Unemployment Fluctuations, Match Quality, and the Wage Cyclicality of New Hires Mark Gertler, Chris Huckfeldt and Antonella Trigari Preliminary - Please do not circulate September 30, 2014 Abstract Recent papers interpret micro-level ndings of greater cyclicality in the wages of new hires as evidence for exible wages of new hires, thus concluding that wage rigidity is not an empirically plausible mechanism for resolving the unemployment volatility puzzle. We analyze data from the Survey of Income and Program Participation (SIPP) to argue that greater cyclicality of wages for new hires re ects compositional e ects and not greater wage exibility. After controlling for (i) whether a new hire comes from unemployment or other another job and (ii) cyclical movements in match quality for job changers, we nd no evidence for greater wage exibility among new hires. In light of our empirical ndings, we develop an equilibrium model of unemployment with staggered Nash wage bargaining, heterogeneous match quality, and on-the-job search. Workers in bad matches vary their search intensity according to the probability of nding a better match, generating cyclicality in the contribution of bad-to-good transitions to total job-to-job ows. Using simulated data from our model, we compute measures of new hire wage cyclicality analogous to those found in the literature and show that cyclical match composition in our model generates spurious evidence of new hire wage exibility of comparable in magnitude to what we estimate from the SIPP. The model is also successful in accounting for the cyclicality of aggregate wages and the dynamics of aggregate unemployment.
1 Introduction Aggregate wage data suggests relatively little variation in real wages as compared to output and unemployment. This consideration has motivated incorporating some form of wage rigidity in quantitative macroeconomic models to help account for business cycle uctuations. approach traces to the early large scale macroeconometric models and remains prevalent in the recent small scale DSGE models. 1 The It has also been true for searching and matching models of the labor market in the tradition of Diamond, Mortensen and Pissarides. For example, Shimer (2005) and Hall (2005) show that incorporating wage rigidity greatly improves the ability of these models to account for unemployment uctuations. 2 An important recent paper by Pissarides (2009), however, argues that the aggregate data may not provide the relevant measure of wage stickiness: What matters for employment adjustment is the wages of new hires, which need to be disentangled from aggregate measures of wages. In this regard, there is a volume of panel data evidence beginning with Bils (1985) that nds that wages of new hires appear substantially more exible than those of existing workers. Pissarides then interprets this evidence as suggesting that the relevant measures suggest a high degree of wage exibility, calling into question e orts to incorporate wage rigidity into macroeconomic models. In this paper we revisit the issue of the exibility of new hires wages and the associated implications for aggregate unemployment uctuations. We rst present fresh evidence on new hire wage cyclicality using a detailed new panel data set. We then develop a quantitative macroeconomic model that is able to account for both the aggregate and panel data evidence. We rst show that with our panel data we can reproduce estimates found in the literature: new hires wages appear more cyclical than those for existing workers. We then show that once one controls for certain cyclical composition e ects, the wages of new hires are no more exible than the wages of existing workers. We do two types of controls for composition e ects. First, following Haefke, Sonntag, and van Rens (2013), we distinguish between new hires coming from unemployment and those who are changing jobs. Here we nd no new hire e ect for workers coming from unemployment: the estimates suggest that the wages of these workers are no more cyclical than those for continuing workers. 3 1 See for, example, Christiano, Eichenbaum and Evans (2005), Smets and Wouters (2007), Gertler, Sala and Trigari (2008), Gali, Smets and Wouters (2012), and Christiano, Eichenbaum and Trabandt (2014). 2 Gertler and Trigari (2009), Hall and Milgrom (2008), and Blanchard and Gali (2010) build on this approach and model the wage setting mechanism in greater detail. 3 Our ndings slightly contrast with those of Haefke, Sonntag and van Rens, who use pure cross-sectional 2
While the new hire e ect disappears for workers coming from unemployment, it remains for job changers. We view this result as a reminder that much of the evidence of a new hire e ect comes from data sets where job changers account for the lion s share of new hires. 4 Since an important reason workers change jobs is to improve job quality, wage movements for job changers could re ect job quality shifts as opposed to di erences in wage exibility. Indeed, we show that once we control for job quality, the new hire e ects disappears, even for job changers. Our emphasis on the role of composition in explaining the wage cyclicality of new hires is not new. It is fair to say that the standard interpretations of the evidence prior to Pissarides involved some form of composition e ect involving procyclical uctuations in the quality of new job openings. The particular mechanism we nd appealing involves cyclical uctuations in job match quality, as originally suggested by Barlevy (2002). In Barlevy s framework, workers in bad matches are more likely to nd good matches in booms than in recessions. Thus the cyclical new hire e ect in wages re ects procyclical upgrading of match quality by job changers as opposed to greater exibility of new hire wages. Note that this mechanism applies best to job changers and thus can account for why the apparent new hire e ect is present for workers making direct job-to-job-transitions, but not for workers hired from unemployment. To drive home this point, we develop a search and matching model with wage rigidity in the form of staggered wage contracting, variable job match quality, and on-the-job search. We show that the model is consistent with both the aggregate data and the panel data evidence. All the ingredients we add are critical for achieving this consistency. One interesting implication of the model is that it produces job reallocation, leading to a kind of sullying e ect of recessions, as originally conceived by Barlevy. Section 2 provides the new panel data evidence. Section 3 describes the model and Section 4 presents the numerical results. Concluding remarks are in Section 5. 2 Data and Empirics This section presents new evidence on the wage cyclicality of new hires. We do so using a rich new data set. We rst show that we are able to replicate the existing evidence showing greater cyclicality of the wages of new hires relative to existing workers. We then proceed to show data and recover point estimates that are suggestive of greater wage cyclicality of new hires, but not statistically signi cant. We suspect that the panel aspect of our data permits sharper controls for unobserved heterogeneity and compositional e ects. 4 Indeed, Bils (1985) uses the term job changers as opposed to new hires and interprets his results as applying to the former. 3
that (i) there is no new hire e ect for workers coming from unemployment (as opposed to those changing jobs) and (ii) after controlling for job match quality, there is also no new hire e ect for job changers. Put di erently, the evidence is consistence with new hires having the same degree of wage cyclicality as existing workers. We rst describe the data and then move to the estimation. 2.1 Data We use data from the Survey of Income and Program Participation (SIPP) from 1990 to 2012. The SIPP is administered by the U.S. Census Bureau and is designed to track a nationally representative sample of U.S. households. The SIPP is organized by panel years, where each panel year introduces a new sample of households. Over our sample period the Census Bureau introduced eight panels. The starting years were 1990-1993, 1996, 2001, 2004, and 2008. The average length of time an individual stays in a sample ranges from 32 months in the early samples to 48 in the more recent ones. Most key features of the SIPP are consistent across panels. Each household within a panel is interviewed every four months, a period referred to as a wave. During the rst wave that a household is in the sample, the household provides retrospective information about employment history and other background information for working age individuals in the household. At the end of every wave, the household provides detailed information about activities over the time elapsed since the previous interviews. Although each wave contains data for four months, we restrict our sample to the nal wave for observations to mitigate the SIPP seam e ect, whereby survey respondents project current circumstances back onto each of the four prior months... (Census Bureau, 2001, pg.1-6). The main advantages of the SIPP over other commonly used data sets has such as the PSID or the NLSY are that it is larger, more representative of the population, and available at a high frequency (e.g. surveys are every four months as opposed to annually.) The rich high frequency structure allows for precise measures of cyclical job status and wages. It also permits separating new hires from job changers and those coming from the unemployed. The appendix provides greater detail on the data. It also describes the construction of the variables we use in the estimation. 4
2.2 Baseline Empirical Framework We begin with a simple statistical framework to study the response of individual level wages to changes in aggregate conditions that has been popular in the literature, beginning with Bils (1985). 5 Let w ijt be the wage of individual i in job j at time t; x ijt individual level characteristics such as education and experience as well as a time trend, u t the prime age male unemployment rate, I(new ijt ) an indicator variable that equals unity if the worker is a new hire and zero if not, and i an individual xed e ect. The measurement equation for wages is then given by log w ijt = x 0 ijt x + u u t + n I(new ijt ) + nu I(new ijt ) u t + i + e ijt (1) where e ijt is random error term. The inclusion of the unemployment rate in the regression is meant to capture the in uence of cyclical factors on wages, while the interaction of the new hire dummy with the unemployment rate is meant to measure the extra cyclicality of new hires wages. In particular, the coe cient u can be interpreted as the semi-elasticity of wages with respect to unemployment, while u + nu gives the corresponding semi-elasticity for new hires. The key nding in the literature is that nu is negative (along with u ), suggesting greater cyclical sensitivity of new hires wages. At this point we make two observations: First, with exception of Haefke, Sonntag and van Rens (2013), the literature typically does not distinguish between new hires coming from unemployment and those coming from other jobs. Second, there is no attempt to control for estimation bias stemming from cyclical movements in job match quality. We turn to these issues shortly. We rst show that with our data we can obtain the results in the literature. To obtain consistent coe cient estimates of equation (1), it is necessary to account for the presence of unobserved heterogeneity implied by i that may be correlated with observables. The convention in the literature, accordingly, is to use either a rst di erence or a xed e ects estimator, depending on the properties of the error term. The low serial correlation of the error terms in the exercises we perform suggests that the xed e ects estimator is preferred. However, since Bils (1985) and others used a rst di erence estimator, we show the results are robust to either approach. The regressions are based on monthly data. 6 For comparability to Bils (1985), we only use 5 Included among the many studies regressing individual level wages on some measure of unemployment as a cyclical indicator are Barlevy (2001); Beaudry and Dinardo (1991); Deveraux (2001); Hagedorn and Manovskii (2013); Martins, Solon, and Thomas (2012); Shin (1991); and Solon, Barsky and Parker (1994). 6 While we have monthly information, as we noted earlier we only use wage information from the nal month 5
observations for men between the ages of 20 and 60. As our measure of hourly wages, we use job-speci c earnings. In cases in which an hourly wage is directly available, we use that as our measure. In cases in which an hourly wage is not directly available, we use job-speci c earnings divided by the product of job-speci c hours per week and job-speci c weeks per month. Wages are de ated by a three months average of the monthly PCE. Finally, we de ne new hires as individuals who are in the rst four months of their tenure on a job. 7 The appendix provides additional information on variable construction, including the individual level characteristics we use. Table 1 presents the results. The rst column presents the estimates of equation (1) using xed e ects and the second presents estimates using rst di erences. The results are robust across speci cations. Similar to Bils (1985), we nd that new hires wages are signi cantly more cyclical than those for existing workers. When estimating the equation in rst di erences, the semi-elasticity of new hire wages is 1:29, compared to 0:424 for continuing workers. With xed e ects, the new hire semi-elasticity is estimated to be 1:565, compared to 0:317 for continuing workers. In both speci cations, the semi-elasticity is signi cant at the 1% level for continuing workers; and the new hire di erential is signi cant at the 1% level. evidence that the predicted errors from the regressions are serially correlated. 8 follows, we apply xed e ects. We nd no Hence in what While we recover precise coe cient estimates that imply both continuing worker wage cyclicality and a new hire e ect, our estimates reveal less cyclicality than most of the existing literature. Using annual NLSY data from 1966-1980, Bils (1985) nds a continuing worker semielasticity of 0:6, versus 3:0 for changers. Barlevy (2001) uses both PSID and NLSY through 1993 and recovers a semi-elasticity of 3:0 for job changers. We speculate that our lower estimates are due mainly the high-frequency of our data (every four months as opposed to every year). If workers are on staggered multi-period contracts (as will be the case in the quantitative model we present), then a smaller fraction of wages are likely to be adjusted over a four month interval than would be the case annually. In any case, our quantitative model will generate data consistent with the degree of wage cyclicality suggested by the evidence in Table 1. of each four month wave to avoid the seam e ect. 7 Note that given this de nition we will only have one wage observation for a new hire since we only use the nal month of a four month wave to obtain wage data. 8 In this case, xed e ects is more e cient than rst di erences. 6
2.3 Robustness of the New Hire E ect We now present evidence that the estimated new hire e ect in the literature re ects misspeci - cation and not greater wage cyclicality of new hires. We begin by distinguishing new hires that come from unemployment from those that come from other jobs. As Haefke, Sonntag, and van Rens (2013) emphasize, the hiring margin that is key for generating unemployment volatility in search and matching models with sticky wages is that of workers coming from unemployment, not that of workers making job-to-job transitions. Yet most empirical studies do not distinguish between job-changers and workers hired from unemployment, as in Bils (1985). Accordingly, it is important to isolate the wage behavior for new hires coming from unemployment. To do so, we estimate a variant of (1) that allows for a separate new hire e ect for workers coming from non-employment and workers making direct job-to-job transitions: log w ijt = x 0 ijt x + u u t + ENE nu + ENE n I(new ijt &ENE ijt ) u t + EE nu I(new ijt &EE ijt ) u t I(new ijt &ENE ijt ) + ENE n I(new ijt &ENE ijt ) + i + e ijt ; (2) where we use the notation EN E to signify workers with an intervening spell of non-employment and EE to signify workers who made direct job-to-job transitions. Table 2 presents the results. For robustness, we consider three di erent measures of what constitutes a new hire from non-employment. In the baseline case presented in the rst column we use the broadest measure: all new hires who did not receive a wage in the previous month, independent of how long the unemployment spell. In the second column for EN E transitions we consider only new hires coming from short-term unemployment, which we consider to be a spell four months or less. Here we address the concern that there may be something unusual about the wage behavior of those coming from long-term unemployment, leading us to drop these observations. Finally, the third column addresses the concern that new hires from nonemployment that have only missed one months pay might in fact be job-changers taking a short break between jobs. Accordingly, for this case we lump those new hires with only one month of non-employment with job-changers. As the table shows, for all three speci cations, the new hire e ect disappears for workers coming from unemployment. The coe cient ENE nu is not statistically signi cant in each case. Thus, for new hires coming from unemployment, wages are no more cyclical than those for existing workers. Along these lines, the estimates of wage cyclicality for existing workers are similar to the baseline case of Table 1. Finally, while the new hire e ect disappears for workers 7
coming from unemployment, it remains as strong as it did in the baseline case for job-changers. 9 This result is consistent with our earlier observation that virtually all of the evidence of a new hire e ect in the literature comes from data sets dominated by job changers. We next explore the source of high wage cyclicality of job changers and present some evidence to suggest that compositional e ects stemming from variation in job match quality might be at work. Suppose that the error term e ijt in the regression equation (1) takes the form e ijt = q ij + " ijt (3) where q ij represents unobserved match quality. If the share in total job ows of workers moving from bad matches to good matches is procyclical, then match quality for new hires should be procyclical. The implication is that q ij should covary negatively with the term that interacts the new hire dummy with the unemployment rate: Cov(q ij ; I(new ijt ) U t ) 0; (4) It follows that the error term e ijt will be negatively correlated I(new ijt ) U t. As a consequence, the estimated coe cient intended to identify the excess cyclicality of new hires wages, b nu, will be biased downward. If so, estimates of a negative value of nu might simply re ect composition bias rather than greater cyclicality of new hire wages. We emphasize further that the compositional bias stemming from procyclical match quality is likely greater for job changers than for new hires coming from unemployment. As Barlevy (2002) emphasizes, job upgrading is an important reason for employment-to-employment transitions and this upgrading is highly procyclical. By contrast, a worker coming from non-employment may be more inclined to accept a bad match in a boom, which may dominate the alternative of being unemployed. Further, accepting the bad match does not preclude the worker from trying to nd a better one. One way to control for wage variation that is due to match quality is to allow for a personjob xed e ect. Accordingly, we estimate a variant of equation (1) with a xed e ects at the person-job level, ij : log w ijt = x 0 ijt x + u U t + nu I(new ijt ) U t + n I(new ijt ) + ij + e ijt : (5) 9 We can reject the null hypothesis that the wage cyclicality for new hires from non-employment equals the wage cyclicality for new hires from employment at the 5% level. 8
Whereas in the baseline speci cation there was a single intercept i associated with each person, now there is an intercept that captures the interaction of the person with the job. Figure 1 illustrates how the person-job intercept controls for match quality. The gure portrays wages on two possible jobs for the worker: a high wage job that is a good match and a low wage job that is a bad one. For each job the dotted line is the wage absent cyclical e ects. The solid line is the wage including cyclical e ects. Suppose the worker starts out in a bad job match and then when the rst boom comes, the worker moves to a good match. The worker s wage jumps partly due to cyclical factors but mostly due to improved match quality. Absent a control for match quality, it appear that the worker s wage as new hire was far more cyclical than that of an existing worker. The person-job xed e ect adds this kind of control essentially by removing the component of the wage due to match quality. In term of Figure 1, the xed e ect removes the steady state wage for each job, thus isolating the true cyclical variation. In this case, we identify the relative wage cyclicality, by comparing the wage behavior of an individual as a new hire with that of the same individual as a existing worker (and doing so for thousands of individuals). To separately identify wage cyclicality of existing workers, it is important that we observe an individual s tenure on a job for a long enough period so that wage changes can be expected to occur. Our data set satis es this criteria: the average time we observe a worker on a job after being newly hired is 17 months. 10 Table 4 presents the results with person-job xed e ects. condition on the type of new hire job transition. In the rst column we do not In the second we restrict attention to job changers. In the third, we estimate a new hire e ect for both job changers and for new hires from non-employment (using our baseline de nition of EN E). Across all regressions, we nd no signi cant new hire e ect. After controlling for match quality, new hires wages appear no more exible than those for existing workers. 11 In the next section we develop an economic model to sharpen our empirical nding that the new hire e ect may be an artifact of an improper econometric speci cation. In the model we develop, new hires wages are no more exible than those for existing workers. Yet data generated from the model will be able to generate the appearance of a new hire e ect, precisely for the kinds of reasons we have suggested. 10 Note we cannot recover an estimate of nu in the extreme case that there is a permanent new hire e ect wherein wages are permanently indexed to aggregate conditions at match inception, as the new hire e ect will be di erenced out from the person-job xed e ects. Hagedorn and Manovski (2013) argue that previous evidence that wages were permanently linked to starting conditions via implicit contracts is faulty. 11 We also note that the estimated semi-elasticity of wages with respect to unemployment for existing workers drops in half once we allow for person-job xed e ects. This re ects that much of the cyclical within-individual wage variation is due to across-job variation in wages. 9
3 Model In keeping with a vast literature, we model employment uctuations using a variant of the Diamond, Mortensen, and Pissarides search and matching model. Our starting point is a simple real business cycle model with search and matching in the labor market, similar to Merz (1995) and Andolfatto (1996). As in these papers, we minimize complexity by imposing complete consumption insurance. Our use of the real business cycle model is also meant for simplicity. It will become clear that our central point of how a model with wage rigidity can account for the micro wage evidence will hold in a richer macroeconomic framework. We make two main changes to the Merz/Andolfatto framework. First we allow for staggered wage contracting with wage contracts determined by Nash bargaining, as in Gertler and Trigari (GT, 2009). Second, we allow for both variable match quality and on-the-job search with variable search intensity. These features will generate procyclical job ladder e ects, in the spirit of Barlevy (2002). As we will show, both these variants will be critical for accounting for both the macro and micro evidence on unemployment and wage dynamics. 3.1 Search, Vacancies, and Matching There is a continuum of rms and a continuum of workers, each of measure unity. Workers within a rm are either good matches or bad matches. A bad match has a productivity level that is only a fraction of that of a good match, where 2 (0; 1): Let n t be the number of good matches within a rm that are working during period t and b t the number of bad matches. Then the rm s e ective labor force l t is the following composite of good and bad matches: l t = n t + b t (6) Firms post vacancies to hire workers. Firms with vacancies and workers looking for jobs meet randomly (i.e., there is no directed search). The quality of a match is only revealed once a worker and a rm meet. Match quality is idiosyncratic. A match is good with probability and bad with complementary probability 1. Hence, the outcome of a match depends neither on ex-ante characteristics of the rm or worker. Whether or not a meeting becomes a match depends on the realization of match quality and the employment status of the searching worker. Workers search for jobs both when they are unemployed and when they are employed. Before search occurs, matches are subject to an exogenous separation shock. With probability, workers will search on-the-job; absent successful search that generates a new match at a di erent 10
rm, these workers will remain at the rm for another period. With probability 1, the match is terminated. Workers who are subject to a separation shock and do not successfully nd a job by the end of the period will be unemployed at the start of the next period. There are three general types of searchers: the unemployed, the employed, and the recently separated. We rst consider the unemployed. Let n t = R i n tdi and b t = R i b tdi be the total number of workers who are good matches and who are bad matches, respectively, where rms are indexed by i. The total number of unemployed workers u t is then given by u t = 1 n t bt : (7) We assume that each unemployed worker searches with a xed intensity, normalized at unity. Under our parameterization, it will be optimal for a worker from unemployment to accept both good and matches. The second type of searchers we consider are those who search on the job. Absent other considerations, the only reason for an employed worker to search is to nd a job with improved match quality. 12 In our setting, the only workers who can improve match quality are those currently in bad matches. We allow such workers to search with variable intensity & bt. As has been noted in the literature, however, not all job transitions involve positive wage changes (see Flinn, 2002). Accordingly, we suppose that workers in good matches may occasionally leave for idiosyncratic reasons, e.g. locational constraints. 13 xed intensity & n and only accept other good matches. 14 Finally, we assume that the fraction 1 xed intensity & u. period or remain unemployed. We assume that these workers search with of workers separated during period t search with Such workers are either hired by another rm to work in the subsequent As is the case with workers searching from unemployment, workers separated within the period will nd it optimal to both accept good or bad matches. We include such ows to be consistent with the observation that workers observed making jobto-job transitions sometimes are observed to take pay cuts; and, as pointed out by Christiano, Eichenbaum, and Trabandt (2013), ows in the data that appear to be job-to-job transitions 12 Strictly speaking, with staggered wage contracting, workers in good matches may want to search if their wages are (i) su ciently below the norm and are (ii) not likely to be regotiated for some time. However, because the fraction of workers likely to be in this situation in our model is of trivial quantitative importance, due to the transitory nature on average of wage di erentials due to staggered contracting, we abstract from this consideration. 13 For similar reasons, structural econometric models formulated to assess the contribution of on-the-job search to wage dispersion in a stationary setting often include a channel for exogenous, non-economic job-to-job transitions with wage drops. Examples include Jolivet et al. (2006) and Lentz and Mortensen (2012). 14 Note that as the expected gains from search for such workers is zero up to a rst order, there is no loss of generality in assuming xed search intensity. 11
may in fact be separations immediately followed by successful job search. We assume & u < 1, consistent with the notion in the search literature that, for various reasons, employed workers search with less e ciency than unemployed workers (e.g., employed workers have less time to devote to search than unemployed workers). We derive the total e ciency units of search e ort s t as a weighted sum of search intensity across the three types: s t = u t + (& bt bt + & n n t ) + (1 )& u (n t + b t ) (8) The rst term re ects search intensity of the unemployed; the second term, the search intensity of the employed; the third, the search intensity of workers separated within the period. As we will show, the search intensity of bad matches on the job will be procyclical. Furthermore, the cyclical sensitivity of the e orts of workers in bad matches to nd better jobs will ultimately be the source of procyclical movements in match quality and new hire wages. The aggregate number of matches m t is a function of the e ciency weighted number of searchers s t and the number of vacancies t, as follows: m t = m s t 1 t ; (9) where is the elasticity of matches to units of search e ort and m re ects the e ciency of the matching process. The probability p t a unit of search activity leads to a match is: p t = m t s t (10) The probability the match is good p n t and the probability it is bad p b t are given by: p n t = p t (11) p b t = (1 )p t The probability for a rm that posting a vacancy leads to a match q m t is given by q m t = m t t (12) Not all matches lead to hires, however, and hires vary by quality. The probability q n t a vacancy 12
leads to a good quality hire and the probability q b t it leads to a bad quality one are given by qt n = qt m (13) qt b (& bt bt + & n n t ) = (1 ) 1 qt m (14) s t Since all workers accept good matches, qt n is simply the product of the probability of a match being good conditional on a match,, and the probability of a match, qt m. By contrast, since on the job searchers do not accept bad matches, to compute q b t we must net out the fraction of searchers who are doing so on the job, (& bt bt + & n n t )=s t. Finally, we can express the expected number of workers in e ciency units of labor that a rm can expected to hire from posting a vacancy, q t ; as q t = q n t + q b t (15) It follows that the total number of new hires in e ciency units is simply q t t : 3.2 Firms Firms produce output y t using capital and labor according to a Cobb-Douglas production technology: y t = z t kt lt 1 ; (16) where k t is capital and l t labor in e ciency units. Capital is perfectly mobile. Firms rent capital on a period by period basis. They add labor through a search and matching process that we describe shortly. The current value of l t is a predetermined state. Labor in e ciency units is the quality adjusted sum of good and bad matches in the rm (see equation (6)). It is convenient to de ne t b t =n t as the ratio of bad to good matches in the rm. We can then express l t as the follow multiple of n t : l t = n t + b t = (1 + t )n t ; (17) where as before, 2 (0; 1) is the productivity of a bad match relative to a good one. The labor quality mix t is also a predetermined state for the rm. The evolution of l t depends on the dynamics of both n t and b t. Let i t be the probability of retaining a worker in a match of type i = n; b: Letting qt i denote the probability of lling a vacancy with a worker leading to a match of type i, we can express the evolution of n t and b t 13
as follows: n t+1 = n t n t + q n t t (18) b t+1 = b tb t + q b t t (19) where q i t t is the quantity of type i matches and where equation (13) de nes q n t and q b t : The probability of retaining a worker is the product of the job survival probability and the probability the worker does not leave for a job elsewhere (1 & it p n t ): i t = (1 & it p n t ); i = n; b; (20) It follows from equations (17) and (20) that we can express the survival probability of a unit of labor in e ciency units, t, as the following convex combination of n t and b t : t = n t + t b 1 + t (21) The hiring rate in e ciency units of labor, x t, is ratio of new hires in e ciency units q t t to the existing stock, l t x t = q t t l t (22) where the expected number of e ciency weighted new hires per vacancy q t is given by equation (15): The evolution of l t is then given by: l t+1 = ( t + x t ) l t (23) Next, we can make use of equations (17), (18), (19) and (22) to characterize how the quality mix of workers t = b t =n t evolves over time: t+1 = b t t + q b t t =n t n t + qn t t=n t (24) = b t t + qb t q t (1 + t )x t n t + qn t qt (1 + t )x t We now turn to the rm s decision problem. Assume that labor recruiting costs are quadratic in the hiring rate for labor in e ciency units, x t, and homogenous in the existing stock l t : 15 Then 15 We assume quadratic recruiting costs because we have temporary wage dispersion due to staggered contracts 14
let t;t+1 be the rm s stochastic discount factor, i.e. the household s intertemportal marginal rate of substitution, r t the rental rate, and the wage per e ciency unit of labor, w t. Then the rm s decision problem is to choose capital k t and the hiring rate x t to maximize the discounted stream of pro ts net recruiting costs subject to the equations that govern the laws of motion for labor in e ciency units l t and the quality mix of labor t, and given the expected paths of rents and wages. In particular, we may express the value of each rm F (l t ; t ; w t ; s t ) F t as F t = maxfz t kt lt 1 k t;x t 2 x2 t l t w t l t r t k t + E t f t;t+1 F t+1 gg subject to equations (23) and (24), and given the values of the rm level states (l t ; t ; w t ) and the aggregate state vector s t. For the time being, we take the rm s expected wage path as given. In Section 3.4 we describe how wages are determined for both good and bad workers. Given constant returns and perfectly mobile capital, the rm s value F t is homogeneous in l t. The net e ect is that each rm s choice of the capital/labor ratio and the hiring rate is independent of its size. Let J t be rm value per e ciency unit of labor and let k t k t =l t be its capital labor ratio. Then F t = J t l t (25) with J t J( t ; w t ; s t ) given by J t = max k t;x t fz k t 2 x2 t w t r t kt + ( t + x t )E t f t;t+1 J t+1 gg: (26) subject to (23) and (24). The rst order condition for capital rental is r t = z t k 1 t : (27) Given Cobb-Douglas production technology and perfect mobility of capital, k t does not vary across rms. The rst order condition for hiring is x t = E t t;t+1 J t+1 + ( t + x t ) @J t+1 @ t+1 @ t+1 @x t The expression on the left is the marginal cost of adding worker, while the one on the right is and perfectly mobile capital. With proportional costs, all capital would ow to the low wage rms. (28) 15
discounted marginal bene t. The rst term on the right-hand side of (28) is standard: It re ects the marginal bene t of adding a unit of e ciency labor. The second term re ects a composition e ect of hiring. While the rm pays the same recruitment costs for bad and good workers (in quality adjusted units), bad workers have separate survival rates within the rm due to their particular incentive to search on-the-job. The composition term re ects the e ect of hiring on period-ahead composition, and the implied e ect in the value of a unit of labor quality to the rm. 16 3.3 Workers We next construct value functions for unemployed workers, workers in bad matches, and workers in good matches. These value functions will be relevant for wage determination, as we discuss in the next section. Importantly, they will also be relevant for the choice of search intensity by workers in bad matches who are looking to upgrade. We begin with an unemployed worker: Let U t be the value of unemployment, Vt n the value of a good match, Vt b the value of a bad match, and u b the ow value of unemployment, which we take to be unemployment bene ts. Then, the value of a worker in unemployment satis es U t = u b + E t n t;t+1 h p n t V n t+1 + p b t V b t+1 + (1 p t ) U t+1 io : (29) where the unconditional job nding probability p t ; and the probabilities of nding good and bad matches, p n t and p b t, are given by equations (10) and (11), and where V t+1 n and V t+1 b are the average values of good and bad matches at time t + 1. 17 For workers that begin the period employed, we suppose that the cost of searching as a function of search intensity is given by c (& it ) = & 0 & 1+ & it 1 + & where i = b; n; u. Let w it be the wage of a type i worker, i = n; b. The value of a worker in a 16 Under our calibration, the e ect will be zero, up to a rst order. See appendix for details. 17 Technically, the average value of employment in the continuation value of U t should be that of a new hire rather than the unconditional one. However, Gertler and Trigari (2009) show that the two are identical up to a rst order. Hence, we use the simpler formulation for clarity. In particular, the unconditional average value for a type i match is V t+1 i = R Vt+1dG i t+1, where G denotes the joint distribution of wages and composition, while the average value conditional on being a new hire is given by V x;t+1 i = R Vt+1 i (x t=x t) dg t, where x t = R x tdg t. Since w; and x in the steady state are identical across rms, V x;t+1 i = V t+1 i up to a rst order. 16
bad match is given by V b t = max & bt fw bt + t [c(& bt ) + (1 )c(& u )] +E t f t;t+1 f[(1 & bt p n t )V b t+1 + & bt p n t V n t+1] +(1 )[& u p n t V n t+1 + & u p b t V b t+1 + (1 & u p t+1 )U t+1 ]gg (30) The ow value is the wage w bt net the expected costs of search plus a term t we describe below. If the worker survives within the rm, which occurs with probability, he searches with variable intensity & bt : If he is separated, which occurs with probability 1, he searches with xed intensity & u. The rst term in the continuation value is the value of continuing in the match, which occurs with probability (1 switching to a good match, which occurs with probability & bt p n t. & bt p n t ). The second term re ects the value of The third term and fourth term re ect the value of being separated but immediately nding a good or bad job. The nal term re ects the value of being separated into unemployment. A worker in the bad match chooses the optimal search intensity & bt according to (30), satisfying n o & 0 & & bt = E t t;t+1 p n t V n t+1 Vt+1 b Search intensity varies positively with the product of the likelihood of nding a good match, p n t ; and the net gain of doing so, i.e. the di erence between the value of good and bad matches. One can see from equation (31) how the model can generate procyclical search intensity by workers in bad matches. The probability of nding a good match will be highly procyclical and the net gain roughly acyclical. Thus, the expected marginal gain from search will be highly procyclical, leading to procyclical search intensity. If there is dispersion of wages among bad matches due staggered contracting, then search intensities can di er across these workers. (31) To simplify matters, we assume that the family provides an insurance scheme that smooths out search intensities across its family members, much in the same way it o ers consumption insurance. In particular, we assume that there is a transfer scheme that insures that the sum of the wage and the transfer equals the average wage across matches, w bt : In particular, t = ( w bt w bt ), which implies w bt + t = w bt. With the transfer, the discounted marginal bene t to search (the right side of equation (31)) does not depend on worker-speci c characteristics, so that Vt b across all workers in bad matches. = V b t. Search intensity is thus the same 17
The value of a worker in a good match is analogous to the value function for a bad match. V n t = w nt [c(& n ) + (1 )c(& u )] +E t f t;t+1 f[(1 & n p n t ) V b t+1 + & n p n t V n t+1] +(1 )[& u p n t V n t+1 + & u p b t V b t+1 + (1 & u p t+1 )U t+1 ]gg (32) One key di erence is that on-the-job search intensity is xed for good matches. Note that up to a rst order, however, there are zero expected gains from search given that workers in good matches only move to other good matches. Hence, we rule out variable search by workers in good matches without loss of generality. For technical simplicity, we suppose that the search intensities of good and bad workers are identical in steady state (i.e., & bt = & n in steady state). This will imply that in the steady state, good and bad matches will have the same level of expected longevity a rm, which will in turn help simplify the impact of the distribution of workers between good and bad matches on the equilibrium (in the rst order approximation). 3.4 Nash Wage As in GT, workers and rms divide the joint match surplus via staggered Nash bargaining. For simplicity, we assume that the rm bargains with good workers for a wage. Bad workers then receive the fraction of the wage for good workers, corresponding to their relative productivity. Thus if w t is the wage for a good match within the rm, then w t is the wage for a bad match. It follows that w t corresponds to the wage per unit of labor quality. We note that this simple rule for determining wages for workers in bad matches approximates the optimum that would come from direct bargaining. It di ers slightly due mainly to di erences in duration of good and bad matches with rms. The gain from imposing this simple rule is that we need only characterize the evolution of a single type of wage. Importantly, in bargaining with good workers, rms also take account of the implied costs of hiring bad workers. Our assumptions are equivalent to having the good workers and rms bargain over the wage per unit of labor quality w t. For the rm, the relevant surplus per worker is J t ; derived in section 3.2 (equation (26)). For good workers, the relevant surplus is the di erence between the value of a good match and unemployment: H t = V n t U t (33) 18
As in GT, the expected duration of a wage contract is set exogenously. At each period, a rm faces a xed probability 1 renegotiating the wage. With complementary probability, the wage from the previous period is retained. The expected duration of a wage contract is then 1=(1 ). Workers hired in between contracting periods receive the prevailing rm wage per unit of labor quality w t. Thus in the model there is no new hire e ect: Adjusting for relative productivity the wages of new hires are the same as for existing workers. Let wt denote the wage per unit of labor quality of a rm renegotiating its wage contract in the current period. 18 The wage wt is chosen to maximize the joint Nash product of a unit of labor quality to a rm and a worker in a good match, given by H t J 1 t (34) subject to w t+1 = ( w with probability w t+1 with probability 1 (35) where wt+1 is the wage chosen in the next period if the parties are able to re-bargain and where is the households relative bargaining power. Let H t H( t ; w t ; s t ) and J t J( t ; w t ; s t ) (where H t H( t ; w t ; s t ) and J t J( t ; w t ; s t )). Then the rst order condition for w t is given by where and @H t @w t @J t @w t @H t @wt Jt = (1 ) @J t @wt Ht (36) = 1 + (1 & n p n t ) E t t;t+1 @H t+1 @wt + (1 ) @H t+1 @wt = 1 + ( t + x t )E t t;t+1 @J t+1 @wt + (1 ) @J t+1 @wt : Under multi period bargaining, the outcome depends on how the new wage settlement a ects the relative surpluses in subsequent periods where the contract is expected to remain in e ect. The net e ect, as shown in GT, is that up a rst order approximation the contract wage will be an expected distributed lead of the target wages that would arise under period-by-period Nash bargaining, where the weights on the target for period t + i depend on the likelihood the 18 We suppress the dependence of w and similar objects on the rm s composition in the notation. (37) 19
contract remains operative, i. We derive this expression for this model in the appendix. In general, the new contract wage will be a function of the rm level state t (the ratio of bad to good matches), as well as the aggregate state vector s t : However, given our assumptions that steady state search intensities are the same for good and bad matches and that wages are proportional to productivity, wt is independent of t in the rst order approximation. Accordingly, to a rst order, we can express the evolution of average wages w as w t = (1 )w t + w t 1 where w t = where 1 is the fraction of rms that are renegotiating and is the fraction that are not. (See the appendix for details.) 3.5 Households: Consumption and Saving We adopt the representative family construct, following Merz and Andolfatto, which essentially generates perfect consumption insurance. There is a measure of families on the unit interval, each with a measure one of workers. The distribution of unemployed and employed workers (along with their wages) within the family is that of the aggregate distribution. Before making allocating resources to per-capita consumption and savings, the family pools all wage and unemployment income. Additionally, the family owns diversi ed stakes in rms that pay out pro ts. The household can then assign consumption c t to members and save in the form of capital k t, which is rented to rms at rate r t and depreciates at the rate. Let t (s t ) be the value of the representative household. Then, subject to t = max c t; k t+1 flog(c t ) + E t t+1 g (38) & nh i h i o 0 c t + k t+1 & 1+ & n + (1 )& 1+ & u n t + & 1+ & 1 + bt + (1 )& 1+ & bt u & = w t n t + w t bt + (1 n t bt )u b + (1 + r t )k t + T t + t ; (39) 20
and n t+1 = n t n t + q n t t (40) bt+1 = b t b t + q b t t (41) where t are the pro ts from the household s ownership holdings in rms and T t are lump sum transfers from the government. The rst-order condition from the household s savings problem gives 1 = (1 + r)e t f t;t+1 g (42) where t;t+1 c t =c t+1 : 3.6 Resource Constraint, Government Policy, and Equilibrium The resource constraint states that the total resource allocation towards consumption, investment, vacancy posting costs, and search costs is equal to aggregate output: + 2 Z i y t = c t + k t+1 (1 )k t i n t + x 2 t l t di + & h 0 & 1+ & n + (1 )& 1+ & u 1 + & h & 1+ & bt + (1 )& 1+ & u The government funds unemployment bene ts through lump-sum transfers: i bt : (43) T t + 1 n t bt ub = 0: (44) A recursive equilibrium is a solution for (i) a set of functions fj t, V n t, V b t ; U t g; (ii) the contract wage w t ; (iii) the hiring rate x t ; (iv) the subsequent s period wage rate w t+1 ; (v) the search intensity of a worker in a bad match & bt ;(vi) the rental rate on capital r t ; (vii) the average wage and hiring rates, w t and x t ; (viii) the capital labor ratio k t ; (ix) the average consumption and capital, c t and k t+1 ; (x) the average employment in good and bad matches, n t and b t ; (xi) the density function of composition and wages across workers dg t ; and (xii) a transition function Q t;t+1. The solution is such that (i) w t satis es the Nash bargaining condition (36); (ii) x t satis es the hiring condition (28); (iii) w t+1 is given by the Calvo process for wages (35); (iv) & bt satis es the rst-order condition for search intensity of workers in bad matches (31); (v) r t satis es (27); (vi) w t = R w t dg t and x t = R x t dg t ; (vii) the rental market for capital clears, 21
k t = k t = n t + b t ; (viii) ct and k t+1 solve the household problem (38); (ix) n t (s t ) and b t (s t ) evolve according to (40) and (41); (x) the evolution of G t is consistent with Q t;t+1 ; (xi) Q t;t+1 is de ned in equation (xx) in the appendix. 3.7 New Hire Wages and Job-to-Job Flows Here we describe how our model is able to capture the panel data evidence on new hire wage cyclicality, despite new hires wages being every bit as sticky as those for existing workers (conditional on match quality). Let g t w denote the average wage growth of continuing workers, g t JC the average wage growth of new hires who are job changers, and c w t the component of g t JC due compositional e ects (i.e. changes in match quality across jobs). Further, let BG;t be the share of ows moving from bad to good matches out of total job ows at time t and let GB;t be the share moving from good to bad matches. Then to a rst order (see the appendix for details) we can express average wage growth for changers: bg JC t = (1!)bg w t +!bc w t (45) with bg w t = bw t bw t 1 (46) bc w t = 1 b BG;t 1 2 b GB;t 1 (47) where bz denotes log deviations of variable z from steady state and! 2 [0; 1) is the steady state share of average job changer wage growth that is due to changes in match quality. As shown in the appendix, the parameters!; 1 ; and 2 are all positive and are functions of model primitives. Equation (45) indicates that average wage growth for job changers is a convex combination of average wage growth for existing workers and a composition component. Absent the composition e ect (i.e. if! = 0), average wage growth for job changers would look no di erent than for continuing workers. With the composition e ect present, however, cyclical variation of the composition of new match quality enhances the relative volatility of job changers wages. In particular, the cyclical composition e ect bc w t varies positively with share in total job ows of workers moving from bad to good matches b BG;t 1 and negatively with the share movement from good to bad b GB;t 1. As we have discussed, the search intensity by workers in bad matches is highly procyclical, leading to b BG;t 1 being procyclical and b GB;t 1 countercyclical. The net 22