Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 03/14

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 Empirical Economics
%V 46
%N 2
%F Z 786
%A Kässi, Otto
%T Earnings dynamics of men and women in Finland : permanent inequality versus earnings instability
%D 2014
%P S. 451-478
%G en
%# A 1988; E 2007
%@ ISSN 0377-7332
%R 10.1007/s00181-013-0693-6
%U http://dx.doi.org/10.1007/s00181-013-0693-6
%X "I decompose the earnings variance of Finnish male and female workers into its permanent and transitory components using the approach of Baker (J Labor Econ,15:338 - 375, 1997) and Haider (J Labor Econ, 19:799 - 836, 2001) in the spirit of scientific replication. I find that the increasing earnings inequality of men and women is driven by both the transitory and permanent components of earnings. In addition, I find considerable differences in the earnings dynamics of men and women, that have been largely neglected in previous studies of earnings dynamics. The inequality among men is dominated by the permanent component. Conversely, permanent and transitory components are of comparable magnitudes to women. As a corollary, men experience more stable income paths but display larger permanent earnings differences.Women, on the other hand, face more unstable earnings profiles but show smaller permanent differences in earnings." (Author's abstract, IAB-Doku) ((en))
%K Einkommensverteilung
%K Einkommensunterschied
%K Einkommensentwicklung
%K Männer
%K Frauen
%K Ungleichheit
%K altersspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Erwerbseinkommen
%K Berufsverlauf
%K Lebenseinkommen
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K Finnland
%K J31
%K J62
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-03-17
%M k140227s05
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour Economics
%V 26
%N January
%F Z 1120
%A Lanning, Jonathan A.
%T A search model with endogenous job destruction and discrimination : Why equal wage policies may not eliminate wage disparity
%D 2014
%P S. 55-71
%G en
%@ ISSN 0927-5371
%R 10.1016/j.labeco.2013.11.001
%U http://dx.doi.org/10.1016/j.labeco.2013.11.001
%X "This paper extends the search with discrimination framework by introducing jobs that are constrained by equal wage policies, and endogenous job destruction that creates Becker-like competitive pressure on prejudiced firms. The model predicts a number of stylized facts observed in the U.S. labor market, including persistent aggregate wage inequality, prevalent within-firm wage equality, overlapping wage distributions for different worker types, and some, but imperfect, job sorting/segregation. Numeric simulations are offered to illustrate some of the model's predictions. These include a counterintuitive relationship between wage inequality and equal wage policies that can arise in special cases: under specific assumptions equalwage policies can actually increase the steady-state level of market discrimination. I discuss this result's implication that different policies may be optimal to combat discrimination based on race versus discrimination based on gender, though this finding may be of limited practical importance." (Author's abstract, IAB-Doku) ((en))
%K Lohnpolitik
%K Gleichstellungspolitik - Auswirkungen
%K Lohndiskriminierung
%K Lohnunterschied
%K Einkommenseffekte
%K geschlechtsspezifische Faktoren
%K Rasse
%K Diskriminierung
%K Minderheiten
%K Arbeitsplatzsuchtheorie
%K Frauen
%K Beschäftigerverhalten
%K J71
%K J78
%K D83
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-03-24
%M k140310v14
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Empirical Economics
%V 46
%N 2
%F Z 786
%A Sicilian, Paul
%A Grossberg, Adam J.
%T Does supervisor gender affect wages?
%D 2014
%P S. 479-500
%G en
%# A 1996; E 1998
%@ ISSN 0377-7332
%R 10.1007/s00181-013-0695-4
%U http://dx.doi.org/10.1007/s00181-013-0695-4
%X "This paper uses data from the National Longitudinal Survey of Youth, 1979 (NLSY79) and the Current Population Survey to estimate the wage effects of having a female supervisor. Existing studies, usingOLSto estimate the supervisor gender effect, find wage penalties for both men and women associated with working for a female supervisor.We extend this research in two important ways. First,we control for gender segregation at job level as opposed to the broader occupation level. This is important because of the concern that supervisor gender is simply a proxy for the gender-type of the job. Second, we apply fixed effects estimation to control for selection effects of supervisor gender.When using OLS we find estimates of the supervisor gender effect similar to those in the existing literature. However, when using fixed effects we find no evidence of a supervisor gender effect for women and only a small, marginally significant effect for men. We conclude that existing OLS estimates overstate the importance of the impact of supervisor gender on wages." (Author's abstract, IAB-Doku) ((en))
%K Lohnhöhe
%K Vorgesetzte
%K Geschlecht
%K geschlechtsspezifische Faktoren
%K Männer
%K Frauen
%K Arbeitsbeziehungen
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohnunterschied
%K Segregation
%K Führungskräfte
%K Einkommenseffekte
%K USA
%K J24
%K J30
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-03-17
%M k140227s06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J Journal for Labour Market Research
%V 47
%N 1-2
%F Z 259
%A Hirsch, Boris
%A Mueller, Steffen
%T Firm leadership and the gender pay gap: do active owners discriminate more than hired managers?
%D 2014
%P S. 129-142
%G en
%# A 2007; E 2007
%@ ISSN 1614-3485
%R 10.1007/s12651-013-0138-x
%U http://dx.doi.org/10.1007/s12651-013-0138-x
%X "Auf Grundlage eines großen kombinierten Arbeitgeber-Arbeitnehmer-Datensatzes für Deutschland untersuchen wir Unterschiede im unerklärten geschlechtsspezifischen Lohndifferential zwischen eigentümer- und managementgeführten Unternehmen. Wir stellen die Hypothese auf, dass sich aktiven Eigentümern und angestellten Managern unterschiedliche Spielräume zur Auslebung ihrer gewinnsenkenden diskriminatorischen Präferenzen eröffnen und sich daher die Lohndifferentiale zwischen eigentümer- und managementgeführten Unternehmen unterscheiden sollten. Empirisch finden wir statistisch wie ökonomisch signifikant höhere Lohndifferentiale in eigentümergeführten Unternehmen. Die Beschränkung der Stichproben auf hinreichend ähnliche eigentümer- und managementgeführte Unternehmen lässt diese markanten Unterschiede in den Lohndifferentialen jedoch verschwinden. Unsere Ergebnisse deuten daher nicht darauf hin, dass aktive Eigentümer per se mehr diskriminieren." (Autorenreferat, IAB-Doku)
%X "Using a large linked employer-employee data set for Germany, we investigate differences in the unexplained gender pay gap between owner-run and manager-run firms. We hypothesise that owner-managers and hired managers differ in their discretion to engage in profit-reducing taste discrimination against women, which would translate into different pay gaps depending on leadership regime. We find that unexplained gaps are significantly higher in owner-run firms, both statistically and economically. Yet, scrutinising these results by restricting our analysis to firms that only differ in leadership regime, this substantial difference disappears. Therefore, our findings do not support that active owners are more discriminatory per se." (Author's abstract, IAB-Doku) ((en))
%K Unternehmensführung - Auswirkungen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohndiskriminierung
%K Geschäftsführer
%K abhängig Beschäftigte
%K Unternehmer
%K Führungskräfte
%K IAB-Linked-Employer-Employee-Datensatz
%K Bundesrepublik Deutschland
%K J31
%K J16
%K J71
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2014-03-05
%M k130729n13
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Deutsches Institut für Wirtschaftsforschung, Berlin (Hrsg.)
%A Boll, Christina
%A Leppin, Julian Sebastian
%T Overeducation among graduates: An overlooked facet of the gender pay gap? : evidence from East and West Germany
%D 2014
%P 42 S.
%C Berlin
%G en
%# A 1992; E 2011
%B SOEPpapers on multidisciplinary panel data research at DIW Berlin : 627
%@ ISSN 1864-6689
%U http://www.diw.de/documents/publikationen/73/diw_01.c.438537.de/diw_sp0627.pdf
%X "Germany's occupational and sectoral change towards a knowledge-based economy calls for high returns to education. Nevertheless, female graduates are paid much less than their male counterparts. We wonder whether overeducation affects sexes differently and whether this might answer for part of the gender pay gap. We decompose total year of schooling in years of over- (O), required (R), and undereducation (U). As ORU earnings estimations based on German SOEP cross-section and panel data indicate, overeducation pays off less than required education in the current job even when unobserved heterogeneity is taken into account. Moreover, analyses of job satisfaction and self-assessed overeducation point to some real mismatch. However, overeducation does not matter for the gender pay gap. By contrast, women's fewer years of required education reasonably do, answering for 7.61 pp. of the East German (18.79 %) and 2.22 pp. of the West German (32.98 %) approximate gap. Moreover, job biography and the household context affect the gap more seriously in the old Bundesländer than in the new ones. Overall, the West German pay gap almost doubles the East German one, and different endowments answer for roughly three quarters of the approximate gap in the Western but only for two thirds in the Eastern part. We conclude that the gendered earnings gap among German graduates is rather shaped by an employment behaviour suiting traditional gender roles and assigned gender stereotypes than being subject to gendered educational inadequacy." (Author's abstract, IAB-Doku) ((en))
%K Hochschulabsolventen
%K Überqualifikation
%K regionaler Vergleich
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Bildungsertrag
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Einkommenseffekte
%K Bundesrepublik Deutschland
%K Ostdeutschland
%K Westdeutschland
%K J31
%K J24
%K J16
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2014-03-04
%M k140304r06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Caliendo, Marco
%A Gehrsitz, Markus
%T Obesity and the labor market : a fresh look at the weight penalty
%D 2014
%P 32 S.
%C Bonn
%G en
%# A 2002; E 2008
%B IZA discussion paper : 7947
%U http://doku.iab.de/externe/2014/k140224r05.pdf
%X "This paper applies semiparametric regression models to shed light on the relationship between body weight and labor market outcomes in Germany. We find conclusive evidence that these relationships are poorly described by linear or quadratic OLS specifications, which have been the main approaches in previous studies. Women's wages and employment probabilities do not follow a linear relationship and are highest at a body weight far below the clinical threshold of obesity. This indicates that looks, rather than health, is the driving force behind the adverse labor market outcomes to which overweight women are subject. Further support is lent to this notion by the fact that wage penalties for overweight and obese women are only observable in white-collar occupations. On the other hand, bigger appears to be better in the case of men, for whom employment prospects increase with weight, albeit with diminishing returns. However, underweight men in blue-collar jobs earn lower wages because they lack the muscular strength required in such occupations." (Author's abstract, IAB-Doku) ((en))
%K physische Abweichung
%K Benachteiligung
%K physiologische Faktoren - Auswirkungen
%K berufliche Integration
%K Diskriminierung
%K Lohndiskriminierung
%K geschlechtsspezifische Faktoren
%K Einkommenseffekte
%K Beschäftigungseffekte
%K Arbeiterberufe
%K Angestelltenberufe
%K Männer
%K Frauen
%K Bundesrepublik Deutschland
%K J31
%K J71
%K C14
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2014-03-12
%M k140224r05
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Janssen, Simon
%A Tuor Sartore, Simone N.
%A Backes-Gellner, Uschi
%T Social attitudes on gender equality and firms' discriminatory pay-setting
%D 2014
%P 46 S.
%C Bonn
%G en
%# A 1981; E 1998
%B IZA discussion paper : 7959
%U http://doku.iab.de/externe/2014/k140304r12.pdf
%X "We analyze the relationship between social attitudes on gender equality and firms' pay-setting behavior by combining information about regional votes relative to gender equality laws with a large data set of multi-branch firms and workers. The results show that multi-branch firms pay more discriminatory wages in branches located in regions with a higher social acceptance of gender inequality than in branches located in regions with a lower acceptance. The results are similar for different subsamples of workers, and we cannot find evidence that regional differences in social attitudes influence how firms assign women and men to jobs and occupations. The investigation of a subsample of performance pay workers for whom we are able to observe their time-based and performance pay component separately shows that social attitudes on gender equality only influence the time-based pay component but not the performance pay component of the same workers. Because regional-specific productivity differences should influence the workers' performance pay and time-based pay, unobserved gender-specific productivity differences are not likely to explain the regional variation in within firm gender pay gaps. The results support theories and previous evidence showing that social attitudes influence gender pay gaps in the long run." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellung
%K geschlechtsspezifische Faktoren
%K soziale Einstellungen - Auswirkungen
%K Lohnunterschied
%K Lohndiskriminierung
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Beschäftigerverhalten
%K regionale Faktoren
%K regionale Disparität
%K regionaler Vergleich
%K Schweiz
%K J31
%K J33
%K J71
%K M5
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2014-03-24
%M k140304r12
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Europäische Kommission, Generaldirektion Justiz (Hrsg.)
%A Burri, Susanne
%A Eijken, Hanneke van
%T Gender equality law in 33 European countries : how are EU rules transposed into national law?
%D 2014
%P 271 S.
%C Brüssel
%G en
%@ ISBN 978-92-79-35645-2
%@ ISSN 2315-3849
%R 10.2838/93034
%U http://ec.europa.eu/justice/gender-equality/files/your_rights/gender_equality_law_33_countries_how_transposed_2013_en.pdf
%X "The purpose of the present publication is to provide a general overview of the transposition of EU gender equality law in the 28 Member States of the European Union, as well as in Iceland, Liechtenstein and Norway (the EEA countries to which most of the EU equality law applies) and two candidate countries: the FYR of Macedonia and Turkey. This summary of the report offers a comparative analysis of the transposition of EU gender equality rules into national law. This publication is complementary to the publication EU Gender Equality Law, which provides an overview of relevant directives and case law of the Court of Justice of the EU (CJEU) in this field and which was last updated in 2010.2 These publications are aimed at a broad - and not necessarily legal - public and explain the most important issues of the EU gender equality acquis and its implementation." (Text excerpt, IAB-Doku) ((en))
%K Gleichstellungspolitik - internationaler Vergleich
%K Gesetzgebung
%K EU-Recht
%K EU-Richtlinie
%K Politikumsetzung
%K Lohnpolitik
%K geschlechtsspezifische Faktoren
%K Lohndiskriminierung
%K Arbeitsmarktchancen
%K Mutterschutz
%K Mutterschaftsurlaub
%K Erziehungsurlaub
%K Elternzeit
%K soziale Sicherheit
%K Sozialrecht
%K Arbeitsrecht
%K betriebliche Alterssicherung
%K Familienpolitik
%K Rentenversicherung
%K mithelfende Familienangehörige
%K Selbständige
%K Frauen
%K Antidiskriminierungsgesetz
%K Allgemeines Gleichbehandlungsgesetz
%K Bundesrepublik Deutschland
%K Europäische Union
%K Belgien
%K Bulgarien
%K Dänemark
%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
%K Kroatien
%K Island
%K Liechtenstein
%K Norwegen
%K Mazedonien
%K Türkei
%Z Typ: 5. monographische Literatur
%Z fertig: 2014-03-24
%M k140305r03
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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