"Standard rate" wage policies, under which all workers in a particular job receive the same wage, are common for blue-collar workers, especially those covered by collective bargaining agreements and those who work for large employers.This paper analyzes the impact of standard-rate wage...

This paper analyzes the determinants of the supply of enlistees to the U.S. Army, using quarterly data from 1975:4 through 1982:3 for the 50 states and the District of Columbia. For high-quality enlistees, defined as those with test scores in the top half of the population or top scoring...

The purpose of this paper is to review available evidence on the impact of federal equal employment opportunity programs. While Title VII of the Civil Rights Act of 1964 and Executive Order 11246 have been in effect for over 15 years, the lag in data collection and evaluation means that little...

Previous analyses of postwar black/white earnings ratios have found a more rapid rate of increase in the period since 1964 than before. The reason for this acceleration is unresolved. One view is that federal equal-employment activities have increased the relative demand for black labor. An...

Employers often wish to know whether the factors used in selecting employees do in fact allow them to choose the most qualified applicants. Because the performance of those not chosen is not observed, sample-selection bias is a likely problem in any attempt to "validate" employee-selection...

While there has been a great deal of research on the characteristics of those who enter the U.S. Armed Forces, there has been little work which asks whether those who re-enlist are those who were above- or below-average performers. Despite the relatively "egalitarian" (little pay for...

The traditional research on method of pay and wages compares those paid piece rates with those paid by the hour, and finds (as predicted by the theory) that those paid piece rates earn more. In this paper, those paid by the hour are divided into those paid standard rates (wage does not vary with...

Three types of pay-setting methods are piece rates (pay mechanically linked to output), merit pay (pay based on less formal judgments by one's supervisor), and standard rates (pay based on one's job classification and perhaps seniority, but not directly on performance). Firms' choice among...

While previous time series studies have quite consistently found that the minimum wage reduces teenage employment, the extent of this reduction is much less certain. Moreover, because few previous studies report results of more than one specification, the causes of differences in estimated...