Job Duration, Seniority, and Earnings

By Katherine G. Abraham, Henry S. Farber, Katharine G. Abraham. 2015

364 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/4eb0d5ec461f9f3a1d9a56a7a0cfb54b43960f19

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Citations in the corpus

How General Is Human Capital? A Task‐Based Approach (2010, neutral): “While a large number of studies have estimated the contribution of rm-speci c human capital to individual wage growth (Abraham and Farber, 1987; Altonji and Shakotko, 1987; Altonji and Williams, 2005; Topel, 1991; Kletzer, 1989)3, recent evidence suggests that speci c skills might be more tied to…”
A Model of Asymmetric Employer Learning With Testable Implications (2012, neutral): “In each period t of an employment spell, a new firm f = t+1 that has not previously encountered the worker draws a signal νt+1 of the form specified in Equation (1) and observes the worker’s wage wxt.23 Assume that firm f = t+1 observes the length of the current employment spell t, but that t contai”
Is Unemployment Really Scarring? Effects of Unemployment Experiences on Wages (2001, neutral): “Information on firm and job characteristics is 9 Some examples of studies that have tried to address the issue of endogeneity of tenure are, Abraham and Farber (1987), Altonji and Shakotko (1987), Topel (1991), Altonji and Williams (1997), and Dustmann and Meghir (1998).”
Workplace Training in Europe (2005, neutral): “Abraham and Farber, 1987, Altonji and Shakotko, 1987, and Topel, 1986, are early attempts to estimate the return to seniority up and above the return to experience.”
Tenure, Experience, Human Capital, and Wages: A Tractable Equilibrium Search Model of Wage Dynamics (2014, neutral): “Some papers find large and significant tenure effects while others estimate them small or insignificant (see Abraham and Farber , 1987, Altonji and Shakotko, 1987, Topel, 1991, Dustmann and Meghir, 2005, Beffy, Buchinsky, Fougère, Kamionka, and Kramarz, 2006, Buchinsky, Fougère, Kramarz, and…”
Chapter 1 Post Schooling Wage Growth: Investment, Search and Learning (2006, neutral): “(2) If jobs di¤er by the quality of match, successful and more productive matches are less likely to break.”
Productivity, seniority and wages: new evidence from personnel data (2001, neutral): “Abraham and Farber (1987) and Altonji and Shakotko (1987) suggest, for example, that omitted variables representing the worker, the job or the worker-employer match might be positively correlated with lower quit rates and higher productivity.”
Learning Your Comparative Advantages (2014, neutral): “= max{w 1 (μ,Σ, x) + β (1− δ1) (1− γ)EμV1 (μ,Σ′ (1) , x′) + βδ1 (1− γ)EμU (μ,Σ′ (1) , x′) , w 2 (μ,Σ, x) + β (1− δ2) (1− γ)EμV2 (μ,Σ′ (2) , x′) + βδ2 (1− γ)EμU (μ,Σ′ (2) , x′) , w 3 (μ,Σ, x) + β (1− δ3) (1− γ)EμV3 (μ,Σ′ (3) , x′) + βδ3 (1− γ)EμU (μ,Σ′ (3) , x′)}”
Wages, Mobility and Firm Performance: Advantages and Insights from Using Matched Worker–Firm Data* (2006, positive): “Abraham and Farber (1987) were the first to demonstrate that heterogeneity in the model for employment duration induced an upward bias in the measured average return to seniority, specifically, jobs with a longer expected duration were likely to be better-paying jobs and, therefore, longer…”
Job Selection and Wages over the Business Cycle (2013, positive): “For example, it is well known that the presence of substantial unobservable match-specific capital causes severe identification problems when estimating the returns to seniority (Abraham and Farber (1987), Altonji and Shakotko (1987), Topel (1991)). A potential solution to this problem is to develop”