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Schleutker, Elina (2017): Women's work-life preferences. Reconceptualization and cross-country description over time. In: European Societies, Jg. 19, H. 3, S. 292-312. DOI:10.1080/14616696.2017.1290266

Abstract

"According to Hakim's preference theory, women can be divided into three groups based on their work - family preferences: home-centered, adaptive and work-centered. Here it is argued that Hakim's conceptualization of the adaptive women is unsatisfactory, as it does not take into consideration how the adaptive women want to combine work and family. The paper offers a reconceptualization of the adaptive group. Based on when women want to return to employment after childbirth, and how many hours they would like to work, three types of adaptive women are distinguished: the home-oriented adaptive women, the truly adaptive women and the work-oriented adaptive women. To demonstrate the fruitfulness of the reconceptualization, a cross-sectional descriptive study of women's preferences over time is conducted by employing data from International Social Survey Programme." (Author's abstract, IAB-Doku) ((en))

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Bertrand, Marianne, Patricia Cortés, Claudia Olivetti & Jessica Pan (2016): Social norms, labor market opportunities, and the marriage gap for skilled women. (NBER working paper 22015), Cambrige, Mass., 65 S. DOI:10.3386/w22015

Abstract

"In most of the developed world, skilled women marry at a lower rate than unskilled women. We document heterogeneity across countries in how the marriage gap for skilled women has evolved over time. As labor market opportunities for women have improved, the marriage gap has been growing in some countries but shrinking in others. We discuss a theoretical model in which the (negative) social attitudes towards working women might contribute towards the lower marriage rate of skilled women, and might also induce a non-linear relationship between their labor market prospects and their marriage outcomes. The model is suited to understand the dynamics of the marriage gap for skilled women over time within a country with set social attitudes towards working women. The model also delivers predictions about how the marriage gap for skilled women should react to changes in their labor market opportunities across countries with more or less conservative attitudes towards working women. We test the key predictions of this model in a panel of 23 developed countries, as well as in a panel of US states." (Author's abstract, IAB-Doku) ((en))

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Brandth, Berit & Elin Kvande (2016): Fathers and flexible parental leave. In: Work, employment and society, Jg. 30, H. 2, S. 275-290. DOI:10.1177/0950017015590749

Abstract

"Research on work-family balance has seen flexible work arrangements as a key solution for reconciling work and family, but it has given contradictory results in regard to fathers. This article focuses on flexible parental leave for fathers in Norway, which until now has rarely been studied. Based on interviews with 20 fathers, the article explores their experiences with flexible organization of the leave, which provides them with a menu of choices, and considers how it affects their caring. Findings show that it allows work to invade care, produces a double stress and promotes half-way fathering. Flexible use of the father's quota tends to confirm fathers as secondary carers instead of empowering them as carers." (Author's abstract, IAB-Doku) ((en))

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Bünning, Mareike & Matthias Pollmann-Schult (2016): Family policies and fathers' working hours. Cross-national differences in the paternal labour supply. In: Work, employment and society, Jg. 30, H. 2, S. 256-274. DOI:10.1177/0950017015578999

Abstract

"Despite extensive research on the effect of family policies on the labour supply of mothers, little is known about how these policies affect fathers' labour market outcomes. Using European panel data (EU-SILC) from 2003 to 2009 and multi-level models, this study analyses the effect of family policies on fathers' working hours. The results indicate that fathers work less than childless men if they live in countries that offer well paid, non-transferable parental leave for fathers, short parental leave for mothers and generous family allowances. The effects, however, are strongly contingent on fathers' educational levels. Whereas short maternal leaves are associated with shorter working hours among highly educated fathers, generous family allowances and father friendly parental leave schemes reduce the working hours of less educated fathers." (Author's abstract, IAB-Doku) ((en))

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Castro-García, Carmen & Maria Pazos-Moran (2016): Parental leave policy and gender equality in Europe. In: Feminist economics, Jg. 22, H. 3, S. 51-73. DOI:10.1080/13545701.2015.1082033

Abstract

"This article uses data from 2008 - 10 to analyze parental leave policies in twenty-one European countries and their influence on men's behavior. It examines entitlement characteristics, such as nontransferability, duration, payment, compulsory period, and other policies to assess their effect on the proportion of leave men use out of the total parental leave in each country. The findings, which suggest that a large majority of men take nontransferable and highly paid leave, and a small minority take other types, provide the basis for developing the Parental Leave Equality Index (PLEI). PLEI ranks countries by the degree to which parental leave policies reinforce or diminish the gendered division of labor. Results indicate that although Iceland's parental leave policies do the most to advance gender equity, no country has equal, nontransferable, and well-paid leave for each parent. This policy arrangement would be a precondition to men's and women's equal participation in childcare." (Author's abstract, IAB-Doku) ((en))

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Cools, Sara & Marte Ström (2016): Parenthood wage penalties in a double income society. In: Review of Economics of the Household, Jg. 14, H. 2, S. 391-416. DOI:10.1007/s11150-014-9244-y

Abstract

"We estimate how parenthood affects hourly wages using panel data for Norwegian employees in the years 1997 - 2007. Though smaller than for most other OECD countries, we find substantial wage penalties to motherhood, ranging from a 1.2 % wage reduction for women with lower secondary education to 4.9 % for women with more than four years of higher education. Human capital measures such as work experience and paid parental leave do not explain the wage penalties, indicating that in the Norwegian institutional context, mothers are protected from adverse wage effects due to career breaks. We do however find large heterogeneity in the effects, with the largest penalties for mothers working full time and in the private sector. Contrary to most studies using US data and to previous research from Norway, we find a small wage penalty also to fatherhood. Also for men, the penalty is greater for those who work full time and in the private sector. A substantial share of the fatherhood wage penalty is explained by paternity leave." (Author's abstract, IAB-Doku) ((en))

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Dahl, Gordon B., Katrine V. Løken, Magne Mogstad & Kari Vea Salvanes (2016): What is the case for paid maternity leave? In: The Review of Economics and Statistics, Jg. 98, H. 4, S. 655-670. DOI:10.1162/REST_a_00602

Abstract

"We assess the case for generous government-funded maternity leave, focusing on a series of policy reforms in Norway that expanded paid leave from 18 to 35 weeks. We find the reforms do not crowd out unpaid leave and that mothers spend more time at home without a reduction in family income. The increased maternity leave has little effect on children's schooling, parental earnings and labor force participation, completed fertility, marriage, or divorce. The expansions, whose net costs amounted to 0.25% of GDP, have negative redistribution properties and imply a considerable increases in taxes at a cost to economic efficiency." (Author's abstract, © MIT Press Journals) ((en))

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Feldman, Karie & Brian K. Gran (2016): Is what's best for dads best for families? Paternity leave policies and equity across forty-four nations. In: Journal of Sociology and Social Welfare, Jg. 43, H. 1, S. 95-119.

Abstract

"In a global economy, paternity leave policies represent one of the most significant expansions of the welfare state that seek to help fathers respond to socio-economic pressures on their work and families. Policy makers who strongly promote socio-economic equity may respond to these global changes with new policy formulae meant to encourage involvement of fathers in their families. Nevertheless, scholars have limited understanding of who benefits from paternity leave policies and what these benefits mean to families. The present study is a comparative analysis of paternity leave policies across forty-four countries. This paper first presents a typology of paternity leave policies. This typology consists of seven criteria that range from duration of benefits to amount of benefits to employment security. This typology is then applied to forty-four countries. The present study demonstrates that a surprisingly small number of countries are devoted to family equity." (Author's abstract, IAB-Doku) ((en))

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Dulk, Laura den, Hana Hašková, Renata Kyzlinková, Sevil Sümer, Dominique Anxo, Dorota Szelewa & Laura den Dulk (2016): Working time options over the life course. New regulations and empirical findings in five European countries. (WSI study 07), Düsseldorf, 136 S.

Abstract

"Sie stellt den aktuellen Stand der Regulierung von Arbeitszeitoptionen für eine lebensphasenorientierte Arbeitszeitgestaltung in fünf europäischen Ländern vor: Wissenschaftler/innen aus den Niederlanden, Schweden, Norwegen, Polen und der Tschechischen Republik gehen auf das Angebot an flexiblen Arbeitszeitarrangements per Gesetz und per Tarifvertrag ein und zeigen Zusammenhänge zur Geschlechtergleichstellung auf.
Zu finden sind die neuesten Daten zur Verfügbarkeit von Teilzeit, Elternzeit, Vaterschaftsurlaub und anderer Auszeiten. Die Wissenschaftler/innen stellen Forschungsergebnisse zur Nutzung der Optionen in den jeweiligen Ländern vor und behandeln die Veränderungen der letzten Jahre.
So gibt es in Ländern, in denen bisher feste Arbeitszeiten vorherrschten (Polen und Tschechische Republik) eine gewisse Zunahme von Arbeitszeitoptionen. Auch in diesen Ländern wird ein zunehmender Druck deutlich, das alte Arbeitszeitregime zu flexibilisieren.
In allen Ländern (Ausnahme: Schweden) zeigen sich Bestrebungen, flexible Arbeitszeiten (noch stärker) für wirtschaftliche Ziele nutzbar zu machen, das heißt, arbeitgeber- oder betriebsbezogene Flexibilität auszuweiten.
Die wenigen Studien, die zur Praxis der Nutzung von Arbeitszeitoptionen vorliegen, deuten darauf hin, dass in vielen Fällen die Einführung der Optionen nicht von einer Veränderung der betrieblichen Kultur begleitet war." (Autorenreferat, IAB-Doku)

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Løken, Katrine V., Kjell Erik Lommerud & Katrine Holm Reiso (2016): Single mothers and their children. Evaluating a work-encouraging welfare reform. (IZA discussion paper 10219), Bonn, 42 S.

Abstract

"Using rich administrative data from Norway, we evaluate a 1998 work-encouraging reform targeted at single parents. We especially focus on educational performance for children of the involved single mothers. For all children of single mothers, the effect on school grades at completion of junior high school at age 16 is near zero and insignificant. If one concentrates on younger single mothers, those most likely to be affected by the reform, the grade point average of their children drops significantly by 7% of a standard deviation. We isolate groups of mothers who are affected by the reform either primarily by having less time at home, or by reduced income. The children of both groups of mothers experience drops in school grades, so both reduced parental time and reduced income matter. The effect of reduced parental time, though, seems to be the more important." (Author's abstract, IAB-Doku) ((en))

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McDaniel, Anne (2016): The role of cultural contexts in explaining cross-national gender gaps in stem expectations. In: European Sociological Review, Jg. 32, H. 1, S. 122-133. DOI:10.1093/esr/jcv078

Abstract

"In recent decades, women have made impressive inroads in education and the labour market in most countries; yet, they often remain under-represented in science, technology, engineering, and math (STEM) professions. One way to understand women's under-representation in STEM is to examine how boys and girls develop their career expectations during adolescence, as this is a critical time when individuals begin to plan their futures. Prior cross-national research finds that gender stratification in education, work, and politics in a country affects the size of male-favourable gender gaps on math and science achievement tests for adolescents. Countries with more gender equality have smaller gender gaps in math and science. But, it is unknown how gender stratification or cultural ideologies impact the development of boys' and girls' STEM career expectations. Do countries with less gender equality have smaller male-favourable gender gaps in STEM career expectations? Do countries with less gender egalitarian have larger male-favourable gender gaps in STEM career expectations? Using data on student's occupational expectations from the 2006 Program for International Student Assessment and data on country-level gender stratification and genderegalitarian ideologies from the World Bank and European Values Survey, I study the gender gap in 15-year- olds' expectations to enter a STEM career across 24 countries." (Author's abstract, IAB-Doku) ((en))

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Olivetti, Claudia & Barbara Petrongolo (2016): The evolution of gender gaps in industrialized countries. (IZA discussion paper 9659), Bonn, 47 S.

Abstract

"Women in developed economies have made major inroads in labor markets throughout the past century, but remaining gender differences in pay and employment seem remarkably persistent. This paper documents long-run trends in female employment, working hours and relative wages for a wide cross-section of developed economies. It reviews existing work on the factors driving gender convergence, and novel perspectives on remaining gender gaps. The paper finally emphasizes the interplay between gender trends and the evolution of the industry structure. Based on a shift-share decomposition, it shows that the growth in the service share can explain at least half of the overall variation in female hours, both over time and across countries." (Author's abstract, IAB-Doku) ((en))

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Olivetti, Claudia & Barbara Petrongolo (2016): The evolution of gender gaps in industrialized countries. In: Annual review of economics, Jg. 8, S. 405-434. DOI:10.1146/annurev-economics-080614-115329

Abstract

"Women in developed economies have made major advancements in labor markets throughout the past century, but remaining gender differences in pay and employment seem remarkably persistent. This article documents long-run trends in female employment, working hours, and relative wages for a wide cross section of developed economies. It reviews existing work on the factors driving gender convergence, and novel perspectives on remaining gender gaps. Finally, the article emphasizes the interplay between gender trends and the evolution of the industry structure. Based on a shift-share decomposition, it shows that the growth in the service share can explain at least half of the overall variation in female hours, both over time and across countries." (Author's abstract, IAB-Doku) ((en))

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Steiber, Nadia, Caroline Berghammer & Barbara Haas (2016): Contextualizing the education effect on women's employment. A cross-national comparative analysis. In: Journal of Marriage and Family, Jg. 78, H. 1, S. 246-261. DOI:10.1111/jomf.12256

Abstract

In einem internationalen Vergleich wird untersucht, ob und in welchem Ausmaß sich Bildung auf die Erwerbsbeteiligung von Frauen auswirkt. Nach der Vorstellung eines Modells der Bildungseffekte auf der Mikroebene bei Paaren und Vorschlägen zum Einbezug moderierender Elemente auf makroökonomischer Ebene wird das Modell auf Grundlage der Daten des 'Generations and Gender- Programms' der Vereinten Nationen empirisch überprüft. Im Ergebnis erweist sich, das Paare mit einem höheren Bildungsgrad generell eher Doppelverdiener-Arrangements suchen, das Ausmaß der Bildungseffekte sich aber nach Ländern und nach der jeweiligen Familienphase unterscheidet. Im Unterschied zu bisherigen Untersuchungen kann nicht festgestellt werden, dass die Bildungseffekte in den Ländern geringer sind, in denen Frauenerwerbstätigkeit gefördert wird. (IAB)

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Testa, Maria Rita, Valeria Bordone, Beata Osiewalska & Vegard Skirbekk (2016): Are daughters' childbearing intentions related to their mothers' socio-economic status? In: Demographic Research, Jg. 35, S. 581-616. DOI:10.4054/DemRes.2016.35.21

Abstract

"Background: Unlike actual fertility, fertility intentions are often found to be positively correlated with education. The literature explaining this paradox is scarce.
Objective: We aim to fill the gap in the existing scientific literature by searching for the main factors that influence highly educated women to plan a larger family size.
Methods: Using the first wave of the Generations and Gender Survey for four countries (Austria, Bulgaria, Italy, and Norway), we analyse the relationship between mother's socio-economic status and daughter's fertility intentions, controlling for daughter's socio-economic status and sib ship size. Zero-inflated Poisson regression models are employed to estimate the predictors of women's additionally intended number of children.
Results: We find that the effect of family of origin is exerted mainly through sib ship size among childless daughters: Daughters with more siblings intend to have more children. After the transition to parenthood, the effect of family of origin is exerted mainly through the mother's level of education: Daughters with highly educated mothers intend to have more children.
Conclusions: The empirical results suggest that the positive link between births intentions and level of education might not merely be an artefact generated by the design of cross-sectional surveys but the outcome of a better socio-economic status that allows forming positive reproductive plans.
Contribution: The positive role of mother's socio-economic status on daughter's fertility decision-making offers a valuable interpretation of the positive link between education and fertility intentions which goes beyond the alternative explanations referring to self-selection, partner effect, or time squeeze, and needs to be confirmed by further research." (Author's abstract, © Max-Planck-Institut für demographische Forschung) ((en))

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Boler, Esther Ann, Beata Javorcik & Karen Helene Ulltveit-Moe (2015): Globalization: A woman's best friend? Exporters and the gender wage gap. (CESifo working paper 5296), München, 33 S.

Abstract

"While the impact of globalization on income inequality has received a lot of attention, little is known about its effect on the gender wage gap (GWG). This study argues that there is a systematic difference in the GWG between exporting firms and non-exporters. By the virtue of being exposed to higher competition, exporters require greater commitment and flexibility from their employees. If commitment is not easily observable and women are perceived as less committed workers than men, exporters will statistically discriminate against female employees and will exhibit a higher GWG than non-exporters. We test this hypothesis using matched employer-employee data from the Norwegian manufacturing sector from 1996 to 2010. Our identification strategy relies on an exogenous shock, namely, the legislative changes that increased the length of the parental leave that is available only to fathers. We argue that these changes have narrowed the perceived commitment gap between the genders and show that the initially higher GWG observed in exporting firms relative to non-exporters has gone down after the changes took place." (Author's abstract, IAB-Doku) ((en))

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Børve, Hege Eggen & Brita Bungum (2015): Norwegian working fathers in global working life. In: Gender, Work and Organization, Jg. 22, H. 4, S. 309-323. DOI:10.1111/gwao.12086

Abstract

"This article examines the impact that global working life has on working fathers' practices and family life. The internationalization of working life implies that different traditions and practices encounter and challenge each other. The focus is on mothers' and children's experiences with work - family life and their perceptions of fathers working in global companies. Using a case study approach, we explore how working conditions in global knowledge work organizations affect fathers' work practices and family life. The findings indicate that working conditions in global working life are gendered and not conducive to the development of the Norwegian fatherhood ideal of the working father. This is due to global and flexible working conditions, which imply long working hours, extensive travel and jetlag-related problems. Global working conditions produce a traditional masculinity practice, what Connell terms 'transnational masculinity', which infringes upon fathers' practice of being present." (Author's abstract, IAB-Doku) ((en))

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Dieckhoff, Martina, Vanessa Gash & Nadia Steiber (2015): Measuring the effect of institutional change on gender inequality in the labour market. In: Research in Social Stratification and Mobility, Jg. 39, H. March, S. 59-75. DOI:10.1016/j.rssm.2014.12.001

Abstract

"This article examines the differential impact of labour market institutions on women and men. It carries out longitudinal analyses using repeat cross-sectional data from the EU Labour Force Survey 1992 - 2007 as well as time series data that measure institutional change over the same period. The results contribute to the literature on gendered employment, adding important insights into the impact of labour market institutions over and above family policies that have been the focus of most prior studies on the topic. We find differential effects of institutional change on male and female outcome. Our findings challenge the neo-classical literature on the topic. While our results suggest that men benefit more clearly than women from increases in employment protection, we do not find support for the neo-classical assertion that strong trade unions decrease female employment. Instead, increasing union strength is shown to have beneficial effects for both men's and women's likelihood of being employed on the standard employment contract. Furthermore, in line with other researchers, we find that rising levels of in kind state support to families improve women's employment opportunities." (Author's abstract, IAB-Doku) ((en))

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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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Pronzato, Chiara Daniela (2015): Fighting lone mothers' poverty through in-work benefits. Methodological issues and policy suggestions. In: CESIfo Economic Studies, Jg. 61, H. 1, S. 95-122. DOI:10.1093/cesifo/ifu021

Abstract

"Lone mothers are overrepresented among the poor in many European countries, with detrimental consequences for them and their children. Even in Norway, which is known for its successful economic and welfare development, lone mothers were at least three times more likely to be poor than married mothers. To redress this issue, the Norwegian government instituted a welfare reform in 1998, increasing lone-parent benefit levels and introducing working requirements. Using a quasi-experimental model, Mogstad and Pronzato (2008) found that the reform had a positive effect on lone mothers' labor supply and slightly reduced poverty. Yet given the extent of public resources invested, was this the most that policy makers could expect in terms of reducing poverty? To answer this question, I estimate a discrete choice model of work and welfare participation decisions, and use the behavioral estimates to derive the policy parameters that would have minimized poverty among lone mothers. To produce more robust results, a prerequisite for developing policy recommendations, the discrete choice model is validated by comparing its predictions with the estimated effects of the reform obtained from a quasi-experiment (Mogstad and Pronzato 2008)." (Author's abstract, IAB-Doku) ((en))

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Rønsen, Marit & Ragni Hege Kitterød (2015): Gender-equalizing family policies and mothers' entry into paid work. Recent evidence from Norway. In: Feminist economics, Jg. 21, H. 1, S. 59-89. DOI:10.1080/13545701.2014.927584

Abstract

"Universal parental leaves with job protection and earnings compensation increase women's labor market attachment, but very long leaves may have negative consequences at both individual and societal levels. Using panel data from the period 1996 - 2010, we study whether it is possible to offset the potential negative effects on women's labor supply of long parental leaves by policies targeted especially at fathers, and policies making formal daycare cheaper and more easily available. Norway is used as example, since all recent extensions in the parental leave scheme have been reserved for fathers and at the same time the daycare sector has expanded rapidly. We find that Norwegian mothers did enter work faster after childbirth in the late 2000s than a decade earlier. The latest initiatives may thus have contributed to a shortening of women's career interruptions and a more equal division of paid and unpaid work among parents." (Author's abstract, IAB-Doku) ((en))

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Nes, Ragnhild Bang, Lars Johan Hauge, Tom Kornstad, Petter Kristensen, Markus A. Landolt, Leif T. Eskedal, Lorentz M. Irgens & Margarete E. Vollrath (2014): The impact of child behaviour problems on maternal employment. A longitudinal cohort study. In: Journal of Family and Economic Issues, Jg. 35, H. 3, S. 351-361. DOI:10.1007/s10834-013-9378-8

Abstract

"This prospective population-based study examined associations between children's behaviour problems and maternal employment. Information on children's behaviour problems at 3 years from 22.115 mothers employed before pregnancy and participating in the Norwegian Mother and Child Cohort Study were linked to national register data on employment and relevant social background factors, mothers' self-reported susceptibility to anxiety/depression and mother-reports of day-care attendance and fathers' income. Mothers reporting their child to have severe (>2 SD) internalizing or severe combined behaviour problems (5 %) had excess risk of leaving paid employment irrespective of other important characteristics generally associated with maternal employment (RR 1.24 - 1.31). The attributable risk percent ranged from 30.3 % (internalizing problems) to 32.4 % (combined problems). Externalizing behaviour problems were not uniquely associated with mothers leaving employment." (Author's abstract, IAB-Doku) ((en))

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Cooke, Lynn Prince, Jani Erola, Marie Evertsson, Michael Gähler, Juho Härkönen, Belinda Hewitt, Marika Jalovaara, Man-Yee Kan, Torkild Hovde Lyngstad, Letizia Mencarini, Jean-Francois Mignot, Dimitri Mortelmans, Anne-Rigt Poortman, Christian Schmitt & Heike Trappe (2013): Labor and love. Wives' employment and divorce risk in its socio-political context. In: Social Politics, Jg. 20, H. 4, S. 482-509. DOI:10.1093/sp/jxt016

Abstract

"We theorize how social policy affects marital stability vis-a-vis macro and micro effects of wives' employment on divorce risk in 11 Western countries. Correlations among 1990s aggregate data on marriage, divorce, and wives' employment rates, along with attitudinal and social policy information, seem to support specialization hypotheses that divorce rates are higher where more wives are employed and where policies support that employment. This is an ecological fallacy, however, because of the nature of the changes in specific countries. At the micro level, we harmonize national longitudinal data on the most recent cohort of wives marrying for the first time and find that the stabilizing effects of a gendered division of labor have ebbed. In the United States with its lack of policy support, a wife's employment still significantly increases the risk of divorce. A wife's employment has no significant effect on divorce risk in Australia, Flanders, France, Germany, Italy, the Netherlands, and the United Kingdom. In Finland, Norway, and Sweden, wives' employment predicts a significantly lower risk of divorce when compared with wives who are out of the labor force. The results indicate that greater policy support for equality reduces and may even reverse the relative divorce risk associated with a wife's employment." (Text excerpt, IAB-Doku) ((en))

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Gerecke, Megan (2013): A policy mix for gender equality? Lessons from high-income countries. (International Institute for Labour Studies. Discussion paper 215), Genf, 74 S.

Abstract

"Over the past 15 years, important gains have been made in gender equality. Gender gaps in educational attainment have shrunk substantially. In fact, in many high-income countries, young women's educational attainment now exceeds that of young men. At the same time, most countries have seen a significant increase in female employment rates - a trend which slowed only with the recent financial crisis." (Author's abstract, IAB-Doku) ((en))

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Triventi, Moris (2013): The gender wage gap and its institutional context. A comparative analysis of European graduates. In: Work, employment and society, Jg. 27, H. 4, S. 563-580. DOI:10.1177/0950017012460322

Abstract

"This article examines whether there is a gender gap in monthly wages among recent graduates in 11 European countries, and which variables account for it. We extend previous works considering a broader range of variables including perceived skills, responsibility at work, family obligations and attitudes to family and work. Regression analyses applied to data from the 'Research into Employment and professional FLEXibility' (REFLEX) survey (2005) show that in all countries there is a significant 'raw wage gap', but with noticeable cross-country variation. Decomposition analyses show that the 'residual wage gap' (discrimination) is lower in Nordic countries and higher in the Czech Republic, with the United Kingdom, continental and southern European countries placed in between them. Employment characteristics and working hours are the most important factors accounting for the gender gap. Wage discrimination is lower in countries with high trade union density, centralized collective bargaining, family-friendly policies, and high level of women's empowerment in society." (Author's abstract, IAB-Doku) ((en))

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Simón, Hipólito (2012): The gender gap in earnings. An international comparison with European matched employer-employee data. In: Applied Economics, Jg. 44, H. 15, S. 1985-1999. DOI:10.1080/00036846.2011.558477

Abstract

"This article examines the origin of the cross-country heterogeneity of the gender wage gap in nine European countries using a unique harmonized international matched employer-employee dataset. Our novel findings suggest that cross-country differences in the intensity of female segregation into low-paying workplaces is a relevant source of international differences in the size of the gap and that international disparities in the characteristics of wage structures are not very influential. On the other hand, the evidence is not fully conclusive with respect to the influence on the variations of the gap of different macroeconomic, social and institutional country-specific features considered previously in the literature." (Author's abstract, IAB-Doku) ((en))

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Havnes, Tarjei & Magne Mogstad (2011): Money for nothing? Universal child care and maternal employment. In: Journal of Public Economics, Jg. 95, H. 11/12, S. 1455-1465. DOI:10.1016/j.jpubeco.2011.05.016

Abstract

"The strong correlation between child care and maternal employment rates has led previous research to conclude that affordable and readily available child care is a driving force both of cross-country differences in maternal employment and of its rapid growth over the last decades. We analyze the introduction of subsidized, universally accessible child care in Norway. Our precise and robust difference-in-differences estimates reveal that there is little, if any, causal effect of child care on maternal employment, despite a strong correlation. Instead of increasing mothers' labor supply, the new subsidized child care mostly crowds out informal child care arrangements, suggesting a significant net cost of the child care subsidies." (Author's abstract, IAB-Doku) ((en))

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Petersen, Trond, Andrew M. Penner & Geir Hogsnes (2011): The male marital wage premium. Sorting vs. differential pay. In: Industrial and Labor Relations Review, Jg. 64, H. 2, S. 283-304.

Abstract

"The authors examine whether male marital and parenthood premia arise due to differential pay by employers or from differential sorting of employees on occupations and establishments. They investigate these premia using matched employee-employer data from the period 1979-96 in Norway, a country with increased pressures on men to be more active in the family sphere and in which public policy has aimed at remaking the family institution. We find that the effect of marriage, and to a lesser extent of children, occurs mostly through sorting on occupations and occupation-establishment units. The role of differential pay from employers is marginal in explaining the marital and parenthood premia. Results assessing within-individual changes in wages suggest that about 80% of the marital premium is due to selection. The men who eventually marry and/or have children sort into the higher-paying occupations and occupation-establishment units even prior to marriage and parenthood." (Author's abstract, IAB-Doku) ((en))

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Barth, Erling & Harald Dale-Olsen (2009): Monopsonistic discrimination, worker turnover, and the gender wage gap. (IZA discussion paper 3930), Bonn, 40 S.

Abstract

"Motivated by models of worker flows, we argue in this paper that monopsonistic discrimination may be a substantial factor behind the overall gender wage gap. On matched employer-employee data from Norway, we estimate establishment-specific wage premiums separately for men and women, conditioning on fixed individual effects. Regressions of worker turnover on the wage premium identify less wage elastic labour supply facing each establishment of women than that of men. Workforce gender composition is strongly related to employers' wage policies. The results suggest that 70-90 percent of the gender wage gap for low-educated workers may be attributed to differences in labour market frictions between men and women, while the similar figures for high-educated workers ranges from 20 to 70 percent." (Author's abstract, IAB-Doku) ((en))

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Barth, Erling & Harald Dale-Olsen (2009): Monopsonistic discrimination, worker turnover, and the gender wage gap. In: Labour economics, Jg. 16, H. 5, S. 589-597. DOI:10.1016/j.labeco.2009.02.004

Abstract

"Motivated by models of worker flows, we argue in this paper that monopsonistic discrimination may be a substantial factor behind the overall gender wage gap. Using matched employer - employee data from Norway, we estimate establishment-specific wage premiums separately for men and women, conditioning on fixed individual effects. Regressions of worker turnover on the wage premium identify less wage elastic labour supply facing each establishment of women than that of men. Workforce gender composition is strongly related to employers' wage policies. The results suggest that 70 - 90% of the gender wage gap for low-educated workers may be attributed to differences in labour market frictions between men and women, while the similar figures for high-educated workers ranges from 20 to 70%." (Author's abstract, IAB-Doku) ((en))

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Dommermuth, Lars & Ragni Hege Kitterød (2009): Fathers' employment in a father-friendly welfare state. Does fatherhood affect men's working hours? In: Community, work & family, Jg. 12, H. 4, S. 417-436. DOI:10.1080/13668800902753960

Abstract

"An important aim of Norwegian work - family policies is to enhance the family role of fathers. Time-use surveys show a slight increase in fathers' family work, but we still know little about the relationship between men's family circumstances and working hours. On the one hand, policy measures encourage the greater involvement of fathers in family life. On the other hand, men are the main providers in most couples and employment and breadwinning are still important components of men's fathering identity. In this paper, we examine the relationship between fatherhood and working time, with a particular focus on the possible effects of the number and ages of children. Utilizing the Norwegian Labour Force Survey 2005, we find that men's contractual working hours are not significantly affected by their parental status, but men do curtail their actual working hours when they have young children, and particularly if there is only one child in the household. However, men with school-aged children actually work longer hours than non-fathers and men with young children." (Author's abstract, IAB-Doku) ((en))

Zitatform

MacGinnity, Frances, Philip J. O'Connell, Kate Hunt, Elin Kvande, Carol Emslie, Tracey Warren, Cecile Guillaume, Jacqueline H. Watts, Gillian Pascall, Sigtona Halrynjo, Sophie Pochic, Elizabeth Fox & Helen Russell, MacGinnity, Frances, Philip J. O'Connell, Kate Hunt, Elin Kvande, Carol Emslie, Tracey Warren, Cecile Guillaume, Jacqueline H. Watts, Gillian Pascall, Sigtona Halrynjo, Sophie Pochic, Elizabeth Fox & Helen Russell (sonst. bet. Pers.) (2009): Work-life Balance. A matter of choice? In: Gender, Work and Organization, Jg. 16, H. 1, S. 1-172. DOI:10.1111/j.1468-0432.2008.00429.x

Abstract

"Existing literature casts the work-life interface in terms of three issues: time management; inter-role conflict (role overload and interference) and care arrangements for dependents. This special issue looks through a gender lens at the ways in which both men and women negotiate the relationship between work and home life, particularly when they have caring responsibilities at home. It explores the relationship between formal policies and their impact on men and women's ability to effect a choice in shaping their careers and their day-to-day commitments." (Author's abstract, IAB-Doku)

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Halrynjo, Sigtona & Selma Therese Lyng (2009): Preferences, constraints or schemas of devotion? Exploring Norwegian mothers' withdrawals from high-commitment careers. In: The British Journal of Sociology, Jg. 60, H. 2, S. 321-343. DOI:10.1111/j.1468-4446.2009.01233.x

Abstract

"Despite decades of focus on gender equality and work-family balance, parenthood still affects mothers' and fathers' careers differently. Drawing on in-depth interviews with Norwegian mothers who are relinquishing high-commitment careers of law and consultancy, this paper questions the adequacy of established explanations emphasizing constraints vs. individual preferences. Our sample of female professionals living in a well-developed welfare state is particularly apt to explore the processes and mechanisms upholding the statistically gendered pattern of women reducing their work commitment after childbirth. These doubly privileged mothers might be considered to have the best odds for combining career and work commitment with motherhood. Thus, we argue that the approach emphasizing practical constraints does not sufficiently account for the withdrawal from high-commitment careers among these female professionals. Nevertheless, we are not content with the claim of Preference Theory that this shift in commitment is merely a matter of 'not-so-dedicated' women discovering their 'genuine' preferences. Rather, in order to understand why and how this shift occurs, we explore the culturally constructed rationalities and schemas of both work and family devotions. We specifically examine the circumstances, mechanisms and steps in a seemingly individual process of making the shift in commitment from a promising career to a family-friendly job. Moreover, the analysis demonstrates how generous parental leave arrangements designed to enhance gender equality and work-family balance by simply reducing practical constraints may have limited - or even counterproductive - impact within high-commitment occupations where the 'irreplaceability' of workers is taken for granted. Our findings indicate that unless the culturally (re)produced discourses, demands and expectations of both work and family are exposed and challenged, even intentionally gender neutral work-family policies will continue to facilitate mothers' career withdrawals, expressed as modified individual preferences." (Author's abstract, IAB-Doku) ((en))

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Havnes, Tarjei & Magne Mogstad (2009): Money for nothing? Universal child care and maternal employment. (IZA discussion paper 4504), Bonn, 30 S.

Abstract

"The strong correlation between child care and maternal employment rates has led previous research to conclude that affordable and readily available child care is a driving force both of cross-country differences in maternal employment and of its rapid growth over the last decades. We analyze the introduction of subsidized, universally accessible child care in Norway. Our precise and robust difference-in-differences estimates reveal that there is little, if any, causal effect of child care on maternal employment, despite a strong correlation. Instead of increasing mothers' labor supply, the new subsidized child care mostly crowds out informal child care arrangements, suggesting a significant net cost of the child care subsidies." (Author's abstract, IAB-Doku) ((en))

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Lohmann, Henning, Frauke H. Peter, Tine Rostgaard & Stephen P. Jenkins (2009): Towards a framework for assessing family policies in the EU. (OECD social, employment and migration working papers 88), Paris, 94 S. DOI:10.1787/223883627348

Abstract

"This report presents the results of a first attempt to create a framework for assessing the performance of national family policies. The report is part of a joint EU and OECD project, which aims to help the EU Government Expert Group on Demographic Issues in evaluating national family policies. The idea behind the framework is that it allows individual countries to compare their overall performance in the area of family policies with the performance of other countries. The main focus of the report is policies for families with smaller children. The framework provides a set of cross-nationally comparable indicators on contexts, policy measures, and outcomes, organised on a systematic basis. The policy measure indicators presented in the report cover leave schemes, early childhood education and care, family benefits and workplace policies. The indicators build upon, interalia, previous work by the OECD in various studies on family-friendly policies that were carried out on a cross-national basis using different sets of indicators. Most of these indicators are today available in the OECD Family Database. Wherever the OECD Family Database contains indicators for the majority of EU member states and OECD countries, these data have been used in the present study. Otherwise, data from other cross-national databases have been included. Each indicator in the framework is presented as a single-standing indicator in the general absence of scientific consensus on different aggregation weights. In the report no explicit ranking of countries has been attempted, instead the relative position of countries has been illustrated with the help of standard deviation scores. In the last part of the report the linkages between policy aims and the various context, outcome and policy measures are indicated, which help construct 'score cards'. This 'score card-approach' is illustrated for three countries: Denmark, Germany and the United Kingdom. The report offers tools for assessment that may be developed further, and should offer an approach to using the OECD Family Database, acknowledging this unique data source for cross-country comparisons in the field of family policy." (Author's abstract, IAB-Doku) ((en))

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Takhtamanova, Yelena & Eva Sierminska (2009): Gender, moentary policy, and employment. The case of nine OECD countries. In: Feminist economics, Jg. 15, H. 3, S. 323-353. DOI:10.1080/13545700902893122

Abstract

"In many countries, low and stable inflation is the focus of monetary policy. Recent empirical evidence from developing countries indicates, however, that the costs of reducing inflation are disproportionately borne by women. This paper seeks to determine whether a similar pattern is evident in nine Organisation for Economic Co-operation and Economic Development (OECD) countries, using quarterly data for 1980-2004. The study examines economy-wide and sectoral employment effects by gender by utilizing two methodologies: single equation regression and vector autoregression analysis. Results indicate that the link between monetary policy instruments (short-term interest rates) and employment in the industrial countries under investigation is weak and does not vary by gender." (Author's abstract, IAB-Doku) ((en))

Zitatform

Betzelt, Sigrid (2008): Activation policies from a gender-sensible citizenship perspective. A tentative analytical framework. (ZeS-Arbeitspapier 2008/03), Bremen, 35 S.

Abstract

"Das Papier entwickelt einen vorläufigen Analyserahmen für den systematischen Vergleich unterschiedlicher Typen von Aktivierungspolitiken im Hinblick auf ihre Implikationen für das Wohlfahrtsdreieck zwischen Staat-Markt-Familie und Geschlechterungleichheiten. Ausgangspunkt ist die Erkenntnis, dass das inzwischen universell gültige arbeitsmarktpolitische 'Aktivierungsparadigma', d. h. die (Re-)Kommodifizierung aller erwerbsfähigen Bürgerinnen und Bürger, die Wohlfahrtsproduktion der Familie insofern betrifft als es mit der vor allem von Frauen unbezahlt geleisteten Sorgearbeit für Angehörige kollidiert. Auf dem theoretischen Hintergrund sozialer BürgerInnenrechte wird angenommen, dass diese unbezahlte Sorgearbeit weder vollständig kommodifiziert und de-familialisiert werden kann, noch dass dies gesellschaftlich wünschenswert ist. Vielmehr bedeutet die Idee einer 'inklusiven sozialen Staatsbürgerschaft' wie sie in der feministischen Wohlfahrtsstaatsforschung entwickelt wurde, dass sie sowohl Erwerbs- als auch Sorgeverantwortung aller Bürger und Bürgerinnen als Basis für Anerkennung und Subsistenzrechte einschließt. Ausgehend von diesem dem Aktivierungsparadigma inhärenten Spannungsverhältnis werden zwei zentrale Forschungsfragen formuliert: Erstens, wie beantworten die unterschiedlichen Ländervarianten von Aktivierungspolitik dieses Spannungsverhältnis und welche Interdependenzen bestehen zwischen Wohlfahrts- und Gender-Regimen und dem spezifischen Aktivierungstyp? Zweitens, was sind die Ergebnisse dieses Zusammenspiels im Hinblick auf soziale Ungleichheiten besonders von Geschlecht und Klasse und hinsichtlich der Idee sozial inklusiver Staatsbürgerschaft? Um diese Fragen für die vergleichende Forschung zu operationalisieren, wird ein vorläufiger Analyserahmen vorgeschlagen, der sieben relevante Dimensionen und entsprechende Indikatoren für deren Messung und Bewertung enthält. Dieses Analyseinstrument wurde für eine Fallstudie deutscher Aktivierungspolitik angewendet, deren zentrale Befunde im Licht vergleichender Forschung diskutiert werden." (Autorenreferat, IAB-Doku)

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Casarico, Alessandra & Alessandro Sommacal (2008): Labor income taxation, human capital and growth. The role of child care. (CESifo working paper 2363), München, 32 S.

Abstract

"This paper studies the implications of introducing child care in the human capital production function when assessing the effects of labor income taxation on growth. We develop an OLG model where formal schooling and child care enter the human capital production function as complements and we compare it with a model where only formal schooling matters for skill formation. Using a numerical analysis we find that, depending on the quality of child care services relative to parental care, the omission of child care from the technology of skills' formation can significantly bias the results related to the effects of labor income taxation on growth." (Author's abstract, IAB-Doku) ((en))

Zitatform

Moss, Peter & Marta Korintus (Hrsg.) (2008): International review of leave policies and related research 2008. (Employment relations research series 100), London, 383 S.

Abstract

"This report is about leave entitlements, mainly for workers with dependant children. As the report shows, working parents today in most countries are entitled to a range of different types of leave, going under a variety of different names. Moreover, in a number of countries the distinction between types of leave is increasingly blurred. This report is produced by an international network on leave policy and research, consisting of over 40 experts from 24 countries, mostly in Europe. The network covers policies for parents and others with care responsibilities, including for adult relatives, as well as policies available to the whole population such as life course career breaks and time accounts. But initially, priority is being given to leave policies focused on the care of children. Among the purposes of this network are: the exchange of information about policies, both in individual countries and by international organisations, and research on leave policies; the provision of a forum for the cross-national discussion of issues and trends in policy and research; and providing a source of regularly updated information on policies and research, including:
- the three-year leave period: too long or not?
- employers' perspectives and involvement and
- policies to increase fathers' use of leave." (Author's abstract, IAB-Doku) ((en))

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Sigle-Rushton, Wendy & Jane Waldfogel (2007): Motherhood and women's earnings in Anglo-American, Continental European, and Nordic Countries. In: Feminist economics, Jg. 13, H. 2, S. 55-91. DOI:10.1080/13545700601184849

Abstract

"The earnings of mothers make up an important, but difficult to quantify, component of parental expenditures on children. This paper compares the long-term earnings of women with children, women without children, and men. The study conducts separate analyses for less educated, moderately educated, and highly educated people in eight Anglo-American, Continental European, and Nordic countries. The study finds that, for the most part, these countries cluster into three groups, with mothers in the Continental European group experiencing the largest earnings differentials, mothers in the Nordic group experiencing the smallest, and mothers in the Anglo-American countries occupying the middle position." (Author's abstract, IAB-Doku) ((en))

Abstract

"90 Prozent aller Mitgliedsstaaten der Internationalen Arbeitsorganisation (ILO) haben inzwischen die Kernarbeitsnormen gegen Diskriminierung ratifiziert und sich damit zur Verabschiedung entsprechender Gesetze verpflichtet. Doch Gesetze allein reichen nicht aus, um Diskriminierung wirksam zu bekämpfen. Der Bericht lenkt die Aufmerksamkeit von Regierungen und Sozialpartnern auch auf neue Formen der Diskriminierung, die noch zu wenig Beachtung finden - beispielsweise aufgrund von Alter, HIV/AIDS, eines ungesunden Lebensstils oder der Wahrscheinlichkeit bestimmter genetischer Krankheiten. Die meisten Fälle von Diskriminierung aber betreffen nach wie vor Frauen. Die ILO betont in ihrem Bericht daher die herausragende Bedeutung von Maßnahmen zur besseren Vereinbarkeit von Familie und Beruf. So sollten familienfreundliche Maßnahmen nicht nur Frauen, sondern auch Männern offen stehen. In einigen Ländern, wie Island und Dänemark, wurden bestimmte Maßnahmen gezielt für Männer vorgesehen, beispielsweise ein besonderer Kinderbetreuungsurlaub nur für Männer. Nur wenn deutlich gemacht werde, dass die Wahrnehmung von Familienpflichten durch Männer sozial gewollt und akzeptiert wird, könne ein notwendiger Umdenkprozess stattfinden. Auch die Sozialpartner könnten durch entsprechende Ausgestaltung von Tarifverträgen einen Beitrag leisten, etwa indem Erziehungspausen nicht zu einer niedrigeren Einstufung führen. In Deutschland werden Frauen immer noch weniger eingestellt, rücken seltener in Führungspositionen und verdienen deutlich weniger als Männer. So beträgt das Lohngefälle zwischen Frauen und Männern laut dem Gleichstellungsbericht der EU-Kommission 22 Prozent, womit Deutschland in der EU auf dem viertletzten Platz landet. Auch die EU nennt die schlechte Vereinbarkeit von Familie und Beruf als zentrales Hindernis auf dem Weg zu mehr Gleichberechtigung.
Weitere Empfehlungen der ILO zur Bekämpfung der Diskriminierung weltweit:
- Gesetzgebung, die nicht nur Diskriminierung verbietet, sondern aktiv Ziele zur Förderung der Gleichberechtigung setzt;
- Unterstützung der Sozialpartner, um Gleichstellungsfragen in der Tarifpolitik zu verankern;
- gezielte Arbeitsmarktpolitik zur Förderung und Einbindung benachteiligter Gruppen;
- Bindung der öffentlichen Auftragsvergabe an die Einhaltung des Diskriminierungsverbots;
- Einrichtung von Antidiskriminierungskommissionen beziehungsweise Kommissionen für Lohngleichheit;
- Förderung der Lohngerechtigkeit auf betrieblicher Ebene durch 'Kartierung' der Lohnstruktur, um Lohndiskrepanzen sichtbar zu machen und abzubauen;
- Einbindung von Gleichstellungsmaßnahmen in die Länderprogramme der ILO für menschenwürdige Arbeit ebenso wie in die Entwicklungszusammenarbeit, die staatliche Kreditvergabe und Investitionsförderpolitik." (Autorenreferat, IAB-Doku)

Abstract

"The Global Employment Trends for Women Brief 2007 focuses on whether the tendency toward increased participation has continued more recently and whether women have found enough decent and productive jobs to really enable them to use their potential in the labour market and achieve economic independence. The approach is based on updates and analysis of a number of major labour market indicators. These include: labour force participation; unemployment; sector and status of employment; wages/earnings; and education and skills. Taken together, they show whether women who want to work actually do so, whether women find it harder to get a job than men, differences in the type of work done by women and men and equality of treatment in areas ranging from pay to education and training." (Author's abstract, IAB-Doku) ((en))

Zitatform

Aaberge, Rolf, Ugo Colombino & Tom Wennemo (2006): Evaluating alternative representations of the choice sets in models of labour supply. (IZA discussion paper 1986), Bonn, 26 S.

Abstract

"During the last two decades, the discrete-choice modelling of labour supply decisions has become increasingly popular, starting with Aaberge et al. (1995) and van Soest (1995). Within the literature adopting this approach there are however two potentially important issues that are worthwhile analyzing in their implications and that so far have not been given the attention they might deserve. A first issue concerns the procedure by which the discrete alternatives are selected to enter the choice set. For example van Soest (1995) chooses (non-probabilistically) a set of fixed points identical for every individual. This is by far the most widely adopted method. By contrast, Aaberge et al. (1995) adopt a sampling procedure suggested by McFadden (1978) and also assume that the choice set may differ across the households. A second issue concerns the availability of the alternatives. Most authors assume all the values of hours-of-work within some range [0, H] are equally available.! At the other extreme, some authors assume only two or three alternatives (e.g. non-participation, part-time and full-time) are available for everyone. Aaberge et al. (1995) assume instead that not all the hour opportunities are equally available to everyone; they specify a probability density function of opportunities for each individual and the discrete choice set used in the estimation is built by sampling from that individual-specific density function. In this paper we explore by simulation the implications of the procedure used to build the choice set (fixed alternatives vs. sampled alternatives) and of accounting or not accounting for a different availability of alternatives. The way the choice set is represented seems to have little impact on the fitting of observed values, but a more significant and important impact on the out-of-sample prediction performance." (Author's abstract, IAB-Doku) ((en))

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Datta Gupta, Nabanita, Nina Smith & Mette Verner (2006): Child care and parental leave in the Nordic countries. A model to aspire to? (IZA discussion paper 2014), Bonn, 58 S.

Abstract

"The Nordic countries have remarkably high participation rates of mothers and a moderate decrease of fertility rates compared to other western countries. This has been attributed to the fact that the welfare state model and, especially, the family friendly policies chosen in the Nordic countries are unique. The availability of generous parental leave schemes including high compensation rates makes it possible for mothers to take a considerable time out of work in connection with childbirths and to return to their previous jobs afterwards, thanks to the high provision of public daycare. In this paper we evaluate family-friendly policies in the 'Nordic model' with respect to the two modes of child care i.e. either parental care facilitated by maternal and parental leave schemes or non-parental publicly provided care. Our questions for discussion are: Is there a 'Nordic model', and is it worth the cost if effects on child development and welfare are included? Is there a trade-of! f between family-friendly policies and family welfare, and are there serious negative boomerang effects of family-friendly policies on women?s position in the labor market? Is the 'Nordic model' a model to aspire to?" (Author's abstract, IAB-Doku) ((en))

Zitatform

Mandel, Hadas & Moshe Semyonov (2006): A welfare state paradox. State interventions and women's employment opportunities in 22 countries. In: American Journal of Sociology, Jg. 111, H. 6, S. 1910-1949.

Abstract

"This study explores the role played by the welfare state in affecting women's labor force participation and occupational achievement. Using data from 22 industrialized countries, the authors examine the consequences of state interventions for both women's employment patterns and gender inequality in occupational attainment. The findings reveal a twofold effect: developed welfare states facilitate women's access into the labor force but not into powerful and desirable positions. Specifically, nations characterized by progressive and developed welfare policies and by a large public service sector tend to have high levels of female labor force participation, along with a high concentration of women in female-typed occupations and low female representation in managerial occupations. The findings provide insights into the social mechanisms underlying the relations between welfare states' benefits to working mothers and women's participation and achievements in the labor market." (Author's abstract, IAB-Doku) ((en))

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Teigen, Mari (2006): Die norwegische Gender-Politik. Quoten und aktive Förderung. In: WSI-Mitteilungen, Jg. 59, H. 3, S. 138-143.

Abstract

"Der Beitrag schildert die wesentlichen Aspekte der Quotenpolitik und der Politik der aktiven Förderung von Gleichstellung ('positive Maßnahmen') in Norwegen durch Gesetzgebung, Maßnahmen und Unterstützung durch die Öffentlichkeit. Aktive Förderung und Quotenregelungen gibt es in fast allen gesellschaftlichen Feldern und auch im privaten Bereich ('Vaterquote' beim Elternurlaub). Sie reichen von recht 'weichen Verfahren', die bei gleichen oder gleichwertigen Qualifikationen eine vorrangige Behandlung der KandidatInnen des unterrepräsentierten Geschlechts ermöglichen, bis hin zu strengen Quotierungen, wonach beide Geschlechter in einer Versammlung, einer Kommission, einem Ausschuss etc. mit mindestens 40 % vertreten sein müssen, neuerdings auch in Vorständen privater Aktiengesellschaften. In zentralen Machtarenen sind jedoch nach wie vor Männer dominant." (Autorenreferat, IAB-Doku)

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Hansen, Hans-Tore (2005): Unemployment and marital dissolution. A panel data study of Norway. In: European Sociological Review, Jg. 21, H. 2, S. 135-148. DOI:10.1093/esr/jci009

Abstract

"This article investigates whether unemployment within a dyad increases the probability of marital dissolution in Norway. An eight year panel data set of 40,472 couple-year observations is used to study the impact of unemployment on the probability of marital dissolution controlling for other variables. Two topics related to the impact of unemployment on divorce are addressed. First, the question of the impact of social stress as a mediating factor. Second, the question of gender differences with regards to the impact of unemployment. As expected the hypothesis that unemployment leads to an increased (non-monotonic) risk of marital dissolution was supported. While economic problems seem to be an important explanation for the impact of husbands' unemployment, the impact of wife's unemployment remained after controlling for other factors. The analysis also indicates that unemployment may catch unmeasured factors." (Author's abstract, IAB-Doku) ((en))

Zitatform

Allen, Jim & Karin Sanders (2002): Gender gap in earnings at the industry level. In: The European Journal of Women's Studies, Jg. 9, H. 2, S. 163-180.

Abstract

"In this article the authors seek an answer to the question: does the percentage of women working in an industry have an effect on earnings distinct from the effect of sex at the individual level? On the basis of the 'comparable worth' approach, the authors hypothesized that, controlling for education, experience and sex, the percentage of women working in an industry would have a negative effect on earnings. This hypothesis was tested by performing multi-level analysis using data from 12 countries. The hypothesis was confirmed: the multi-level analysis showed a significant negative effect of the percentage of women in an industry on individual earnings, when individual characteristics were controlled for. This effect applied equally formen and women working in an industry. Part, though not all, of the effect could be accounted for by the fact that femaledominated industries are less unionized and more characterized by small firms than male-dominated industries." (Author's abstract, IAB-Doku) ((en))

Zitatform

Gustafsson, Siv S. & Daniele E. Meulders (Hrsg.) (2000): Gender and the labour market. Econometric evidence of obstacles to achieving gender equality. (Applied econometrics association), Basingstoke: Macmillan, 336 S.

Abstract

"The purpose of Gender and the Labour Market is to analyze the remaining obstacles in achieving gender equality. The first chapters present different aspects of the gender earnings gap. Different counteries are studied and special emphasis is made on particular sectors and occupations. The next chapters deal with the postponement of first birth by educated women, the non-cooperative behavior in time use, gender differences in job and working mobility, transitions between employment status, discriminations contained in tax systems and poverty rates of single parent households." (Author's abstract, IAB-Doku) ((en))