Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 05/14

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 Journal of Population Economics
%V 27
%N 3
%F Z 923
%A Borck, Rainald
%T Adieu Rabenmutter: culture, fertility, female labour supply, the gender wage gap and childcare
%D 2014
%P S. 739-765
%G en
%# A 2009; E 2010
%@ ISSN 0933-1433
%R 10.1007/s00148-013-0499-z
%U http://dx.doi.org/10.1007/s00148-013-0499-z
%X "This paper studies the effect of cultural attitudes on childcare provision, fertility, female labour supply and the gender wage gap. Cross-country data show that fertility, female labour force participation and childcare provision are positively correlated with each other, while the gender wage gap seems to be negatively correlated with these variables. The paper presents a model with endogenous fertility, female labour supply and childcare choices driven by cultural attitudes which fit these facts. There may exist multiple equilibria: one with zero childcare provision, low fertility and female labour supply and high wage gap and one with high childcare provision, high fertility and female labour supply and low wage gap." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K Erwerbsbeteiligung
%K Fruchtbarkeit
%K Bildungsniveau
%K Lohnunterschied
%K Kinderbetreuung
%K Elterngeld
%K Sozialleistungen
%K kulturelle Faktoren
%K gesellschaftliche Einstellungen - internationaler Vergleich
%K Familienpolitik - Auswirkungen
%K geschlechtsspezifische Faktoren
%K OECD
%K J13
%K J21
%K J16
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-05-28
%M k140516v11
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J ILR Review
%V 67
%N 2
%F Z 680
%A Borghans, Lex
%A Weel, Bas ter
%A Weinberg, Bruce A.
%T People skills and the labor-market outcomes of underrepresented groups
%D 2014
%P S. 287-334
%G en
%# A 1971; E 2006
%@ ISSN 0019-7939
%X "This paper shows that people skills are important determinants of labor-market outcomes, including occupational choice and wages. Technological and organizational changes have increased the importance of people skills in the workplace. We particularly focus on how the increased importance of people skills has affected the labor-market outcomes of underrepresented groups assuming gender differences in interactions and that cultural differences (including prejudice) may impede cross-racial and ethnic interactions. Our estimates for Britain, Germany and the United States are consistent with such an explanation. Acceleration in the rate of increase in the importance of people skills between the late 1970s and early 1990s in the US can help explain why the gender-wage gap closed and the black-white wage gap stagnated in these years relative to the preceding and following years." (Author's abstract, IAB-Doku) ((en))
%K Sozialkapital
%K Beschäftigungseffekte - internationaler Vergleich
%K ethnische Gruppe
%K Minderheiten
%K geschlechtsspezifische Faktoren
%K Einkommenseffekte - internationaler Vergleich
%K soziale Qualifikation - Auswirkungen
%K kulturelle Faktoren
%K Vorurteil
%K soziale Beziehungen
%K interkulturelle Faktoren
%K Interaktion
%K Berufswahl
%K Lohnunterschied
%K Tätigkeitsmerkmale
%K personenbezogene Dienstleistungen
%K BIBB/IAB-Erhebung
%K technischer Wandel - Auswirkungen
%K Tätigkeitswandel
%K soziales Verhalten
%K Einwanderer
%K ausländische Arbeitnehmer
%K Bundesrepublik Deutschland
%K Großbritannien
%K USA
%K J16
%K J21
%K J24
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-05-09
%M k140508s12
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J The American Economic Review
%V 104
%N 4
%F Z 002
%A Goldin, Claudia
%T A grand gender convergence : its last chapter
%D 2014
%P S. 1091-1119
%G en
%# A 1970; E 2011
%@ ISSN 0002-8282
%R 10.1257/aer.104.4.1091
%U http://dx.doi.org/10.1257/aer.104.4.1091
%X "The converging roles of men and women are among the grandest advances in society and the economy in the last century. These aspects of the grand gender convergence are figurative chapters in a history of gender roles. But what must the 'last' chapter contain for there to be equality in the labor market? The answer may come as a surprise. The solution does not (necessarily) have to involve government intervention and it need not make men more responsible in the home (although that wouldn't hurt). But it must involve changes in the labor market, especially how jobs are structured and remunerated to enhance temporal flexibility. The gender gap in pay would be considerably reduced and might vanish altogether if firms did not have an incentive to disproportionately reward individuals who labored long hours and worked particular hours. Such change has taken off in various sectors, such as technology, science, and health, but is less apparent in the corporate, financial, and legal worlds." (Author's abstract, IAB-Doku) ((en))
%K Geschlechterverhältnis
%K Geschlechterrolle
%K Männer
%K Frauen
%K Konvergenz
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K geschlechtsspezifischer Arbeitsmarkt
%K Lohndiskriminierung
%K Beruf und Familie
%K Personalpolitik
%K Gleichstellungspolitik
%K Frauenerwerbstätigkeit
%K Erwerbsbeteiligung
%K Hochschulabsolventen
%K Rechtswissenschaft
%K Wirtschaftswissenschaft
%K pharmazeutische Industrie
%K Arbeitszeit
%K Einkommenseffekte
%K Arbeitszeitflexibilität
%K USA
%K J3
%K J16
%K J22
%K J24
%K J31
%K J33
%K N3
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-05-22
%M k140506v07
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J ILR Review
%V 67
%N 2
%F Z 680
%A Hensvik, Lena E.
%T Manager impartiality : worker-firm matching and the gender wage gap
%D 2014
%P S. 362-394
%G en
%# A 1996; E 2008
%@ ISSN 0019-7939
%X "Using a rich matched employer-employee data set from Sweden, the author examines whether female managers in a firm narrow the gender pay gap. The study's main contribution is its ability to account for unobserved heterogeneity among both workers and firms that is potentially correlated with manager gender. The results show a substantial negative association between the representation of female managers and the establishment's gender wage gap. Estimates that account for sorting on unobserved worker skills, however, do not support the conclusion that managers favor same-sex workers in wage setting. Additional results show that organizations with more female managers recruit more nonmanagerial, high-wage women. Together these findings suggest that associations between manager gender and male-female wage gaps should be interpreted with caution, as worker sorting seems to be a crucial component behind this relationship." (Author's abstract, IAB-Doku) ((en))
%K Unternehmensführung
%K Frauen
%K Führungskräfte
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Personaleinstellung
%K Hochqualifizierte
%K Unternehmer
%K Personalauswahl
%K Beschäftigerverhalten
%K Schweden
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-05-26
%M k140508s14
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J European Societies
%V 16
%N 2
%F Z 1262
%A Leuze, Kathrin
%A Strauß, Susanne
%T Female-typical subjects and their effect on wage inequalities among higher education graduates in Germany
%D 2014
%P S. 275-298
%G en
%# A 1997; E 2002
%@ ISSN 1461-6696
%R 10.1080/14616696.2012.748929
%U http://dx.doi.org/10.1080/14616696.2012.748929
%X "In the search for an explanation of wage inequalities between men and women, it is often argued that women's disadvantages on the labour market are the result of their lower investment in human capital. However, this argument loses for at a time when highly educated women are outperforming men in terms of educational attainment. But even within the group of higher education graduates, gender differences remain in the form of gender-typical enrolment in academic subjects. The present article analyses the wage effects of how graduation in typically female subjects and subsequent work in typically female occupations generate wage inequalities 1 and 5 years after graduation. For understanding these effects, it follows the hypothesis of a socio-cultural devaluation of female-dominated subjects and occupations. Based on the 1997 HIS Absolventenpanel, we estimate gross hourly wages of male and female higher education graduates as they enter the German labour market. Results show that, 1 year after graduation, men receive a higher wage penalty than women for graduating in a female-dominated subject. However, working in typically female occupations affects women's wages more strongly than it does men's immediately after graduation. In addition, women have fewer possibilities to compensate for this penalty in subsequent years." (Author's abstract, IAB-Doku) ((en))
%K Studienfachwahl - Auswirkungen
%K Frauenberufe
%K Einkommenseffekte
%K Bildungsertrag
%K Hochschulabsolventen
%K Lohnunterschied
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Berufsverlauf
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-05-26
%M k140512v07
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J ILR Review
%V 67
%N 2
%F Z 680
%A Ludsteck, Johann
%T The impact of segregation and sorting on the gender wage gap - evidence from German linked longitudinal employer-employee data
%D 2014
%P S. 362-394
%G en
%# A 1990; E 2005
%@ ISSN 0019-7939
%X 
%X "For this study, the author inspects the relationship between segregation in the workplace (measured as the proportion female in job cells) and the gender wage gap using linked longitudinal employer-employee data from the German Employment Register. He extends the literature by controlling for nonrandom sorting of workers into job cells, establishments, and occupations. In line with previous studies, the pooled least squares estimates show that the gender wage gap increases as the job-cell-level proportion of females increases. This increase results because women experience greater wage declines than men do when additional women enter their job cells. Controlling additionally for unobserved heterogeneity at the individual, establishment, occupation, and job-cell levels reduces the size of the proportion female effects on women's wages considerably while rendering the effects on men's wages insignificant or even positive. The same controls also decrease the proportion effects on the wage gap significantly. The related sorting analysis shows that a good deal of the proportion effects can be explained by unobserved individual ability and suggests that especially women working in job cells with small proportions female show above-average unobserved individual ability." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied - Determinanten
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Segregation
%K geschlechtsspezifischer Arbeitsmarkt
%K Frauenberufe
%K Berufswahl
%K Arbeitsplatzwahl
%K Geschlechterverteilung
%K Berufsgruppe
%K Arbeitsplätze
%K Beschäftigtenstruktur
%K Lohndiskriminierung
%K Bundesrepublik Deutschland
%K Westdeutschland
%K München
%K Bayern
%Z Typ: 1. SSCI-Journals
%Z fertig: 2014-05-19
%M k140114311
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Azmat, Ghazala
%A Petrongolo, Barbara
%T Gender and the labor market : what have we learned from field and lab experiments?
%D 2014
%P 23 S.
%C Bonn
%G en
%B IZA discussion paper : 8135
%U http://doku.iab.de/externe/2014/k140514r08.pdf
%X "We discuss the contribution of the experimental literature to the understanding of both traditional and previously unexplored dimensions of gender differences and discuss their bearings on labor market outcomes. Experiments have offered new findings on gender discrimination, and while they have identified a bias against hiring women in some labor market segments, the discrimination detected in field experiments is less pervasive than that implied by the regression approach. Experiments have also offered new insights into gender differences in preferences: women appear to gain less from negotiation, have lower preferences than men for risk and competition, and may be more sensitive to social cues. These gender differences in preferences also have implications in group settings, whereby the gender composition of a group affects team decisions and performance. Most of the evidence on gender traits comes from the lab, and key open questions remain as to the source of gender preferences - nature versus nurture, or their interaction - and their role, if any, in the workplace." (Author's abstract, IAB-Doku) ((en))
%K geschlechtsspezifischer Arbeitsmarkt
%K Experiment
%K geschlechtsspezifische Faktoren
%K Diskriminierung
%K Arbeitsmarktforschung
%K Personalauswahl
%K Frauen
%K Präferenz
%K Risikobereitschaft
%K Männer
%K Geschlechterforschung
%K Lohndiskriminierung
%K Produktivitätsunterschied
%K Lohnunterschied
%K Geschlechterverteilung - Auswirkungen
%K Führungskräfte
%K Unternehmenserfolg
%K Arbeitsgruppe
%K J16
%K J24
%K J71
%K C91
%K C92
%K C93
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2014-05-28
%M k140514r08
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 International Monetary Fund (Hrsg.)
%A Elborgh-Woytek, Katrin
%A Newiak, Monique
%A Kochhar, Kalpana
%A Fabrizio, Stefania
%A Kpodar, Kangni
%A Wingender, Philippe
%A Clements, Benedict
%A Schwartz, Gerd
%T Women, work, and the economy : macroeconomic gains from gender equity
%D 2013
%P 32 S.
%C Washington, DC
%G en
%B IMF staff discussion note : 2013/10
%U https://www.imf.org/external/pubs/ft/sdn/2013/sdn1310.pdf
%X "Women make up a little over half the world's population, but their contribution to measured economic activity, growth, and well-being is far below its potential, with serious macroeconomic consequences. Despite significant progress in recent decades, labor markets across the world remain divided along gender lines, and progress toward gender equality seems to have stalled. Female labor force participation (FLFP) has remained lower than male participation, women account for most unpaid work, and when women are employed in paid work, they are overrepresented in the informal sector and among the poor. They also face significant wage differentials vis-à-vis their male colleagues. In many countries, distortions and discrimination in the labor market restrict women's options for paid work, and female representation in senior positions and entrepreneurship remains low. The challenges of growth, job creation, and inclusion are closely intertwined. While growth and stability are necessary to give women the opportunities they need, women's participation in the labor market is also a part of the growth and stability equation. In particular, in rapidly aging economies, higher female labor force participation can boost growth by mitigating the impact of a shrinking workforce. Better opportunities for women can also contribute to broader economic development in developing economies, for instance through higher levels of school enrollment for girls. This Staff Discussion Note examines the specific macro-critical features of women's participation in the labor market, the constraints preventing women from developing their full economic potential, and possible policies to overcome these obstacles. Implementing policies that remove labor market distortions and create a level playing field for all will give women the opportunity to develop their potential and to participate in economic life more visibly. The analysis presented in this Staff Discussion Note is based on research undertaken in academia and by other international financial institutions, in addition to the IMF's own surveillance and research work (Appendix 1)." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellungspolitik
%K Frauen
%K ökonomische Faktoren
%K Frauenerwerbstätigkeit - internationaler Vergleich
%K Erwerbsbeteiligung
%K geschlechtsspezifische Faktoren
%K Arbeitsmarktpolitik
%K Finanzpolitik
%K Arbeitskräftenachfrage
%K Lohndiskriminierung
%K erwerbstätige Frauen
%K Wirtschaftswachstum
%K Makroökonomie
%K Erwerbspersonenpotenzial
%K geschlechtsspezifischer Arbeitsmarkt
%K Lohnunterschied
%K Familienpolitik - internationaler Vergleich
%K Industrieländer
%K Entwicklungsländer
%K Schwellenländer
%K OECD
%K E2
%K J3
%K J4
%K O1
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2014-05-19
%M k140429r17
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Elsayed, Ahmed
%A Grip, Andries de
%A Fouarge, Didier
%T Job tasks, computer use, and the decreasing part-time pay penalty for women in the UK
%D 2014
%P 31 S.
%C Bonn
%G en
%# A 1997; E 2006
%B IZA discussion paper : 8069
%U http://doku.iab.de/externe/2014/k140408r04.pdf
%X "Using data from the UK Skills Surveys, we show that the part-time pay penalty for female workers within low- and medium-skilled occupations decreased significantly over the period 1997-2006. The convergence in computer use between part-time and full-time workers within these occupations explains a large share of the decrease in the part-time pay penalty. However, the lower part-time pay penalty is also related to lower wage returns to reading and writing which are performed more intensively by full-time workers. Conversely, the increasing returns to influencing has increased the part-time pay penalty despite the convergence in the influencing task input between part-time and full-time workers. The relative changes in the input and prices of computer use and job tasks together explain more than 50 percent of the decrease in the part-time pay penalty." (Author's abstract, IAB-Doku) ((en))
%K erwerbstätige Frauen
%K Teilzeitarbeit
%K Teilzeitarbeitnehmer
%K Lohndiskriminierung
%K Lohnentwicklung
%K EDV-Anwendung
%K Tätigkeitsmerkmale
%K Lohnunterschied
%K Vollzeitarbeit
%K Einkommenseffekte
%K Großbritannien
%K J24
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2014-05-02
%M k140408r04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Ngai, L. Rachel
%A Petrongolo, Barbara
%T Gender gaps and the rise of the service economy
%D 2014
%P 48 S.
%C Bonn
%G en
%# A 1968; E 2009
%B IZA discussion paper : 8134
%U http://doku.iab.de/externe/2014/k140514r07.pdf
%X "This paper explains the narrowing of gender gaps in wages and market hours in recent decades by the growth of the service economy. We propose a model with three sectors: goods, services and home production. Women have a comparative advantage in the production of services in the market and at home. The growth of the services sector, in turn driven by structural transformation and marketization of home services, acts as a gender-biased demand shift and leads to a rise in women's wages and market hours relative to men. Quantitatively, the model accounts for an important share of the observed rise in women's relative wage and market hours and the fall in men's market hours." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Wirtschaftsstrukturwandel - Auswirkungen
%K Dienstleistungsbereich
%K Dienstleistungsberufe
%K Beschäftigungseffekte
%K Arbeitszeit
%K Hausarbeit
%K private Dienstleistungen
%K Arbeitskräftenachfrage
%K outsourcing
%K Arbeitszeitentwicklung
%K Arbeitsteilung
%K USA
%K E24
%K J22
%K J16
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2014-05-14
%M k140514r07
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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