Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 11/12

Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN


****************
1. SSCI-JOURNALS
****************

%0 Journal Article
%J European Sociological Review
%V 28
%N 5
%F Z 863
%A Mooi-Reci, Irma
%T Retrenchments in unemployment insurance benefits and wage inequality : longitudinal evidence from the Netherlands, 1985–2000
%D 2012
%P S. 594-606
%G en
%# A 1985; E 2000
%@ ISSN 0266-7215
%R 10.1093/esr/jcr028
%U http://dx.doi.org/10.1093/esr/jcr028
%X "This study includes retrenchments in unemployment insurance (UI) benefits as an understudied mechanism to investigate possible explanations for wage inequality in the labor market. Using longitudinal data from the Dutch Labor Supply Panel (OSA) over the period 1985 - 2000, and adopting a quasi-experimental design, we not only extend current research by asking if restrictive changes in UI benefits affect re-employment wages, but also explore variation by the level, and eligibility conditions of UI benefits across gender and over time. Results from a series of fixed-effects models show that lower and shorter UI benefits lead to persisting wage inequalities over time. When investigating whether wage penalties vary across gender, we find that women experience the largest penalties. These findings provide evidence that these particular types of restrictions in UI benefits have likely increased rather than decreased wage inequalities between men and women." (Author's abstract, IAB-Doku) ((en))
%K Arbeitslosenunterstützung - Auswirkungen
%K Leistungshöhe
%K Arbeitsanreiz
%K Arbeitslosenunterstützung - Dauer
%K Lohnhöhe
%K berufliche Reintegration
%K Arbeitsuche
%K Lohnunterschied
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K geschlechtsspezifische Faktoren
%K Einkommenseffekte
%K Leistungsbezugsende
%K Niederlande
%Z Typ: 1. SSCI-Journals
%Z fertig: 2012-11-08
%M k121024802
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Prague Economic Papers
%N 3
%F Z 2087
%A Mysíková, Martina
%T Gender wage gap in the Czech Republic and Central European countries
%D 2012
%P S. 328-346
%G en
%# A 2008; E 2008
%@ ISSN 1210-0455
%U http://www.vse.cz/polek/download.php?jnl=pep&pdf=427.pdf
%X "This paper aims to quantify the basic structure of gender wage gaps in the Czech Republic, Hungary, Poland, and Slovakia, using the EU-SILC 2008 dataset. The structure of the gender wage gap is analyzed based on the Heckman selection model and Oaxaca-Blinder decomposition. The findings are to a great extent similar for the Czech and Slovak Republics. The observed gender wage gap is relatively high in these two countries, compared to Hungary and Poland. A relatively small but positive part of the observed gender wage gap can be explained by gender differences in characteristics in the Czech and Slovak Republics, with a high contribution of job characteristics. An opposite result proved in Hungary and Poland, where working women have on average even better characteristics than working men, mainly in terms of individual characteristics." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied - internationaler Vergleich
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohndiskriminierung
%K Tschechische Republik
%K Ungarn
%K Polen
%K Slowakei
%K J16
%K J24
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2012-11-08
%M k121025n02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Industrial Relations
%V 51
%N 4
%F Z 090
%A Russo, Giovanni
%A Hassink, Wolter
%T Multiple glass ceilings
%D 2012
%P S. 892-915
%G en
%@ ISSN 0019-8676
%R 10.1111/j.1468-232X.2012.00705.x
%U http://dx.doi.org/10.1111/j.1468-232X.2012.00705.x
%X "Both vertical (between job levels) and horizontal (within job levels) mobility can be sources of wage growth. We find that the glass ceiling operates at both margins. The unexplained part of the wage gap grows across job levels (glass ceiling at the vertical margin) and across the deciles of the intra-job-level wage distribution (glass ceiling at the horizontal margin). This implies that women face many glass ceilings, one for each job level above the second, and that the glass ceiling is a pervasive phenomenon. In the Netherlands it affects about 88 percent of jobs, and 81 percent of Dutch women in employment work in job levels where a glass ceiling is present." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K Frauen
%K Männer
%K Niederlande
%K J31
%K J24
%K J22
%Z Typ: 1. SSCI-Journals
%Z fertig: 2012-11-05
%M k121029a03
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




**********************************
4. ARBEITSPAPIERE/DISCUSSION PAPER
**********************************

%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Biddle, Jeff
%A Hamermesh, Daniel S.
%T Cycles of wage discrimination
%D 2011
%P 38 S.
%C Bonn
%G en
%# A 1979; E 2009
%B IZA discussion paper : 5945
%U http://doku.iab.de/externe/2012/k121123r21.pdf
%X "Using CPS data from 1979-2009 we examine how cyclical downturns and industry-specific demand shocks affect wage differentials between white non-Hispanic males and women, Hispanics and African-Americans. Women's and Hispanics' relative earnings are harmed by negative shocks, while the earnings disadvantage of African-Americans may drop with negative shocks. Negative shocks also appear to increase the earnings disadvantage of bad-looking workers. A theory of job search suggests two opposite-signed mechanisms that affect these wage differentials. It suggests greater absolute effects among job-movers, which is verified using the longitudinal component of the CPS." (Author's abstract, IAB-Doku) ((en))
%K Lohndiskriminierung
%K Konjunkturabhängigkeit
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Minderheiten
%K ethnische Gruppe
%K Farbige
%K Hispanier
%K geschlechtsspezifische Faktoren
%K USA
%K E29
%K J71
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-23
%M k121123r21
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Institut für Volkswirtschaftslehre, Linz (Hrsg.)
%A Böheim, Rene
%A Himpele, Klemens
%A Mahringer, Helmut
%A Zulehner, Christine
%T The gender pay gap in Austria : tamensi movetur!
%D 2011
%P 33 S.
%C Linz
%G en
%# A 2002; E 2007
%B Institut für Volkswirtschaftslehre Linz. Arbeitspapier : 1103
%U http://www.econ.jku.at/papers/2011/wp1103.pdf
%X "Policies to reduce the gender pay gap feature prominently on the political agenda and interventions in the labor market are frequently proposed, claiming a persistent wage gap. We examine the change of the gender wage gap in Austria between 2002 and 2007 with new data from administrative records and that it declined from 24% in 2002 to 19% in 2007. We observe that women's improved educational attainments were partly offset by a shift in the demand for skilled workers that disadvantaged unskilled labor. The main determinant of this decline is however the improvement of women's relative position in unobserved characteristics." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohnentwicklung
%K berufliche Qualifikation
%K Berufserfahrung
%K Einkommenseffekte
%K Österreich
%K J31
%K J71
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-23
%M k121123r24
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Busch, Anne
%A Holst, Elke
%T Gender-specific occupational segregation, glass ceiling effects, and earnings in managerial positions : results of a fixed effects model
%D 2011
%P 26 S.
%C Berlin
%G en
%# A 2001; E 2008
%B SOEPpapers on multidisciplinary panel data research at DIW Berlin : 357
%U http://www.diw.de/documents/publikationen/73/diw_01.c.368341.de/diw_sp0357.pdf
%X "The study analyses the gender pay gap in private-sector management positions in Germany based on data from the German Socio-Economic Panel Study (SOEP) for the years 2001- 2008. It focuses in particular on gender segregation in the labor market, that is, on the unequal distribution of women and men across different occupations and on the effects of this inequality on earnings levels and gender wage differentials in management positions. Our paper is, to our knowledge, the first in Germany to use time-constant unobserved heterogeneity and gender-specific promotion probabilities to estimate wages and wage differentials for persons in managerial positions. The results of the fixed effects model show that working in a more 'female' job, as opposed to a more 'male' job, affects only women's wages negatively. This result remains stable after controlling for human capital endowments and other effects. Mechanisms of the devaluation of jobs not primarily held by men also negatively affect pay in management positions (evaluative discrimination) and are even more severe for women (allocative discrimination). However, the effect is not linear; the wage penalties for women occur only in 'integrated' (more equally male/female) jobs as opposed to typically male jobs, and not in typically female jobs. The devaluation of occupations that are not primarily held by men becomes even more evident when promotion probabilities are taken into account. An Oaxaca/Blinder decomposition of the wage differential between men and women in management positions shows that the full model explains 65 percent of the gender pay gap. In other words: Thirty-five percent remain unexplained; this portion reflects, for example, time-varying social and cultural conditions, such as discriminatory policies and practices in the labor market." (Author's abstract, IAB-Doku) ((en))
%K Männerberufe
%K Frauenberufe
%K Arbeitsmarktsegmentation
%K beruflicher Aufstieg
%K Mobilitätsbarriere
%K erwerbstätige Frauen
%K Führungskräfte
%K erwerbstätige Männer
%K Privatwirtschaft
%K berufliche Spezialisierung
%K Lohnunterschied
%K Lohndiskriminierung
%K Mischberufe
%K Bundesrepublik Deutschland
%K J31
%K J16
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-23
%M k121123r06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Busch, Anne
%A Holst, Elke
%T Gender-specific occupational segregation, glass ceiling effects, and earnings in managerial positions : results of a fixed effects model
%D 2011
%P 26 S.
%C Bonn
%G en
%# A 2001; E 2008
%B IZA discussion paper : 5448
%X "The study analyses the gender pay gap in private-sector management positions in Germany based on data from the German Socio-Economic Panel Study (SOEP) for the years 2001- 2008. It focuses in particular on gender segregation in the labor market, that is, on the unequal distribution of women and men across different occupations and on the effects of this inequality on earnings levels and gender wage differentials in management positions. Our paper is, to our knowledge, the first in Germany to use time-constant unobserved heterogeneity and gender-specific promotion probabilities to estimate wages and wage differentials for persons in managerial positions. The results of the fixed effects model show that working in a more 'female' job, as opposed to a more 'male' job, affects only women's wages negatively. This result remains stable after controlling for human capital endowments and other effects. Mechanisms of the devaluation of jobs not primarily held by men also negatively affect pay in management positions (evaluative discrimination) and are even more severe for women (allocative discrimination). However, the effect is not linear; the wage penalties for women occur only in 'integrated' (more equally male/female) jobs as opposed to typically male jobs, and not in typically female jobs. The devaluation of occupations that are not primarily held by men becomes even more evident when promotion probabilities are taken into account. An Oaxaca/Blinder decomposition of the wage differential between men and women in management positions shows that the full model explains 65 percent of the gender pay gap. In other words: Thirty-five percent remain unexplained; this portion reflects, for example, time-varying social and cultural conditions, such as discriminatory policies and practices in the labor market." (Author's abstract, IAB-Doku) ((en))
%K Männerberufe
%K Frauenberufe
%K Arbeitsmarktsegmentation
%K beruflicher Aufstieg
%K Mobilitätsbarriere
%K erwerbstätige Frauen
%K Führungskräfte
%K erwerbstätige Männer
%K Privatwirtschaft
%K berufliche Spezialisierung
%K Lohnunterschied
%K Lohndiskriminierung
%K Mischberufe
%K Bundesrepublik Deutschland
%K J31
%K J16
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-23
%M k121123r05
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Deutsches Institut für Wirtschaftsforschung, Berlin (Hrsg.)
%A Busch, Anne
%A Holst, Elke
%T Occupational sex segregation and management-level wages in Germany : what role does firm size play?
%D 2012
%P 39 S.
%C Berlin
%G en
%# A 2000; E 2009
%B SOEPpapers on multidisciplinary panel data research at DIW Berlin : 444
%@ ISSN 1864-6689
%U http://www.diw.de/documents/publikationen/73/diw_01.c.399424.de/diw_sp0444.pdf
%X "The paper analyzes the gender pay gap in private-sector management positions based on German panel data and using fixed-effects models. It deals with the effect of occupational sex segregation on wages, and the extent to which wage penalties for managers in predominantly female occupations are moderated by firm size. Drawing on economic and organizational approaches and the devaluation of women's work, we find wage penalties for female occupations in management only in large firms. This indicates a pronounced devaluation of female occupations, which might be due to the longer existence, stronger formalization, or more established 'old-boy networks' of large firms." (Author's abstract, IAB-Doku) ((en))
%K geschlechtsspezifische Faktoren
%K geschlechtsspezifischer Arbeitsmarkt
%K Führungskräfte
%K Einkommenshöhe
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Unternehmensgröße
%K Einkommensunterschied - Determinanten
%K Lohnunterschied
%K Humankapitalansatz
%K Arbeitsmarktsegmentation
%K Lohndiskriminierung
%K Privatwirtschaft
%K Bundesrepublik Deutschland
%K B54
%K J16
%K J24
%K J31
%K J71
%K L2
%K M51
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-28
%M k121128r02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Gobillon, Laurent
%A Meurs, Dominique
%A Roux, Sebastien
%T Estimating gender differences in access to jobs
%D 2012
%P 55 S.
%C Bonn
%G en
%# A 2003; E 2003
%B IZA discussion paper : 6928
%U http://doku.iab.de/externe/2012/k121108r18.pdf
%X "This paper proposes a new measure of gender differences in access to jobs based on a job assignment model. This measure is the probability ratio of getting a job for females and males at each rank of the wage ladder. We derive a non-parametric estimator of this access measure and estimate it for French full-time executives aged 40-45 in the private sector. Our results show that the gender difference in the probability of getting a job increases along the wage ladder from 9% to 50%. Females thus have a significantly lower access to high-paid jobs than to low-paid jobs." (Author's abstract, IAB-Doku) ((en))
%K geschlechtsspezifische Faktoren
%K Diskriminierung
%K Personalauswahl
%K berufliche Mobilität
%K Mobilitätsbarriere
%K Lohndiskriminierung
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K beruflicher Aufstieg
%K Führungskräfte
%K Frankreich
%K J16
%K J31
%K J71
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-08
%M k121108r18
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Gonzalez de San Roman, Ainara
%A Rica, Sara de la
%T Gender gaps in Spain : family issues and the career development of college educated men and women
%D 2012
%P 26 S.
%C Bonn
%G en
%# A 1994; E 2008
%B IZA discussion paper : 6978
%U http://doku.iab.de/externe/2012/k121113r14.pdf
%X "Our goal in this paper is to focus on highly educated men and women and try to explore the trade-offs between family and working career in Spain, where changes in female behavior with respect to the labor market have been relatively recent but rather important. We compare male and female behavior with respect to labor supply and labor performance along their life cycle for different birth cohorts to explore the connection between family and work over time. Our results indicate that family plays a crucial role as a source of gender differences in the labor market in Spain. By 2008, children are the main determinant of the observed gap in labor supply between college men and women. Furthermore, with respect to hours worked, children are also an important determinant for the decision of college-educated mothers to choose to work part-time. However, children do not seem to contribute to explain the observed gender wage gap (5%) between college men and women." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Hochschulabsolventen
%K Hochqualifizierte
%K Berufsverlauf
%K geschlechtsspezifische Faktoren
%K Beruf und Familie
%K Erwerbsbeteiligung
%K Lebenslauf
%K Teilzeitarbeit
%K Elternschaft - Auswirkungen
%K Spanien
%K J12
%K J2
%K J3
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-29
%M k121113r14
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Labor and Socio-Economic Research Center (Hrsg.)
%A Hirsch, Boris
%A Konietzko, Thorsten
%T The effect of housework on wages in Germany : no impact at all
%D 2011
%P 25 S.
%C Erlangen
%G en
%# A 2000; E 2009
%B LASER discussion papers : 56
%U http://doku.iab.de/externe/2012/k121123r26.pdf
%X "Auf Grundlage zweier deutscher Datensätze, des Sozio-oekonomischen Panels und der Zeitbudgeterhebung, untersucht dieser Beitrag den Einfluss der für Hausarbeit aufgewandten Zeit auf die Löhne. Im Gegensatz zum Gros der internationalen Forschungsliteratur findet sich kein negativer Effekt der Hausarbeit auf die Löhne. Dieses Ergebnis zeigt sich in West- wie Ostdeutschland sowohl für Frauen und Männer, für verheiratete Individuen und Singles als auch für Teilzeit- und Vollzeitbeschäftigte. Unsere Ergebnisse ändern sich zudem nicht, wenn wir verschiedene Formen von Hausarbeit unterscheiden oder die Endogenität der geleisteten Hausarbeit in den Lohnregressionen mithilfe von Instrumentvariablenschätzungen berücksichtigen." (Autorenreferat, IAB-Doku)
%X "This paper presents evidence on the impact of hours spent on housework activities on individuals' wages for Germany using data from both the German Socio-Economic Panel and the German Time Use Survey. In contrast to most of the international literature, we find no negative effect of housework on wages. This holds for men and women, for married and single individuals, and for part-time and full-time workers both in West and East Germany. Our insights do not change when we distinguish different types of housework activities or address the endogeneity of housework in our wage regressions by using instrumental variables estimators." (Author's abstract, IAB-Doku) ((en))
%K Hausarbeit
%K Einkommenseffekte
%K Lohnhöhe
%K geschlechtsspezifische Faktoren
%K Zeitbudget
%K Ehepartner
%K allein Stehende
%K Vollzeitarbeit
%K Teilzeitarbeit
%K Lohnunterschied
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Bundesrepublik Deutschland
%K J16
%K J31
%K J22
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-23
%M k121123r26
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Deutsches Institut für Wirtschaftsforschung, Berlin (Hrsg.)
%A Kind, Michael
%A Kleibrink, Jan
%T Time is money - the influence of parenthood timing on wages
%D 2012
%P 19 S.
%C Berlin
%G en
%# A 2000; E 2010
%B SOEPpapers on multidisciplinary panel data research at DIW Berlin : 467
%@ ISSN 1864-6689
%U http://www.diw.de/documents/publikationen/73/diw_01.c.407220.de/diw_sp0467.pdf
%X "Das Papier analysiert den Effekt des Zeitpunktes der ersten Geburt auf spätere Löhne der Eltern. In einer empirischen Analyse mit Daten des deutschen Sozio-ökonomischen Panels (SOEP) werden positive Lohneffekte einer Verzögerung der Geburt des ersten Kindes identifiziert. Der Zeitpunkt der ersten Geburt wird dabei mit dem Alter der Schwiegermutter bei Geburt ihres ersten Kindes instrumentiert, sodass von einem kausalen Effekt gesprochen werden kann. Dieses Ergebnis bestätigt frühere Studien aus anderen Ländern, die ebenfalls zu dem Schluss kommen, dass die Geburt des ersten Kindes zu einem späteren Zeitpunkt zu höheren Löhnen führt. Dieses Papier kann diese Ergebnisse noch erweitern, in dem der zu Grunde liegende Mechanismus des positiven Lohneffektes analysiert wird. Nicht das Alter bei der ersten Geburt, sondern die Terminierung in der Karriere ist der entscheidende Faktor. Es ist vorteilhaft, möglichst lange in seinem Beruf zu sein, bevor das erste Kind geboren wird. Zusammenfassend lässt sich ein positiver Lohneffekt von etwa 7% pro Jahr der Fertilitätsverschiebung feststellen." (Autorenreferat, IAB-Doku)
%X "This paper studies the effect of parenthood timing on future wages. Using data from the German Socio-Economic Panel (SOEP), we employ an instrumental variable approach to identify the causal effect of delaying parenthood on wages of mothers and fathers. Consistent with previous studies, we provide evidence for a positive delaying effect on wages. We further study the underlying mechanisms of the wage premium, paying particular attention to the relationship between career stage and fertility timing. We find that delaying parenthood by one additional year during the career implies a wage premium of 7%." (Author's abstract, IAB-Doku) ((en))
%K Elternschaft
%K Lebensalter
%K Familienplanung
%K Berufswegplanung
%K Fruchtbarkeit
%K Lohnhöhe
%K Lohnunterschied
%K Elternschaft - Determinanten
%K Entscheidungskriterium
%K Beruf und Familie
%K Berufsverlauf
%K Einkommenseffekte
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Väter
%K Mütter
%K altersspezifische Faktoren
%K Bundesrepublik Deutschland
%K J13
%K J24
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-28
%M k121128r15
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 National Bureau of Economic Research, Cambridge (Hrsg.)
%A Leibbrandt, Andreas
%A List, John A.
%T Do women avoid salary negotiations? : evidence from a large scale natural field experiment
%D 2012
%P 26 S.
%C Cambridge, Mass.
%G en
%# A 2011; E 2012
%B NBER working paper : 18511
%U http://www.nber.org/papers/w18511
%X "One explanation advanced for the persistent gender pay differences in labor markets is that women avoid salary negotiations. By using a natural field experiment that randomizes nearly 2,500 job-seekers into jobs that vary important details of the labor contract, we are able to observe both the nature of sorting and the extent of salary negotiations. We observe interesting data patterns. For example, we find that when there is no explicit statement that wages are negotiable, men are more likely to negotiate than women. However, when we explicitly mention the possibility that wages are negotiable, this difference disappears, and even tends to reverse. In terms of sorting, we find that men in contrast to women prefer job environments where the 'rules of wage determination' are ambiguous. This leads to the gender gap being much more pronounced in jobs that leave negotiation of wage ambiguous." (Author's abstract, IAB-Doku) ((en))
%K Lohnfindung
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K Tarifverhandlungen
%K Verhandlungstheorie
%K Arbeitsuchende
%K Stellenangebot
%K offene Stellen
%K Bewerbungsverhalten
%K Bewerbungsgespräch
%K Personaleinstellung
%K Einstellungsgespräch
%K USA
%K C93
%K J0
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-26
%M k121108r35
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Centre for Economic Performance, London (Hrsg.)
%A Olivetti, Claudia
%A Petrongolo, Barbara
%T Gender gaps across countries and skills : supply, demand and the industry structure
%D 2011
%P 42 S.
%C London
%G en
%# A 1994; E 2004
%B CEP discussion paper : 1093
%U http://cep.lse.ac.uk/pubs/download/dp1093.pdf
%X "The gender wage gap varies widely across countries and across skill groups within countries. Interestingly, there is a positive cross-country correlation between the unskilled-to-skilled gender wage gap and the corresponding gap in hours worked. Based on a canonical supply and demand framework, this positive correlation would reveal the presence of net demand forces shaping gender differences in labor market outcomes across skills and countries. We use a simple multi-sector framework to illustrate how differences in labor demand for different inputs can be driven by both within-industry and between-industry factors. The main idea is that, if the service sector is more developed in the US than in continental Europe, and unskilled women tend to be over-represented in this sector, we expect unskilled women to suffer a relatively large wage and/or employment penalty in the latter than in the former. We find that, overall, the between-industry component of labor demand explains more than half of the total variation in labor demand between the US and the majority of countries in our sample, as well as one-third of the correlation between wage and hours gaps. The between-industry component is relatively more important in countries where the relative demand for unskilled females is lowest." (Author's abstract, IAB-Doku) ((en))
%K Lohndiskriminierung - internationaler Vergleich
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Niedrigqualifizierte
%K Niedriglohn
%K Hochqualifizierte
%K Arbeitszeit
%K Lohnunterschied
%K Lohnsumme
%K Wirtschaftszweige
%K Arbeitskräftenachfrage
%K geschlechtsspezifischer Arbeitsmarkt
%K Frauen
%K Kanada
%K Großbritannien
%K Finnland
%K Bundesrepublik Deutschland
%K Niederlande
%K Belgien
%K Österreich
%K Irland
%K Frankreich
%K Italien
%K Spanien
%K Portugal
%K Griechenland
%K E24
%K J16
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-23
%M k121123r25
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Olivetti, Claudia
%A Petrongolo, Barbara
%T Gender gaps across countries and skills : supply, demand and the industry structure
%D 2011
%P 42 S.
%C Bonn
%G en
%# A 1994; E 2004
%B IZA discussion paper : 5935
%U http://doku.iab.de/externe/2012/k121123r19.pdf
%X "The gender wage gap varies widely across countries and across skill groups within countries. Interestingly, there is a positive cross-country correlation between the unskilled-to-skilled gender wage gap and the corresponding gap in hours worked. Based on a canonical supply and demand framework, this positive correlation would reveal the presence of net demand forces shaping gender differences in labor market outcomes across skills and countries. We use a simple multi-sector framework to illustrate how differences in labor demand for different inputs can be driven by both within-industry and between-industry factors. The main idea is that, if the service sector is more developed in the US than in continental Europe, and unskilled women tend to be over-represented in this sector, we expect unskilled women to suffer a relatively large wage and/or employment penalty in the latter than in the former. We find that, overall, the between-industry component of labor demand explains more than half of the total variation in labor demand between the US and the majority of countries in our sample, as well as one-third of the correlation between wage and hours gaps. The between-industry component is relatively more important in countries where the relative demand for unskilled females is lowest." (Author's abstract, IAB-Doku) ((en))
%K Lohndiskriminierung - internationaler Vergleich
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Niedrigqualifizierte
%K Niedriglohn
%K Hochqualifizierte
%K Arbeitszeit
%K Lohnunterschied
%K Lohnsumme
%K Wirtschaftszweige
%K Arbeitskräftenachfrage
%K geschlechtsspezifischer Arbeitsmarkt
%K Frauen
%K Kanada
%K Großbritannien
%K Finnland
%K Bundesrepublik Deutschland
%K Niederlande
%K Belgien
%K Österreich
%K Irland
%K Frankreich
%K Italien
%K Spanien
%K Portugal
%K Griechenland
%K E24
%K J16
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-23
%M k121123r19
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Russo, Giovanni
%A Hassink, Wolter
%T Multiple glass ceilings
%D 2011
%P 26 S.
%C Bonn
%G en
%B IZA discussion paper : 5828
%U http://doku.iab.de/externe/2011/k110714r01.pdf
%X "Both vertical (between job levels) and horizontal (within job levels) mobility can be sources of wage growth. We find that the glass ceiling operates at both margins. The unexplained part of the wage gap grows across job levels (glass ceiling at the vertical margin) and across the deciles of the intra-job-level wage distribution (glass ceiling at the horizontal margin). This implies that women face many glass ceilings, one for each job level above the second, and that the glass ceiling is a pervasive phenomenon. In the Netherlands it affects about 88% of jobs, and 81% of Dutch women in employment work in job levels where a glass ceiling is present." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K Frauen
%K Männer
%K Niederlande
%K J31
%K J24
%K J22
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2012-11-05
%M k110714r01
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




***************************
5. MONOGRAPHISCHE LITERATUR
***************************

%0 Edited Book
%F 90-201.0921
%A Fazekas, Károly
%A Kézdi, Gábor
%T The Hungarian labour market 2012 : in focus: The evaluation of active labour market programs
%D 2012
%P 320 S.
%C Budapest
%I Research Centre for Economic and Regional Studies
%G en
%# A 1980; E 2012
%S Hungarian Labour Market Yearbooks
%@ ISSN 1586-460X
%X "The Hungarian Labour Market Yearbooks series was launched in 2000 with the support of the National Employment Non-Profit Public Company Ltd. The yearbook presents the main characteristics of Hungarian employment policy and features an indepth analysis of a topical issue each year. The editorial board has striven from the beginning to provide up-to-date results of labour market research and useful information on the Hungarian labour market tendencies as well as the legislative and institutional background of the employment policy for the GO and NGO organizations of the public employment services, the local governments, the public administration, educational and research organisations and - last but not least - for both the press and the electronic media. This year we have also created a clearly structured and easily accessible volume that presents the main characteristics and trends of the Hungarian labour market on the basis of available statistics, theoretical research and empirical analysis. Continuing our previous editorial practice, we selected an area that we consider especially important for the effectiveness of Hungarian employment policy: the impact evaluation of active labour market policies." (Autorenreferat, IAB-Doku)
%K Arbeitsmarktanalyse
%K Arbeitsmarktentwicklung
%K Arbeitskräftenachfrage
%K Arbeitskräfteangebot
%K Arbeitsmarktpolitik
%K Wirkungsforschung
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K institutionelle Faktoren
%K Wirtschaftskrise
%K Erwerbsbeteiligung
%K Ungarn
%Z Typ: 5. monographische Literatur
%Z fertig: 2012-11-28
%M k121123303
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Statistisches Bundesamt (Hrsg.)
%A Mischke, Johanna
%A Wingerter, Christian
%T Frauen und Männer auf dem Arbeitsmarkt : Deutschland und Europa
%D 2012
%P 59 S.
%C Wiesbaden
%G de
%# A 2001; E 2011
%B DeStatis : wissen, nutzen.
%U https://www.destatis.de/DE/Publikationen/Thematisch/Arbeitsmarkt/Erwerbstaetige/BroeschuereFrauenMaennerArbeitsmarkt0010018129004.pdf?__blob=publicationFile
%X "Gleiche Chancen und Bedingungen für Frauen und Männer auf dem Arbeitsmarkt sind ein wichtiger Aspekt der Gleichberechtigung der Geschlechter. Doch wie sieht die berufliche Realität in Europa aus? Die Broschüre 'Frauen und Männer auf dem Arbeitsmarkt - Deutschland und Europa' betrachtet ausgewählte Indikatoren, die für die Gleichstellung von Frauen und Männern im Arbeitsleben eine besondere Bedeutung haben, wie zum Beispiel die generelle Erwerbsbeteiligung, die Qualifikation, die Arbeitszeiten und die Verdienste. Jeder Indikator beleuchtet dabei die Situation in Deutschland und vergleicht sie mit der in anderen Staaten der Europäischen Union." (Autorenreferat, IAB-Doku)
%K Frauen
%K Männer
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Erwerbsbeteiligung
%K Berufsgruppe
%K Arbeitsbedingungen
%K Lohnhöhe
%K Beruf und Familie
%K Berufsausstieg
%K Erwerbsstatistik
%K Gleichstellung
%K Erwerbsquote
%K Erwerbslosenquote
%K Führungskräfte
%K atypische Beschäftigung
%K Beschäftigungsentwicklung - internationaler Vergleich
%K Lohnunterschied
%K Lebensarbeitszeit
%K Europäische Union
%K Belgien
%K Bulgarien
%K Dänemark
%K Bundesrepublik Deutschland
%K Estland
%K Finnland
%K Frankreich
%K Griechenland
%K Irland
%K Italien
%K Lettland
%K Litauen
%K Luxemburg
%K Malta
%K Niederlande
%K Österreich
%K Polen
%K Portugal
%K Rumänien
%K Schweden
%K Slowakei
%K Slowenien
%K Spanien
%K Tschechische Republik
%K Ungarn
%K Großbritannien
%K Zypern
%Z Typ: 5. monographische Literatur
%Z fertig: 2012-11-21
%M k121107r22
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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