Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 04/22

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


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1. SSCI-JOURNALS
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%0 Journal Article
%J Journal of regional science
%V 62
%N 2
%F Z 041
%A Brown, Sarah
%A Popli, Gurleen
%A Sasso, Alessandro
%T Decomposing the gender reservation wage gap in Italy: A regional perspective
%D 2022
%P S. 499-540
%G en
%# 2009-2012
%R 10.1111/jors.12574
%U http://dx.doi.org/10.1111/jors.12574
%U https://doi.org/10.1111/jors.12574
%X "We investigate the determinants of the reservation wage gap between unemployed men and women, using data from the Italian Labour Force Survey. We conduct detailed decomposition analysis at the mean and at different percentiles of the reservation wage distribution using the Recentered Influence Function regression approach. Given the regional differences in labor market participation and employment rates across Italy, we focus on regional differences in the gender reservation wage gap. We find evidence of a positive gender reservation wage gap, which is highest in the South, with men reporting higher reservation wages across all regions and at all percentiles of the reservation wage distribution. The decomposition results suggest that, while a large part of the gender gap in reservation wages is explained by personal characteristics such as education and age, a significant portion of the gap is explained by different job preferences (especially commuting and working time preferences) between men and women. We also find evidence of differences in the relative effects of personal, household and job characteristics across regions, and at different percentiles of the reservation wage distribution." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Lohnunterschied
%K Einkommenserwartung
%K geschlechtsspezifische Faktoren
%K arbeitslose Frauen
%K arbeitslose Männer
%K regionaler Vergleich
%K Determinanten
%K Präferenz
%K Arbeitszeit
%K Arbeitsweg
%K altersspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K Italien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-04-07
%M K220325P4E
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Journal of Economic Surveys
%N online first
%F Z 2256
%A Roethlisberger, Claudia
%A Gassmann, Franziska
%A Groot, Wim
%A Martorano Associate, Bruno
%T The contribution of personality traits and social norms to the gender pay gap: A systematic literature review
%D 2022
%P S. 1-32
%G en
%# 1982-2020
%R 10.1111/joes.12501
%U https://doi.org/10.1111/joes.12501
%U https://doi.org/10.1111/joes.12501
%X "The gender pay gap is a persistent and pervasive problem. This study systematically reviews the literature on two determinants of the wage gap that have attracted attention more recently: the contribution of personality traits and social norms. Based on 39 studies identified, we discuss how personality traits and social norms are operationalized and how much of the gender wage gap they explain. We find that both are important in understanding the gap and that they are closely related, most notably, as preferences are reflections of personality traits and social norms. However, there is no clear consensus on the constructs, what they precisely capture and how to measure them. Thus, there is a great deal of heterogeneity in the results, with the contribution of personality traits and social norms to the pay gap ranging from a few to more than 20%. The literature is not conclusive on whether these factors rather explain the gap or are a source of discrimination. Key limitations of this literature emanate from concerns about the potential endogeneity of personality traits and social norms, and that studies have largely ignored that we can adapt our personality, preferences, and attitudes in adult life." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Determinanten
%K Persönlichkeitsmerkmale
%K soziale Normen
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Präferenz
%K Geschlechterrolle
%K Rollenverständnis
%K Lohndiskriminierung
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-04-19
%M K220405QIL
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Sustainability
%V 12
%N 14
%F Z 2263
%A Skora, Thomas
%A Rüger, Heiko
%A Stawarz, Nico
%T Commuting and the Motherhood Wage Gap: Evidence from Germany
%D 2020
%P Art. 5692
%G en
%# 2001-2017
%R 10.3390/su12145692
%U https://doi.org/10.3390/su12145692
%U https://doi.org/10.3390/su12145692
%X "In the present study, we analyze how childbirth-related changes in commuting contribute to the motherhood wage gap, which in turn accounts for a large part of the gender pay gap. Derived from human capital theory and job search theory, we examine various mechanisms that might explain why reduced commuting distances after childbirth come along with wage reductions for mothers. The empirical analyses are based on data from the German Socio-Economic Panel (GSOEP) 2001-2017, which are analyzed within a fixed effects (FE) panel framework (n = 41,111 observations from 7183 persons). Firstly, the results show that the transition to first parenthood is associated with a 33% decrease in the commuting distance of women, while the transition to fatherhood has no effect. Secondly, mothers who substantially reduce their commuting distance after the transition to parenthood (who amount to 30% of all mothers in our sample) show an increased wage penalty ('18.4%), compared to mothers who do not reduce their commuting distance ('8.7%). Accordingly, 23% of the motherhood wage penalty can be attributed to wage losses related to the reduction in commuting distance. Thirdly, wage penalties for mothers who change to a job closer to their place of residence can be partly explained by the loss of firm-specific human capital. In addition, the wage penalty for commuting is a consequence of women taking jobs that are less suited to their skills profile and moving to smaller companies." (Author's abstract, IAB-Doku) ((en))
%K Mütter
%K Elternschaft
%K Auswirkungen
%K Arbeitsweg
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K Berufsrückkehrerinnen
%K Väter
%K Einkommenseffekte
%K Arbeitsplatzwahl
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-04-12
%M K220330P6M
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
************************************

%0 Journal Article
%J Social policy and society
%V 21
%N 2
%F Z 1976
%A Hussein, Shereen
%T Employment Inequalities Among British Minority Ethnic Workers in Health and Social Care at the Time of Covid-19: A Rapid Review of the Literature
%D 2022
%P S. 316-330
%G en
%# 2017-2020
%R 10.1017/S1474746421000841
%U http://dx.doi.org/10.1017/S1474746421000841
%U https://doi.org/10.1017/S1474746421000841
%X "There are long-standing concerns of inequalities in the workplace among minority ethnic (ME) workers in the UK health and social care (H&SC) sectors. ME workers contribute significantly to H&SC delivery. However, there is considerable evidence of substantial negative experiences among this group across various workplace indicators and outcomes, including (mis)treatment. The COVID-19 pandemic has exacerbated these inequalities with higher infection rates and related deaths among ME health and care workers. A rapid review methodology was employed to examine the work experiences and outcomes of ME workers in H&SC in the UK, focusing on low paid workers. The review identified fifty-one relevant outputs, detailing the nature and extent of inequalities across recruitment, career progression and treatment at work, including bullying and harassment. The findings highlight the impact of the intersectionality of gender, race and migration status concerning the ways inequalities are manifested and operated through individual perceptions and institutional and structural racism." (Author's abstract, IAB-Doku) ((en))
%K ethnische Gruppe
%K Minderheiten
%K Rassismus
%K Gesundheitswesen
%K Sozialwesen
%K Diskriminierung
%K Pandemie
%K Auswirkungen
%K Gesundheitsgefährdung
%K soziale Ungleichheit
%K Sterblichkeit
%K Gesundheitsberufe
%K Sozialberufe
%K Geringverdiener
%K Mobbing
%K Personalauswahl
%K Lohndiskriminierung
%K Lohnunterschied
%K Farbige
%K Weiße
%K Asiate
%K Muslime
%K geschlechtsspezifische Faktoren
%K Großbritannien
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2022-04-19
%M K220406QI0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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3. SONSTIGE ZEITSCHRIFTEN
*************************

%0 Journal Article
%J Ifo-Schnelldienst
%V 75
%N 4
%F Z 032
%A Boll, Paul David
%A Mergele, Lukas
%A Zierow, Larissa
%T Die Lohnlücke zwischen Frauen und Männern besteht bereits vor Abschluss des Studiums
%D 2022
%P S. 66-69
%G de
%# 2003-2016
%U https://ideas.repec.org/a/ces/ifosdt/v75y2022i04p66-69.html
%U https://ideas.repec.org/a/ces/ifosdt/v75y2022i04p66-69.html
%X "Die Lohnlücke zwischen Frauen und Männern, der sogenannte Gender Pay Gap, besteht bereits vor Abschluss des Studiums. Eine Untersuchung unter Studierenden, die neben ihrem Studium arbeiten, zeigte, dass Studentinnen im Durchschnitt etwa 6% weniger verdienen als Studenten. Nach Berücksichtigung verschiedener entlohnungsrelevanter Faktoren verringert sich die Lücke auf 4,1%. Hauptsächlich ist die Lücke auf die unterschiedlichen Beschäftigungen, die männliche und weibliche Studierende ausüben, zurückzuführen." (Autorenreferat, IAB-Doku)
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Studenten
%K Männer
%K Frauen
%K Nebenverdienst
%K Nebentätigkeit
%K Tätigkeitsfelder
%K studentische Hilfskraft
%K Bundesrepublik Deutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-04-29
%M K220420RH3
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J CESifo forum
%V 23
%N 2
%F Z 1286
%A Ceballos, Martha
%A Masselot, Annick
%A Watt, Richard
%T Pay Transparency across Countries and Legal Systems
%D 2022
%P S. 3-11
%G en
%# 2000-2020
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p3-11.html
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p3-11.html
%X "The article proceeds as follows. In the next section, we detail the legislative experiences of the different countries that are included in our data set. The third section employs latent class analysis to group the different countries in our data set according to their gender pay gap and their pay transparency legislation. The fourth section posits a new perspective on the gender pay gap of non-legislating countries that leads to a theory (and indeed a value, at least for the countries in our data set) of a 'natural rate' of the gender pay gap and a useful separation between countries with pay transparency legislation in place – those that out-perform the benchmark of not legislating, and those that under-perform relative to that same benchmark. Together with our latent class analysis groupings, this allows us to draw conclusions regarding the types of pay transparency law that appear to be more successful in the endeavor of reducing the gender pay gap. Finally, the fifth section concludes." (Text excerpt, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Gleichstellungspolitik
%K Lohnpolitik
%K Arbeitsmarkttransparenz
%K internationaler Vergleich
%K Lohndiskriminierung
%K Arbeitsrecht
%K OECD
%K Erfolgskontrolle
%K Auswirkungen
%K Informationsrecht
%K Lohnhöhe
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-04-05
%M K220322P10
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J CESifo forum
%V 23
%N 2
%F Z 1286
%A Hara, Hiromi
%T The Gender Wage Gap in Japan – the Glass Ceiling Phenomenon
%D 2022
%P S. 36-40
%G en
%# 1980-2019
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p36-40.html
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p36-40.html
%X "The gender gap is one of the most serious and persistent challenges in the Japanese labor market. In 1986, the Equal Employment Opportunity Act aimed to achieve gender equality in the labor market by providing both equal opportunity and treatment between men and women in all aspects and every stage of employment. Since then, it has been revised several times to increase its rigor, and this was followed in 2015 with the Act on the Promotion of Female Participation and Career Advancement in the Workplace, which recognized that tackling the issue of worklife balance is necessary to make inroads into the challenges facing women as they advance in their professional lives. Despite these legislative efforts, however, numerous gaps remain between men and women in the Japanese labor market including the labor force participation rate, working style (regular versus part-time), wages, the proportion of workers in management positions, and education and training opportunities, to name a few. This paper focuses on the gender wage gap in Japan because wages are a broad-based labor outcome relevant to all workers." (Text excerpt, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Frauen
%K Männer
%K Ursache
%K Mobilitätsbarriere
%K beruflicher Aufstieg
%K Entwicklung
%K Konvergenz
%K Japan
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-04-05
%M K220322P19
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J CESifo forum
%V 23
%N 2
%F Z 1286
%A Hegewisch, Ariane
%A Mefferd, Eve
%T (Un)Equal Pay in the United States and Policy Solutions to Make a Difference
%D 2022
%P S. 29-35
%G en
%# 1963-2020
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p29-35.html
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p29-35.html
%X "This paper begins with a brief historical overview of equal pay in the United States and research on the factors which contribute to the wage gap. It will then turn to recent legislative and policy initiatives at the state and federal level aimed at addressing the persistence of the wage gap in the US economy" (Text excerpt, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Rasse
%K ethnische Gruppe
%K Minderheiten
%K Gleichstellungspolitik
%K Lohnpolitik
%K Frauenberufe
%K Männerberufe
%K Frauen
%K Männer
%K Farbige
%K Hispanier
%K Arbeitsrecht
%K Lohndiskriminierung
%K Asiate
%K Pandemie
%K Auswirkungen
%K geschlechtsspezifischer Arbeitsmarkt
%K Arbeitsmarktsegmentation
%K Ursache
%K USA
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-04-05
%M K220322P18
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J CESifo forum
%V 23
%N 2
%F Z 1286
%A Ilieva, Boryana
%A Wrohlich, Katharina
%T Gender Gaps in Employment, Working Hours and Wages in Germany: Trends and Developments Over the Last 35 Years
%D 2022
%P S. 17-19
%G en
%# 1984-2019
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p17-19.html
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p17-19.html
%X "In the following, we describe the development of male and female employment rates, part-time employment rates as well as wages over the last 35 years for West Germany. We show that there has been a strong convergence in employment rates of men and women over this period of time. Female employment rates have increased strongly, from about 50 to about 75 percent, while male employment rates have remained fairly stable at about 90 percent. The gender gap in hours worked, however, has remained constant at a very high level of 40 percentage points in the same period of time. The development of the gender gap in wages has also lagged behind the convergence in employment rates, declining only by a third. The large gender gap in parttime work in combination with the part-time penalty in hourly wages is contributing to the persisting gender gap in wages" (Text excerpt, IAB-Doku) ((en))
%K Frauen
%K Erwerbsbeteiligung
%K Entwicklung
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Arbeitszeitentwicklung
%K Lohnentwicklung
%K Beschäftigungsentwicklung
%K Teilzeitarbeit
%K Erwerbsquote
%K Männer
%K Konvergenz
%K Bundesrepublik Deutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-04-05
%M K220322P12
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J CESifo forum
%V 23
%N 2
%F Z 1286
%A Niessen-Ruenzi, Alexandra
%A Schneider, Christoph
%T The Gender Pension Gap in Germany – Reasons and Remedies
%D 2022
%P S. 20-24
%G en
%# 1993-2014
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p20-24.html
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p20-24.html
%X "In this article, we focus on the gender pension gap for statutory pensions, as statutory pension entitlements cover by far the largest fraction of employees (83%) and retired individuals (81%) in Germany (Bundesministerium für Arbeit und Soziales 2016). In addition, they account for most of the income of people over 65 in Germany, while private pensions and the company pension scheme are voluntary benefits and depend highly on an individual's life situation. In this article, we first quantify the gender pension gap. Then, we discuss two of its major determinants: the 'motherhood penalty' and the gender investment gap. We conclude with suggestions on how the gender pension gap can be closed." (Text excerpt, IAB-Doku) ((en))
%K Rentenunterschied
%K geschlechtsspezifische Faktoren
%K Frauen
%K Altersarmut
%K Risiko
%K Rentenanspruch
%K Rentenversicherung
%K IAB-Linked-Employer-Employee-Datensatz
%K Ursache
%K Lohnunterschied
%K Elternschaft
%K Mütter
%K Investitionsverhalten
%K Alterssicherung
%K Finanzkompetenz
%K Vermögensbildung
%K ökonomische Bildung
%K Risikobereitschaft
%K Bundesrepublik Deutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-04-05
%M K220322P13
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J CESifo forum
%V 23
%N 2
%F Z 1286
%A Rendall, Michelle
%T The Link between Gender Gaps and Employment Polarization
%D 2022
%P S. 12-16
%G en
%# 1980-2020
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p12-16.html
%U https://ideas.repec.org/a/ces/ifofor/v23y2022i02p12-16.html
%X "The increase in employment shares both at the bottom and at the top of the skill distribution, combined with a decline in the middle, has been extensively documented for the US and many OECD economies since the 1980s. This observed employment polarization has become a well-known stylized fact. Less well known are the characteristics of employment polarization by gender, as polarization is usually studied at an aggregate level. Nonetheless, when studying employment polarization, in Cerina et al. (2021) we also consider one of the most important and dramatic social phenomena of the 20th century: the rise in female labor force participation, coupled with a rise in broad college attainment and a closing of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktsegmentation
%K qualifikationsspezifische Faktoren
%K geschlechtsspezifische Faktoren
%K geschlechtsspezifischer Arbeitsmarkt
%K OECD
%K Lohnunterschied
%K Entwicklung
%K Frauen
%K Männer
%K Erwerbsbeteiligung
%K Bildungsniveau
%K Konvergenz
%K technischer Wandel
%K Auswirkungen
%K Arbeitsmarktentwicklung
%K Berufsgruppe
%K sektorale Verteilung
%K Beschäftigungsentwicklung
%K USA
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-04-05
%M K220322P11
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 International Monetary Fund (Hrsg.)
%A Rappaport, Jay
%A Pizzinelli, Carlo
%A Dabla-Norris, Era
%T Are Low-Skill Women Being Left Behind? Labor Market Evidence from the UK
%D 2022
%P 45 S.
%C Washington, DC
%G en
%# 2001-2019
%B IMF working paper : 2022,42
%U https://ideas.repec.org/p/imf/imfwpa/2022-042.html
%U https://ideas.repec.org/p/imf/imfwpa/2022-042.html
%X "Labor markets in the UK have been characterized by markedly widening wage inequality for lowskill (non-college) women, a trend that predates the pandemic. We examine the contribution of job polarization to this trend by estimating age, period, and cohort effects for the likelihood of employment in different occupations and the wages earned therein over 2001-2019. For recent generations of women, cohort effects indicate a higher likelihood of employment in low-paying manual jobs relative to high-paying abstract jobs. However, cohort effects also underpin falling wages for post-1980 cohorts across all occupations. We find that falling returns to labor rather than job polarization has been a key driver of rising inter-age wage inequality among low-skill females. Wage-level cohort effects underpin a nearly 10 percent fall in expected lifetime earnings for low-skill women born in 1990 relative to those born in 1970." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K erwerbstätige Frauen
%K Niedrigqualifizierte
%K Entwicklung
%K Berufsstruktur
%K Arbeitsmarktsegmentation
%K geschlechtsspezifischer Arbeitsmarkt
%K Einkommensmobilität
%K Intergenerationsmobilität
%K Determinanten
%K Großbritannien
%K J21
%K J24
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-04-12
%M K220329P5Z
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%A Ma, Xinxin
%T Female Employment and Gender Gaps in China
%D 2021
%P XXI, 180 S.
%7 1st ed. 2021
%C Singapore
%I Springer Singapore
%G en
%# 1989-2015
%B Hitotsubashi University IER Economic Research Series : 48
%@ ISBN 978-981-33-6904-7
%R 10.1007/978-981-33-6904-7
%U https://doi.org/10.1007/978-981-33-6904-7
%U https://doi.org/10.1007/978-981-33-6904-7
%X Chapter 1 Introduction -- Part I Women's Family Responsibilities and Employment in China -- Chapter 2 Market Wage, Child Care, and the Employment of Married Women in China -- Chapter 3 Parent Care and Middle-aged Women's Employment -- Part II The Gender Gap in China's Labor Market and Society -- Chapter 4 Ownership Sector and the Gender Wage Gap -- Chapter 5 The Gender Gap of Communist Party Membership -- Chapter 6 The Gender Gap of Social Participation Activity -- Part III Impact of Policy on Women's Labour Market Outcomes in China -- Chapter 7 The Impact of Higher Education Expansion Policy on the Wages of Female College Graduates -- Chapter 8 The Impact of the New Rural Pension Scheme on the Labor Supply of Intra-Household Prime-age Women in Rural China -- Index
%X "This open access book investigates female employment and the gender gap in the labor market and households during China's economic transition period. It provides the reader with academic evidence for understanding the mechanism of female labor force participation, the determinants of the gender gap in the labor market, and the impact of policy transformation on women's wages and employment in China from an economics perspective. The main content of this book includes three parts - women's family responsibilities and women's labor supply (child care, parent care, and women's employment), the gender gap in the labor market and society (gender gaps in wages, Communist Party membership, and participation in social activity), and the impacts of policy transformation on women's wages and employment (the social security system and the educational expansion policy on women's wages and employment) in China. This book provides academic evidence about these issues based on economics theories and econometric analysis methods using many kinds of long-term Chinese national survey data. This book is highly recommended to readers who are interested in up-to-date and in-depth empirical studies of the gender gap and women's employment in China during the economic transition period. This book is of interest to various groups such as readers who are interested in the Chinese economy, policymakers, and scholars with econometric analysis backgrounds." (Provided by publisher)
%K E-Book
%K Frauenerwerbstätigkeit
%K Frauen
%K Erwerbsbeteiligung
%K Erwerbsquote
%K Beruf und Familie
%K Ehefrauen
%K Mütter
%K Lohnhöhe
%K altersspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K Altenpflege
%K Eltern
%K häusliche Pflege
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Partei
%K politische Partizipation
%K ehrenamtliche Arbeit
%K Hochschulbildung
%K Bildungsexpansion
%K Auswirkungen
%K Hochschulabsolventen
%K Einkommenseffekte
%K China
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-04-29
%M K220407QX0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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