Бидний тухай
Багш ажилтан
Хоорондоо холбоотой салбаруудын үйл ажиллагаа бол бодлогын шинжилгээнд чухал ач холбогдолтой. Сүүлийн 20 гаруй жилийн хугацаанд Монгол улсад хуулийн этгээдийн тоо нэмэгдсэн төдийгүй идэвхгүй ААНБ-ын эзлэх хувь ч мөн мэдэгдэхүйц өссөн. Энэ хандлага нь КОВИД-19 цар тахлын үед улам бүр нэмэгдсэн. Монгол улсын хувьд харьцангуй жижиг, цөөн жил ажиллаж буй ААН-үүд зах зээлд дийлэнх хувийг эзэлдэг. Зарим салбарын ААН-үүд зах зээлд илт давамгайлан ялгарах болсон. Зардлын бүтэц салбар бүрт эрс ялгаатай байгаа ч түүхий эд орц, үйлчилгээ, цалин хөлс тус бүр нийт зардалд 30 хувийг эзэлж байна. Энэхүү судалгаа нь цаашид Монголын эдийн засагт ААН-ийн хэмжээ үнэхээр нөлөөтэй байна уу? Илүү бүтээмжтэй ААН-үүд илүү жижиг байх хандлагатай юу? гэдгийг гүнзгийрүүлэн шинжлэхэд тустай. Уул уурхай болон уул уурхайн бус салбарт хөгжлийн хөдөлгөгч хүч ялгаатай байж болно.
This paper replicates and estimates the search model by Christensen et al (2005) using employer’s data of Mongolia. We find that the wage distribution is positively skewed with a long right tail and there is a significant wage differential among workers. The standard model explains more than half of difference between the median wage and offer for low and high skilled workers, but it does not well explain the employer’s effect. Next, we modify the standard model by incorporating wage bargaining between workers and employers and simulate it to compare simulation data properties with that of empirical data. We find that the simulation model explains the employer’s effect well by reflecting the economic structure in Mongolia, and the theoretical results are consistent with observed empirical results.
This paper replicates and estimates the search model by Christensen et al (2005) using employer’s data of Mongolia. We find that the wage distribution is positively skewed with a long right tail and there is a significant wage differential among workers. The standard model explains more than half of difference between the median wage and offer for low and high skilled workers, but it does not well explain the employer’s effect. Next, we modify the standard model by incorporating wage bargaining between workers and employers and simulate it to compare simulation data properties with that of empirical data. We find that the simulation model explains the employer’s effect well by reflecting the economic structure in Mongolia, and the theoretical results are consistent with observed empirical results.
This study investigates the economic returns to education, wage structure of teachers, and educational quality in Mongolia using data from the 2022 Household Socio-Economic Survey (HSES) and administrative data from the Ministry of Education. We employ the Mincer wage equation to estimate the impact of schooling and work experience on earnings. The results indicate that each additional year of schooling increases income by approximately 4.9%, and this rises to 5.9% after controlling for gender differences. Teachers' wage analysis reveals substantial returns to higher educational qualifications and professional development, with postgraduate qualifications associated with up to 27.8% higher wages in pre-primary education. Further, disparities in wages exist across regions and teaching program types. Lastly, we analyze educational quality through exam scores and student-teacher ratios, highlighting regional discrepancies and the potential negative influence of large class sizes. Our findings underscore the importance of educational investment and targeted teacher policies for improving both wage outcomes and student performance in Mongolia.
We develop a novel theoretical framework for studying the relationship between parental social networks and educational choices of children allowing us to analyze the implications of network structure, especially size and homophily, for intergenerational schooling mobility. When the market skill premium is unobservable, families rely on noisy wage information obtained from their social contacts giving rise to heterogeneous expectations across families. Under skill homophily, children in low skill families are stronger affected by imprecise information due to a smaller number of interactions with high skill families, hence, their expectations are more dispersed and they are less likely to study. This yields a positive intergenerational schooling correlation. Empirically, a larger share of high skill parental friends is positively associated with a probability of studying, in line with the model, after controlling for the education of parents, cognitive abilities and personality traits.
This paper develops a search and matching model with heterogeneous firms, on-the-job search by workers, Nash bargaining over wages and adaptive learning. We assume that workers are boundedly rational in the sense that they do not have perfect foresight about future bargaining outcomes. Instead workers rely on a recursive OLS learning mechanism and base their forecasts on a linear wage regression. We apply adaptive learning to a setting with generalized Nash bargaining and show analytically that the bargaining solution is unique. We use this solution to simulate the model and provide a numerical characterization of the Restricted Perceptions Equilibrium. We show that some job-to-job transitions decrease with workers' bargaining power due to a more efficient allocation of workers to jobs. Finally, we find that bounded rationality taking form of adaptive learning can reduce wage inequality among heterogeneous workers groups if workers' expectations are based on pooled statistical information.
Introduction to Labour Economics with Search Frictions
