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dc.contributor.authorDupuy, Arnauden_US
dc.contributor.authorSmits, Wendyen_US
dc.date.accessioned2009-06-23en_US
dc.date.accessioned2010-07-07T11:55:11Z-
dc.date.available2010-07-07T11:55:11Z-
dc.date.issued2009en_US
dc.identifier.piurn:nbn:de:101:1-2009061594en_US
dc.identifier.urihttp://hdl.handle.net/10419/35675-
dc.description.abstractThe aim of this paper is to measure the extent to which lower wages in R&D functions reflect a preference effect. In contrast to the bulk of the literature on compensating wage differentials that compares wage levels of jobs with different attributes, we constructed measures of willingness to accept (WTA) and pay (WTP) for an R&D jobs using contingent valuation technique. Earnings regressions using OLS show an R&D wage penalty of about 3.5%. However, hedonic OLS regressions of WTA and WTP give significant relative preference parameters for R&D jobs that range from 0.19 to 0.22.en_US
dc.language.isoengen_US
dc.publisherIZA Bonnen_US
dc.relation.ispartofseriesIZA discussion papers 4194en_US
dc.subject.jelJ3en_US
dc.subject.ddc330en_US
dc.subject.keywordR&D workersen_US
dc.subject.keywordcompensating wage differentialsen_US
dc.subject.keywordhedonic pricesen_US
dc.subject.stwWissenschaftleren_US
dc.subject.stwIndustrielle Forschungen_US
dc.subject.stwLohnstrukturen_US
dc.subject.stwWillingness to payen_US
dc.subject.stwHedonischer Preisen_US
dc.subject.stwNiederlandeen_US
dc.titleHow large is the compensating wage differential for R&D workers?en_US
dc.typeWorking Paperen_US
dc.identifier.ppn602297184en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-
Appears in Collections:IZA Discussion Papers, Forschungsinstitut zur Zukunft der Arbeit (IZA)

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