Florentino Felgueroso
Director Cátedra Capital Humano y Empleo

Doctor en Economía por la Universidad de Oviedo (1999)

Actualmente, es profesor de la Universidad de Oviedo e Investigador Afiliado del CEPR.

Investigador Asociado de FEDEA y Director de la Cátedra “Capital Humano y Empleo” Fedea-Santander.


Campos de Investigación:
Economía Laboral y la Economía de la Educación.
Foto Investigador
Enlaces Fedea
Página Web personal:
Información de Contacto:
Universidad de Oviedo
Departamento de Economía
Campus del Cristo, s/n
33007   Oviedo 		Email: ffelgueroso@fedea.es
Tel: +34 985 10 3765
Últimas Publicaciones:

Últimas Investigaciones:

"Do men and women-economists choose the same research fields? : Evidence from top-50 departments"
(Joint with Juan J. Dolado and Miguel Almunia)

This paper describes the gender distribution of research fields in economics by  means of a new dataset about researchers working in the world top-50 Economics departments, according to the rankings of the Econphd.net website. We document that women are unevenly distributed across fields and test some behavioral implications from theories underlying such disparities. Our main findings are that the probability that a woman works in a given field is positively related to the share of women in that field (path-dependence), and that the share of women in a field at a given department increases with the sizes of the department and field, whereas it decreases with their average quality. These patterns, however, are changing for younger female faculty members. Further, by using Ph.D. cohorts, we document how gender segregation across fields has evolved over the last four decades.

JEL Classification: A11, J16, J70

"On the optimal composition of evaluation committees: Evidence from Public Exams"
(Joint with Manuel F. Bagues and María José Pérez-Villadóniga)

In many situations the accuracy of an evaluator to assess candidates' ability at a certain dimension may depend on the evaluator's own knowledge. In this paper we show that if this is the case and total productivity depends on ability at several dimensions, an efficient use of information involves giving more weight to those dimensions at which the evaluator's knowledge is greater and, therefore, is able to evaluate more accurately. As a result, candidates whose knowledge profile is closer to that of the evaluator will have a higher probability of success. Evaluations made to about 5000 candidates to become judges or prosecutors in Spain confirm that evaluators tend to take more into account information on those fields at which they are experts. In particular, the presence among members of an evaluation committee of a university professor who is an expert at the field which is evaluated is associated with a significant reduction in grades of about 0.65 points. This confirms the importance of a diverse composition of selection committees.

JEL Classification: J45, M51, J71

"Occupational adjustment and moonlighting of physicians: Do couples matter?"
(Joint with Juan José Dolado)

There are important gender differences in labour market situations of health sciences graduates: women practise less than men and, when they do it, their temporary employment rate is higher. On the other hand, male physicians moonlight more than female ones. The aim of this article is to investigate if these differences are related to the monoposonistic characteristics of the labour market of health professionals. Beside having a scanty number of local establishments to practise their profession, Spanish physicians have a personal characteristic that might reduces their geographical mobility in search of an occupational adjustment: among all the university graduates, those of health sciences are the most coupled to persons with the same educational level and/or the same type of studies. In consequence, optimal adjustment of both members of a couple can turn out more complex. This stylised fact allows us to provide empirical evidence on a new type of gender discrimination, named "intra-couple discrimination", which arises when geographical mobility of a couple is favourable to the males, so that they achieve a better adjustment than women, in spite of having the same human capital. Finally, we analyse if moonlighting can be interpreted as a way of avoiding monopsonistic effects increasing the labour supply elasticity. 

JEL Classifications: J24, J42, J44, J61 y J70
Keywords: physicians, over-education, moonlighting, gender differences

"How Do Family-Friendly Policies Drive the Family Gap in Spain?"
(Joint with Sergi Jiménez-Martín and Nuria Rodriguez-Planas)

The first part of this project involves using an unbalanced Spanish panel dataset drawn from Social Security records, "La Muestra Continua de Vidas Laborales", to analyze the earnings differential between mothers and childless women ceteris paribus in Spain. We will use both random- and fixed-effects models and correct for self-selection using the Mills Ratio from a Probit on probability of participating. In the second part of the project, we will analyze how changes in the legislation that made daycare public for all children three to six years old affected both fertility and employment decisions of Spanish women in the late 1990s. To control for endogeneity, we will estimate alternative specifications that will exploit the regional variation in the implementation of the law.

"Gender differences and temporary employment: the case of high-skilled professionals in the Spanish health sector"
(Joint with Juan José Dolado)

The womenisation of health professionals at the high-skilled level has been accompanied by an important increase in the labour precariousness by means of successive involuntary leaves and intermittent temporary contracts. This phenomenon presents a certain parallelism with labour relations of low-skilled workers in the construction sector. In this work, we analyse gender differences in incidence rates of involuntary leaves, as well as their effects on wages and on working experiences in the health sector along the working life. Several empirical methods are developed to isolate composition and cohorts effects derived from a rate of womenisation higher than in other professions. Finally, our study also focuses on gender differences between public and private firms in the Spanish health sector.

JEL Classification: J22,  J44  y J70

"Collective Bargaining and the GenderWage Gap: A Quantile Regression Approach"
(Joint with María José Pérez-Villadóniga and Juan Prieto)

Several studies have found that in those countries where the wage structure is more egalitarian, the gender wage gap is lower. Also, a negative relationship between the level of collective bargaining centralization and the degree of wage inequality has been found: more centralised bargaining seems to lead to lower wage gaps. In this paper we study how the gender wage gap changes throughout the distribution of wages as a function of the level of collective bargaining by which workers are covered, using quantile regression estimation methods. Our main results indicate that women at the bottom of the wage distribution are subject to less discrimination when they are covered by sectoral (national or regional) agreements, while, at the upper part of the distribution, women under firm agreements suffer less discrimination. These results are consistent with the Median Voter Theorem: at the sectoral level, agreed wages are only minimum wages and unions seem to be more concerned about workers at the bottom of the distribution, so wage compression is more effective there. Hence, wage is close to agreed tariffs, resulting in a smaller wage differential and lower discriminatory component. On the other hand, when bargaining is conducted at the firm level, unions have a greater control over the contracts signed and the reduction in wage dispersion is more effective over the whole distribution. Therefore, differences in the discriminatory component are not so important.

JEL Classification: J71, J51