Gender und Arbeitsmarkt
Das Themendossier "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.
Mit dem Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
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Literaturhinweis
Gender based taxation and the division of family chores (2007)
Zitatform
Alesina, Alberto, Andrea Ichino & Loukas Karabarbounis (2007): Gender based taxation and the division of family chores. (IZA discussion paper 3233), Bonn, 54 S.
Abstract
"Gender Based Taxation (GBT) satisfies Ramsey's optimal criterion by taxing less the more elastic labor supply of (married) women. This holds when different elasticities between men and women are taken as exogenous and primitive. But in this paper we also explore differences in gender elasticities which emerge endogenously in a model in which spouses bargain over the allocation of home duties. GBT changes spouses' implicit bargaining power and induces a more balanced allocation of house work and working opportunities between males and females. Because of decreasing returns to specialization in home and market work, social welfare improves by taxing conditional on gender. When income sharing within the family is substantial, both spouses may gain from GBT." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Geschlechtersegregation in Organisationen und die Lohndifferenz zwischen Männern und Frauen (2007)
Zitatform
Allmendinger, Jutta & Thomas Hinz (2007): Geschlechtersegregation in Organisationen und die Lohndifferenz zwischen Männern und Frauen. In: R. Gildemeister & A. Wetterer (Hrsg.) (2007): Erosion oder Reproduktion geschlechtlicher Differenzierungen? : widersprüchliche Entwicklungen in professionalisierten Berufsfeldern und Organisationen, S. 172-188.
Abstract
"Auf Grundlage der amtlichen Beschäftigtenstatistik und einer Betriebsbefragung des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) werden Ausmaß, Formen und Folgen der organisationsgebundenen Geschlechtertrennung von Berufen und Arbeitsplätzen in den 1990er Jahren aufgezeigt. Wir zielen dabei auf die Beschreibung und Erklärung von beruflicher Segregation so wie von geschlechtsspezifischen Lohndifferenzen in Organisationen ab. Es stehen die Fragen im Mittelpunkt, inwieweit Organisationen als (korporative) Arbeitsmarktakteure zur Entstehung und Reproduktion getrennter beruflicher Welten von Männern und Frauen sowie der geschlechtsspezifischen Lohnunterschiede beitragen. Damit soll auch geklärt werden, ob sich die geschlechtsspezifische Trennung der beruflichen Tätigkeiten innerhalb der Organisationen - und damit am Arbeitsplatz - 'schärfer' darstellt, als sie im Arbeitsmarkt insgesamt ausfällt. Die gewöhnlich für alle Erwerbstätigen berichteten Segregationswerte berücksichtigen gerade die (Handlungs- und Interaktions-)Ebene nicht, auf der die Trennung beruflicher Tätigkeiten in den Arbeitsorganisationen tatsächlich erfahren wird." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender wage differences in West Germany: a cohort analysis. An essay to filter out time effects and life cycle effects (2007)
Antonczyk, Dirk;Zitatform
Antonczyk, Dirk (2007): Gender wage differences in West Germany. A cohort analysis. An essay to filter out time effects and life cycle effects. Berlin, 67 S.
Abstract
"This study is a descriptive analysis of the gender wage gap in West Germany for the period from 1975 to 2001. It updates the study from Fitzenberger and Wunderlich (2002) on the same subject. The present study is based upon the IAB subsample. Using quantile regression in a cohort setting, a simple methodology that accounts for heterogeneity in the wage distribution, this approach goes further than standard decomposition methods which measure only the mean of the gender wage gap. The update period is particular interesting, as some authors argue that rising inequality started to affect the top of the wage distribution during the 1980's, but the bottom of the distribution only in the 1990's. The study shows that wage distributions depend highly on skill level, employment status, and gender. The results of this paper are to be seen as stylized facts. Life-cycle wage growth is generally greater for men than for women. The time trend is higher for women, implying that the gender wage gap has narrowed during the observed period, and this mostly in the lower part of the wage distribution and especially for low- and medium-skilled women, while high-skilled women seem to be less successful." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The male marital wage premium in Germany: selection versus specialization (2007)
Zitatform
Barg, Katherin & Miriam Beblo (2007): The male marital wage premium in Germany. Selection versus specialization. In: Schmollers Jahrbuch, Jg. 127, H. 1, S. 59-73.
Abstract
Die empirische Forschung bestätigt eine beständige Einkommensprämie für verheiratete Männer. Diese wird sowohl durch Selektion (höhere Einkommenserwartungen sind attraktiver auf dem Heiratsmarkt) als auch Spezialisierung (Ehemänner sind produktiver, weil ihre Frauen die haushaltlichen Pflichten übernehmen) erklärt. Mit Hilfe eines veränderlichen Paneldesigns im deutschen Sozioökonomischen Panel wird diese Einkommensprämie für Ehen, die zwischen 1993 und 2003 geschlossen wurden, analysiert. Nicht-parametrische Übereinstimmungen zwischen verheirateten Männern (Untersuchungsgruppe) und einzeln oder zusammenlebenden Männern (Kontrollgruppen) zeigen, dass die höheren Einkommen verheirateter Männer in den meisten Fällen das Resultat positiver Selektion sind. Es gibt nur schwache Hinweise auf den Faktor Spezialisierung zur Erklärung der konditionalen Prämie zwischen verheirateten und zusammenlebenden Männern. (IAB)
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Literaturhinweis
Explaining women's success: technological change and the skill content of women's work (2007)
Zitatform
Black, Sandra E. & Alexandra Spitz-Oener (2007): Explaining women's success. Technological change and the skill content of women's work. (IZA discussion paper 2803), Bonn, 44 S.
Abstract
"The closing of the gender wage gap is an ongoing phenomenon in industrialized countries. However, research has been limited in its ability to understand the causes of these changes, due in part to an inability to directly compare the work of women to that of men. In this study, we use a new approach for analyzing changes in the gender pay gap that uses direct measures of job tasks and gives a comprehensive characterization of how work for men and women has changed in recent decades. Using data from West Germany, we find that women have witnessed relative increases in non-routine analytic tasks and non-routine interactive tasks, which are associated with higher skill levels. The most notable difference between the genders is, however, the pronounced relative decline in routine task inputs among women with little change for men. These relative task changes explain a substantial fraction of the closing of the gender wage gap. Our evidence suggests that these task changes are driven, at least in part, by technological change. We also show that these task changes are related to the recent polarization of employment between low and high skilled occupations that we observed in the 1990s." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Spitz-Oener, Alexandra; -
Literaturhinweis
New evidence on gender differences in promotion rates: An empirical analysis of a sample of new hires (2007)
Zitatform
Blau, Francine D. & Jed Devaro (2007): New evidence on gender differences in promotion rates: An empirical analysis of a sample of new hires. In: Industrial relations, Jg. 46, H. 3, S. 511-550. DOI:10.1111/j.1468-232X.2007.00479.x
Abstract
"Using a large sample of establishments drawn from the Multi-City Study of Urban Inequality employer survey, we studied gender differences in promotion rates and in the wage gains attached to promotions. Several unique features of our data distinguish our analysis from the previous literature on this topic. First, we have information on the wage increases attached to promotions, and relatively few studies on gender differences have considered promotions and wage increases together. Second, our data include job-specific worker performance ratings, allowing us to control for performance and ability more precisely than through commonly used skill indicators such as educational attainment or tenure. Third, in addition to standard information on occupation and industry, we have data on a number of other firm characteristics, enabling us to control for these variables while still relying on a broad, representative sample, as opposed to a single firm or a similarly narrowly defined population. Our results indicate that women have lower probabilities of promotion and expected promotion than men do but that there is essentially no gender difference in wage growth with or without promotions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Changes in the distribution of male and female wages accounting for employment composition using bounds (2007)
Zitatform
Blundell, Richard, Amanda Gosling, Hidehiko Ichimura & Costas Meghir (2007): Changes in the distribution of male and female wages accounting for employment composition using bounds. In: Econometrica, Jg. 75, H. 2, S. 323-363.
Abstract
"This paper examines changes in the distribution of wages using bounds to allow for the impact of nonrandom selection into work. We show that worst case bounds can be informative. However, because employment rates in the United Kingdom are often low, they are not informative about changes in educational or gender wage differentials. Thus we explore ways to tighten these bounds using restrictions motivated from economic theory. With these assumptions, we find convincing evidence of an increase in inequality within education groups, changes in educational differentials, and increases in the relative wages of women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender gap in workplace authority in Sweden 1968-2000: a family affair? (2007)
Zitatform
Bygren, Magnus & Michael Gähler (2007): The gender gap in workplace authority in Sweden 1968-2000. A family affair? (Institute for Labour Market Policy Evaluation. Working paper 2007,28), Uppsala, 41 S.
Abstract
"We assess whether the gender gap in authority in Sweden has changed during the period 1968-2000, and investigate to what extent family factors are responsible for this gap. We find that the gap has narrowed modestly during this period, and identify the life-event of parenthood as a major cause of the gap. When men become fathers, they gain authority; when women become mothers, they do not. Our fixed effects panel estimates of the effects of family factors deviate from the cross-sectional estimates, suggesting that unobserved individual heterogeneity - routinely neglected in this line of research - matters." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage differences between Austrian men and women: semper idem? (2007)
Zitatform
Böheim, René, Helmut Hofer & Christine Zulehner (2007): Wage differences between Austrian men and women: semper idem? In: Empirica, Jg. 34, H. 3, S. 213-229. DOI:10.1007/s10663-007-9038-z
Abstract
In den meisten OECD-Ländern hat sich die Einkommenskluft zwischen Männern und Frauen in den letzten beiden Jahrzehnten verringert. Die Entwicklungen der letzten 20 Jahre, d.h. wachsender Zustrom von Frauen auf den Arbeitsmarkt oder die Einführung von Gesetzen, die gleichen Lohn für gleiche Arbeit fordern, haben möglicherweise dazu beigetragen, die geschlechtsspezifische Einkommenskluft zu verkleinern. Der Beitrag untersucht Ausmaß, Beharrlichkeit und sozioökonomische Determinanten der geschlechtsspezifischen Einkommenskluft in Österreich für die Jahre 1983 und 1997. Mit Hilfe von Methoden der Einkommenszerlegung konnte ermittelt werden, dass die durchschnittliche geschlechtsspezifische Einkommenskluft 1997 beinahe genauso groß war wie 1983. Ohne Berücksichtigung von Unterschieden sank die geschlechtsspezifische Einkommenskluft von 25,5 auf 23,3 Prozent der männlichen Einkommen. Wenn man die offensichtlichen und erkennbaren Unterschiede zwischen Männern und Frauen mit berücksichtigt, kann geschätzt werden, dass sich der Durchschnittswert für eine nicht erklärbare geschlechtsspezifische Einkommenskluft, und das bedeutet Diskriminierung von Frauen, von 17 auf 14 Prozent der männlichen Einkommen, verringerte. Eine Zerlegung der geschlechtsspezifischen Einkommenskluft lässt erkennen, dass sowohl die Humankapitalerträge als auch die Abnahme von Diskriminierung verantwortlich für die Verringerung der geschlechtsspezifischen Einkommenskluft sind. (IAB)
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Literaturhinweis
Mentoring and segregation: Female-led firms and gender wage policies (2007)
Zitatform
Cardoso, Ana Rute & Rudolf Winter-Ebmer (2007): Mentoring and segregation: Female-led firms and gender wage policies. (IZA discussion paper 3210), Bonn, 29 S.
Abstract
"We explore the impact of mentoring of females and gender segregation on wages using a large longitudinal data set for Portugal. Female managers can protect and mentor female employees by paying them higher wages than male-led firms would do. We find that females can enjoy higher wages in female-led firms, the opposite being true for males. In both cases is a higher share of females reducing the wage level. These results are compatible with a theory where job promotion is an important factor of wage increases: if more females are to be mentored, less promotion slots are available for males, but also the expected chance of a female to be promoted is lower." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The public-private sector gender wage differential: evidence from matched employee-workplace data (2007)
Zitatform
Chatterji, Monojit, Karen A. Mumford & Peter N. Smith (2007): The public-private sector gender wage differential. Evidence from matched employee-workplace data. (IZA discussion paper 3158), Bonn, 31 S.
Abstract
"Using new linked employee-workplace data for Britain in 2004, we find that the nature of the public private pay gap differs between genders and that of the gender pay gap differs between sectors. The analysis shows that little none of the gender earnings gap in both the public and private sector can be explained by differences in observable characteristics. Decomposition analysis further reveals that the contribution of differences in workplace characteristics to the public private earnings gap is sizeable and significant. Whilst the presence of performance related pay and company pension schemes is associated with higher relative earnings for those in the private sector, an important workplace characteristic for the public private pay gap is the presence of family-friendly employment practices. Increased provision is especially associated with higher relative earnings in the public sector for women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working for the woman?: female managers and the gender wage gap (2007)
Zitatform
Cohen, Philip N. (2007): Working for the woman? Female managers and the gender wage gap. In: American Sociological Review, Jg. 72, H. 5, S. 681-704.
Abstract
"Most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the 'glass ceiling.' We offer the first large-scale analysis that turns this question around, asking whether the gender characteristics of managers-specifically, the gender composition and relative status of female managers-affect inequality for the nonmanagerial workers beneath them. Results from three-level hierarchical linear models, estimated on a unique nested data set drawn from the 2000 Census, suggest that greater representation of women in management does narrow the gender wage gap. Model predictions show, however, that the presence of high-status female managers has a much larger impact on gender wage inequality. We conclude that the promotion of women into management positions may benefit all women, but only if female managers reach relatively high-status positions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Part-time employment can be a life-time setback for earnings: a study of British women 1975-2001 (2007)
Zitatform
Connolly, Sara & Mary Gregory (2007): Part-time employment can be a life-time setback for earnings. A study of British women 1975-2001. (IZA discussion paper 3101), Bonn, 30 S.
Abstract
"Two particular features of the position of women in the British labour market are the extensive role of part-time work and the large part-time pay penalty. Part-time work features most prominently when women are in their 30s, the peak childcare years and, particularly for more educated women, a crucial period for career building. This makes it essential to understand its impact on women's subsequent earnings trajectories. We find that the wage return to part-time experience is low - negligible in lower skill occupations. Even more important channels contributing to the pay disadvantage of women working part-time are job changing, particularly when this involves occupational downgrading. Downgrading can lead to a permanent pay disadvantage for women following a spell in part-time work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Getting a job: is there a motherhood penalty? (2007)
Zitatform
Correll, Shelley J., Stephen Benard & In Paik (2007): Getting a job. Is there a motherhood penalty? In: American Journal of Sociology, Jg. 112, H. 5, S. 1297-1338.
Abstract
"Survey research finds that mothers suffer a substantial wage penalty, although the causal mechanism producing it remains elusive. The authors employed a laboratory experiment to evaluate the hypothesis that status-based discrimination plays an important role and an audit study of actual employers to assess its real-world implications. In both studies, participants evaluated application materials for a pair of same-gender equally qualified job candidates who differed on parental status. The laboratory experiment found that mothers were penalized on a host of measures, including perceived competence and recommended starting salary. Men were not penalized for, and sometimes benefited from, being a parent. The audit study showed that actual employers discriminate against mothers, but not against fathers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regional earnings inequality in Great Britain: evidence from quantile regressions (2007)
Zitatform
Dickey, Heather (2007): Regional earnings inequality in Great Britain. Evidence from quantile regressions. In: Journal of regional science, Jg. 47, H. 4, S. 775-806.
Abstract
"The increase in national earnings inequality in Great Britain over the last two decades has predominantly been a result of increasing earnings inequality within the regions of Great Britain, and not rising inequality between regions. However, there is a severe lack of empirical research exploring the evolution of earnings inequality within regions. This paper investigates the causes of rising within-region inequality in Great Britain. It examines the changes that have taken place between 1976 and 1995, and regional quantile regressions are estimated to reveal those factors that have contributed to the rise in within-region inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
International differences in the family gap in pay: the role of labor market institutions (2007)
Dupuy, Arnaud; Fernandez-Kranz, Daniel;Zitatform
Dupuy, Arnaud & Daniel Fernandez-Kranz (2007): International differences in the family gap in pay. The role of labor market institutions. (IZA discussion paper 2719), Bonn, 38 S.
Abstract
"Using microdata for 35 countries over the period 1985-1994-2002 we find that labor market institutions traditionally associated to more compressed wage structures are associated to a higher family gap. Our results indicate that these policies reduce the price effect of having children but aggravate the human capital loss due to motherhood. We also find evidence that policies that help women continue in the same job after childbirth decrease the family gap. Of all the countries we study, mothers in Southern Europe suffer the biggest family gap and our analysis indicates that this is due to the bad combination of labor market policies in these countries. Our results are robust to specification changes and indicate that the main reason mothers lag behind other women in terms of earnings is the loss of accumulated job market experience caused by career breaks around childbirth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Educational expansion and its heterogeneous returns for wage workers (2007)
Zitatform
Gebel, Michael & Friedhelm Pfeiffer (2007): Educational expansion and its heterogeneous returns for wage workers. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 13), Berlin, 38 S.
Abstract
"The paper examines the evolution of returns to education in the West German labour market over the last two decades. During this period, graduates from the period of educational expansion in the sixties and seventies entered the labour market and an upgrading of the skill structure took place. In order to tackle the issues of endogeneity of schooling and its heterogeneous returns we apply two estimation methods: Wooldridge's (2004) approach that relies on conditional mean independence and Garen's (1984) control function approach that requires an exclusion restriction. For the population of workers from the GSOEP, we find that both approaches produce estimates of average returns to education that decrease until the late 1990s and increase significantly afterwards. In the observation period, the gender gap in returns to education seems to vanish. Furthermore, we find that the so called 'baby boomer' cohort has the lowest average return to education in young ages. However, this effect disappears when they become older." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: ZEW discussion paper , 07-010 -
Literaturhinweis
Short-run and long-term effects of childbirth on mothers' employment and working hours across institutional regimes: an empirical analysis based on the European community household panel (2007)
Zitatform
Geyer, Johannes & Viktor Steiner (2007): Short-run and long-term effects of childbirth on mothers' employment and working hours across institutional regimes. An empirical analysis based on the European community household panel. (IZA discussion paper 6293), Bonn, 33 S.
Abstract
"The employment behavior of mothers is strongly influenced by labor market regulations and certain institutional arrangements, which both vary greatly across European countries. Using the European Community Household Panel (ECHP) 1994-2001 for Denmark, Germany, Italy and the United Kingdom, which represent four distinct 'institutional regimes', we estimate the short-run and long-term effects of childbirth on married women's employment and working hours. Estimation results show that these effects vary across the four countries in accordance with prevailing institutional regulations." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: DIW-Diskussionspapiere , 682 -
Literaturhinweis
Short-run and long-term effects of childbirth on mothers' employment and working hours across institutional regimes: an empirical analysis based on the European community household panel (2007)
Zitatform
Geyer, Johannes & Viktor Steiner (2007): Short-run and long-term effects of childbirth on mothers' employment and working hours across institutional regimes. An empirical analysis based on the European community household panel. (DIW-Diskussionspapiere 682), Berlin, 24 S.
Abstract
"The employment behavior of mothers is strongly influenced by labor market regulations and certain institutional arrangements, which both vary greatly across European countries. Using the European Community Household Panel (ECHP) 1994-2001 for Denmark, Germany, Italy and the United Kingdom, which represent four distinct 'institutional regimes', we estimate the short-run and long-term effects of childbirth on married women's employment and working hours. Estimation results show that these effects vary across the four countries in accordance with prevailing institutional regulations." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 6293 -
Literaturhinweis
Erwerbstätigkeit von Frauen in ausgewählten Berufsbereichen: eine Kurzexpertise (2007)
Gutknecht-Gmeiner, Maria; Wieser, Regine;Zitatform
Gutknecht-Gmeiner, Maria & Regine Wieser (2007): Erwerbstätigkeit von Frauen in ausgewählten Berufsbereichen. Eine Kurzexpertise. (AMS-Info 94), S. 1-4.
Abstract
"Das Österreichische Institut für Berufsbildungsforschung (öibf; www.oeibf.at) skizzierte im Auftrag des AMS Österreich in einer Kurzexpertise für das AMS-Qualifikations-Barometer die Situation der erwerbstätigen Frauen in Österreich in ausgewählten Berufsbereichen. Der Fokus dieser Kurzexpertise lag dabei auf folgenden Schwerpunkten: Welche Trends wirtschaftlicher und technologischer Art sind in den einzelnen Berufsfeldern auszumachen? Wie hoch ist der Frauenanteil in den einzelnen Berufsfeldern, welche Berufe haben besonders hohe bzw. niedrige Frauenanteile? Welche Vorbildung und Ausbildung weisen erwerbstätige Frauen in den Berufsfeldern auf? Welche Tätigkeitsbereiche in den einzelnen Berufsfeldern werden typischerweise von Frauen bzw. Männern besetzt? Wie schaut's mit den Arbeitszeiten/Arbeitsbelastungen für erwerbstätige Frauen in den Berufsfeldern aus? In welchen beruflichen Positionen sind Frauen in den Berufsfeldern tätig? Welche Karrierechancen haben sie? Welche Weiterbildungsangebote gibt es speziell für sie? Was verdienen Frauen in den einzelnen Berufsfeldern? Wie hoch ist der Pay Gap zu den Männereinkommen?" (Autorenreferat, IAB-Doku)
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Aspekt zurücksetzen
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug