Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 06/22

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
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%0 Journal Article
%J European Societies
%N online first
%F Z 1262
%A Adriaans, Jule
%A Targa, Matteo
%T Gender differences in fairness evaluations of own earnings in 28 European countries
%D 2022
%P S. 1-25
%G en
%# 2018-2019
%R 10.1080/14616696.2022.2083651
%U http://dx.doi.org/10.1080/14616696.2022.2083651
%U https://doi.org/10.1080/14616696.2022.2083651
%X "Women tend to evaluate their own pay more favorably than men. Contented women are speculated to not seek higher wages, thus the 'paradox of the contented female worker' may contribute to persistent gender pay differences. We extend the literature on gender differences in pay evaluations by investigating fairness evaluations of own earnings and underlying conceptions of fair earnings, providing a closer link to potential subsequent wage demands than previous literature. Using European Social Survey (2018/2019) data, we find no evidence that women evaluate their own earnings more favorably than men. In 15 out of the 28 analyzed countries, women actually report more intense levels of perceived unfairness. Studying fair markups on unfair earnings, i.e. the relative distance between the earnings received and earnings considered fair, we find that women report the same, if not lower, fair markups compared to men in most countries; thus indicating limited potential for perceived unfairness as a driving force to reduce the gender pay gap in Europe." (Author's abstract, IAB-Doku) ((en))
%K Lohnhöhe
%K Gerechtigkeit
%K Wahrnehmung
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K internationaler Vergleich
%K Auswirkungen
%K Lohnunterschied
%K Einkommenserwartung
%K Verteilungsgerechtigkeit
%K Europa
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-06-21
%M K220607SIL
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J BJIR
%N online first
%F Z 2149
%A Burn, Ian
%A Martell, Michael E.
%T Gender typicality and sexual minority labour market differentials
%D 2022
%P S. 1-31
%G en
%# 2001-2018
%R 10.1111/bjir.12671
%U http://dx.doi.org/10.1111/bjir.12671
%U https://doi.org/10.1111/bjir.12671
%X "Sexual minorities experience significant differences in labour market outcomes relative to comparable heterosexuals, with larger differences in earnings than in labour supply. A common explanation of these differences is that they may reflect unobserved differences in masculinity and femininity in the sexual minority population. We leverage data on personality and behaviours in the National Study of Adolescent to Adult Health (Add Health) to test whether controlling for differences in masculinity and femininity through quantitative measures of gender typicality eliminates labour market differentials. While we find evidence that gender typicality does affect labour market outcomes of men and women on average, we find no evidence of a differential effect for gays and lesbians. Controlling for gender typicality does not affect the sexual orientation labour market differentials. The evidence suggests that existing estimates of earnings differentials are not affected by omitted variable bias due to not controlling for gender typicality." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Homosexualität
%K berufliche Integration
%K Lohnunterschied
%K Männer
%K Frauen
%K Geschlechterrolle
%K Auswirkungen
%K Diskriminierung
%K Stereotyp
%K Einkommenseffekte
%K geschlechtsspezifische Faktoren
%K Rollenverhalten
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-06-08
%M K220523R7D
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J American sociological review
%V 87
%N 3
%F Z 104
%A de Vaan, Mathijs
%A Stuart, Toby
%T Gender in the Markets for Expertise
%D 2022
%P S. 443-477
%G en
%# 2010-2014
%R 10.1177/00031224221087374
%U http://dx.doi.org/10.1177/00031224221087374
%U https://doi.org/10.1177/00031224221087374
%X "Stratification in professional careers arises in part from interpersonal dynamics in client-expert dyads. To reduce perceived uncertainty in judgments of the quality of experts, clients may rely on ascriptive characteristics of experts and on pairwise, relational factors to assess the advice they receive. Two such characteristics, expert gender and client-expert gender concordance, may lead to differences in clients' trust in expert advice. To explore these issues, we investigate the incidence of patient-initiated second opinions (SOs) in medicine. In an examination of millions of medical claims in Massachusetts, we find that male patients are much more likely than female patients to obtain an SO if the first specialist they consult is female. Moreover, when the first specialist a patient consults is gender non-concordant and the patient seeks an SO, male patients are substantially more likely to switch to a same-gender specialist in the SO visit. Because patients who lack confidence in the advice of the first-seen specialist infrequently return to this specialist for medical services, female specialists generate lower billings. Analyses of medical spending in follow-up visits suggest that gendered patterns in questioning the advice of medical experts have the potential to contribute substantially to the gender pay gap in medicine." (Author's abstract, IAB-Doku) ((en))
%K Gesundheitswesen
%K Arzt
%K Vertrauen
%K Beratungsgespräch
%K Männer
%K Frauen
%K geschlechtsspezifische Faktoren
%K Interaktion
%K Einstellungen
%K Lohnunterschied
%K Auswirkungen
%K Auswahlverfahren
%K Entscheidungsfindung
%K Individuum
%K Präferenz
%K Diagnostik
%K USA
%K Massachusetts
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-06-10
%M K220531SBF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour economics
%V 75
%F Z 1120
%A Edin, Per-Anders
%A Selin, Håkan
%T Financial risk-taking and the gender wage gap
%D 2022
%P Art. 102144
%G en
%# 2000-2000
%R 10.1016/j.labeco.2022.102144
%U https://doi.org/10.1016/j.labeco.2022.102144
%U https://doi.org/10.1016/j.labeco.2022.102144
%U https://ideas.repec.org/p/hhs/ifauwp/2020_016.html
%X "Could differences in risk attitudes explain parts of the gender wage gap? We present estimates on the association between labor market outcomes and financial risk-taking using individual level administrative data on individual wealth portfolios and wage rates from year 2000, when high-quality wealth data were available in Sweden. The individual's share of risky to total financial assets is significantly and positively associated with the wage rate. However, it turns out that our risk measure explains only a small part of the observed gender difference in wages." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Risikobereitschaft
%K Auswirkungen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Frauen
%K Männer
%K ökonomisches Verhalten
%K Vermögensverteilung
%K Anlagevermögen
%K Bildungsinvestitionen
%K Schweden
%K D80
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-06-29
%M K220629SW3
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Social forces
%V 100
%N 4
%F Z 160
%A Mun, Eunmi
%A Kodama, Naomi
%T Meritocracy at Work?: Merit-Based Reward Systems and Gender Wage Inequality
%D 2022
%P S. 1561-1591
%G en
%# 1997-2009
%R 10.1093/sf/soab083
%U http://dx.doi.org/10.1093/sf/soab083
%U https://doi.org/10.1093/sf/soab083
%X "It is widely believed that meritocratic employment practices reduce gender inequality by limiting managers' reliance on nonmerit factors, such as biases. An emerging stream of research, however, questions the belief, arguing that meritocratic practices often fail to reduce inequality and may paradoxically increase it. Despite these opposing predictions, we still lack convincing empirical findings to adjudicate between them. Typically relying on data from a single organization or industry, most previous studies suffer from limited generalizability and cannot properly account for the large variation in the implementation of merit-based reward systems across organizations, let alone identify the origins of the variation. We attempt to overcome the limitations by constructing large-scale linked employer-employee data and by investigating the impact of merit-based systems on different components of compensation. Analyzing our panel data on 400 large Japanese companies and 400,000 employees of these companies over 12 years, we found evidence in support of the meritocracy paradox. The gender gap in bonus pay was greater, not smaller, in workplaces with a merit-based system compared to workplaces without it. But this paradoxical expansion of the gender gap was observed only in bonus pay but not in total compensation. We further found that a transition to merit-based systems has varying impacts on different employee groups; it widened the gender pay gap for young workers but reduced the gap for managers. Our research contributes to understanding gender inequality in times of shifting employment relations and the rise of meritocracy." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Leistungslohn
%K Auswirkungen
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohnzulage
%K Japan
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-06-30
%M K220614SNS
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Feminist economics
%V 28
%N 2
%F X 1259
%A Paul, Mark
%A Zaw, Khaing
%A Darity, William
%T Returns in the Labor Market: A Nuanced View of Penalties at the Intersection of Race and Gender in the US
%D 2022
%P S. 1-31
%G en
%# 1980-2017
%R 10.1080/13545701.2022.2042472
%U http://dx.doi.org/10.1080/13545701.2022.2042472
%U https://doi.org/10.1080/13545701.2022.2042472
%X "There have been decades of research on wage gaps for groups based on their socially salient identities, such as race and gender, but little empirical investigation on the effects of holding multiple identities. Using the Current Population Survey, this study provides new evidence on intersectionality and the wage gap in the US. This article makes two important contributions. First, there is no single 'gender' or 'race' wage penalty. Second, the evidence suggests that holding multiple identities cannot readily be disaggregated in an additive fashion. Instead, in a comparison of Black and White workers across gender, this study documents that the penalties associated with the combination of two or more socially marginalized identities interact in multiplicative or quantitatively nuanced ways. Further, the findings demonstrate that the presence of an additional intersectional penalty for Black women persists across time." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K Race
%K geschlechtsspezifische Faktoren
%K Lohndiskriminierung
%K Person of Color
%K Weiße
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Hispanos
%K USA
%K J16
%K Z13
%K J71
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-06-17
%M K220607SHB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Work, employment and society
%N online first
%F Z 917
%A Van Hek, Margriet
%A Lippe, Tanja van der
%T Why Female Employees Do Not Earn More under a Female Manager: A Mixed-Method Study
%D 2022
%P S. 1-18
%G en
%# 2015-2019
%R 10.1177/09500170221083971
%U https://doi.org/10.1177/09500170221083971
%U https://doi.org/10.1177/09500170221083971
%X "Previous studies found contradictory results on whether women benefit in terms of earnings from having a female manager. This mixed-method study draws on survey data from the Netherlands to determine whether female employees have higher wages if they work under a female manager and combines these with data from interviews with Dutch female managers to interpret and contextualize its findings. The survey data show that having a female manager does not affect the wages of female (or male) employees in the Netherlands. The interviews revealed different ways in which managers can improve outcomes for female employees and suggest several reasons as to why some female managers experience a lack of motivation to enhance female employees' earnings. This detailed focus on mechanisms that underlie female managers position to act as 'cogs in the machine' emphasizes the importance of incorporating context and looking at outcomes other than earnings in future research." (Author's abstract, IAB-Doku) ((en))
%K Führungskräfte
%K Frauen
%K Frauen in Einzelberufen
%K geschlechtsspezifische Faktoren
%K Geschlechterrolle
%K Beschäftigerverhalten
%K Personalpolitik
%K erwerbstätige Frauen
%K Lohnhöhe
%K Lohndiskriminierung
%K Lohnunterschied
%K Frauenförderung
%K Gender Mainstreaming
%K Solidarität
%K Niederlande
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-06-21
%M K220607SH0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Social science research
%V 106
%F X 269
%A Wuestenenk, Nick
%A Begall, Katia
%T The motherhood wage gap and trade-offs between family and work: A test of compensating wage differentials
%D 2022
%P Art. 102726
%G en
%# 2016-2020
%R 10.1016/j.ssresearch.2022.102726
%U https://doi.org/10.1016/j.ssresearch.2022.102726
%U https://doi.org/10.1016/j.ssresearch.2022.102726
%X "The theory of compensating wage differentials may explain part of the motherhood wage gap if mothers are more likely than childless women and men to make a trade-off between monetary and non-monetary rewards when looking for a job. Whereas previous studies focus primarily on jobs that employees currently hold, we present a more accurate test of this theory by studying the extent to which childless (wo)men, fathers and mothers trade off wages and family-friendly working conditions (flexibility, no overtime) in looking for a new job. Using a unique vignette experiment in four European countries (N = 7040), we find that the theory of compensating wage differentials is not supported. When presented with fictional job-openings that vary randomly on family-friendly working conditions and wages, mothers are not more likely than fathers or childless men and women to choose jobs with more family-friendly working conditions and lower pay. Instead, we find that mothers are more likely to apply for jobs with lower wages regardless of other job characteristics. These results suggest that the motherhood wage gap may not be explained by compensating wage differentials, but by mothers' higher likelihood of applying for jobs with lower wages." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Elternschaft
%K Mütter
%K Frauenerwerbstätigkeit
%K Beruf und Familie
%K Doppelrolle
%K Einkommenseffekte
%K berufliche Reintegration
%K Arbeitsplatzwahl
%K Entscheidungskriterium
%K ökonomische Faktoren
%K Arbeitszeitflexibilität
%K Familienpolitik
%K internationaler Vergleich
%K Europäische Union
%K Lohnunterschied
%K Ursache
%K Bundesrepublik Deutschland
%K Spanien
%K Finnland
%K Ungarn
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-06-30
%M K220614SN1
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J Labour
%N online first
%F Z 930
%A George, Erin E.
%A Milli, Jessica
%A Tripp, Sophie
%T Worse than a double whammy: The intersectional causes of wage inequality between women of colour and White men over time
%D 2022
%G en
%# 1980-2019
%R 10.1111/labr.12226
%U http://dx.doi.org/10.1111/labr.12226
%U https://doi.org/10.1111/labr.12226
%X "We evaluate the causes of the wage gap at the intersection of race, ethnicity and gender over time in the United States. We analyse the wage gaps for women of colour along three dimensions: relative to White women, relative to men of their respective race/ethnicity, and relative to White men. Using the American Community Survey, we replicate earlier findings based on the Current Population Survey data which show that, on average, Black women face an unexplained wage gap relative to White men that goes beyond the simple addition of the separate unexplained gender and racial wage gaps. This can be seen persistently between 1980 and 2019, and we find it is true across the entire wage distribution but especially notable at higher centiles. From 1990 through 2019, Black and Hispanic women saw stalled progress, while White women continued to make steady progress closing the wage gap relative to White men." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Person of Color
%K Weiße
%K Determinanten
%K Entwicklung
%K Race
%K Hispanos
%K Lohndiskriminierung
%K ökonomische Theorie
%K USA
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2022-06-21
%M K220608SJG
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J SN Social Sciences
%V 1
%N 11
%F Z 2399
%A Schieckoff, Bentley
%A Sprengholz, Maximilian
%T The labor market integration of immigrant women in Europe : context, theory and evidence
%D 2021
%P Art. 276
%C Konstanz
%G en
%# 1945-2020
%R 10.1007/s43545-021-00279-3
%U https://doi.org/10.1007/s43545-021-00279-3
%U https://doi.org/10.1007/s43545-021-00279-3
%U http://hdl.handle.net/10419/234437
%X "In this overview, we seek to provide a comprehensive resource for scholars of female immigrant labor market integration in Europe, to act both as a reference and a roadmap for future studies in this domain. We begin by presenting a contextual history of immigration to and within Europe since the Second World War, before outlining the major theoretical assumptions about immigrant women's labor market disadvantage. We then synthesize the empirical findings from quantitative studies published between 2000 and 2020 and analyze how they line up with the theoretical predictions. We supplement the review with descriptive analyses using data from 2019, which expose any discrepancies between the current situation in European countries and the situation during the time periods considered in the reviewed studies. Our review has three main take-aways. First, the theoretically relevant determinants of immigrant women's labor market integration are generally supported by empirical evidence, but the unexplained heterogeneity that remains in many cases between immigrant women and other groups on the labor market calls for more systematic and comprehensive investigations. Second, quantitative studies which take a holistic approach to studying the labor market disadvantages of immigrant women-and all the considerations related to their gender and nativity that this entails-are rare in this body of literature, and future studies should address this. Third, fruitful avenues for future contributions to this field include expanding on certain overlooked outcomes, like immigrant women's self-employment, as well as geographic regions that until now have received little attention, especially by employing the most recent data." (Author's abstract, IAB-Doku) ((en))
%K Einwanderer
%K berufliche Integration
%K ausländische Frauen
%K internationaler Vergleich
%K Migrationstheorie
%K Einwanderung
%K historische Entwicklung
%K Benachteiligung
%K geschlechtsspezifische Faktoren
%K Herkunftsland
%K Arbeitsplatzqualität
%K beruflicher Status
%K Erwerbsbeteiligung
%K Lohnunterschied
%K Europa
%K J00
%K J61
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-06-21
%M K220621SRD
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Österreichisches Institut für Wirtschaftsforschung (Hrsg.)
%A Böheim, Rene
%A Fink, Marian
%A Zulehner, Christine
%T Arbeitsangebot in der COVID-19-Krise und Lohnunterschiede zwischen Frauen und Männern in Österreich
%D 2022
%P 12 S.
%C Wien
%G de
%# 2005-2020
%B WIFO Research Briefs : 2022,05
%U https://ideas.repec.org/p/wfo/rbrief/y2022i5.html
%U https://ideas.repec.org/p/wfo/rbrief/y2022i5.html
%X "Schätzungen zeigen, dass der geschlechtsspezifische Lohnunterschied mit 12,1% des mittleren Frauenlohnes 2020 niedriger als in den Vorjahren war. Der bereinigte Lohnunterschied blieb mit 6,1% des mittleren Frauenlohnes im Vergleich zum Vorjahr stabil. Im privaten Sektor ist der bereinigte Lohnunterschied von 5,8% auf 6,6% des mittleren Frauenlohnes gestiegen. Ein maßgeblicher Faktor für die beobachteten Lohnunterschiede ist die geringere Berufserfahrung von Frauen. Ein weiterer Faktor sind in den Daten nicht beobachtbare Merkmale wie beispielsweise Unterschiede bei Lohnverhandlungen. Eine detaillierte Untersuchung zeigt negative Effekte der Krise auf das Arbeitsangebot von Frauen und Männern, jedoch keine zusätzlichen Effekte für Eltern." (Autorenreferat, IAB-Doku)
%X "Estimates of the gender wage gap show that it was lower in 2020 than in previous years, at 12.1 percent of women's mean wage. The adjusted gender wage gap remained stable compared to the previous year at 6.1 percent of women's mean wage. In the private sector, the adjusted wage gap increased from 5.8 to 6.6 percent of women's mean wage. An important factor for the observed wage gap is women's lower work experience. Another factor are unobservable characteristics in the data, such as differences in wage bargaining. A detailed analysis shows a significant impact of the COVID-19 crisis on the labour supply of women and men, but no additional negative impact on parents." (Author's abstract, IAB-Doku) ((en))
%K Pandemie
%K Auswirkungen
%K Arbeitskräfteangebot
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Entwicklung
%K Europäisches Haushaltspanel
%K Konjunkturabhängigkeit
%K Beschäftigungseffekte
%K individuelle Arbeitszeit
%K Kurzarbeit
%K Mütter
%K Väter
%K Österreich
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-06-03
%M K220517R34
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Forth, John
%A Theodoropoulos, Nikolaos
%T Earnings Discrimination in the Workplace
%D 2022
%P 20 S.
%C Bonn
%G en
%B IZA discussion paper : 15357
%U https://ideas.repec.org/p/iza/izadps/dp15357.html
%U https://ideas.repec.org/p/iza/izadps/dp15357.html
%X "This paper provides an overview of theory and empirical evidence on earnings discrimination within the workplace. Earnings discrimination occurs when employees producing work of equal value are differentially remunerated because of their social group. The paper reviews theories of why employers may discriminate in this way. The paper then goes on to review research evidence on earnings discrimination as one source of earnings inequality within the workplace. The ability of empirical studies to identify discrimination is discussed, and evidence on the mechanisms through which discrimination may affect earnings is reviewed, covering observational and experimental studies. The research evidence is most plentiful in respect of discrimination by gender. Accordingly, much of the discussion focuses on the role of discrimination in driving a wedge between the wages of men and women. However, the paper also reviews evidence on earnings discrimination by race or ethnic group. It concludes with a discussion of policy responses." (Author's abstract, IAB-Doku) ((en))
%K Lohndiskriminierung
%K Lohnunterschied
%K soziale Gruppe
%K geschlechtsspezifische Faktoren
%K Race
%K ethnische Gruppe
%K Antidiskriminierungsgesetz
%K Auswirkungen
%K USA
%K Westeuropa
%K J31
%K J71
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-06-30
%M K220615SOG
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Leibing, Andreas
%A Peter, Frauke
%A Waights, Sevrin
%A Spieß, C. Katharina
%T Gender Gaps in Early Wage Expectations
%D 2022
%P 42 S.
%C Bonn
%G en
%# 2014-2017
%B IZA discussion paper : 15281
%U https://ideas.repec.org/p/iza/izadps/dp15281.html
%U https://ideas.repec.org/p/iza/izadps/dp15281.html
%X "Using detailed data from a unique survey of high school graduates in Germany, we document a gender gap in expected full-time earnings of more than 15%. We apply a regression-compatible Oaxaca-Blinder decomposition and find that especially differences in coefficients help explain the gap. In particular, the effects of having time for family as career motive and being first-generation college student are associated with large penalties in female wage expectations exclusively. This is especially true for higher expected career paths. Resulting expected returns to education are associated with college enrollment of women and could thus entrench subsequent gaps in realized earnings." (Author's abstract, IAB-Doku) ((en))
%K Schulabgänger
%K Sekundarbereich
%K Einkommenserwartung
%K geschlechtsspezifische Faktoren
%K soziale Herkunft
%K Auswirkungen
%K Männer
%K Frauen
%K Präferenz
%K Beruf und Familie
%K Bildungsertrag
%K Lohnunterschied
%K Ausbildungswahl
%K Studium
%K Berufsausbildung
%K Studienberechtigte
%K Bundesrepublik Deutschland
%K Berlin
%K D84
%K J31
%K I26
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-06-03
%M K220518R4O
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%F Z 1991 02/2022
%1 Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg, IAB Sachsen in der Regionaldirektion Sachsen (Hrsg.)
%A Weyh, Antje
%A Hennig, Dustin
%A Fuchs, Michaela
%A Rossen, Anja
%T Geschlechtsspezifische Lohnunterschiede in Sachsen in Zeiten der Corona-Pandemie
%D 2022
%P 38 S.
%C Nürnberg
%B IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Sachsen : 02/2022
%R 10.48720/IAB.RES.2202
%U https://doku.iab.de/regional/S/2022/regional_s_0222.pdf
%U https://doi.org/10.48720/IAB.RES.2202
%X "Die Covid-19-Pandemie hat einen starken Einbruch der wirtschaftlichen Gesamtaktivität verursacht. Dieser hat sich auf dem Arbeitsmarkt in unterschiedlicher Weise auf Frauen und Männer ausgewirkt. In diesem Zusammenhang betrachtet dieser Beitrag auf Basis der Beschäftigtenhistorik des Instituts für Arbeitsmarkt- und Berufsforschung den Gender Pay Gap und seine Bestimmungsfaktoren in den Jahren 2019 und 2020. In Sachsen lag der unbereinigte Gender Pay Gap in 2020 mit 7,6 Prozent deutlich unterhalb des gesamtdeutschen Wertes von 19,3 Prozent. Gegenüber 2019 ging er sowohl in Sachsen als auch in Deutschland weiter zurück, obgleich bei der Betrachtung nach einzelnen Personengruppen vereinzelt Unterschiede zu beobachten sind. Um ein detaillierteres Bild über die Einflussgrößen des Gender Pay Gap zu erhalten, werden eine Vielzahl unterschiedlicher Faktoren im Rahmen einer Oaxaca-Blinder-Zerlegung betrachtet. Diese offenbart, dass die berufliche Orientierung von Frauen und Männern sowie geschlechtsspezifische Unterschiede in der Qualifikation weiterhin einen entscheidenden Einfluss auf die Höhe der Lohnlücke haben." (Autorenreferat, IAB-Doku)
%K IAB-Open-Access-Publikation
%K Pandemie
%K Führungskräfte
%K altersspezifische Faktoren
%K Berufsgruppe
%K qualifikationsspezifische Faktoren
%K regionaler Vergleich
%K erwerbstätige Männer
%K erwerbstätige Frauen
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K Landkreis
%K Bundesrepublik Deutschland
%K Sachsen
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-06-07
%M K220602SFF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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