We seek to provide an answer to the question, ‘How much is required to induce white teachers to teach in black schools?’ using cross section data from the Coleman Report for 1965. The conceptual framework underlying estimation is a model of the spatial distribution of teachers based on the theory of equal advantage. School characteristics, including student racial composition, intelligence of students, student motivational indicators and neighborhood hazards are found to be important sources of real wage variation in the teachers' market. The estimates imply that a minimum increment of $300 (and probably more) was required for average white teachers to accept average black teachers' school characteristics in 1965.
Using panel data for Norwegian schools, we establish a two-equation supply and demand model for teachers with approved education. Taking into account nationally determined teacher pay and a strict teacher appointment rule, the data enable us to separately estimate supply and demand functions for certified teachers. The results clearly indicate that the student body composition, and in particular students belonging to ethnic minorities, influences both teacher supply and teacher demand. The implied negative relationship between excess demand for certified teachers and the share of minority students is likely to be important for teacher quality.
Although there is growing recognition of the contribution of teachers to students’ educational outcomes, there are large gaps in our understanding of how teacher labor markets function. Most research on teacher labor markets use models developed for the private sector. However, markets for public school teachers differ in fundamental ways from those in the private sector. Collective bargaining and public decision making processes set teacher salaries. Thus it is unlikely that wages adjust quickly to equilibrate the supply and demand for worker and job attributes. The objective of this paper is to develop and estimate a model that more accurately characterizes the institutional features of teacher labor markets. The approach is based on a game-theoretic twosided matching model and the estimation strategy employs the method of simulated moments. With this combination, we are able to estimate how factors affect the choices of individual teachers and hiring authorities, as well as how these choices interact to determine the equilibrium allocation of teachers across jobs. Although this paper focuses on worker-job match within teacher labor markets, many of the issues raised and the empirical framework employed are relevant in other settings as well.
This paper examines how U.K. graduate occupational choices have changed since 1970, with reference to the choice of becoming a teacher using two cohorts of data. Remuneration, morale, status, and image of the teaching profession have been altered dramatically. The sensitivity of the teacher choice to relative wage changes is examined and compared for men and women separately. The paper presents a counterfactual prediction of the decisions that each cohort would have made had they experienced the market conditions of the other and estimates a decomposition of the changes in the average probabilities due to remunerative and other factors.
Many school districts experience difficulties attracting and retaining teachers, and the impending retirement of a substantial fraction of public school teachers raises the specter of sever shortages in some public schools. Schools in urban areas serving economically disadvantaged and minority students appear particularly vulnerable. This paper investigates those factors that affect the probabilities that teachers switch schools or exit the public schools entirely. The results indicate that teacher mobility is much more strongly related to characteristics of the students, particularly race and achievement, than to salary, although salary exerts a modest impact once compensating differentials are taken into account.
This study helps to explain why measured school inputs appear to have little effect on student outcomes, particularly for cohorts educated since 1960. Teachers' unionization can explain how public schools simultaneously can have more generous inputs and worse student performance. Using panel data on United States school districts, I identify the effect of teachers' unionization through differences in the timing of collective bargaining, especially timing determined by the passage of state laws that facilitate teachers' unionization. I find that teachers' unions increase school inputs but reduce productivity sufficiently to have a negative overall effect on student performance. Union effects are magnified where schools have market power.
This paper shows that teachers who are paid more stay longer in teaching, that teachers with high opportunity costs, as measured by test scores and subject specialties, stay in teaching less long than other teachers do, and that salaries influence duration less for teachers with high test scores than for teachers with lower scores. The research is based on a new longitudinal dataset providing information on the career histories of 13,890 North Carolina teachers. The empirical work uses a generalized least squares estimation technique that accommodates censored observations, time-varying covariates, and fixed effects.
This paper disentangles the impact of schools and teachers in influencing achievement with special attention given to the potential problems of omitted or mismeasured variables and of student and school selection. Unique matched panel data from the UTD Texas Schools Project permit the identification of teacher quality based on student performance along with the impact of specific, measured components of teachers and schools. Semiparametric lower bound estimates of the variance in teacher quality based entirely on within-school heterogeneity indicate that teachers have powerful effects on reading and mathematics achievement, though little of the variation in teacher quality is explained by observable characteristics such as education or experience. The results suggest that the effects of a costly ten student reduction in class size are smaller than the benefit of moving one standard deviation up the teacher quality distribution, highlighting the importance of teacher effectiveness in the determination of school quality.
The labor supply decisions of certified elementary and high school teachers are examined using data from a general longitudinal survey. A significant decrease in the teaching participation rate takes place over time after teacher certification. Previously unavailable marital and fertility variables provide new insight into reasons for this decrease. Descriptive statistics indicate that high-ability teachers choose to teach a smaller proportion of time than other teachers. A dynamic, discrete-choice model, which accommodates Serial Correlation in the wage process for teachers, is used to analyze responsiveness of the overall sample and different types of teachers to two potential types of wage increases.
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