LSBT*-Personen unterscheiden sich häufig in gelebten Familien- und Partnerschaftskonzepten von der heteronormativen Idealvorstellung und weisen womöglich deshalb bedeutsame Differenzen in Bildungsabschlüssen, Löhnen und beruflichen Status verglichen zur heterosexuellen Cisbevölkerung auf. Mithilfe der gezielten Aufstockungsstichprobe von LSBT*-Personen des SOEP und der Onlinebefragung LGBielefeld analysiert die Dissertation die soziale Lage queerer Personen in der Intersektion von sozialer Herkunft, sexueller Orientierung und Geschlechtsidentität. LSB*-Cispersonen aus Arbeiter*innenklassen erreichen in Deutschland höhere Bildungstitel verglichen mit ihren heterosexuellen Pendants. Gemäß der ‚Queer Habitus‘ Hypothese führt das Begehren außerhalb der Heteronormativität zu einer Reflektion des Klassenhabitus und damit einer „Klassenflucht“ durch Bildung. Allerdings lohnen sich die höheren Bildungserrungenschaften finanziell weniger als für heterosexuelle Cispersonen, da LSB*-Cispersonen auf strukturelle Barrieren stoßen. Ambivalente Beziehungen zur Herkunftsfamilie und stärkere Bindungen zur Wahlfamilie bedeuten außerdem elternunabhängige Karrierewege. Das letzte empirische Kapitel präsentiert erstmalig gemeinsam den Gender Pay Gap und Sexual Orientation Wage Gap inkl. vielfältiger Geschlechter. LSBT*-Personen profitieren nicht von einer Eheschließung. Queere Paare organisieren Arbeit egalitärer, weshalb sie nicht wie heterosexuelle Cismänner auf die Übernahme von Fürsorge- und Hausarbeit der Ehefrauen zurückgreifen können und somit lediglich heterosexuelle Cismänner die Vorteile einer Heiratsprämie genießen. Gelebte Partnerschafts- und Familienverhältnisse jenseits heteronormativer Vorstellungen üben also einen bedeutenden Einfluss auf die soziale Lage aus. Vielmehr als Chancen zu erhöhen, legen die Analysen nahe, dass Dominanzverhältnisse und Vorteile abgebaut werden müssen, um Gleichstellung über rechtliche Veränderungen hinaus auch in die Realität zu übertragen. / LGBT* people often differ from the heteronormative ideals in their family and partnership concepts and may therefore differ substantially in terms of educational qualifications, wages and occupational status compared to the heterosexual cis-population. The dissertation analyzes the education and social destination of queer people in the intersection of social origin, sexual orientation and gender identity using the oversample of LGBT* people in the SOEP and by using the LGBielefeld online survey. LGB* cisgender people from working-class backgrounds achieve higher educational attainments in Germany compared to their heterosexual counterparts. According to the 'queer habitus' hypothesis, desire outside of heteronormativity can lead to a reflection of the class habitus and thus to "escape from home" through education. However, higher educational attainment is less financially rewarding than for heterosexual cisgender people, as LGB* cisgender people seem to face structural barriers. Ambivalent relationships to the family-of-origin and stronger ties to the family-of-choice also indicate career paths independent of parents. The final empirical chapter jointly presents the Gender Pay Gap and Sexual Orientation Wage Gap including gender diversity for the first time. LGBT* people do not benefit from marriage. Queer couples organize work in a more egalitarian way, which is why they cannot rely on their wives to take on care and housework like heterosexual cisgender husbands, which means that only heterosexual cisgender men enjoy the benefits of a marriage premium. Lived partnership and family relationships beyond heteronormative ideas therefore have a considerable impact on the social situation. Rather than increasing equal opportunities, the analyses suggest that dominance relations and advantages must be minimized in order to implement equality in everyday life beyond legal changes.

Expenditures on the salaries of public sector employees constitute a very important component of public expenditures, currently around CZK 200 billion annually in the Czech Republic. Adjusting the remuneration of employees in public administration (sector) is therefore an important option for increasing the efficiency of use of public funds. The assessment of the current system of public sector employee remuneration and a proposal for some specific changes to be made to it is the focus of this dissertation. The primary aim of my dissertation is to analyze the system of remuneration of employees of public and private sectors, both qualitatively and quantitatively. Within the primary target there is also a decomposition analysis, which indicates whether the employees are discriminated against in any of the sectors. The secondary objective is to make recommendations for the system of remunerating public sector employees of the in order to increase its efficiency in terms of public spending while maintaining its incentive function. The work is divided into five chapters. The first chapter, entitled "Theoretical Foundations," provides an overview of the relevant literature, the fundamental basis in economic theory, and issues of the Mincer wage equation, which is then later used as the basis for regression and decomposition analyses, and mainly describes in detail the decomposition method that is used to explain the difference in the salary level in the private and the public sector. These decomposition methods represent, together with quantile regression, the main tool used to meet the objectives of this work. The second chapter, entitled "The Remuneration of Public Sector Employees," describes the structure of the remuneration of employees of the public sector. The data shows that the current system produces results in the form of salaries that do not correspond to the market. The third chapter, called "Regression Model," builds on the analysis performed on data from QSAE, which was discussed in the second part of the previous chapter, and its purpose is to prepare the documents for verification and deepen their conclusions. The fourth chapter, called "Regression and Decomposition Analysis," is based on the regression model assembled in the previous chapter, and describes the results of the regression decomposition analysis performed on the described sample data. This chapter verifies the hypotheses set out in the introduction and answers research questions. The fifth and final chapter, entitled "Interpretation of the Results and Recommendations," focuses on the interpretation of the results, the proposed regulation of remuneration, and recommendations for further research. The main finding of this work is that the system of remuneration of public sector workers is set so that, while the overall average brings quite comparable results in terms of the salary as the entire labor market, it is not throughout the distribution. The performed regression analysis showed that both the public and private sectors evaluate the same things differently (different values of the regression coefficients of variables), and both at the average and along the entire distribution. We can say that the mechanism of the remuneration of employees of the public sector is different from that of the market. This fact is confirmed by the significantly higher coefficient of determination of the regression model of the public sector. Regarding possible discrimination in wages, the analysis showed that employees in the public sector may in contrary to the preposition of positive discrimination be positively discriminated against only up to approximately fifteenth percentile. From fifteenth percentile they are discriminated against negatively. This was confirmed by the decomposition analysis performed on the average salaries, which indicates that public sector employees are, at this level, negatively discriminated against (if the public sector employees have the same regression coefficients as private sector employees, their earnings increase). Finally, this conclusion is confirmed by the dummy variable, which represents belonging to the private sector when the value of its corresponding regression coefficients, in quantile regression analysis along the distribution, evolves from negative to positive and is significantly increasing. The thesis also shows how the system of remunerating public sector employees can be adjusted to reward employees in a way that is comparable with the market.

The Master's Thesis deals with women's rights in the Czech Republic and in the United States of America. The aim of the study is to compare women's rights and opportunities in education, labour market and family life. The theoretical part of the thesis deals with the role of women in society in terms of education, voting rights and employment on labour market. Special attention is focused on family law, mainly on benefits for mothers in different life situations. The practical part of the thesis consists of two parts, a primary empirical research in the form of individual personal interviews and an interpretation of secondary statistical data. In the end of the thesis there is a comparison of both countries based on the theoretical information and the results of the empirical research.

This descriptive study examines the gender pay gap across the income distribution in metropolitan and nonmetropolitan areas in the United States in two periods in the 2000’s. In metro areas, the raw gender pay gapgrows larger in the top of the income distribution. In non-metro areas however, the raw gender pay gap isrelatively even in the upper tail of the distribution and does not show this accelerating pattern. Moreover,the study takes a quantile regression approach to measure the adjusted gender pay gaps conditional onhuman capital variables. Comparisons show that the raw gender pay gap has decreased over time, while thecorresponding adjusted gender pay gap has increased over time. This seems to be explained mainly by theincrease in women’s educational attainment, but also convergence of men’s and women’s work experience.In non-metro areas, this generates an adjusted gap that is substantially bigger in the top quantiles in thelatter period. In metro areas, the pattern of a successively widening gap in the top of the distribution persists.

In this research, I examine the pay equity dilemma women face around the world and how it is different in various regions of the world. My research question focuses on “how a nation’s cultural characteristics affect pay equity?” It is already documented that men are paid more than women. The goal of this study is to explain how individual characteristics of national culture (such as masculinity, individualism, power distance, and uncertainty avoidance) impacts this inequality. By increasing the understanding of pay inequality, changes can be made that will improve the lives of not just women but the families of those women and the world overall. We use data from Geert Hofstede's national culture dimensions and the Global Gender Gap Report by the World Economic Forum. Our results suggest that gender gap reduces in low power distance cultures, in high individualistic cultures, in low masculine cultures, and in low uncertainty avoidance cultures. Our results provide evidence that the economic prosperity of women around the world is significantly impacted by cultural dimensions.

Die drei Aufsätze dieser Dissertation liefern einen Beitrag zur empirischen Literatur bezüglich der Lohnbildung mit besonderem Fokus auf die Rolle von Arbeitsinhalten. Der erste Aufsatz analysiert das Lohngefälle zwischen Männern und Frauen in Hinblick auf die geschlechtspezifischen Tätigkeitsinhalte. Mit Hilfe eines neu zusammengestellten Datensatzes, der deutsche administrative Paneldaten mit individuellen Tätigkeitsinhalten kombiniert, wird der Zusammenhang zwischen ausgeübten Tätigkeiten und Löhnen sowie die Entstehung von Lohnunterschieden zwischen den Geschlechtern in Deutschland zwischen 1986 und 2004 geschätzt. Die Ergebnisse zeigen, dass sowohl Arbeitsinhalte, als auch deren Erträge geschlechtspezifisch sind. Außerdem tragen relative Preise für Tätigkeitseinheiten wesentlich zur Entwicklung des Lohngefälles zwischen den Geschlechtern bei, wobei sich Heterogenitäten entlang der Lohnverteilung zeigen. Der zweite Aufsatz beschäftigt sich mit der strukturellen Veränderung in der Nachfrage nach unterschiedlichen Berufsgruppen und nutzt die deutsche Wiedervereiningung als Quasi-Experiment. Die Berücksichtigung der Charakteristiken der Nachfrage nach bestimmten Berufen ermöglicht die Schätzung des kausalen Effekts eines erzwungenen Berufswechsels auf Löhne. Der abschließende Aufsatz fokussiert sich auf die Veränderungen der Arbeitsinhalte und deren Relation zu Individuallöhnen. Die Ergebnisse zeigen, dass Lohndifferenziale bei einem Berufswechsel stark mit der Ähnlichkeit der Inhalte zwischen dem Ausgangs- und Zielberuf zusammenhängen. Außerdem liefert dieser Aufsatz neue Evidenz hinsichtlich der positiven Relation zwischen den sich verändernden Arbeitsinhalten und den Löhnen von Arbeitnehmern, die keinen Berufswechsel erleben. Dieses Ergebnis zeigt, dass wachsende Kompetenz in Tätigkeiten einen Teil des positiven Zusammenhanges zwischen Löhnen und der Dauer des Beschäftigungsverhältnisses erklärt. / This thesis consists of three essays that contribute to the empirical literature on wage formation regarding job contents. The first essay analyzes the formation and the closing of the gender pay gap with respect to gender-specific task inputs in 1986-2004 in Germany. Using a newly constructed data set that combines administrative panel data on wages with individual-level task information, I am able to estimate the association of individual task profiles with wages and their contribution to the formation of the pay gap. The results document that task contents and returns to them are gender-specific. In particular, relative prices for task-specific units are substantially related to the formation of the wage gap, though the evidence exhibits heterogeneity along the wage distribution. The second essay is devoted to the shifts in the demand for occupations based on the quasi-experimental case of occupational demand shifts in East Germany after reunification. Taking the parameters of the demand for particular occupations into account helps to identify the causal effect of imposed occupational change on wages. The magnitude of the estimated wage effect is huge and persistent, though it points towards a positive selection of the group of employees who experienced an occupational change due to reunification. The third essay focuses on the changes of job contents and their relation to individual wages. The estimation results show that the wage differential due to an occupational change correlates significantly with the degree of similarity between the source and the target occupation. Moreover, the essay provides novel evidence on the positive relation of changing occupational contents with wages for employees who stay in their occupation, which implies that a part of the effect of tenure on wages is due to the increasing proficiency in job tasks.

This thesis deals with the alternative work arrangements in Europe, namely flexitime and part-time. The theoretical basis is built on the theory of preferences and takes into account household labour supply considering also household production. The aplication part compares and contrasts situation in corresponding European countries with special reference to identification the differences between men and women. As a next step, regression and correlation analysis is used in order to identify relationship between part-time ratio and other variables. It was found that there is no relationship between part-time ratio and gender wage gap. Furthermore, there is a statistically significant relationship between GDP per capita and women part-time ratio, which helps to explain the differences among corresponding countries.

The main objective of this thesis is to find out if and how education influence wage. Logical consideration and existing studies imply that there is a positive correlation in between achieved education and individual´s wage level. The studies, however, vary in size of influence and in the Czech Republic there are very few studies that deal with this topic. This master thesis is based on its own survey from which was obtained a total of 521 responses. The survey was conducted during the period of March to May 2015. Data were analysed and interval regression demonstrated positive correlation between achieved education and wage level. When reaching a bachelor´s degree, an individual´s wage increase on average by 8 % compared to individuals with secondary education with graduation. If an individual reaches master degree, his wage increases on average by 21.9 % compared to the wage of individual who achieved the secondary education with graduation. The analysis has also proven the existence of gender pay gap. According to the results, women in Czech Republic have lower wages by 21.3 % compared to men´s. The study also discusses the achievement of higher education for individuals older than 26 years. Regression analysis showed that obtaining bachelor education for this group has higher yield (14.4 %) than in the analysis of the whole data set. Conversely, obtaining master degree has for this group lower profitability (17.3 %). Part of this thesis was also to calculate the return on investment in higher education. Using the method of internal rate of return, it was found out that the return on investment is 8.3 %.

Diploma thesis is focused on understanding the causes of gender pay gap, especially in connection with parenthood and related differences between male and female qualification- and career development and their respective time schedule. Using statistical methods and software instruments Statgraphics and Microsoft Excel the thesis attempts to describe the influence of parenthood and other significant factors such as age, education, occupational status or work field on economic activity and total personal income with respect to gender pay gap.

This master thesis examines gender differences in the labor market. The thesis aim is to find out whether the different status of men and women is due to discriminatory behavior. The theoretical part deals with basic concepts, theories, economic and legislative measures of gender discrimination. The practical part analyzes the different employment of women and men in the labor market. It then focuses on wage differences between men and women at the national level and at EU level. A separate chapter is dedicated to analyzing the factors of wage differences. The last chapter focuses on women in managerial and political positions.