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
Increased childcare to promote mothers’ employment in selected EU countries (2025)
Zitatform
Narazani, Edlira, Ana Agúndez García, Michael Christl & Francesco Figari (2025): Increased childcare to promote mothers’ employment in selected EU countries. In: Journal of Policy Modeling, S. 1-22. DOI:10.1016/j.jpolmod.2024.12.005
Abstract
"This paper provides evidence of the maternal labor supply effects of increased childcare availability in a set of EU Member States based on the behavioural microsimulation model EUROLAB, that uses a labor market equilibrium model to encompass the demand side. Our findings indicate that achieving higher childcare participation rates would result in an overall increase in the labor supply of mothers with children below 3, with variations across countries. Furthermore, the labor demand side moderates slightly the final employment effect, but employment is still expected to rise substantially vis a vis the baseline situation. In countries like Hungary and Poland, where formal childcare and female labor participation are low, the expected impact on employment is likely to be higher. Conversely, in countries like Portugal the changes in employment are more modest. These findings indicate that universal, one-size-fits-all targets may not be efficient in the EU, given significant variations across countries in terms of labor market participation and childcare systems. Thus, tailored childcare policies that account for country-specific contexts within the EU are recommended." (Author's abstract, IAB-Doku, © 2025 The Society for Policy Modeling. Published by Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Singles, Couples, and Their Labor Supply: Long-Run Trends and Short-Run Fluctuations (2025)
Olsson, Jonna;Zitatform
Olsson, Jonna (2025): Singles, Couples, and Their Labor Supply: Long-Run Trends and Short-Run Fluctuations. In: American Economic Journal. Macroeconomics, Jg. 17, H. 1, S. 1-34. DOI:10.1257/mac.20200449
Abstract
"Women's increased involvement in the economy has been an important change in labor markets during the past century. I show that a macroeconomic model taking into account gender and household composition in an otherwise parsimonious off-the-shelf setting captures key historical labor supply facts regarding trend and volatility across subgroups. Evaluating the economy's response to aggregate shocks at different points in time shows that the underlying trend growth in married women's employment contributed to the perceived quick employment recoveries after recessions before 1990, and the absence of growth thereafter consequently helps explain the more recent slower recoveries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The dark side of work-life policies: the influence of co-workers taking childcare leave on work anxiety (2025)
Zitatform
Osso, Katia & Michael Halinski (2025): The dark side of work-life policies: the influence of co-workers taking childcare leave on work anxiety. In: Career Development International, Jg. 30, H. 2, S. 125-138. DOI:10.1108/cdi-04-2023-0098
Abstract
"Purpose: While work-life policies (WLPs) are tools that employees may draw on to better manage and balance their work and life demands, there is growing evidence that suggests the usage of WLPs may negatively impact other employees. Drawing from the theory of role dynamics and social role theory, we examine the indirect effect of co-workers taking childcare leave (CTCL) on work anxiety via work-role overload, as well as the impact of gender on this indirect relationship. Design/methodology/Approach: We used Prolific Academic to recruit 236 employees to participate in a three-wave study. These data were analyzed as a hypothesized structural equation modelling (SEM) using SPSS AMOS. Findings: Findings reveal: (1) CTCL positively relates to work anxiety via work-role overload, and (2) gender moderates this indirect effect such that this positive relationship is stronger for men than women. Practical implications: Work-life policy makers should take note of the “hidden costs” associated with work-life policy usage on other employees. Managers should work with policy users to mitigate the negative effects of policy usage on others. Originality/value: In contrast to broader WLP research, which focuses on the benefits of policy usage on the policy user, this research shows the negative implications of work-life policies on others’ work anxiety via work-role overload. In doing so, it becomes the first study to showcase a crossover effect of CTCL on employees’ work anxiety." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers (2025)
Zitatform
Parry, Ashley (2025): The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers. In: Gender, work & organization, Jg. 32, H. 1, S. 15-36. DOI:10.1111/gwao.13130
Abstract
"There is an increased blurring of work and home life in contemporary society due to access to technology and the mass expansion of remote work during the COVID-19 pandemic. Flexible working arrangements like remote work can lead to men self-exploiting themselves in the workplace and women self-exploiting themselves in the domestic sphere in the context of a work-centric society that is reliant upon passion at work and traditional gender norms. This study extends Chung's ideas on gendered patterns in the flexibility paradox by examining spatial-temporal dimensions of COVID-19 remote work adaptation among an extreme sample: dual-earner parents with young children. Semi-structured interviews were conducted on Zoom with 20 mothers and 17 fathers working from home in the U.S. with children ages 5 and under between the summer of 2020 and the spring of 2021. Findings indicate that fathers' work is prioritized in spatio-temporal terms whereas mothers' work is fragmented and dispersed. Gendered patterns in the flexibility paradox and labor shouldered by mothers as primary caregivers are considered as potential theoretical explanations for the privileging of fathers' workspace and work time." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
What Makes a Decision Fair? Relative Earnings, Gender, and Justifications for Couples’ Decision-Making (2025)
Zitatform
Pepin, Joanna R. & William J. Scarborough (2025): What Makes a Decision Fair? Relative Earnings, Gender, and Justifications for Couples’ Decision-Making. In: American journal of sociology, S. 1-63. DOI:10.1086/735618
Abstract
"This article builds on research demonstrating that inequality is widely accepted when it resultsfrom practices that are perceived to be fair. Using a survey experiment on a nationally representative sample of US adults (n = 3,978), the study adds new insight into the mechanisms that sustain gender inequality in relationships. Findings show that Americans’ beliefs About gender are relied on more often than economic explanations to diminish concerns aboutunfairness in decision-making. Respondents were more likely to view decisions as fair when made by women, even though respondents often drew on seemingly gender-neutral allocationrules to justify decision-making. Topic modeling of open-ended explanations also exposed howbeliefs about gender are incorporated into fairness perceptions in ways that sustain men’sauthority. The authors argue that the empirical patterns underpinning subjective perceptions offairness are fundamental to understanding the persistence of inequality in gendered divisions ofcognitive, emotional, and domestic labor." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Effects of Child Care Subsidies on Paid Child Care Participation and Labor Market Outcomes: Evidence from the Child and Dependent Care Credit (2025)
Zitatform
Pepin, Gabrielle (2025): The Effects of Child Care Subsidies on Paid Child Care Participation and Labor Market Outcomes: Evidence from the Child and Dependent Care Credit. In: ILR review. DOI:10.1177/00197939251329844
Abstract
"The Child and Dependent Care Credit (CDCC), a tax credit based on income and child care expenses, reduces child care costs for working families. The Economic Growth and Tax Relief Reconciliation Act expanded the CDCC in 2003, generating differential increases in generosity across states and family sizes. Using data from the March Current Population Survey, the author finds that a $100 increase in CDCC generosity increases paid child care participation by 0.6 percentage points among single mothers and 2.2 percentage points among married mothers with children younger than 13 years old. The author also finds that CDCC benefits increase labor supply among married mothers, who may experience long-run earnings gains. Results suggest large returns on investment to expanding the CDCC for secondary earners but that single and low-income mothers may benefit more from other programs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Decomposition of Differences in Distribution under Sample Selection and the Gender Wage Gap (2025)
Pereda-Fernández, Santiago;Zitatform
Pereda-Fernández, Santiago (2025): Decomposition of Differences in Distribution under Sample Selection and the Gender Wage Gap. In: Journal of Business and Economic Statistics, Jg. 43, H. 2, S. 378-390. DOI:10.1080/07350015.2024.2385823
Abstract
"I address the decomposition of the differences between the distribution of outcomes of two groups when individuals self-select themselves into participation. I differentiate between the decomposition for participants and the entire population, highlighting how the primitive components of the model affect each of the distributions of outcomes. Additionally, I introduce two ancillary decompositions that help uncover the sources of differences in the distribution of unobservables and participation between the two groups. The estimation is done using existing quantile regression methods, for which I show how to perform uniformly valid inference. I illustrate these methods by revisiting the gender wage gap, finding that changes in female participation and self-selection have been the main drivers for reducing the gap." (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, S. 1-24. 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
Stand der Gleichstellung von Frauen und Männern in Deutschland in ausgewählten Branchen (2025)
Zitatform
Pfahl, Svenja, Eugen Unrau & Yvonne Lott (2025): Stand der Gleichstellung von Frauen und Männern in Deutschland in ausgewählten Branchen. (WSI-Report 102), Düsseldorf, 74 S.
Abstract
"Wie einheitlich oder unterschiedlich vollzieht sich die Gleichstellung von Frauen und Männern in den verschiedenen Branchen auf dem deutschen Arbeitsmarkt in Hinblick auf Erwerbsarbeitszeit, Entgelt oder Erwerbsform? Anhand zentraler Indikatoren auf Basis des WSI GenderDatenPortals liefert der vorliegende Report eine zusammenfassende Übersicht über den aktuellen Stand der Geschlechtergleichstellung in Deutschland, differenziert nach Einzelbranchen aus dem Produktions- und Dienstleistungsbereich. Die Ergebnisse zeigen, dass Geschlechterungleichheit insbesondere in Hinblick auf die Erwerbsarbeitszeitdauer und das Entgelt über (fast) alle Branchen hinweg fortbesteht. Die detaillierte branchenbezogene Betrachtung zeigt zudem, dass bei einer Vielzahl von einzelnen Arbeitsmerkmalen Unterschiede zwischen Frauen und Männern bestehen (z. B. bei Befristung, Teilzeitarbeit, überlanger Vollzeit, Tätigkeit als Helfer*in, Entgelten im unteren Entgeltbereich, Existenzsicherung durch eigenes Erwerbseinkommen, ausschließlicher Tätigkeit im Minijob), die in einigen Branchen deutlich stärker ausgeprägt sind als in anderen. Hierbei fallen besonders sieben Produktionsbranchen und neun Dienstleistungsbranchen auf, die sich durch deutliche Geschlechterabstände (dem Abstand in Prozentpunkten zwischen Frauen und Männern in Hinblick auf ein einzelnes Arbeitsmerkmal) kennzeichnen und in einer Mehrheit von Arbeitsmerkmalen eine verstärkt ungünstige Situation für Frauen aufweisen. Gegenüber dem Vergleichsjahr 2021 weisen 2023 insgesamt mehr Branchen einen deutlichen, zweistelligen Geschlechterabstand für mindestens die Hälfte aller Arbeitsmerkmale auf. Gleichzeitig zeigen sich für eine Reihe von Branchen auch punktuelle Verringerungen des Geschlechterabstandes, gerade bei den Indikatoren zur Lage der Arbeitszeit sowie der Existenzsicherung durch eigene Erwerbsarbeit." (Autorenreferat, IAB-Doku)
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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, S. 1-25. 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
The true gender pay gap: Accounting for the distribution of unpaid labour (2025)
Roos, Louisa;Zitatform
Roos, Louisa (2025): The true gender pay gap: Accounting for the distribution of unpaid labour. In: Economics Letters, Jg. 247. DOI:10.1016/j.econlet.2024.112144
Abstract
"This paper proposes a novel method to measure gender pay gaps, incorporating paid and unpaid labour. Decomposition analysis using Swiss labour force data attributes a sizable and persistent share of this pay gap to segregation across paid and unpaid work." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
German Parents Attaining Intrapersonal Work-Family Balance While Implementing the 50/50-Split-Model with Their Partners (2025)
Zitatform
Schaber, Ronja, Tirza Patella, Josefine Simm & Susan Garthus-Niegel (2025): German Parents Attaining Intrapersonal Work-Family Balance While Implementing the 50/50-Split-Model with Their Partners. In: Journal of Family and Economic Issues, Jg. 46, H. 1, S. 259-276. DOI:10.1007/s10834-024-09989-1
Abstract
"Work-family balance (WFB) is attained if parents combine work and family roles aligned with their values. For an egalitarian parent aiming to implement a 50/50-split-model, this means sharing paid work, childcare, and housework equally with their partner (involvement balance), performing well in all roles (effective balance), while having positive emotions (emotional balance). This is difficult since work and family are competing for time and attention. Therefore, this article presents resources which can help parents attain WFB within a 50/50-split-model. Quantitative data of n = 1036 couples participating in the Dresden Study on Parenting, Work, and Mental Health (DREAM) were used to calculate the implementation rate of the 50/50-split-model at 14 months postpartum. Quantitative DREAM data were screened to purposively select n = 25 participants implementing a 50/50-split-model for the qualitative study DREAM TALK . Problem-centered interviews were conducted and analyzed via qualitative content analysis. Quantitative results showed a 50/50-split-model implementation rate of 3.8–17.5% among German parents. Qualitative results revealed 14 individual- and eight macro-level resources to facilitate WFB within a 50/50-split-model. Individual-level examples are acknowledging benefits of childcare assistance, segmentation from paid work and controversially, in other situations, integration of paid work and family. Macro-level examples are availability of childcare assistance, of solo paternal leave, paid work < 39 h/week, employee flexibility options, and family-friendly workplace cultures. To conclude, the full potential of individual-level resources applied by parents is attained when supported by macro-level resources provided by politics and employers. Parents, politics, and employers can facilitate WFB within the 50/50-split-model to foster gender equality." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Maternal and Child Health Following 2 Home Visiting Interventions vs Control: Five-Year Follow-Up of a Randomized Clinical Trial (2025)
Zitatform
Schepan, Marie Lisanne, Malte Sandner, Gabriella Conti, Sören Kliem & Tilman Brand (2025): Maternal and Child Health Following 2 Home Visiting Interventions vs Control. Five-Year Follow-Up of a Randomized Clinical Trial. In: JAMA pediatrics, Jg. 179, H. 4, S. 367-374., 2024-11-05. DOI:10.1001/jamapediatrics.2024.5929
Abstract
"Home-based interventions targeting socially disadvantaged families may help to improve maternal and child health. Only a few studies have investigated how different staffing models affect early home visiting program outcomes. To assess the effects of 2 staffing models of an early childhood intervention on mother and child outcomes. The baseline assessment of this randomized trial was conducted between November 2006 and December 2009 in 15 municipalities in Germany. The follow-up assessment at offspring age 7 years was carried out by interviewers masked to treatment conditions from April 2015 to December 2017. Data analysis was performed from March to August 2023. Pregnant women with no previous live birth, low-income, and at least 1 additional psychosocial risk factor were eligible. A total of 1157 women were referred to the study by gynecologists, psychosocial counseling services, or employment agencies; 755 were randomized to treatment conditions (2 intervention groups and 2 control groups); and 525 completed the follow-up. Based on the Nurse-Family Partnership program, women assigned to the intervention groups received visits by either a midwife (midwife-only model) or by a team consisting of a social worker and a midwife (tandem model) until child age 2 years. Women assigned to control groups had access to the standard health and social services. Average treatment effects (ATEs) on the following primary outcomes were assessed using adjusted regression models with inverse probability weighting: developmental disorders, child behavioral problems, adverse, neglectful and abusive parenting, maternal mental health, and life satisfaction. The mean (SD) age at follow-up was 29.6 (4.36) years for mothers and 7.55 (0.75) years for children; 272 (52.2%) of the children were female. Mothers in the tandem model reported fewer internalizing child behavioral problems compared to their control group (ATE, 2.98; 95% CI, −5.49 to −0.47; absolute reduction, 13.3 percentage points). Beneficial intervention effects were found in the midwife-only group on abusive parenting (ATE, −4.00; 95% CI, −6.82 to −1.18), parenting stress (ATE, −0.13; 95% CI, −0.20 to −0.06), and maternal mental health burden (ATE, −3.63; 95% CI, −6.03 to −1.22; absolute reduction, 6.6 percentage points in depressive symptoms), but not in the tandem group. Both staffing models produced positive intervention effects, with more effects seen in the midwife-only model. These insights can guide future early childhood intervention designs and may help improve health care for socially disadvantaged families." (Author's abstract, IAB-Doku, © JAMA Network) ((en))
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Literaturhinweis
Mind the gap: effects of the national minimum wage on the gender wage gap of full-time workers in Germany (2025)
Zitatform
Schmid, Ramona (2025): Mind the gap: effects of the national minimum wage on the gender wage gap of full-time workers in Germany. In: Journal of Economic Inequality, S. 1-30. DOI:10.1007/s10888-025-09669-6
Abstract
"Since 2015, the national minimum wage aims to benefit primarily low-wage workers in Germany. I examine how the minimum wage influences gender wage gaps of full-time workers within the lower half of the wage distribution on a regional level. Using administrative data, distinct regional differences in the extent of gender wage gaps and responses to the minimum wage become clear. Overall, wage gaps between men and women at the 10th percentile decrease by 2.46 and 6.34 percentage points in the West and East of Germany after 2015. Applying counterfactual wage distributions, I show that introducing the minimum wage explains decreases in gender wage gaps by 60% to 95%. Group-specific analyses demonstrate various responses based on age, educational level and occupational activity. Counterfactual aggregate Oaxaca-Blinder decompositions indicate that discriminatory remuneration structures decrease in the West of Germany after introducing the minimum wage." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB7519.de.en.v1 -
Literaturhinweis
Gender Differences in Job Requirements: Change Within Careers and Across Cohorts (2025)
Zitatform
Schwartz, Shoshana, Peter Cappelli & Yang Yang (2025): Gender Differences in Job Requirements: Change Within Careers and Across Cohorts. In: Human Resource Management, Jg. 64, H. 2, S. 331-373. DOI:10.1002/hrm.22256
Abstract
"We examine differences in jobs held by men and women based on a measure not used before, the standard human resources measures of “knowledge, skills, and abilities” generated by job analyses. While there is an abundance of evidence on gender disparities in pay, we know much less in detail about differences in the work men and women perform and especially how these differences have changed over time. We use nationally representative data for two cohorts of college graduates, one entering the post-college workforce in 1994 and another in 2009, and we follow them for the first 10 years of their careers. We find that women generally held jobs with lower requirements relative to men. The gender gap in job requirements grew over the course of individuals' careers for the first cohort (1994–2003) but declined sharply for the second (2009–2018). We also find that among the second cohort, women received a wage premium for social skills that was greater than what men received." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Dual-Earner Couples (2025)
Zitatform
Shockley, Kristen M., Winny Shen & Hope Dodd (2025): Dual-Earner Couples. In: Annual Review of Organizational Psychology and Organizational Behavior, Jg. 12, S. 369-394. DOI:10.1146/annurev-orgpsych-110622-053405
Abstract
"In Western societies, most married working employees are now part of a dual-earner couple, meaning both people are engaged in the paid workforce to some extent. Such arrangements introduce benefits as well as challenges in managing two unique work roles and the shared family domain. In this review, we first summarize research about how dual-earner couples manage work and family, including the division of labor, decision-making processes, and specific behavioral strategies. Next, we discuss research on dual-earner couples ’ well-being and quality of life, making explicit comparisons to single-earner couples where possible. We close our review with a discussion of research on the macroenvironment, including how cultural norms and state policies relate to dual-earner couples’ functioning. Lastly, we offer numerous recommendations for future researchers to explore the contexts and conditions that facilitate the blending of dual-earner couples ’ work and family roles." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Female entrepreneurship involvement in digital transformation process through perspective of gender employment and pay gaps (2025)
Zitatform
Skare, Marinko, Beáta Gavurová & Viliam Kovac (2025): Female entrepreneurship involvement in digital transformation process through perspective of gender employment and pay gaps. In: International Entrepreneurship and Management Journal, Jg. 21, H. 1. DOI:10.1007/s11365-024-01060-7
Abstract
"The main goal of the study is to investigate and to quantify the relations between the gender aspects and the processes of digital transformation in a relation to the eco-innovation processes. The processes of digital transformation in enterprises bring the changes of business strategies, processes, management, principles, approaches, and methods. A change in the roles of the managerial and other work positions, which can have an impact on efficiency of engaged processes in enterprises, is associated with them. The actual research studies aimed at investigating the female role in the leadership position have been focused on business processes mainly, which the effect of leadership is not difficult to quantify within. The procedures of digital transformation and the eco-innovation processes within them bring new dimension of the managerial work and a need for several technical, economic, and personal changes. According to the examined literature review, the three research questions are formulated, whilst each one is related to the particular examined field – the gender employment gap, the gender pay gap, and the female entrepreneurship participation. The applied regression analysis with the testing phase serves to analyse the data gathered. The carried-out analysis provides the interesting finding also from a geographical view. The gender employment gap in its different forms is confirmed by the outcomes of the constructed panel regression models in a majority of the explored cases. The gender pay gap is not seen as statistically significant. The female entrepreneurship participation represents the strongest point and it is confirmed absolutely at all. The study outcomes will support the creation of active environmental and innovation policies at the national and international level. Investigating gender diversity and its impact on the eco-innovation processes will enable the creation of mechanisms for eliminating the gender disparities, improving environmental reputation, and for effective decision-making processes." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
A Pay Scale of Their Own: Gender Differences in Variable Pay (2025)
Sockin, Jason; Sockin, Michael;Zitatform
Sockin, Jason & Michael Sockin (2025): A Pay Scale of Their Own: Gender Differences in Variable Pay. (CESifo working paper 11608), München, 67 S.
Abstract
"In the United States and other large economies, women receive less variable pay than men, even within the same firms and job titles. We argue this disparity in pay partly reflects labor market sorting. Since women are less-represented in more variable-pay-intensive jobs, even within occupations, women accumulate less variable pay over time. Women apply relatively less often to and early in their careers separate faster from such roles. Compared with their male peers, women perceive variable-paying jobs as offering worse amenities, including culture, work-life balance, and paid family leave. Compensation schemes appear to induce disparities in pay through worker sorting." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of providing intensive care and practical help in mid-life on employment transitions in Europe (2025)
Zitatform
Spijker, Jeroen J. A., Maike van Damme & Bruno Arpino (2025): The impact of providing intensive care and practical help in mid-life on employment transitions in Europe. In: European Journal of Ageing, Jg. 22, H. 1. DOI:10.1007/s10433-025-00857-x
Abstract
"This paper examines how caregiving influences employment transitions among employed mid-life adults (50–69 years) who began providing non-professional care on a daily basis to someone inside or outside their household. Using data from the Survey of Health Ageing and Retirement in Europe (SHARE) from 2004 to 2017, we apply a difference-in-difference model with propensity score weighting to estimate probabilities of various employment change outcomes for each care status. These outcomes include reducing working hours, exiting the labor market, and retiring. Results are compared to those who continue to work. We assess heterogeneities by gender, income and three empirically identified care regime types from the first article in this special collection: strong defamilialism/supported familialism (strong DF/SF), moderate DF/SF and familialism-by-default (FbD). Results show that overall and for each gender and care regime, retiring is the most likely employment transition for new caregivers. However, low-income persons that make the transition into co-resident care in moderate DF/SF care regime countries are more likely to reduce working hours than non-carers. Regarding labor market exits, no significant overall effect was found. Nonetheless, exit was less likely among men in FbD regime countries when care occurred outside their household. This pattern may reflect financial pressures to stay in employment in contexts of limited state support (hence, an income effect). Women, on the other hand, are less likely to exit in strong DF/SF countries, which might be an income effect in that context. To conclude, caregiving significantly affects employment transitions, with notable differences across gender, income levels, and care regimes. These results underscore the importance of policies that support caregivers—particularly in familialist contexts—by providing affordable formal care options and flexible workplace arrangements to help them remain in employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How Psychological Barriers Constrain Men’s Interest in Gender-Atypical Jobs and Facilitate Occupational Segregation (2025)
Zitatform
Suh, Eileen Y., Evan P. Apfelbaum & Michael I. Norton (2025): How Psychological Barriers Constrain Men’s Interest in Gender-Atypical Jobs and Facilitate Occupational Segregation. In: Organization Science, S. 1-19. DOI:10.1287/orsc.2023.17550
Abstract
"Scholarship regarding occupational gender segregation has almost exclusively focused on women’s experiences (e.g., as targets of discrimination in masculine domains), yet understanding factors that perpetuate men’s underrepresentation in traditionally feminine occupations is equally important. We examine a consequential dynamic early in the job search process in which individuals come to learn that an occupation that fits them is perceived as feminine versus masculine. Our research develops and tests the prediction that femininity or masculinity of occupations will exert a stronger impact on men’s (versus women’s) interest in them such that men will be less interested in gender-atypical occupations than women. Across five studies (n = 4,477), we consistently observed robust evidence for this prediction among diverse samples, including high school students (Study 1), unemployed job seekers (Study 2), U.S. adults (Study 3), and undergraduates (Study 4) and using experimental and archival methods. We observed this asymmetry after controlling for alternative accounts related to economic factors (e.g., expected salary), suggesting that they alone cannot fully explain men’s lack ofinterest in feminine occupations as previously discussed in the literature. Further, we consistently observed that men, compared with women, show heightened sensitivity to gender-based occupational status, and this greater sensitivity explains men’s (versus women’s) reduced interest in gender-atypical occupations. Though past scholarship suggests that increasing pay is key to stoking men’s interest in feminine occupations, our research suggests that targeting men’s underlying psychological concern—sensitivity to gender-based occupational status—may be an underappreciated pathway to reducing gender segregation. Supplemental Material: The data, materials, preregistration, and ancillary analyses for all studies are available at https://osf.io/h4mgx/?view_only=9a4dbfc9d122417c880354d6b3462072 and at https://doi.org/10.1287/orsc.2023.17550 ." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
- 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