Kailing SHEN

Research 学术研究： 以下是我已经基本完成的一些工作
  1. Unemployment Insurance's Labour Market Impacts, PhD Thesis, 2006, Supervised by Prof. David Green.
    失业保险制度对劳动力市场的影响， 2006年，博士论文

    这篇论文使用加拿大统计局的面板数据SLID和久期分析模型研究失业保险制度对于工人在就业与失业状态间转换的时长以及再就业工资的影响。在本文的实证分析中构造使用了多状态多阶段、考虑工人异质性以及时长测度误差的久期模型。根据本文的分析，失业保险政策使得加拿大的失业率增加16%，使得工人的再就业工资增加9%。

  2. Contigent, Temporaty Unemployment Insurance's Impacts on Employment and Unemployment Durations, 2007, IZA Discussion Paper 2959.
    失业保险的有条件及有期限性质对于就业及失业时长的影响， 2007年，德国劳动经济研究所讨论论文2959号

    This paper studies contingent, temporary unemployment insurance (UI) coverage’s impacts on employment and unemployment durations using a duration model extended with heaping considerations and a recent Canadian panel data. A unique source of identification here is the Employment Insurance (EI) reform of Canada in the 1996. Based on the estimated coefficients from the duration models, the simulations suggest that UI increases unemployment rates by 2% and 5% in the non-seasonal and seasonal sectors respectively.

  3. Customized Duration Data Construction: An Example of Deriving Unemployment Insurance Variables Using SPSS, 2009, Statistic Canada, Catalogue no. 12-002-X
    久期（时长）数据构造定制技巧：以SPSS软件定制失业保险变量为例，2009年加拿大统计局出版物 12-002-X

    本文总结了作者在研究失业保险政策时使用的一套构造久期（时长）数据的方法。这些方法包括对到个久期数据库的合并、排除、匹配等各种可能的复杂运算。

  4. Employers' Preferences for Gender, Age, Height and Beauty: Direct Evidence (with Peter Kuhn), 2009, NBER Working Paper No. 15564

    We study firms’ advertised preferences for gender, age, height and beauty in a sample of ads from a Chinese internet job board, and interpret these patterns using a simple employer search model. We find that these characteristics are widely and highly valued by Chinese employers, though employers’ valuations are highly specific to detailed jobs and occupations. Consistent with our model, advertised preferences for gender, age, height and beauty all become less prevalent as job skill requirements rise. Cross-sectional patterns suggest some role for customer discrimination, product market competition, and corporate culture. Using the recent collapse of China’s labor market as a natural experiment, we find that firms’ advertised education and experience requirements respond to changing labor ...

    本文使用一个中国互联网招聘网站数据研究雇主对于性别、年龄、身高和外貌所表现出的偏好，并用一个雇主搜寻模型对数据中显示的规律性现象做解释。我们发现上述特征被中国的用人单位广泛、高度的认可，同时这种认可又是与具体职位、职业性质相关的。与我们理论模型一致，当工作的技能要求高的时候上述特征的偏好在广告中出现的变少。 横截面数据中反映的相关关系显示客户歧视、产品市场歧视以及公司文化都对我们看到的现象有所解释。。。。

  5. Economic Reform, Education Expansion, and Earnings Inequality for Urban Males in China, 1988-2007 (with Meng Xin and Xue Sen), 2010, IZA Discussion Paper 4919.
    经济改革、教育扩招、以及中国城市男性收入分布1988--2007年（与孟昕、薛森合作），2010年，德国劳动经济研究所讨论论文 4919号

    In the past 20 years the average real earnings of Chinese urban male workers have increased by 350 per cent. Accompanying this unprecedented growth is a considerable increase in earnings inequality. Between 1988 and 2007 the variance of log earnings increased from 0.27 to 0.48, a 78 per cent increase. Using a unique set of repeated cross-sectional data this paper examines the causes of this increase in earnings inequality. We find that the major changes occurred in the 1990s when the labour market moved from a centrally planned system to a market oriented system. The decomposition exercise conducted in the paper identifies the factor that drives the significant increase in the earnings variance in the 1990s to be an increase in the within-education-experience cell residual variances. Such an increase may be explained mainly by the increase in the price of unobserved skills. When an economy shifts from an administratively determined wage system to a market-oriented one, rewards to both observed and unobserved skills increase. The turn of the century saw a slowing down of the reward to both the observed and unobserved skills, due largely to the college expansion program that occurred at the end of the 1990s.

    在过去20年间中国城市男性职工的评价实际收入增加了350%。伴随着这样前所未有的增长，收入分配的不平等也大幅增长。在1988年到2007年间， 收入对数的方差从0.27增长到0.48（78%的增长）。本文使用一个独特的由多年很截面数据组成的数据库对收入不平等在这期间的增长进行分析。 我们的结果显示这一变化主要出现在劳动力市场从中央计划体系向市场体系过渡的上世纪90年代。通过对收入方差分解，我们认为其增长的主要因素是教育-经验组内收入方差的增长。 工人的不可观察能力的市场回报的增加可能是这一增长的原因。当一个经济体由行政决定的工资体系转向由市场决定的工资体系时，对于可观察和不可观察能力的回报都会增加。在世纪之交这两类能力回报增长的放缓则很有可能是由于发生在上世纪90年代末的高校扩招。

  6. Gender Discrimination in Job Ads: Theory and Evidence (with Peter Kuhn), 2010, IZA Discussion Paper 5195
    招聘广告中的性别歧视：理论与证据（与Peter Kuhn合作），2010年，德国劳动经济研究所讨论论文 5159号

    We study firms' advertised gender preferences in a population of ads on a Chinese internet job board, and interpret these patterns using a simple employer search model. The model allows us to distinguish firms’ underlying gender preferences from firms’ propensities to restrict their search to their preferred gender. The model also predicts that higher job skill requirements should reduce the tendency to gender-target a job ad; this is strongly confirmed in our data. We also find that firms' underlying gender preferences are highly job-specific, with many firms requesting men for some jobs and women for others, and with one third of the variation in gender preferences within firm*occupation cells.

    本文通过用人单位在中国一个主要的互联网招聘网站（智联招聘）上刊登的招聘广告研究其再对求职者性别的偏好，并以一个雇主搜寻理论模型对数据中显示的规律性现象做解释。 这一理论模型使我们能够将a)雇主将搜寻限制于其偏好的性别的倾向，与b)雇主潜在的性别偏好区分开来。我们的模型同时显示对技能要求更高的职位将更不会再招聘广告中出现性别偏好的表述 --- 这一点在数据分析部分得到强烈支持。我们同时发现雇主的性别偏好在很大程度上是因职位而异：很多用人单位同时在一部分职位上要求男性而在其他一部分职位上要求女性。性别偏好的差异有三分之一是出现在雇主与职业交互项定义的组内。