Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
Die meisten Mütter und Väter wollen Erwerbs- und Familienarbeit vereinbaren. Stellt sich Nachwuchs ein, wird insbesondere von Frauen die Erwerbsarbeit zugunsten der Familie unterbrochen. Immer häufiger nehmen auch Männer Elternzeit in Anspruch. Wie gelingt der Wiedereinstieg von Eltern in den Beruf? Welche familienbewussten Maßnahmen greifen?
Die Infoplattform bietet Literatur zu arbeitsmarkt- und sozialpolitischen Erfolgsfaktoren und Handlungsbedarfen der beruflichen Reintegration.
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Literaturhinweis
Reducing the child penalty by incentivizing maternal part-time work? (2025)
Zitatform
Baertsch, Laurenz & Malte Sandner (2025): Reducing the child penalty by incentivizing maternal part-time work? In: Labour Economics, Jg. 95, 2025-07-08. DOI:10.1016/j.labeco.2025.102759
Abstract
"Governments worldwide are discussing ways to increase maternal labor market participation and to reduce the child penalty. This study analyzes the long run effects of a paid parental leave reform in Germany, a country characterized by high rates of maternal part-time employment after childbirth. The reform introduced additional financial incentives for mothers to engage in part-time work during the first two years following childbirth. Using German social security records, we exploit the fact that only mothers whose child is born in or after July 2015 are eligible for the new part-time parental leave option in a Difference-in-Differences strategy. We find that the policy increased the probability that high-income mothers return to work during the first year after child birth by 2.1–2.8 percentage points ( 15%–20%). However, the policy does not affect maternal employment along the extensive or intensive margin (part-time or full-time work) in the long run (i.e. up to 4.5 years after child). This indicates that while the reform successfully encourages early part-time return to work among high-income mothers, it does not significantly reduce the child penalty. However, it does also not trap mothers in part-time employment." (Author's abstract, IAB-Doku, © Elsevier) ((en))
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Literaturhinweis
Selection into maternity leave length and long-run maternal health in Germany (2025)
Zitatform
Bister, Lara, Peter Eibich, Roberta Rutigliano, Mine Kühn & Karen van Hedel (2025): Selection into maternity leave length and long-run maternal health in Germany. In: Journal of Social Policy, Jg. 54, H. 2, S. 528-547. DOI:10.1017/S0047279423000429
Abstract
"Existing literature shows the importance of maternity leave as a strategy for women to balance work and family responsibilities. However, only a few studies focused on the long-run impact of maternity leave length on maternal health. Therefore, how exactly they are related remains unclear. We examine women’s selection into different lengths of maternity leave as a potential explanation for the inconclusive findings in the literature on the association between maternity leave and maternal health. This study aims to unravel the association between maternity leave length and mothers’ long-term health in Germany. Drawing on detailed data from the German Statutory Pension Fund (DRV), we estimated the association between maternity leave length and sick leave from 3 years following their child’s birth for 4,243 women living in Germany in 2015 by applying discrete-time logistic regression. Our results show a negative relationship between maternity-leave length and long-term maternal health, likely driven by negative health selection. Long maternity leaves of more than 24 months were associated with worse maternal health in the long run, while a positive association emerged for vulnerable women with pre-existing health problems." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beliefs and Realities of Work and Care After Childbirth (2025)
Zitatform
Caplin, Andrew, Søren Leth-Petersen & Christopher Tonetti (2025): Beliefs and Realities of Work and Care After Childbirth. (CEPR discussion paper / Centre for Economic Policy Research 20423), London, 32 S.
Abstract
"Models of female labor supply routinely assume that women have accurate expectations about post-birth employment, but little is known about whether this assumption holds. We use a 2019 state-contingent survey of 11,000 Danish women linked to administrative data to compare pre-birth beliefs to realized outcomes. Mothers accurately anticipate long-run return to work but systematically overestimate how soon it will occur. Miscalibration stems from two belief errors—about partner leave and own labor supply—which interact and persist even among second-time mothers." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper 34289 -
Literaturhinweis
Work re-entry following maternity leave for first-time mothers: An events, social identity and intersectional theories informed identity work framework (2025)
Zitatform
Cross, Christine, Colette Darcy & Thomas Garavan (2025): Work re-entry following maternity leave for first-time mothers: An events, social identity and intersectional theories informed identity work framework. In: Gender, work & organization, Jg. 32, H. 2, S. 590-609. DOI:10.1111/gwao.13162
Abstract
"Many first-time mothers experience significant identity issues on work re-entry following maternity leave, an important individual and life-related event. Work re-entry prompts significant identity tensions leading to identity work challenges and potential career changes. We address this significant life event and develop a subjective identity informed conceptual framework explaining its key components and outcomes. We propose that for first-time mothers, re-entry following maternity leave triggers a cognitive and subjective assessment of identity threat and opportunity leading to the use of multiple identity work strategies to address personal, role, and collective identities. We analyze the impacts of these reworked identities and identity work for career decision making and outcomes. We theoretically underpin our framework using event systems, a subjective perspective on social identity and intersectional theories and in doing so, propose future research questions and highlight implications for national policy and organizational practices." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
A new model of parental time investments: A paradigm shift for addressing gender inequality in the labor market (2025)
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Cuevas-Ruiz, Pilar, José Ignacio Giménez-Nadal, Sveva Manfredi & Almudena Sevilla (2025): A new model of parental time investments: A paradigm shift for addressing gender inequality in the labor market. (CEP discussion paper / Centre for Economic Performance 2126), London, 38 S.
Abstract
"This paper introduces a new framework for understanding the persistence of the motherhood penalty by emphasizing the role of on-call care. Using a pseudo-panel event study based on the 2003-2022 American Time Use Survey (ATUS), we quantify how different types of parental care time contribute to post-childbirth labor market outcomes. Our results show that gender gaps in on-call care, not primary childcare, drive the long-term reduction in mothers' Paid work. In the first two years after birth, declines in paid work are largely explained by primary interactive childcare. Over time, however, on-call care becomes the dominant factor. This shift is not accounted for in existing labor market models, nor in standard policies such as parental leave and childcare subsidies. We argue that the persistent economic costs of gender inequality can be better understood and addressed by integrating the temporal and unpredictable nature of caregiving into economic theory and policy design." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Assessing the Differential Income Effects of Maternal Employment Interruptions in Germany (2025)
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Ghosh, Saikat & Christian Aßmann (2025): Assessing the Differential Income Effects of Maternal Employment Interruptions in Germany. (LIfBi working paper 121), Bamberg, 30 S. DOI:10.5157/LIfBi:WP121:1.0
Abstract
"Employment interruption due to childbirth remains a key contributor to the persistent motherhood penalty in labour markets. While such interruptions consistently reduce earnings, their impact is not uniform and depends significantly on the nature of subsequent employment. This study offers robust empirical evidence on the nuanced effects of employment interruptions, employment types, and job changes on mothers’ annual labour income in Germany. Utilizing a dataset, which combines rich survey and administrative records, we estimate the differential effects of employment interruptions in interaction with employment type and job mobility. Our findings reveal that the income penalties associated with employment interruptions vary substantially depending on whether mothers engage in regular or non-regular work, and whether they change jobs post-childbirth. The results also document a reasonable amount of persistent latent heterogeneity. These insights have important implications for labour market policy and contribute to the limited empirical literature on post-childbirth employment trajectories." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Temporal Signification of Careers and Organizational Return‐to‐Work Barriers After an Extended Career Break: Insights From Professional Women in the United Kingdom (2025)
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Gupta, Renu, Gill Kirton & Suki Sian (2025): Temporal Signification of Careers and Organizational Return‐to‐Work Barriers After an Extended Career Break: Insights From Professional Women in the United Kingdom. In: Gender, work & organization, S. 1-17. DOI:10.1111/gwao.70050
Abstract
"In this article, we explore the phenomenon of professional women's childcare-related extended career breaks taken immediately or soon after maternity leave and organizational barriers experienced in their subsequent return to work. Applying a temporal lens to Barley's career model, we analyze how organizational objective clock-time and women's experience of subjective time in relation to extended career breaks mediate their understanding of organizational barriers in returning to work. Demonstrating the interlinkages between structure and agency, we present “continuity” and “presence” as two temporal career scripts that create specific return-to-work barriers for women professionals as they fall out of sync with time during the extended break and face temporal inequities upon return to the workplace. We establish that in the context of women professionals returning from childcare-related extended career breaks, structural elements outweigh individual agency. We conclude this article with a call for organizational support to overcome return barriers arising out of temporal career scripts. We also suggest that future research could usefully explore organizational policies and practices aimed at reintegrating and retaining professional women returning to work from extended childcare-related career breaks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Berufsberatung im Erwerbsleben kann Frauen bei der Rückkehr in den Beruf unterstützen (2025)
Zitatform
Hartosch, Katja, Linda Heuer, Anna Heusler, Julia Lang & Angela Ulrich (2025): Die Berufsberatung im Erwerbsleben kann Frauen bei der Rückkehr in den Beruf unterstützen. In: IAB-Forum H. 07.07.2025, 2025-07-02. DOI:10.48720/IAB.FOO.20250707.01
Abstract
"Frauen unterbrechen ihre Erwerbstätigkeit häufiger als Männer. Dies führt oft zu Schwierigkeiten beim Wiedereinstieg ins Erwerbsleben. So können Qualifikationen veralten und Unsicherheiten über berufliche Möglichkeiten entstehen. Unterstützung bietet die Berufsberatung im Erwerbsleben der Bundesagentur für Arbeit. Untersuchungen des IAB geben Anhaltspunkte, inwiefern die Gruppe der Berufsrückkehrerinnen durch dieses Beratungsangebot erreicht wird." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Damned if You Do, Damned if You Don’t?: Experimental Evidence from Germany on Hiring Discrimination Against Mothers with Short Family Leave (2025)
Zitatform
Hipp, Lena (2025): Damned if You Do, Damned if You Don’t? Experimental Evidence from Germany on Hiring Discrimination Against Mothers with Short Family Leave. In: Work and occupations, S. 1-32. DOI:10.1177/07308884251360325
Abstract
"Can women overcome motherhood penalties by quickly returning to their jobs after childbirth? Do employers discriminate against fathers who take extended family leave? To answer these questions, I exploit some unique features of Germany's parental leave and job application system. My field experiment shows that mothers who only took the mandatory leave of two months are less likely to be invited to a job interview than mothers who stayed home for a year. There is, however, no difference between fathers who took short versus long periods of leave. The results of the supplementary laboratory experiment support my theoretical claim that women who “lean in” and violate the norm of being “a good mother” are judged more negatively than norm-violating men, who benefit from their culturally ascribed higher status in professional settings. My study hence underscores that women are required to enact traditional family roles to “fit in” but men are not. Fathers have more leeway in their behaviors and are evaluated according to a more flexible range of criteria than mothers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parental Leave, Worker Substitutability, and Firms' Employment (2025)
Zitatform
Huebener, Mathias, Jonas Jessen, Daniel Kühnle & Michael Oberfichtner (2025): Parental Leave, Worker Substitutability, and Firms' Employment. In: The Economic Journal, Jg. 135, H. 669, S. 1467-1495., 2024-12-06. DOI:10.1093/ej/ueae114
Abstract
"Motherhood and parental leave are frequent causes of worker absences and employment interruptions, yet little is known about their effects on firms. Based on linked employer-employee data from Germany, we examine how parental leave absences affect small-and medium-sized firms. We show that they anticipate the absence with replacement hirings in the six months before childbirth. A 2007 parental leave reform extending leave absences reduces firm-level employment and total wages up to three years after childbirth, driven by firms with few internal substitutes for the absent mother. However, we do not find longer-term effects on firms’ employment, wage bill, or likelihood to shut down. The reform led to an increase in replacement hirings, but firms did not respond to longer expected absences of mothers by subsequently hiring fewer young women. Overall, our findings show that anticipated, extended parental leave does not have a lasting impact on firms." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))
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Literaturhinweis
When are you coming back? Effect of state-subsidized and employer-sponsored childcare on mothers’ return to work (2025)
Zitatform
Kronberg, Anne-Kathrin & Anna Gerlach (2025): When are you coming back? Effect of state-subsidized and employer-sponsored childcare on mothers’ return to work. In: European Sociological Review, S. 1-18. DOI:10.1093/esr/jcaf044
Abstract
"After giving birth, higher-educated mothers return to work faster and stay with their pre-birth employer more often than mothers with less education. To facilitate more equitable return patterns, public policy and organizational scholars point to state-subsidized and employer-sponsored childcare as potential solutions. We ask how these two childcare approaches affect mothers’ education-specific return timing and destination (pre-birth employer or new employer). Our paper combines representative German linked employer-employee data (LIAB) with county-level childcare information from 2007 to 2019 to address this question. We demonstrate that better state-subsidized childcare reduces education-specific differences in how quickly mothers return to their pre-birth employer. However, equalizing effects decline at the very bottom of the educational spectrum. The equalizing effect also partially extends to employer-sponsored childcare assistance, especially when state-subsidized care is scarce. Nevertheless, employer assistance cannot fully compensate for a lack of state-subsidized infrastructure or prevent mothers’ turnover to a new company. Thus, state-subsidized childcare plays a central role in understanding mothers’ returns to work. We discuss policy implications and how our findings extend beyond the German context." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Paid family leave and occupational mobility (2025)
Zitatform
Liu, Andrew Yizhou (2025): Paid family leave and occupational mobility. In: Applied Economics, S. 1-12. DOI:10.1080/00036846.2025.2526858
Abstract
"Paid family leave (PFL) programmes provide temporary financial support and workplace flexibility for mothers, potentially influencing their occupational choices after childbirth. I find that state-level PFL programs reduce downward occupational mobility among women aged 19 to 35 with children aged 0 to 3 by approximately 42%, with stronger effects among high-school educated, black, and single mothers. However, these policies have no significant impact on upward occupational mobility, indicating that PFL alone may be insufficient for reducing the gender gap in occupation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gone too long or back too soon? Perceptions of paid parental leave‐taking and variations by gender and family structure (2025)
Zitatform
Petts, Richard J., Reilly Kincaid, Trenton D. Mize & Gayle Kaufman (2025): Gone too long or back too soon? Perceptions of paid parental leave‐taking and variations by gender and family structure. In: Journal of Marriage and Family, Jg. 87, H. 5, S. 1865-1888. DOI:10.1111/jomf.13101
Abstract
"Objective: This study examines perceptions of paid leave-taking itself and variations in these perceptions by parent gender, sexual orientation, and marital status. Background: Previous research largely focuses on the consequences associated with leave-taking, particularly highlighting workplace penalties associated with leave-taking. There has also been limited attention to workers with diverse family forms. We seek to better understand the culture surrounding paid parental leave in the U.S. by focusing on evaluations of leave-taking itself and whether such evaluations may reduce or exacerbate inequalities by gender, sexual orientation, and marital status. Method: We use data on 2964 U.S. respondents from a survey experiment in which employer-offered paid parental leave-taking, parent gender, sexual orientation, and marital status were randomly assigned. We use OLS models to assess perceptions of paid leave-taking and the causal effects of parent gender, sexual orientation, and marital status on these perceptions. Results: We find that respondents view 11 weeks of paid parental leave as the right amount of leave, on average. We also find variations in perceptions of leave-taking by parent gender, sexual orientation, and marital status; mothers with husbands and single parents are viewed more favorably for taking longer leaves than fathers with wives, mothers with wives, and fathers with husbands. Conclusion: There is increasing support for paid leave within the U.S., but support for parents' leave-taking largely reflects gendered stereotypes and may reinforce broader patterns of gender inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational autonomy, paid maternity leave, and mothers' return to work after childbirth (2025)
Zitatform
Portier, Camille (2025): Occupational autonomy, paid maternity leave, and mothers' return to work after childbirth. In: Journal of Marriage and Family, Jg. 87, H. 4, S. 1571-1595. DOI:10.1111/jomf.13089
Abstract
"Objective: This study formulates and tests a resource substitution hypothesis, examining whether mothers rely more on occupational autonomy to balance work and childrearing when paid maternity leave is unavailable. Background: The tension between working for pay and caring for young children is crucial to understanding women's employment trajectories, especially in the United States, with its limited formal support for mothers around childbirth. In this context, occupational characteristics such as autonomy may serve as an important resource for working women to draw upon during the transition to motherhood. Method: Using data from the first 19 rounds of the NLSY97 (N = 1813) and the O*NET, the author estimates logistic models and discrete‐time event history models to consider the relationship between occupational autonomy, use of paid leave, and whether and when mothers come back to work after childbirth. Results: The results highlight the nature of autonomy as a valuable resource in the transition back to work and confirm the resource substitution hypothesis. Mothers in occupations with greater autonomy are not only more likely to return to work after childbirth but also do so more promptly, particularly in the absence of paid leave. Conclusion: These findings are significant, given the enduring impact of post‐childbirth career breaks and the limited access to paid leave in the United States. They underscore the potential of occupational autonomy in mitigating the adverse effects of motherhood on career progression and in reducing disparities among mothers across various labor market sectors." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workplace Discrimination Against Pregnant and Postpartum Employees: Links to Well-Being (2025)
Zitatform
Schneider, Kimberly T., Sarah C. Williams & Rory E. Kuhn (2025): Workplace Discrimination Against Pregnant and Postpartum Employees: Links to Well-Being. In: International journal of environmental research and public health, Jg. 22, H. 8. DOI:10.3390/ijerph22081160
Abstract
"Pregnancy-related discrimination at work is a concern for many employees who navigate the pregnancy and postpartum stages of parenthood while working in the early-to-middle stages of their careers. Although there is legislation prohibiting pregnancy-related discrimination and ensuring accommodations postpartum, empirical evidence indicates many pregnant and postpartum employees still experience such behaviors. In this narrative review, we focus on describing the range of behaviors assessed in studies on pregnancy-related discrimination in several cultures, situating the occurrence of discrimination within theoretical frameworks related to stereotypes and gendered expectations. We also review evidence of employees’ postpartum experiences with a focus on the transition back to work, along with breastfeeding challenges related to pumping and storing milk at work. Regarding coping with pregnancy-related workplace discrimination and postpartum challenges during a return to work, we review the importance of social support, including instrumental and emotional support from allies and role models." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parental Leave Challenges From the Perspective of Employers: Understanding Sectors With Low Take‐Up by Fathers (2025)
Zitatform
Valentova, Marie, Roland Maas & Alison Koslowski (2025): Parental Leave Challenges From the Perspective of Employers: Understanding Sectors With Low Take‐Up by Fathers. In: Gender, work & organization, Jg. 32, H. 5, S. 1966-1981. DOI:10.1111/gwao.13259
Abstract
"Parental leave policies are designed to facilitate the reconciliation of family and work life. Usage of leave is related to various factors, including the parent's gender, as well as their workplace and employer's characteristics. A wealth of research has explored employees' perceptions of the role of workplaces on leave-taking, yet considerably less is known about the perspective of employers. This paper examines the challenges employers face while implementing parental leave reforms aimed at increasing take up by men. We conducted semi-structured interviews with staff responsible for implementing leave in Luxembourg-based companies where low take-up by fathers is most prevalent. We explore the perceptions of difficulties related to leave usage that companies encounter. The results show that that full-time leave remains the most common choice, while part-time or split leave is less utilized. The employers in the study report difficulties in reorganizing work, finding replacements, and reintegrating employees. The organization of replacement cover appears more challenging when employees take full-time rather than part-time leave and when employees with a highly-specialized job (irrespective of their level of education) take parental leave. These employers tend to cope with replacement issues by negotiating with employees to take more informal forms of leave or by simply not hiring employees in a certain life stage." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Parental Leave: Economic Incentives and Cultural Change (2024)
Albrecht, James ; Vroman, Susan ; Fernández, Raquel ; Edin, Per-Anders ; Thoursie, Peter; Lee, Jiwon;Zitatform
Albrecht, James, Per-Anders Edin, Raquel Fernández, Jiwon Lee, Peter Thoursie & Susan Vroman (2024): Parental Leave: Economic Incentives and Cultural Change. (NBER working paper / National Bureau of Economic Research 32839), Cambridge, Mass, 49 S.
Abstract
"The distribution of parental leave uptake and childcare activities continues to conform to traditional gender roles. In 2002, with the goal of increasing gender equality, Sweden added a second “daddy month,” i.e., an additional month of pay-related parental leave reserved exclusively for each parent. This policy increased men's parental leave uptake and decreased women's, thereby increasing men's share. To understand how various factors contributed to these outcomes, we develop and estimate a quantitative model of the household in which preferences towards parental leave respond to peer behavior. We distinguish households by the education of the parents and ask the model to match key features of the parental leave distribution before and after the reform by gender and household type (the parents' education). We find that changed incentives and, especially, changed social norms played an important role in generating these outcomes whereas changed wage parameters, including the future wage penalty associated with different lengths of parental leave uptake, were minor contributors. We then use our model to evaluate three counterfactual policies designed to increase men's share of parental leave and conclude that giving each parent a non-transferable endowment of parental leave or only paying for the length of time equally taken by each parent would both dramatically increase men's share whereas decreasing childcare costs has almost no effect." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is part-time employment a temporary 'stepping stone' or a lasting 'mommy track'? Legislation and mothers' transition to full-time employment in Germany (2024)
Zitatform
Brehm, Uta & Nadja Milewski (2024): Is part-time employment a temporary 'stepping stone' or a lasting 'mommy track'? Legislation and mothers' transition to full-time employment in Germany. In: Journal of European Social Policy, Jg. 34, H. 3, S. 354-369. DOI:10.1177/09589287231224607
Abstract
"Research on reconciling family and employment debates if maternal part-time employment works as ‘stepping stone’ to full-time employment or as gateway to a long-term ‘mommy track’. We analyze how mothers’ transition from part-time to full-time employment is shaped by changing reconciliation legislations and how this is moderated by reconciliation-relevant factors like individual behaviors and macro conditions. We extend the literature on work–family reconciliation by investigating mothers’ employment behavior after the birth of their last child, i.e., after the family formative phase. We draw upon Germany with its considerable regional and historical heterogeneity. Using event history methods on SOEP-data, we observe mothers who (re)enter part-time employment (i.e., up to 30 weekly working hours) after their last childbirth. Results suggest that the impact of reconciliation legislations depends on the moderation by other factors. Recent reconciliation-friendly legislations may have contributed to the polarization of maternal employment patterns: more and less employment-oriented mothers diverge sooner after childbirth than before. Legislations co-occur with increases both in childcare institutions and part-time culture, but their moderation effects compete. Hence, boosting part-time work as either a ‘stepping stone’ or a ‘mommy track’ requires a deep understanding of the mechanisms behind legislations as well as more explicit policy incentives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Elternzeiten während der Covid-19-Pandemie in Deutschland: Frauen, die in der Pandemie Mutter wurden, unterbrechen ihre Erwerbstätigkeit länger (2024)
Zitatform
Bächmann, Ann-Christin, Corinna Frodermann & Katharina Wrohlich (2024): Elternzeiten während der Covid-19-Pandemie in Deutschland: Frauen, die in der Pandemie Mutter wurden, unterbrechen ihre Erwerbstätigkeit länger. (IAB-Kurzbericht 17/2024), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2417
Abstract
"Die Geburt eines Kindes und die damit einhergehende Erwerbsunterbrechung haben für Mütter erhebliche Folgen für ihre weitere Karriere. Insbesondere die Dauer der Unterbrechung spielt hierfür eine wichtige Rolle. Infolge der Covid-19-Pandemie gab es weitreichende Umbrüche auf dem Arbeitsmarkt, etwa einen drastischen Anstieg der Kurzarbeit sowie zentrale Einschnitte in der außerhäuslichen Kinderbetreuung. Vor diesem Hintergrund haben die Autorinnen analysiert, ob sich familienbedingte Erwerbsunterbrechungen von Müttern während der Pandemie verlängert haben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Birth Spacing and Working Mothers' Within-Organization Career Paths (2024)
Zitatform
Carlson, Lisa, Karen Benjamin Guzzo & Hsueh-Sheng Wu (2024): Birth Spacing and Working Mothers' Within-Organization Career Paths. In: Socius, Jg. 10. DOI:10.1177/23780231241230845
Abstract
"The mechanisms behind mothers’ wage penalties remain unclear. In this article, the authors consider the role of birth spacing and changes in employers after a second birth. Using the 1979 National Longitudinal Survey of Youth and competing risk event history models, the authors investigate how spacing between first and second births influences the likelihood of returning to a pre–second birth employer, changing employers, or remaining outside of the labor force within six months of the second birth. The authors find no differences in the influence of birth spacing on the likelihood of returning to an employer versus changing employers but that shorter birth spacings relate to lower likelihoods of returning to the labor market. There is some evidence that birth spacing and postbirth employment varies by age at first birth, marital status, and occupation. Overall, the results suggest that although birth spacing is relevant for returning postbirth to employment, job changes are unlikely to drive mothers’ wage penalties." (Author's abstract, IAB-Doku) ((en))