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Gender und Arbeitsmarkt

Die IAB-Infoplattform "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.

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  • Literaturhinweis

    The gender wage gap: extent, trends, and explanations (2017)

    Blau, Francine D.; Kahn, Lawrence M. ;

    Zitatform

    Blau, Francine D. & Lawrence M. Kahn (2017): The gender wage gap. Extent, trends, and explanations. In: Journal of Economic Literature, Jg. 55, H. 3, S. 789-865. DOI:10.1257/jel.20160995

    Abstract

    "Using Panel Study of Income Dynamics (PSID) microdata over the 1980-2010 period, we provide new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably during this time. By 2010, conventional human capital variables taken together explained little of the gender wage gap, while gender differences in occupation and industry continued to be important. Moreover, the gender pay gap declined much more slowly at the top of the wage distribution than at the middle or bottom and by 2010 was noticeably higher at the top. We then survey the literature to identify what has been learned about the explanations for the gap. We conclude that many of the traditional explanations continue to have salience. Although human-capital factors are now relatively unimportant in the aggregate, women's work force interruptions and shorter hours remain significant in high-skilled occupations, possibly due to compensating differentials. Gender differences in occupations and industries, as well as differences in gender roles and the gender division of labor remain important, and research based on experimental evidence strongly suggests that discrimination cannot be discounted. Psychological attributes or noncognitive skills comprise one of the newer explanations for gender differences in outcomes. Our effort to assess the quantitative evidence on the importance of these factors suggests that they account for a small to moderate portion of the gender pay gap, considerably smaller than, say, occupation and industry effects, though they appear to modestly contribute to these differences." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Racial discrimination in the U.S. labor market: employment and wage differentials by skill (2017)

    Borowczyk-Martins, Daniel ; Bradley, Jake ; Tarasonis, Linas;

    Zitatform

    Borowczyk-Martins, Daniel, Jake Bradley & Linas Tarasonis (2017): Racial discrimination in the U.S. labor market. Employment and wage differentials by skill. In: Labour economics, Jg. 49, H. December, S. 106-127. DOI:10.1016/j.labeco.2017.09.007

    Abstract

    "In the U.S. the average black worker has a lower employment rate and earns a lower wage compared to his white counterpart. Lang and Lehmann (2012) argue that black - white wage and employment gaps are smaller for high-skill workers. We show that a model combining employer taste-based discrimination, search frictions and skill complementarities can replicate these regularities, and estimate it using data from the U.S. manufacturing sector. We find that discrimination is quantitatively important to understand differences in wages and job finding rates across workers with low education levels, whereas skill differences are the main driver of those differences among workers with high education levels." (Author's abstract, © 2017 Elsevier) ((en))

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  • Literaturhinweis

    Racial differences in American women's labor market outcomes: a long-run view (2017)

    Collins, William J.; Moody, Michael Q.;

    Zitatform

    Collins, William J. & Michael Q. Moody (2017): Racial differences in American women's labor market outcomes. A long-run view. (NBER working paper 23397), Cambrige, Mass., 40 S. DOI:10.3386/w23397

    Abstract

    "This paper documents and explores black-white differences in U.S. women's labor force participation, occupations, and wages from 1940 to 2014. It draws on closely related research on selection into the labor force, discrimination, and pre-labor market characteristics, such as test scores, that are strongly associated with subsequent labor market outcomes. Both black and white women significantly increased their labor force participation in this period, with white women catching up to black women by 1990. Black-white differences in occupational and wage distributions were large circa 1940. They narrowed significantly as black women's relative outcomes improved. Following a period of rapid convergence, the racial wage gap for women widened after 1980 in census data. Differences in human capital are an empirically important underpinning of the black-white wage gap throughout the period studied." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Occupation and gender (2017)

    Cortés, Patricia; Pan, Jessica;

    Zitatform

    Cortés, Patricia & Jessica Pan (2017): Occupation and gender. (IZA discussion paper 10672), Bonn, 29 S.

    Abstract

    "Occupational differences by gender remain a common feature of labor markets. We begin by documenting recent trends in occupational segregation and its implications. We then review recent empirical research, focusing on new classes of explanations that emphasize the role of gender differences in psychological traits, preferences for non-pecuniary (family-friendly) job characteristics, personality traits, and skills. Using detailed data on occupational work content from O*NET linked to the American Community Survey (ACS), we examine how the various job attributes identified in the literature affect men and women's occupational choices and the gender wage gap. Finally, we consider the role of gender identity and social norms in shaping occupational choice and preferences for various job attributes. We conclude with policy implications and suggestions for future research." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The problem with blaming men for not working: A comparison of labor market outcomes for men and women (2017)

    Dew, Brian;

    Zitatform

    Dew, Brian (2017): The problem with blaming men for not working. A comparison of labor market outcomes for men and women. Washington, DC, 11 S.

    Abstract

    "Researchers, partially in response to the slow labor market recovery from the Great Recession and the 2016 presidential election in the United States, are interested in why men, and particularly men without a college education, aren't as likely to be working. Some explanations point to survey data on how leisure time is used to argue that men aren't working because they would rather do something else (such as play video games, or engage in other online leisure activities). Other research points to how increasing opioid usage is causing men to be unable to work. One problem with these explanations is that within specific age and education groups, changes to women's employment outcomes are often actually worse than men's. That is, the 'problem with men' is not specific to men.
    This short paper compares changes since 1990 to men's and women's employment rates (also called the employment-population ratio) for three age subgroups of men and women without a college education. Changes to the employed share of each group show up in the group's employment rate, therefore discussion focuses on explanations for similarities and differences in trends in men's and women's employment rates since 2000. According to the latest available microdata - the October 2017 Current Population Survey (CPS) - roughly 44 million Americans between the ages of 25 and 54 (sometimes referred to as 'prime-age') report a high school diploma or less as their highest level of educational attainment (35.2 percent of the age 25 to 54 population). Of this group, slightly more than half, or 54.2 percent, are men. The prime-age group is divided into ten-year age subgroups (25-34, 35-44, and 45-54) to reduce the effect of demographic trends on employment rate data." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Adult men and the post-industrial 'turn': breadwinning gender norms, masculine occupational tasks and midlife school trajectories (2017)

    Elman, Cheryl; Chesters, Jenny ;

    Zitatform

    Elman, Cheryl & Jenny Chesters (2017): Adult men and the post-industrial 'turn'. Breadwinning gender norms, masculine occupational tasks and midlife school trajectories. In: Research in Social Stratification and Mobility, Jg. 51, H. October, S. 1-13. DOI:10.1016/j.rssm.2017.06.004

    Abstract

    "Post-1970s restructuring exacerbated occupational skill and occupational sex-segregation divides by reducing jobs in male-dominated occupations requiring less than college. Economic precarity might have motivated men to extend postsecondary careers into adulthood due to economic interests. However, men's gender socialization as 'breadwinners' and familiarity with performance of stereotypically masculine occupational tasks might have discouraged postsecondary attainment in adulthood. Using National Survey of Families and Households data (1987-2003), event history and multinomial methods, we find that adult men's postsecondary entry and completion of baccalaureate and higher degrees was strongly motivated by economic factors, including market precarity. However, traditional gender role attitudes and exposure to masculine task performance, as countervailing forces, significantly constrained men's potential educational gains. We briefly address policies that might reduce adult men's barriers to attainment." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Gender sorting and the glass ceiling in high-tech firms (2017)

    Fernandez, Roberto M.; Campero, Santiago ;

    Zitatform

    Fernandez, Roberto M. & Santiago Campero (2017): Gender sorting and the glass ceiling in high-tech firms. In: ILR review, Jg. 70, H. 1, S. 73-104. DOI:10.1177/0019793916668875

    Abstract

    "With few exceptions, studies have conceived of the glass ceiling as reflecting internal promotion biases. In this article, the authors argue that glass ceiling patterns can also be the result of external recruitment and hiring processes. Using data on people applying by means of the Internet for jobs at 441 small- and medium-sized high-tech firms, they find evidence that the glass ceiling is produced by both internal and external hiring processes. On the supply side, females are sorted into lower-level job queues than males. On the demand side, screening biases against women also are evident, but a series of 'what if' simulations suggest that demand-side screening processes play a comparatively minor role in producing the glass ceiling pattern. These results suggest that bias remediation policies designed to equalize gender differences in hiring chances are likely to be less effective than recruitment and outreach policies designed to improve gender disparities in candidate pools." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Three worlds of marriage effects? Gendered marriage earning differences in the United States, Germany, and Sweden (2017)

    Geist, Claudia;

    Zitatform

    Geist, Claudia (2017): Three worlds of marriage effects? Gendered marriage earning differences in the United States, Germany, and Sweden. In: Zeitschrift für Familienforschung, Jg. 29, H. 3, S. 253-276. DOI:10.3224/zff.v29i3.01

    Abstract

    "Verheiratet zu sein wird mit vielen Vorteilen in Verbindung gebracht, aber wir wissen nicht genug über den tatsächlichen Effekt des Eheeintritts auf individuelles Einkommen, insbesondere für Frauen. In diesem Beitrag werden die unmittelbaren und kurzfristigen Effekte untersucht, die eine Verehelichung auf die Einkommen von Männern und Frauen in den USA, in Deutschland und in Schweden hat. Die Untersuchung des Einkommenseffekts der Ehe in drei unterschiedlichen sozial-politischen Settings ermöglicht Einsichten in die Kontextabhängigkeit des Zusammenhangs zwischen Heirat und Einkommen. Mit Fixed-Effects-Modellen wird aufgezeigt, dass der Übergang zur Ehe weder in den Vereinigten Staaten noch in Schweden mit dem Einkommen von Frauen zusammenhängt, während deutsche Frauen dadurch Einkommenseinbußen hinnehmen müssen. Kontrolliert man jedoch die Selektionseffekte bei der Aufnahme einer Beschäftigung, so kommt man zu dem Ergebnis, dass erwerbstätige Frauen in Deutschland mit niedriger Beschäftigungsneigung bei Ehe-Eintritt umgehend Einkommenszuwächse erfahren, dass aber Frauen, die stärker in den Arbeitsmarkt eingebunden sind, dann kurzfristig negativ sanktioniert werden. Für die Männer in den drei Ländern kommt es jedoch beim Übergang in die Ehe zu keinen Einkommenseffekten, wenn deren Beschäftigungswahrscheinlichkeit berücksichtigt wird." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    The Expanding Gender Earnings Gap: Evidence from the LEHD-2000 Census (2017)

    Goldin, Claudia; Kerr, Sari Pekkala; Barth, Erling ; Olivetti, Claudia;

    Zitatform

    Goldin, Claudia, Sari Pekkala Kerr, Claudia Olivetti & Erling Barth (2017): The Expanding Gender Earnings Gap: Evidence from the LEHD-2000 Census. In: AEA papers and proceedings, Jg. 107, H. 5, S. 110-114. DOI:10.1257/aer.p20171065

    Abstract

    "The gender earnings gap is an expanding statistic over the lifecycle. We use the LEHD Census 2000 to understand the roles of industry, occupation, and establishment 14 years after leaving school. The gap for college graduates 26 to 39 years old expands by 34 log points, most occurring in the first 7 years. About 44 percent is due to disproportionate shifts by men into higher-earning positions, industries, and firms and about 56 percent to differential advances by gender within firms. Widening is greater for married individuals and for those in certain sectors. Non-college graduates experience less widening but with similar patterns." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The new life cycle of women's employment: disappearing humps, sagging middles, expanding tops (2017)

    Goldin, Claudia; Mitchell, Joshua;

    Zitatform

    Goldin, Claudia & Joshua Mitchell (2017): The new life cycle of women's employment. Disappearing humps, sagging middles, expanding tops. In: The Journal of Economic Perspectives, Jg. 31, H. 1, S. 161-182. DOI:10.1257/jep.31.1.161

    Abstract

    "A new life cycle of women's employment emerged with cohorts born in the 1950s. For prior cohorts, life-cycle employment had a hump shape; it increased from the twenties to the forties, hit a peak, and then declined starting in the fifties. The new life cycle of employment is initially high and flat, there is a dip in the middle, and a phasing out that is more prolonged than for previous cohorts. The hump is gone, the middle is a bit sagging, and the top has greatly expanded. We explore the increase in cumulative work experience for women from the 1930s to the 1970s birth cohorts using data from the Survey of Income and Program Participation and the Health and Retirement Study. We investigate the changing labor force impact of a birth event across cohorts and by education, and also the impact of taking leave or quitting. We find greatly increased labor force experience across cohorts, far less time out after a birth, and greater labor force recovery for those who take paid or unpaid leave. Increased employment of women in their older ages is related to more continuous work experience across the life cycle." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Work-life balance in the modern workplace: Interdisciplinary perspectives from work-family research, law and policy (2017)

    Groof, Sarah de; Hendrickx, Frank; Blanpain, Roger;

    Zitatform

    Groof, Sarah de, Frank Hendrickx & Roger Blanpain (Hrsg.) (2017): Work-life balance in the modern workplace. Interdisciplinary perspectives from work-family research, law and policy. (Bulletin of comparative labour relations 98), Alphen aan den Rijn: Kluwer Law International, 389 S.

    Abstract

    "The term 'work-life balance' refers to the relationship between paid work in all of its various forms and personal life, which includes family but is not limited to it. In addition, gender permeates every aspect of this relationship. This volume brings together a wide range of perspectives from a number of different disciplines, presenting research findings and their implications for policy at all levels (national, sectoral, enterprise, workplace). Collectively, the contributors seek to close the gap between research and policy with the intent of building a better work-life balance regime for workers across a variety of personal circumstances, needs and preferences.
    Among the issues and topics covered are the following:
    - differences and similarities between men and women and particularly between mothers and fathers in their work choices;
    - 'third shift' work (work at home at night or during weekends);
    - effect of the extent to which employers perceive management of this process to be a 'burden';
    - employers' exploitation of the psychological interconnection between masculinity and breadwinning;
    - organisational culture that is more available for supervisors than for rank-and-file workers;
    - weak enforcement mechanisms and token penalties for non-compliance by employers;
    - trade unions as the best hope for precarious workers to improve work-life balance;
    - crowd-work (on-demand performance of tasks by persons selected remotely through online platforms from a large pool of potential and generic workers);
    - an example of how to use work-life balance insights to evaluate the law;
    - collective self-scheduling;
    - employers' duty to accommodate;
    - financial hardship as a serious threat to work-life balance." (Publisher information, IAB-Doku) ((en))

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  • Literaturhinweis

    Maternal employment and time investments in children (2017)

    Heiland, Frank; Wilson, Riley; Price, Joseph;

    Zitatform

    Heiland, Frank, Joseph Price & Riley Wilson (2017): Maternal employment and time investments in children. In: Review of Economics of the Household, Jg. 15, H. 1, S. 53-67. DOI:10.1007/s11150-014-9278-1

    Abstract

    "We use data from the Panel Study of Income Dynamics and the American Time Use Survey to estimate the effect of maternal employment on time spent with children. We find that each additional 10 h of maternal work reduces mother - child quality time interaction by about 7.5 % and time reading together by 8 %. This relationship between work and quality time does not vary much based on mothers' education and is robust to the inclusion of family or child fixed effects. There is no evidence that fathers or other relatives fill the gap in time investments due to maternal employment." (Author's abstract, © Springer-Verlag) ((en))

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  • Literaturhinweis

    Universal child care, maternal employment, and children's long-run outcomes: evidence from the U.S. Lanham Act of 1940 (2017)

    Herbst, Chris M.;

    Zitatform

    Herbst, Chris M. (2017): Universal child care, maternal employment, and children's long-run outcomes. Evidence from the U.S. Lanham Act of 1940. In: Journal of labor economics, Jg. 35, H. 2, S. 519-564. DOI:10.1086/689478

    Abstract

    "This paper analyzes the US Lanham Act of 1940, a heavily subsidized and universal child care program administered during World War II. I first estimate its impact on maternal employment using a triple-differences model. I find that employment increased substantially following the introduction of the program. I then study children's long-run labor market outcomes. Using Census data from 1970 to 1990, I assess well-being in a life-cycle framework by tracking cohorts of treated individuals throughout their prime working years. Results from difference-in-differences models suggest the program had persistent positive effects, with the largest benefits accruing to the most economically disadvantaged adults." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Performance pay, the gender gap, and specialization within marriage (2017)

    Heywood, John S. ; Parent, Daniel ;

    Zitatform

    Heywood, John S. & Daniel Parent (2017): Performance pay, the gender gap, and specialization within marriage. In: Journal of labor research, Jg. 38, H. 4, S. 387-427. DOI:10.1007/s12122-017-9256-5

    Abstract

    "We show that the large gender earnings gap at the top of the distribution (the glass ceiling) and the motherhood penalty are associated with each other and that both are uniquely associated with performance pay. These patterns appear consistent with specialization by gender. We show that among married couples with children, the hours worked by wives are strongly and persistently negatively correlated with earnings of the husbands only when those husbands work in performance pay jobs. There is no correlation between husbands' hours and wives' earnings." (Author's abstract, © Springer-Verlag) ((en))

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  • Literaturhinweis

    Trends in earnings inequality and earnings instability among U.S. couples: How important is assortative matching? (2017)

    Hryshko, Dmytro; McCue, Kristin; Juhn, Chinhui;

    Zitatform

    Hryshko, Dmytro, Chinhui Juhn & Kristin McCue (2017): Trends in earnings inequality and earnings instability among U.S. couples: How important is assortative matching? In: Labour economics, Jg. 48, H. October, S. 168-182. DOI:10.1016/j.labeco.2017.08.006

    Abstract

    "We examine changes in inequality and instability of the combined earnings of married couples over the 1980 - 2009 period using Social Security earnings data matched to Survey of Income and Program Participation panels. Relative to male earnings inequality, the inequality of couples' earnings is both lower in levels and rises by a smaller amount. We also find that couples' earnings instability is lower in levels compared to male earnings instability and actually declines in these data. While wives' earnings played an important role in dampening the rise in inequality and year-to-year variation in resources at the family level, we find that marital sorting and coordination of labor supply decisions at the family level played a minor role. Comparing actual couples to randomly paired simulated couples, we find very similar trends in earnings inequality and instability." (Author's abstract, © 2017 Elsevier) ((en))

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  • Literaturhinweis

    Specialization then and now: marriage, children, and the gender earnings gap across cohorts (2017)

    Juhn, Chinhui; McCue, Kristin;

    Zitatform

    Juhn, Chinhui & Kristin McCue (2017): Specialization then and now. Marriage, children, and the gender earnings gap across cohorts. In: The Journal of Economic Perspectives, Jg. 31, H. 1, S. 183-204. DOI:10.1257/jep.31.1.183

    Abstract

    "In this paper, we examine the evolution of the gender gap associated with marriage and parental status, comparing cohorts born between 1936 and 1985. The model of household specialization and division of labor introduced by Becker posits that when forming households, couples will exploit the gains from trade by having one spouse specialize in market work while the other specializes in household work. Given the historical advantage of men in the labor market, the model predicts specialization by gender and therefore an earnings advantage for married men and an earnings disadvantage for married women. Is this model of specialization useful for understanding the evolution of the gender gap across generations of women? And what about children? Academic papers have shown that wages of mothers are significantly lower than those of non-mothers with similar human capital characteristics. We do not attempt to build a structural model here, but rather document how changing associations between marriage and earnings, and between children and earnings, have contributed to the gender gap in an 'accounting' sense." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Women and STEM (2017)

    Kahn, Shulamit; Ginther, Donna;

    Zitatform

    Kahn, Shulamit & Donna Ginther (2017): Women and STEM. (NBER working paper 23525), Cambrige, Mass., 42 S. DOI:10.3386/w23525

    Abstract

    "Researchers from economics, sociology, psychology, and other disciplines have studied the persistent under-representation of women in science, technology, engineering, and mathematics (STEM). This chapter summarizes this research. We argue that women's under-representation is concentrated in the math-intensive science fields of geosciences, engineering, economics, math/ computer science and physical science. Our analysis concentrates on the environmental factors that influence ability, preferences, and the rewards for those choices. We examine how gendered stereotypes, culture, role models, competition, risk aversion, and interests contribute to gender STEM gap, starting at childhood, solidifying by middle school, and affecting women and men as they progress through school, higher education, and into the labor market. Our results are consistent with preferences and psychological explanations for the under-representation of women in math-intensive STEM fields." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Where have all the workers gone?: an inquiry into the decline of the U.S. labor force participation rate (2017)

    Krueger, Alan B.;

    Zitatform

    Krueger, Alan B. (2017): Where have all the workers gone? An inquiry into the decline of the U.S. labor force participation rate. In: Brookings Papers on Economic Activity H. Fall, S. 1-87.

    Abstract

    "The U.S. labor force participation rate has declined since 2007, primarily because of population aging and ongoing trends that preceded the Great Recession. The labor force participation rate has evolved differently, and for different reasons, across demographic groups. A rise in school enrollment has largely offset declining labor force participation for young workers since the 1990s. Labor force participation has been declining for prime age men for decades, and about half of prime age men who are not in the labor force may have a serious health condition that is a barrier to working. Nearly half of prime age men who are not in the labor force take pain medication on any given day; and in nearly two-thirds of these cases, they take prescription pain medication. Labor force participation has fallen more in U.S. counties where relatively more opioid pain medication is prescribed, causing the problem of depressed labor force participation and the opioid crisis to become intertwined. The labor force participation rate has stopped rising for cohorts of women born after 1960. Prime age men who are out of the labor force report that they experience notably low levels of emotional well-being throughout their days, and that they derive relatively little meaning from their daily activities. Employed women and women not in the labor force, by contrast, report similar levels of subjective well-being; but women not in the labor force who cite a reason other than 'home responsibilities' as their main reason report notably low levels of emotional well-being. During the past decade, retirements have increased by about the same amount as aggregate labor force participation has declined, and the retirement rate is expected to continue to rise. A meaningful rise in labor force participation will require a reversal in the secular trends affecting various demographic groups, and perhaps immigration reform." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Moving in and out of welfare and work: The influence of regional socioeconomic circumstances on economic disconnection among low-income single mothers (2017)

    Kwon, Jinwoo; Hetling, Andrea;

    Zitatform

    Kwon, Jinwoo & Andrea Hetling (2017): Moving in and out of welfare and work: The influence of regional socioeconomic circumstances on economic disconnection among low-income single mothers. In: Economic Development Quarterly, Jg. 31, H. 4, S. 326-341. DOI:10.1177/0891242417730607

    Abstract

    "An increasing proportion of low-income single mothers are experiencing periods of economic disconnection, defined as receiving no cash income from welfare or work. Most research on disconnection has focused on personal attributes as risk factors for experiencing disconnection at a static point in time. This study adopts a dynamic perspective and broadens the existing set of determinants by adding regional socioeconomic characteristics to explain changes in status. Results from multivariate survival analyses demonstrate that residence in a disadvantaged county is associated with an increased risk of becoming disconnected. State-level policies, as opposed to county socioeconomic characteristics, have stronger influences on movements out of disconnection. The findings from the analyses provide a base for policy discussions about helping this vulnerable population." (Author's abstract, IAB-Doku) ((en))

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    Fathers in work organizations: inequalities and capabilities, rationalities and politics (2017)

    Liebig, Brigitte; Oechsle, Mechtild;

    Zitatform

    Liebig, Brigitte & Mechtild Oechsle (Hrsg.) (2017): Fathers in work organizations. Inequalities and capabilities, rationalities and politics. Opladen: Budrich, 253 S.

    Abstract

    "This book analyzes the role of work organizations when it comes to the realization of an active fatherhood. Firstly, it deals with barriers for active fatherhood and the related mechanisms of inequality. Which aspects of discrimination and social closure do fathers face today if they assert a claim for active fatherhood, and with what kind of barriers are they confronted? Secondly, the capabilities of fathers are addressed. Which is their possible scope of action, who are relevant actors, and what is the effect of policies and programs on change and organizational learning with respect to fatherhood?" (Publisher's text, IAB-Doku) ((en))

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