Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 08/21

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 Economics of education review
%V 82
%F Z 727
%A Grissom, Jason A.
%A Timmer, Jennifer D.
%A Nelson, Jennifer L.
%A Blissett, Richard S. L.
%T Unequal pay for equal work? Unpacking the gender gap in principal compensation
%D 2021
%P Art. 102114
%G en
%# 1990-2016
%R 10.1016/j.econedurev.2021.102114
%U http://dx.doi.org/10.1016/j.econedurev.2021.102114
%U https://doi.org/10.1016/j.econedurev.2021.102114
%X "We investigate the male-female gap in principal compensation in state and national data: detailed longitudinal personnel records from Missouri and repeated cross-sections from the nationally representative Schools and Staffing Survey (SASS). In both data sets, we estimate substantively important compensation gaps for school leaders. In Missouri, female principals make approximately $1,450 less annually than their male colleagues with similar characteristics, including experience level and degree attainment, leading the same school in different years. Gaps are present in both base salary and extra duty salary, and are only partially explained by career paths or workplace sorting. SASS analyses show that women make about $1,000 less than men nationally, on average, a gap that even grows larger once accounting for individual and workplace characteristics, teacher-supplied effectiveness ratings, and reported hours worked. The presence of these residual gaps after accounting for many supply-side explanations may signal gender discrimination in school principal compensation." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
%K Schulleitung
%K Führungskräfte
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lehrer
%K Ursache
%K Lohndiskriminierung
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-08-06
%M K210726K0X
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J European Economic Review
%V 138
%F Z 252
%A Kessel, Dany
%A Mollerstrom, Johanna
%A van Veldhuizen, Roel
%T Can simple advice eliminate the gender gap in willingness to compete?
%D 2021
%P Art. 103777
%G en
%# 2011-2014
%R 10.1016/j.euroecorev.2021.103777
%U http://dx.doi.org/10.1016/j.euroecorev.2021.103777
%U https://doi.org/10.1016/j.euroecorev.2021.103777
%X "As a recent literature has demonstrated, men and women differ in their willingness to sort into competitive environments. In particular, men are more willing than women to compete. We investigate whether it is possible to reduce the gender gap in willingness to compete through an information intervention that informs participants of the gap and advises them about the potential earnings implications. We find that this simple information intervention reduced the gender gap, both in a laboratory study at a German university and in a field study with Swedish high school students. Whereas some participants (primarily high-performing women) benefited from the intervention, others lost out. We discuss the implications for efficiency and policy." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
%K Wettbewerbsfähigkeit
%K geschlechtsspezifische Faktoren
%K Männer
%K Frauen
%K Informationsangebot
%K Auswirkungen
%K Persönlichkeitsmerkmale
%K Lohnunterschied
%K Risikobereitschaft
%K Bundesrepublik Deutschland
%K Schweden
%K J16
%K D91
%K C91
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-08-24
%M K210728K2L
%~ 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 Giménez-Nadal, José Ignacio
%A Molina, José Alberto
%A Sevilla, Almudena
%T Temporal Flexibility, Breaks at Work, and the Motherhood Wage Gap
%D 2021
%P 27 S.
%C Bonn
%G en
%# 2003-2019
%B IZA discussion paper : 14578
%U https://ideas.repec.org/p/iza/izadps/dp14578.html
%U https://ideas.repec.org/p/iza/izadps/dp14578.html
%X "We analyze the relationship between temporal flexibility at work (i.e., the ability to vary or change the time of beginning or ending work) and the motherhood wage gap of working parents, in the US. To that end, we first characterize temporal flexibility at work using the 2017-2018 Leave and Job Flexibilities (LJF) Module of the American Time Use Survey, which contains self-reported information on temporal flexibility at work. We find cross-occupation differences in the ability to vary or change work-times, with more than 70% of full-time workers having flexibility, in occupations such as computer and mathematical science, management, architecture, and engineering. Less than 40% of full-time workers in construction and extraction, education, training and library, or production have temporal flexibility at work. We examine the temporal flexibility of the gender gap among full-time working parents, using the American Time Use Survey for the years 2003-2019. Our analysis reveals that temporal flexibility has a U-shaped relationship with the wage rates of both fathers and mothers, and that temporal flexibility has a concave relationship with the motherhood wage gap, with a maximum being reached at the level of 55% of temporal flexibility. Our analysis of the structure of work hours reveals that temporal flexibility is reflected in how work hours are structured throughout the working day, and also serves as evidence that our measure of temporal flexibility captures the technologies of production, rather than the characteristics or motivations of a given company policy. This paper posits temporal flexibility as a factor affecting the motherhood wage gap." (Author's abstract, IAB-Doku) ((en))
%K Mütter
%K Arbeitszeitflexibilität
%K Auswirkungen
%K Lohnunterschied
%K erwerbstätige Frauen
%K Vollzeitarbeit
%K geschlechtsspezifische Faktoren
%K erwerbstätige Männer
%K USA
%K J31
%K D63
%K J16
%K J24
%K J22
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-08-27
%M K210802K3S
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Hirsch, Boris
%A Lentge, Philipp
%T Non-Base Compensation and the Gender Pay Gap
%D 2021
%P 27 S.
%C Bonn
%G en
%# 2014-2014
%B IZA discussion paper : 14551
%U https://ideas.repec.org/p/iza/izadps/dp14551.html
%U https://ideas.repec.org/p/iza/izadps/dp14551.html
%X "This paper investigates whether non-base compensation contributes to the gender pay gap. In wage decompositions, we find that lower bonus payments to women explain about 10% of the gap at the mean and at different quantiles of the unconditional wage distribution whereas the lower prevalence of shift premia and overtime pay among women is unimportant. Among managers, the contribution of bonuses to the mean gap more than doubles and is steadily rising as one moves up the wage distribution. Our findings suggest that gender differences in bonuses are an important contributor to the gender pay gap, particularly in top jobs." (Author's abstract, IAB-Doku) ((en))
%K Lohn
%K Lohnstruktur
%K Lohndifferenzierung
%K Lohndiskriminierung
%K Lohnunterschied
%K Lohnhöhe
%K Lohnsumme
%K Prämienlohn
%K Lohnzulage
%K geschlechtsspezifische Faktoren
%K Lohnausgleich
%K erwerbstätige Frauen
%K Bundesrepublik Deutschland
%K J71
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-08-24
%M K210727K1W
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%F 3217.0182 (14. Aufl.)
%A Ehrenberg, Ronald G.
%A Smith, Robert S.
%A Hallock, Kevin F.
%T Modern labor economics : theory and public policy
%D 2021
%P 782 S.
%C Boca Raton
%I Routledge
%G en
%@ ISBN 978-0-367-34697-3
%X "Modern Labor Economics: Theory and Public Policy, now in its fourteenth edition, continues to be the leading text for one-semester courses in labor economics at the undergraduate and graduate levels. It offers a thorough overview of the modern theory of labor market behavior and reveals how this theory is used to analyze public policy. Designed for students who may not have extensive backgrounds in economics, the text balances theoretical coverage with examples of practical applications that allow students to see concepts in action." (Author's abstract, IAB-Doku) ((en)) 
Contents: 1. Introduction 2. Overview of the Labor Market 3. The Demand for Labor 4. Labor Demand Elasticities 5. Frictions in the Labor Market 6. Supply of Labor to the Economy: The Decision to Work 7. Labor Supply: Household Production, the Family, and the Life Cycle 8. Compensating Wage Differentials and Labor Markets 9. Investments in Human Capital: Education and Training 10. Worker Mobility: Migration, Immigration, and Turnover 11. Pay and Productivity: Wage Determination Within the Firm 12. Gender, Race, and Ethnicity in the Labor Market 13. Unions and the Labor Market 14. Unemployment 15. Inequality in Earnings 16. The Labor Market Effects of International Trade and Production Sharing
%K Arbeitsökonomie
%K Arbeitsmarkttheorie
%K Arbeitskräftenachfrage
%K Arbeitskräfteangebot
%K Lohndifferenzierung
%K Bildungsinvestitionen
%K Arbeitskräftemobilität
%K Lohnfindung
%K Lohnunterschied
%K Arbeitslosigkeit
%K Gewerkschaft
%K geschlechtsspezifische Faktoren
%K Außenhandel
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-08-27
%M K210827LH0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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