Suchprofil: Gender_wage_gap Durchsuchter Fertigstellungsmonat: 10/21 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 **************** @Article{Aleks:2021:PWY, Journal= {Industrial relations}, Volume= {60}, Number= {4}, Author= {Rachel Aleks and Tina Saksida and Sam Kolahgar}, Title= {Practice What You Preach: The Gender Pay Gap in Labor Union Compensation}, Year= {2021}, Pages= {403-435}, Annote= {URL: https://doi.org/10.1111/irel.12291}, Annote= {URL: https://doi.org/10.1111/irel.12291}, Abstract= {"The existence of a gender pay gap has been well established in the literature but has remained unexplored within unions. Using 2000-2019 LM-2 data, our study quantifies the gender pay gap among union officers and staff in United States national and local unions. We find evidence that women face a gender wage penalty, with female officers in local unions and female staff in both national and local unions being paid significantly less than their male counterparts." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))}, Annote= {Schlagwörter: Gewerkschaftssekretär; Lohnunterschied; geschlechtsspezifische Faktoren; Gewerkschaft; Männer; Frauen; Lohnstruktur; Lohnfindung; Funktionär; USA; }, Annote= {Bezugszeitraum: 2000-2019}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 090}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210928L26}, } @Article{Card:2001:EUO, Journal= {Industrial and Labor Relations Review}, Volume= {54}, Number= {2}, Author= {David Card}, Title= {The Effect of Unions on Wage Inequality in the U.S. Labor Market}, Year= {2001}, Pages= {296-315}, Annote= {URL: https://doi.org/10.1177/001979390105400206}, Abstract= {"This study uses Current Population Survey micro data for 1973-74 and 1993 to evaluate the effect of changing union membership on trends in male and female wage inequality. Unionization rates of men fell between the two sample periods, with bigger declines among lower skill groups. These trends account for 15-20% of the rise in male wage inequality. Union membership rates of low-wage women also declined, while unionization increased among higher-wage women. On balance, shifting unionization accounts for very little of the rise in female wage inequality. Economy-wide trends in unionization mask a sharp divergence between the private sector, where unionism was declining, and the public sector, where it was rising. Comparisons across sectors suggest that unionization substantially slowed the growth in wage inequality in the public sector." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Gewerkschaftszugehörigkeit; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Entwicklung; qualifikationsspezifische Faktoren; USA; }, Annote= {Bezugszeitraum: 1973-1993}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 680}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211012MBO}, } @Article{Card:2021:FEI, Journal= {Journal of labor economics}, Volume= {39}, Number= {S1}, Author= {David Card and Dean R. Hyslop}, Title= {Female earnings inequality : The changing role of family characteristics on the extensive and intensive margins}, Year= {2021}, Pages= {S59-S106}, Annote= {URL: https://doi.org/10.1086/711368}, Annote= {URL: https://doi.org/10.3386/w25387}, Abstract= {"Using data for three cohorts of women in the PSID, we show that annual earnings inequality fell sharply between the late 1960s and the mid-1990s, with a large decline in the component attributable to the extensive margin. We then fit earnings-generating models that incorporate both intensive- and extensive-margin dynamics to data for the three cohorts. Our models suggest that more than 80% of the decline in female earnings inequality can be attributed to a weakening of the link between family-based factors (i.e., children and the presence and incomes of partners) and the intensive and extensive margins of earnings determination." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Einkommensunterschied; Frauen; Erwerbsbeteiligung; Lohnhöhe; Lohnunterschied; soziale Faktoren; Familienstand; Kinderzahl; sozioökonomische Faktoren; Partnerschaft; Determinanten; USA; }, Annote= {Bezugszeitraum: 1968-1997}, Annote= {JEL-Klassifikation: J22}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 797}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211012MA5}, } @Article{Card:1996:WDR, Journal= {Journal of Econometrics}, Volume= {74}, Number= {2}, Author= {David Card and Thomas Lemieux}, Title= {Wage dispersion, returns to skill, and black-white wage differentials}, Year= {1996}, Pages= {319-361}, Annote= {URL: https://doi.org/10.1016/0304-4076(95)01757-7}, Abstract= {"During the 1980s wage differentials between different age and education groups expanded rapidly. Wage dispersion among individuals with the same age and education also rose. A simple explanation for both sets of facts is that earnings vary with a one-dimensional index of skill and that the relative return to higher levels of skill rose over the decade. We explore a simple method for estimating and testing such a 'single-index" model of wages. Our approach integrates three aspects of skill: age, education, and unobserved ability. We find that a one-dimensional skill model provides a reasonably accurate, although oversimplified, description of changes in the structure of wages for white men and women between 1979 and 1989. We then use the estimated models for white women and white men to interpret recent changes in the relative wages of African American workers." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))}, Annote= {Schlagwörter: Lohnunterschied; Entwicklung; qualifikationsspezifische Faktoren; altersspezifische Faktoren; Farbige; Weiße; Bildungsertrag; erwerbstätige Frauen; erwerbstätige Männer; USA; }, Annote= {Bezugszeitraum: 1973-1989}, Annote= {JEL-Klassifikation: C51 ; D31 ; J31 ; J71}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1935}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211012MBQ}, } @Article{Magda:2021:GPG, Journal= {Empirical economics}, Volume= {61}, Number= {4}, Author= {Iga Magda and Katarzyna Sa-ach}, Title= {Gender pay gaps in domestic and foreign-owned firms}, Year= {2021}, Pages= {2237-2263}, Annote= {URL: https://doi.org/10.1007/s00181-020-01950-z}, Annote= {URL: https://doi.org/10.1007/s00181-020-01950-z}, Abstract= {"We investigate differences in gender wage gaps between foreign-owned and domestically owned firms in Poland, a country that has experienced large FDI inflows over the past three decades. We show that the adjusted gender wage gaps are larger among employees working in the foreign-owned sector than in the domestic sector. The gender pay gaps are found to be larger in the foreign-owned companies than in the domestically owned firms at every decile of the wage distribution, with the largest disparities being observed at the bottom and at the top. Our findings also show that in the foreign-owned sector, the returns to individual, job, and firm characteristics earned by women are much lower than the returns earned by men, but that the foreign-owned firms appear to pay higher firm-specific wage premia to women than to men, thereby narrowing within-firm gender wage inequality. These patterns differ from those observed in the domestic sector, in which firm wage premia tend to widen within-firm wage distributions, and contribute to the overall level of gender wage inequality." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; geschlechtsspezifischer Arbeitsmarkt; Frauen; Lohndiskriminierung; Unternehmenskultur; Unternehmer; Inländer; multinationale Unternehmen; Ungleichheit; soziale Ungleichheit; Polen; }, Annote= {Bezugszeitraum: 2014-2014}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 786}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210923LZY}, } @Article{Menzel:2021:GWG, Journal= {Labour economics}, Volume= {71}, Author= {Andreas Menzel and Christopher Woodruff}, Title= {Gender wage gaps and worker mobility: Evidence from the garment sector in Bangladesh}, Year= {2021}, Pages= {Art. 102000}, Annote= {URL: https://doi.org/10.1016/j.labeco.2021.102000}, Abstract= {"Data from 70 large export-oriented garment manufacturers in Bangladesh show that women's wages are 20 percent lower than men's and are 8 percent lower even among narrowly-defined production workers. A significant gap remains even after controlling for very precisely measured skills. Longer careers of men in the sector explain around half of the wage gap, with the other half due in roughly equal parts to differences in internal and across-factory promotion rates. Our results are most consistent with broader gender norms, beyond gendered household responsibilities, driving the gap." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))}, Annote= {Schlagwörter: Lohnunterschied; Bekleidungsindustrie; geschlechtsspezifische Faktoren; Arbeitskräftemobilität; erwerbstätige Frauen; erwerbstätige Männer; Textilberufe; Export; innerbetriebliche Mobilität; Beförderung; zwischenbetriebliche Mobilität; Auswirkungen; Einkommenseffekte; Geschlechterrolle; soziale Normen; Mobilitätsbarriere; Bangladesch; }, Annote= {Bezugszeitraum: 2012-2017}, Annote= {JEL-Klassifikation: J70 ; O15 ; O14}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1120}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210916LVL}, } @Article{Oliveira:2021:BSL, Journal= {Regional Studies}, Number= {online first}, Author= {Rodrigo Oliveira and Raul da Mota Silveira Neto}, Title= {Brazil's south-north labour income gap re-examined : evidence across purchasing power adjusted wage distributions}, Year= {2021}, Pages= {1-21}, Annote= {URL: https://doi.org/10.1080/00343404.2021.1962005}, Abstract= {"This article provides new evidence for the sources of regional income inequalities in Brazil throughout the wage distribution, taking into account the regional differentials in purchasing power. We use a unique and recent regional purchasing power index to adjust nominal values of Brazilian metropolitan regions and consider recentred influence function (RIF) regressions to measure the contributions of different determinants of wages to the inequality between the São Paulo metropolitan region in the Southeast (the richest one, apart from Brasília) and each of the most important metropolitan regions of the Northeast and North (Fortaleza, Recife, Salvador and Belém)." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Einkommensverteilung; Erwerbseinkommen; regionale Disparität; regionaler Vergleich; Kaufkraft; soziale Ungleichheit; Lohnhöhe; Lohnunterschied; erwerbstätige Frauen; erwerbstätige Männer; Brasilien; }, Annote= {Bezugszeitraum: 2014-2014}, Annote= {JEL-Klassifikation: C21 ; J31 ; J38}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1069}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211007L8I}, } @Article{Zimmermann:2021:MGW, Journal= {European Sociological Review}, Number= {online first}, Author= {Florian Zimmermann}, Title= {Managing the Gender Wage Gap - How Female Managers Influence the Gender Wage Gap among Workers}, Year= {2021}, Pages= {1-16}, Annote= {URL: https://doi.org/10.1093/esr/jcab046}, Annote= {URL: https://doi.org/10.1093/esr/jcab046}, Abstract= {"Previous research shows that female managers narrow the gender wage gap (GWG) among workers but does not disentangle two general underlying mechanisms. First, female managers might use their organizational power to change organizational practices and make organizations more gender-equal. Second, female workers might benefit from interacting with a female manager, e.g. through homophily and mentoring. To disentangle these two mechanisms, I distinguish between female managers at the first management level, which is responsible mainly for organizational practices, and at the second management level, which mainly interacts with workers. Additionally, I consider practices enhancing gender equality, such as work-life balance practices. Using German linked employer' employee panel data and a firm fixed-effects regression, I find that female first-level managers slightly narrow the GWG. This influence is not affected by the consideration of organizational practices. Hence, female first-level managers do not affect workers' by changing organizational practices. In contrast, female second-level managers considerably narrow the GWG among workers. In summary, female managers substantially reduce the GWG among workers, and this effect works via the manager-worker interaction mechanism. Hence, increasing the share of female second-level managers might close the GWG." (Author's abstract, ) ((en))}, Annote= {Schlagwörter: IAB-Open-Access-Publikation; Führungskräfte; Frauen; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Gleichstellung; Lohnhöhe; betrieblicher Status; mittlere Führungskräfte; Beruf und Familie; Personalpolitik; Arbeitsbeziehungen; Unternehmensorganisation; human resource management; IAB-Linked-Employer-Employee-Datensatz; Geschlechterverteilung; Beschäftigtenstruktur; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2004-2012}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 863}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211025MJ3}, } ************************************ 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN ************************************ @Article{Hendrix:2021:GPG, Journal= {Industrielle Beziehungen}, Volume= {28}, Number= {1}, Author= {Ulla Hendrix}, Title= {Der Gender Pay Gap in Technik und Verwaltung – Spielr{\"a}ume der Arbeitsbewertung an den Hochschulen}, Year= {2021}, Pages= {31-52}, Annote= {URL: https://doi.org/10.3224/indbez.v28i1.02}, Abstract= {"Der Beitrag untersucht Entgeltungleichheiten zwischen Frauen und Männern im Bereich der tarifbeschäftigten Mitarbeiter_innen in Technik und Verwaltung (MTV) an Hochschulen in öffentlicher Trägerschaft. Diese sind als Teil des öffentlichen Dienstes tarifgebunden und damit scheint es keinen Spielraum für Entgeltdiskriminierung zu geben. Anhand einer Sekundäranalyse amtlicher Hochschuldaten sowie von Expertinneninterviews mit Hochschulakteurinnen in Nordrhein-Westfalen wird gezeigt, wie sich die Entgeltstruktur in frauen- und männerdominierten Tätigkeitsfeldern unterscheidet und welche Rahmenbedingungen dazu beitragen. Im Fokus stehen dabei sowohl der Tarifvertrag der Länder (TV-L) als auch Prozesse der Arbeitsbewertung an den Hochschulen. Die Ergebnisse geben Anhaltspunkte für eine tiefgreifende Unterbewertung der Arbeit von Frauen, die durch mittelbare Diskriminierung aufrechterhalten wird." (Autorenreferat, IAB-Doku)}, Abstract= {"The paper focuses on gender wage inequalities between technical and administrative employees (non-scientific staff) in academia. Higher education institutions in the public sector are covered by collective agreements and should therefore leave no space for pay discrimination. However, a secondary analysis of administrative data and expert interviews in North Rhine-Westphalia (Germany) suggest persisting differences in wage structures in female- and male-dominated occupational fields. The data also outlines how framework conditions contribute to these differences. A central focus here is not only on State level collective agreements – but equally on the job evaluation process. Results show how female labour is undervalued and how this continues to be perpetuated by indirect discrimination." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Hochschulpersonal; technische Berufe; Verwaltungsberufe; öffentlicher Dienst; Arbeitsbewertung; Lohndiskriminierung; Frauenberufe; Determinanten; Eingruppierung; Tarifvertrag; Bundesrepublik Deutschland; Nordrhein-Westfalen; }, Annote= {Bezugszeitraum: 2016-2019}, Annote= {JEL-Klassifikation: J71 ; J31}, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 1144}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210916LVH}, } @Article{Tomei:2021:TCO, Journal= {Intereconomics}, Volume= {56}, Number= {5}, Author= {Manuela Tomei}, Title= {Teleworking: A Curse or a Blessing for Gender Equality and Work-Life Balance?}, Year= {2021}, Pages= {260-264}, Annote= {URL: https://doi.org/DOI: 10.1007/s10272-021-0994-5}, Annote= {URL: https://doi.org/DOI: 10.1007/s10272-021-0994-5}, Abstract= {"Affordable, reliable and high-quality child and elderly care services are essential for employees to do teleworking in an efficient manner." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))}, Annote= {Schlagwörter: Pandemie; Auswirkungen; Telearbeit; Gleichstellung; Frauen; Work-Life-Balance; Unternehmenskultur; Zukunft der Arbeit; Männer; Lohnunterschied; geschlechtsspezifische Faktoren; Entgrenzung; soziale Isolation; human resource management; Telearbeitnehmer; }, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 127}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211005L6L}, } ************************* 3. SONSTIGE ZEITSCHRIFTEN ************************* @Article{Bundesministerium:2021:NIB, Journal= {Deutscher Bundestag. Drucksachen}, Number= {Dr 19/32223 v 26 08 2021}, Institution={Bundesministerium f{\"u}r Arbeit und Soziales ; Deutscher Bundestag. Fraktion Die Linke}, Title= {Niedrigl{\"o}hne in der Bundesrepublik Deutschland : Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 19/31814)}, Year= {2021}, Pages= {1-82}, Annote= {URL: https://dserver.bundestag.de/btd/19/322/1932223.pdf}, Abstract= {Die Bundesregierung antwortet auf die Anfrage der Fraktion DIE LINKE zu Niedriglöhnen in der Bundesrepublik Deutschland. (IAB)}, Annote= {Schlagwörter: Niedriglohnbereich; Beschäftigungsentwicklung; Lohnunterschied; atypische Beschäftigung; Lohnhöhe; regionaler Vergleich; Altersstruktur; Geschlechterverteilung; Bundesländer; Qualifikationsstruktur; Beschäftigtenstruktur; sektorale Verteilung; Bundesrepublik Deutschland; Ostdeutschland; Westdeutschland; }, Annote= {Bezugszeitraum: 1999-2020}, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 198}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211026MKE}, } @Article{Card:2021:UAW, Journal= {Canadian Journal of Economics}, Volume= {53}, Number= {1}, Author= {David Card and Thomas Lemieux and W. Craig Riddell}, Title= {Unions and wage inequality : The roles of gender, skill and public sector employment}, Year= {2021}, Pages= {140-173}, Address= {Bonn}, Annote= {URL: https://doi.org/10.1111/caje.12432}, Annote= {URL: https://www.nber.org/papers/w25313.pdf}, Annote= {URL: http://hdl.handle.net/10419/193258}, Abstract= {"We examine the changing relationship between unionization and wage inequality in Canada and the United States. Our study is motivated by profound recent changes in the composition of the unionized workforce. Historically, union jobs were concentrated among low-skilled men in private sector industries. With the steady decline in private sector unionization and rising influence in the public sector, unionization is now five times higher in the public than the private sector in both countries. Though the public sector represents only 15-20% of employment, half of unionized workers are in the public sector. Accompanying these changes was a remarkable rise in the share of women among unionized workers. Currently, approximately half of unionized employees in North America are women. While early studies of unions and inequality focused on males, recent studies examine both and reveal striking gender differences. A consistent - and puzzling - finding is that unions reduce wage inequality among men but not among women. In both countries we find striking differences between the private and public sectors in the effects of unionization on wage inequality. These differences have become more pronounced over time. At present, unions reduce economy-wide wage inequality by less than 10% in both countries. However, union impacts on wage inequality are much larger in the public sector. Once we disaggregate by sector the effects of unions on male and female wage inequality no longer differ. The key differences in union impacts are between the public and private sectors - not between males and females." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; institutionelle Faktoren; Gewerkschaft; Organisationsgrad; Gewerkschaftspolitik; Gewerkschaftszugehörigkeit; öffentlicher Dienst; Privatwirtschaft; Frauen; Einkommenseffekte; Männer; Tarifverhandlungen; Lohnstruktur; internationaler Vergleich; Auswirkungen; Kanada; USA; }, Annote= {Bezugszeitraum: 1973-2015}, Annote= {JEL-Klassifikation: J31 ; J45 ; J51}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211012MA7}, } @Article{Hamjediers:2021:CRG, Journal= {Social Sciences}, Volume= {10}, Number= {9}, Author= {Maik Hamjediers}, Title= {Can Regional Gender Ideologies Account for Variation of Gender Pay Gaps? The Case of Germany}, Year= {2021}, Pages= {Art. 347}, Annote= {URL: https://doi.org/10.3390/socsci10090347}, Annote= {URL: https://doi.org/10.3390/socsci10090347}, Abstract= {"While research often invokes gender disparities in wage-determining characteristics to explain gender pay gaps, why these gender disparities and gender pay gaps vary across contexts has received less attention. Therefore, I analyze how subnational gender ideologies predict gender pay gaps in two ways: as directly affecting gender pay gaps and as indirectly predicting gender pay gaps through intermediate gender disparities in determinants of wage. The analyses are based on German survey data (SOEP 2014-2018) supplemented with regional-level statistics. First, I leverage regional differences in predictors of gender ideologies to estimate region-specific gender ideologies. Mapping these gender ideologies across Germany reveals substantial regional variation. Second, multi-level models provide region-specific gender disparities in wage determinants and gender pay gaps. Results reveal that traditional gender ideologies are associated with women gaining less labor market experience and working less often in full-time jobs or supervising positions. In addition to this indirect association, gender ideologies directly predict the extent of adjusted gender pay gaps. These associations contribute novel evidence on regional variation of gender ideologies and how they can underlie explanations often invoked for gender pay gaps." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; Geschlechterrolle; Rollenverständnis; regionale Faktoren; Ideologie; regionaler Vergleich; erwerbstätige Frauen; erwerbstätige Männer; regionale Disparität; Erwerbsbeteiligung; Determinanten; soziale Normen; Arbeitsmarktregion; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2014-2018}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2354}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210928L25}, } ********************************** 4. ARBEITSPAPIERE/DISCUSSION PAPER ********************************** @Book{Bonk:2021:FHT, Institution={Bank of Canada (Hrsg.)}, Author= {Alica Ida Bonk and Laure Simon}, Title= {From He-Cession to She-Stimulus? The Labor Market Impact of Fiscal Policy Across Gender}, Year= {2021}, Pages= {37}, Address= {Ottawa}, Series= {Staff working paper / Bank of Canada}, Number= {2021,42}, Annote= {URL: https://ideas.repec.org/p/bca/bocawp/21-42.html}, Annote= {URL: https://ideas.repec.org/p/bca/bocawp/21-42.html}, Abstract= {"Men, especially those that are young and less educated, typically bear the brunt of recessions because of the stronger cyclicality of their employment and wages relative to women's. We study the extent to which fiscal policy may offset or worsen these asymmetric effects across gender. Using micro-level data for the U.S. from the Current Population Survey, we find that the effects of fiscal policy shocks on labor market outcomes depend on the type of public expenditure. Women benefit most from increases in the government wage bill, while men are the main beneficiaries of higher investment spending. Our analysis further reveals that the fiscal component most efficient at closing gender gaps is least suitable for offsetting inequitable business cycle effects across other socioeconomic dimensions" (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Finanzpolitik; Investitionsförderung; Arbeitsmarktpolitik; öffentliche Ausgaben; Konjunkturentwicklung; Auswirkungen; geschlechtsspezifischer Arbeitsmarkt; erwerbstätige Frauen; erwerbstätige Männer; Lohnunterschied; Konjunkturabhängigkeit; Arbeitsmarkt; USA; }, Annote= {Bezugszeitraum: 1979-2019}, Annote= {JEL-Klassifikation: J16 ; J21 ; E62 ; E32}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210923LZ1}, } @Book{Duval-Hernandez:2021:TSA, Institution={Federal Reserve Bank of Atlanta (Hrsg.)}, Author= {Robert Duval-Hernandez and Lei Fang and L. Rachel Ngai}, Title= {Taxes, Subsidies, and Gender Gaps in Hours and Wages}, Year= {2021}, Pages= {48}, Address= {Atlanta, Ga.}, Series= {Working papers / Federal Reserve Bank of Atlanta}, Number= {2021,17}, Annote= {URL: https://doi.org/10.29338/wp2021-17}, Annote= {URL: https://doi.org/10.29338/wp2021-17}, Abstract= {"Using micro data from 17 countries in the Organisation for Economic Co-operation and Development, this paper documents a negative cross-country correlation between gender ratios in market hours and wages. We find that market hours by women and the size of the service sector that produces close substitutes to home production are important for the gender differences in market hours across countries. We quantify the role played by taxes and subsidies to family care on the two gender ratios in a multisector model with home production. Higher taxes and lower subsidies reduce the marketization of home production and therefore reduce market hours. The effect is larger for women because of their comparative advantage in producing home services and the corresponding market substitutes. The larger fall in female market hours drives up the female wage relative to the male wage, resulting in higher gender wage ratios." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Steuerpolitik; Subventionspolitik; Kinderbetreuung; Auswirkungen; Erwerbsbeteiligung; Lohnunterschied; internationaler Vergleich; OECD; geschlechtsspezifische Faktoren; Männer; Frauen; individuelle Arbeitszeit; Erwerbsarbeit; Arbeitsteilung; Hausarbeit; Dienstleistungsarbeit; Europäische Union; USA; Kanada; }, Annote= {Bezugszeitraum: 2000-2004}, Annote= {JEL-Klassifikation: J22 ; E24 ; E62}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210812LA7}, } @Book{Forth:2021:RWI, Institution={Global Labor Organization (Hrsg.)}, Author= {John Forth and Nikolaos Theodoropoulos and Alex Bryson}, Title= {The Role of the Workplace in Ethnic Wage Differentials}, Year= {2021}, Pages= {48}, Address= {Maastricht}, Series= {GLO discussion paper}, Number= {920}, Annote= {URL: http://hdl.handle.net/10419/238740}, Annote= {URL: http://hdl.handle.net/10419/238740}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14697.html}, Annote= {URL: https://ideas.repec.org/p/qss/dqsswp/2125.html}, Abstract= {"Using matched employer-employee data for Britain, we examine ethnic wage differentials among full-time employees. We find substantial ethnic segregation across workplaces: around three-fifths of workplaces in Britain employ no ethnic minority workers. However, this workplace segregation does not contribute to the aggregate wage gap between ethnic minorities and white employees. Instead, most of the ethnic wage gap exists between observationally equivalent co-workers. Lower pay satisfaction and higher levels of skill mismatch among ethnic minority workers are consistent with discrimination in wage-setting on the part of employers. The use of job evaluation schemes within the workplace is shown to be associated with a smaller ethnic wage gap." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; ethnische Gruppe; Segregation; Weiße; Lohndiskriminierung; mismatch; Lohnhöhe; Zufriedenheit; Arbeitsbewertung; erwerbstätige Frauen; erwerbstätige Männer; Unternehmen; Minderheiten; Farbige; Beschäftigtenstruktur; Determinanten; Großbritannien; }, Annote= {Bezugszeitraum: 1998-2011}, Annote= {JEL-Klassifikation: J16 ; J31 ; M52 ; M54}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210915LUD}, } @Book{Greaney:2021:FOE, Institution={College of Social Sciences (Manoa, Hawaii). Department of Economics (Hrsg.)}, Author= {Theresa M. Greaney and Ayumu Tanaka}, Title= {Foreign Ownership, Exporting and Gender Wage Gaps: Evidence from Japanese Linked Employer-Employee Data}, Year= {2021}, Pages= {53}, Address= {Manoa, Hawaii}, Series= {Working paper series / University of Hawaii}, Number= {2021,2}, Annote= {URL: https://ideas.repec.org/p/hai/wpaper/202102.html}, Annote= {URL: https://ideas.repec.org/p/hai/wpaper/202102.html}, Annote= {URL: https://ideas.repec.org/p/pra/mprapa/101339.html}, Abstract= {"We explore potential relationships between international economic activities and gender wage gaps (GWGs) using linked employer-employee data for Japan. We find evidence that exporting and multinational activities are associated with reduced GWGs. Domestic-owned firms that neither export nor invest abroad (i.e., domestic-only firms) report the largest GWG, followed by Japanese-owned multinational enterprises(JMNE), then by locally-owned exporters that do not invest abroad and finally by foreign-owned multinational enterprises (FMNE). We separate FMNE by mode of entry and confirm that FMNE established by greenfield investment deviate more than FMNE established by merger and acquisition from domestic-only firms in terms of wages. Greenfield- born FMNE are associated with the smallest GWG and largest gender- neutral wage premium among the firm types. The estimated GWG among Greenfield-born FMNE is almost 12 percentage-points lower than the 26.8 percent prevailing at domestic-only firms." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: multinationale Unternehmen; Export; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; Auslandsinvestitionen; ausländische Arbeitgeber; erwerbstätige Frauen; erwerbstätige Männer; Japan; }, Annote= {Bezugszeitraum: 2009-2012}, Annote= {JEL-Klassifikation: F14 ; F16 ; J31}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210924L06}, } @Book{Illing:2021:GGI, Institution={National Bureau of Economic Research (Hrsg.)}, Author= {Hannah Illing and Johannes F. Schmieder and Simon Trenkle}, Title= {The Gender Gap in Earnings Losses after Job Displacement}, Year= {2021}, Pages= {51, Anhang}, Address= {Cambridge, Mass}, Series= {IZA discussion paper}, Number= {14724}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14724.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14724.html}, Annote= {URL: https://doi.org/10.3386/w29251}, Abstract= {"Existing research has shown that job displacement leads to large and persistent earnings losses for men, but evidence for women is scarce. Using administrative data from Germany, we apply an event study design in combination with propensity score matching and a reweighting technique to directly compare men and women who are displaced from similar jobs and firms. Our results show that after a mass layoff, women's earnings losses are about 35% higher than men's, with the gap persisting five years after job displacement. This is partly explained by a higher propensity of women to take up part-time or marginal employment following job loss, but even full-time wage losses are almost 50% (or 5 percentage points) higher for women than for men. We then show that on the household level there is no evidence of an added worker effect, independent of the gender of the job loser. Finally, we document that parenthood magnifies the gender gap sharply: while fathers of young children have smaller earnings losses than men in general, mothers of young children have much larger earnings losses than other women." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Väter; Integrierte Erwerbsbiografien; Ehefrauen; Ehemänner; Familienstruktur; sozioökonomische Faktoren; Einkommenseffekte; berufliche Reintegration; Mütter; Auswirkungen; Entlassungen; geschlechtsspezifische Faktoren; Männer; Frauen; Massenentlassungen; Berufsverlauf; Lohnunterschied; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 1997-2017}, Annote= {JEL-Klassifikation: J63 ; J22 ; J23 ; J16}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211006L7L}, } @Book{Illing:2021:GGI, Institution={National Bureau of Economic Research (Hrsg.)}, Author= {Hannah Illing and Johannes F. Schmieder and Simon Trenkle}, Title= {The Gender Gap in Earnings Losses after Job Displacement}, Year= {2021}, Pages= {51}, Address= {Cambridge, Mass}, Series= {NBER working paper}, Number= {29251}, Annote= {URL: https://doi.org/10.3386/w29251}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14724.html}, Abstract= {"Existing research has shown that job displacement leads to large and persistent earnings losses for men, but evidence for women is scarce. Using administrative data from Germany, we apply an event study design in combination with propensity score matching and a reweighting technique to directly compare men and women who are displaced from similar jobs and firms. Our results show that after a mass layoff, women's earnings losses are about 35% higher than men's, with the gap persisting five years after job displacement. This is partly explained by a higher propensity of women to take up part-time or marginal employment following job loss, but even full-time wage losses are almost 50% (or 5 percentage points) higher for women than for men. We then show that on the household level there is no evidence of an added worker effect, independent of the gender of the job loser. Finally, we document that parenthood magnifies the gender gap sharply: while fathers of young children have smaller earnings losses than men in general, mothers of young children have much larger earnings losses than other women." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Entlassungen; Auswirkungen; Einkommenseffekte; geschlechtsspezifische Faktoren; Männer; Frauen; Massenentlassungen; Berufsverlauf; Lohnunterschied; Mütter; Väter; sozioökonomische Faktoren; Familienstruktur; Ehefrauen; Ehemänner; berufliche Reintegration; Integrierte Erwerbsbiografien; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 1997-2017}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K211006L66}, } @Book{Merikuell:2021:GTS, Institution={Wiener Institut f{\"u}r Internationale Wirtschaftsvergleiche (Hrsg.)}, Author= {Jaanika Merik{\"u}ll and Maryna Tverdostup}, Title= {The Gap that Survived the Transition : The Gender Wage Gap over Three Decades in Estonia}, Year= {2021}, Pages= {40}, Address= {Wien}, Series= {WIIW working paper}, Number= {206}, Annote= {URL: https://ideas.repec.org/p/wii/wpaper/206.html}, Annote= {URL: https://ideas.repec.org/p/mtk/febawb/127.html}, Annote= {URL: https://ideas.repec.org/p/wii/wpaper/206.html}, Abstract= {"This paper looks at the gender wage gap throughout the transition from communism to capitalism and throughout a time of rapid economic convergence. The case of Estonia is used, and micro data from the Labour Force Survey from 1989 to 2020 are employed. The communist regimes had highly regulated wage setting and high levels of educational attainment and labour market participation for women. Although the regime was formally egalitarian, the gender attitudes were conservative and the raw gender wage gap was as large as 41% at the end of the communist period in Estonia. The large gender wage gap under communist rule narrowed quickly during the first years of economic transition, but the further decline in the gap has been slow. The paper has two main messages. The first is that there is strong inertia in the gender wage gap persisting through the communist period and economic convergence. None of the known long-run cultural drivers of gender attitudes can explain this. The second is that the decline in the gap is related to the overall decline in wage inequality, the rise in minimum wages, and more egalitarian gender attitudes. The gender attitudes are responsible for a smaller effect than wage inequality is." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; Frauen; erwerbstätige Frauen; erwerbstätige Männer; geschlechtsspezifische Faktoren; geschlechtsspezifischer Arbeitsmarkt; Geschlechterrolle; soziale Ungleichheit; Persistenz; osteuropäischer Transformationsprozess; Erwerbsbeteiligung; Estland; }, Annote= {Bezugszeitraum: 1989-2020}, Annote= {JEL-Klassifikation: J31 ; J71 ; P23}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210920LXK}, } @Book{Ordemann:2021:EEW, Institution={Zentrum f{\"u}r Europ{\"a}ische Wirtschaftsforschung (Hrsg.)}, Author= {Jessica Ordemann and Friedhelm Pfeiffer}, Title= {The Evolution of Educational Wage Differentials for Women and Men, from 1996 to 2019}, Year= {2021}, Pages= {55}, Address= {Mannheim}, Series= {ZEW discussion paper}, Number= {21-066}, Annote= {URL: https://ideas.repec.org/p/zbw/zewdip/21066.html}, Annote= {URL: https://ideas.repec.org/p/zbw/zewdip/21066.html}, Abstract= {"This paper studies the evolution of three higher education wage differentials from 1996 to 2019 in Germany, a period when significant changes in the educational composition of the workforce took place. Based on regression analysis and samples of male and female workers from the Socio-Economic Panel Study, the study finds that while all three educational wage differentials increased, workers graduating from universities experienced an inverted u-shape pattern, reaching a plateau between 2011 and 2015. We argue that the decline which began after 2015, and which is detectable as well in the occupational prestige scores, may have resulted from a relative educational upskilling of the workforce as well as changes in the subject-choice composition of graduates. We also document differences between East and West Germany that appear to level off over time. The paper concludes with open questions related to these findings and potential future developments." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; qualifikationsspezifische Faktoren; Entwicklung; erwerbstätige Frauen; erwerbstätige Männer; Bildungsexpansion; Bildungsertrag; Auswirkungen; Hochschulbildung; Berufsprestige; Hochschulabsolventen; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 1996-2019}, Annote= {JEL-Klassifikation: E24 ; J62 ; I23 ; J16 ; J31}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210920LXQ}, } 21 von 446 Datensätzen ausgegeben.