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.
Zurück zur Übersicht- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehrende – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
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Literaturhinweis
Hours Flexibility and the Gender Gap in Pay (2015)
Goldin, Claudia;Zitatform
Goldin, Claudia (2015): Hours Flexibility and the Gender Gap in Pay. Washington, DC, 27 S.
Abstract
"There is a large hourly wage penalty associated with working fewer hours per week, and although the effect is similar by gender, women are more greatly affected because they are more likely to work fewer than 40 hours per week." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How to achieve gender equality in pay (2015)
Goldin, Claudia;Zitatform
Goldin, Claudia (2015): How to achieve gender equality in pay. In: The Milken Institute review H. 3, S. 1-33.
Abstract
"It's no secret that, on average, women - even those with equivalent education and experience - typically earn less than men. The ratio of the average (mean) earnings of female workers (fulltime, full-year, 25 to 69 years old) to that of their male counterparts was 0.72 in 2010. The pay ratio of median earners (those at the 50th percentile) for the same groups was 0.78. But that is not the whole story.
First the good news: the gender gap has narrowed. The ratio of median earnings increased from 0.56 to 0.78 in the three decades prior to 2010. This narrowing of the gap in pay reflects the converging economic roles of men and women, a reality that is among the grandest social and economic advances in the last century. There are many aspects to the convergence, and each can be thought of as a chapter in a figurative book. The big question is whether the last chapter, in which the economy achieves full equality, can be written. And if so, how?" (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
The labor supply effects of delayed first birth (2015)
Herr, Jane Leber;Zitatform
Herr, Jane Leber (2015): The labor supply effects of delayed first birth. In: The American economic review, Jg. 105, H. 5, S. 630-637. DOI:10.1257/aer.p20151119
Abstract
"In this paper I compare the relationship between first-birth timing and post-birth labor supply for high school and college graduate mothers. Given that pre-birth wages are increasing in fertility delay, the rising opportunity cost of time would suggest that among both groups, later mothers work more. Yet I only find this pattern for high school graduates. For college graduates, I instead find that there is a strong U-shaped pattern between hours worked within motherhood, and the career timing of first birth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Causal pitfalls in the decomposition of wage gaps (2015)
Huber, Martin;Zitatform
Huber, Martin (2015): Causal pitfalls in the decomposition of wage gaps. In: Journal of Business and Economic Statistics, Jg. 33, H. 2, S. 179- 191. DOI:10.1080/07350015.2014.937437
Abstract
"The decomposition of gender or ethnic wage gaps into explained and unexplained components (often with the aim to assess labor market discrimination) has been a major research agenda in empirical labor economics. This article demonstrates that conventional decompositions, no matter whether linear or nonparametric, are equivalent to assuming a (probably too) simple model of mediation (aimed at assessing causal mechanisms) and may therefore lack causal interpretability. The reason is that decompositions typically control for post-birth variables that lie on the causal pathway from gender/ethnicity (which are determined at or even before birth) to wage but neglect potential endogeneity that may arise from this approach. Based on the newer literature on mediation analysis, we therefore provide more attractive identifying assumptions and discuss nonparametric identification based on reweighting." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor-market specialization within same-sex and difference-sex couples (2015)
Zitatform
Jepsen, Christopher & Lisa K. Jepsen (2015): Labor-market specialization within same-sex and difference-sex couples. In: Industrial relations, Jg. 54, H. 1, S. 109-130. DOI:10.1111/irel.12078
Abstract
"We use data from the 2000 decennial U.S. Census to compare differences in earnings, hours worked, and labor-force participation between members of different household types, including same-sex couples, different-sex couples, and roommates. Both same-sex and different-sex couples exhibit some degree of household specialization, whereas roommates show little or no degree of specialization. Of all household types, married couples exhibit by far the highest degree of specialization with respect to labor-market outcomes. With respect to differences in earnings and hours, gay male couples are more similar to married couples than lesbian or unmarried heterosexual couples are to married couples." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The supply and demand of motivated labor: when should we expect to see nonprofit wage gaps? (2015)
Jones, Daniel B.;Zitatform
Jones, Daniel B. (2015): The supply and demand of motivated labor. When should we expect to see nonprofit wage gaps? In: Labour economics, Jg. 32, H. January, S. 1-14. DOI:10.1016/j.labeco.2014.11.001
Abstract
"Evidence on whether nonprofit workers earn less than for-profit workers is mixed. I argue that we should only expect wage gaps when labor demand of the nonprofit sector of an industry is low. When labor demand is high, there are not enough 'motivated' workers to fulfill demand, so nonprofits must raise wages. I findempirical evidence consistent with these predictions. Penalties for working in a nonprofit are largest in areas where nonprofits require a small share of the labor force. In these same locations, the quality of work is higher than in for-profits." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Using spatial econometric techniques to analyze the joint employment decisions of spouses (2015)
Kalenkoski, Charlene M.; Lacombe, Donald J.;Zitatform
Kalenkoski, Charlene M. & Donald J. Lacombe (2015): Using spatial econometric techniques to analyze the joint employment decisions of spouses. In: Journal of labor research, Jg. 36, H. 1, S. 67-77. DOI:10.1007/s12122-014-9196-2
Abstract
"Studies of the joint time-use decisions of spouses have relied on joint estimation of time-use equations, sometimes assuming correlated errors across spouses' equations and sometimes directly examining the effects of one spouse's time use on another's, relying on panel data or instrumental variables techniques to account for endogeneity. However, panel data often are not available and available instruments often are not satisfactory, making examination of the direct relationship between spouses' time use difficult. Spatial econometric techniques applied to cross-sectional data do not require instrumental variables. This study estimates both a Spatial Autoregressive (SAR) Model and a Spatial Durbin Error Model (SDEM) to examine the labor hours of husbands and wives in dual-earner couples using the 2012 Annual Social and Economic Supplement to the Current Population Survey (ASEC). In these models, each spouse is treated as a direct 'neighbor' of the other in a spatial weight matrix and non-spouses are treated as nonneighbors. Estimates of both the own- and cross-wage effects on labor hours and an estimate of the direct relationship between spouses' labor hours are obtained." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mothers' long-term employment patterns (2015)
Killewald, Alexandra; Zhuo, Xiaolin;Zitatform
Killewald, Alexandra & Xiaolin Zhuo (2015): Mothers' long-term employment patterns. (Upjohn Institute working paper 247), Kalamazoo, Mich., 60 S. DOI:10.17848/wp15-247
Abstract
"Previous research on maternal employment has disproportionately focused on married, college-educated mothers and examined either current employment status or postpartum return to employment. Following the life course perspective, we instead conceptualize maternal careers as long-term life course patterns. Using data from the NLSY79 and optimal matching, we document four common employment patterns of American mothers over the first 18 years of maternity. About two-thirds follow steady patterns, either full-time employment (38 percent) or steady nonemployment (24 percent). The rest experience 'mixed' patterns: long-term part-time employment (20 percent), or a multiyear period of nonemployment following maternity, then a return to employment (18 percent). Consistent employment following maternity, either full-time or part-time, is characteristic of women with more economic advantages. Women who experience consistent nonemployment disproportionately lack a high school degree, while women with return to employment following a long break tend to be younger with lower wages prior to maternity. Race is one of the few predictors of whether a mother is consistently employed full time versus part time: consistent part-time labor is distinctive to white women. Our results support studying maternal employment across the economic spectrum, considering motherhood as a long-term characteristic, and employing research approaches that reveal the qualitative distinctness of particular employment patterns." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender unemployment dynamics: evidence from ten advanced economies (2015)
Koutentakis, Franciscos;Zitatform
Koutentakis, Franciscos (2015): Gender unemployment dynamics. Evidence from ten advanced economies. In: Labour, Jg. 29, H. 1, S. 15-31. DOI:10.1111/labr.12044
Abstract
"The paper investigates gender unemployment dynamics in 10 advances economies applying a recent methodology on widely available Labour Force Surveys data. We calculate the job finding and separation rates for each gender and use them to construct the steady-state unemployment gap as well as two counterfactual gender unemployment gaps: one generated by differences only in job finding rates and the other by differences only in separation rates. We find that in all countries the gender unemployment gap attributed to differences in the job finding rate is lower than the gap attributed to differences in the separation rate, suggesting that gender differences in the separation rate are the major factor behind the gender unemployment gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Constructing gender: refugee women working in the United States (2015)
Koyama, Jill;Zitatform
Koyama, Jill (2015): Constructing gender: refugee women working in the United States. In: Journal of Refugee Studies, Jg. 28, H. 2, S. 258-275. DOI:10.1093/jrs/feu026
Abstract
"Drawing on data collected during a 26-month ethnographic study of refugees in a city in upstate New York, I examine the gendered and gendering training and work contexts with which refugee women engage. Utilizing the notion of assemblage, a term often associated with actor-network theory (ANT), I ask, among other questions, how do the gathered collages of texts, aims, histories, resources, knowledges, and practices that instantiate what we might recognize as resources for newcomers, come to frame refugee women as they enter the workforce? I demonstrate that through the processes of becoming employed, certain material objects, such as completed job applications, combine with case workers' assessments of employability, and employers' ethnic and gender stereotypes, to create socio-material renderings of refugee women. However, even as they participate in the labour market, the refugee women push against the constraints imposed by their limited English-language ability, lack of formal education, initial lack of socio-economic connections, culturally-defined gender roles, and gender stereotypes. I argue that greater efforts through changes in the national policy and also the related practices of local resettlement agencies should address gender more explicitly. Greater time investment in educational programmes, a longer period of workforce training in more varied, less gender-stereotypical areas, and explicit programmes educating the receiving community about the refugees could result not only in greater economic adaptation, but also increased social integration for refugee women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Longitudinal associations between gender-typed skills and interests and their links to occupational outcomes (2015)
Lee, Bora; Lawson, Katie M.; McHale, Susan M.;Zitatform
Lee, Bora, Katie M. Lawson & Susan M. McHale (2015): Longitudinal associations between gender-typed skills and interests and their links to occupational outcomes. In: Journal of vocational behavior, Jg. 88, H. June, S. 121-130. DOI:10.1016/j.jvb.2015.02.011
Abstract
"Although gender-based occupational segregation has declined in past decades, the world of work remains segregated by gender. Grounded in research showing that individuals tend to choose jobs that match their interests and skills, this study examined the longitudinal associations between gendered activity interests and skills from middle childhood through adolescence and tested gendered interests and skills, measured in adolescence, as predictors of occupational outcomes in young adulthood. Data were collected from 402 participants at four time points - when they averaged 10, 12, 16, and 25 years old. Results revealed that the longitudinal linkages between male-typed interests and skills were bidirectional, that both male-typed interests and skills in adolescence predicted working in male-typed occupations in young adulthood, and that skills, but not interests, predicted income. In contrast, female-typed interests predicted female-typed skills, but not the reverse, adolescent female-typed skills (but not interests) predicted working in female-typed occupations in young adulthood, and there were no links between female-typed interests or skills and income. Discussion focuses on the differential meanings and developmental implications of male- versus female-typed interests and skills." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Married with children: what remains when observable biases are removed from the reported male marriage wage premium (2015)
Linde Leonard, Megan de; Stanley, T.D.;Zitatform
Linde Leonard, Megan de & T.D. Stanley (2015): Married with children. What remains when observable biases are removed from the reported male marriage wage premium. In: Labour economics, Jg. 33, H. April, S. 72-80. DOI:10.1016/j.labeco.2015.02.010
Abstract
"There is a substantial research literature that discusses and documents a wage premium for married men. Our meta-analysis of 59 studies and 661 estimates finds a marriage premium for US men of between 9% and 13% after misspecification and selection biases are filtered out. Results from this meta-regression analysis cast doubt upon both the 'selection' and the 'specialization' explanation for the marriage-wage premium but are consistent with the notion that marriage may cause men to become more stable and committed workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do women suffer from network closure?: the moderating effect of social capital on gender inequality in a project-based labor market, 1929 to 2010 (2015)
Lutter, Mark;Zitatform
Lutter, Mark (2015): Do women suffer from network closure? The moderating effect of social capital on gender inequality in a project-based labor market, 1929 to 2010. In: American Sociological Review, Jg. 80, H. 2, S. 329-358. DOI:10.1177/0003122414568788
Abstract
"That social capital matters is an established fact in the social sciences. Less clear, however, is how different forms of social capital affect gender disadvantages in career advancement. Focusing on a project-based type of labor market, namely the U.S. film industry, this study argues that women suffer a 'closure penalty' and face severe career disadvantages when collaborating in cohesive teams. At the same time, gender disadvantages are reduced for women who build social capital in open networks with higher degrees of diversity and information flow. Using large-scale longitudinal data on career profiles of about one million performances by 97,657 film actors in 369,099 film productions between the years 1929 and 2010, I analyze career survival models and interaction effects between gender and different measures of social capital and information openness. Findings reveal that female actors have a higher risk of career failure than do their male colleagues when affiliated in cohesive networks, but women have better survival chances when embedded in open, diverse structures. This study contributes to the understanding of how and what type of social capital can be either a beneficial resource for otherwise disadvantaged groups or a constraining mechanism that intensifies gender differences in career advancement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Performance pay, competitiveness, and the gender wage gap: evidence from the United States (2015)
Zitatform
McGee, Andrew, Peter McGee & Jessica Pan (2015): Performance pay, competitiveness, and the gender wage gap. Evidence from the United States. In: Economics letters, Jg. 128, H. March, S. 35-38. DOI:10.1016/j.econlet.2015.01.004
Abstract
"Evidence that women are less likely to opt into competitive compensation schemes in the laboratory has generated speculation that a gender difference in competitiveness contributes to the gender wage gap. Using data from the NLSY79 and NLSY97, we show that women are less likely to be employed in jobs using competitive compensation. The portion of the gender wage gap explained by gender segregation in compensation schemes is small in the NLSY79 but somewhat larger in the NLSY97 - suggesting an increasing role for competitiveness in explaining the gender wage gap." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 8563 -
Literaturhinweis
Estimating Hispanic-white wage gaps among women: the importance of controlling for cost of living (2015)
Zitatform
McHenry, Peter & Melissa McInerney (2015): Estimating Hispanic-white wage gaps among women. The importance of controlling for cost of living. In: Journal of labor research, Jg. 36, H. 3, S. 249-273. DOI:10.1007/s12122-015-9210-3
Abstract
"Despite concern regarding labor market discrimination against Hispanics, previously published estimates show that Hispanic women earn higher hourly wages than white women with similar observable characteristics. This estimated wage premium is likely biased upwards because of the omission of an important control variable: cost of living. We show that Hispanic women live in locations (e.g., cities) with higher costs of living than whites. After we account for cost of living, the estimated Hispanic-white wage differential for non-immigrant women falls by approximately two-thirds. As a result, we find no statistically significant difference in wages between Hispanic and white women in the NLSY97." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
For love or money? Gender differences in how one approaches getting a job (2015)
Ng, Weiyi; Leung, Ming D.;Zitatform
Ng, Weiyi & Ming D. Leung (2015): For love or money? Gender differences in how one approaches getting a job. (IRLE working paper 2015-103), Berkeley, CA, 45 S.
Abstract
"Extant supply-side labor market theories conclude that women and men apply to different jobs but are unable to explain gender differences in how they may behave when applying to the same job. We correct this discrepancy by considering gendered approaches to the hiring process. We propose that applicants can emphasize either the relational or the transactional aspects of the job and that this affects whether they are hired. Relational job seekers focus on developing a social connection with their employer. In contrast, transactional job seekers focus on quantitative and mechanical aspects of the job. We expect women to be more relational and men to be more transactional and that this behavior will contribute to differences in hiring outcomes. Specifically, we contend that being relational suggest that one is more committed to the job at hand and therefore should increases the chances of being hired - holding constant competence. We examine behaviors in an online contract labor market for graphic designers, Elance.com where we find that women are more likely to be hired than men by about 4.1%. Quantitative linguistic analysis on the unstructured text of job proposals reveals that women (men) adopt more relational (transactional) language in their applications. These different approaches affect a job seeker's likelihood of being hired and attenuate the gender gap we identified. Attenuation suggests that how one approaches the hiring process matters and that gender is correlated with a particular style of engagement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Persistence is cultural: professional socialization and the reproduction of sex segregation (2015)
Seron, Carroll; Rubineau, Brian; Silbey, Susan S.; Cech, Erin;Zitatform
Seron, Carroll, Susan S. Silbey, Erin Cech & Brian Rubineau (2015): Persistence is cultural: professional socialization and the reproduction of sex segregation. In: Work and occupations, Jg. 43, H. 2, S. 178-214. DOI:10.1177/0730888415618728
Abstract
"Why does sex segregation in professional occupations persist? Arguing that the cultures and practices of professional socialization serve to perpetuate this segregation, the authors examine the case of engineering. Using interview and diary entry data following students from college entry to graduation, the authors show how socialization leads women to develop less confidence that they will 'fit' into the culture of engineering. The authors identify three processes that produce these cultural mismatches: orientation to engineering at college entry, initiation rituals in coursework and team projects, and anticipatory socialization during internships and summer jobs. Informal interactions with peers and everyday sexism in teams and internships are particularly salient building blocks of segregation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Agents of change or cogs in the machine? Reexamining the influence of female managers on the gender wage gap (2015)
Srivastava, Sameer B.; Sherman, Eliot L.;Zitatform
Srivastava, Sameer B. & Eliot L. Sherman (2015): Agents of change or cogs in the machine? Reexamining the influence of female managers on the gender wage gap. In: American Journal of Sociology, Jg. 120, H. 6, S. 1778-1808. DOI:10.1086/681960
Abstract
"Do female managers act in ways that narrow or instead act in ways that preserve or even widen the gender wage gap? Although conceptual arguments exist on both sides of this debate, the empirical evidence to date has favored the former view. Yet this evidence comes primarily from cross-establishment surveys, which do not provide visibility into individual managers' choices. Using longitudinal personnel records from an information services firm in which managers had considerable discretion over employee salaries, we estimate multilevel models that indicate no support for the proposition that female managers reduce the gender wage gap among their subordinates. Consistent with the theory of value threat, we instead find conditional support for the cogs-in-the-machine perspective: in the subsample of high-performing supervisors and low-performing employees, women who switched from a male to a female supervisor had a lower salary in the following year than men who made the same switch." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender at work: a social psychological perspective (2015)
Steffens, Melanie C.; Viladot, Ma. Àngels;Zitatform
Steffens, Melanie C. & Ma. Àngels Viladot (2015): Gender at work. A social psychological perspective. (Language as social action 18), New York: Lang, 312 S.
Abstract
"While many women receive equal education, such equality is nowhere in sight when it comes to women's and men's career success: men still earn significantly more than women and are more likely to be promoted. In this book, the authors offer a state of the art review of applied social-psychological research on gender at work, shedding light on all the different ways that work-related perceptions, attributions, outcomes, and the like differ for women and men. Focusing on domains (e.g., engineering) and positions (e.g., leadership) that are marked by women's underrepresentation, the first part of the book looks at gender at work in terms of stereotypes, attitudes, and social roles, including parenthood, while the second part takes a social identity and communication perspective, exploring the situations in which men and women interact at work. Many chapters focus on applied questions, such as career choice, effects of role models, and sexual harassment at work. Theories and findings are applied to these topics, with conclusions and recommendations drawn throughout the book." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
High school experiences, the gender wage gap, and the selection of occupation (2015)
Strain, Michael R.; Webber, Douglas A.;Zitatform
Strain, Michael R. & Douglas A. Webber (2015): High school experiences, the gender wage gap, and the selection of occupation. (IZA discussion paper 9277), Bonn, 15 S.
Abstract
"Using within-high-school variation and controlling for a measure of cognitive ability, this paper finds that high-school leadership experiences explain a significant portion of the residual gender wage gap and selection into management occupations. Our results imply that high-school leadership could build non-cognitive, productive skills that are rewarded years later in the labor market and that explain a portion of the systematic difference in pay between men and women. Alternatively, high-school leadership could be a proxy variable for personality characteristics that differ between men and women and that drive higher pay and becoming a manager. Because high school leadership experiences are exogenous to direct labor market experiences, our results leave less room for direct labor market discrimination as a driver of the gender wage gap and occupation selection." (Author's abstract, IAB-Doku) ((en))
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- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehrende – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug