dc.contributor.author | Farina, Egidio | |
dc.contributor.author | Green, Colin | |
dc.contributor.author | McVicar, Duncan | |
dc.date.accessioned | 2021-09-23T06:18:13Z | |
dc.date.available | 2021-09-23T06:18:13Z | |
dc.date.created | 2021-05-21T14:09:18Z | |
dc.date.issued | 2021 | |
dc.identifier.citation | Industrial Relations. 2021, 60 (3), 370-399. | en_US |
dc.identifier.issn | 0019-8676 | |
dc.identifier.uri | https://hdl.handle.net/11250/2780599 | |
dc.description.abstract | Evidence suggests that non-standard jobs are associated with wage penalties. Yet, these jobs possess a range of undesirable characteristics that should generate compensating wage differentials. This evidence relies on derived wage variables, prone to measurement error likely to be correlated with employment contract. Stated-rate hourly wage questions are not subjected to the same measurement issues. Using zero-hour contracts in the UK, we show that there is no conditional average ZHC wage penalty once stated-rate hourly wage measures are used. We discuss implications for policy. | en_US |
dc.language.iso | eng | en_US |
dc.publisher | Wiley Periodicals Inc. | en_US |
dc.rights | Navngivelse 4.0 Internasjonal | * |
dc.rights.uri | http://creativecommons.org/licenses/by/4.0/deed.no | * |
dc.title | Are Estimates of Non-Standard Employment Wage Penalties Robust to Different Wage Measures? The Case of Zero-hour Contracts in the UK | en_US |
dc.type | Peer reviewed | en_US |
dc.type | Journal article | en_US |
dc.description.version | publishedVersion | en_US |
dc.source.pagenumber | 370-399 | en_US |
dc.source.volume | 60 | en_US |
dc.source.journal | Industrial Relations | en_US |
dc.source.issue | 3 | en_US |
dc.identifier.doi | 10.1111/irel.12284 | |
dc.identifier.cristin | 1911322 | |
dc.relation.project | Andre: Leverhulme Trust Research Project Grant RPG-2017-314 | en_US |
cristin.ispublished | true | |
cristin.fulltext | original | |
cristin.qualitycode | 1 | |