Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 03/15

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
****************

%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A Davies, Rhys
%A McNabb, Robert
%A Whitfield, Keith
%T Do high-performance work practices exacerbate or mitigate the gender pay gap?
%D 2015
%P S. 537–564
%G en
%# A 2004; E 2011
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/bev009
%U http://dx.doi.org/10.1093/cje/bev009
%X "The impact of performance-oriented work practices on the gender pay gap has been the subject of considerable conjecture but little empirical investigation. Using the 2004 and 2011 British Workplace Employment Relations Surveys, the analysis finds that whilst average earnings are significantly higher for men and women across private sector workplaces that have introduced so-called high-performance work practices, the presence of such practices is not associated with a narrowing of the gender pay gap and, if anything, tends to exacerbate the differential in earnings between men and women. Data from the 2004 survey suggest that women are more likely to work in high-performance workplaces, but this is not the case for 2011. There is no evidence that gender segregation is significantly less in high-performance workplaces than in workplaces taking a more traditional route. Policy makers and employing organisations therefore need to be careful in reconciling their performance and equality strategies. In particular, they need to examine whether the former are truly gender-neutral. This requires additional measures, possibly the introduction of human resource audits in the public and private sectors." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K Ungleichheit
%K erwerbstätige Frauen
%K geschlechtsspezifische Faktoren
%K Arbeitsorganisation
%K Leistungsverhalten
%K Arbeitsbedingungen
%K Tätigkeitsmerkmale
%K Teamarbeit
%K Hochqualifizierte
%K Fachkräfte
%K primärer Sektor
%K Dienstleistungsbereich
%K Betriebsgröße
%K Geschlechterverteilung
%K Lohnstruktur
%K Lohndiskriminierung
%K Großbritannien
%K J31
%K J71
%K L23
%K M5
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m08
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A Deakin, Simon
%A Fraser Butlin, Sarah
%A McLaughlin, Colm
%A Polanska, Aleksandra
%T Are litigation and collective bargaining complements or substitutes for achieving gender equality? *a study of the British Equal Pay Act
%D 2015
%P S. 381–403
%G en
%# A 1976; E 2013
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/bev006
%U http://dx.doi.org/10.1093/cje/bev006
%X "We present a socio-legal case study of the recent equal pay litigation wave in Britain, which saw an unprecedented increase in the number of claims, triggered in part by the entry of no-win, no-fee law firms into this part of the legal services market. Although the rise in litigation led to greater adversarialism in pay bargaining, litigation and collective bargaining mostly operated as complementary mechanisms in advancing an equality agenda. Although there are limits to the effectiveness of law-driven strategies in the face of organisational pressures to canalise and diffuse human rights, litigation may be a more potent force for social change than some recent accounts have suggested." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellung
%K Gleichstellungsgesetz
%K Gleichstellungspolitik
%K Tarifpolitik
%K sozialer Wandel
%K erwerbstätige Frauen
%K Lohnhöhe
%K Lohnunterschied
%K Gewerkschaftspolitik
%K Arbeitsgericht
%K Tarifverhandlungen
%K Tarifvertrag
%K geschlechtsspezifische Faktoren
%K Großbritannien
%K JS71
%K K31
%K K41
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m05
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour Economics
%V 32
%N January
%F Z 1120
%A Dechter, Evgenia Kogan
%T Physical appearance and earnings, hair color matters
%D 2015
%P S. 15-26
%G en
%# A 1979; E 2010
%@ ISSN 0927-5371
%R 10.1016/j.labeco.2014.11.002
%U http://dx.doi.org/10.1016/j.labeco.2014.11.002
%X "This study examines the relationship between physical appearance and labormarket outcomes. It focuses on hair color and addresses the effects of the 'blonde myth', a series of perceptions about personality characteristics of blonde women. Inexperienced blonde women earn significantly less than their non-blonde counterparts. This wage gap declines over time, and blonde women with more work experience earn higher wages. The relationship between earnings and hair color is not explained by personal or family characteristics. I argue that employer or customer tastes drive the initial blonde hair penalty; job sorting and mobility allow blonde women to close the gap." (Author's abstract, IAB-Doku) ((en))
%K physiologische Faktoren - Auswirkungen
%K Einkommenseffekte
%K Persönlichkeitsmerkmale
%K Lohnunterschied
%K Diskriminierung
%K Benachteiligung
%K erwerbstätige Frauen
%K Wahrnehmung
%K Beschäftigerverhalten
%K Berufsverlauf
%K Stereotyp
%K Vorurteil
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-27
%M k150316906
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Research in Social Stratification and Mobility
%V 39
%N March
%F Z 2109
%A Dieckhoffa, Martina
%A Gashb, Vanessa
%A Steiberc, Nadia
%T Measuring the effect of institutional change on gender inequality in the labour market
%D 2015
%P S. 59–75
%G en
%# A 1992; E 2007
%@ ISSN 0276-5624
%R 10.1016/j.rssm.2014.12.001
%U http://dx.doi.org/10.1016/j.rssm.2014.12.001
%X "This article examines the differential impact of labour market institutions on women andmen. It carries out longitudinal analyses using repeat cross-sectional data from the EULabour Force Survey 1992 - 2007 as well as time series data that measure institutionalchange over the same period. The results contribute to the literature on gendered employ-ment, adding important insights into the impact of labour market institutions over andabove family policies that have been the focus of most prior studies on the topic. We finddifferential effects of institutional change on male and female outcome. Our findings chal-lenge the neo-classical literature on the topic. While our results suggest that men benefitmore clearly than women from increases in employment protection, we do not find sup-port for the neo-classical assertion that strong trade unions decrease female employment.Instead, increasing union strength is shown to have beneficial effects for both men's andwomen's likelihood of being employed on the standard employment contract. Furthermore,in line with other researchers, we find that rising levels of in kind state support to familiesimprove women's employment opportunities." (Author's abstract, IAB-Doku) ((en))
%K institutionelle Faktoren - Auswirkungen
%K Ungleichheit
%K Arbeitsmarktchancen
%K Geschlechterverhältnis
%K Geschlechterverteilung
%K geschlechtsspezifische Faktoren
%K Familienpolitik
%K Regulierung
%K Sozialausgaben
%K Lohnpolitik
%K Tarifpolitik
%K Kündigungsschutz
%K mittleres Lebensalter
%K Erwerbsbeteiligung
%K erwerbstätige Frauen - internationaler Vergleich
%K mittlere Qualifikation
%K Gleichstellung
%K Arbeitsrecht
%K Lohndiskriminierung
%K Lohnunterschied
%K Frauen
%K Persistenz
%K Österreich
%K Belgien
%K Tschechische Republik
%K Dänemark
%K Finnland
%K Frankreich
%K Bundesrepublik Deutschland
%K Griechenland
%K Ungarn
%K Italien
%K Niederlande
%K Norwegen
%K Polen
%K Portugal
%K Slowakei
%K Spanien
%K Schweden
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150310901
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A Erne, Roland
%A Imboden, Natalie
%T Equal pay by gender and by nationality : a comparative analysis of Switzerland's unequal equal pay policy regimes across time
%D 2015
%P S. 655–674
%G en
%# A 1990; E 2014
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/bev003
%U http://dx.doi.org/10.1093/cje/bev003
%X "What explains the adoption of two different policies on equal pay by gender (EPG) and by nationality (EPN) in Switzerland? And why is the liberal, litigation-based, equal pay policy regime set up by the Gender Equality Act of 1996 much less effective than the neocorporatist 'accompanying measures' to the Bilateral European Union - Switzerland Agreement on Free Movement of Persons adopted in 1999 to ensure equal pay for workers of different national origins? The formation of two different policy regimes cannot be explained by different levels of political will. Equally, different 'varieties of capitalism' cannot explain the setup of the two different equal pay policy regimes within the very same country. Instead, our qualitative comparative analysis across time suggests that the differences can be best explained by a particular constellation of attributes, namely the use of different policy frames -- i.e. 'anti-discrimination' in the EPG and 'unfair competition' in the EPN case -- and the different setting of interest politics epitomised by the opposite stances adopted by Switzerland's employer associations in the two cases." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Einwanderer
%K ausländische Arbeitnehmer
%K Lohnpolitik
%K Gleichstellungspolitik
%K politischer Wandel
%K Nationalität
%K Schweiz
%K J61
%K J71
%K J88
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m11
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A Guillaume, Cécile
%T Understanding the variations of unions' litigation strategies to promote equal pay : reflection on the British case
%D 2015
%P S. 363–379
%G en
%# A 1976; E 2011
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/bev004
%U http://dx.doi.org/10.1093/cje/bev004
%X "Despite their traditional mistrust of the use of the law and their uneasy relationship with the concept of equality, British trade unions have used the law in various ways in order to advance both gender and pay equality. Since 1970, some trade unionists have been making use of European legislation to improve legal norms and build a strong body of case law. They have developed legal expertise and detailed knowledge of the practicalities of the law and have supported numerous claims. However this use of litigation has not developed consistently over time and across unions. Litigation has been quite controversial within the trade union movement. This article seeks to investigate what are the conditions under which some trade unionists have decided to rely upon litigation to further their female members' interests, depending on the time period. The article emphasises the crucial role these local trade unionists have played in the development of equal pay litigation. The paper builds on a 'developmental approach' that differentiates several 'stages' or phases in which union's litigation strategies for equal pay figure differently." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellung
%K Gewerkschaftspolitik
%K Arbeitsrecht
%K Rechtsanspruch
%K Lohndiskriminierung
%K Lohnunterschied
%K Arbeitsgericht
%K Gewerkschaftsarbeit
%K erwerbstätige Frauen
%K Frauen
%K geschlechtsspezifische Faktoren
%K Großbritannien
%K K0
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Feminist Economics
%V 21
%N 1
%F Z 1290
%A Hammarstedta, Mats
%A Ahmedb, Ali M.
%A Andersson, Lina
%T Sexual prejudice and labor market outcomes for gays and lesbians : evidence from Sweden
%D 2015
%P S. 90-109
%G en
%# A 1999; E 2007
%@ ISSN 1354-5701
%R 10.1080/13545701.2014.937727
%U http://dx.doi.org/10.1080/13545701.2014.937727
%X "This paper presents results from a study of sexual prejudice and differentials in labor market outcomes due to sexual orientation. It uses data from a nationwide Swedish survey on public attitudes toward homosexuals, conducted in 1999, and combines them with register data for 2007, which include information about sexual orientation, employment status, and yearly earnings for the total population in Sweden. It finds that prejudice against homosexuals negatively affects the relative employment and relative earnings of gay men. Lesbians are affected negatively by prejudice against homosexuals in terms of employment, but the relationship is less clear in regard to earnings. Discrimination against homosexuals, as well as social norms, occupational sorting and self-selection in, geographic mobility are presented as explanations for the results." (Author's abstract, IAB-Doku) ((en))
%K Homosexualität
%K Vorurteil
%K berufliche Integration
%K Minderheiten
%K öffentliche Meinung
%K gesellschaftliche Einstellungen
%K Einkommenseffekte
%K Beschäftigungseffekte
%K geschlechtsspezifische Faktoren
%K Frauen
%K Männer
%K Diskriminierung
%K Lohndiskriminierung
%K Schweden
%K J15
%K J71
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-06
%M k150220909
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Economics Letters
%V 128
%N March
%F Z 1292
%A McGee, Andrew
%A McGee, Peter
%A Pan, Jessica
%T Performance pay, competitiveness, and the gender wage gap : evidence from the United States
%D 2015
%P S. 35-38
%G en
%# A 1988; E 2011
%@ ISSN 0165-1765
%R 10.1016/j.econlet.2015.01.004
%U http://dx.doi.org/10.1016/j.econlet.2015.01.004
%X "Evidence that women are less likely to opt into competitive compensation schemes in the laboratory has generated speculation that a gender difference in competitiveness contributes to the gender wage gap. Using data from the NLSY79 and NLSY97, we show that women are less likely to be employed in jobs using competitive compensation. The portion of the gender wage gap explained by gender segregation in compensation schemes is small in the NLSY79 but somewhat larger in the NLSY97 - suggesting an increasing role for competitiveness in explaining the gender wage gap." (Author's abstract, IAB-Doku) ((en))
%K Leistungslohn
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Wettbewerbsfähigkeit
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohnstruktur
%K USA
%K J16
%K A12
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-23
%M k150323m02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Canadian Studies in Population
%V 41
%N 3-4
%F X 687
%A Mueller, Richard E.
%T Wage differentials of males and females in same-sex and different-sex couples in Canada, 2006 - 2010
%D 2014
%P S. 105-116
%G en
%# A 2006; E 2010
%@ ISSN 0380-1489
%U http://ejournals.library.ualberta.ca/index.php/csp/article/view/18545/17717
%X "This paper utilizes five cycles of the General Social Survey in consecutive years from 2006 through 2010 to address the issue of differential wages amongst members of same-sex couples compared to their counterparts in different-sex couples. We find that men in gay couples have wages that are statistically indistinguishable from those of males in heterosexual relationships. By contrast, a sizeable and statistically significant earnings premium exists for lesbians in same-sex couples." (Author's abstract, IAB-Doku) ((en))
%K Ehepaare
%K gleichgeschlechtliche Lebensgemeinschaft
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Ehefrauen
%K Ehemänner
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohnhöhe
%K Homosexualität
%K Einkommenseffekte
%K Kanada
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-04
%M k150216m05
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A O’Higgins, Niall
%T Ethnicity and gender in the labour market in Central and South-Eastern Europe
%D 2015
%P S. 631–654
%G en
%# A 2011; E 2011
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/bev002
%U http://dx.doi.org/10.1093/cje/bev002
%X "The Roma are both the largest 'minority' ethnic group in Central and South-Eastern Europe (CSEE) and the one that suffered most from transition to the market. Still today, nearly 40 years after the introduction of the European Union (EU) 1975 Discrimination Directive and with the end of the 'Roma Decade' (2005 - 15) in sight, people from the Roma minority have unemployment rates far above -- and employment rates and wages far below -- those of majority populations. One issue that has received relatively little attention concerns the 'double' discrimination facing Roma women. Not only do Roma women face poorer employment and wage outcomes in the labour market than non-Roma women, in most CSEE countries the gender earnings gap is significantly larger amongst Roma compared to non-Roma. This paper seeks to analyse and explain differences in the gender gap in the earnings of Roma. The paper employs a non-parametric matching approach to identify the main factors underlying the gender difference. Educational attainment plays a relatively small role, explaining only around one-fifth of the gap. Industrial and occupational segregation appear to be playing a strong role as do the civil status of individuals, household socio-economic status and whether or not individuals live in a predominantly Roma community." (Author's abstract, IAB-Doku) ((en))
%K Sinti und Roma
%K ethnische Gruppe
%K geschlechtsspezifische Faktoren
%K Diskriminierung
%K soziale Ausgrenzung
%K Benachteiligte
%K Arbeitslosigkeit
%K Erwerbsquote
%K ausländische Frauen
%K Lohnunterschied
%K Niedrigqualifizierte
%K Inländer
%K Minderheiten
%K Albanien
%K Bosnien
%K Jugoslawien
%K Bulgarien
%K Tschechische Republik
%K Kroatien
%K Ungarn
%K Moldawien
%K Serbien
%K Slowakei
%K Rumänien
%K J15
%K J16
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m10
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A O'Reilly, Jacqueline
%A Smith, Mark
%A Deakin, Simon
%A Burchell, Brendan
%T Equal pay as a moving target : international perspectives on forty-years of addressing the gender pay gap
%D 2015
%P S. 299–317
%G en
%# A 1975; E 2015
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/bev010
%U http://dx.doi.org/10.1093/cje/bev010
%X "This paper provides an overview of the key factors impacting upon the gender pay gap in the UK, Europe and Australia. Forty years after the implementation of the first equal pay legislation, the pay gap remains a key aspect of the inequalities women face in the labour market. While the overall pay gap has tended to fall in many countries over the past forty years, it has not closed; in some countries it has been stubbornly resistant, or has even widened. In reviewing the collection of papers that make up this special issue we identify four broad themes with which to group the contributions and draw out the explanations for diverse trends: theoretical and conceptual debates; legal developments and their impacts; wage setting institutions and changing employer demands; and newly emerging pay inequalities between and within educational and ethnic groups. Across the four themes we underline how the trends in the gender pay gap capture the dynamism of inequalities, as the market power of different groups and stakeholders changes over times. Three key dimensions emerge from the papers to provide a framework for future research and policy discourse: the relationship between litigation and bargaining strategies; the interaction between wage-setting institutions and new organisational practices; and the increasing and range of diversity or equality strands competing for equal treatment. We conclude that progress towards closing the gender pay gap will not be easy, will require a collective effort of various actors, and will not be quick." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellung - internationaler Vergleich
%K Lohnunterschied
%K Gleichbehandlung
%K Gleichstellungspolitik
%K Frauenförderung
%K Tarifverhandlungen
%K institutionelle Faktoren
%K Arbeitsrecht
%K Lohndiskriminierung
%K erwerbstätige Frauen
%K Frauenerwerbstätigkeit
%K Persistenz
%K geschlechtsspezifische Faktoren
%K Europa
%K Großbritannien
%K Australien
%K J16
%K J18
%K J31
%K J71
%K J78
%K J83
%K K31
%K K41
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m01
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A Peetz, David
%T Regulation distance, labour segmentation and gender gaps
%D 2015
%P S. 345–362
%G en
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/beu054
%U http://dx.doi.org/10.1093/cje/beu054
%X "Existing theories on human capital, labour market segmentation and discrimination fail to fully explain gender gaps -- for example, the large gender gap in elite occupations where women apparently possess high labour market power. This article seeks to extend our understanding, through the interaction between labour segmentation, regulation content and regulation distance, the last referring to the extent to which employment of particular workers is (un)regulated, including by collective agreements, legislation or other instruments. Regulation distance encompasses a continuum from 'regulation proximity' to 'market proximity'. A greater reliance on the 'market' does not necessarily remove pay distortions; rather, it might increase their impact through the mechanism of gendered norms. Empirical evidence is drawn from studies in several countries, most commonly Australia. This approach more clearly specifies the roles of under-valuation, labour segmentation, group norms and human and social capital; illuminates public sector and union effects; explains why the gender gap is greatest for a group of women with the most labour market power; and illustrates some non-pay aspects of gendered experience at work." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellung
%K Lohnunterschied
%K Lohnhöhe
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Regulierung
%K institutionelle Faktoren
%K Arbeitsmarktsegmentation
%K Frauenerwerbstätigkeit
%K Gesetzgebung
%K Lohndiskriminierung
%K Persistenz
%K geschlechtsspezifische Faktoren
%K Australien
%K Welt
%K J42
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m03
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A Peruzzi, Marco
%T Contradictions and misalignments in the EU approach towards the gender pay gap
%D 2015
%P S. 441–465
%G en
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/bev007
%U http://dx.doi.org/10.1093/cje/bev007
%X "The aim of this paper is to highlight the tensions within the EU's 'governance architecture' concerning pay equality. Specifically, after a preliminary outline of the theoretical discussion on the EU's new/old governance, the analysis focuses on two empirical fields. The first one enables an assessment of the contradictions between old and new governance in EU equal pay policy. This analysis highlights the inconsistencies between the architecture of the antidiscrimination framework, established following the EU's old governance-by-law approach, and the assessment of equal pay public policy measures in the context of the EU's new governance-by-numbers approach. To this extent, the problems related to the political use of the unadjusted gender pay gap (GPG) indicator are pointed out. The second empirical field enables an assessment of the tensions within the EU's new governance system itself, specifically between the approach in the area of equal pay and in the area of economic policy, with specific regard to the participatory role of the social partners in tackling the GPG. If the role of the social partners is emphasised in several policy documents, the potentialities of their action are seriously jeopardised by the push for decentralisation of collective bargaining, aimed at anchoring wages to productivity, fostered by the EU's governance reforms responding to the crisis, in particular by the Euro Plus Pact and by the 'six-pack' regulations of 2011. As the paper finally remarks, both empirical fields of investigation confirm a narrowing down of pay equality in the context of an EU flexibility-centred and neoliberalist political perspective." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellung
%K Lohndiskriminierung
%K EU-Politik
%K Gesetzgebung
%K Beschäftigungspolitik
%K europäisches Arbeitsrecht
%K institutionelle Faktoren
%K Lohnunterschied
%K Gleichstellungspolitik
%K Rechtsvereinheitlichung
%K Frauen
%K erwerbstätige Frauen
%K geschlechtsspezifische Faktoren
%K Europäische Union
%K J31
%K J50
%K J71
%K J78
%K J83
%K K31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V 39
%N 2
%F X 069
%A Rubery, Jill
%A Grimshaw, Damian
%T The 40-year pursuit of equal pay : a case of constantly moving goalposts
%D 2015
%P S. 319-343
%G en
%# A 1975; E 2015
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/beu053
%U http://dx.doi.org/10.1093/cje/beu053
%X "Progress towards equal pay is elusive. This article reviews debates on and prescribed remedies for gender pay equality over the past 40 years of equal pay policy. It looks at pay from four perspectives -- the economic, the sociological, the institutional and the organisational -- and explores how and why once an apparent remedy for unequal pay is pursued, the goalposts tend to shift. The argument is made that the difficulties in securing long-term progress may be attributed to a number of factors, including the multifaceted nature of pay as a social phenomenon, the challenge of pursuing social objectives in a rapidly changing and fragmenting environment, the need for political will not technical solutions to achieve redistribution and the potential for gender inequalities to re-emerge in new forms." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellung
%K Lohnhöhe
%K Lohnunterschied
%K institutionelle Faktoren
%K Tarifpolitik
%K Gender Mainstreaming
%K Gerechtigkeit
%K Lohndiskriminierung
%K Persistenz
%K erwerbstätige Frauen
%K Frauen
%K Gleichstellungspolitik
%K Wirkungsforschung
%K geschlechtsspezifische Faktoren
%K J16
%K J31
%K J42
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Cambridge Journal of Economics
%V Vo  39
%N 2
%F X 069
%A Schäfer, Andrea
%A Gottschall, Karin
%T From wage regulation to wage gap : how wage-setting institutions and structures shape the gender wage gap across three industries in 24 European countries and Germany
%D 2015
%P S. 467–496
%G en
%# A 2008; E 2009
%@ ISSN 0309-166X
%@ ISSN 1464-3545
%R 10.1093/cje/bev005
%U http://dx.doi.org/10.1093/cje/bev005
%X "Whilst a common and persisting feature of advanced market economies, the gender wage gap nevertheless varies across countries. Amongst the factors affecting this wage gap, industrial relations and industry differences still require further research. Using data from EU-SILC in 25 European countries, this article analyses how national wage-setting institutions impact wage differences between male and female full-time employees in three distinct industries. Complementing the country comparison is an in-depth study of the German case using data from the German Linked Employer-Employee Database, shedding light on the interaction of industry- specific wage-setting regulations and gender equity in living wages. Findings from the international comparison suggest a substantial gender wage gap for fulltime employees across industries with specific country patterns. Country patterns seem to be due to the overall influence of trade unions and the relationship between pay bargaining strategies and specific minimum wage policies. The German case adds to these findings by analysing the impact of sectoral models of wage bargaining for industry-specific gender wage gaps, focussing on living wages for skilled full-time employees." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied - internationaler Vergleich
%K Ungleichheit
%K Lohndiskriminierung
%K erwerbstätige Frauen
%K Lohnfindung
%K Vollzeitarbeit
%K produzierendes Gewerbe
%K Finanzwirtschaft
%K Gesundheitswesen
%K institutionelle Faktoren
%K Regulierung
%K geschlechtsspezifische Faktoren
%K Europäische Union
%K Belgien
%K Dänemark
%K Bundesrepublik Deutschland
%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 Schweden
%K Slowakei
%K Slowenien
%K Spanien
%K Tschechische Republik
%K Ungarn
%K Großbritannien
%K Norwegen
%K Zypern
%K J31
%K J45
%K J51
%K C21
%Z Typ: 1. SSCI-Journals
%Z fertig: 2015-03-25
%M k150311m07
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit, Bonn (Hrsg.)
%A Greenwood, Jeremy
%A Guner, Nezih
%A Kocharkov, Georgi
%A Santos, Cezar
%T Technology and the changing family : a unified model of marriage, divorce, educational attainment and married female labor-force participation
%D 2015
%P 63 S.
%C Bonn
%G en
%# A 1960; E 2005
%B IZA discussion paper : 8831
%U http://doku.iab.de/externe/2015/k150227r01.pdf
%X "Marriage has declined since 1960, with the drop being bigger for non-college educated individuals versus college educated ones. Divorce has increased, more so for the non-college educated. Additionally, positive assortative mating has risen. Income inequality among households has also widened. A unified model of marriage, divorce, educational attainment and married female labor-force participation is developed and estimated to fit the post-war U.S. data. Two underlying driving forces are considered: technological progress in the household sector and shifts in the wage structure. The analysis emphasizes the joint role that educational attainment, married female labor-force participation, and assortative mating play in determining income inequality." (Author's abstract, IAB-Doku) ((en))
%K Frauenerwerbstätigkeit - historische Entwicklung
%K Ehefrauen
%K Erwerbsbeteiligung
%K Bildungsbeteiligung - historische Entwicklung
%K Ehescheidung - Quote
%K Eheschließung - Quote
%K sozialer Wandel
%K Familie
%K technische Entwicklung - Auswirkungen
%K Lohnunterschied
%K Lohnstruktur
%K qualifikationsspezifische Faktoren
%K Ehepaare
%K Bildungsniveau
%K Hochschulbildung
%K Familienstruktur - historische Entwicklung
%K Bildungsertrag
%K USA
%K E13
%K J12
%K J22
%K O11
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2015-03-20
%M k150227r01
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Deutsches Institut für Wirtschaftsforschung, Berlin (Hrsg.)
%A Murphy, Emily
%A Oesch, Daniel
%T The feminization of occupations and change in wages : a panel analysis of Britain, Germany and Switzerland
%D 2015
%P 38 S.
%C Berlin
%G en
%# A 1991; E 2011
%B SOEPpapers on multidisciplinary panel data research at DIW Berlin : 731
%@ ISSN 1864-6689
%U http://www.diw.de/documents/publikationen/73/diw_01.c.496834.de/diw_sp0731.pdf
%X "In the last four decades, women have made major inroads into occupations previously dominated by men. This paper examines whether occupational feminization is accompanied by a decline in wages: Do workers suffer a wage penalty if they remain in, or move into, feminizing occupations? We analyze this question over the 1990s and 2000s in Britain, Germany and Switzerland, using longitudinal panel data to estimate individual fixed effects for men and women. Moving from an entirely male to an entirely female occupation entails a loss in individual earnings of twelve percent in Britain, six percent in Switzerland and three percent in Germany. The impact of occupational feminization on wages is not linear, but sets apart occupations holding less than 50 percent of women from those with more than 60 percent of women. Only moving into the latter incurs a wage penalty. Contrary to the prevailing idea in economics, differences in productivity - human capital, job-specific skill requirements and time investment - do not fully explain the wage gap between male and female occupations. Moreover, the wage penalty associated with working in a female occupation is much larger where employer discretion is greater -the private sector - than where wage setting is guided by formal rules - the public sector. These findings suggests that wage disparities across male and female occupations are due to gender devaluation." (Author's abstract, IAB-Doku) ((en))
%K Berufsstruktur
%K Geschlechterverteilung
%K Männerberufe
%K Frauenberufe
%K Einkommenseffekte
%K Lohnhöhe
%K Lohnentwicklung - internationaler Vergleich
%K Berufsstrukturwandel
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Lohndiskriminierung
%K geschlechtsspezifischer Arbeitsmarkt
%K Großbritannien
%K Bundesrepublik Deutschland
%K Schweiz
%K J16
%K J21J23J24J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2015-03-20
%M k150226r19
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%F 96-23.0267
%A Blau, Francine D.
%A Ferber, Marianne A.
%A Winkler, Anne E.
%T The economics of women, men, and work
%D 2014
%P 453 S.
%7 7th ed.
%C Boston
%I Pearson
%G en
%# A 1900; E 2008
%B Pearson series in economics
%@ ISBN 978-0-13-299281-7
%U http://www.gbv.de/dms/bowker/toc/9780132992817.pdf
%X The seventh edition reflects the numerous changes in the labor market and in the family that have occurred in recent years. All data and tables have been updated and discussions and references take into account the most recent research on each subject covered.
%K Geschlechterverhältnis
%K Arbeitsteilung
%K geschlechtsspezifische Faktoren
%K Geschlechterrolle
%K geschlechtsspezifischer Arbeitsmarkt
%K soziales Verhalten
%K Familie
%K Hausarbeit
%K Erwerbsarbeit
%K Erwerbsbeteiligung
%K Frauen
%K Mütter
%K Segregation
%K Männerberufe
%K Frauenberufe
%K Lohnhöhe
%K Lohnunterschied
%K Humankapitalansatz
%K Bildungsinvestitionen
%K Entscheidungsfindung
%K Bildungsbeteiligung
%K Diskriminierung
%K berufliche Selbständigkeit
%K atypische Beschäftigung
%K Lohnentwicklung
%K Gewerkschaftszugehörigkeit
%K Familienstruktur
%K allein Erziehende
%K dual career couples
%K Eheschließung
%K Armutsbekämpfung
%K Steuerpolitik
%K Beruf und Familie
%K Familienpolitik
%K Erwerbsverhalten
%K gesellschaftliche Einstellungen
%K Frauenbild
%K Frauenerwerbstätigkeit
%K Rollenverhalten
%K Rollenverständnis
%K Rollenverteilung
%K private Haushalte
%K USA
%K Industrieländer
%K Entwicklungsländer
%Z Typ: 5. monographische Literatur
%Z fertig: 2015-03-24
%M k141210302
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 World Economic Forum (Hrsg.)
%A Hausmann, Ricardo
%A Tyson, Laura D.
%A Bekhouche, Yasmina
%A Zahidi, Saadia
%T The global gender gap report 2014
%D 2014
%P 385 S.
%C Genf
%G en
%# A 2006; E 2014
%@ ISBN 978-92-95044-38-8
%U http://www3.weforum.org/docs/GGGR14/GGGR_CompleteReport_2014.pdf
%X "Through the Global Gender Gap Report 2014, the World Economic Forum quantifies the magnitude of gender-based disparities and tracks their progress over time. While no single measure can capture the complete situation, the Global Gender Gap Index presented in this Report seeks to measure one important aspect of gender equality: the relative gaps between women and men across four key areas: health, education, economy and politics." (Author's abstract, IAB-Doku) ((en))
%K Gleichberechtigung - internationaler Vergleich
%K geschlechtsspezifische Faktoren
%K Männer
%K Frauen
%K Gleichberechtigung - Indikatoren
%K Arbeitsmarktchancen
%K Chancengleichheit
%K Bildungschancengleichheit
%K Jungen
%K Mädchen
%K institutionelle Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohnunterschied
%K Erwerbsbeteiligung
%K Führungskräfte
%K politische Partizipation
%K Gesundheitswesen
%K Ranking
%K Welt
%Z Typ: 5. monographische Literatur
%Z fertig: 2015-03-27
%M k150312r26
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Edited Book
%A International Labour Organization (Hrsg.)
%T Women in business and management : gaining momentum. Global report
%D 2015
%P 180 S.
%C Genf
%G en
%# A 2000; E 2013
%@ ISBN 978-92-2-128873-2
%U http://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_316450.pdf
%X "Women have made many gains in access to education, and it follows that they have increased access to employment. Today, a third of the world's enterprises are run by women, and their management skills are increasingly recognized as well. There is more and more evidence that achieving gender balanced and diverse management teams at all levels in the hierarchy produces positive business outcomes. Yet age-old gender stereotypes still overshadow women's contribution to businesses. Top of the list of stereotypes across all social and cultural contexts is their ability to balance work and family responsibilities.
Women business owners are mostly concentrated in small and micro businesses. Still less than 5 per cent of CEOs of the largest global corporations are women. The higher up the corporate ladder and the larger the organization, the fewer the women. The 'glass ceiling' is still intact. Women are succeeding as high-level administrators, human resources and public relations managers. But 'glass walls' prevent them taking up strategic management positions leading to the top. Companies are losing out on women's contribution to their bottom line. Women in Business and Management: Gaining Momentum brings together all available data including ILO statistics to provide a comprehensive, up-to-date and global picture on women in the business world and in management positions. It highlights not only the obstacles women still face but also the business case for gender diversity and offers recommendations on the way forward." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K Frauen in Einzelberufen
%K Führungskräfte - internationaler Vergleich
%K leitende Angestellte
%K Unternehmensführung
%K Management
%K geschlechtsspezifische Faktoren
%K Geschlechterverteilung
%K Großunternehmen
%K Mittelbetrieb
%K Kleinbetrieb
%K multinationale Unternehmen
%K Gender Mainstreaming
%K Frauenförderung
%K Frauenerwerbstätigkeit
%K Diversity Management
%K Einkommensunterschied
%K privater Sektor
%K staatlicher Sektor
%K Politiker
%K Gesetzgebung
%K Bildungsabschluss
%K Bildungsbeteiligung
%K Hochschulsystem
%K Frauenpolitik
%K Quotierung
%K Lohnunterschied
%K erwerbstätige Frauen
%K Welt
%K Industrieländer
%K Entwicklungsländer
%K Asien
%K Afrika
%K Amerika
%K Mitteleuropa
%K Osteuropa
%K Europäische Union
%K Westeuropa
%K Nahost
%Z Typ: 5. monographische Literatur
%Z fertig: 2015-03-25
%M k150113r01
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Edited Book
%A PriceWaterhouseCoopers LLP, London (Hrsg.)
%T International women's day : PwC women in work index
%D 2015
%P 20 S.
%C London
%G en
%# A 2000; E 2014
%U http://www.pwc.co.uk/assets/pdf/women-in-work-index-2015.pdf
%X "The third annual update of the PwC Women in Work (WIW) Index shows that the UK rose four places to 14th position in the OECD in 2013.
The improvement in the UK's performance is largely due to the strengthening economic recovery, which has driven improvements in female labour force participation and the reduction in female unemployment.
The Nordic countries continue to dominate the Women in Work Index. Norway remains in pole position (a position it has retained for all the years we have analysed: 2000, 2007, 2011, 2012 and 2013), followed by Denmark, Sweden, New Zealand and Finland (who have all retained their 2012 positions).
The United States and Hungary achieved notable improvements to their position on the Index, due to a narrowing of the wage gap, reduction in female unemployment and an increase in the proportion of women in full-time employment." (Author's abstract, IAB-Doku) ((en))
%K Frauenerwerbstätigkeit - internationaler Vergleich
%K Erwerbsquote
%K Lohnunterschied
%K erwerbstätige Frauen
%K geschlechtsspezifische Faktoren
%K Vollzeitarbeit
%K Arbeitslosenquote
%K Führungskräfte
%K Aufsichtsrat
%K OECD
%K Finnland
%K Norwegen
%K Schweden
%K Dänemark
%K Portugal
%K Kanada
%K Frankreich
%K Israel
%K Bundesrepublik Deutschland
%K Niederlande
%K Österreich
%K Neuseeland
%K Belgien
%K Schweiz
%K Spanien
%K Großbritannien
%K USA
%K Australien
%K Ungarn
%K Polen
%K Irland
%K Slowakei
%K Tschechische Republik
%K Griechenland
%K Japan
%K Südkorea
%K Italien
%Z Typ: 5. monographische Literatur
%Z fertig: 2015-03-25
%M k150311r14
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



21 von 358 Datensätzen ausgegeben.