Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 09/19

Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN
7. UNBEKANNTER TYP


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1. SSCI-JOURNALS
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%0 Journal Article
%J International journal of manpower
%V 40
%N 5
%F X 267
%A Gerst, Benedikt
%A Grund, Christian
%T Career interruptions and current earnings
%D 2019
%P S. 850-878
%G en
%# A 2013; E 2015
%@ ISSN 0143-7720
%R 10.1108/IJM-05-2018-0142
%U http://dx.doi.org/10.1108/IJM-05-2018-0142
%X "Career interruptions of employees imply important issues for both firms and individuals, including a possibly lower compensation after returning to a job. Different compensation components are explored, as bonus payments frequently complement fixed salaries for many employees, making various channels of lower compensation possible. This paper aims to discuss this issue.
This study is based on a yearly salary survey among a rather homogeneous group of professionals and middle managers from the German chemical sector, which contains detailed information on compensation components next to individual and job characteristics. The incidence and duration of past career interruptions act as the most important independent variables. Mincer-type wage regressions are complemented by estimations on wage increases.
The results show that career interruptions are more related to lower subsequent bonus payments than they are to fixed salaries. Furthermore, interruptions caused by unemployment are associated with higher interruption pay gaps than those resulting from other reasons such as parental leave. The results even hint for catch-up effects following parental leave with regard to higher wage increases compared to individuals without interruptions. Career interruptions are more prevalent for female managers offering an explanation for a considerable part of gender pay gaps. Wage losses after career interruptions are more pronounced for male employees than they are for females, though.
This study extents the literature by disentangling the relation of career interruptions and different compensation components, bonus payments next to fixed salaries in particular. The role of interruption type and gender are also taken into account so that the paper deepens the understanding of the role of past career interruptions for employees' remuneration." (Author's abstract, © Emerald Group) ((en))
%K Erwerbsunterbrechung - Auswirkungen
%K Einkommenseffekte
%K Berufsverlauf
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K Lohnzulage
%K mittlere Führungskräfte
%K chemische Industrie
%K Fixlohn
%K Leistungslohn
%K Arbeitslosigkeit
%K Elternzeit
%K Stigmatisierung
%K Bundesrepublik Deutschland
%K M52
%K J31
%K J33
%K J71
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-09-05
%M k190905v03
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Economica
%N online first
%F Z 020
%A Gicheva, Dora
%T Occupational social value and returns to long hours
%D 2019
%P 31 S.
%G en
%# A 2000; E 2016
%@ ISSN 0013-0427
%R 10.1111/ecca.12322
%U http://dx.doi.org/10.1111/ecca.12322
%X "This paper examines the phenomenon of uncompensated long hours in jobs with pro-social characteristics and presents evidence that long-hour wage premiums and occupational social value are substitutes in compensating salaried workers who supply hours exceeding the standard working week. I show that the social value of an occupation - in particular the degree to which jobs involve helping or providing service to others - is inversely related to long-hour pay. Allowing for heterogeneity in the degree to which workers value their job's helping orientation lets me explore how gender differences in employees' attitudes toward pro-social behaviour can explain some of the observed occupational sorting trends and gender differences in long-hour compensation. Women tend to be more strongly drawn to 'helping' occupations and at the same time receive lower long-hour premiums in these jobs relative to men. I offer a theoretical framework to rationalize the empirical trends." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
%K unbezahlte Überstunden
%K Berufsgruppe
%K Sozialberufe
%K soziale Anerkennung
%K soziale Werte
%K geschlechtsspezifische Faktoren
%K Frauen
%K Lohnunterschied
%K Berufswahl
%K Männer
%K Arbeitsmotivation
%K Gesundheitsberufe
%K Pflegeberufe
%K Frauenberufe
%K Männerberufe
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-09-25
%M k190911v09
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Work, employment and society
%N online first
%F Z 917
%A Maume, David J.
%A Heymann, Orlaith
%A Ruppanner, Leah
%T National board quotas and the gender pay gap among European managers
%D 2019
%P S. 1-18
%G en
%# A 2010; E 2010
%@ ISSN 0950-0170
%R 10.1177/0950017019864509
%U http://dx.doi.org/10.1177/0950017019864509
%X "As European countries have mandated quotas for women's representation on boards, and as women have increasingly entered the ranks of management, a persistent gender gap in managerial pay remains. Drawing a sample of managers in the 2010 European Social Survey, the gender gap in pay was decomposed, finding that employer devaluation of women accounted for the majority of the gender gap in pay. This was especially true in countries without mandated quotas, but in countries that had adopted quotas for female representation on boards, results were consistent with the proposition that quotas moderated the labour market for managers (i.e. the gender gap in managerial pay was smaller as was the portion of the gap attributable to discrimination). As board quotas have increasingly been adopted across Europe, more research is needed on their ameliorative effects on gender inequality in the wider labour market." (Author's abstract, IAB-Doku) ((en))
%K Quotierung - Auswirkungen
%K Führungskräfte
%K Vorstand
%K Geschlechterverteilung
%K Einkommensunterschied - internationaler Vergleich
%K geschlechtsspezifische Faktoren
%K Männer
%K Frauen
%K Lohndiskriminierung
%K Europa
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-09-20
%M k190909s04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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3. SONSTIGE ZEITSCHRIFTEN
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%0 Journal Article
%J Significance
%V 16
%N 4
%F Z 2248
%A Marriott, Nigel
%T Gender pay gaps: A median-sized problem
%D 2019
%P S. 38-41
%G en
%# A 2017; E 2017
%@ ISSN 1740-9705
%R 10.1111/j.1740-9713.2019.01302.x
%U http://dx.doi.org/10.1111/j.1740-9713.2019.01302.x
%X "In April 2019, the Royal Statistical Society published 10 recommendations to improve the quality of gender pay gap reporting. Nigel Marriott, who helped the RSS write the recommendations, explains the thinking behind the second and sixth recommendations, concerning the widely misunderstood statistical concept of the median." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Arbeitsmarktforschung
%K statistische Methode
%K Messfehler
%K Stichprobenfehler
%K Stichprobenverfahren
%K Arbeitsstatistik
%K Großbritannien
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2019-09-11
%M k190828s07
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Personalführung
%V 52
%N 9
%F Z 707
%A Spies, Rainer
%T Wenige Auskunftsersuchen - verpasste Chance der Unternehmen? : Bilanz des Entgelttransparenzgesetzes
%D 2019
%P S. 36-43
%G de
%@ ISSN 0723-3868
%X "Seit etwas mehr als zwei Jahren ist das Entgelttransparenzgesetz (EntgTranspG) in Kraft. Rainer Spies zieht eine Zwischenbilanz und zeigt, dass das Gesetz wenig sichtbare Spuren hinterlassen hat. So mancher Berater meint sogar, die Unternehmen verpassten die Chance, ihrerseits offener mit dem Thema umzugehen. Neuere Untersuchungen zeigen, dass gerade in den Betrieben, die vom Gesetz ausgenommen sind, die unerklärte Gehaltslücke zwischen Frauen und Männern besonders groß ist. Das gilt auch für Führungspositionen." (Autorenreferat, © Bertelsmann Verlag)
%K Lohnhöhe
%K Arbeitsrecht
%K Arbeitsmarkttransparenz
%K interner Arbeitsmarkt
%K Arbeitgeberpflichten
%K Lohndiskriminierung
%K erwerbstätige Frauen
%K Lohnunterschied
%K erwerbstätige Männer
%K geschlechtsspezifische Faktoren
%K Bundesrepublik Deutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2019-09-13
%M k190911v04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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4. ARBEITSPAPIERE/DISCUSSION PAPER
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%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Brenøe, Anne Ardila
%A Zölitz, Ulf
%T Exposure to more female peers widens the gender gap in STEM participation
%D 2019
%P 56 S.
%C Bonn
%G en
%# A 1980; E 2014
%B IZA discussion paper : 12582
%@ ISSN 2365-9793
%U http://doku.iab.de/externe/2019/k190912v07.pdf
%X "This paper investigates how high school gender composition affects students' participation in STEM at college. Using Danish administrative data, we exploit idiosyncratic within-school variation in gender composition. We find that having a larger proportion of female peers reduces women's probability of enrolling in and graduating from STEM programs. Men's STEM participation increases with more female peers present. In the long run, women exposed to more female peers are less likely to work in STEM occupations, earn less, and have more children. Our findings show that the school peer environment has lasting effects on occupational sorting, the gender wage gap, and fertility." (Author's abstract, IAB-Doku) ((en))
%K Schüler
%K Geschlechterverteilung - Auswirkungen
%K Berufswahl
%K weibliche Jugendliche
%K MINT-Berufe
%K Sekundarstufe II
%K peer group
%K geschlechtsspezifische Faktoren
%K männliche Jugendliche
%K Einkommenseffekte
%K Kinderzahl
%K Frauen
%K Lohnunterschied
%K Fruchtbarkeit
%K Dänemark
%K I21
%K J16
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-09-25
%M k190912v07
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 CESifo GmbH (Hrsg.)
%A Gomez-Herrera, Estrella
%A Müller-Langer, Frank
%T Is there a gender wage gap in online labor markets? Evidence from over 250,000 projects and 2.5 million wage bill proposals
%D 2019
%P 34 S.
%C München
%G en
%# A 2014; E 2016
%B CESifo working paper : 7779
%@ ISSN 2364-1428
%U http://doku.iab.de/externe/2019/k190815v22.pdf
%X "We explore whether there is a gender wage gap in one of the l argest EU online labor markets, PeoplePerHour. Our unique dataset consists of 257,111 digitally tradeable tasks of 55,824 hiring employers from 188 countries and 65,010 workers from 173 countries that made more than 2.5 million wage bill proposals in the c ompetition for contracts. Our data allows us to track the complete hiring process from the employers' design of proposed contracts to the competition among workers and the final agreement between employers and successful candidates. Using Heckman and OLS estimation methods we provide empirical evidence for a statistically significant 4% gender wage gap among workers, at the project level. We also find that female workers propose lower wage bills and are more likely to win the competition for contracts. Once we include workers' wage bill proposals in the regressions, the gender wage gap virtually disappears, i.e., it is statistically insignificant and very small in magnitude (0.3%). Our results also suggest that female workers' higher winning probabilities as sociated with lower wage bill proposals lead to higher expected revenues overall. We provide empirical evidence for heterogeneity of the gender wage gap in some of the job categories, all job difficulty levels and some of the worker countries. Finally, for some subsamples we find a statistica lly significant but very small ' reverse' gender wage gap." (Author's abstract, IAB-Doku) ((en))
%K Plattformökonomie
%K Wettbewerb
%K Lohnhöhe - Angebot
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Auftragsvergabe
%K Männer
%K Frauen
%K Informationswirtschaft
%K informationstechnische Berufe
%K Herkunftsland
%K qualifikationsspezifische Faktoren
%K Europäische Union
%K D400
%K J400
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-09-02
%M k190815v22
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Kiessling, Lukas
%A Pinger, Pia
%A Seegers, Philipp
%A Bergerhoff, Jan
%T Gender differences in wage expectations : Sorting, children, and negotiation styles
%D 2019
%P 50 S.
%C Bonn
%G en
%# A 2015; E 2015
%B IZA discussion paper : 12522
%@ ISSN 2365-9793
%U http://doku.iab.de/externe/2019/k190830r06.pdf
%X "This paper presents evidence from a large-scale study on gender differences in expected wages before labor market entry. Based on data for over 15,000 students, we document a significant and large gender gap in wage expectations that closely resembles actual wage differences, prevails across subgroups, and along the entire distribution. To understand the underlying causes and determinants, we relate expected wages to sorting into majors, industries, and occupations, child-rearing plans, perceived and actual ability, personality, perceived discrimination, and negotiation styles. Our findings indicate that sorting and negotiation styles affect the gender gap in wage expectations much more than prospective child-related labor force interruptions. Given the importance of wage expectations for labor market decisions, household bargaining, and wage setting, our results provide an explanation for persistent gender inequalities." (Author's abstract, IAB-Doku) ((en))
%K Einkommenserwartung
%K geschlechtsspezifische Faktoren
%K Männer
%K Frauen
%K Studenten
%K Familienplanung
%K Kinderwunsch
%K Berufswegplanung
%K Lebensplanung
%K Lohnfindung
%K Persönlichkeitsmerkmale
%K Hochschulabsolventen
%K Studienfach
%K Berufswahl
%K Lebenseinkommen
%K Lohnunterschied
%K Einkommenseffekte
%K Bundesrepublik Deutschland
%K D81
%K D84
%K I21
%K I23
%K J13
%K J30
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-09-13
%M k190830r06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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