Between-firm Inequality and Informal Social Relations

Employer investment, social closure, peer networks: substantial research highlights differences in informal social structure across workplaces. Yet, studies of pay inequality between firms have largely neglected these differences, in favor of more easily measurable features like firm size or ownership structure. We show how three types of workplace social relations shape firm pay setting: employer relational investment; social closure as a source of bargaining power; and amenity ties that lock workers into jobs despite low pay. To operationalize these concepts, we draw on text data from a large archive of job reviews. Variance decomposition analyses show that differences in social relations account for up to 20\% of overall inequality in between-firm pay premiums and 7\% of residual inequality. Differences in informal social organization, and not just formal organization, predict pay differences between firms.雇主关系投入、社会封闭与同辈网络：既往大量研究已揭示不同工作场所的非正式社会结构存在显著差异。然而，现有关于企业间薪酬不平等的研究却大多忽视了此类差异，转而关注更易于量化的特征，例如企业规模或所有权结构。本研究揭示了三类工作场所社会关系如何影响企业薪酬制定：雇主关系投入、作为议价权力来源的社会封闭，以及即便薪酬偏低仍能将员工锁定于岗位的非薪酬便利关联。为实现上述概念的操作化，我们借助了来自大型职场评论档案的文本数据。方差分解分析结果表明，社会关系差异可解释企业间薪酬溢价整体不平等的最高达20%，同时可解释剩余不平等的7%。非正式社会组织的差异（而非仅正式组织层面的差异）可有效预测企业间的薪酬差距。

搜集汇总

背景与挑战

背景概述

该数据集聚焦于企业间薪酬不平等与非正式社会关系之间的关联，通过分析工作场所的雇主关系投资、社会封闭性和同事网络等因素，揭示这些非正式社会结构如何解释高达20%的企业间薪酬溢价不平等。研究基于大型工作评价档案的文本数据，强调非正式社会组织（而不仅仅是正式组织）是预测企业间薪酬差异的关键因素。