Although a growing body of literature identifies the within-firm redistribution effects of trade, research on the adjustment processes in within-firm labor markets remains scarce. This study analyzes the within-firm adjustment of working hours and wages by considering workers’ educational background and gender in response to a change in offshoring. Matched worker–firm panel data in the Japanese manufacturing sector covering 1998 to 2014 are used. The analysis leads to the following three observations. First, offshoring does not significantly alter the skill premium and gender gap in terms of scheduled monthly salaries and scheduled hourly wages. Second, offshoring decreases skill premium in annual hourly wages, whereas it increases gender gap in annual salaries. Third, this uneven impact on annual variables arises from the different changes in overtime working hours: college graduates work longer with a lower overtime premium, whereas female workers do not increase overtime work.

尽管越来越多的文献确定了贸易在公司内部的再分配效应，但是对公司内部劳动力市场的调整过程的研究仍然很少。这项研究通过考虑工人的教育背景和性别以应对离岸外包的变化来分析公司内部工作时间和工资的调整。使用了日本制造业中1998年至2014年的匹配的工人-公司面板数据。分析得出以下三个观察结果。首先，就计划的月薪和计划的小时工资而言，离岸外包并不会显着改变技能溢价和性别差距。其次，离岸外包降低了年度小时工资中的技能溢价，但却增加了年薪中的性别差距。第三，