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
Promotion and wages in mid-career: gender, unionism, and sector (2012)
Zitatform
Addison, John T., Orgul Demet Ozturk & Si Wang (2012): Promotion and wages in mid-career. Gender, unionism, and sector. (IZA discussion paper 6873), Bonn, 48 S.
Abstract
"This paper considers the role of gender in the promotion process and the impact of promotion on wages and wage growth, using data from the National Longitudinal Survey of Youth (NLSY79). Its focus is upon mid-career promotion and wages, thereby complementing extant studies of the NLSY that relate to differences between men and women at an earlier stage in their careers. The paper is further differentiated from these studies and the wider promotions literature in paying especial attention to the role of unionism and the public sector. It is reported that mid-career females are more likely than males to be promoted in the private sector (and no less likely in the public sector); that wages are increasing in promotion, and the effect is generally higher for females; and that female wage growth from contemporaneous promotion is almost as high as that for males the private sector and much higher in the public sector. These rather positive results for females represent in most cases an improvement over the early-career findings but in mid-career the mediating influence of unionism is more negative, and not just for females." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender gaps in performance: evidence from young lawyers (2012)
Azmat, Ghazala; Ferrer, Rosa;Zitatform
Azmat, Ghazala & Rosa Ferrer (2012): Gender gaps in performance. Evidence from young lawyers. (CEP discussion paper 1136), London, 42 S.
Abstract
"This paper documents and studies the gender gap in performance among associate lawyers in the United States. Unlike most high-skilled professions, the legal profession uses widely-accepted and objective methods to measure and reward lawyers' productivity: the number of hours billed to clients and the amount of new client revenue generated. We find clear evidence of a gender gap in annual performance. Male lawyers bill ten-percent more hours and bring in more than double the new client revenue. We show that the differential impact across genders in the presence of young children and the differences in aspirations to become a law-firm partner account for a large part of the difference in performance. These gaps in performance have important consequences for gender gaps in earnings. While individual and firm characteristics explain up to 50 percent of the gap in earnings, the inclusion of performance measures explains most of the remainder." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen in: Journal of Political Economy, -
Literaturhinweis
The opt-in revolution?: contraception and the gender gap in wages (2012)
Zitatform
Bailey, Martha J., Brad Hershbein & Amalia R. Miller (2012): The opt-in revolution? Contraception and the gender gap in wages. (NBER working paper 17922), Cambridge, Mass., 42 S. DOI:10.3386/w17922
Abstract
"Decades of research on the U.S. gender gap in wages describes its correlates, but little is known about why women changed their career paths in the 1960s and 1970s. This paper explores the role of 'the Pill' in altering women's human capital investments and its ultimate implications for life-cycle wages. Using state-by-birth-cohort variation in legal access to contraception, we show that younger access to the Pill conferred an 8-percent hourly wage premium by age fifty. Our estimates imply that the Pill can account for 10 percent of the convergence of the gender gap in the 1980s and 30 percent in the 1990s." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Marriage, fertility and the selection of women into high-skill industries (2012)
Bang, James T.; Basu, Bharati;Zitatform
Bang, James T. & Bharati Basu (2012): Marriage, fertility and the selection of women into high-skill industries. In: Applied Economics Letters, Jg. 19, H. 9, S. 829-834. DOI:10.1080/13504851.2011.607108
Abstract
"This article focuses on the selection of women into industries of different skill intensities as another dimension in the discussion of the differences in wages among similarly skilled women. Using the Current Population Survey (CPS) data and controlling for education and other factors, we find evidence that married women tend to work in industries that are less skill intensive and that pay lower wages. We also find that education and experience affect this selection process less favourably for married women compared with single women. Since less skill-intensive industries often pay lower wages for similar occupations, our results contribute to the broader debate over the gaps in wages between single and married women as well as men and women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do male-female wage differentials reflect differences in the return to skill?: cross-city evidence from 1980-2000 (2012)
Beaudry, Paul; Lewis, Ethan;Zitatform
Beaudry, Paul & Ethan Lewis (2012): Do male-female wage differentials reflect differences in the return to skill? Cross-city evidence from 1980-2000. (NBER working paper 18159), Cambridge, Mass., 51 S. DOI:10.3386/w18159
Abstract
"Over the 1980s and 1990s the wage differentials between men and women (with similar observable characteristics) declined significantly. At the same time, the returns to education increased. It has been suggested that these two trends may reflect a common change in the relative price of a skill which is more abundant in both women and more educated workers. In this paper we explore the relevance of this hypothesis by examining the cross-city co-movement in both male-female wage differentials and returns to education over the 1980-2000 period. In parallel to the aggregate pattern, we find that male-female wage differentials at the city levels moved in opposite direction to the changes in the return to education. We also find this relationship to be particularly strong when we isolate data variation which most likely reflects the effect of technological change on relative prices. We take considerable care of controlling for potential selection issues which could bias our interpretation. Overall, our cross-city estimates suggest that most of the aggregate reduction in the male-female wage differential observed over the 1980-2000 period was likely due to a change in the relative price of skill that both females and educated workers have in greater abundance." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage growth and job mobility in the early career: testing a statistical discrimination model of the gender wage gap (2012)
Zitatform
Belley, Philippe, Nathalie Havet & Guy Lacroix (2012): Wage growth and job mobility in the early career. Testing a statistical discrimination model of the gender wage gap. (IZA discussion paper 6893), Bonn, 36 S.
Abstract
"The paper focuses on the early career patterns of young male and female workers. It investigates potential dynamic links between statistical discrimination, mobility, tenure and wage profiles. The model assumes that it is more costly for an employer to assess female workers' productivity and that the noise/signal ratio tapers off more rapidly for male workers. These two assumptions yield numerous theoretical predictions pertaining to gender wage gaps. These predictions are tested using data from the 1979 cohort of the National Longitudinal Survey of Youth. As predicted by our statistical discrimination model, we find that men and women have the same wage at the start of their career, but that female wages grow at a slower rate, creating a gender wage gap. Also consistent with our model, we find that mean wages are higher for workers who keep their job, while wage growth is stronger for workers who change job." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Trends in occupational segregation by gender 1970-2009: adjusting for the impact of changes in the occupational coding system (2012)
Blau, Francine D.; Brummund, Peter; Yung-Hsu Liu, Albert;Zitatform
Blau, Francine D., Peter Brummund & Albert Yung-Hsu Liu (2012): Trends in occupational segregation by gender 1970-2009. Adjusting for the impact of changes in the occupational coding system. (NBER working paper 17993), Cambridge, Mass., 44 S. DOI:10.3386/w17993
Abstract
"In this paper, we develop a gender-specific crosswalk based on dual-coded Current Population Survey data to bridge the change in the Census occupational coding system that occurred in 2000 and use it to provide the first analysis of the trends in occupational segregation by sex for the 1970-2009 period based on a consistent set of occupational codes and data sources. We show that our gender-specific crosswalk more accurately captures the trends in occupational segregation that are masked using the aggregate crosswalk (based on combined male and female employment) provided by the U.S. Census Bureau. Using the 2000 occupational codes, we find that segregation by sex declined over the period but at a diminished pace over the decades, falling by 6.1 percentage points over the 1970s, 4.3 percentage points over the 1980s, 2.1 percentage points over the 1990s, and only 1.1 percentage points (on a decadal basis) over the 2000s. A primary mechanism by which occupational segregation was reduced over the 1970-2009 period was through the entry of new cohorts of women, presumably better prepared than their predecessors and/or encountering less labor market discrimination; during the 1970s and 1980s, however, there were also decreases in occupational segregation within cohorts. Reductions in segregation were correlated with education, with the largest decrease among college graduates and very little change in segregation among high school dropouts." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
spätere (möglw. abweichende) Version -
Literaturhinweis
Are women overinvesting in education? Evidence from the medical profession (2012)
Chen, Keith M.; Chevalier, Judith A.;Zitatform
Chen, Keith M. & Judith A. Chevalier (2012): Are women overinvesting in education? Evidence from the medical profession. In: Journal of Human Capital, Jg. 6, H. 2, S. 124-149. DOI:10.1086/665536
Abstract
"Recent literature finds that women earn significantly lower returns to professional degrees. Does this render these degrees poor investments for women? We compare physicians to physician assistants, a similar profession with lower wages and training costs, mitigating some selection issues. The median female (but not male) primary-care physician would have been financially better off becoming a physician assistant. While there is a wage gap, our result occurs primarily because most female physicians do not work enough hours to rationalize medical school whereas most men do. We discuss robustness issues and nonwage returns to education that may rationalize these investments by women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Household interaction and the labor supply of married women (2012)
Zitatform
Eckstein, Zvi & Osnat Lifshitz (2012): Household interaction and the labor supply of married women. (IZA discussion paper 7067), Bonn, 33 S.
Abstract
"Changing social norms, as reflected in the interactions between spouses, are hypothesized to affect the employment rates of married women. A model is built in order to estimate this effect, in which the employment of married men and women is the outcome of an internal household game. The type of the household game is exogenously determined as either Classical or Modern. In the former type of household, the spouses play a Stackelberg leader game in which the wife's labor supply decision is based on her husband's employment outcome while the latter type of household is characterized by a symmetric and simultaneous game that determines the spouses' joint labor supply as Nash equilibrium. Females in Modern households are predicted to have higher employment rates than women in Classical households if they have narrower labor market opportunities and/or higher relative risk aversion. The household type is exogenously determined when the couple gets married and is treated as unobserved heterogeneity. The model is estimated using the Simulated Moments Method (SMM) and data from the Panel Study of Income Dynamics (PSID) survey for the years 1983-93. The estimated model provides a good fit to the trends in employment rates and wages. We estimate that 38 percent of households are Modern and that the participation rate of women in those households is almost 80 percent, which is about 10 higher than in Classical households. Meanwhile, the employment rate among men is almost identical in the two types of household." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women's employment, education, and the gender gap in 17 countries (2012)
Zitatform
England, Paula, Janet Gornick & Emily Fitzgibbons Shafer (2012): Women's employment, education, and the gender gap in 17 countries. In: Monthly labor review, Jg. 135, H. 4, S. 3-12.
Abstract
"This article uses data from a number of high- and middle-income countries to investigate how women's employment and hours worked, and the gender gap in annual and hourly earnings, vary by educational level. Focusing on commonalities across countries, the analyses presented are limited to adults 25 to 54 years of age who have a marital or cohabiting partner of the other gender and, for some considerations, to the subset of these adults who have children in the household. The countries examined are Austria, Brazil, Canada, the Czech Republic, Estonia, Germany, Greece, Guatemala, Ireland, Israel, Luxembourg, Mexico, the Netherlands, Spain, the United Kingdom (U.K.), the United States (U.S.), and Uruguay.
The data from the Luxembourg Income Study show that, among married or cohabiting mothers, better educated women are more likely to be employed; gender inequality in annual earnings is thus less extreme among the well educated than among those with less education, driven largely by educated women's higher employment." (Text excerpt, IAB-Doku) ((en)) -
Literaturhinweis
Revising our thinking about the relationship between maternal labor supply and preschool (2012)
Fitzpatrick, Maria Donovan;Zitatform
Fitzpatrick, Maria Donovan (2012): Revising our thinking about the relationship between maternal labor supply and preschool. In: The Journal of Human Resources, Jg. 47, H. 3, S. 583-612.
Abstract
"Many argue that childcare costs limit the labor supply of mothers, though existing evidence has been mixed. Using a child's eligibility for public kindergarten in a regression discontinuity instrumental variables framework, I estimate how use of a particular subsidy, public school, affects maternal labor supply. I find public school enrollment increases only the employment of single mothers without additional young children. I compare this result to previous work, focusing on striking increases in a similar setting but earlier period (Gelabch 2002). Differences in the population of mothers, labor supply, and patterns of lifecycle events likely drive the discrepancy in results." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mating a dynamic adverse-selection model: labour-force experience and the changing gender earnings gap 1968-1997 (2012)
Gayle, George-Levi; Golan, Limor;Zitatform
Gayle, George-Levi & Limor Golan (2012): Mating a dynamic adverse-selection model. Labour-force experience and the changing gender earnings gap 1968-1997. In: The Review of Economic Studies, Jg. 79, H. 1, S. 227-267. DOI:10.1093/restud/rdr019
Abstract
"This paper addresses two questions: What accounts for the gender gap in labour-market outcomes? What are the driving forces behind the changes in the gender labour-market outcomes over the period 1968-1997? It formulates a dynamic general equilibrium model of labour supply, occupational sorting, and human-capital accumulation in which gender discrimination and an earnings gap arise endogenously. It uses this model to quantify the driving forces behind the decline in the gender earnings gap and the increase in female labour-force participation, the proportion of women working in professional occupations, and hours worked. It finds that labour-market experience is the most important factor explaining the gender earnings gap. In addition, statistical discrimination accounts for a large fraction of the observed gender earnings gap and its decline. It also finds that a large increase in aggregate productivity in professional occupations plays a major role in the increase in female labourforce participation, number of hours worked, and the proportion of females working in professional occupations. Although of less importance, demographic changes account for a substantial part of the increase in female labour-force participation and hours worked, whereas home production technology shocks do not." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women's work and working conditions: are mothers compensated for lost wages? (2012)
Glauber, Rebecca;Zitatform
Glauber, Rebecca (2012): Women's work and working conditions. Are mothers compensated for lost wages? In: Work and occupations, Jg. 39, H. 2, S. 115-138. DOI:10.1177/0730888411422948
Abstract
"Few studies have analyzed variation in the motherhood wage penalty by the sex composition of women's jobs. This study draws on nationally representative data to investigate the motherhood wage penalty for women who work in female-dominated, male-dominated, and integrated jobs. Fixed-effects estimates reveal that women who work in female-dominated jobs pay a larger motherhood wage penalty than women who work in other jobs. This larger penalty is not offset by measurable compensating differentials, such as flexible scheduling or part-time work hours." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Affirmative action and the occupational advancement of minorities and women during 1973-2003 (2012)
Kurtulus, Fidan Ana;Zitatform
Kurtulus, Fidan Ana (2012): Affirmative action and the occupational advancement of minorities and women during 1973-2003. In: Industrial relations, Jg. 51, H. 2, S. 213-246. DOI:10.1111/j.1468-232X.2012.00675.x
Abstract
"The share of minorities and women comprising high-paying skilled occupations such as management, professional, and technical occupations has been increasing since the 1960s, while the proportion of white men in such occupations has been declining. What has been the contribution of affirmative action to the occupational advancement of minorities and women from low-wage unskilled occupations into high-wage skilled ones in U.S. firms? I examine this by comparing the occupational position of minorities and women at firms holding federal contracts, and thereby mandated to implement affirmative action, and noncontracting firms, over the course of 31 years during 1973 - 2003. I use a new longitudinal dataset of over 100,000 large private-sector firms across all industries and regions uniquely suited for the exploration of this question obtained from the U.S. Equal Employment Opportunity Commission. My key findings show that the share of minorities and women in highpaying skilled occupations grew more at federal contractors subject to affirmative action obligation than at noncontracting firms during the three decades under study, but these advances took place primarily during the pre- and early Reagan years and during the decade following the Glass Ceiling Act of 1991." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does it matter who responded to the survey? Trends in the U.S. gender earnings gap revisited (2012)
Lee, Jungmin; Lee, Sokbae;Zitatform
Lee, Jungmin & Sokbae Lee (2012): Does it matter who responded to the survey? Trends in the U.S. gender earnings gap revisited. In: ILR review, Jg. 65, H. 1, S. 148-160. DOI:10.1177/001979391206500108
Abstract
"Studies have shown a decreasing trend in the U.S. gender earnings gap since the 1980s. The authors work with a framework established by Blau and Kahn (1997 JOLE; 2006 ILRR), who used the Michigan Panel of Income Dynamics (PSID) to decompose that gap into observable and unobservable components in order to determine which contributing factors are gender-specific and which can be attributed to the wage structure. They extend the Blau and Kahn framework to consider measurement error due to the use of proxy/ representative respondents of the survey's earnings variable. First, they find a trend toward more females in the gender composition of the household respondents, and second, they estimate the impact of that change on Blau and Kahn's decomposition. They determine that some of the changes in the gender earnings gap could actually be attributed to whether the surverys were self- or proxy-responded. That is, the actual reduction in the gender pay gap may be smaller than what the estimates -- without taking into account the measurement error -- might indicate. The authors suggest the need for a careful validation study to ascertain the extent of the spurious measurement error effects." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Opting back in: the influence of time at home on professional women's career redirection after opting out (2012)
Lovejoy, Meg; Stone, Pamela;Zitatform
Lovejoy, Meg & Pamela Stone (2012): Opting back in. The influence of time at home on professional women's career redirection after opting out. In: Gender, Work and Organization, Jg. 19, H. 6, S. 631-653. DOI:10.1111/j.1468-0432.2010.00550.x
Abstract
"Limited research on professional women's labour force re-entry after a career break (so-called 'opting out') finds that women redirect away from former careers. Little is known about why this occurs. Our study, based on in-depth interviews with 54 at-home mothers, extends prior research to address this question. We find that among women who intended to return to work (who constitute the majority), most planned to pursue alternative careers, typically in traditionally female-dominated professions or were uncertain about their career direction; few planned to return to their former employers. The reasons for this redirection were women's negative experiences in family inflexible occupations, skill depreciation and perceived age discrimination. Equally or more important, however, was their adaptation to new constraints and opportunities at home (such as increased involvement in mothering and community work), which engendered an aspirational shift towards new, care-oriented professions that were lower paid and had lower status. We discuss the policy implications of these findings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Selection, heterogeneity and the gender wage gap (2012)
Machado, Cecilia;Zitatform
Machado, Cecilia (2012): Selection, heterogeneity and the gender wage gap. (IZA discussion paper 7005), Bonn, 62 S.
Abstract
"Selection correction methods usually make assumptions about selection itself. In the case of gender wage gap estimation, those assumptions are specially tenuous because of high female non-participation and because selection could be different in different parts of the labor market. This paper proposes an estimator for the wage gap that allows for arbitrary heterogeneity in selection. It applies to the subpopulation of 'always employed' women, which is similar to men in labor force attachment. Using CPS data from 1976 to 2005, I show that the gap has narrowed substantially from a -.521 to a -.263 log wage points differential for this population." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Winners and losers: the consequences of welfare state policies for gender wage inequality (2012)
Mandel, Hadas;Zitatform
Mandel, Hadas (2012): Winners and losers: the consequences of welfare state policies for gender wage inequality. In: European Sociological Review, Jg. 28, H. 2, S. 241-262. DOI:10.1093/esr/jcq061
Abstract
"Cross-national studies of the impact of welfare states on gender inequality tend to overlook socio-economic divisions among women. This article challenges the implicit assumption that welfare states have uniform effects on the economic attainments of women, arguing that the impact of state intervention is necessarily conditioned by women's relative advantage or disadvantage in the labour market. Based on Luxembourg Income Study microdata for 21 advanced countries, the paper analyses gender wage gaps among highly skilled and low skilled men and women. The findings suggest that welfare state policies interact with socio-economic position: they limit the economic rewards of highly skilled women, but do not adversely affect, and by some measures actually benefit, those who are less skilled. Highlighting the advantages and disadvantages of social policies for different groups of women, the article concludes that more research is needed to explore differentiated approaches to reconciling work and family, rather than addressing universal work - family tensions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Family structure, gender, and the work-family interface: work-to-family conflict among single and partnered parents (2012)
Zitatform
Minnotte, Krista Lynn (2012): Family structure, gender, and the work-family interface. Work-to-family conflict among single and partnered parents. In: Journal of Family and Economic Issues, Jg. 33, H. 1, S. 95-107. DOI:10.1007/s10834-011-9261-4
Abstract
"This study examined whether single parents experience greater reductions in work-to-family conflict from using resources than partnered parents do. The question of whether single mothers, single fathers, partnered mothers, or partnered fathers experienced differing levels of work-to-family conflict was also addressed. Data were from the 2002 National Study of the Changing Workforce, and only those respondents with at least one child under the age of 18 living in the household were included in the analysis (N=1325). Findings indicated that single-parent status was not directly related to work-to-family conflict. Rather single-parent status interacted with other variables, including gender, control over work hours, and the number of other adults in the home, in predicting work-to-family conflict." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Grandparents' childcare and female labor force participation (2012)
Posadas, Josefina; Vidal-Fernandez, Marian;Zitatform
Posadas, Josefina & Marian Vidal-Fernandez (2012): Grandparents' childcare and female labor force participation. (IZA discussion paper 6398), Bonn, 25 S.
Abstract
"In the U.S., grandparents look after one in five preschool children of employed women. Does this source of informal childcare increase female labor force participation and if so, up to what extent? The main challenge to answer this question is that a positive relationship between grandparents' childcare and female labor force participation might not be causal. We use the maternal grandmother's death as an instrument of grandparents' childcare to measure the effect of grandparents' childcare on maternal labor force participation (MLFP). We compare OLS and IV estimates and find that grandparents' childcare increases MLFP by 15 percentage points on average. We argue that most of the effect is driven by families from socio-economically disadvantaged backgrounds." (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