This article compares various measures of on-the-job training, from a new source that matches establishments and workers, allowing the authors to compare the responses of employers and employees to identical training questions. Establishments report 25 percent more hours of training than do...

Implicit markets capture compensation for intraurban and interregional differe nces in amenities and yield differences in housing prices and wages. These pecuniary differences become preference-based weights in a qual ity-of-life index. Hedonic equations are estimated using microdata fr om the...

In this paper the author examines the effect of the current social security system on the structure of compensation that a wealth- maximizing worker selects. It is shown that the current method of benef it determination encourages an upward-sloping wage profile and that the social security...

An employer must choose a procedure for screening job applicants, a rate of hire, a training program for new employees, a criterion for the retention of new employees after observing their on-the-job performance, a compensati on package, and a rate of capital investment so as to minimize...

The author constructs an equilibrium search model where some employers have a distaste for hiring minority workers and shows that this bias results in economic discrimination against minority workers. Although only unprejudiced firms hire minority workers, minority workers receive lower wages...