Julie L Hotchkiss
Biographic Data
| ID | 5396140 |
|---|---|
| NAME | Julie L Hotchkiss |
| GIVEN NAMES | Julie L |
| FAMILY NAME | Hotchkiss |
| SIGNATURE | HOTCHKISS J L |
| AFFILIATIONS | Federal Reserve Bank of Atlanta |
| ORCID | 0000-0003-0955-2488 |
| VERIFIED | Yes |
| TOTAL WORKS | 15 |
| TOTAL CITATIONS | 31 |
| AUTHOR COUNT | 15 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1990 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
Racial and Ethnic Differences in Migration Responses to Local Labor Market Opportunities
The View at the Top or Signing at the Bottom? Workplace Diversity Responsibility and Women's Representation in Management
Women lag men in their representation in management jobs, which negatively affects women's careers and company performance. Using data from 81 publicly traded firms with more than 2,000 establishments, the authors examine the impact of two management structures that may influence gender diversity in management positions. The authors find no association between the presence of an HR executive on the top management team-a structure envisioned in pr…
The Expected Impact of State Immigration Legislation on Labor Market Outcomes
In response to the dramatic rise in the number of unauthorized immigrants to the U nited S tates, every state has passed some form of immigration legislation. These laws appear to be predicated on a belief that unauthorized immigrants impose greater costs than benefits to state and local communities, including the labor market. The purpose of this paper is to examine some evidence on what workers should expect if the immigration legislation is su…
A more proactive approach to addressing gender‐related employment disparities in the United States
Purpose The purpose of this paper is to propose a proactive public policy approach to complement relatively reactive existing policies addressing gender‐related employment disparities in the USA, and to provide an initial empirical illustration of the proposal. Design/methodology/approach The paper provides a conceptual application of theories of total quality management (TQM) to the topic of gender‐related employment disparities, followed by an …
Job Separation Behavior of Wotc Workers: Results from a Unique Case Study
This article makes use of a unique personnel data set to explore job separation behavior among workers who qualify for the Work Opportunity Tax Credit (WOTC). Results indicate that WOTC workers do not exhibit overall higher turnover than similar non‐WOTC workers. The tenures of the two groups differ, however, when calculated by reasons for separation. Evidence tends to suggest that the availability of a variety of job assistance programs might be…
The Labor Market Experience of Workers with Disabilities: The ADA and Beyond
passed antidiscrimination legislation covering employment by state agencies and often employment by any firm doing business with the state. 2In addition, nearly all states by that time covered private employers in some form or another, and many states covered all employment, including that by very small firms (fewer than 15 workers).Common exclusions from the discrimination legislation included religious organizations, social clubs, family member…
Employment Impact of Inner-city Development Projects: The Case of Underground Atlanta
This paper makes use of a unique data set to explore the issue of whether inner-city residents are more likely to be hired by a new inner-city development than non-residents. A selection model with partial observability is specified and estimated. This partial observability model allows us to control for self-selection at the application stage and to obtain unconditional estimates at the hiring stage. We determine, holding individual and neighbou…
On the Evidence of a Working Spouse Penalty in the Managerial Labor Market
This analysis of March 1993 Current Population Survey data suggests that managers with working wives earn lower wages than their counterparts with non-working wives. The labor supply decisions of managers' wives appear to be unaffected by (that is, "exogenous" with respect to) their husbands' wages. In contrast, there is evidence that the labor supply decisions of non-managers' wives are affected by their husbands' wages, and when the analysis ta…
Female Labor Supply with a Discontinuous, Nonconvex Budget Constraint: Incorporation of a Part-Time/Full-Time Wage Differential
This paper incorporates the well-documented part-time/full-time wage differential into an empirical labor supply model with both a heterogeneity- and a random-error term and estimates that model for women in the United States. Incorporation of the part-time/full-time wage differential results in a unique discontinuous, nonconvex budget set, and the consideration of estimation procedures previously unconfronted in the nonlinear budget constraint l…
Running hard and falling behind: A welfare analysis of two-earner families
Gender Compensation Differentials in Jamaica
Discrimination in the Payment of Full-Time Wage Premiums
This study investigates how many hours must be worked per week in order for workers in different race and gender groups to receive a high-hours (full-time) wage premium. An analysis of 1989 Current Population Survey data shows that across occupations, both white and black men received a full-time wage premium for working at least 33 hours per week, whereas white women had to work at least 37 hours and black women at least 39 hours to receive the …
Unemployment, Vacancies and Local Labor Markets
What are the Issues?For decades, labor economists have grappled with the problem of explaining unemployment rates at the national, regional and local levels.Aside from the business cycle, what causes unemployment rates to vary over time?Why do they vary across local areas in patterns that often persist over time?Why have some regions of the country (e.g., the South and West) seen their unemployment rates drop in the last two decades, while others…
Compensation Policy and Firm Performance: An Annotated Bibliography of Machine-Readable Data Files
This paper presents detailed descriptions of 24 machine-readable data files that could be used in empirical studies of the relationship between compensation policy and firm performance. Also included are the addresses of the organizations (mostly government agencies) that create and distribute the files and, in most cases, of specific persons to contact in order to obtain the data. The author also provides information on data available from six p…
Compensation Policy and Firm Performance: An Annotated Bibliography of Machine-Readable Data Files
Julie L. Hotchkiss, Compensation Policy and Firm Performance: An Annotated Bibliography of Machine-Readable Data Files, ILR Review, Vol. 43, No. 3, Special Issue: Do Compensation Policies Matter? (Feb., 1990), pp. 274S-289S
The Expected Impact of State Immigration Legislation on Labor Market Outcomes
In response to the dramatic rise in the number of unauthorized immigrants to the U nited S tates, every state has passed some form of immigration legislation. These laws appear to be predicated on a belief that unauthorized immigrants impose greater costs than benefits to state and local communities, including the labor market. The purpose of this paper is to examine some evidence on what workers should expect if the immigration legislation is su…
Discrimination in the Payment of Full-Time Wage Premiums
This study investigates how many hours must be worked per week in order for workers in different race and gender groups to receive a high-hours (full-time) wage premium. An analysis of 1989 Current Population Survey data shows that across occupations, both white and black men received a full-time wage premium for working at least 33 hours per week, whereas white women had to work at least 37 hours and black women at least 39 hours to receive the …
On the Evidence of a Working Spouse Penalty in the Managerial Labor Market
This analysis of March 1993 Current Population Survey data suggests that managers with working wives earn lower wages than their counterparts with non-working wives. The labor supply decisions of managers' wives appear to be unaffected by (that is, "exogenous" with respect to) their husbands' wages. In contrast, there is evidence that the labor supply decisions of non-managers' wives are affected by their husbands' wages, and when the analysis ta…
The View at the Top or Signing at the Bottom? Workplace Diversity Responsibility and Women's Representation in Management
Women lag men in their representation in management jobs, which negatively affects women's careers and company performance. Using data from 81 publicly traded firms with more than 2,000 establishments, the authors examine the impact of two management structures that may influence gender diversity in management positions. The authors find no association between the presence of an HR executive on the top management team-a structure envisioned in pr…
Gender Compensation Differentials in Jamaica
A more proactive approach to addressing gender‐related employment disparities in the United States
Purpose The purpose of this paper is to propose a proactive public policy approach to complement relatively reactive existing policies addressing gender‐related employment disparities in the USA, and to provide an initial empirical illustration of the proposal. Design/methodology/approach The paper provides a conceptual application of theories of total quality management (TQM) to the topic of gender‐related employment disparities, followed by an …
Job Separation Behavior of Wotc Workers: Results from a Unique Case Study
This article makes use of a unique personnel data set to explore job separation behavior among workers who qualify for the Work Opportunity Tax Credit (WOTC). Results indicate that WOTC workers do not exhibit overall higher turnover than similar non‐WOTC workers. The tenures of the two groups differ, however, when calculated by reasons for separation. Evidence tends to suggest that the availability of a variety of job assistance programs might be…
Compensation Policy and Firm Performance: An Annotated Bibliography of Machine-Readable Data Files
This paper presents detailed descriptions of 24 machine-readable data files that could be used in empirical studies of the relationship between compensation policy and firm performance. Also included are the addresses of the organizations (mostly government agencies) that create and distribute the files and, in most cases, of specific persons to contact in order to obtain the data. The author also provides information on data available from six p…
Compensation Policy and Firm Performance: An Annotated Bibliography of Machine-Readable Data Files
Julie L. Hotchkiss, Compensation Policy and Firm Performance: An Annotated Bibliography of Machine-Readable Data Files, ILR Review, Vol. 43, No. 3, Special Issue: Do Compensation Policies Matter? (Feb., 1990), pp. 274S-289S
Unemployment, Vacancies and Local Labor Markets
What are the Issues?For decades, labor economists have grappled with the problem of explaining unemployment rates at the national, regional and local levels.Aside from the business cycle, what causes unemployment rates to vary over time?Why do they vary across local areas in patterns that often persist over time?Why have some regions of the country (e.g., the South and West) seen their unemployment rates drop in the last two decades, while others…
Gender Compensation Differentials in Jamaica
Discrimination in the Payment of Full-Time Wage Premiums
This study investigates how many hours must be worked per week in order for workers in different race and gender groups to receive a high-hours (full-time) wage premium. An analysis of 1989 Current Population Survey data shows that across occupations, both white and black men received a full-time wage premium for working at least 33 hours per week, whereas white women had to work at least 37 hours and black women at least 39 hours to receive the …
Female Labor Supply with a Discontinuous, Nonconvex Budget Constraint: Incorporation of a Part-Time/Full-Time Wage Differential
This paper incorporates the well-documented part-time/full-time wage differential into an empirical labor supply model with both a heterogeneity- and a random-error term and estimates that model for women in the United States. Incorporation of the part-time/full-time wage differential results in a unique discontinuous, nonconvex budget set, and the consideration of estimation procedures previously unconfronted in the nonlinear budget constraint l…
Running hard and falling behind: A welfare analysis of two-earner families
Employment Impact of Inner-city Development Projects: The Case of Underground Atlanta
This paper makes use of a unique data set to explore the issue of whether inner-city residents are more likely to be hired by a new inner-city development than non-residents. A selection model with partial observability is specified and estimated. This partial observability model allows us to control for self-selection at the application stage and to obtain unconditional estimates at the hiring stage. We determine, holding individual and neighbou…
On the Evidence of a Working Spouse Penalty in the Managerial Labor Market
This analysis of March 1993 Current Population Survey data suggests that managers with working wives earn lower wages than their counterparts with non-working wives. The labor supply decisions of managers' wives appear to be unaffected by (that is, "exogenous" with respect to) their husbands' wages. In contrast, there is evidence that the labor supply decisions of non-managers' wives are affected by their husbands' wages, and when the analysis ta…
The Labor Market Experience of Workers with Disabilities: The ADA and Beyond
passed antidiscrimination legislation covering employment by state agencies and often employment by any firm doing business with the state. 2In addition, nearly all states by that time covered private employers in some form or another, and many states covered all employment, including that by very small firms (fewer than 15 workers).Common exclusions from the discrimination legislation included religious organizations, social clubs, family member…
Job Separation Behavior of Wotc Workers: Results from a Unique Case Study
This article makes use of a unique personnel data set to explore job separation behavior among workers who qualify for the Work Opportunity Tax Credit (WOTC). Results indicate that WOTC workers do not exhibit overall higher turnover than similar non‐WOTC workers. The tenures of the two groups differ, however, when calculated by reasons for separation. Evidence tends to suggest that the availability of a variety of job assistance programs might be…
A more proactive approach to addressing gender‐related employment disparities in the United States
Purpose The purpose of this paper is to propose a proactive public policy approach to complement relatively reactive existing policies addressing gender‐related employment disparities in the USA, and to provide an initial empirical illustration of the proposal. Design/methodology/approach The paper provides a conceptual application of theories of total quality management (TQM) to the topic of gender‐related employment disparities, followed by an …
The Expected Impact of State Immigration Legislation on Labor Market Outcomes
In response to the dramatic rise in the number of unauthorized immigrants to the U nited S tates, every state has passed some form of immigration legislation. These laws appear to be predicated on a belief that unauthorized immigrants impose greater costs than benefits to state and local communities, including the labor market. The purpose of this paper is to examine some evidence on what workers should expect if the immigration legislation is su…
The View at the Top or Signing at the Bottom? Workplace Diversity Responsibility and Women's Representation in Management
Women lag men in their representation in management jobs, which negatively affects women's careers and company performance. Using data from 81 publicly traded firms with more than 2,000 establishments, the authors examine the impact of two management structures that may influence gender diversity in management positions. The authors find no association between the presence of an HR executive on the top management team-a structure envisioned in pr…
Racial and Ethnic Differences in Migration Responses to Local Labor Market Opportunities
Economics (10 works) · Business (8 works) · Labour economics (8 works) · Labor market dynamics and wage inequality (7 works) · Computer Science (6 works) · Demographic economics (6 works) · Gender, Labor, and Family Dynamics (6 works) · Sociology (6 works) · Psychology (5 works) · Political science (4 works)