Continued research on sex-based discrimination is necessary given the pervasiveness of the problem and well-documented adverse outcomes for those who experience it. One widely studied contributor to sex-based discrimination in the workplace is gender composition. While a litany of studies have predicted a linear relationship between the proportion of men in a workforce and the incidence of sex discrimination, newer research has indicated a curvilinear relationship. As the state workforce represents both an aggregation of its institutions and the broader environment in which these institutions exist, state-level analysis is needed to resolve this discrepancy. However, past studies have largely been conducted at the institutional or work-group level and no research to date has explored the effect the gender composition of a state's workforce may have on sex-based discrimination filings. Using a unique dataset compiled from the Equal Employment Opportunity Commission, Bureau of Labor Statistics, and United States Census Bureau for the years 2009-2012, I find that the state is indeed an important locus of inquiry with regard to sex discrimination outcomes. Negative binomial analysis of state sex-based discrimination filings on gender composition of state's employed population reveals a curvilinear relationship, with the least filings in the most balanced and the most male-dominated state workforces, net of all controls.

No description available.

To explain the gender wage growth gap, sociologists tend to focus on gender segregation among/within jobs whereas economists put emphasis on individual job mobility. This study adopted a concept combining both segregation and mobility. The concept helps to take the gender segregation before and after job mobility into account to strictly measure the mechanisms of wage growth. For analysis, this study used 6-year personnel data of a firm, which allows researchers to track employees’ job mobility, wages, and job information at the most accurate level. The concept of combining segregation and mobility was operated through the gender composition of jobs and employee job change, which generated ten patterns. Among them, the following six were focused: staying in male or female jobs, movement between male or female jobs, and movement toward male or female jobs. While controlling wages at prior jobs, the multilevel model analysis shows that the wage growth rates in the six mobility patterns were stratified as follows: mobility between male jobs, stay in male jobs, mobility toward male jobs, mobility toward female jobs, mobility between female jobs, and stay in female jobs. This hierarchy system in the organization reveals two features: first, men’s job-related mobility or stay compensated more steeply than women’s job-related mobility or stay. Second, within each gender category of jobs, the mobility provided higher wage growth than stay. In sum, the gender category of jobs proceeded job mobility in terms of wage growth. Interestingly, when paying attention to the higher wage growth of ‘mobility toward female jobs’ than ‘mobility between female jobs’, this implies that the former occurred in movement from lower-level male jobs to higher-level female jobs, particularly higher than female jobs involved in the latter mobility. In view of gender regarding job mobility patterns, women and men typically did not experience differentiated salary growth. The categories of job mobility used in this paper provide a new and integrated insight for scholars who study gender segregation and job mobility, especially in view of an organization.

This Ph.D. thesis in Economics consists of four self-contained chapters that empirically explore sources of economic inequality, using data from experiments, sports competitions, and Swedish registers. Competing biases: Effects of gender and nationality in sports judging explores in-group biases among judges in the equestrian sport dressage – the only Olympic sport with subjective performance evaluations in which male and female athletes compete as equals. International dressage competitions provide a rare opportunity to investigate gender bias and nationalistic bias in the same setting, using naturally occurring data on decisions of professional decision makers. Gender differences in initiation of negotiation: Does the gender of the negotiation counterpart matter? experimentally investigates how gender differences in the willingness to enter a wage negotiation are affected by whether the counterpart is a man or a woman. The importance of family background and neighborhood effects as determinants of crime uses Swedish register data to estimate sibling and neighborhood correlations in criminal convictions and incarceration. Omission effects in fairness behavior experimentally tests if individuals are more prone to act selfishly if they can passively allow for a self-serving outcome to be implemented rather than having to make an active choice. / <p>Diss. Stockholm :  Stockholm School of Economics, 2014. Introduction together with 4 papers</p>

This Ph.D. thesis in Economics consists of five self-contained chapters that investigate the role of gender and family background in generating socioeconomic inequality. Occupational segregation by sex: The role of intergenerational transmission studies the persistence of the occupational sex segregation by investigating intergenerational associations in the sex composition of occupations. Gender differences in initiation of negotiation: Does the gender of the negotiation counterpart matter? experimentally examines how the gender difference in the willingness to enter a negotiation is affected by the gender of the counterpart in the negotiation. The importance of family background and neighborhood effects as determinants of crime estimates sibling and neighborhood correlations in criminal convictions and incarceration. IQ and family background: Are associations strong or weak? examines sibling and intergenerational correlations in IQ. Gender and inequality of opportunity in Sweden explores to what extent income inequality is due to factors beyond individuals' control, such as gender and parental income. / <p>Diss. Stockholm :  Stockholm School of Economics, 2014. Introduction together with 5 papers.</p>

Aims: This study examined the prospective association between male-female ratio in occupations and levels of effort-reward imbalance, burnout and sickness absence. Specifically, we examined whether levels of effort-reward imbalance, burnout and sickness absence differed by strata of occupational gender composition, and whether effort-reward imbalance explained these differences. Methods: Data from two waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH) was used, forming a sample of 9051 participants. Chi-square test and one-way ANOVA were used to estimate differences in variables between strata of occupational gender composition, and multiple logistic regression analyses were performed to analyse if effort-reward imbalance explained differences in outcomes between five strata of occupational gender composition. The analyses were stratified by gender and level of education. Results: Levels of effort-reward imbalance, burnout and sickness absence varied by strata of occupational gender composition. Effort-reward imbalance was the most consistent predictor, while few significant associations were found between occupational gender composition and the outcomes. Effort-reward imbalance mediated some, but not all of the significant associations between occupational gender composition and the outcomes. Conclusions: There was no strong support for an association between occupational male-female ratio and burnout or sickness absence. Effort-reward imbalance was prospectively associated with all outcomes.

The purpose of the study is to examine if the gender composition of a board has an effect on a company’s financial performance by analyzing their operating margin and return on capital employed (ROCE). The study is based on a quantitative method, studying companies listed on the Stockholm Stock Exchange. Previous research has not been studying the gender composition of boards of Swedish companies and its effect on the company's financial performance in regard to their operating margin and return on capital employed. Therefore, this study has examined that in order to draw a conclusion regarding its possible effects. The data that is collected will be used as support in the analysis in order to understand how the current composition and effects are connected. This study will contribute with knowledge for companies in Sweden regarding gender composition of boards and the possible effects on their financial performance. But also, as support for the ongoing discussion regarding board composition and the current inequality in gender representation. In conclusion the study shows that return on capital employed and the proportion of women in the board has a positive relationship. Meaning that the bigger proportion of women in a board, the better return on capital employed the company has. However, for operating margin there was not a significant relationship and therefore a conclusion regarding that cannot be made.

Submitted by Ricardo Elias Mauad de Andrade (proezas@gmail.com) on 2017-06-06T17:16:56Z No. of bitstreams: 1 DissertaçãoRicardoEliasBiblioteca.pdf: 606350 bytes, checksum: a862ab78155cc25930f033f460a6fbdd (MD5) / Approved for entry into archive by GILSON ROCHA MIRANDA (gilson.miranda@fgv.br) on 2017-06-08T12:47:00Z (GMT) No. of bitstreams: 1 DissertaçãoRicardoEliasBiblioteca.pdf: 606350 bytes, checksum: a862ab78155cc25930f033f460a6fbdd (MD5) / Made available in DSpace on 2017-06-21T14:45:05Z (GMT). No. of bitstreams: 1 DissertaçãoRicardoEliasBiblioteca.pdf: 606350 bytes, checksum: a862ab78155cc25930f033f460a6fbdd (MD5) Previous issue date: 2017-03-31 / The present work inspects the literature on peer effects and bring the main identification issues on the phenomenon. In particular, it analyzes papers that study the gender composition and the behavior answers for situations in which the composition is changed, mainly in educational environment, addressing works that make a distinction between mix and exclusive gender groups. It discusses the results of these papers, showing that a higher female share in peer groups has positive impacts - meaning higher grades and a more welcoming class environment sensed by students - although it cannot be said whether this effects are endogenous or exogenous. / O presente trabalho revisa a literatura de peer effects e elucidar as principais dificuldades de se identificar o fenômeno. Em particular, avalia os artigos que analisam a composição de gênero e a resposta comportamental para situações em que a composição de gênero muda, principalmente no ambiente educacional, visando trabalhos que façam distinção entre turmas mistas e exclusivas de cada gênero. Discute-se ao final os resultados dos artigos debatidos, que demonstram um grande fator positivo do aumento do percentual de mulheres nos grupos de pares - no sentido de maiores notas e maior percepção de bem-estar do aluno com relação ao ambiente - apesar de não se poder distinguir se os efeitos são endógenos ou exógenos.