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Politiques salariales et performance des entreprises : une comparaison France Etats-Unis

Author

Listed:
  • David Margolis

    (CREST - Centre de Recherche en Économie et Statistique - ENSAI - Ecole Nationale de la Statistique et de l'Analyse de l'Information [Bruz] - X - École polytechnique - IP Paris - Institut Polytechnique de Paris - ENSAE Paris - École Nationale de la Statistique et de l'Administration Économique - CNRS - Centre National de la Recherche Scientifique, TEAM - Théories et Applications en Microéconomie et Macroéconomie - UP1 - Université Paris 1 Panthéon-Sorbonne - CNRS - Centre National de la Recherche Scientifique)

  • John M. Abowd

    (CREST - Centre de Recherche en Économie et Statistique - ENSAI - Ecole Nationale de la Statistique et de l'Analyse de l'Information [Bruz] - X - École polytechnique - IP Paris - Institut Polytechnique de Paris - ENSAE Paris - École Nationale de la Statistique et de l'Administration Économique - CNRS - Centre National de la Recherche Scientifique, Department of Labor Economics - Cornell University [New York])

  • Francis Kramarz

    (CREST - Centre de Recherche en Économie et Statistique - ENSAI - Ecole Nationale de la Statistique et de l'Analyse de l'Information [Bruz] - X - École polytechnique - IP Paris - Institut Polytechnique de Paris - ENSAE Paris - École Nationale de la Statistique et de l'Administration Économique - CNRS - Centre National de la Recherche Scientifique)

  • Kenneth R. Troske

    (Department of Economics - Mizzou - University of Missouri [Columbia] - University of Missouri System)

Abstract

[fre] La plupart des théories spécifiant le mode de détermination du salaire (salaire d’efficience, négociation salariale, etc.) apparues au cours des 20 dernières années cherchent à caractériser des situations éloignées du modèle de concurrence parfaite. Les tests empiriques de ces différentes théories se sont révélés jusqu’à présent peu concluants. L’absence de données caractérisant simultanément la situation des travailleurs et celle de l’entreprise expliquait les difficultés rencontrées. De telles données sont maintenant disponibles. Elles rendent possibles des comparaisons internationales (France/ États-Unis) utilisant à la fois des informations sur les individus et sur les entreprises qui les emploient pour mettre en relation politique de rémunération et performance des entreprises. Le salaire est décomposé à cet effet en une mesure de la rémunération des caractéristiques individuelles connues à partir des enquêtes, une mesure de la politique de rémunération de l’établissement ou de l’entreprise, appelée effet d’établissement ou d’entreprise, et un résidu. Ces composantes sont reliées à la structure et aux résultats économiques de l’entreprise. La variabilité des rémunérations est plus élevée aux États-Unis qu’en France, où le salaire minimum contribue à resserrer l’éventail des rémunérations. Pour des raisons proches (rôle des conventions collectives, en particulier), les caractéristiques individuelles et les effets d’établissement expliquent mieux cette variabilité en France qu’aux États-Unis. De manière plus surprenante, et malgré des différences institutionnelles importantes, les différentes composantes de la rémunération sont corrélées de la même façon dans les deux pays, sans qu’il soit possible d’avancer d’explication. Ainsi, en France comme aux États-Unis, les salariés les mieux rémunérés, du fait de caractéristiques individuelles ou de la politique de rémunération de l’établissement, sont employés dans des entreprises où la productivité du travail est
(This abstract was borrowed from another version of this item.)

Suggested Citation

  • David Margolis & John M. Abowd & Francis Kramarz & Kenneth R. Troske, 2000. "Politiques salariales et performance des entreprises : une comparaison France Etats-Unis," Université Paris1 Panthéon-Sorbonne (Post-Print and Working Papers) halshs-00353859, HAL.
    • Handle: RePEc:hal:cesptp:halshs-00353859
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    References listed on IDEAS

    as
    1. John M. Abowd & Francis Kramarz & David N. Margolis, 1999. "High Wage Workers and High Wage Firms," Econometrica, Econometric Society, vol. 67(2), pages 251-334, March.
    2. repec:eee:labchp:v:1:y:1986:i:c:p:525-602 is not listed on IDEAS
    3. Abowd, John M. & Kramarz, Francis, 1999. "The analysis of labor markets using matched employer-employee data," Handbook of Labor Economics, in: O. Ashenfelter & D. Card (ed.), Handbook of Labor Economics, edition 1, volume 3, chapter 40, pages 2629-2710, Elsevier.
    4. Robert H Mcguckin & George A Pascoe, 1988. "The Longitudinal Research Database (LRD): Status And Research Possibilities," Working Papers 88-2, Center for Economic Studies, U.S. Census Bureau.
    5. Harold Hotelling, 1932. "Edgeworth's Taxation Paradox and the Nature of Demand and Supply Functions," Journal of Political Economy, University of Chicago Press, vol. 40(5), pages 577-577.
    6. Kenneth R. Troske, 1998. "The Worker-Establishment Characteristics Database," NBER Chapters, in: Labor Statistics Measurement Issues, pages 371-404, National Bureau of Economic Research, Inc.
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    Cited by:

    1. Christophe Muller & Christophe Nordman, 2004. "Which Human Capital Matters for Rich and Poor’s Wages?Evidence from Matched Worker-Firm Data from Tunisia," Working Papers DT/2004/09, DIAL (Développement, Institutions et Mondialisation), revised Oct 2004.
    2. Destré, Guillaume & Lévy-Garboua, Louis & Sollogoub, Michel, 2008. "Learning from experience or learning from others?: Inferring informal training from a human capital earnings function with matched employer-employee data," Journal of Behavioral and Experimental Economics (formerly The Journal of Socio-Economics), Elsevier, vol. 37(3), pages 919-938, June.
    3. Guillaume Destré & Louis Lévy-Garboua & Michel Sollogoub, 2005. "On-the-job learning and earnings," Cahiers de la Maison des Sciences Economiques bla05022, Université Panthéon-Sorbonne (Paris 1).
    4. repec:dau:papers:123456789/4462 is not listed on IDEAS
    5. Florence Jany-Catrice, 2004. "Une analyse socioéconomique de l'emploi dans l'hôtellerie-restauration en France et aux Etats-Unis," Post-Print halshs-00282271, HAL.
    6. Guillaume Destré, 2003. "Fonctions de gains et diffusion du savoir : une estimation sur données françaises appariées," Économie et Prévision, Programme National Persée, vol. 158(2), pages 89-104.
    7. Christophe Muller & Christophe Nordman, 2005. "Human capital and wages in two leading industries in Tunisia: evidence from matched worker-firm data," Brussels Economic Review, ULB -- Universite Libre de Bruxelles, vol. 48(1-2), pages 183-208.
    8. Destré, Guillaume & Nordman, Christophe, 2002. "Les effets de la formation informelle sur les gains : une comparaison sur données appariées françaises, marocaines et tunisiennes," L'Actualité Economique, Société Canadienne de Science Economique, vol. 78(2), pages 179-206, Juin.
    9. Guillaume Destré, 2005. "Une mesure économétrique de la formation par les autres au sein de l'entreprise," Cahiers de la Maison des Sciences Economiques bla05021, Université Panthéon-Sorbonne (Paris 1).

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