In this issue of the ILRReview, the first five articles provide important new evidence on gender and employment. The papers were all independently submitted and were refereed through the usual editorial process. Because the papersÌ unifying theme is gender and labor market outcomes, the Editors...

Using data on 1,363 NFL players from the 1989 season, the author examines the issue of racial discrimination in professional football. He finds that the difference between white and black players' earnings, with controls for performance and other variables, is small (at most, 4%, favoring...

Examination of the effect of trade unions on the earnings of non-union workers in San Francisco and Los Angeles in 1967. Review of related studies; Description of procedures; Analysis and interpretation of results. (Abstract copyright EBSCO.)

Using the 1970, 1980, and 1990 Censuses, the authors investigate the impact of labor and marriage market conditions on the incidence of marriage of young women (age 16-24). They first estimate the effects on marriage of personal characteristics and Metropolitan Statistical Area (MSA) indicators,...

This paper reviews studies of racial and ethnic discrimination in professional sports and briefly examines gender differences in pay among professional tennis players. Many of these studies include far more extensive controls for individual ability and performance than typical studies of...

Examines the causal relationship between unionism and wages. Direct and indirect effects of unionism; Total effects of unionism; Empirical results; Conclusions. (Abstract copyright EBSCO.)

Using Michigan Panel Study of Income Dynamics (PSID) data, the authors study the slowdown in the convergence of female and male wages in the 1990s compared to the 1980s. They find that changes in human capital did not contribute to the slowdown, since women's relative human capital improved...

This paper uses longitudinal data on managers from one company to examine the relationship between financial incentives and performance. One important finding is that bonuses for managers who are in high-level positions, work at corporate headquarters, and have low seniority are more sensitive...