Suchprofil: Gender_wage_gap Durchsuchter Fertigstellungsmonat: 12/22 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{Gawe':2021:GPG, Journal= {International Journal of Manpower}, Volume= {43}, Number= {9}, Author= {Aleksandra Gawe' and Katarzyna Mroczek-Dabrowska}, Title= {Gender pay gap in explaining female entrepreneurship – industry perspective of selected European countries}, Year= {2021}, Pages= {42-59}, Annote= {URL: https://doi.org/10.1108/IJM-12-2020-0554}, Annote= {URL: https://doi.org/10.1108/IJM-12-2020-0554}, Abstract= {"Purpose: Although several theoretical concepts imply different determinants of female entrepreneurship, the literature lacks a consensus on their significance. The aim of this paper is to verify how industry specificity influences the gender pay gap and its relation to female entrepreneurship. Design/methodology/approach: The authors distinguish industries based on the gender equality level, measured jointly by two factors: pay gap level and female participation rate. The study has been conducted among 22 European countries with relatively similar institutional backgrounds. The authors carry out the analysis based on the panel regression models, which enable the authors to verify two predefined research questions. Findings: The results of panel regression models indicate that industry specificity plays a significant role in the relation between the pay gap and female entrepreneurship. Generally, it can be concluded that gender pay gap as a measure of gender inequality is dependent on the industry specificity. The dependence is especially visible in the breakdown of male- and female-dominated industries. Originality/value: The findings are consistent with the assumption that the gender pay gap is a discriminatory factor for women willing to become entrepreneurs in certain industries. The findings of the study may constitute a vital tool in planning to overcome it." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: Unternehmer; Unternehmensgründung; Berufswahl; Berufswahlmotiv; Lohnunterschied; geschlechtsspezifische Faktoren; Wirtschaftszweige; internationaler Vergleich; Frauen; Lohndiskriminierung; sektorale Verteilung; Auswirkungen; Unternehmereinkommen; Einkommensunterschied; Europa; }, Annote= {Bezugszeitraum: 2009-2018}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 716}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221212V4P}, } @Article{Jung:2022:WVA, Journal= {Socio-economic review}, Volume= {20}, Number= {4}, Author= {Jiwook Jung and Zoltán Lippényi and Eunmi Mun}, Title= {Workplace volatility and gender inequality: a comparison of the Netherlands and South Korea}, Year= {2022}, Pages= {1679-1740}, Annote= {URL: https://doi.org/10.1093/ser/mwab026}, Abstract= {"Workplaces have become more unstable in recent decades, but how such instability shapes categorical inequalities remains little understood. This study explores how the rise of employment precarity, re-conceptualized as an attribute of workplaces, affects gender inequality. We argue that gender inequality increases in volatile workplaces where employee tenure is short and turnover is common. In such workplaces, gender stereotyping and opportunity hoarding by men may become prevalent, because members have little incentive to acquire individualized information about each other and those who are not satisfied with unequal distribution of rewards simply leave rather than raising their voice. To test our argument, we analyze the effect of workplace volatility on the gender-wage gap, using employer-employee linked data from two separate national contexts: South Korea and the Netherlands. Leveraging on the different institutional contexts of the two countries, we also examine the moderating roles of unionization and public sector employment. Our theory and empirical findings contribute to our understanding of the workplace-level mechanisms of inequality, especially in the context of recent structural changes in the labor market." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitsplatzsicherheit; geschlechtsspezifische Faktoren; internationaler Vergleich; soziale Ungleichheit; Auswirkungen; prekäre Beschäftigung; Gleichstellung; Lohnunterschied; erwerbstätige Frauen; erwerbstätige Männer; institutionelle Faktoren; Arbeitsbeziehungen; Gewerkschaft; Organisationsgrad; öffentlicher Dienst; befristeter Arbeitsvertrag; Niederlande; Südkorea; }, Annote= {Bezugszeitraum: 1990-2014}, Annote= {JEL-Klassifikation: J16 ; J31}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2183}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221202VY2}, } ************************************ 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN ************************************ @Article{Klemparskyi:2022:GII, Journal= {Work Organisation, Labour and Globalisation}, Volume= {16}, Number= {2}, Author= {Mykola M. Klemparskyi and Helena V. Pavlichenko and Roman Ye. Prokopiev and Leonid V. Mohilevskyi and Yuliia M. Burniagina}, Title= {Gender inequality in the labour market of Ukraine : Challenges for the future}, Year= {2022}, Pages= {140-157}, Annote= {URL: https://doi.org/10.13169/workorgalaboglob.16.2.0140}, Annote= {URL: https://doi.org/10.13169/workorgalaboglob.16.2.0140}, Abstract= {"Gender inequality is one of the fundamental manifestations of socio-economic differentiation of the population, leading to different opportunities for self-realisation for women and men in society. This makes it an important topic for analysis even though there may be different views on the matter. The labour market conditions that existed in Ukraine until the end of February 2022 exacerbated the problems of gender inequality in employment. These problems were manifested in unequal opportunities for women and men in public administration, education, employment, income and property. The research uses general and specific scientific methods – dialectical, historical, analysis and synthesis, induction and deduction – to study the legislative frameworks governing gender equality in the European Union (EU) and Ukraine in determining the current state of women's employment in Ukraine and Europe. In this context, the purpose of this article is to identify the features of gender inequality in the labour market of modern Ukraine, as well as to identify its causes and solutions." (Author's abstract, IAB-Doku, © Pluto Journals Ltd.) ((en))}, Annote= {Schlagwörter: Gleichstellung; Gleichstellungspolitik; internationaler Vergleich; Europäische Union; Frauen; Erwerbsbeteiligung; Frauenerwerbstätigkeit; Ungleichheit; geschlechtsspezifische Faktoren; Arbeitsrecht; Lohnunterschied; Diskriminierung; erwerbstätige Frauen; geschlechtsspezifischer Arbeitsmarkt; Segregation; Führungskräfte; Geschlechterverteilung; Ukraine; }, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1967}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221129VS6}, } @Article{Ordemann:2022:EEW, Journal= {Journal for labour market research}, Volume= {56}, Author= {Jessica Ordemann and Friedhelm Pfeiffer}, Title= {The evolution of educational wage differentials for women and men in Germany, from 1996 to 2019}, Year= {2022}, Pages= {Art. 17}, Annote= {URL: https://doi.org/10.1186/s12651-022-00323-6}, Annote= {URL: https://doi.org/10.1186/s12651-022-00323-6}, Abstract= {"This paper studies the evolution of three higher education wage differentials from 1996 to 2019 in Germany. We distinguish between degrees from academic universities, degrees from universities of applied sciences, and the master craftsman\craftswoman certificate. The educational reference category is a standard degree within the German vocational education and training system. Based on samples of male and female workers from the Socio-Economic Panel Study (SOEP), regression methods show that all three educational wage differentials in 2019 exceeded the ones in 1996. However, workers graduating from universities experienced an inverse u-shape pattern with a maximum of about 0.5 log points around 2012. Since then, their wage differential decreased by nearly ten percent (about 0.045 log points). Although the decrease is not statistically significant at conventional levels, we think that nearly ten percent can be regarded as economically meaningful. We argue that this pattern is related to university expansion and changes in graduates' subject-choice composition during that expansion. The paper concludes with a discussion of possible alternative explanations." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))}, Annote= {Schlagwörter: Lohnunterschied; qualifikationsspezifische Faktoren; Bildungsniveau; Auswirkungen; erwerbstätige Frauen; erwerbstätige Männer; Universität; Fachhochschule; Meisterschule; Bildungsertrag; Hochschulabsolventen; Handwerksmeister; Entwicklung; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 1996-2019}, Annote= {JEL-Klassifikation: J31 ; J16 ; I23 ; I26}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 259}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221028U6H}, } ************************* 3. SONSTIGE ZEITSCHRIFTEN ************************* @Article{Oberfichtner:2022:EVF, Journal= {Ifo-Schnelldienst}, Volume= {75}, Number= {10}, Author= {Michael Oberfichtner}, Title= {Erwerbsverl{\"a}ufe von Frauen und M{\"a}nnern}, Year= {2022}, Pages= {5-8}, Annote= {URL: https://ideas.repec.org/a/ces/ifosdt/v75y2022i10p03-35.html}, Abstract= {"Die Arbeitsmarktergebnisse von Frauen und Männern unterscheiden sich immer noch massiv. Die Erwerbsbeteiligung von Frauen ist niedriger als die von Männern, beschäftigte Frauen arbeiten im Durchschnitt weniger Stunden als Männer, der mittlere Stundenlohn lag 2018 bei Frauen 20% unter dem von Männern; und auch wenn man berücksichtigt, dass sich die Qualifikationen und Tätigkeiten zwischen Frauen und Männer unterscheiden, bleibt ein Lohnunterschied von 6% unerklärt (Statistisches Bundesamt 2022; 2022b; 2022c). Daher lohnt es sich, die Erwerbsverläufe von Frauen und Männern genauer in den Blick zu nehmen. Dieser Beitrag zeigt, dass die Geschlechterlohnunterschiede beim Eintritt in den Arbeitsmarkt in den letzten zwei Jahrzehnten deutlich abgenommen haben. Über das Erwerbsleben nehmen die Unterschiede jedoch auch bei jüngeren Kohorten stark zu, wobei Familiengründungen eine entscheidende Rolle spielen. Um die Ursachen dafür besser zu verstehen, nimmt die aktuelle Forschung zunehmend auch eine betriebliche Perspektive ein." (Autorenreferat, IAB-Doku)}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; Entwicklung; Berufsverlauf; erwerbstätige Frauen; erwerbstätige Männer; Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB); Berufsanfänger; Elternschaft; Mütter; Auswirkungen; Beruf und Familie; Personalpolitik; Berufsrückkehrerinnen; Abwesenheitsvertretung; Lohnkosten; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2000-2019}, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 032}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221116VMW}, } @Article{Zimmermann:2022:CYT, Journal= {Socius}, Volume= {8}, Author= {Florian Zimmermann}, Title= {Can You Take Your Corporate culture With You? Multinational Companies and the Gender Wage Gap in Germany}, Year= {2022}, Pages= {1-8}, Annote= {URL: https://doi.org/10.1177/23780231221136487}, Annote= {URL: https://doi.org/10.1177/23780231221136487}, Abstract= {"Multinational companies (MNCs) are an important part of the economy and thus for the labor market. However, their impact on various dimensions of inequality remains unclear. The author analyzes whether MNCs influence gender wage inequalities in their host countries. MNCs might transfer their home countries' cultures by taking their beliefs, practices, and resulting gender inequalities with them into subsidiaries abroad. Company fixed-effects regressions using unique German linked company employee data show that lower gender inequalities in MNCs' home countries are associated with a lower gender wage gap in Germany. This association is especially strong for MNCs with expatriate managers from the same home country and accounts for 10 percent of the unexplained gender wage gap. These results strongly support the transfer-of-culture hypothesis and shed light on expatriate managers as an underlying mechanism for this transfer of culture." (Author's abstract, IAB-Doku, © SAGE) ((en))}, Annote= {Schlagwörter: IAB-Open-Access-Publikation; multinationale Unternehmen; Unternehmenskultur; Herkunftsland; Orbis-ADIAB; Lohnunterschied; geschlechtsspezifische Faktoren; Auswirkungen; Lohndiskriminierung; erwerbstätige Frauen; Bundesrepublik Deutschland; Welt; }, Annote= {Bezugszeitraum: 2014-2014}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2378}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221129VTR}, } ********************************** 4. ARBEITSPAPIERE/DISCUSSION PAPER ********************************** @Book{Albanesi:2022:FLM, Institution={Centre for Economic Performance (Hrsg.)}, Author= {Stefania Albanesi and Claudia Olivetti and Barbara Petrongolo}, Title= {Families, labor markets and policy}, Year= {2022}, Pages= {90}, Address= {London}, Series= {CEP discussion paper / Centre for Economic Performance}, Number= {1887}, Annote= {URL: https://ideas.repec.org/p/cep/cepdps/dp1887.html}, Annote= {URL: https://ideas.repec.org/p/cep/cepdps/dp1887.html}, Annote= {URL: https://ideas.repec.org/p/nbr/nberwo/30685.html}, Abstract= {"Using comparable data for 24 countries since the 1970s, we document gender convergence in schooling, employment and earnings, marriage delay and the accompanying decline in fertility, and the large remaining gaps in labor market outcomes, especially among parents. A model of time allocation illustrates how the specialization of spouses in home or market production responds to preferences, comparative advantages and public policies. We draw lessons from existing evidence on the impacts of family policies on women's careers and children's wellbeing. There is to date little or no evidence of beneficial effects of longer parental leave (or fathers' quotas) on maternal participation and earnings. In most cases longer leave delays mothers' return to work, without long-lasting consequences on their careers. More generous childcare funding instead encourages female participation whenever subsidized childcare replaces maternal childcare. Impacts on child development depend on counterfactual childcare arrangements and tend to be more beneficial for disadvantaged households. In-work benefits targeted to low-earners have clear positive impacts on lone mothers' employment and negligible impacts on other groups. While most of this literature takes policy as exogenous, political economy aspects of policy adoption help understand the interplay between societal changes, family policies and gender equality." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Familienpolitik; politische Ökonomie; internationaler Vergleich; Beruf und Familie; Frauenerwerbstätigkeit; Mütter; Arbeitsteilung; geschlechtsspezifische Faktoren; Erwerbsbeteiligung; Auswirkungen; Elternzeit; Väter; Einkommenseffekte; Lohnunterschied; Dauer; Kinderbetreuung; Subvention; allein Erziehende; Geringverdiener; OECD; Frauen; Bildungsniveau; Fruchtbarkeit; Eheschließung; Quote; Kinderzahl; Steuerentlastung; öffentliche Ausgaben; }, Annote= {Bezugszeitraum: 1970-2019}, Annote= {JEL-Klassifikation: J22 ; J18 ; J16 ; J13 ; J12}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221129VS8}, } @Book{Biesenbeek:2022:EUO, Institution={De Nederlandsche Bank (Hrsg.)}, Author= {Cindy Biesenbeek}, Title= {The Effect of Unemployment on Interregional Migration in the Netherlands}, Year= {2022}, Pages= {35}, Address= {Amsterdam}, Series= {DNB working papers / Nederlandsche Bank}, Number= {753}, Annote= {URL: https://ideas.repec.org/p/dnb/dnbwpp/753.html}, Annote= {URL: https://ideas.repec.org/p/dnb/dnbwpp/753.html}, Abstract= {"Using administrative data between 2006 and 2020, I analyze interregional migration in the Netherlands. In theory, individuals move out of regions with high unemployment rates, but most empirical research does not strongly support this prediction. Likewise, I only ï nd a small eï'ect of regional unemployment on interregional migration. Furthermore, I ï nd that the unemployed are more mobile during the ï rst three months of unemployment. In addition, my results suggest that renters in the private sector are much more mobile than homeowners or renters in the social housing sector. Finally, I ï nd that commuters are much more likely to migrate, despite good infrastructure and relative short distances in The Netherlands." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Binnenwanderung; Arbeitslosenquote; Auswirkungen; regionaler Arbeitsmarkt; Pendler; Arbeitslosigkeitsdauer; Lohnunterschied; regionale Faktoren; Wohnsituation; Familienstand; altersspezifische Faktoren; qualifikationsspezifische Faktoren; geschlechtsspezifische Faktoren; sektorale Verteilung; Berufsgruppe; Niederlande; }, Annote= {Bezugszeitraum: 2006-2020}, Annote= {JEL-Klassifikation: J61 ; R23}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221202VZF}, } @Book{Lochner:2022:GAB, Institution={Labor and Socio-Economic Research Center (Hrsg.)}, Author= {Benjamin Lochner and Christian Merkl}, Title= {Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap}, Year= {2022}, Pages= {55}, Address= {Erlangen}, Series= {LASER discussion papers}, Number= {139}, Annote= {URL: https://www.laser.fau.de/papers/paper/428.pdf}, Annote= {URL: https://doku.iab.de/discussionpapers/2022/dp2222.pdf}, Abstract= {"In diesem Papier untersuchen wir das geschlechterspezifische Bewerbungs- und Einstellungsverhalten sowie deren Implikationen für die Lohnlücke. Um die zugrundeliegenden Mechanismen besser zu verstehen, leiten wir aus einem zweistufigen Matching-Modell Implikationen her, die wir auf Basis der IAB-Stellenerhebung überprüfen. Es zeigt sich, dass die Muster in den Daten konsistent mit der Theorie von linearen und nichtlinearen Produktionsfunktionen sind. Wir dokumentieren, dass sich Frauen seltener bei Hochlohn- als bei Niedriglohnfirmen bewerben. Dahingegen finden wir keinen statistisch signifikanten Unterschied in der Einstellungswahrscheinlichkeit zwischen Männern und Frauen, wenn sie sich bei Hochlohnfirmen bewerben. Diese Muster sprechen gegen die Diskriminierungshypothese aus dem theoretischen Modell, lassen sich aber dadurch erklären, dass Jobs bei Hochlohnfirmen höhere arbeitgeberseitige Flexibilitätsanforderungen haben. Wir zeigen, dass der Anteil der männlichen Bewerber in verschiedenen, beobachtbaren Flexibilitätsanforderungen ansteigt. Wenn wir den Anteil der männlichen Bewerber in Mincer-Lohnregressionen als zusätzliche erklärende Variable für Flexibilitätsanforderungen aufnehmen, sinkt der Geschlechterunterschied im Einstellungslohn zwischen Männern und Frauen um etwa 50-60 Prozent. Frauen, die in Jobs eingestellt werden, bei denen sich viele Männer bewerben, verdienen signifikant mehr als Frauen, die in vergleichbaren Jobs eingestellt werden, bei denen sich ausschließlich Frauen bewerben. Wenn Frauen mit Kindern Jobs mit hohen Flexibilitätsanforderungen annehmen, müssen sie dahingegen große Lohneinbußen im Vergleich zu Männern hinnehmen." (Autorenreferat, IAB-Doku)}, Abstract= {"To understand the interaction between gender-specific application behavior, hiring behavior and the residual gender earnings gap, we derive testable implications from a two-stage matching model. Using the German IAB Job Vacancy Survey, we find that women's application probability is substantially lower at high-wage than at low-wage firms. By contrast, women are as likely to be hired as men when applying at high-wage firms. These patterns are consistent with high-wage firms demanding greater employer-side flexibility, but not with taste-based discrimination but. Adding the share of male applicants as a proxy for flexibility requirements to Mincerian wage regressions reduces the residual earnings gap by approximately 50 to 60 percent. Women matching at jobs with a high share of male applicants earn substantially more than those at comparable jobs with only women in the applicant pool. However, when women with children match at these jobs, they face substantial earnings discounts relative to men." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: IAB-Stellenerhebung; IAB-Stellenerhebung; Bewerbungsverhalten; Personalauswahl; geschlechtsspezifische Faktoren; Auswirkungen; Lohnunterschied; matching; erwerbstätige Frauen; Männerberufe; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2010-2016}, Annote= {JEL-Klassifikation: E24 ; J16 ; J31}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221212V47}, } @Book{Rabensteiner:2022:AAW, Institution={Political Economy Research Centre (Greenwich) (Hrsg.)}, Author= {Thomas Rabensteiner and Alexander Guschanski}, Title= {Autonomy and wage divergence: evidence from European survey data}, Year= {2022}, Pages= {50}, Address= {Greenwich}, Publisher= {University of Greenwich, Greenwich Political Economy Research Centre}, Series= {Greenwich papers in political economy}, Number= {GPERC90}, Annote= {URL: https://ideas.repec.org/p/gpe/wpaper/37925.html}, Annote= {URL: https://ideas.repec.org/p/gpe/wpaper/37925.html}, Abstract= {"This paper contributes to the understanding of wage inequality in Western Europe. We assess the relationship between worker autonomy, defined as the degree of control workers have over their work process, and job wage growth in Western Europe from 2003 to 2018. We present econometric analyses using high-quality microdata from the EU Survey of Income and Living Conditions. Our key finding is that wages in high-autonomy jobs have grown significantly faster than in low-autonomy jobs. In other words, the autonomy premium has increased. Because workers in high-autonomy jobs are at the top of the wage distribution, this trend contributes to wage inequality. In addition, we assess the role of technological change, institutions, and demographics for the autonomy premium using additional worker survey data. Our analysis reveals that (i) the autonomy premium increases faster in industries and countries with faster technological change; (ii) strong collective bargaining institutions reduce the autonomy premium but could not halt increases in wage inequality in recent years; (iii) the autonomy premium rises for men and women similarly. However, the increase in the autonomy premium intensifies gender inequality because women are more likely to work in low-autonomy jobs." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: berufliche Autonomie; Auswirkungen; Lohnunterschied; Einkommenseffekte; Europäisches Haushaltspanel; internationaler Vergleich; Europäische Union; technischer Wandel; institutionelle Faktoren; Tarifverhandlungen; sektorale Verteilung; geschlechtsspezifische Faktoren; Westeuropa; Österreich; Belgien; Dänemark; Finnland; Frankreich; Irland; Italien; Niederlande; Norwegen; Portugal; Spanien; Schweden; Schweiz; Großbritannien; }, Annote= {Bezugszeitraum: 2003-2018}, Annote= {JEL-Klassifikation: J31 ; J50 ; E24}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221123VQE}, } 10 von 318 Datensätzen ausgegeben.