Setting adequate wages for workers: Managers' work experience, incentive scheme and gender matter
Autor/in:
Huber, David; Kühl, Leonie; Szech, Nora
Quelle: PLOS ONE (PLOS ONE), 17 (2022) 8
Details
Inhalt: Many societies report an increasingly divergent development of managers' salaries compared to that of their workforce. Moreover, there is often a lack in diversity amongst managerial boards. We investigate the role of managers' gender and incentive scheme on wages chosen for workers by conducting two experimental studies. The data reveal male managers respond in more self-oriented ways to their incentive scheme. Further, we find that experience with the workers' task can increase appreciation of workers. Effects are strongest when the managers' compensation scheme rules out self-orientation. Overall, female managers display more consistency in choosing adequate wages for workers, i.e. their choices are less affected by incentives. An increase in diversity may thus help reducing salary disparities and foster work atmosphere.
Schlagwörter:Anreizsystem; Diversität; Diversity; incentive mechanisms; Lohnlücke; Lohnstruktur; Manager; salary; wage distribution; wage gap; wage inequality; work experience
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Diversity, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
How Ranking Performance Can Hurt Women
Autor/in:
Gërxhani, Klarita
Quelle: Harvard Business Review, (2021)
Details
Inhalt: When it comes to gender equity in the workplace, many organizations focus largely on hiring more women. But to achieve more equitable representation, it’s also critical to examine disparities in how employees are evaluated and promoted once they’re on board. In this piece, the authors discuss their recent research on this topic, which found that competitive evaluation systems in which employees are ranked against one another can cause men to perform better and women to perform worse (on a task for which their performance would otherwise be roughly the same). They suggest that this likely stems from deeply-ingrained stereotypes that lead men to believe they are better than women in competitive environments, and that lead women to prioritize avoiding harming others. Based on these findings, the authors argue that organizations should build awareness of the potential harms of ranking employees, and that they should consider either adapting or totally overhauling existing performance evaluation systems to focus more on individual progress, and less on social comparisons.
Schlagwörter:gender stereotype; Geschlechterstereotyp; Geschlechterunterschied; Leistungsbewertung; performance evaluation
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Sounds like a fit! : Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness
Autor/in:
Hentschel, Tanja; Braun, Susanne; Peus, Claudia; Frey, Dieter
Quelle: Hum Resour Manage (Human Resource Management), 60 (2021) 4, S 581–602
Details
Inhalt: Following calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender-stereotypical wording in recruitment advertisements. We conducted two studies in Germany. In Study 1 (video-based experiment with 329 university students), we found that when a male recruiter used stereotypically masculine compared to feminine wording, female students anticipated lower belongingness, expected lower success of an application, and indicated lower application intentions for career opportunities. These differences in female students’ evaluations disappeared when the recruiter was female. While Study 2 (experimental vignette study with 545 employees) replicates the negative effects of masculine wording for female employees; the buffering effect of female recruiters was only replicated for younger, but not for older female employees. Women's anticipated belongingness mediated the relationship between advertisement wording and application intentions when the recruiter was male. Recruiter gender and wording had no effects on men. Our work contributes to a better understanding of when and why contextual characteristics in the recruitment process influence women's pursuit of career opportunities.
Schlagwörter:application; belonging; career development; gender bias; gender stereotype; Geschlechterstereotyp; job description; recruitment; Rekrutierungapplicant behaviour; stereotype
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Explaining the gender pay gap among doctoral graduates: analyses of the German labour market
Autor/in:
Goldan, Lea
Quelle: European Journal of Higher Education, 11 (2021) 2, S 137–159
Details
Inhalt: Previous research has shown that female doctoral graduates earn less than male doctoral graduates; however, there has been little research on the determinants of this gender pay gap. This paper investigates the determinants of the gender pay gap among doctoral graduates in Germany. By relying on human capital theory, traditional gender roles and beliefs, and previous empirical findings, I examine gender differences in doctoral and occupational characteristics as potential determinants of the gender pay gap. I use data from a representative German panel study of the 2014 doctoral graduation cohort. Regression analyses on the logarithmic gross monthly earnings reveal that female graduates earn 30.4% less than male graduates five years after graduation. This gender pay gap is driven by a substantive wage premium for male doctoral graduates outside academia. Important determinants of the overall gender pay gap are doctoral subjects, professional experience after graduation, industries, management positions, and, above all, working hours. However, the considered determinants only partially explain the gender pay gap, as it remains substantial and statistically significant. The paper enhances the research on gender inequalities in post-doctoral careers and offers new insights into the determinants of the gender pay gap among doctoral graduates.
Schlagwörter:Arbeitsmarkt; Arbeitszeit; doctoral graduate; gender pay gap; Geschlechterungleichheit; human capital; Panel; Promovierte; quantitative Analyse
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
It's Not Just a Pay Gap: Quantifying The Gender Wage And Pension Gap At a Post-Secondary Institution In Canada
Autor/in:
Smith-Carrier, Tracy; Penner, Marcie; Cecala, Aaron L.; Agocs, Carol
Quelle: Canadian Journal of Higher Education, 51 (2021) 2, S 74–84
Details
Inhalt: What is the impact of the gender pay gap in academia over the course of a career and retirement? To quantify this impact, we used a Canadian post-secondary institution as a case study and simulated the effects of the reported difference in salary across multiple academic career trajectories. A starting wage gap of less than $9,000 resulted in a $300,000-$400,000 gender wage gap over the course of a career, and a further $148,000-$259,000 gender pension gap, for a total gender pension and wage gap of $454,000-$660,000, depending on the rank achieved. Thus, focusing on gender gaps in salary alone leads to a substantial underestimation of the long-term effects of the gender gap.
Schlagwörter:academic career; akademische Laufbahnentwicklung; Canada; gender pay gap; Kanada; wage gap
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Addressing the Gender Pay Gap: The Influence of Female and Male Dominant Disciplines on Gender Pay Equity
Autor/in:
Buckman, David G.; Jackson, Tommy E.
Quelle: Journal of Education Finance, 47 (2021) 1, S 71–91
Details
Inhalt: This study used Kanter's (1997) Tokenism theory to analyze the relationship between gender and faculty salaries in Georgia higher education institutions to determine whether pay inequity existed between male and female professors in 2018. Two separate mixed-effect regression models were estimated on a 2018 cross-sectional survey dataset of Georgia higher education faculty members where faculty demographic characteristics (i.e., gender and academic discipline) were regressed on their annual base salaries. When controlling for demographics and occupational characteristics, female faculty received significantly lower salaries than their male counterparts. In addition, when controlling for academic discipline and grouping those disciplines vis-a-vis male dominant and female dominant, males in female-dominant disciplines earned significantly more money than females, and females in male-dominant disciplines earned more money than males. Additional findings support negotiable salaries as a significant contributor to higher pay.
Schlagwörter:Demographie; Dominanz; faculty; Fakultät; female discipline; Gehaltsverhandlung; gender pay gap; male domination; negotiation; tokenism
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Hochschulen, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Twenty years of gender equality research: A scoping review based on a new semantic indicator
Autor/in:
Belingheri, Paola; Chiarello, Filippo; Fronzetti Colladon, Andrea; Rovelli, Paola
Quelle: PLOS ONE (PLOS ONE), 16 (2021) 9
Details
Inhalt: Gender equality is a major problem that places women at a disadvantage thereby stymieing economic growth and societal advancement. In the last two decades, extensive research has been conducted on gender related issues, studying both their antecedents and consequences. However, existing literature reviews fail to provide a comprehensive and clear picture of what has been studied so far, which could guide scholars in their future research. Our paper offers a scoping review of a large portion of the research that has been published over the last 22 years, on gender equality and related issues, with a specific focus on business and economics studies. Combining innovative methods drawn from both network analysis and text mining, we provide a synthesis of 15,465 scientific articles. We identify 27 main research topics, we measure their relevance from a semantic point of view and the relationships among them, highlighting the importance of each topic in the overall gender discourse. We find that prominent research topics mostly relate to women in the workforce-e.g., concerning compensation, role, education, decision-making and career progression. However, some of them are losing momentum, and some other research trends-for example related to female entrepreneurship, leadership and participation in the board of directors-are on the rise. Besides introducing a novel methodology to review broad literature streams, our paper offers a map of the main gender-research trends and presents the most popular and the emerging themes, as well as their intersections, outlining important avenues for future research.
Schlagwörter:business; economics; gender equality; gender research; Geschlechterforschung; literature review; network analysis; text mining; Trend; Wirtschaftswissenschaft
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
"Motherhood Penalty?" : Examining Gender, Work, and Family among Science Professionals in India
Autor/in:
Ray, Debapriya; Samanta, Tannistha
Quelle: Navigating Careers in the Academy: Gender, Race, and Class, 3 (2020) 1, S 37–51
Details
Inhalt: The low female labor force participation is a longstanding concern for sociologists, labour economists and planners at large. While socio-demographic forces of decreasing fertility and increasing achievements in higher educational attainment have been often associated with increasing labor force participation of women in most societies, India presents a puzzling labour market syndrome. Studies note an inverse association between increase in household income, educational attainment and women’s employment (Das et al. 2015; Klasen and Pieters 2015).
In the third paper, “Motherhood Penalty?”: Examining Gender, Work, and Family among Science Professionals in India,” Debapriya Ray and Tannistha Samanta examine how gender roles and patrifocal prescriptive codes create unequal outcomes among middle class women and men in science careers. The authors argue that a new way of looking at under-representation different from the glass ceiling and the motherhood penalty, for example, is required to understand the the continued lack of women in science and leadership decision making decisions.
Schlagwörter:Geschlechterrolle; Geschlechterstereotyp; Indien; Mutterschaft; Norm; Unterrepräsentanz; wissenschaftliches Personal
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Ist die Geschlechterrolleneinstellung entscheidend? Die Wirkung länderspezifischer Geschlechterkulturen auf die Erwerbsarbeitszeiten von Frauen
Autor/in:
Kümmerling, Angelika; Postels, Dominik
Quelle: Köln Z Soziol (KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie), 72 (2020) 2, S 193–224
Details
Inhalt: In der letzten Dekade wurde (nicht nur) in Deutschland eine Reihe von Maßnahmen zur Erhöhung der weiblichen Erwerbsbeteiligung eingeführt (Ausbau der Kinderbetreuungseinrichtungen, Elterngeld etc.). Während sich die Erwerbsquote der Frauen deutlich erhöht hat, fallen die Effekte auf das Arbeitsvolumen deutlich schwächer aus. Ziel des Beitrags ist es, diejenigen Faktoren zu identifizieren, die zu höheren Arbeitszeiten von Frauen beitragen. Hierfür vergleichen wir auf Grundlage des European Social Surveys die Arbeitszeiten von Frauen in der EU-27 und entwickeln ein Mehrebenenmodell, das uns ermöglicht, Einflüsse von Makro- und Mikroebene auf die Arbeitszeiten gleichzeitig zu beobachten. Auf der Mikroebene kontrollieren wir die individuelle Qualifikation, die Lebensphase und verschiedene Arbeitsplatzcharakteristika, auf der Makroebene soziostrukturelle und familienpolitische Unterschiede in den EU-Ländern. Aufbauend auf der Theorie der Geschlechterkulturen von Pfau-Effinger modellieren wir zusätzlich die Geschlechterkultur als mit Makrostrukturen interagierende Variable. Unsere Ergebnisse zeigen, dass die Wirkung familienfreundlicher Maßnahmen, wie die Verfügbarkeit von Kinderbetreuungseinrichtungen oder flexibler Arbeitszeitmodelle, durch länderspezifische Geschlechterrollenvorstellungen beeinflusst werden. Wir schließen daraus, dass politische und betriebliche Maßnahmen zur besseren Einbindung von Frauen in den Arbeitsmarkt und insbesondere zur Erhöhung ihrer Arbeitszeit nur dann ihre volle Wirksamkeit entfalten können, wenn diese durch die in einer Gesellschaft vorherrschenden Rollen- und Familienleitbilder gestützt werden.;
Schlagwörter:Arbeitszeitmodelle; Erwerbsbeteiligung; gender regime; Geschlechterkultur; Geschlechterrolle; internationaler Vergleich; Kinderbetreuung; Mehrebenenanalyse; quantitative Analyse; survey
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Vereinbarkeit Familie-Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Gleichheit durch Gleichstellungsmaßnahmen?
Autor/in:
Peters, Eileen; Drobe, Jil; Abendroth, Anja
Quelle: Köln Z Soziol (KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie), 72 (2020) 2, S 225–263
Details
Inhalt: Dieser Beitrag untersucht, inwiefern Mentoringprogramme und betriebliche Frauenquoten als zwei zentrale Gleichstellungsmaßnahmen mit geringeren geschlechtsspezifischen Einkommensungleichheiten in deutschen Großbetrieben einhergehen. Zusätzlich wird der Frage nachgegangen, inwiefern die Bedeutung dieser Gleichstellungsmaßnahmen zwischen Beschäftigtengruppen mit unterschiedlichem Qualifikationsniveau variiert und ob traditionelle Geschlechterideologien innerhalb der Belegschaft die Effektivität von Gleichstellungsmaßnahmen konterkarieren. Auf Grundlage von Linked-Employer-Employee-Daten, die sowohl administrative als auch Befragungsdaten für 5072 Beschäftigte in 93 Betrieben beinhalten, wurden Regressionsanalysen mit betriebsbezogenen Fixed Effects berechnet. Die Ergebnisse zeigen, dass Einkommensbenachteiligungen von Frauen innerhalb von Betrieben nicht mit dem Angebot von Mentoringprogrammen variieren. Demgegenüber zeigen sich geringere Einkommensungleichheiten zwischen den Geschlechtern in Betrieben mit Frauenquote. Dies gilt allerdings nur für Beschäftigte mit hohem Qualifikationsniveau und in Betrieben, in denen gleichzeitig eher egalitäre Geschlechterideologien in der Belegschaft vorherrschen. In traditionellen Betriebskontexten bestehen trotz Frauenquote geschlechtsspezifische Einkommensungleichheiten zwischen Beschäftigten mit höherem Qualifikationsniveau.;
Schlagwörter:Einkommensungleichheit; Frauenquote; gender pay gap; Geschlechterideologie; Gleichstellungsmaßnahmen; Mentoring; Qualifikationsniveau; quantitative Analyse; Quote
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Mentoring und Training, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz