Thesis (Ph. D.)--University of Wisconsin--Madison, 1983. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 223-229).

Thesis (Ph. D.)--University of Washington, 1994. / Vita. Includes bibliographical references.

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1993. / Vita. Abstract. Includes bibliographical references (leaves 89-106). Also available via the Internet.

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Since women's entry into the workforce has constituted such a tremendous social change, its political consequences deserve further study. This investigation uses the 1977 Quality of Life Survey to assess the political impact of both objective and subjective features of women's work on political involvement. / Results demonstrate that mere employment fails to politicize women, but either higher salaries or professional positions can act as political catalysts. In addition, jobs that are perceived to be "good", or that possess a number of positive qualities, may also be politically beneficial. Manual labor, on the other hand, actually discourages political involvement, and unions are not politically helpful. / More research should be conducted into the family context which contributes to the "double burden" of working women (the dual set of responsibilities shouldered by women--at home and on the job). Furthermore, the still limited political and employment opportunities realistically available to women merit greater scholarly attention.

Lee Chung-man. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2004. / Includes bibliographical references (leaves 58-61). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgement --- p.iv / Table of Contents --- p.v / List of Tables --- p.vii / Chapter Chapter 1. --- Introduction --- p.1 / Chapter Chapter 2. --- Literature Review --- p.6 / Chapter 2.1 --- Empirical Findings on Gender Wage Differentials --- p.6 / Chapter 2.2 --- The Determinants of the Earnings Equation --- p.8 / Chapter 2.3 --- Decomposition of Gender Wage Differentials --- p.12 / Chapter Chapter 3. --- Data Description --- p.17 / Chapter Chapter 4. --- The Gender Earnings Gap in Hong Kong --- p.22 / Chapter 4.1 --- The Overall Gender Earnings Gap in Hong Kong --- p.22 / Chapter 4.2 --- The Gender Earnings Gap by Age Cohorts --- p.23 / Chapter 4.3 --- The Gender Earnings Gap by Education Levels --- p.24 / Chapter 4.4 --- The Gender Earnings Gap in Different Occupations --- p.26 / Chapter Chapter 5. --- The Earnings Equation and Return to Education in Hong Kong --- p.28 / Chapter 5.1 --- Determinants of Monthly Earnings --- p.28 / Chapter 5.2 --- The Overall Regression Pattern of the Earnings Equation --- p.29 / Chapter 5.3 --- Return to Education by Age Cohorts --- p.31 / Chapter 5.4 --- Return to Education in Different Education Levels --- p.32 / Chapter 5.5 --- Return to Education in Different Occupations --- p.33 / Chapter Chapter 6. --- Decomposition of the Gender Wage Differential --- p.36 / Chapter 6.1 --- Results from the Blinder-Oaxaca Male Weighted Decomposition --- p.38 / Chapter 6.2 --- Results from the Blinder-Oaxaca Female Weighted Decomposition --- p.40 / Chapter 6.3 --- Results from other Decomposition Approaches --- p.41 / Chapter 6.4 --- Decomposition Results by Groups --- p.43 / Chapter 6.5 --- Comparison for the Decomposition Approaches --- p.52 / Chapter Chapter 7 --- Conclusion --- p.55 / Bibliography --- p.58 / Appendix --- p.62 / Tables --- p.68

Employment rates of Mexican women increased 26 percentage points in the last 23 years. The underlying factors driving this trend are the main motivation for this study. My two explanatory hypotheses are the following: there is a lower 'motherhood penalty,' and a higher preschool enrollment encouraged women's employment. In addition, I estimate the gender gap in weekly wages and wages plus employer-provided benefits. To test these two hypotheses, I decompose changes, over the last two decades, in payoffs and endowments of 'motherhood.' Second, I measure the effect of changes in preschool enrollment on mothers' employment. In addition, I also estimate the gender gaps in wages and wages plus employer-provided benefits, incorporating a more precise measure of job experience than previously used, and measures of cognitive ability and non-cognitive traits (formerly unaccounted for in Mexican studies). My goal is to provide an explanation of the mechanisms that encouraged women's employment in Mexico, and to estimate the possible gender differences in earnings that might prevent a potentially larger progress of women in the Mexican labor market.

This dissertation examines gender pay disparity and women’s and men’s pay increase trajectories in a comparative analysis of the U.S. nonprofit and for-profit sectors. First, using the U.S. Censuses from 1990 and 2000, and the American Community Survey 2010-2014 data, this dissertation examines the nonprofit/for-profit difference in gender pay equity in Chapter 4. Traditionally, researchers have examined gender pay disparity across all industries in the entire economy combined. My analysis, however, focuses on 15 human service industries because nonprofit organizations are usually concentrated in those fields only. This empirical chapter makes two contributions to the field: first, it offers a more apples-to-apples comparison between pay in the nonprofit and for-profit sectors than previous research; second, it captures the gender pay disparity at three points in time, thus reflecting the change over the past 20 years. My industry-specific results challenge two normative assumptions: first, that nonprofits pay their workers lower than for-profits; and second, the smaller gender pay disparity in the nonprofit sector is a result of nonprofit pay compression. Leveraging theories from economics, sociology, and organizational studies, this empirical chapter pinpoints factors, such as industrial competition for labor, institutional pressures, level of unionization, and organizational form, that lead to a difference – or lack thereof – in the level of gender pay disparity between the two sectors. My second empirical chapter (Chapter 5) examines women’s and men’s pay increase trajectories in the nonprofit (NP) and for-profit (FP) sectors based on the Survey of Income and Program Participation 2008 panel data. This chapter traces the pay increases for four groups of workers: NP Stayers, FP Stayers, NP-FP Movers, and FP-NP Movers. The results show that there was selection in workers’ moving behaviors: NP-FP Movers tended to be those who were disadvantaged in the nonprofit sector, while FP-NP Movers tended to be those who were better off in the for-profit sector. The analysis does not find gender or sectoral difference in pay increase trajectories for workers who chose to stay in the same sector. This empirical chapter is the first attempt at tracing the pay trajectories of nonprofit and for-profit human service workers using longitudinal data.

With the move to a more market-oriented economy in China, there is evidence of increased inequality in the incomes earned by men and women. To explore this outcome, we turn to an aspect of Chinese society that is pervasive in both economic and social contexts, namely, the Chinese variant of social capital, guanxi. It appears that in an imperfect labour market characterised by frictions, such as restricted mobility, costly job search, and limited employment alternatives, the cultivation of guanxi is important in reducing these transaction costs. The notion that investing in social capital can enhance an individual's opportunities leads to the development of a theory of discrimination that may explain the gender inequalities accompanying marketisation in China, and might be more generally relevant. The model of earnings discrimination is premised on imperfect product and labour markets. Under these conditions, we show that differential wages for similarly productive workers is a profit maximising outcome for firms. We apply this theory in an attempt to explain the trend of increasing gender inequality in earned income in urban China during the current reform period. First, pre-labour market gender inequality is investigated through developing a model of parental investment in children's human capital to discern whether there are productive differences between men and women prior to entering employment. In 1995, household expenditure on children's education is affected by perceived future earnings differentials and support of parents in retirement. Regarding labour markets, an original survey designed to test our model of social capital was administered in urban China in early 2000 and pertained to 1999. We find that there are differences between men and women in their investment in guanxi that correspond to gender inequalities in earned income and rates of re-employment. Both empirical chapters provide evidence in accordance with the predictions of the theory.

This is an interdisciplinary thesis in women's and gender studies combining legal analysis with archival research. It traverses Australian women's struggle for equal pay and pay equity from the end of the nineteenth century to the beginnings of the twenty-first. It recounts and analyses women's activism through campaigns targeting state and federal politicians, prime ministers, premiers and state and federal ministers for labour and industrial relations; engagement in the industrial arena; and through women's organisations and work with the trade union movement. The thesis analyses achievements and setbacks through the federal industrial arena, and references, too, major state industrial cases and legislation. It analyses women's intervention and impact in the Equal Pay, Minimum Wage, Basic Wage and National Wage Cases. Through archives, original letters, articles, pamphlets, books, interviews and other sources, the thesis recounts women's agreements and disagreements on how the struggle would be won, and the solid campaigning in which women engaged from the late years of the nineteenth century, through every decade of the twentieth, and in the first years of the first decade of the twenty-first century. It covers a span of over one hundred years, during which the claim was characterised as one for equal pay, the rate for the job and, more recently, pay equity. Looking at the past and the present, the thesis concludes that women's direct engagement with the industrial system and parallel working within women's organisations and trade unions has been central to gains in equal pay and pay equity. Apart from women's and men's earnings in Scandinavia, relativities between women's and men's wages and salaries in Australia have been -- despite the disparity - the most approximate of all OECD countries. The thesis posits that it is only with a return to centralised wage fixing, with women's organisations intervening and bringing their own experts to educate industrial commissions, employers and unions, that the value of women's work will be recognised as equal to the value of men's work, and equal pay, the rate for the job, or pay equity will be achieved.