Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 08/18

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 American sociological review
%V 55
%N 2
%F Z 104
%A Baron, James N.
%A Newman, Andrew E.
%T For what it's worth : organizations, occupations, and the value of work done by women and nonwhites
%D 1990
%P S. 155-175
%G en
%# A 1985; E 1985
%@ ISSN 0003-1224
%R 10.2307/2095624
%U http://dx.doi.org/10.2307/2095624
%X "Economic penalties against jobs employing disproportionate numbers of women or nonwhites vary across organizational context and occupational type. Analyses of prescribed pay rates for jobs in the California state civil service in 1985 suggest that work done disproportionately by women and nonwhites is devalued most in positions that are older, not represented by activist unions, have ambiguous performance criteria, or are most generic across organizational settings. We conclude that the extent of ascription depends on propensities toward devaluation in a given setting, prospects for collective action by disadvantaged groups, and the organizational costs and benefits (economic and otherwise) of recalibrating job worth to achieve pay equity." (Author's abstract, IAB-Doku) ((en))
%K Frauenberufe
%K Farbige
%K Arbeitswerttheorie
%K soziale Anerkennung
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Berufsgruppe
%K institutionelle Faktoren
%K Lohndiskriminierung
%K Benachteiligte
%K Interessenvertretung
%K Arbeitsbewertung
%K Weiße
%K erwerbstätige Frauen
%K öffentlicher Dienst
%K Gewerkschaft
%K USA
%K Kalifornien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2018-08-27
%M k180731v01
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J European Sociological Review
%V 34
%N 3
%F Z 863
%A Bozoyan, Christiane
%A Wolbring, Tobias
%T The Weight Wage Penalty : A Mechanism Approach to Discrimination
%D 2018
%P S. 254-267
%G en
%# A 2002; E 2008
%@ ISSN 0266-7215
%R 10.1093/esr/jcy009
%U http://dx.doi.org/10.1093/esr/jcy009
%X "The wage weight penalty is a well-established finding in the literature, but not much is known about the mechanisms that bring this phenomenon about. This article aims to provide answers to the question of why overweight and obese people earn less. Using the data of the German Socio-Economic Panel, we conduct three theory-driven litmus tests for mechanisms that explain the weight wage gap: human capital differences, discrimination due to asymmetric information, or taste-based discrimination. Due to conflicting predictions from the three theories, interaction effects between weight and structural conditions serve as the key identification strategy. Results show that for men, productivity-related variables (e.g. education, work experience, occupation, and physical health) almost completely explain the weight-specific variance in wages. In contrast, for women, neither performance nor a lack of information can solve the puzzle of weight-based differences in wages. We therefore conclude that -- at least in Germany -- overweight and obese women suffer from taste-based discrimination, whereas overweight and obese men earn less due to human capital differences." (Author's abstract, IAB-Doku) ((en))
%K Lohndiskriminierung
%K physiologische Faktoren
%K Diskriminierung
%K Arbeitsmarktchancen
%K Humankapital
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K geschlechtsspezifische Faktoren
%K medizinische Faktoren
%K gesellschaftliche Einstellungen
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2018-08-27
%M k180730801
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J International journal of manpower
%V 39
%N 4
%F X 267
%A Drydakis, Nick
%A Sidiropoulou, Katerina
%A Bozani, Vasiliki
%A Selmanovic, Sandra
%A Patnaik, Swetketu
%T Masculine vs feminine personality traits and women's employment outcomes in Britain : a field experiment
%D 2018
%P S. 621-630
%G en
%# A 2017; E 2017
%@ ISSN 0143-7720
%R 10.1108/IJM-09-2017-0255
%U http://dx.doi.org/10.1108/IJM-09-2017-0255
%X "Purpose: The purpose of this paper is to examine whether masculine personality traits in women generate better job market prospects, as compared to feminine personality traits.
Design/methodology/approach: The authors utilized a field experiment (correspondent test) to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, the authors minimized the potential for reverse causality bias and unobserved heterogeneities to occur.
Findings: Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations than for female-dominated positions.
Practical implications: Within the labor market, masculine personality traits may increase competency levels and leadership capability.
Social implications: As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, while also receiving lower earnings, as compared to men.
Originality/value: Masculine and feminine personality traits may be a probable outcome of wage-related differentials. The experimental study isolates spurious relationships and offers clear evaluations of the effect of masculine and feminine personality traits on occupational access and wage distribution. To the best of the authors knowledge, this is the first-field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales." (Author's abstract, © Emerald Group) ((en))
%K Persönlichkeitsmerkmale
%K Stellenangebot
%K Stellenanzeige
%K Stellenbeschreibung
%K Anforderungsprofil
%K Männer
%K Frauen
%K geschlechtsspezifische Faktoren
%K Geschlechterrolle
%K Männerberufe
%K Frauenberufe
%K Lohnunterschied
%K Stereotyp
%K abweichendes Verhalten
%K Arbeitsmarktchancen
%K Großbritannien
%K J16
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2018-08-22
%M k180822v02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J International journal of manpower
%V 39
%N 5
%F X 267
%A Ropero, Miguel Angel
%T Women's access to supervisory jobs and gender inequality
%D 2018
%P S. 687-709
%G en
%# A 2010; E 2010
%@ ISSN 0143-7720
%R 10.1108/IJM-10-2016-0196
%U http://dx.doi.org/10.1108/IJM-10-2016-0196
%X "Purpose: The purpose of this paper is to analyze the effects on the gender wage gap of women's access to supervisory jobs within each establishment in the Spanish labor market. Previous empirical studies have found that promoting women to supervisory positions has decreased the wage difference between genders among workers beneath them. However, these studies did not take into account the endogeneity problem associated with job choice.
Design/methodology/approach: The author uses a switching model to control for this endogeneity problem under certain assumptions.
Findings: Using matched employer - employee data from a sample of 213,709 workers in the Spanish labor market, the author found that an increase in the proportion of women among supervisors within each establishment significantly widens the wage difference between genders. This study shows that the impact of an increase in women's power within establishments may well be more limited than other empirical studies suggest.
Originality/value: The author will use the estimated correlations between unobservables to find out whether the most valued skills for being a supervisor and the skills that make a worker more productive in the workplace are substitutes or complements. Additionally, the author breaks down the effects of the gender composition of supervisory jobs on the wage gap into a direct and an indirect effect. The direct effect measures the impact of women's representation among supervisors on the wage difference between men and women within the same job, whereas the indirect effect measures the impact of more women reaching supervisory posts on the wage gap induced by its impact on each type of gender segregation." (Author's abstract, © Emerald Group) ((en))
%K Frauen
%K Führungskräfte
%K beruflicher Aufstieg - Auswirkungen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Vorgesetzte
%K Spanien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2018-08-29
%M k180814v06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Social science research
%V 75
%N September
%F X 269
%A Tyrowicz, Joanna
%A van der Velde, Lucas
%A Goraus, Karolina
%T How (not) to make women work?
%D 2018
%P S. 154-167
%G en
%# A 1990; E 2014
%@ ISSN 0049-089X
%R 10.1016/j.ssresearch.2018.06.009
%U http://dx.doi.org/10.1016/j.ssresearch.2018.06.009
%X "Women in developed economies have experienced an unparalleled increase in employment rates, to the point that the gap with respect to men was cut in half. This positive trend has often been attributed to changes in the opportunity costs of working (e.g. access to caring facilities) and the opportunity costs of not-working (notably, relative growth in wages in positions more frequently occupied by women, improved educational attainment). Meanwhile, the gender employment gaps were stagnant in transition economies. Admittedly, employment equality among genders was initially much higher in transition countries. We exploit this unique evidence from transition and advanced countries, to analyze the relationship between the institutional environment and the (adjusted) gender employment gaps. We estimate comparable gender employment gaps on nearly 1500 micro databases from over 40 countries. Changes in both types of the opportunity costs exhibited strong correlation with gender employment equality where the gap was larger, i.e. advanced economies. We provide some evidence that these results are not explained away by transition-related phenomena. We argue that the ob-served divergence in time trends reflects a level effect: the lower the gender employment gap, the lower the strength of the relationship between gender employment equality and the opportunity costs of working. An implication from our study is that the existing instruments might be insufficient to further reduce the gender employment gap." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K Erwerbsbeteiligung - internationaler Vergleich
%K erwerbstätige Frauen
%K Erwerbsquote
%K Geschlechterforschung
%K Geschlechterverteilung
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K Erwerbstätigkeit
%K Kosten
%K sozialer Wandel
%K Gesellschaftsentwicklung
%K Welt
%K Industrieländer
%K Schwellenländer
%K J2
%K J7
%K P7
%Z Typ: 1. SSCI-Journals
%Z fertig: 2018-08-07
%M k180807v04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J IZA journal of development and migration
%V 8
%F Z 2178
%A Blunch, Niels-Hugo
%T Just like a woman? New comparative evidence on the gender income gap across Eastern Europe and Central Asia
%D 2018
%P Art. 11, 41 S.
%G en
%# A 2009; E 2009
%@ ISSN 2520-1786
%R 10.1186/s40176-017-0119-x
%U http://dx.doi.org/10.1186/s40176-017-0119-x
%X "I examine the incidence and determinants of the gender income gap in Kazakhstan, Macedonia, Moldova, Serbia, Tajikistan, and Ukraine using recent household data based on an identical survey instrument across countries. Four main results are established, using a range of estimators, including OLS, interval regression, and quantile regression: (1) the presence of a substantively large gender income gap (favoring males) in all six countries; (2) some evidence of a gender-related glass ceiling in some of these countries; (3) some evidence that endowments diminish the income gaps, while the returns to characteristics increase the gaps; and (4) while observed individual characteristics explain a part of the gaps, a substantial part of the income gap is left unexplained. In sum, these results are consistent with the presence of income discrimination towards females but at the same time also point towards the importance of continued attention towards institutions and economic policy for decreasing the gender income gap in these former formally gender neutral economies - notably through attention towards the maternity and paternity leave system, as well as public provision of child care." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied - internationaler Vergleich
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohndiskriminierung
%K institutionelle Faktoren
%K Kinderbetreuung
%K Familienpolitik
%K Elternzeit
%K osteuropäischer Transformationsprozess
%K Kasachstan
%K Mazedonien
%K Moldawien
%K Serbien
%K Tadschikistan
%K Ukraine
%K J16
%K J31
%K J7
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2018-08-13
%M k180813v03
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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3. SONSTIGE ZEITSCHRIFTEN
*************************

%0 Journal Article
%J Wirtschaftsdienst
%V 98
%N 7
%F Z 213
%A Boll, Christian
%A Lagemann, Andreas
%T Gender pay gap im öffentlichen Dienst und in der Privatwirtschaft
%D 2018
%P S. 528-530
%G de
%# A 2010; E 2014
%@ ISSN 0043-6275
%R 10.1007/s10273-018-2326-3
%U http://dx.doi.org/10.1007/s10273-018-2326-3
%X "Im Vergleich zur Privatwirtschaft ist die Lohnlücke der Geschlechter im öffentlichen Dienst wesentlich geringer. Allerdings gibt es auch hier in den letzten Jahren kaum Fortschritte zur Schließung dieser Lücke. Weiterhin gelten die aus der Diskussion zum Gender Pay Gap in der Privatwirtschaft bekannten Ost-West-Unterschiede auch für den öffentlichen Dienst. Vor allem aber unterstreichen die Befunde einmal mehr die Notwendigkeit, die Zugangschancen der Geschlechter zu leitenden Positionen im öffentlichen Dienst zu überprüfen. Eine zentrale Rolle spielt hierbei das Beurteilungswesen. So werden strukturelle Schwächen des öffentlichen Dienstrechts immer wieder mit dem Argument beklagt, dass sie Frauen systematisch benachteiligen, vor allem bei dienstlichen Beurteilungen." (Textauszug, © Springer-Verlag)
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K öffentlicher Dienst
%K Privatwirtschaft
%K Lohnentwicklung
%K Personalbeurteilung
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Bundesrepublik Deutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2018-08-27
%M k180731v06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J IAB-Forum
%N 29 08 2018
%F Z 2182
%1 Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg (Hrsg.)
%A Reichelt, Malte
%T Women still hit the glass ceiling despite operational promotion of equal opportunities
%D 2018
%P o. Sz.
%G de
%U https://www.iab-forum.de/women-still-hit-the-glass-ceiling-despite-operational-promotion-of-equal-opportunities
%X 
%X "There is a large wage gap between women and men. The search for explanations and solutions must start exactly where wages are decided: in the enterprises. In Germany, operational measures to promote equal opportunities of women and men and formalised Human Resources processes shall help reduce this gap and ensure fair wages. Can this work?" (Autorenreferat, IAB-Doku)
%K geschlechtsspezifische Faktoren
%K Lohndiskriminierung
%K Frauen
%K Männer
%K Bundesrepublik Deutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2018-08-28
%M k180827306
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Bhalotra, Sonia R.
%A Fernández, Manuel
%T The distribution of the gender wage gap
%D 2018
%P 62 S.
%C Bonn
%G en
%# A 1989; E 2014
%B IZA discussion paper : 11640
%U http://doku.iab.de/externe/2018/k180709v19.pdf
%X "We analyse impacts of the rising labor force participation of women on the gender wage gap. We formulate and structurally estimate an equilibrium model of the labor market in which the elasticity of substitution between male and female labor is allowed to vary depending on the task content of occupations. We find that the elasticity of substitution is higher in high- paying occupations that are intensive in abstract and analytical tasks than in low-paying manual and routine occupations. Consistent with this we find a narrowing of the gender wage gap towards the upper end of the wage distribution and an increase in the gender wage gap at the low end. Demand side trends favoured women and this attenuated the supply-driven downward pressure on women's wages in low-paying occupations, and fully counteracted it in high-paying occupations. The paper contributes new evidence on the distribution of the gender wage gaps, and contributes to a wider literature on technological change, occupational sorting, wage inequality and polarization." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Erwerbsbeteiligung - Auswirkungen
%K Frauen
%K Männer
%K Substitutionselastizität
%K qualifikationsspezifische Faktoren
%K technischer Wandel - Auswirkungen
%K Lohnstruktur
%K Frauenberufe
%K Männerberufe
%K Tätigkeitsmerkmale
%K Mexiko
%K J16
%K J21
%K J24
%K J31
%K O33
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2018-08-07
%M k180709v19
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 National Bureau of Economic Research, Cambridge (Hrsg.)
%A Lazear, Edward P.
%A McCue, Kristin
%T What causes labor turnover to vary?
%D 2018
%P 43 S.
%C Cambrige, Mass.
%G en
%# A 1998; E 2015
%B NBER working paper : 24873
%R 10.3386/w24873
%U http://dx.doi.org/10.3386/w24873
%X "Most turnover reflects churn, where hires replace departures. Churn varies substantially by employer, industry and worker characteristics. In the LEHD (QWI) data, permanent employer differences account for 36% of the variation in churn. For example, leisure and hospitality turnover is more than double that of manufacturing. The cost of churn is proxied by the mean wage and the benefit by the variance in wages. QWI and JOLTS data confirm predictions. High mean wage occupations and industries experience less churn and high wage-variance ones experience more churn. Additionally, less educated, younger and male workers have higher separation and churn rates." (Author's abstract, IAB-Doku) ((en))
%K labour turnover - Determinanten
%K Lohnhöhe
%K Wirtschaftszweige
%K Lohnunterschied
%K altersspezifische Faktoren
%K geschlechtsspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K Arbeitgeberkündigung
%K Arbeitnehmerkündigung
%K Arbeitskräftemobilität
%K zwischenbetriebliche Mobilität
%K USA
%K E24
%K J0
%K J6
%K J63
%K M50
%K M51
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2018-08-27
%M k180803v06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Tyrowicz, Joanna
%A van der Velde, Lucas
%A Goraus, Karolina
%T How (not) to make women work?
%D 2018
%P 50 S.
%C Bonn
%G en
%# A 1990; E 2014
%B IZA discussion paper : 11639
%U http://doku.iab.de/externe/2018/k180709v18.pdf
%X "Women in developed economies have experienced an unparalleled increase in employment rates, to the point that the gap with respect to men was cut in half. This positive trend has often been attributed to changes in the opportunity costs of working (e.g. access to caring facilities) and the opportunity costs of not-working (notably, relative growth in wages in positions more frequently occupied by women, improved educational attainment). Meanwhile, the gender employment gaps were stagnant in transition economies. Admittedly, employment equality among genders was initially much higher in transition countries. We exploit this unique evidence from transition and advanced countries, to analyze the relationship between the institutional environment and the (adjusted) gender employment gaps. We estimate comparable gender employment gaps on nearly 1500 micro databases from over 40 countries. Changes in both types of the opportunity costs exhibited strong correlation with gender employment equality where the gap was larger, i.e. advanced economies. We provide some evidence that these results are not explained away by transition-related phenomena. We argue that the ob-served divergence in time trends reflects a level effect: the lower the gender employment gap, the lower the strength of the relationship between gender employment equality and the opportunity costs of working. An implication from our study is that the existing instruments might be insufficient to further reduce the gender employment gap." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K Erwerbsbeteiligung - internationaler Vergleich
%K erwerbstätige Frauen
%K Erwerbsquote
%K Geschlechterforschung
%K Geschlechterverteilung
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K Erwerbstätigkeit
%K Kosten
%K sozialer Wandel
%K Gesellschaftsentwicklung
%K Welt
%K Industrieländer
%K Schwellenländer
%K J2
%K J7
%K P7
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2018-08-07
%M k180709v18
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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