Männer schrauben, Frauen pflegen – Berufliche Geschlechtersegregation in Deutschland
Die geschlechtsspezifische berufliche Spaltung des Arbeitsmarktes verändert sich seit Jahren kaum. Noch immer scheinen gesellschaftliche Rollenmodelle und Geschlechterstereotype die Berufswahl zu bestimmen und können auch auf Seiten der Unternehmen die Personalauswahl beeinflussen. Sowohl wegen der damit einhergehenden Lohnungleichheiten als auch angesichts des veränderten Fachkräftebedarfs werden vermehrt Strategien diskutiert, "Frauenberufe" und "Männerberufe" für das jeweils andere Geschlecht attraktiver zu machen.
Diese Infoplattform stellt eine Auswahl aktueller wissenschaftlicher Beiträge zum Thema zusammen.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
Zurück zur Übersicht-
Literaturhinweis
Understanding the gender gap among turn-of-the-century Swedish compositors (2018)
Zitatform
Burnette, Joyce & Maria Stanfors (2018): Understanding the gender gap among turn-of-the-century Swedish compositors. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2018,01), Uppsala, 41 S.
Abstract
"Women have always earned less than men, with men's greater physical strength explaining a large portion of the difference. This raises the question of why the gender gap did not disappear when the importance of physical strength waned with the emergence of the modern labor market. This paper explores the wage gap among Swedish compositors, an occupation featuring the main traits of modernity, circa 1900. We exploit matched employer-employee data with national coverage, and examine information on men and women holding the same jobs. On average, women's hourly wage was about 70 percent of men's. Individual characteristics explain much, but not all, of this gender gap. To explain the remainder of the gap, we examine training and differences across firms. Our findings suggest that women received less training than men, and accounting for differences across firms explains the gender gap. We also find differences across firms by size and location. Smaller firms outside the major cities treated men and women fairly, but large firms in big cities did not offer women the same opportunities as men, creating a gender wage gap. These results are consistent with the hypothesis that firms which set up internal labor markets treated men and women differently." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Geschlechterungleichheit in Erwerbsorganisationen: zur Verschränkung von "Struktur" und "Kultur" (2018)
Busch-Heizmann, Anne; Rinke, Timothy; Rastetter, Daniela;Zitatform
Busch-Heizmann, Anne, Daniela Rastetter & Timothy Rinke (2018): Geschlechterungleichheit in Erwerbsorganisationen. Zur Verschränkung von "Struktur" und "Kultur". In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 27, H. 1, S. 49-75. DOI:10.1515/arbeit-2018-0004
Abstract
"Auf dem Arbeitsmarkt existieren nach wie vor bestimmte soziale Ungleichheiten zwischen Frauen und Männern, etwa im Hinblick auf die Verortung in unterschiedlichen Berufen und hierarchischen Positionen sowie Verdienste. Andockend an die bisherige Forschung, fragen wir nach der Rolle von Betrieben bei der Generierung geschlechtsspezifischer Arbeitsmarktchancen. Bei dieser Forschungsfrage betrachten wir zum einen 'egalitäre' betriebliche Strukturen (Maßnahmen zur Geschlechtergleichstellung und zur Vereinbarkeit von Familie und Beruf, eine paritätische Geschlechterdemografie im Betrieb und in dessen Leitungspositionen, betriebliche Formalisierung der Beschäftigungspolitik) und ihren Einfluss auf geschlechterbezogene soziale Ungleichheiten. Zum anderen wird, unter Bezugnahme auf den Neo-Institutionalismus, diskutiert, inwieweit sich jene 'egalitären' Strukturen in der Betriebskultur bzw. in der subjektiven Wahrnehmung der Strukturen niederschlagen. Ein besonderes Ziel liegt darin, mögliche Ambivalenzen zwischen positiven und negativen Auswirkungen 'egalitärer' Betriebsstrukturen aufzudecken. Aufbauend auf diese Überlegungen wird auf den weiteren Forschungsstand aufmerksam gemacht, mit dem es möglich ist, eine solche Verschränkung von 'Struktur' und 'Kultur' und ihre Auswirkungen auf geschlechterbezogene soziale Ungleichheiten auf dem Arbeitsmarkt zu untersuchen." (Autorenreferat, © De Gruyter)
-
Literaturhinweis
Wann würden Frauen für Tarifkommissionen kandidieren?: Befunde aus einem faktoriellen Survey (2018)
Zitatform
Buschmann, Benjamin, Veronika Grimm, Debora Gärtner, Christopher Osiander & Gesine Stephan (2018): Wann würden Frauen für Tarifkommissionen kandidieren? Befunde aus einem faktoriellen Survey. In: Industrielle Beziehungen, Jg. 25, H. 3, S. 320-342., 2018-02-05. DOI:10.3224/indbez.v25i3.03
Abstract
"Verhandlungsergebnisse hängen unter anderem davon ab, ob Gruppen in Verhandlungen vertreten sind. Dies legt nahe, dass sich die geschlechtsspezifische Lohnlücke unter anderem durch eine stärkere Beteiligung von Frauen an Tarifkommissionen abbauen ließe. Mit Hilfe eines faktoriellen Surveys untersucht dieser Beitrag, wie wahrscheinlich es ist, dass Beschäftigte unter verschiedenen Umständen für eine Gehaltsverhandlungskommission kandidieren würden und welche Einflussmöglichkeiten sie im Fall einer Wahl für sich sehen würden. Frauen geben insgesamt deutlich seltener als Männer an, dass sie für eine Position in der Verhandlungskommission kandidieren würden. Ebenso erwarten sie im Mittel signifikant seltener, in den Verhandlungen etwas bewirken zu können. Dieser Geschlechterunterschied lässt sich durch persönliche und arbeitsplatzbezogene Merkmale der Befragten 'erklären', die aber teilweise wiederum selbst Ergebnis geschlechtsspezifischen Verhaltens sein dürften. Insgesamt deuten die Ergebnisse darauf hin, dass vor allem Regelungen, die eine Anrechenbarkeit von Gremiensitzungen auf die Arbeitszeit festschreiben, dazu geeignet sein können, die Bereitschaft zur Mitarbeit zu erhöhen." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Is personal initiative training a substitute or complement to the existing human capital of women?: results from a randomized trial in Togo (2018)
Campos, Francisco; Frese, Michael; Goldstein, Markus; Johnson, Hillary C.; Mensmann, Mona; McKenzie, David; Iacovone, Leonardo;Zitatform
Campos, Francisco, Michael Frese, Markus Goldstein, Leonardo Iacovone, Hillary C. Johnson, David McKenzie & Mona Mensmann (2018): Is personal initiative training a substitute or complement to the existing human capital of women? Results from a randomized trial in Togo. In: AEA papers and proceedings, Jg. 108, S. 256-261. DOI:10.1257/pandp.20181026
Abstract
"Personal initiative training - a psychology-based mindset training program - delivers lasting improvements for female business owners in Togo. Which types of women benefit most? Theories of dynamic complementarity would suggest training should work better for those with higher pre-existing human capital, but there are also reasons why existing human capital might inhibit training participation or substitute for its effects. We examine the heterogeneity in treatment impact according to different types of human capital. We find little evidence of either complementarities or substitutability, suggesting this new business training approach can work for a wide range of human capital levels." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Housework division and gender ideology: when do attitudes really matter? (2018)
Zitatform
Carriero, Renzo & Lorenzo Todesco (2018): Housework division and gender ideology. When do attitudes really matter? In: Demographic Research, Jg. 39, S. 1039-1064. DOI:10.4054/DemRes.2018.39.39
Abstract
"This paper's original contribution is in analyzing whether and how relative resources and education influence the effect of gender ideology on the division of housework. Moreover, our analysis goes beyond most existing studies in its rare combination of behavior measures collected through a reliable time-use diary procedure and information regarding partners' gender ideology." (Author's abstract, © Max-Planck-Institut für demographische Forschung) ((en))
-
Literaturhinweis
Job polarization in European industries (2018)
Zitatform
Cirillo, Valeria (2018): Job polarization in European industries. In: International Labour Review, Jg. 157, H. 1, S. 39-63. DOI:10.1111/ilr.12033
Abstract
"Job polarization instead of pure upgrading is emerging in European industries. This article focuses on polarization of the employment structure and contributes empirical evidence to explain patterns of occupational change in relation to four major groups: managers, clerks, craft workers and manual workers. Building on the structural approach, the author aims to analyse employment dynamics at the sectoral level and shed light on job polarization trends in Europe. Job polarization clearly emerges, mainly in service sectors, and in some European countries it is leading to a rejection of the hypothesis of skill upgrading sustained by the skill-biased technical change paradigm." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Experimental Evidence of Discrimination in the Labour Market: Intersections between Ethnicity, Gender, and Socio-Economic Status (2018)
Zitatform
Dahl, Malte & Niels Krog (2018): Experimental Evidence of Discrimination in the Labour Market. Intersections between Ethnicity, Gender, and Socio-Economic Status. In: European Sociological Review, Jg. 34, H. 4, S. 402-417. DOI:10.1093/esr/jcy020
Abstract
"This article presents evidence of ethnic discrimination in the recruitment process from a field experiment conducted in the Danish labour market. In a correspondence experiment, fictitious job applications were randomly assigned either a Danish or Middle Eastern-sounding name and sent to real job openings. In addition to providing evidence on the extent of ethnic discrimination in the Danish labour market, the study offers two novel contributions to the literature more generally. First, because a majority of European correspondence experiments have relied solely on applications with male aliases, there is limited evidence on the way gender and ethnicity interact across different occupations. By randomly assigning gender and ethnicity, this study suggests that ethnic discrimination is strongly moderated by gender: minority males are consistently subject to a much larger degree of discrimination than minority females across different types of occupations. Second, this study addresses a key critique of previous correspondence experiments by examining the potential confounding effect of socio-economic status related to the names used to represent distinct ethnic groups. The results support the notion that differences in callbacks are caused exclusively by the ethnic traits." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Gendered language and the educational gender gap (2018)
Zitatform
Davis, Lewis & Megan Reynolds (2018): Gendered language and the educational gender gap. In: Economics Letters, Jg. 168, H. July, S. 46-48. DOI:10.1016/j.econlet.2018.04.006
Abstract
"Languages differ in the degree to which they employ gender distinctions for nouns and pronouns. Speaking a gendered language may highlight gender roles. We find that speaking a gendered language is associated with a greater gender gap in educational attainment." (Author's abstract, © 2018 Elsevier) ((en))
-
Literaturhinweis
The effects of skin tone, height, and gender on earnings (2018)
Zitatform
Devaraj, Srikant, Narda R. Quigley & Pankaj C. Patel (2018): The effects of skin tone, height, and gender on earnings. In: PLoS one, Jg. 13, H. 1, S. 1-22. DOI:10.1371/journal.pone.0190640
Abstract
"Using a theoretical approach grounded in implicit bias and stereotyping theories, this study examines the relationship between observable physical characteristics (skin tone, height, and gender) and earnings, as measured by income. Combining separate streams of research on the influence of these three characteristics, we draw from a sample of 31,356 individual-year observations across 4,340 individuals from the National Longitudinal Study of Youth (NLSY) 1997. We find that skin tone, height, and gender interact such that taller males with darker skin tone attain lower earnings; those educated beyond high school, endowed with higher cognitive ability, and at the higher income level (>75th percentile) had even lower levels of earnings relative to individuals with lighter skin tone. The findings have implications for implicit bias theories, stereotyping, and the human capital literature within the fields of management, applied psychology, and economics." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
How institutions and gender differences in education shape entrepreneurial activity: a cross-national perspective (2018)
Zitatform
Dilli, Selin & Gerarda Westerhuis (2018): How institutions and gender differences in education shape entrepreneurial activity. A cross-national perspective. In: Small business economics, Jg. 51, H. 2, S. 371-392. DOI:10.1007/s11187-018-0004-x
Abstract
"Previous studies offer evidence that human capital obtained through education is a crucial explanation for cross-national differences in entrepreneurial activity. Recently, scholar attention has focused on the importance of education in subjects such as science, technology, engineering, and math (STEM) for the promotion of entrepreneurial activity. To our knowledge, empirical evidence for this link is scarce, despite the emphasis made in the literature and by policy makers on the choice of study at the tertiary level. Given that differences in STEM education are particularly large between men and women, we utilize data from the Global Entrepreneurship Monitor for 19 European countries and the USA. We study the role of these differences in STEM education at the national level for three stages of the entrepreneurial process: entrepreneurial awareness, the choice of sector for entrepreneurial activity, and entrepreneurial growth aspirations. We also test whether the effects of gender differences in education is moderated by the nature of the institutional environment in which entrepreneurs operate. Our findings show that individual-level explanations including education account for the gender differences during all three stages of early-stage entrepreneurial activity. Moreover, countries with greater gender equality in science education are characterized by higher entrepreneurial activity in knowledge-intensive sectors and high-growth aspirations. Thus, next to individual-level education, closing the gender gap in science at the national level can benefit a country as a whole by stimulating innovative entrepreneurial activity." (Author's abstract, © Springer-Verlag) ((en))
-
Literaturhinweis
Masculine vs feminine personality traits and women's employment outcomes in Britain: a field experiment (2018)
Zitatform
Drydakis, Nick, Katerina Sidiropoulou, Vasiliki Bozani, Sandra Selmanovic & Swetketu Patnaik (2018): Masculine vs feminine personality traits and women's employment outcomes in Britain. A field experiment. In: International journal of manpower, Jg. 39, H. 4, S. 621-630. DOI:10.1108/IJM-09-2017-0255
Abstract
"Purpose: The purpose of this paper is to examine whether masculine personality traits in women generate better job market prospects, as compared to feminine personality traits.
Design/methodology/approach: The authors utilized a field experiment (correspondent test) to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, the authors minimized the potential for reverse causality bias and unobserved heterogeneities to occur.
Findings: Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations than for female-dominated positions.
Practical implications: Within the labor market, masculine personality traits may increase competency levels and leadership capability.
Social implications: As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, while also receiving lower earnings, as compared to men.
Originality/value: Masculine and feminine personality traits may be a probable outcome of wage-related differentials. The experimental study isolates spurious relationships and offers clear evaluations of the effect of masculine and feminine personality traits on occupational access and wage distribution. To the best of the authors knowledge, this is the first-field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales." (Author's abstract, © Emerald Group) ((en))Ähnliche Treffer
auch erschienen als: IZA discussion paper , 11179 -
Literaturhinweis
The transition to parenthood and the division of parental leave in different-sex and female same-sex couples in Sweden (2018)
Zitatform
Evertsson, Marie & Katarina Boye (2018): The transition to parenthood and the division of parental leave in different-sex and female same-sex couples in Sweden. In: European Sociological Review, Jg. 34, H. 5, S. 471-485. DOI:10.1093/esr/jcy027
Abstract
"Research on the division of paid and unpaid work at the transition to parenthood has rarely been able to separate the social construction of gender and motherhood/fatherhood identities from labour market and financial factors. By bringing in female same-sex couples (SSC) and comparing how the transition to parenthood influences the division of parental leave in SSC and different-sex couples (DSC), we can isolate parents' gender as a predictor of the division of care from physiological and identity-forming aspects linked to being a birth-mother (or her partner). Analysing Swedish register data for couples who had their first child in 2003-2011, results show that (i) the (birth) mother's leave uptake is higher than the partner's uptake for both SSC and DSC, providing support for identity formation and internalized norms linked to the child's need of its (birth) mother; (ii) birth-mothers in SSC on average take 7 weeks less parental leave than mothers in DSC, indicating that the partner's gender plays a role; and (iii) the (birth) mother's parental leave share is negatively related to her income but unrelated to her partner's income, suggesting that her labour market prospects are more important in the division of leave than any financial, family-utility maximization." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Gender norms and relative working hours: why do women suffer more than men from working longer hours than their partners? (2018)
Zitatform
Fleche, Sarah, Anthony Lepinteur & Nattavudh Powdthavee (2018): Gender norms and relative working hours. Why do women suffer more than men from working longer hours than their partners? In: AEA papers and proceedings, Jg. 108, S. 163-168. DOI:10.1257/pandp.20181098
Abstract
"Constraints that prevent women from working longer hours are argued to be important drivers of the gender wage gap in the United States. We provide evidence that in couples where the wife's working hours exceed the husband's, the wife reports lower life satisfaction. By contrast, there is no effect on the husband's satisfaction. The results still hold when controlling for relative income. We argue that these patterns are best explained by perceived fairness of the division of household labor, which induces an aversion to a situation where the wife works more at home and on the labor market." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Early gender gaps among university graduates (2018)
Francesconi, Marco; Parey, Matthias;Zitatform
Francesconi, Marco & Matthias Parey (2018): Early gender gaps among university graduates. In: European Economic Review, Jg. 109, H. October, S. 63-82. DOI:10.1016/j.euroecorev.2018.02.004
Abstract
"We use data from six cohorts of university graduates in Germany to assess the extent of gender gaps in college and labor market performance twelve to eighteen months after graduation. Men and women enter college in roughly equal numbers, but more women than men complete their degrees. Women enter college with slightly better high school grades, but women leave university with slightly lower marks. Immediately following university completion, male and female full-timers work a very similar number of hours per week, but men earn more than women across the pay distribution, with an unadjusted gender gap in full-time monthly earnings of about 20 log points on average. Including a large set of controls reduces the gap to 5-10 log points. The single most important proximate factor that explains the gap is field of study at university." (Author's abstract, © 2018 Elsevier) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 11361 -
Literaturhinweis
Discrimination against men at work: Experiences in five countries. Working conditions (2018)
Zitatform
Fric, Karel & Camilla Galli da Bino (2018): Discrimination against men at work. Experiences in five countries. Working conditions. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 18 S. DOI:10.2806/835224
Abstract
"While discrimination against women at work has long been a mainstream topic in research literature, only marginal attention has been paid to discrimination against men. A number of factors may be responsible for this, including change in traditional occupational roles, cultural perceptions of the 'natures' of men and women, and men's own perception (or lack of perception) of discrimination. This short report investigates whether men face discrimination based on sex in the workplace. It looks at the results of Eurofound's 2015 European Working Conditions Survey and then examines cases from five countries (Bulgaria, Cyprus, Denmark, France and the UK). Discrimination is examined in such areas as recruitment, education, healthcare-related services, working time and parenting, and sexual harassment. The cases demonstrate that men do indeed experience discrimination because of their sex. The cases appear to be more concentrated in female-dominated contexts and in instances of adjustment of working time in relation to parental duties." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Segregation across workplaces and the motherhood wage gap: why do mothers work in low-wage establishments? (2018)
Zitatform
Fuller, Sylvia (2018): Segregation across workplaces and the motherhood wage gap. Why do mothers work in low-wage establishments? In: Social forces, Jg. 96, H. 4, S. 1143-1476. DOI:10.1093/sf/sox087
Abstract
"While maternal employment has become the norm in advanced industrial nations, gendered norms of parenting and employment disadvantage mothers in the labor force. This paper sheds new light on motherhood pay gaps by investigating the contribution of an understudied dynamic - mothers' overrepresentation in low-paying workplaces. Estimating between- and within-establishment wage gaps with nationally representative Canadian linked employer-employee data reveals that segregation in low-paying establishments accounts for the bulk of mothers' wage disadvantage relative to childless women. Pay gaps net of human capital differences are not chiefly a result of mothers' lower wages vis-à-vis similar women in a given workplace, but rather stem from the fact that mothers are disproportionately employed in workplaces that pay all employees relatively poorly. Having identified the importance of between-establishment segregation, additional analyses probe support for two theories about underlying mechanisms: compensating differentials tied to family-supportive work contexts, and discrimination. While each plays a role, evidence is strongest for discrimination, with organizational characteristics that tend to reduce opportunities for discrimination also dramatically reducing or eliminating motherhood pay gaps." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Frauen in der Informatik: Können sie mehr als sie denken?: eine Analyse geschlechtsspezifischer Erfolgserwartungen unter Informatikstudierenden (2018)
Förtsch, Silvia; Schmid, Ute;Zitatform
Förtsch, Silvia & Ute Schmid (2018): Frauen in der Informatik: Können sie mehr als sie denken? Eine Analyse geschlechtsspezifischer Erfolgserwartungen unter Informatikstudierenden. In: Gender, Jg. 10, H. 1, S. 130-150. DOI:10.3224/gender.v10i1.09
Abstract
"Obwohl ein Anstieg des Frauenanteils in den Informatikstudiengängen zu verzeichnen ist, gilt die IT-Branche nach wie vor als Männerdomäne. Der weibliche Anteil in deutschen IT-Abteilungen beträgt knapp 10 Prozent (Weitzel et al. 2017). Ein Grund für die mangelnde Präsenz der Frauen im IT-Bereich könnte die geringere Erfolgserwartung der Studentinnen im Studium sein. In diesem Beitrag wird untersucht, ob vorangegangene Schulleistungen sowie intrinsische Motivation für die Studiengangswahl, nämlich Begabung und Interesse für das Fach, die subjektive Einschätzung des Studienerfolgs von Informatikstudierenden beeinflussen. Obwohl Studentinnen sich im Vergleich zu ihren Kommilitonen in ihren durchschnittlichen Mathematikleistungen nicht signifikant unterscheiden und sie im Durchschnitt die bessere Abiturabschlussnote erzielen, unterschätzen sie sich in ihrem persönlichen Studienerfolg signifikant, insbesondere in stark techniklastigen Informatikstudiengängen. Ebenso können Studentinnen von einer hohen intrinsischen Motivation, hinsichtlich ihrer Erfolgseinschätzungen im Studium nicht profitieren. Die durchgeführte Analyse bezieht sich auf das Datenmaterial aus dem ESF-Forschungsprojekt 'Alumnae Tracking'." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Torn apart? The impact of manufacturing employment decline on black and white Americans (2018)
Gould, Eric D.;Zitatform
Gould, Eric D. (2018): Torn apart? The impact of manufacturing employment decline on black and white Americans. (IZA discussion paper 11614), Bonn, 82 S.
Abstract
"This paper examines the impact of manufacturing employment decline on the socioeconomic outcomes within and between black and white Americans from 1960 to 2010. Exploiting variation across cities and over time, the analysis shows that manufacturing decline negatively impacted blacks (men, women, and children) in terms of their wages, employment, marriage rates, house values, poverty rates, death rates, single parenthood, teen motherhood, child poverty, and child mortality. In addition, the decline in manufacturing increased inequality within the black community in terms of overall wages and the gaps between education groups in wages, employment, and marriage rates. Many of the same patterns are found for whites, but to a lesser degree - leading to larger gaps between whites and blacks in wages, marriage patterns, poverty, single-parenthood, and death rates. The results are robust to the inclusion or exclusion of several control variables, and the use of a 'shift-share' instrument for the local manufacturing employment share. Overall, the decline in manufacturing is reducing socio-economic conditions in general while increasing inequality within and between racial groups - which is consistent with a stronger general equilibrium effect of the loss of highly-paid, lower-skilled jobs on the lesseducated segments of the population." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Food sales taxes and employment (2018)
Zitatform
Greenhalgh-Stanley, Nadia, Shawn Rohlin & Jeff Thompson (2018): Food sales taxes and employment. In: Journal of regional science, Jg. 58, H. 5, S. 1003-1016. DOI:10.1111/jors.12406
Abstract
"We use panel fixed effects estimation with a border approach creating cross-border county pairs to identify changes in food sales tax rates on employment, payroll, and hiring. Results suggest food sales taxes have a negligible effect on overall employment but adverse effects in the food and beverage stores industry. We find younger workers, who are more likely to work in the food and beverage industry, are more adversely affected when a neighboring state has preferential tax treatment for food. We also determine that omitting food sales tax rates when studying general sales tax effects on employment does not bias estimates." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Reaching the top or falling behind? The role of occupational segregation in women's chances of finding a high-paying job over the life-cycle (2018)
Gutierrez, Federico H.;Zitatform
Gutierrez, Federico H. (2018): Reaching the top or falling behind? The role of occupational segregation in women's chances of finding a high-paying job over the life-cycle. (GLO discussion paper / Global Labor Organization 273), Maastricht, 51 S.
Abstract
"Using a two-stage decomposition technique, this paper analyzes the role of occupational segregation in explaining the probability of women vis-à-vis men of finding high-paying jobs over the life-cycle. Jobs are classified as highly-remunerated if their compensation exceeds a threshold, which is set at different values to span the entire wage distribution. Results obtained from pooled CPS surveys indicate that the importance of occupational segregation remains virtually unchanged over the life-cycle for low- and middle-wage workers. However, women's access to high-paying occupations becomes significantly more restricted as workers age, suggesting a previously undocumented type of 'glass ceiling' in the U.S." (Author's abstract, IAB-Doku) ((en))