in Minneapolis compared to Raleigh.Conclusions:The first phase of implementation of the Minneapolis minimum wage policy was associated with increased wages, but not with changes in dietary intake. Future research should examine whether full implementation is associated dietary changes.
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Aldan, Altan, and Hatice Burcu Gürcihan Yüncüler. "Real wages and the business cycle in Turkey." Acta Oeconomica 72, no. 1 (March 25, 2022): 105–21. http://dx.doi.org/10.1556/032.2022.00006.
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Abstract The article analyzes the direction and scope of the responsiveness of real wages to the business cycle in Turkey using longitudinal data from 2005 to 2015. We found that wages in Turkey are procyclical; one percentage point increase in the unemployment rate induces a 0.6% decline in real wages. There is a variation in the patterns along the lines of wage distribution among the subgroups with relations to skills. Less-educated workers have acyclical wages. Compatible with this evidence, we found that the workers who earn around the minimum wage also have acyclical wages. High share of minimum wage earners suppresses wage cyclicality. Consistent with strict employment protection legislation and loose wage determination, wages of relatively high-income employees who mostly have formal work arrangements are procyclical.
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Acharya, Sarthi. "Wages and wage determination." Indian Journal of Labour Economics 60, no. 3 (September 2017): 303–8. http://dx.doi.org/10.1007/s41027-018-0108-5.
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Meriküll, Jaanika, and Pille Mõtsmees. "Do you get what you ask? The gender gap in desired and realised wages." International Journal of Manpower 38, no. 6 (September 4, 2017): 893–908. http://dx.doi.org/10.1108/ijm-11-2015-0197.
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Purpose The purpose of this paper is to study gender differences in wage bargaining by comparing the unexplained wage gap in desired, realised and reservation wages. Design/methodology/approach The notion of desired wages is applied, which shows workers’ first bet to potential employers during the job-search process. A large job-search data set is drawn from the main Estonian electronic job-search site CV Keskus. Findings It is found that the unexplained gender wage gap is around 20 per cent in desired wages and in realised wages, which supports the view that the gender income gap in expectations compares well with the realised income gap. The unexplained gender wage gap is larger in desired wages than in reservation wages for unemployed individuals, and this suggests that women ask for wages that are closer to their reservation wages men do. Occupational and sectoral mobility is unable to explain a significant additional part of the gender wage gap. Originality/value The paper adds to the scarce empirical evidence on the role of the non-experimental wage negotiation process in the gender wage gap. In addition, the authors seek to explain one of the largest unexplained gender wage gaps in Europe, the one in Estonia, by introducing a novel set of variables for occupational and sectoral mobility from a lengthy retrospective panel.
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Elma Suci Oktaviyani and Ratna Yunita. "Sistem Pemberian Upah Untuk Meningkatkan Kesejahteraan Anak Buah Kapal Perspektif Ekonomi Syariah." Niqosiya: Journal of Economics and Business Research 4, no. 01 (June 25, 2024): 15–21. http://dx.doi.org/10.21154/niqosiya.v4i01.3198.
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Wages or ijarah are an important component in the world of work because wages are directly related to workers' welfare. According to Islamic economic theory, wages must contain the principle of justice in them. This research aims to determine and analyze the wage system to improve the welfare of Putra Samudra's crew members and to determine and analyze the implementation of the ship crew's wage system from a Sharia economic perspective. This research is field research using qualitative methods. The research results show that 1) The wage system implemented on the Putra Samudra Ship uses a time-term wage system consisting of daily wages and weekly wages. With these two systems in place, the amount of wages that must be paid by the Putra Samudra ship is not yet high when compared to the risks faced by the crew. However, to improve the welfare of fishermen, ship owners use a bonus wage system that can be used to meet the needs of fishermen and their families. 2) Based on the Sharia economic perspective regarding the implementation of the wage system on the Putra Samudra ship, in practice there is injustice in the giving of wages to the crew by the ship owner, namely the equality of nominal bonus wages between diligent fishermen and lazy fishermen.
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Draca, Mirko, Stephen Machin, and John Van Reenen. "Minimum Wages and Firm Profitability." American Economic Journal: Applied Economics 3, no. 1 (January 1, 2011): 129–51. http://dx.doi.org/10.1257/app.3.1.129.
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We study the impact of minimum wages on firm profitability, exploiting the changes induced by the introduction of a UK national minimum wage in 1999. We use pre-policy information on the distribution of wages to implement a difference-in-differences approach. Minimum wages raise wages, but also significantly reduce profitability (especially in industries with relatively high market power). This is consistent with a simple model where wage gains from minimum wages map directly into profit reductions. There is some suggestive evidence of longer run adjustment to the minimum wage through falls in net entry rates. (JEL J31, J38, L25)
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Prasetiyo, Arif, and Siti Hajati Hoesin. "Implementation of The Provision of Wages Below the Minimum Wage Provisions in Micro Enterprises and Small Businesses." Khazanah Hukum 4, no. 2 (July 4, 2022): 106–13. http://dx.doi.org/10.15575/kh.v4i2.19242.
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This research is based on the application of wages below the minimum wage for businesses that meet the criteria for micro and small businesses. As it is known that the provisions of the district and city minimum wages are a form of safety net for the economic life of Indonesian workers. However, often a common problem for micro and small businesses is that they cannot meet the minimum wage requirements because the economic capacity of their own businesses is different from that of large businesses. Through the Employment Creation Act, the government finally made changes to the labor cluster by providing special rules for micro and small businesses in terms of providing wages below the minimum wage. The problems that will be studied in this research are regarding the requirements to be able to provide wages below the minimum wage provisions and how to provide wages under the minimum wage provisions. The method used by the author in this study is a normative juridical research. The results of the research are an explanation of the conditions for businesses that can pay their workers' wages below the minimum wage, how to make a Collective Agreement so that they can pay wages below the minimum wage.
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Effendy, D. Andry, and Faisal Santiago. "Law Enforcement Through Criminal Sanctions for Employers' Violations of Workers' Wages in Indonesia." Journal of Social Research 2, no. 7 (June 30, 2023): 2456–62. http://dx.doi.org/10.55324/josr.v2i7.1210.
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Wages are a form of appreciation given by employers for the services that have been done by workers. Wages are able to ensure the welfare of workers. However, in reality there are still wage violations in Indonesia, such as in terms of nominal wages. Nominal wages that are not in accordance with the provisions will interfere with worker welfare and reduce worker productivity. Wages must be guaranteed by law so that the essence of the function of wages can be realized. Therefore, research is needed on criminal sanctions as law enforcement of employers' violations of workers' wages in Indonesia. The objectives of this study include (1) explaining the forms of employer violations against workers' wages in Indonesia and (2) explaining the forms of criminal sanctions for employers' violations of workers' wages as an effort to enforce the law in Indonesia. This research is based on qualitative and uses an analytical descriptive approach, and is normative juridical. Forms of employer violations against workers' wages in Indonesia consist of nominal wage violations, late payment of workers' wages, and employers' unwillingness to pay workers' wages. Criminal sanctions as an effort to enforce the law are realized through Government Regulation in Lieu of Law of the Republic of Indonesia Number 2 of 2022 concerning Job Creation paragraphs (1) and (2) for violations in the event that the nominal wage is less than the provisions. The forms of violations of late payment of wages and the unwillingness of employers to pay workers' wages are subject to criminal sanctions listed in paragraph 61 paragraph (1) of Government Regulation (PP) concerning Wages.
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Lyons, Michael, and Meg Smith. "Children's Services, Wages and Workchoices." Australasian Journal of Early Childhood 32, no. 3 (September 2007): 26–32. http://dx.doi.org/10.1177/183693910703200305.
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IN MARCH 2006 the Industrial Relations Commissions of New South Wales and Queensland utilised their equal-remuneration wage-fixing principles to address the gender undervaluation of childcare work. In doing so the tribunals explicitly rejected employer arguments used in the past to limit increases in award rates of pay for childcare workers. While these decisions were thought to have a wide ranging impact on a significant area of feminised work, their influence is likely to be short-lived. The introduction of the Howard Government's new federal workplace relations system under the WorkChoices legislation provides employers with the opportunity to reargue the NSW and Queensland equal-remuneration cases. This opportunity is facilitated by the operation of the award ‘rationalisation’ process and the determination of minimum wages and classification scales by the new Australian Fair Pay Commission. Some employers are utilising these opportunities to argue for cuts to the award wages of childcare workers, both in nominal and real terms. In this context it is difficult to conclude that the federal WorkChoices wage-fixing system is a fair system.
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Schmieder, Johannes F., Till von Wachter, and Stefan Bender. "The Effect of Unemployment Benefits and Nonemployment Durations on Wages." American Economic Review 106, no. 3 (March 1, 2016): 739–77. http://dx.doi.org/10.1257/aer.20141566.
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We estimate that unemployment insurance (UI) extensions reduce reemployment wages using sharp age discontinuities in UI eligibility in Germany. We show this effect combines two key policy parameters: the effect of UI on reservation wages and the effect of nonemployment durations on wage offers. Our framework implies if UI extensions do not affect wages conditional on duration, then reservation wages do not bind. We derive resulting instrumental variable estimates for the effect of nonemployment durations on wage offers and bounds for reservation wage effects. The effect of UI on wages we find arises mainly from substantial negative nonemployment duration effects. (JEL J31, J64, J65)
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Maycock, Matthew, and Daniel McGregor. "‘I do enjoy the work, but I think the wages in the jails are shocking’: Analysing prisoner wages as a pain of imprisonment using Foucault's artifice." Incarceration 4 (January 2023): 263266632311707. http://dx.doi.org/10.1177/26326663231170767.
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Until now, wages in prison and the meanings associated with them have been relatively overlooked within penology. This study analyses findings from a research project conducted between 2019 and 2021 that explores multiple meanings attached to prisoner wages. Through the analysis of 29 semi-structured interviews were conducted with a cohort of purposely selected people in custody across three prisons in Scotland, this study provides unique and rich insights into prison wages. Themes analysed include comments relating to wage rates and what emerges as a particularly tenuous link between wages within and outside prison. Receiving a weekly wage close to the hourly UK minimum wage was seen as an integral part of the life in prison and compounded feelings of detachment to life outside of prison. Our findings also indicate that sentiments associated with prison wages are significantly shaped by pre-prison experience of wages. The impact of imprisonment in relation to prison wages are stratified by income, given the differences in experience related to pre-prison employment and wage levels. Our paper also situates prison wages within a wider context through engaging with Foucault's notion of ‘artifice’ which served to develop an understanding of the logic behind the low levels of remuneration for prison work. Our study has relevance in all prison jurisdictions where people in custody receive wages significantly less than local minimum wage legislation or sectoral tariffs would normally dictate.
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Perry, Bryan, Kerk Phillips, and David E. Spencer. "Real wages and monetary policy: a DSGE approach." Journal of Economic Studies 42, no. 5 (October 12, 2015): 734–52. http://dx.doi.org/10.1108/jes-01-2014-0008.
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Purpose – Studies of the cyclical behavior of real wages have identified monetary shocks and examined the response of real wages and output or employment. A finding that real wages are procyclical in response to a positive monetary policy shock is taken as evidence that prices are stickier than wages. The purpose of this paper is to show that factors other than wage and price stickiness affect the response of real wages to a monetary policy shock. Design/methodology/approach – The authors simulate two prominent dynamic stochastic general equilibrium models under a variety of parameter values and examine the cyclicality of the real wage. Findings – The authors offer robust evidence that the real wage response to monetary policy is affected in important ways by properties of the economy other than stickiness of wages and prices, such as the importance of intermediate goods in the production process and the size of key elasticities. Consequently, the authors cannot appropriately infer the relative stickiness of wages and prices from examining only the response of real wages to a monetary policy shock. Originality/value – The authors show in this study that examining the response of real wages is not enough to sort out the relative stickiness of prices and wages.
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Mira, Humairah. "Relevansi Konsep Upah Pengemudi Ojek Online Perspektif Yusuf Qardhawi." Jurnal Ilmiah Ekonomi Islam 10, no. 1 (March 16, 2024): 735. http://dx.doi.org/10.29040/jiei.v10i1.12186.
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According to Yusuf Qardhawi, the concept of wages is that wages are determined based on an agreement between both parties. The wages given must be commensurate with the work and the workers' needs so that they can live a decent life in society. The aim of this research is to identify the relevance of the wage concept offered by Yusuf Qardhawi to the implementation of wages for Jasku Pamekasan online motorcycle taxi drivers. This research uses qualitative research, where the data is obtained from observations, interviews and documentation. The data obtained is used as material that is relevant to Yusuf Qhardawi's thinking. The results of this research explain that Jasku owners apply the concept of wages from Yusuf Qardhawi's perspective, namely the concept of fair and honest wages. Jasku's wage system uses a profit sharing system. The owner of Jasku announces the wage system in advance before work begins. The more diligent and active they are in their work, the more wages they will get.
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Pirdayanti, Yupi, Chaerul Shaleh, and Elvi Nilda. "Politik Hukum Ekonomi Syariah Dalam Undang-Undang Cipta Kerja." Jurnal Hukum Ekonomi Syariah : AICONOMIA 1, no. 1 (February 3, 2023): 31–39. http://dx.doi.org/10.32939/acm.v1i1.1907.
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Wage policy has an urgency that affects the operational aspects of the company's business. In addition, the issue of wages has become a sensitife matter among workers. This is because the wages earned by a worker represent the value of the worker. Islam as a religion of mercy for all nature, the principles of wages in the Islamic Economy include fair and worthy. This research will discuss the comparison between wages in the Job Creation Law and the politics of sharia economic law. This comparison will explain how the wage process is regulated in the Job Creation Law and wages based on sharia economic law. Research uses comparative descriptive methods to find differences and relevance in the implementation of Islamic law in the wage system. The results showed that both principles of wages in the Islamic economy have been implemented in wages in Indonesia even though some employers have not been able to provide eligibility for their workers.
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Hipkin, I. B. "A comparison of actual and minimum wages in the iron and steel industry (1978-1983)." South African Journal of Business Management 21, no. 1/2 (March 31, 1990): 40–46. http://dx.doi.org/10.4102/sajbm.v21i1.915.
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In 1983 two million employees in South Africa were subject to minimum wages in terms of industrial council or wage board legislation. Studies of wage determination have been hampered by the lack of knowledge of actual wage rates. This paper compares the wage rates as laid down by the Industrial Council for the Iron. Steel, Engineering and Metallurgical Industry with the wages contained in a national salary survey, the latter representing 'actual' market wages. A job evaluation system has been used as the basis of comparison between the minimum and market rates. Both minimum and actual wages display similar characteristics in that the lowest levels have received the greatest (real) increases over the period under consideration. The upper skilled levels have seen a decrease in wages in real terms, with increases in actual wages being lower than the rates at which the minimum rates have increased. Explanations are sought both from an economic and a socio-political point of view.
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Hipkin, I. B. "A comparison of actual and minimum wages in the iron and steel industry (1978-1983)." South African Journal of Business Management 21, no. 1/2 (March 31, 1990): 40–46. http://dx.doi.org/10.4102/sajbm.v21i1/2.915.
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In 1983 two million employees in South Africa were subject to minimum wages in terms of industrial council or wage board legislation. Studies of wage determination have been hampered by the lack of knowledge of actual wage rates. This paper compares the wage rates as laid down by the Industrial Council for the Iron. Steel, Engineering and Metallurgical Industry with the wages contained in a national salary survey, the latter representing 'actual' market wages. A job evaluation system has been used as the basis of comparison between the minimum and market rates. Both minimum and actual wages display similar characteristics in that the lowest levels have received the greatest (real) increases over the period under consideration. The upper skilled levels have seen a decrease in wages in real terms, with increases in actual wages being lower than the rates at which the minimum rates have increased. Explanations are sought both from an economic and a socio-political point of view.
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Kolar, Gašper, and Nejc Fir. "Wage Function Estimation of Estonia and Latvia." Naše gospodarstvo/Our economy 70, no. 1 (March 1, 2024): 34–49. http://dx.doi.org/10.2478/ngoe-2024-0004.
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Abstract The study of wage determinants goes back to the beginning of economic science, with theoretical and empirical foundations providing the basis for the specification of a model of the wage function. Using the OLS method, we study the determinants of real wages for Estonia between 2006Q3 and 2022Q3 and Latvia between 2004Q1 and 2022Q3. The lagged dependent variable exerts the most considerable impact on real wages, i.e., real wages in the preceding quarter. We find that unemployment has a relatively larger impact on real wage dynamics than real productivity in the Latvian than in Estonian model. In the Estonian model, real productivity has a relatively stronger impact than unemployment in explaining real wages. In both countries, changes in real productivity impact real wages with a one-quarter lag. The findings on the relative influence of real wage determinants guide economic policymakers in targeting measures that could increase real wages in both countries.
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Nurhayati, Siti, Emi Wakhyuni, and Syaiful Asmi Hasibuan. "Enforcement of Labor Wages Below the Minimum Standard Reviewed from Government Regulation (PP) Number 36 of 2021 concerning Wages and Islamic Law." International Journal of Research and Review 10, no. 4 (April 21, 2023): 340–49. http://dx.doi.org/10.52403/ijrr.20230442.
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The implementation of labor wages should be adjusted to the minimum wage set by the government, but the implementation of labor wages below the minimum standard carried out by several companies is interesting to study the implementation of labor wages below the minimum standard that is justified, considering that wages are an important aspect for workers to be able to live a decent life. The suspension of the minimum wage is a way out for companies that have not been able to meet the minimum wage payments. This applies before the passing of the Job Creation Law, where companies can apply for suspension of minimum wage payments to the local Governor/Regional Head. Then in order to ensure the ability and sustainability of a company, Law Number 11 of 2020 concerning Job Creation which was later clarified by PP Number 36 of 2021 concerning Wages contains new provisions, namely that the minimum wage is excluded for micro and small businesses with certain provisions and criteria. In the regulation, it is explained that companies are required to provide wages as the minimum wage that has been determined and there are sanctions for companies that do not run it.Regarding wages in Islamic law, the determination of wages (ujrah) of workers strictly upholds the principles of justice and sufficiency. The main principle of justice lies in the clarity of the contract (transaction) and commitment on the basis of willingness to do it (from the contractor). Therefore, Islam strongly prioritizes the principle of justice in all aspects including economic aspects, especially in determining wages for workers or laborers, so it is necessary to have a work agreement between workers and employers so that there is no arbitrariness of employers against their workers. The provision of time in work determined, as well as the amount of the wage payment system and the reference amount of wages that must be issued, is a very striking general difference from the concept used in Islamic Law and Government Regulation Number 36 of 2021 concerning Wages. Keywords: Wage, Labor, Government Regulation (PP), Islamic Law
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Dubnovitskaya, Anastasia, and Kirill Furmanov. "Relative wage as a determinant of pay satisfaction in Russia." Applied Econometrics 66, no. 2 (2022): 99–117. http://dx.doi.org/10.22394/1993-7601-2022-66-99-117.
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We use the RLMS‐HSE data of Russian workers to investigate the relationship between pay satisfaction and both absolute and relative wages (relative wage is a ratio of the actual wage to the expected wage of an individual with a given vector of attribute). We found that the contribution of relative wages to pay satisfaction differs greatly for the relatively poor and rich workers (whose wages are lower and higher than the expected level respectively) with a greater effect of relative wages on pay satisfaction for relatively rich people rather than relatively poor ones.
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Radović-Stojanović, Jelena, Jovana Đerić, and Ratko Ljubojević. "Nominal and real wages in the Republic of Serbia 2001-2020." Ekonomika 68, no. 3 (2022): 71–89. http://dx.doi.org/10.5937/ekonomika2203071r.
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The aim of this paper is to present, decompose and analyze time series of average gross and net nominal and real wages in the Republic of Serbia. The paper presents monthly time series of wages for the period from January 2001 to December 2020. Time time series of wages are seasonally adjusted using the software JDemetra +, ver. 2.1.0 and the X13-ARIMA program. Real gross and net wages were obtained by dividing the series of nominal average gross and net wages by the retail price index (until January 2009) and then by the consumer price index (since January 2009). It has been noticed that there are three periods in the movement of time series of wages. In the period before the Global Financial and Economic Crisis (2000-2008), nominal and real wages recorded a strong upward trend. In the post-crisis period, from 2009 to 2017, there was a slowdown in wage growth. In that period, nominal wages were rising, and as a consequence of inflation, real wages stagnated. In the third period, from 2018-2020, due to wage growth in the public sector and low and stable inflation rates, both nominal and real wages have been growing. The beginning of each of these three periods coincides with changes in the methodology of calculating the average wage, which affected the appearance and variability of time series of wages, and especially the seasonal component in the series.
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Žiogelytė, Laura. "WAGE CHANGE IN THE LITHUANIAN LABOUR MARKET." Mokslas - Lietuvos ateitis 2, no. 2 (April 30, 2010): 119–25. http://dx.doi.org/10.3846/mla.2010.044.
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In a market, the labour force of the population can be sold and bought. The wage is the price or the monetary value of the labour force. The wage rate depends on the key internal and external factors. In a market economy, remuneration for work becomes the object of negotiation between the employer and the employee. In order to legally implement this negotiation, we need to describe the term of the wage, wage systems, wage structure, functions and other issues. The article deals with the theoretical issues relating to wages: the concept of the wage, the main function of wages, the factors influencing the wage rate are analysed and systematised. The article analyses net wages and gross wages and other factors influencing the Lithuanian labour market.
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Dube, Arindrajit, Laura Giuliano, and Jonathan Leonard. "Fairness and Frictions: The Impact of Unequal Raises on Quit Behavior." American Economic Review 109, no. 2 (February 1, 2019): 620–63. http://dx.doi.org/10.1257/aer.20160232.
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We analyze how separations responded to arbitrary differences in own and peer wages at a large US retailer. Regression-discontinuity estimates imply large causal effects of own-wages on separations, and on quits in particular. However, this own-wage response could reflect comparisons either to market wages or to peer wages. Estimates using peer-wage discontinuities show large peer-wage effects and imply the own-wage separation response mostly reflects peer comparisons. The peer effect is driven by comparisons with higher-paid peers—suggesting concerns about fairness. Separations appear fairly insensitive when raises are similar across peers—suggesting search frictions and monopsony are relevant in this low-wage sector. (JEL D63, J31, J42, J62, L81)
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Bils, Mark, Yongsung Chang, and Sun-Bin Kim. "How Sticky Wages in Existing Jobs Can Affect Hiring." American Economic Journal: Macroeconomics 14, no. 1 (January 1, 2022): 1–37. http://dx.doi.org/10.1257/mac.20190338.
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We consider a matching model of employment with flexible wages for new hires but sticky wages within matches. Unlike most models of sticky wages, we allow effort to respond if wages are too high or too low. In the Mortensen-Pissarides model, employment is not affected by wage stickiness in existing matches. But it is in our model. If wages of matched workers are stuck too high, firms require more effort, lowering the value of additional labor and reducing hiring. We find that effort’s response can greatly increase wage inertia. (JEL E24, J23, J31, J41, M51)
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Kwiatkowska, Walentyna. "Macroeconomic Conditions Determining the Level and the Rate of Changes of Wages and Salaries in Poland in 2007-2012." Olsztyn Economic Journal 8, no. 4 (December 31, 2013): 297–316. http://dx.doi.org/10.31648/oej.3239.
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This study characterized and evaluated the level and rate of change in wages and salaries in Poland in 2007-2012 and analysed the main macroeconomic determinants of their development. The analysis present changes to average wage, minimal wage and fair wage. Their level and rate of change are determined by macroeconomic factors, particularly economic growth processes, changes in productivity of labour, inflation rate and the situation on the labour market. A quite strong correlation can be observed between the rate of changes of the real GDP and the development of average nominal wages. Inflation processes affect the growth of nominal wages but they lead to a decrease in real wages. The growth of the unemployment rate affected the reduction of the growth rate of nominal wages.
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Soleha, Soleha, and Saiin Saiin. "Sistem Pengupahan Kebun Sawit dalam Perspektif Ekonomi Islam." AL-Muqayyad 3, no. 2 (December 25, 2020): 169–79. http://dx.doi.org/10.46963/jam.v3i2.281.
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The purpose of this research was to determine the wages for oil palm plantations within the Islamic economic system. Descriptive qualitative with data reduction, data presentation, and conclusions drawing was applied in this study. The results showed that the oil palm plantation wage system in determining the sharing was in accordance with the Islamic Economics principles because plantation owners discussed the number of wages to be given in advance. Regarding the time of payment procedure, the owner of the oil palm plantation did not delay the payment, the wages are given directly to workers after they have finished their routine. The oil palm plantation wage system has fulfilled the value of justice because wages were distributed based on each type of work performed. However, the provision of wages has not met the eligibility value, because the stipulated wages have not been able to meet the living needs of the workers even though the wages paid were in accordance with the minimum wages’ regulation of Indragiri Hilir Regency.
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Jäger, Simon, Benjamin Schoefer, Samuel Young, and Josef Zweimüller. "Wages and the Value of Nonemployment*." Quarterly Journal of Economics 135, no. 4 (May 18, 2020): 1905–63. http://dx.doi.org/10.1093/qje/qjaa016.
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Abstract Nonemployment is often posited as a worker’s outside option in wage-setting models such as bargaining and wage posting. The value of nonemployment is therefore a key determinant of wages. We measure the wage effect of changes in the value of nonemployment among initially employed workers. Our quasi-experimental variation in the value of nonemployment arises from four large reforms of unemployment insurance (UI) benefit levels in Austria. We document that wages are insensitive to UI benefit changes: point estimates imply a wage response of less than $0.01 per $1.00 UI benefit increase, and we can reject sensitivities larger than $0.03. The insensitivity holds even among workers with low wages and high predicted unemployment duration, and among job switchers hired out of unemployment. The insensitivity of wages to the nonemployment value presents a puzzle to the widely used Nash bargaining model, which predicts a sensitivity of $0.24–$0.48. Our evidence supports wage-setting models that insulate wages from the value of nonemployment.
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Romich, Jennifer L., Scott W. Allard, Emmi E. Obara, Anne K. Althauser, and James H. Buszkiewicz. "Employer Responses to a City-Level Minimum Wage Mandate: Early Evidence from Seattle." Urban Affairs Review 56, no. 2 (August 1, 2018): 451–79. http://dx.doi.org/10.1177/1078087418787667.
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A growing number of cities and counties have recently raised their minimum wages. How employers respond to these mandates provides insight into the impact such policies might have on workers and local labor market. Drawing on two survey waves tracking initial responses to Seattle’s $15 Minimum Wage Ordinance by 439 employers with low-wage workers, we show how employers adjusted to higher wages. Most commonly, firms raised prices (56% reported this); smaller percentages reduced employee headcount or hours, limited internal wage progression, or took other measures. Single-site Seattle employers responded similarly to those with multiple sites. Food and accommodation sector employers were more likely to raise prices than firms in other sectors. Relative to other ownership structures, franchises disproportionately reported reducing their workforces. Very few employers reported withdrawing from Seattle. Overall, initial employer responses to this city-level minimum wage law align with predictions from the literature, findings that highlight trade-offs that policy makers must consider in future local wage regulation.
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Li, Hongbin, Lei Li, Binzhen Wu, and Yanyan Xiong. "The End of Cheap Chinese Labor." Journal of Economic Perspectives 26, no. 4 (November 1, 2012): 57–74. http://dx.doi.org/10.1257/jep.26.4.57.
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In recent decades, cheap labor has played a central role in the Chinese model, which has relied on expanded participation in world trade as a main driver of growth. At the beginning of China's economic reforms in 1978, the annual wage of a Chinese urban worker was only $1,004 in U.S. dollars. The Chinese wage was only 3 percent of the average U.S. wage at that time, and it was also significantly lower than the wages in neighboring Asian countries such as the Philippines and Thailand. The Chinese wage was also low relative to productivity. However, wages are now rising in China. In 2010, the annual wage of a Chinese urban worker reached $5,487 in U.S. dollars, which is similar to wages earned by workers in the Philippines and Thailand and significantly higher than those earned by workers in India and Indonesia. China's wages also increased faster than productivity since the late 1990s, suggesting that Chinese labor is becoming more expensive in this sense as well. The increase in China's wages is not confined to any sector, as wages have increased for both skilled and unskilled workers, for both coastal and inland areas, and for both exporting and nonexporting firms. We benchmark wage growth to productivity growth using both national- and industry-level data, showing that Chinese labor was kept cheap until the late 1990s but the relative cost of labor has increased since then. Finally, we discuss the main forces that are pushing wages up.
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Bhattacharjee, Saurabh. "Universalization of Minimum Wages As A Pipe Dream: Many Discontents of the Code on Wages, 2019." Socio-Legal Review 16, no. 2 (January 2020): 1. http://dx.doi.org/10.55496/gwpd4458.
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The Code on Wages, 2019 (‘Code’) seeks to universalize the law on minimum wages in India by removing the distinction between scheduled and non-scheduled employment that has been central to the application of the Minimum Wages Act, 1948. The Union Ministry of Labour and Employment claims that the elimination of this dichotomy will extend the protection of minimum wages law to more than an estimated fifty crore workers. This paper posits that the goal of universalization of minimum wages may remain a pipe dream due to several explicit exclusions, definitional limitations, and ambiguities in the Code. As a result, not only would many wage workers still remain outside the ambit of minimum wages protection, the coverage of domestic workers, who were earlier covered under the Minimum Wages Act, 1948, may also be imperilled. Further, the exclusion of employment guarantee programmes from the ambit of the provisions on minimum wages also contravenes the constitutional prohibition against forced labour under Article 23. In addition, the Code also fails to address some of the critical structural barriers in the labour economy that have impeded the implementation of minimum wages law so far. This paper argues that the Code’s failure to recognize an entitlement to minimum wages for every wage worker and address the systemic hurdles in the payment of minimum wages undermines the goal of universalization of minimum wages as well as the constitutional mandate on payment of minimum wages
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Hyder, Asma, and Jere R. Behrman. "Schooling is Associated not only with Long-run Wages, but also with Wage Risks and Disability Risks: The Pakistani Experience." Pakistan Development Review 50, no. 4II (December 1, 2011): 555–73. http://dx.doi.org/10.30541/v50i4iipp.555-573.
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Many studies document significantly positive associations between schooling attainment and wages in developing countries. But when individuals enter occupations subsequent to completing their schooling, they not only face an expected work-life path of wages, but a number of other occupational characteristics, including wage risks and disability risks, for which there may be compensating wage differentials. This study examines the relations between schooling on one hand and mean wages and these two types of risks on the other hand, based on 77,685 individuals in the labour force as recorded in six Labour Force Surveys of Pakistan. The results suggest that schooling is positively associated with mean total wages and wage rates, but has different associations with these two types of risks: Disability risks decline as schooling increases but wage risks, and even more, wage rate risks increase as schooling increases. The schooling-wage risks relation, but not the schooling-disability risks relation, is consistent with there being compensating differentials. JEL classification: J31, J28, O53 Keywords: Wages, Risks, Labour Markets, Job Disabilities, Compensating Differentials, Developing Country, Schooling
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Icardi, Rossella. "Returns to Workplace Training for Male and Female Employees and Implications for the Gender Wage gap: A Quantile Regression Analysis." International Journal for Research in Vocational Education and Training 8, no. 1 (February 15, 2021): 21–45. http://dx.doi.org/10.13152/ijrvet.8.1.2.
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Context: Existing studies have explored the association between workplace training and wages suggesting that training participation may have a positive association with wages. However, we still know very little about whether this association varies between men and women. Through its potential positive association with wages, training may balance wage differences between men and women. In addition, the gender wage gap varies across the wage distribution. Differences in the association between training participation and wages for men and women across the earnings spectrum may offer an explanation as to why the discrepancy in female/male earnings is larger at some point of the wage distribution compared to others. Approach: Using data from the Programme for International Assessment of Adult Competencies (PIAAC) and unconditional quantile regression, this paper examines whether the association between workplace training and wages differs between men and women at different points of the wage distribution across 14 European countries. To partly control for endogeneity in training participation, detailed measures of cognitive skills have been included in the models. Findings: Findings show gender differences in the association between training and wages across the wage distribution. In most countries, results indicate larger training coefficients for women than men at the lower end of the wage spectrum whereas they are larger for men at the top. This pattern holds across most countries with the only exception of Liberal ones, where women benefit less than men across the entire wage spectrum.Conclusions: The findings of this work reveal that distributional variations in returns to workplace training follow a similar pattern across industrialized countries, despite their different institutional settings. Moreover, differences in training coefficients of men and women at different parts of the wage distribution suggest that training could reduce gender wage differences among low earners and potentially widen the gap in wages among individuals at the top of the wage distribution.
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Ramaswamy, Ramana, and Robert E. Rowthorn. "Efficiency Wages and Wage Dispersion." Economica 58, no. 232 (November 1991): 501. http://dx.doi.org/10.2307/2554695.
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A. Miller, Laurie. "Teams, wages and wage dispersion." International Journal of Manpower 34, no. 7 (November 11, 2013): 716–35. http://dx.doi.org/10.1108/ijm-07-2013-0156.
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Blumkin, Tomer, Haim Pinhas, and Ro’i Zultan. "Wage Subsidies and Fair Wages." European Economic Review 127 (August 2020): 103497. http://dx.doi.org/10.1016/j.euroecorev.2020.103497.
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Aarstad, Jarle, and Olav A. Kvitastein. "Do Operating Profits Induce a Wage Premium Equally Shared among Employees Earning High or Low Incomes?" Economies 9, no. 2 (May 22, 2021): 81. http://dx.doi.org/10.3390/economies9020081.
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Panel data show that between 2001 and 2014 Norwegian industries’ increasing aggregated operating profits per employee increased average wages and wage inequality. The data imply that increasing profits, perhaps unsurprisingly, induce a wage premium. The data further imply that employees earning high incomes at the outset had the highest wage increase percentage-wise. Decreasing operating profits per employee had opposite but less robust effects on average wages and wage inequality. Panel data Granger causality tests finally showed that average wages, but not wage inequality, reversely and positively affect operating profits per employee.
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Machin, Stephen, and Alan Manning. "The Effects of Minimum Wages on Wage Dispersion and Employment: Evidence from the U.K. Wages Councils." ILR Review 47, no. 2 (January 1994): 319–29. http://dx.doi.org/10.1177/001979399404700210.
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Using data on Wages Council coverage from the United Kingdom New Earnings Survey, the authors examine the impact of mandated minimum wages on wage dispersion and employment in the United Kingdom in the 1980s. They find evidence that a dramatic decline in the toughness of the regulation imposed by the Wages Councils through the 1980s—a decline, that is, in the level of the minimum wage relative to the average wage—significantly contributed to widening wage dispersion over those years. There is, however, no evidence of an increase in employment resulting from the weakening bite of the Wages Council minimum pay rates. Instead, consistent with the conclusions of several recent U.S. studies, the findings suggest that the minimum wage had either no effect or a positive effect on employment.
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Grimes, Donald R., Penelope B. Prime, and Mary Beth Walker. "Geographical Variation in Wages of Workers in Low-Wage Service Occupations: A U.S. Metropolitan Area Analysis." Economic Development Quarterly 33, no. 2 (March 29, 2019): 121–33. http://dx.doi.org/10.1177/0891242419836493.
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Low-wage, service-providing occupations accounted for almost half of all U.S. net job growth between 2006 and 2016. The authors study the variation in wages of low-wage service employees across U.S. metropolitan statistical areas, using cross-sectional estimations for 2016 for the 10th, 50th, and 90th percentile wage rates. New data are used to examine the impact of different cost-of-living adjustments on model results, arguing that the preferred adjustment separates housing costs from other costs. The main results are that strong labor market conditions positively contribute to real wages in most of the categories; minimum wages contribute positively to the 10th percentile of four occupations with evidence of influencing higher wages in the 50th and 90th percentiles; and using the authors’ cost-of-living adjustment and controlling for housing costs, the presence of an educated population did not substantially raise wages in the four low-wage, low-skill occupations.
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Tyler, Denise, Melissa Hunter, Kristie Porter, Olga Khavjou, Marie Squillace, Judith Dey, and Iara Oliveira. "CONTINUING CHALLENGES IN STATE EFFORTS TO IMPROVE DIRECT CARE WORKER WAGES." Innovation in Aging 7, Supplement_1 (December 1, 2023): 235. http://dx.doi.org/10.1093/geroni/igad104.0773.
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Abstract Direct care workers (DCWs) receive low wages and some states have tried to improve their wages through policy changes. This mixed methods study examined the effect of state wage policies on changes in DCW wages. We also conducted 38 interviews with national experts and stakeholders across six states to determine the results of these policy changes and continued barriers to improving DCW wages. Results show some states that implemented policies to improve the wages of DCWs since 2009 reduced the gap between DCW wages and the wages of other entry-level workers, yet the gap was still substantial in many states. Experts and state stakeholders repeatedly cited consistent funding of wage policies through Medicaid reimbursement rate increases as important to effectively increasing and sustaining higher wages. Interviewees recommended that funding increases be continual, rather than requiring annual reauthorization and noted it was particularly challenging when funds were inadequate to support annual wage increases. Interviewees described Medicaid reimbursement rates as a barrier when rates did not keep pace with market trends. Interviewees also recommended professionalizing the field, increasing the respect afforded these workers, and developing ways to increase the pipeline of workers as additional ways to improve direct care work. Until there is meaningful policy change, states will continue to struggle with barriers to improved wages for DCWs which results in a disproportionate number of DCWs relying on public benefits and difficulties with recruitment and retention.
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Malik, Afia, and Ather Maqsood Ahmed. "The Relationship between Real Wages and Output: Evidence from Pakistan." Pakistan Development Review 39, no. 4II (December 1, 2000): 1111–26. http://dx.doi.org/10.30541/v39i4iipp.1111-1126.
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Information on wage levels is essential in evaluating the living standards and conditions of work and life of the workers. Since nominal wage fails to explain the purchasing power of employees, real wage is considered as a major indicator of employees purchasing power and can be used as proxy for their level of income. Any fluctuations in the real wage rate have a significant impact on poverty and the distribution of income. When used in relation with other economic variables, for instance employment or output they are valuable indicators in the analysis of business cycles. There has been a long debate regarding the relationship between real wages and the employment (output). Despite the apparent simplicity, the relationship between real wages and output has remained deceptive both theoretically and empirically. Keynes (1936) viewed cyclical movements in employment along a stable labour demand schedule thus indicating counter cyclical real wages. His deduction is in line with sticky wages and sticky expectations, which augments models like Phillips curve. In these models real wages behaved as counter-cyclical as nominal wages are slow to adjust during recession (decrease in aggregate demand and associated slowdown in price growth). Stickiness of wages or expectations shifts the labour supply over the business cycles [Abraham and Haltiwanger (1995)]. Barro (1990) and Christiano and Eichenbaum (1992) have associated these labour supply shifts with intertemporal labour-leisure substitution. This in response to temporary changes in real interest rates (fiscal policy shocks) could yield counter-cyclical real wages. However, Long and Plosser (1983) and Kydland and Prescott (1982) while studying the real business cycle models highlight on the technology shocks which leads to pro-cyclical real wages.
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Handriyanto, Timbul, and Mahayoni Mahayoni. "DAMPAK IMPLEMENTASI FORMULA UPAH MINIMUM SESUAI PERATURAN PEMERINTAH NOMOR 78 TAHUN 2015 TENTANG PENGUPAHAN TERHADAP KESEJAHTERAAN PEKERJA DI KABUPATEN BEKASI." Problematika Hukum 4, no. 2 (September 21, 2021): 147. http://dx.doi.org/10.33021/ph.v4i2.1723.
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The Constitution states that every citizen has the right to work and a decent living for humanity, reinforced by the Manpower Act that every worker/laborer has the right to earn an income that fulfills a decent living for humanity. In achieving this goal, the state establishes a "Minimum Wage" based on a survey of the basic needs of a single worker for one month called the Decent Living Needs (KHL). The Government issued Government Regulation 78 of 2015 concerning Wages which regulates the formula for setting minimum wages based on inflation and national economic growth, the components of the decent living necessities that were previously used as a basis for stipulations are no longer used. This type of research is normative juridical legal research, using the IRAC analysis approach (issue, rule, analysis, conclusion) to draw a conclusion. Data and data sources used are primary data and secondary data with the procedure of collecting literature and field studies. From the results of the study the Impact of the Implementation of the Minimum Wage Formula in Accordance with Government Regulation Number 78 Year 2015 Regarding Wages Against Workers' Welfare is the average increase in wages in Bekasi district, five years before and after the formula was put in place experienced a significant decrease. The minimum wage, which was five years earlier above the KHL, is now below the KHL. The formula also makes wage increases as a percentage flat, resulting in wider regional wage disparities. The problems studied are: 1. The mechanism for setting minimum wages before and after the birth of PP 78 of 2015 concerning wages. 2. The impact of the implementation of the minimum wage formula in accordance with PP 78 of 2015 concerning wages for workers' welfare. Keywords: Minimum Wages, PP 78/2015 Formula, and Living Needs (KHL).
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Sreekanth, Soma, Mr G. Subbareddy, and DR Venkata Rangaiah. "Payroll System At ICICI Bank Ltd." Think India 22, no. 2 (June 19, 2019): 96–102. http://dx.doi.org/10.26643/think-india.v22i2.7981.
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The pay structure of a company depends on several factors such as labor market Conditions Company’s paying capacity and legal provisions. In India, different acts include different items under wages though all the Acts include basic wage and dearness allowance under the term wages. Under the workmen’s Pay Roll act, 1923 wages for leave period holiday pay, overtime pay, bonus, and good conduct bonus form part of wages. Under the payments of wages act, 1936, section 2(vi) anyawards of settlement and production bonus, if paid constitute wages.
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Plowman, David H. "Protecting the Low Income Earner: Minimum Wage Determination in Australia." Economic and Labour Relations Review 6, no. 2 (December 1995): 252–87. http://dx.doi.org/10.1177/103530469500600206.
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The Minimum Wage, in various variants, has been an important part of Australian wage determination for over a century. This paper documents the development of the minimum wage and in so doing highlights the pivotal role of the Sunshine Harvester case. That case left a number of legacies which are examined in other parts of the paper. These include the bifurcated nature of wage determination, consideration of family size, the sexual division of labour and wages, the conflict between needs and capacity to pay, wage adjustment indexes and the role of minimum wages in a decentralised wages system.
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Samimi, Ahmad Jafari. "Efficiency Wage Hypothesis: The Case Study of Iran's Manufacturing Industries." Journal of Social and Development Sciences 1, no. 5 (June 15, 2011): 157–64. http://dx.doi.org/10.22610/jsds.v1i5.640.
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The purpose of this paper is to test the efficiency wage hypothesis for Iran's manufacturing industries at the 4-digit aggregation level of ISIC classification, during 2001-2006. According to the efficiency wage hypothesis, it is logical for some firms to pay wages that are above the market wage. In some cases the mere fact that workers are paid more can make them more productive. In other words, efficiency wages would increase productivity and there is positive relationship between wages and productivity. In this paper, panel data technique has employed to examine the mentioned hypothesis. However, the obtained results contradict the efficiency wage hypothesis for Iran's manufacturing industries. In other words, according to this result, higher wages lead to less efficient performance by the workers of Iran's manufacturing industries.
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Mangan, John, and John Johnston. "Minimum wages, training wages and youth employment." International Journal of Social Economics 26, no. 1/2/3 (January 1, 1999): 415–29. http://dx.doi.org/10.1108/03068299910229820.
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High rates of youth unemployment, worldwide, have led governments to advocate a range of policies designed to increase job offers to young workers. For example, the Australian Government is currently introducing a system of “training wages” which will see effective youth wages set well below adult award wages for a designated training period. This policy is designed to simultaneously increase the human capital of young workers as well as help to overcome the initial barriers to entry into the labour market. However, youth‐specific wages have been criticized on the basis of age discrimination and on equity grounds. Also, some US data question the employment‐boosting potential of reduced minimum youth wages. In this paper recent international findings on the relationship between youth wages and employment are presented and compared with empirical tests of the relationship using labour market data for Australia as a whole as well as the State of Queensland. The results are used to examine the likely impact of the introduction of the training wage on the youth labour market in Australia and to provide further generalizations on the wider issue of employment and youth‐specific wages.
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Kapeliushnikov, R. "Labor Productivity versus Labor Compensation:Some Simple arithmetic." Voprosy Ekonomiki, no. 3 (March 20, 2014): 36–61. http://dx.doi.org/10.32609/0042-8736-2014-3-36-61.
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The paper explores the “race” between wages and labor productivity in the contemporary Russian economy. It continues the author’s previous research where the same problem was examined for the earlier period of 1997-2007. The analysis focuses on dynamics in labor productivity and labor compensation during the economic crisis of 2008-2009 and subsequent years. The author shows that conventional wisdom implying that in Russia wages persistently increase at much higher annual rates than productivity is wrong: over 1997-2012 there was no stable relationship and waves of faster wage growth alternated with waves of faster productivity growth. However in the long run productivity outpaced labor compensation. As a result in 2011-2012 real unit labor costs for Russian firms were even lower than in the mid of the 1990s or in the beginning of the 2000s.