The gender wage gap in the labour market has long been a topic of study, highlighting the disadvantages faced by women in terms of earningscompared to men. This study aims to investigate if the Great Recession had additional impacts on women's earnings differentials. Using census data from 2006 to 2012 in the US, two different quantile regressions were conducted for various income quantiles. One regression excluded variables, while the other included socio-demographic characteristics. The results indicate clear wage differences for women before, during, and after the Great Recession.The first regression shows statistically significant negative correlations between logarithmic income and gender. The quantile regressions also reveal decrease in the gender wage gap during the recession, with education returns favouring women in 2008 and 2009 before returning to pre-recession levels. Additionally, the results suggest that married women and women with children tend to have lower earnings compared to their male counterparts.These findings provide evidence of a glass ceiling in the US labour market, which may have been exacerbated by the exogenous shock of the Great Recession.

No description available.

在台灣勞動市場中，性別薪資差異一直都存在著。在 2015 年，女性勞工平均薪資大約為男性平均薪資的 85.57%，這個比率在過去 20 年間一直不斷上升，顯示出性別薪資差異逐年地縮小。而在解釋性別薪資差異大小的變數中，產業是其中一個很重要的解釋變數，因此本研究利用台灣主計處的人力運用調查資料，檢驗產業間性別薪資差異與產業特性之間的關連。實證結果顯示出部分產業特性確實會影響產業間性別薪資差異的大小，該產業的平均勞工年齡越大，該產業的性別薪資差異越小；工作地點在北部的比率越高， 會使得該產業的性別薪資差異越小；其他像是平均勞工任期長短 、特定職業的比率等等也會影響該產業內性別薪資差異的大小。 / In Taiwan, gender wage gap has existed for long in the labor market. However, proportion of average female salary to average male salary was about 85.57% in 2015 and this ratio has been growing in recent years. Besides, among all factors that can account for the gender wage gaps, industry plays an important role. Using data from the Manpower Utilization Survey, this study examines the inter-industry gender wage gaps in Taiwan with a focus on the correlation between these inter-industry gender wage gaps and characteristics of different industry sectors. The results confirm that some industrial characteristics do affect the magnitude of sex discrimination. Average age, job tenure, proportion of certain working locations and specific occupations have an impact on inter-industry gender wage gaps.

Die vorliegende Dissertation setzt sich aus drei Aufsätzen zusammen: zwei im Bereich der Arbeitsmarktökonomie und einer im Bereich der politischen Ökonomie. Der erste Aufsatz untersucht die Rolle der zunehmenden Firmenheterogenität für die Stagnation des Gender Wage Gaps auf dem westdeutschen Arbeitsmarkt in den 1990er und 2000er Jahren. Die Ergebnisse zeigen, dass die steigende Firmenheterogenität während dieses Zeitraums einen Rückgang des Gender Wage Gaps um 15% bzw. 3,6 Log-Prozentpunkte verhindert hat. Darüber hinaus zeigen die Analysen, dass eine zunehmende Lohnflexibilisierung, bedingt durch einen Rückgang der Tarifbindung und wachsende Dezentralisierungs- und Flexibilisierungstendenzen innerhalb der vorhandenen Tarifbindungsregime, den Anstieg der Lohnungleichheit zwischen Betrieben und folglich die Lohnungleichheit zwischen Männern und Frauen verstärkt hat. Der zweite Aufsatz untersucht die Auswirkungen des Anfang der 1990er Jahre von Flüchtlingsmigranten verursachten, plötzlichen Anstiegs des Arbeitskräfteangebots auf Löhne und Beschäftigung der einheimischen Arbeitnehmer. Die empirischen Analysen zeigen, dass ein 1%iger Zuwachs in der Beschäftigung von Migranten mit einer Reduzierung des lokalen Lohn- und Beschäftigungswachstums in den betroffenen Regionen um durchschnittlich etwa 0,68 bzw. 1,13% einhergeht; auf längere Sicht zeigen sich indes keine negativen Auswirkungen. Zwei Drittel des lokalen Beschäftigungsrückgangs werden durch entsprechende Beschäftigungsgewinne in solchen Regionen kompensiert, die von der Flüchtlingszuwanderung nicht betroffen sind. Die Unterschiede zwischen kurz- und langfristigen Konsequenzen sowie die Umverteilung der Beschäftigung zwischen Regionen sind für die politische Evaluation der Vor- und Nachteile von Migration von Bedeutung. Der dritte Aufsatz untersucht, ob die Parteienlandschaft im Gemeinderat einen Effekt auf die Struktur von Gemeindezusammenlegungen hat, indem sie die Wahrscheinlichkeit der Wiederwahl und folglich des Machterhalts der im Amt befindlichen politischen Entscheidungsträger beeinflusst. Die empirischen Ergebnisse deuten darauf hin, dass die Parteienstruktur für die Realisierung von Gemeindezusammenlegungen von Bedeutung ist. / This dissertation is composed of three essays: two in the field of labour economics and one in political economics. The first essay studies the role of growing workplace heterogeneity for the stagnation of the gender pay gap on the West German labour market during the 1990s and 2000s. The analysis shows that the expansion of workplace-specific wage premiums over that time period prevented the gender wage gap from narrowing by around 15% or 3.6 log points. This effect is not driven by a relocation of men and women across high and low wage firms, but is entirely attributable to a widening in the distribution of wage premiums. The study further shows that rising wage flexibilisation, facilitated by deunionisation and decentralisation tendencies within unions, has led to higher rent-sharing elasticities, and thereby catalysed the role of workplace heterogeneity for overall inequality and the wage gap between genders. The second essay investigates the impact of a refugee-driven labour supply shock on native wages and employment. By exploiting a large and unexpected refugee wave hitting the West German labour market between 1988 and 1993, the analysis shows that an increase in local immigrant employment by 1% reduces native wages and employment by about 0.68 and 1.13%, respectively; in the longer perspective, however, these negative effects disappear. The study also shows that about two-thirds of the local employment decline is compensated by corresponding employment gains in regions not affected by immigration. Both findings—the difference between short and long run effects and the redistribution of native employment across regions — are important for the political evaluation of immigration. The third essay investigates the political determinants of municipality amalgamations. By exploiting a boundary reform in the state of Brandenburg, which reduced the number of municipalities by about 70%, the study asks whether party representation in the town council influences the structure of municipality mergers by affecting the political decision makers’ probability to remain in power. The empirical estimates suggest that political representation matters for the structure of mergers that materialise.

Submitted by Murilo Esteves de Santi (murilo_es@hotmail.com) on 2016-07-12T17:47:22Z No. of bitstreams: 1 biblioteca.pdf: 575242 bytes, checksum: a061c3686ed763a0e9468ec7a8c130a0 (MD5) / Approved for entry into archive by GILSON ROCHA MIRANDA (gilson.miranda@fgv.br) on 2016-11-29T11:40:40Z (GMT) No. of bitstreams: 1 biblioteca.pdf: 575242 bytes, checksum: a061c3686ed763a0e9468ec7a8c130a0 (MD5) / Approved for entry into archive by Maria Almeida (maria.socorro@fgv.br) on 2016-12-06T13:22:08Z (GMT) No. of bitstreams: 1 biblioteca.pdf: 575242 bytes, checksum: a061c3686ed763a0e9468ec7a8c130a0 (MD5) / Made available in DSpace on 2016-12-06T13:23:59Z (GMT). No. of bitstreams: 1 biblioteca.pdf: 575242 bytes, checksum: a061c3686ed763a0e9468ec7a8c130a0 (MD5) Previous issue date: 2016 / I study the impact of the changes in the U.S. labor market that took place in the last few decades - such as the increase in the college wage premium and the reduction in the gender wage gap - on the intergenerational persistence of income, with a particular emphasis on the marriage market channel. To motivate my analysis, I document a positive cross-country correlation between intergenerational persistence of income (and education) and educational assortative mating. I then develop an overlapping generations model in which parents invest in their children's education and individuals choose whom they are going to marry, and estimate the model to fit the postwar U.S. data. My results suggest that both of these changes have affected the intergenerational earnings persistence, but that the marriage decision plays only a very small role in these results.

Los estereotipos de género prevalecen en el lugar de trabajo. Esto infringe la igualdad de género y generalmente afecta el desempeño laboral subjetivo. Esta investigación estudia la percepción de un grupo de empleados bancarios sobre las construcciones sociales que existen en la sociedad sobre género y analiza la relación de estas percepciones en el desempeño laboral subjetivo. Para ello, se aplicaron 382 encuestas a personas pertenecientes a la fuerza laboral de los bancos peruanos en el año 2021. Se analizaron tres áreas para la variable género: brecha salarial, participación del género en un puesto laboral y demanda familiar. Los resultados mostraron de los cuestionarios aplicados mostraron que el género y el desempeño laboral no tienen una relación. Sin embargo, la percepción de las tres áreas estudiadas de la variable género si tienen relación con el desempeño laboral subjetivo. / Gender stereotypes are prevalent in the workplace. This violates gender equality and usually affects the subjective job performance. This research studies the perception of a group of bank employees about the social constructions that exist in the society on gender and analyze the relationship of these perceptions on the subjective job performance. To do this, 382 surveys were applied to people belonging to the labor force in Peruvian banks. Three areas were analyzed for the gender variable: wage gap, participation of gender in a job position and family demand. On the other hand, for the job performance variable, a survey of twenty-three questions has been taken based on the questionnaire by Volkan, A., Rabia, C. and Edina, A. The results showed that gender and job performance are not related. However, the perception of the three studied areas of the gender variable is related to subjective job performance. / Tesis

Das Thema dieser Arbeit ist die Heterogenität der Arbeitsmarktresultate über den Lebenszyklus und über die Geschlechter hinweg. Die Dissertation besteht aus drei unabhängigen Forschungsarbeiten (Kapitel 2-4), die sich auf komplementäre Aspekte der übergeordneten Forschungsfrage konzentrieren: Wie bestimmen Erwerbsentscheidungen das Einkommen und welche Rolle spielt die Geschlechtskomponente? Kapitel 1 führt in das Thema Lohn- und Geschlechtergefälle ein und wie diese mit Erwerbsentscheidungen zusammenhängen. Kapitel 2 analysiert Daten des Deutschen Sozio-oekonomischen Panels und der Innovationsstichprobe des Panels und untersucht die Rolle von verzerrten Erwartungen. Es setzt falsche Vorstellungen über die Arbeitsmarktvergütung von Teilzeitarbeitsjahren mit der Neigung von Frauen zur Teilnahme an Teilzeitbeschäftigung und den daraus resultierenden Einkommensverlusten aus der Beschäftigung in Beziehung. Kapitel 3 fügt die Dimension der Karriereentwicklung hinzu. Es zeigt auf, dass Arbeitserfahrung in Teilzeitbeschäftigung im Vergleich zu Vollzeitbeschäftigung mit geringeren Aufstiegsschancen einhergeht, und dass Beförderungen wichtige Quellen für Lohnsteigerungen sind. Zusammengenommen zeigt die Analyse, dass geringere Löhne durch Teilzeiterfahrung zwei Hauptkomponenten haben – einen erschwerten Karriereaufstieg in höher bezahlte Karrierestufen und ein stagnierendes Lohnwachstum unabhängig von der Karrierestufe. Das letzte Kapitel ergänzt die Diskussion über Lösungen für eine seit langem bestehende Herausforderung in der empirischen Arbeitsökonomie - die Selektionsverzerrung bei Löhnen. Es steuert einen neuartigen nicht-parametrischen Schätzer der von Selektionseffekten bereinigten kumulativen Verteilungslohnfunktion bei. In diesem Kapitel wird anhand von administrativen Daten aus Deutschland gezeigt, wie der Schätzer zur Schätzung einer selektionskorrigierten Verteilung der geschlechtsspezifischen Lohnunterschiede eingesetzt werden kann. / The topic of this thesis is the heterogeneity in labor market outcomes over the life cycle and across gender. The thesis comprises three independent research papers (Chapters 2-4), which focus on complementary aspects of the overreaching research question: how do employment choices determine earnings, and what role does the gender component play? Chapter 1 introduces the topic of wage and gender gaps and how these stand related to employment choices. Chapter 2 analyzes data from the German Socio-Economic Panel and the Panel's Innovation Sample and investigates the role of biases in beliefs. It relates misperceptions about the labor market remuneration of years spent working part-time to the women's propensity to engage in part-time employment and the consequent earnings losses. Chapter 3 adds the dimension of career development. It posits that part-time penalties in experience accumulation decrease the chances of being promoted and that promotions are important sources of wage growth. In sum, the analysis shows that part-time wage penalties have two key components - hampered career progression to higher-paying career levels and stagnating wage growth regardless of career level. The final chapter adds to the discussion on solutions to a longstanding challenge in empirical labor economics posed by the selection bias in wages observed by econometricians. It contributes a novel non-parametric estimator of the selection-free cumulative distribution wage function. This chapter leverages administrative data records from Germany to show how the estimator can be applied in estimating a selection-corrected distribution of gender wage gaps.

Esta investigación tuvo como objetivo analizar los factores determinantes de la brecha salarial entre hombres y mujeres en el mercado laboral peruano: 2014 – 2018. Para lograr dicho objetivo, se usó la base de datos del INEI correspondiente a la ENAHO sobre condiciones de vida y pobreza y se utilizó la encuesta panel para los años correspondientes de la investigación, dentro de esta base datos se escogió a las personas que respondieron durante estos cinco años. La base de datos fue divida en dos grupos, una correspondiente a los hombres y la otra a las mujeres para luego ser estimadas por separado mediante el método de Oaxaca – Choe (2016) para panel de datos, los resultados muestran que las mujeres ganan 25.76% menos que los hombres. Por lo tanto, se encontró que los factores determinantes de la brecha salarial entre grupos son el nivel educativo, las horas trabajadas, la experiencia, el tamaño de la empresa, la edad, la edad elevada al cuadrado. Sin embargo, en el modelo se incluyeron otros variables como es el caso del estado civil, el estar embarazada o no (en el caso de las mujeres), las limitaciones para moverse (discapacidad física), el tiempo de residencia en el distrito o si es perteneciente a un pueblo indígena o no, las cuales no fueron significativas. / The objective of this research was to analyze the determining factors of the salary gap between men and women in the Peruvian labor market: 2014 - 2018. To achieve this objective, the INEI database corresponding to the ENAHO on living conditions and poverty was used. and the panel survey was increased for the corresponding years of the investigation, within this database the people who responded during these five years were chosen. The database was divided into two groups, one corresponding to men and the other to women, to later be estimated separately using the Oaxaca - Choe (2016) method for data panel, the results show that women earn 25.76 % less than men. Therefore, it was found that the determining factors of the wage gap between groups are educational level, hours worked, experience, company size, age, age squared. However, other variables are included in the model, such as marital status, being pregnant or not (in the case of women), limitations to movement (physical disability), length of residence in the district or whether belongs to an indigenous people or not, which were not significant.

Dans cette thèse, nous étudions l'effet de l'auto-sélection des salariés sur l'estimation de la productivité, des différentiels de salaires et de qualité du travail entre les secteurs. Afin de prendre en compte l'auto-sélection des employés dans l'estimation des différentiels le long de la distribution des salaires, nous construisons une approche innovante composée de trois caractéristiques: (i) nous nous intéressons aux effets par quantile inconditionnel; (ii) nous incorporons des effets fixes spécifiques à chaque quantile; (iii) nous proposons une méthode de correction de l'incidental parameter bias. Cette approche permet de produire des résultats exploitables en terme de politiques publiques. Nous montrons dans un premier temps que la sélection positive dans le secteur public tend à se dégrader. Elle disparaît totalement en haut de la distribution des salaires dans la période récente, suggérant un effet négatif du gel des salaires nominaux. Dans notre deuxième article, nous mettons en évidence une sélection négative substantielle dans le secteur informel concernant les hommes et les bas salaires. Cette sélection négative apparaît à la suite de la Grande Récession, indiquant une réallocation des salariés les moins productifs vers le secteur informel. Dans le dernier article, nous montrons pour la période récente que le niveau de productivité des SCOP n'est pas significativement différent de celui des autres entreprises. Nous confirmons l'hypothèse selon laquelle les motivations non-pécunières des employés expliquent une partie importante de la productivité des SCOP dans deux des secteurs étudiés (secteur manufacturier et secteur des transports). / This PhD thesis studies the effect of workers' self-selection when estimating productivity, wages and job quality differentials between sectors. In order to account for the self-selection of employees in the estimation of differentials along the wage distribution, we develop an innovative approach comprising three features: (i) we rely on unconditional quantile effects ; (ii) we incorporate quantile-specific fixed effects; (iii) we suggest a treatment of the incidental parameter bias. This method allows to provide public policies relevant comparisons. We show first that the positive selection into public jobs tends to decline. It totally disappears among top earners in the recent period, suggesting the detrimental effect of nominal wage freeze. In the second paper, we unveil that there is a substantial negative selection into informal salary work for men on average and particularly at low wages. It arises in the wake of the Great Recession, pointing to a shakeout of less productive workers in the formal sector. In the last paper, we account for employees' non-pecuniary motives in our comparison of the productivity of labour-managed firms and other for-profits company. We confirm for the recent period and on a large scale that the SCOP total factor productivity level is not significantly different from the other firms'. We find also results that support the hypothesis that employees non-pecuniary motives accounts for a substantial part of French labour-managed firms productivity in two of the three industries studied (manufacturing and transports).

The U.S. is the only OECD country that does not offer any form of federal paid parental leave. Only three states—California, New Jersey and Rhode Island—have state paid parental leave policies; implemented in 2004, 2009 and 2014, respectively. Through descriptive statistics and a regression analysis of women and men’s wages in those three states, before and after the implementation of the policies, we assess the effects of paid leave programs on the gender wage gaps in those states. Our results show us that California’s paid family leave policy had greater effects on decreasing the gender wage gap than the policies in New Jersey and Rhode Island. In addition, our regression analysis shows us that women of childbearing age (19-45 years) saw an increase in their wages after the policy implementations, while men of childbearing age saw a decrease in their wages. This led us to the conclusion that paid family leave policies may be effective in decreasing the gender wage gap; however it is problematic that men’s wages decreased, implying that the policies may not be totally welfare optimizing. However, we came to an important conclusion that will hopefully entice more states and the federal government to implement policies to better support working parents.