Moreno Galbis

Publications

New Technologies and the Gender Wage Gap: Evidence from FranceJournal articleEva Moreno-Galbis and Francois-Charles Wolff, Relations industrielles / Industrial Relations, Volume 63, Issue 2, pp. 317-339, 2008

Si de nombreux travaux se sont intéressés à l’impact des nouvelles technologies sur les inégalités salariales entre les travailleurs qualifiés et peu qualifiés, on sait en revanche peu de chose sur le rôle de ces nouvelles technologies sur les inégalités de revenu entre les hommes et les femmes. La présente étude cherche à en mesurer l’impact en France en prenant en compte l’ensemble de la distribution des salaires. Depuis quelques années, plusieurs études empiriques ont souligné que le différentiel de salaire ne restait pas constant le long de la distribution. L’écart de salaire entre les hommes et les femmes s’avère beaucoup plus élevé en haut de la distribution que pour les bas niveaux de rémunération, un phénomène connu sous le nom de plafond de verre. Ce constat a été notamment observé en Suède, en Allemagne, au Danemark ou bien encore en Espagne. Dans le cas de la France, le différentiel salarial estimé est de l’ordre de 16 % en moyenne, et il s’avère également plus important dans le haut que dans le bas de la distribution des salaires.

The Impact of Technological and Organizational Changes on Labor Flows. Evidence on French EstablishmentsJournal articleEva Moreno-Galbis and Philippe Askenazy, LABOUR : Review of Labour Economics and Industrial Relations, Volume 21, Issue 2, pp. 265-301, 2007

This paper investigates the effects of organizational and technological changes on job stability of different occupational categories in France. We conduct an empirical analysis in which we make extensive use of a unique data set on a representative sample of French establishments. Working with various indicators of labor flows (gross labor flows, hiring rate, firing rate, net labor flows, and churning flows), we find that the use of new technology seems to have a positive effect on aggregate job turnover and, more specifically, turnover among manual workers. In contrast, innovative workplace organizational practices are related to lower turnover among clerical workers and intermediate professionals and have a positive effect on churning among managers. Copyright 2007 The Authors; Journal compilation 2007 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd..

Reorganization of Firms and Job Stability: A Theoretical ApproachJournal articleEva Moreno-Galbis, LABOUR : Review of Labour Economics and Industrial Relations, Volume 21, Issue 3, pp. 389-418, 2007

This paper seeks to provide a theoretical explanation to the contradictory results found by the empirical literature concerning the effects of recent workplace organizational changes on job stability. We develop an endogenous job destruction model à la Mortensen-Pissarides (1994) where a modernizing firm may offer to the worker a tayloristic job (traditional organization) or a holistic job (modern organization). We then study the evolution of job stability during the transition from a tayloristic to a holistic organization. Our results point towards the importance of the restructuring costs supported by firms during the modernizing trajectory as the main factor responsible for the variations in job stability. Copyright 2007 The Author; Journal compilation 2007 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd..