Sari Pekkala Kerr, William R. Kerr, William F. Lincol. 2013. Skilled immigration and the employment structure of U.S. firms. Working Paper 19658. National Bureau of Economic Research
Abstract: We study the impact of skilled immigrants on the employment structures of U.S. firms using matched employer-employee data. Unlike most previous work, we use the firm as the lens of analysis to account for a greater level of heterogeneity and the fact that many skilled immigrant admissions are driven By firms themselves (e.g., the H-1B visa). OLS and IV specifications find rising overall employment of skilled workers with increased skilled immigrant employment By firm. Employment expansion is greater for younger natives than their older counterparts, and departure rates for older workers appear higher for those in STEM occupations compared to younger worker.
摘要：我们使用相互匹配的雇主-雇员数据来研究技术移民对美国公司就业结构的影响。与以往的研究不同的是，我们从公司的视角来解释更大程度的异质性以及正是公司本身推动技术移民许可的事实（如H-1B签证）。借助普通最小二乘法和工具变量可以发现随着对外来技术移民总体雇佣量的增多，公司对技术工人的整体雇佣水平也有所提高。本地老龄技工在就业扩张上不如年轻群体显著，但离职率相对于那些处于STEM职位的年轻人却较高。（美国政府的STEM计划是一项鼓励学生主修科学、技术、工程和数学领域的计划，并不断加大科学、技术、工程和数学教育的投入，培养学生的科技理工素养。）
Firm Panel Selection——Longitudinal Employer-Household Dynamics (LEHD) database
研究方法：OLS最小二乘法；加入工具变量
Conclusion: In summary, the results of this study provide a multi-faceted view of the impact of young skilled immigrants on the employment structures of U.S firms. We find consistent evidence linking the hiring of young skilled immigrants to greater employment of skilled workers By the firm，a greater share of the firm’s workforce being skilled, a higher share of skilled workers being immigrants, and a lower share of skilled workers being over the age of 40. Results on whether total firm size increases or not are mixed. There is also consistent evidence in our IV specifications that older native employment expands very little, which is different from the other employment groups. Unlike this lack of growth, however, there is limited evidence connecting actual departures of workers to the hiring of young skilled immigrants. The closest connection is a relative statement across occupations within a firm that suggests that departure rates for older STEM occupations may be higher.
Beyond this specific application, our study makes the larger point that the firm needs to take a much bigger role in immigration work going forward. This approach accounts for a greater level of heterogeneity and makes sense intuitively given that substantial portions of the U.S. immigration framework have been designed to allow U.S. firms to choose the immigrants that they want to hire. Some of the most prominent features of this analysis would have been obscured with standard approaches to immigrations effects. Our results have important implications for the competitiveness of U.S. firms. the job opportunities of natives and immigrants employed By the firms. our larger national innovative capacity (e.g., Furman et al. 2002), and much beyond. This study is a first step towards this characterization, and in current research we are linking these employment changes to changes in patenting levels for firms. We hope that future work continues in this vein.
结论：一言以蔽之，这篇论文的结果为考察青年技术移民对美国就业结构的影响提供了一个多维视角。我们在公司雇佣青年技术移民和提高技工雇佣水平间的联系上发现了相一致的证据，技术工人在公司职工总数中所占比重上升，技术工人为移民的比重也上升，但年龄超过40岁的技工比重却有所下降，而公司总规模的扩张与否却是不确定的。工具变量分析也有证据表明大龄本土工人雇佣水平的扩张很小，这与其他就业群体非常不同。不像大龄本土工人雇佣增长的乏力，有一定的证据表明工人的实际离职人数和青年技术移民的雇佣之间存在联系。最紧密的联系是公司内大龄STEM职位的离职率可能较高的相对声明。
除了这一具体应用，本研究更大的意义在于指出公司应该在移民就业的推进上起到更大作用。这一做法解释了更大程度的异质性。并且如果美国绝大多数的移民框架被设计成允许美国公司自己选择他们想雇佣的雇员，这一做法的意义会更大。这一分析的一些最突出的特征也许会和研究移民效应的标准方法相混淆。我们的研究结果对美国公司的竞争力、公司所雇用的本地人和移民的工作机会以及更强的国家创新能力等都有重要意义。这一研究是踏入该领域的第一步，而且在现期调查中我们把这些就业变化和公司的专利水平变化联系起来。我们希望未来的研究工作能在这方面继续下去。
（By 杨帆) |
