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
Should Mama or Papa Work? Variations in Attitudes towards Parental Employment by Country of Origin and Child Age (2023)
Zitatform
Gambaro, Ludovica, C. Katharina Spieß, Katharina Wrohlich & Elena Ziege (2023): Should Mama or Papa Work? Variations in Attitudes towards Parental Employment by Country of Origin and Child Age. In: Comparative Population Studies, Jg. 48. DOI:10.12765/cpos-2023-14
Abstract
"Employment among mothers has been rising in recent decades, although mothers of young children often work fewer hours than other women do. Parallel to this trend, approval of maternal employment has increased, albeit not evenly across groups. However, differences in attitudes remain unexplored despite their importance for better understanding mothers’ labour market behaviour. Meanwhile, the employment of fathers has remained stable and attitudes towards paternal employment do not differ as much as attitudes towards maternal employment do between socio-economic groups. This paper examines attitudes towards maternal and paternal employment. It focuses on Germany, drawing on data from the German Family Demography Panel Study (FReDA). The survey explicitly asks whether mothers and fathers should be in paid work, work part-time or full-time, presenting respondents with fictional family profiles that vary the youngest child’s age. Unlike previous studies, the analysis compares the views of respondents with different origins: West Germany, East Germany, immigrants from different world regions, and second-generation migrants in West Germany. The results highlight remarkable differences between respondents from West and East Germany, with the former group displaying strong approval for part-time employment among mothers and fathers of very young children and the latter group reporting higher approval for full-time employment. Immigrant groups are far from homogenous, holding different attitudes depending on their region of origin. Taken together, the results offer a nuanced picture of attitudes towards maternal and paternal employment. We discuss these findings in relation to labour markets participation in Germany." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender dimension of outsiderness in Western Europe: a comparative cross-model analysis (2023)
Zitatform
Giuliani, Giovanni Amerigo (2023): The gender dimension of outsiderness in Western Europe: a comparative cross-model analysis. In: The international journal of sociology and social policy, Jg. 43, H. 13/14, S. 62-78. DOI:10.1108/IJSSP-12-2022-0317
Abstract
"Purpose: The article investigates whether and to what extent outsiderness is gendered in Western Europe, both in terms of its spread and degree. It thus explores which male and female post-Fordist social classes are more exposed to the risk of this phenomenon. It also scrutinizes whether such a gendered characterization has varied over time and across clusters of Western European countries. Design/methodology/approach Relying on a comparative analysis of the data provided by the European Social Survey (ESS) dataset and comparing two points in time –the early/mid-2000s and the late 2010s – the work provides both a dichotomous and continuous variable of outsiderness, which measure its spread and degree in the female and male workforces of a pooled set of growth models. Findings The empirical analysis shows that outsiderness is profoundly gendered in Western Europe and thus a feminized social phenomenon. However, the comparative investigation highlights that outsiderness has been genderized in diverse ways across the four growth models. Different patterns of gendered outsiderness can be identified. Originality/value The article provides a comparative and diachronic analysis of outsiderness from a gender lens, putting into a mutual dialogue different literature on labour market, and shows that outsiderness represents a key analytical dimension for assessing gender inequalities." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Gender-Atypical Learning Experiences of Men Reduce Occupational Sex Segregation: Evidence From the Suspension of the Civilian Service in Germany (2023)
Zitatform
Hamjediers, Maik (2023): Gender-Atypical Learning Experiences of Men Reduce Occupational Sex Segregation: Evidence From the Suspension of the Civilian Service in Germany. In: Gender & Society, Jg. 37, H. 4, S. 524-552. DOI:10.1177/08912432231177650
Abstract
"Occupational sex segregation persists in part because men seldom enter female-dominated occupations. Whereas programs providing women with gender-atypical learning experiences aim to increase female representation in male-dominated domains, similar programs for men—despite their potential to counteract the prevailing lack of men in female-dominated occupations—are rare. In this paper, I investigate whether men’s gender-atypical learning experiences affect their likelihood of entering female-dominated occupations by studying the effect of participation in Germany’s civilian service. The civilian service offered a social-sector alternative to compulsory military service, and its suspension in 2011 induced exogenous variation in men’s gender-atypical learning experiences. Combining register data from Germany’s social security system with data from the German Microcensus shows that men’s likelihood of entering the labor market in female-dominated occupations declined by about 21 percent when the civilian service was suspended. Scaling the estimate by participation in the civilian service indicates that having completed the civilian service increased men’s likelihood of entering female-dominated occupations by about 12 percentage points. This illustrates that programs exposing men to gender-atypical learning experiences can promote occupational integration and could “unstall” the gender revolution." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB7519.de.en.v1 -
Literaturhinweis
"Die Aufteilung von Care- und Erwerbsarbeit ist eine Richtungsentscheidung für die Erwerbsverläufe beider Eltern" (Interview mit Andreas Filser, Corinna Frodermann und Ann-Christin Bächmann) (2023)
Zitatform
Keitel, Christiane; Andreas Filser, Ann-Christin Bächmann & Corinna Frodermann (interviewte Person) (2023): "Die Aufteilung von Care- und Erwerbsarbeit ist eine Richtungsentscheidung für die Erwerbsverläufe beider Eltern" (Interview mit Andreas Filser, Corinna Frodermann und Ann-Christin Bächmann). In: IAB-Forum H. 07.02.2023 Nürnberg. DOI:10.48720/IAB.FOO.20230207.01
Abstract
"Seit der Einführung des Elterngeldes im Jahr 2007 steigt der Anteil von Vätern, die nach der Geburt eines Kindes ihre Erwerbstätigkeit zugunsten von Kinderbetreuung unterbrechen. Der IAB-Kurzbericht 1/2023 zeigt nun unter anderem auf, wie sich eine Erwerbsunterbrechung der Väter auf die Arbeitsmarktrückkehr der Mütter auswirkt. Die Redaktion des IAB-Forum hat dazu bei Corinna Frodermann, Ann-Christin Bächmann und Andreas Filser nachgefragt." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Keitel, Christiane; Filser, Andreas ; Bächmann, Ann-Christin ; Frodermann, Corinna ; -
Literaturhinweis
Auswirkungen des Zugangs zum Homeoffice auf die Erwerbsarbeitszeiten von Müttern und Vätern (2023)
Zitatform
Pauliks, Johanna Elisabeth, Reinhard Schunck & Yvonne Lott (2023): Auswirkungen des Zugangs zum Homeoffice auf die Erwerbsarbeitszeiten von Müttern und Vätern. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 75, H. 3, S. 319-340. DOI:10.1007/s11577-023-00910-6
Abstract
"Dieser Beitrag geht der Frage nach, wie sich die tatsächliche Arbeitszeit von Müttern und Vätern verändert, wenn sie die Möglichkeit erhalten, im Homeoffice zu arbeiten. Ausgehend von der Principle-Agent-Theorie, der sozialen Austauschtheorie und der Work/Family-Border-Theorie wurde mit längsschnittlichen Daten des deutschen Beziehungs- und Familienpanels (pairfam) geprüft, ob eine Veränderung der tatsächlichen Arbeitszeit zu beobachten ist, wenn die Möglichkeit besteht, im Homeoffice zu arbeiten. Um mögliche Selektionseffekte auszuschließen, wurden sowohl konventionelle Fixed-Effects- als auch Fixed-Effects-Individual-Slope-Modelle zur Schätzung des Effekts vom Zugang zu Homeoffice auf die Arbeitszeit von Vätern und Müttern verwendet. Bei Vätern sind die geschätzten Zusammenhänge zwischen dem Zugang zum Homeoffice und der tatsächlichen Arbeitszeit klein und statistisch nicht signifikant. Bei Müttern zeigen sich positive, substanzielle und – in Abhängigkeit von der Modellspezifikation – statistisch signifikante Zusammenhänge." (Autorenreferat, IAB-Doku, © Springer-Verlag)
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Literaturhinweis
Frauen üben seltener als Männer Tätigkeiten mit hohem Anforderungsniveau aus (2023)
Zitatform
Vicari, Basha, Ann-Christin Bächmann & Aline Zucco (2023): Frauen üben seltener als Männer Tätigkeiten mit hohem Anforderungsniveau aus. In: IAB-Forum H. 25.04.2023 Nürnberg. DOI:10.48720/IAB.FOO.20230424.01
Abstract
"Frauen erreichen in Deutschland im Durchschnitt inzwischen höhere Bildungsabschlüsse als Männer. Dennoch hält sich die Lohnlücke zwischen den Geschlechtern hartnäckig. Dies liegt unter anderem daran, dass Frauen häufiger Tätigkeiten mit niedrigerem Anforderungsniveau ausüben als Männer. Ein Grund ist, dass sich die Geschlechter sehr unterschiedlich auf bestimmte Berufe verteilen. Zudem haben Frauen im Schnitt eine geringere Aufstiegswahrscheinlichkeit als Männer." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Countercyclical Fiscal Policy and Gender Employment: Evidence from the G-7 Countries (2022)
Zitatform
Akitoby, Bernardin, Jiro Honda & Hiroaki Miyamoto (2022): Countercyclical Fiscal Policy and Gender Employment: Evidence from the G-7 Countries. In: IZA Journal of Labor Policy, Jg. 12. DOI:10.2478/izajolp-2022-0005
Abstract
"Would countercyclical fiscal policy during recessions improve or worsen the gender employment gap? We answer this question by exploring the state-dependent impact of fiscal spending shocks on employment by gender in the G-7 countries. Using the local projection method, we find that, during recessions, a positive fiscal spending shock increases female employment more than male employment, contributing to gender employment equality. Our findings are driven by disproportionate employment changes in female-friendly industries, occupations, and part-time jobs in response to fiscal spending shocks. The analysis suggests that fiscal stimulus, particularly during recessions, could achieve the twin objectives of supporting aggregate demand and improving gender gaps." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wo steht Deutschland 2022 bei der Gleichstellung der Geschlechter? (im Erscheinen) (2022)
Albrecht, Clara; Rude, Britta;Zitatform
Albrecht, Clara & Britta Rude (2022): Wo steht Deutschland 2022 bei der Gleichstellung der Geschlechter? (im Erscheinen). In: Ifo-Schnelldienst H. 07.03.2022, S. 1-11.
Abstract
"Deutschland hat in vielen Bereichen der Gleichberechtigung zwischen Mann und Frau in den letzten Jahrzehnten Fortschritte gemacht. Allerdings ist es in allen Dimensionen immer noch weit hinter den besten europäischen Ländern zurück. Vor allem hat sich die Anzahl der Frauen in Führungspositionen in Politik, Wirtschaft und Unternehmen kaum vergrößert. Auch in der unbezahlten Fürsorge und in der tertiären Bildung gibt es großen Handlungsbedarf. Bei den Indikatoren zu Gewalt gegen Frauen schneidet Deutschland im Vergleich zu allen anderen Indikatoren besonders schlecht ab, obwohl die wirtschaftlichen Kosten hier hoch sind. Die vorhandene Kluft zwischen den Geschlechtern könnte mit falschen Anreizsystemen, Glaubenssätzen und Sexismus zusammenhängen. Frauenquoten und Initiativen wie der »Girls' Day« sind nicht ausreichend, um die immer noch anhaltenden Defizite in der Gleichberechtigung der Geschlechter zu beseitigen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Family Size and Men's Labor Market Outcomes: Do Social Beliefs About Men's Roles in the Family Matter? (2022)
Zitatform
Baranowska-Rataj, Anna & Anna Matysiak (2022): Family Size and Men's Labor Market Outcomes: Do Social Beliefs About Men's Roles in the Family Matter? In: Feminist economics, Jg. 28, H. 2, S. 93-118. DOI:10.1080/13545701.2021.2015076
Abstract
"This article provides evidence on the relationship between fathers’ labor market outcomes and number of children. Using data from the European Union Statistics on Income and Living Conditions and instrumental variable models, this study examines how family size is related to fathers’ probability of employment, number of paid working hours, job rank, wages, and job stability across European countries with diverse social beliefs about men’s financial and caregiving responsibilities. Results show that having a larger family is associated with increases in fathers’ share of paid working hours, chances of having a permanent contract and a managerial position, and wages. These findings are, however, largely due to selection. Net of selection, fathers tend to increase paid working hours and are more likely to be promoted after childbirth only in countries where they are considered the main income providers, and acceptance of involved fatherhood is weak. The magnitude of these effects is small, however." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender differences in wage expectations: the role of biased beliefs (2022)
Zitatform
Briel, Stephanie, Aderonke Osikominu, Gregor Pfeifer, Mirjam Reutter & Sascha Satlukal (2022): Gender differences in wage expectations: the role of biased beliefs. In: Empirical economics, Jg. 62, H. 1, S. 187-212. DOI:10.1007/s00181-021-02044-0
Abstract
"We analyze gender differences in expected starting salaries along the wage expectations distribution of prospective university students in Germany, using elicited beliefs about both own salaries and salaries for average other students in the same field. Unconditional and conditional quantile regressions show 5–15% lower wage expectations for females. At all percentiles considered, the gender gap is more pronounced in the distribution of expected own salary than in the distribution of wages expected for average other students. Decomposition results show that biased beliefs about the own earnings potential relative to others and about average salaries play a major role in explaining the gender gap in wage expectations for oneself." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Die Folgen der Digitalisierung für die Geschlechterungleichheit auf dem Arbeitsmarkt – Substituierbarkeitspotenziale und die Beschäftigungsentwicklung bei Frauen und Männern (2022)
Zitatform
Burkert, Carola, Katharina Dengler & Britta Matthes (2022): Die Folgen der Digitalisierung für die Geschlechterungleichheit auf dem Arbeitsmarkt – Substituierbarkeitspotenziale und die Beschäftigungsentwicklung bei Frauen und Männern. In: Sozialer Fortschritt, Jg. 71, H. 1, S. 3-27., 2021-09-01. DOI:10.3790/sfo.71.1.3
Abstract
"Die fortschreitende Digitalisierung hat Auswirkungen auf die Arbeitswelt und damit auch auf die bestehenden Geschlechterungleichheiten am Arbeitsmarkt. Es gibt sowohl Argumente, dass die Digitalisierung zu einer Verschärfung als auch zu einer Nivellierung der bestehenden Geschlechterungleichheiten am Arbeitsmarkt beitragen kann. Der vorliegende Beitrag zeigt deskriptiv, dass Frauen im Durchschnitt seltener als Männer substituierbare Tätigkeiten – auch über alle Anforderungsniveaus hinweg – erledigen. Daraus ist jedoch keineswegs abzuleiten, dass Frauen eher von der Digitalisierung profitieren. Denn nicht nur die technologischen Möglichkeiten variieren in den Berufen sehr stark, sondern die Substituierbarkeitspotenziale werden auch nicht immer und sofort realisiert. In den multivariaten Analysen zeigt sich, dass der Zusammenhang zwischen den Substituierbarkeitspotenzialen und der Beschäftigungsentwicklung für Frauen und für Männer negativ ist. Vor allem in Berufen mit hohen Substituierbarkeitspotenzialen und niedrigem Frauenanteil ist die Beschäftigung zwischen 2013 und 2016 gesunken. Insgesamt lässt sich resümieren, dass Digitalisierung einen Beitrag für die Nivellierung von Geschlechterungleichheiten entfalten könnte. Es kommt jedoch darauf an, wie Technologien gestaltet und eingesetzt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The lock-in effect of marriage: Work incentives after saying, "Yes, I do." (2022)
Zitatform
Christl, Michael, Silvia De Poli & Viginta Ivaškaitė-Tamošiūnė (2022): The lock-in effect of marriage: Work incentives after saying, "Yes, I do.". (GLO discussion paper / Global Labor Organization 1142), Essen, 23 S.
Abstract
"In this paper, we use EUROMOD, the tax-benefit microsimulation model of the European Union, to investigate the impact of marriage-related tax-benefit instruments on the labour supply of married couples. For each married partner, we estimate their individual marginal effective tax rate and net replacement rate before and after marriage. We show that the marriage bonus, which is economically significant in eight European countries, decreases the work incentives for women and, particularly, on the intensive margin. In contrast, the incentives on the intensive margin increase for men once they are married, pointing to the marriage-biased and gender-biased taxbenefit structures in the analysed countries. Our results suggest that marriage bonuses contribute to a lock-in effect, where second earners, typically women, are incentivised to work less, with negative economic consequences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hours, Occupations, and Gender Differences in Labor Market Outcomes (2022)
Zitatform
Erosa, Andrés, Luisa Fuster, Gueorgui Kambourov & Richard Rogerson (2022): Hours, Occupations, and Gender Differences in Labor Market Outcomes. In: American Economic Journal. Macroeconomics, Jg. 14, H. 3, S. 543-590. DOI:10.1257/mac.20200318
Abstract
"Goldin (2014) offers a narrative in which gender differences in home production responsibilities create gender gaps in labor market outcomes. We carry out a model-based quantitative assessment of this narrative and find that it can account for a significant share of gender gaps in occupational choice, wages, and hours. Our analysis emphasizes the quantitative significance of two key elements not highlighted by Goldin: heterogeneity in comparative advantage and multimember households. Gender differences in nonmarket responsibilities have important aggregate effects on welfare and productivity, similar to those emphasized by Hsieh et al. (2019)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work-family conflict and partners' agreement on fertility preferences among dual-earner couples: Does women's employment status matter? (2022)
Zitatform
Latshaw, Beth A. & Deniz Yucel (2022): Work-family conflict and partners' agreement on fertility preferences among dual-earner couples: Does women's employment status matter? In: Journal of Family Research, Jg. 34, H. 4, S. 1151-1174. DOI:10.20377/jfr-689
Abstract
"Objective: This study tests the effects of work-family conflict, in both directions, on partners' agreement on fertility preferences among dual-earner couples, as well as whether this relationship varies by women's employment status. Background: Few studies have examined the relationship between work-family conflict and fertility preferences. Given the high percentages of women working part-time in Germany, it is important to investigate the role working women’s employment status plays to further understand this relationship. Method: Using data from 716 dual-earner couples in Wave 10 of the German Family Panel (pairfam), we use dyadic data analysis to test whether work-family conflict impacts one’s own ("actor effects") and/or one’s partner’s ("partner effects") reports of agreement on fertility preferences. We also run multi-group analyses to compare whether these effects vary in "full-time dual-earner" versus "modernized male breadwinner" couples. Results: There are significant actor effects for family-to-work conflict in both types of couples, and for work-to-family conflict in modernized male breadwinner couples only. Partner effects for family-to-work conflict exist only among modernized male breadwinner couples. While there are no gender differences in actor or partner effects, results suggest differences in the partner effect (for family-to-work conflict only) between these two couple types. Conclusion: These findings indicate that work-family conflict is associated with greater partner disagreement on fertility preferences and highlight the differential impact incompatible work and family responsibilities have on fertility decisions when women work full-time versus part-time." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Stand der Gleichstellung von Frauen und Männern in Deutschland (2022)
Zitatform
Lott, Yvonne, Dietmar Hobler, Svenja Pfahl & Eugen Unrau (2022): Stand der Gleichstellung von Frauen und Männern in Deutschland. (WSI-Report 72), Düsseldorf, 49 S.
Abstract
"Wie ist der Stand der Gleichstellung von Frauen und Männern auf dem Arbeitsmarkt in Deutschland? Und wie hat sich der Stand der Gleichstellung entwickelt? Anhand zentraler Indikatoren auf Basis des WSI GenderDatenPortals (www.wsi.de/ genderdatenportal) liefert der vorliegende Report eine knappe und zusammenfassende Übersicht über den aktuellen Stand der Geschlechtergleichstellung in Deutschland mit einem Fokus auf den Arbeitsmarkt. Die Analysen zeigen, dass sich positive Trends vor allem bei der Erwerbsbeteiligung und den Einkommen von Frauen fortgesetzt haben. Bei der Mitbestimmung und den Arbeitszeiten baut sich Geschlechterungleichheit zwar ab, aber nur sehr langsam und in sehr kleinen Schritten. Bei der Aufteilung der Kinderbetreuung und der vertikalen Segregation des Arbeitsmarktes stagniert die Geschlechterungleichheit jedoch auf hohem Niveau." (Autorenreferat, IAB-Doku)
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Literaturhinweis
No Country for Non-Graduate Men: The Childish Roots of Adult Job Tasks & Employment (2022)
Zitatform
Sandher, Jeevun (2022): No Country for Non-Graduate Men: The Childish Roots of Adult Job Tasks & Employment. (SocArXiv papers), 79 S. DOI:10.31235/osf.io/sh58c
Abstract
"Male employment has declined across advanced economies as non-graduate men found it increasingly difficult to gain jobs in the wake of technological change and globalisation. This has led to rising earnings and, subsequently, income inequality. Female employment, by contrast, has risen in this period. Previous work has shown changing job task demands explain this pattern - with declining manual tasks penalising men and rising non-routine tasks benefiting women. In this paper, I test whether gendered differences in childhood & adolescent cognitive, social, perseverance, and emotional-health skills can help explain why men are less adept at non-routine tasks using long-term longitudinal data from the United Kingdom. I find that childhood & adolescent skills have a significant effect on adult job tasks and employment outcomes. Greater cognitive and childhood emotional-health skills lead to people performing more high-pay analytical and interactive job tasks as adults. Greater cognitive and non-cognitive skills are also associated with higher adult employment levels. Indicative calculations show that gendered differences in these childhood and adolescent skills explain an economically significant decline in the analytical and interactive job tasks performed by non-graduate men as well as their employment rates." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Pay Gap ist in den letzten 30 Jahren fast nur bei Jüngeren gesunken (2022)
Zitatform
Schrenker, Annekatrin & Katharina Wrohlich (2022): Gender Pay Gap ist in den letzten 30 Jahren fast nur bei Jüngeren gesunken. In: DIW-Wochenbericht, Jg. 89, H. 9, S. 149-154. DOI:10.18723/diw_wb:2022-9-3
Abstract
"Der Gender Pay Gap, also die Verdienstlücke zwischen Frauen und Männern, ist in den vergangenen Jahren langsam, aber kontinuierlich auf 18 Prozent gesunken. Wie dieser Bericht auf Basis von Daten des Sozio-oekonomischen Panels (SOEP) anlässlich des bevorstehenden Equal Pay Days zeigt, unterscheidet sich der Rückgang allerdings sehr stark nach dem Alter: Während der Gender Pay Gap bei den unter 30-Jährigen von durchschnittlich rund 15 Prozent in den Jahren 1990 bis 1999 auf acht Prozent im Durchschnitt der Jahre 2010 bis 2019 fiel, verharrte er in den Altersgruppen ab 40 Jahren bei deutlich über 20 Prozent. Daran zeigt sich, wie einschneidend die Phase der Familiengründung für die Erwerbsbiografien und Gehälter vieler Frauen nach wie vor ist. Sie legen ab der Geburt des ersten Kindes längere Pausen vom Job ein und arbeiten fortan häufiger in Teilzeit. Die Folge: Männer ziehen mit ihren Stundenlöhnen insbesondere im Alter von 30 bis 40 Jahren davon. Will die Familienpolitik daran etwas ändern, muss sie Anreize für eine egalitärere Aufteilung der Sorgearbeit zwischen Frauen und Männern schaffen. Ansatzpunkte sind eine Ausweitung der Väter-Monate beim Elterngeld bei gleichzeitiger Erhöhung der Lohnersatzrate sowie eine Reform des Ehegattensplittings und der Minijobs." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Parents' experiences of work-family conflict: Does is matter if coworkers have children? (2022)
Zitatform
Schulz, Florian & Mareike Reimann (2022): Parents' experiences of work-family conflict. Does is matter if coworkers have children? In: Journal of Family Research, Jg. 34, H. 4, S. 1056-1071. DOI:10.20377/jfr-780
Abstract
"Objective: To examine how the perception of work-family conflict relates to the share of parents in women's and men's direct coworking environments. Background: The idea of relational demography posits that individuals' relative positions within their coworking environments have an impact on their wellbeing. Depending on women's and men's parenthood status and the corresponding (dis-)similarity compared to their colleagues, this idea was applied to the perception of work-to-family and family-to-work conflicts. Method: Time-based and strain-based work-to-family and family-to-work conflicts were analyzed by gender and parenthood with random effects panel regression models using longitudinal data from the LEEP-B3-survey, a large-scale linked employer-employee survey from Germany (2012/2013 and 2014/2015; 2,228 women and 2,656 men). The composition of the respondents’ working groups was included as a moderating variable. Results: Mothers and fathers of children aged 0-11 years reported higher work-to-family and family-to-work conflicts than parents of older children and childless women and men. For mothers of children aged 0-11 years, a higher share of parents in their working groups was associated with less time-based family-to-work conflict. For fathers of children aged 0-11 years, the same associations were found for overall work-to-family conflict, strain-based work-to-family conflict as well as for all dimensions of family-to-work conflict. Conclusion: Similarity between the team members regarding parenthood seemed to reduce mothers' and fathers' perceptions of work-family conflict beyond several other characteristics of the individuals and the workplaces." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intergenerational Mobility Trends and the Changing Role of Female Labor (2021)
Ahrsjö, Ulrika; Rasmussen, Joachim Kahr; Karadakic, René;Zitatform
Ahrsjö, Ulrika, René Karadakic & Joachim Kahr Rasmussen (2021): Intergenerational Mobility Trends and the Changing Role of Female Labor. (CEBI working paper series 2021,19), Copenhagen, 54 S.
Abstract
"We present new evidence on the existence and drivers of trends in intergenerational income mobility using administrative income data from Scandinavia along with survey data from the United States. Harmonizing the data from Sweden, Denmark and Norway, we first find that intergenerational rank associations in income have increased uniformly across Scandinavia for cohorts of children born between 1951 and 1979. These trends are robust to a large set of empirical specifications that are common in the associated literature. However, splitting the trends by gender, we find that father-son mobility has been stable in all three countries, while correlations involving females display substantial trends. Similar patterns are confirmed in the US data, albeit with slightly different timing. Utilizing information about individual occupation, education and income in the Scandinavian data, we find that intergenerational mobility in latent economic status has remained relatively constant for all gender combinations. This suggests that a gradual reduction in gender-specific labor market segregation, increased female labor force participation and increased female access to higher education has strengthened the signal value that maternal income carries about productivity passed on to children. Based on these results, we argue that the observed decline in intergenerational mobility in Scandinavia is consistent with a socially desirable development where female skills are increasingly valued at the labor market, and that the same is likely to be true also in the US." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Men are from Mars, and women too: a Bayesian meta-analysis of overconfidence experiments (2021)
Bandiera, Oriana; Parekh, Nidhi; Petrongolo, Barbara; Rao, Michelle;Zitatform
Bandiera, Oriana, Nidhi Parekh, Barbara Petrongolo & Michelle Rao (2021): Men are from Mars, and women too: a Bayesian meta-analysis of overconfidence experiments. (CEP discussion paper 1820), London, 47 S.
Abstract
"Gender differences in self-confidence could explain women's under representation in high-income occupations and glass-ceiling effects. We draw lessons from the economic literature via a survey of experts and a Bayesian hierarchical model that aggregates experimental findings over the last twenty years. The experts' survey indicates beliefs that men are overconfident and women under-confident. Yet, the literature reveals that both men and women are typically overconfident. Moreover, the model cannot reject the hypothesis that gender differences in self-confidence are equal to zero. In addition, the estimated pooling factor is low, implying that each study contains little information over a common phenomenon. The discordance can be reconciled if the experts overestimate the pooling factor or have priors that are biased and precise." (Author's abstract, IAB-Doku) ((en))
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- 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