Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 01/18



   Journal= {Journal of Labor Research},
   Volume= {38},
   Number= {4},
   Author= {John S. Heywood and Daniel Parent},
   Title= {Performance pay, the gender gap, and specialization within marriage},
   Year= {2017},
   Pages= {387-427},
   ISBN= {ISSN 0195-3613},
   Abstract= {"We show that the large gender earnings gap at the top of the distribution (the glass ceiling) and the motherhood penalty are associated with each other and that both are uniquely associated with performance pay. These patterns appear consistent with specialization by gender. We show that among married couples with children, the hours worked by wives are strongly and persistently negatively correlated with earnings of the husbands only when those husbands work in performance pay jobs. There is no correlation between husbands' hours and wives' earnings." (Author's abstract, © Springer-Verlag) ((en))},
   Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; Leistungslohn; Mütter; Arbeitsteilung; Ehefrauen; Ehemänner; Ehepaare; Eltern; Erwerbsbeteiligung - Determinanten; Lohnhöhe; Kinderlosigkeit; USA; },
   Annote= {Bezugszeitraum: A 1980; E 2010},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: Z 2012},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k180115v04},

   Journal= {The Review of Economics and Statistics},
   Volume= {99},
   Number= {5},
   Author= {Astrid Kunze and Amalia R. Miller},
   Title= {Women helping women? : Evidence from private sector data on workplace hierarchies},
   Year= {2017},
   Pages= {769-775},
   ISBN= {ISSN 0034-6535},
   Abstract= {"We study gender spillovers in career advancement using eleven years of employer-employee matched data on white-collar workers at over 4,000 private sector workplaces in Norway. Our data allow us to define seven hierarchical ranks that are consistent across plants and over time and track promotions even for individuals who change employers. We find positive spillovers across ranks (flowing from higher-ranking to lower-ranking women) but negative spillovers within ranks. The finding of narrower gender gaps in promotions for workers with more female bosses suggests that policies that increase female representation in corporate leadership can have spillover benefits to women in lower ranks." (Author's abstract, © MIT Press Journals) ((en))},
   Annote= {Schlagwörter: erwerbstätige Frauen; Frauen in Einzelberufen; Hierarchie; Beförderung; Unternehmensführung; Management; Führungskräfte; erwerbstätige Männer; Lohndiskriminierung; Ungleichheit; geschlechtsspezifische Faktoren; beruflicher Aufstieg; Frauenförderung; Personalpolitik; Solidarität; Norwegen; },
   Annote= {Bezugszeitraum: A 1987; E 1997},
   Annote= {JEL-Klassifikation: J6; J7; M5},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: Z 061},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k180104912},


   Journal= {Socius},
   Volume= {3},
   Author= {Sharron Xuanren Wang and Isao Takei and Arthur Sakamoto},
   Title= {Do Asian Americans Face Labor Market Discrimination? : Accounting for the Cost of Living among Native-born Men and Women},
   Year= {2017},
   Pages= {14},
   ISBN= {ISSN 2378-0231},
   Abstract= {"Being nonwhite, Asian Americans are an important case in understanding racial/ethnic inequality. Prior research has focused on native-born workers to reduce unobserved heterogeneity associated with immigrants. Native-born Asian American adults are concentrated, however, in areas with a high cost of living where wages tend to be higher. Regional location is thus said to inflate the wages of Asians. Given that many labor markets are national in scope with regional migration being common, current place of residence is unlikely to be a fully exogenous independent variable. We use two-stage least squares to estimate wage regression models in which the cost of living is endogenous because people with higher wages can afford to live in more expensive areas. The results fail to reject the hypothesis of no racial discrimination. Native-born Asian Americans seem to have overcome the disadvantage of being nonwhite in the labor market at least in regard to wages." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: Asiate; Diskriminierung; Inländer; Männer; Frauen; Einwanderer; zweite Generation; Lebenshaltungskosten; Segregation; Einkommenseffekte; Wohnort; Lohnunterschied; regionale Verteilung; USA; },
   Annote= {Bezugszeitraum: A 2013; E 2013},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: X 1155},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k171214802},


   Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)},
   Author= {Nick Drydakis and Katerina Sidiropoulou and Swetketu Patnaik and Sandra Selmanovic and Vasiliki Bozani},
   Title= {Masculine vs feminine personality traits and women's employment outcomes in Britain : A field experiment},
   Year= {2017},
   Pages= {21},
   Address= {Bonn},
   Series= {IZA discussion paper},
   Number= {11179},
   Annote= {URL:},
   Abstract= {"In the current study, we utilized a correspondent test to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, we minimized the potential for reverse causality bias and unobserved heterogeneities to occur. Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations, than for female-dominated positions. To the best of our knowledge, this is the first field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales. As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, whilst also receiving lower earnings, as compared to men." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: Persönlichkeitsmerkmale; Stellenangebot; Stellenanzeige; Stellenbeschreibung; Anforderungsprofil; Männer; Frauen; geschlechtsspezifische Faktoren; Geschlechterrolle; Männerberufe; Frauenberufe; Lohnunterschied; Stereotyp; abweichendes Verhalten; Arbeitsmarktchancen; Großbritannien; },
   Annote= {Bezugszeitraum: A 2017; E 2017},
   Annote= {JEL-Klassifikation: J16; J31},
   Annote= {Sprache: en},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k171208r15},

   Institution={National Bureau of Economic Research, Cambridge (Hrsg.)},
   Author= {V. Joseph Hotz and Per Johansson and Arizo Karimi},
   Title= {Parenthood, family friendly firms, and the gender gaps in early work careers},
   Year= {2017},
   Pages= {79},
   Address= {Cambrige, Mass.},
   Series= {NBER working paper},
   Number= {24173},
   Abstract= {"We consider the role that firm attributes play in accounting for the divergence in the careers of women and men, with the onset of parenthood. We exploit a matched employer-employee data set from Sweden that provides a rich set of firm and worker attributes. We index firms by their 'family friendliness' and analyze the effect of firm family friendliness on the career gap between mothers and fathers. We find that women disproportionately sort into family friendly firms after first birth and that the wage penalty to motherhood is diminished by being assigned to a more family friendly firm or job. We also find that working in a more family friendly firm or job diminishes the parenthood penalty to labor earnings and makes it easier for mothers to work more hours. At the same time, the smaller wage and income penalties to parents from working in family friendly firms and jobs come at the expense of their occupational progression, especially among mothers, impeding their ability to climb career ladders. Finally, we find that family friendly jobs are more easily substitutable for one another. This latter finding suggests that family friendly firms are able to accommodate the family responsibilities of their workers while still managing to keep their costs low. Our findings also suggest that paid parental leave with job protection - which are features of the Swedish context - may not be sufficient to achieve the balancing of career and family responsibilities, but that the way firms and jobs are structured can play a crucial role in facilitating this balance." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: Berufsanfänger; Mütter; Väter; geschlechtsspezifische Faktoren; Beruf und Familie; Personalpolitik; Lohnunterschied; zwischenbetriebliche Mobilität; beruflicher Aufstieg; Arbeitsbedingungen; Tätigkeitsmerkmale; Elternschaft - Auswirkungen; Arbeitsplatzwechsel; Arbeitsplatzwahl; Schweden; },
   Annote= {Bezugszeitraum: A 1996; E 2007},
   Annote= {JEL-Klassifikation: J13; J16; J24; J31; J62},
   Annote= {Sprache: en},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k180111v26},

   Institution={Institut f{\"u}r Makro{\"o}konomie und Konjunkturforschung (Hrsg.)},
   Author= {Ulrike Stein},
   Title= {Earnings inequality in Germany : A decomposition-analysis},
   Year= {2017},
   Pages= {28},
   Address= {D{\"u}sseldorf},
   Series= {Institut f{\"u}r Makro{\"o}konomie und Konjunkturforschung. Working paper},
   Number= {187},
   ISBN= {ISSN 1861-2199},
   Annote= {URL:},
   Abstract= {"Several studies have shown that income inequality has risen in Germany until 2005. Less focus was put on the rise of earnings inequality which continued to rise until 2010. We distinguish different groups in the labour market with respect to working-time, gender and region by exploiting data from the German Socio-Economic panel (GSOEP) for the years 1995 till 2014. Using the decomposition of the Theil1-index we demonstrate that the increase in earnings inequality is primarily the result of diverging average earnings of the various groups in the labour market (between-group inequality) and to some extent due to increasing earnings heterogeneity within groups (within-group inequality). The former effect is larger than the latter. Without the inequality reducing effect on earnings inequality due to the continuous decrease in the share of full-time working employees and the increase in the female labour participation rate (compositional effect) earnings inequality would have actually further increased after 2010. Independent of the policy target, policy measures to reduce inequality need always to be designed in such a way that they take the whole work force into account in order to achieve measurable effects." (Author's abstract, IAB-Doku) ((en))},
   Annote= {Schlagwörter: Einkommensverteilung; Lohnunterschied; Erwerbseinkommen; Einkommensunterschied; erwerbstätige Frauen; Teilzeitarbeitnehmer; erwerbstätige Männer; regionaler Vergleich; geschlechtsspezifische Faktoren; regionale Faktoren; Lohnhöhe; Bundesrepublik Deutschland; Ostdeutschland; Westdeutschland; },
   Annote= {Bezugszeitraum: A 1995; E 2014},
   Annote= {JEL-Klassifikation: D31; J21; J39},
   Annote= {Sprache: en},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k180103r03},


   Annote= {Sign.: 96-21.0368;},
   Editor= {Floro Ernesto Caroleo and Olga Demidova and Enrico Marelli and Marcello Signorelli},
   Title= {Young people and the labour market : a comparative perspective},
   Year= {2018},
   Pages= {266},
   Address= {Abingdon},
   Publisher= {Routledge},
   Series= {Routledge Studies in labour economics},
   ISBN= {ISBN 978-1-138-03668-0},
   Abstract= {"Young people are a vulnerable category of workers, finding themselves in a delicate phase of their working life: their first entry into the labour market. In many European countries, youngsters are unemployed or have difficulty finding and obtaining jobs. This situation has deteriorated particularly after the crises, recessions and stagnation that has impacted European economies in recent years. In addition to the cyclical or crisis impact, structural factors are also very important. Additionally, prolonged crises, as in some Eurozone countries, have transformed a significant part of cyclical unemployment in structural (long term) unemployment.
Young People and the Labour Market: A Comparative Perspective explores the condition of young people in the labour market. The authors present new evidence from several countries, with a special focus on Europe, and offer a comparative perspective. They investigate questions such as which structural conditions and labour market institutions guarantee better youth performance, which education systems and school-to-work processes are more effective and in which countries is gender differentiation less of an issue. All of the aforementioned, as well as many other comparisons which the authors make, are significant in helping to facilitate the successful design of labour and education policies." (Publisher's text, IAB-Doku) ((en))},
   Annote= {Schlagwörter: junge Erwachsene; Jugendliche; berufliche Integration; Berufseinmündung - internationaler Vergleich; institutionelle Faktoren; Berufsbildungssystem; ökonomische Faktoren; geschlechtsspezifische Faktoren; Jugendarbeitslosigkeit; mismatch; Lohnunterschied; altersspezifische Faktoren; befristeter Arbeitsvertrag; unbefristeter Arbeitsvertrag; Lebenssituation; soziokulturelle Faktoren; sozioökonomische Faktoren; NEET; Arbeitszufriedenheit; Europäische Union; Belgien; Bulgarien; Dänemark; Bundesrepublik Deutschland; Estland; Finnland; Frankreich; Griechenland; Irland; Italien; Lettland; Litauen; Luxemburg; Malta; Niederlande; Österreich; Polen; Portugal; Rumänien; Schweden; Slowakei; Slowenien; Spanien; Tschechische Republik; Ungarn; Großbritannien; Zypern; Kroatien; Norwegen; Russland; },
   Annote= {Bezugszeitraum: A 1990; E 2015},
   Annote= {Sprache: en},
   Annote= {IAB-Sign.: 96-21.0368},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k171130302},

   Institution={Bundesministerium f{\"u}r Familie, Senioren, Frauen und Jugend (Hrsg.); Wirtschafts- und Sozialwissenschaftliches Institut (Bearb.)},
   Author= {Sarah Lillemeier},
   Title= {Der Entgeltgleichheit einen Schritt n{\"a}her : Die EVA-Liste zur Evaluierung von Arbeitsbewertungsverfahren},
   Year= {2017},
   Pages= {42},
   Edition= {Stand: November 2017, 2., {\"u}berarb. Aufl.},
   Address= {Berlin},
   Annote= {URL:},
   Abstract= {"EVA steht für die Evaluierung von Arbeitsbewertungsverfahren. Mit der EVA-Liste können einzelne Verfahren der Arbeitsbewertung anhand ausgewählter Fragen auf Geschlechtsneutralität hin überprüft werden. Um die Anwendung der EVA-Liste exemplarisch zu verdeutlichen, sind Beispielanalysen für zwei existierende Arbeitsbewertungsverfahren durchgeführt worden." (Autorenreferat, IAB-Doku)},
   Annote= {Schlagwörter: Lohnhöhe; Arbeitsbewertung; Gleichstellungspolitik; Lohnpolitik; geschlechtsspezifische Faktoren; Lohnunterschied; Männer; Frauen; Stellenbeschreibung; Eingruppierung; Lohndiskriminierung; Arbeitsrecht; Lohnzulage; Arbeitsbelastung; Lohnfindung; Bundesrepublik Deutschland; },
   Annote= {Sprache: de},
   Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k180109r04},

8 von 538 Datensätzen ausgegeben.