京都大学 / 新制・課程博士 / 博士(経済学) / 甲第23669号 / 経博第652号 / 新制||経||300(附属図書館) / 京都大学大学院経済学研究科経済学専攻 / (主査)教授 山田 憲, 教授 西山 慶彦, 准教授 高野 久紀 / 学位規則第4条第1項該当 / Doctor of Economics / Kyoto University / DGAM

This study examines whether there is a wage gap between male and female ordinary judges in the Swedish legal system in the year 2021 and what some of the possible reasons may be for the existing wage gap. The study is based on data obtained from the Swedish National Courts Administration, which includes the 1 000 ordinary judges who are active in the year 2021. The data material is then analyzed using descriptive statistics as well as a bivariate regression analysis to understand if there is an existing wage gap between male and female ordinary judges. To answer the second question, the data material is analyzed using a multiple regression analysis to give us an understanding of what may be the causes of the existing wage gap. The results show that male regular judges earn an average of 1 715 SEK more a month than their female colleagues. In addition, the results of the multiple regression analysis also show that when we use the independent variables that the data material contains, there is in 93 percentage of the cases a statistically significant guaranteed wage gap of 258 SEK per month between male and female ordinary judges in the Swedish legal system.

Equality is part of the European policy and legislation. However there are still evident signs of women being treated unequally in the labour market. The aim of the thesis is to answer the question if women are more vulnerable to economic shocks in terms of wage distribution. The focus will be on women in Spain in the context of the financial crisis of 2008. The thesis examines the evolution of the salary structure in the period 2002-2014 using the microdata of the Structural Earning Survey. The taste-based and the statistical discrimination theory are going to be described in order to explain the causes of gender wage discrimination. The methods applied in this paper are the Mincer method, which explains the human capital theory and the Oaxaca-Blinder decompositions, which separates the gender wage gap into explained and unexplained parts. The results from the study suggest that there is a decrease in the gender wage gap in Spain following the situation before and after the crisis. / <p>Correction: Spring semester 2019</p>

Equality is part of the European policy and legislation. However there are still evident signs of women being treated unequally in the labour market. The aim of the thesis is to answer the question if women are more vulnerable to economic shocks in terms of wage distribution. The focus will be on women in Spain in the context of the financial crisis of 2008. The thesis examines the evolution of the salary structure in the period 2002-2014 using the microdata of the Structural Earning Survey. The taste-based and the statistical discrimination theory are going to be described in order to explain the causes of gender wage discrimination. The methods applied in this paper are the Mincer method, which explains the human capital theory and the Oaxaca-Blinder decompositions, which separates the gender wage gap into explained and unexplained parts. The results from the study suggest that there is a decrease in the gender wage gap in Spain following the situation before and after the crisis.

With the introduction of enterprise bargaining in 1991, decentralised wage determination in Australia was generally expected to widen the gender wage gap (see Chapter 3). However, as discussed in Chapter 4, the research that underlies this expectation is typically based upon aggregated data and suffers from a number of deficiencies. In contrast, this dissertation utilises unit record data from the extensive 1995 Australian Workplace Industrial Relations Survey (AWIRS95) commissioned by the former Department of Workplace Relations and Small Business to test the hypothesis that enterprise bargaining has affected the gender wage gap in Australia. Whilst the passing of four years between 1991 and the time of data collection may not have allowed for the landmark industrial relations change to have worked itself through the labour market, a noteworthy and major feature of AWIRS95 is that it identifies workers and workplaces operating under enterprise bargaining agreements, as well as containing a female/male split of the enterprise bargaining status (see Chapter 5). Along with hourly earnings data derived from AWIRS95, a clear assessment can be made of gender wage gaps for employees under enterprise bargaining and those not employed under enterprise bargaining. The thesis uses OLS earnings regressions to identify the part of any gender wag gap that can be justified by the difference in measured characteristics between males and females, as well as identifying the part that remains unexplained (see Chapter 7). Given the potential that workplace characteristics can affect the integrity of OLS results, a random effects model is also used (see Chapter 8). Interestingly, the OLS and random effects results are virtually identical (see Chapter 9). It needs to be noted that the component of the gender wage gap that is unable to be justified by direct statistical reference to the regression model has been attributed to discrimination in the labour market. However, this is something of a misnomer as the unjustified component also captures the impact of: � model misspecification, including excluded variables; � mismeasurement; and � errors of calculation. 111 Every effort has been made to reduce these effects. Nevertheless, there may be an element of discrimination in the regression model utilised in this thesis that is not discernible through the observable and measurable variables (see Chapter 3). Results of analysis undertaken in this thesis indicate that the gender gap, as well as the unexplained component thereof, are larger for employee data associated with enterprise bargaining than is the case for workers not so employed. Even so, the result is not deemed to be statistically significant, as is further supported by extensive sensitivity testing (see Chapters 7 and 8). Further research is needed to support the posed hypothesis. Nevertheless, the thesis still provides a wide range of interesting outcomes in providing a greater understanding of an observable gender wage gap in Australia, as well as the associated and contributing characteristics of employees and employers. It is in this capacity that the research work recorded in this thesis provides a new level of knowledge and understanding, particularly given the thorough use made of recent microdata and the observed earnings effects of selected variables. As a consequence, the results of this thesis will form a solid foundation upon which further gender wage gap debate, policy formulation and labour economics research can stand.

This paper examines the effect of psychological traits on earnings and furthermore whether it helps explain the gender wage gap. Public-use data collected from The National Longitudinal Study of Adolescent Health is used to evaluate the impact on earnings on seven psychological factors: masculine traits, self esteem, analytical problem solving approach, willingness to work hard, impulsiveness, problem avoidance, and self-assessed intelligence. Findings show that gender differences in psychological traits are significant and returns to observable characteristics differ somewhat by gender as well. Among the young sample of U.S. employees evaluated in this study, I find that up to 21 percent of the gender wage gap can be explained, with psychological factors specifically explaining up to 1.5 percent of this gap.

This study aims to measure the wage gap between the white and Mexican population residing in the United States. It also looks at male and female first- and second-and-higher generations in both white and Mexican populations. Integrated Public Use Microdata Series (IPUMS) is used for the years 1980, 1990, 2000, and 2010. This study finds that first-generation white males are negatively affected by the wage gap, while second-and-higher-generation Mexican females have continuously benefited from the wage gap over the past thirty years.

This dissertation studies determinants of the U.S. labor market structure and human capital development, with a focus on technological change. A key feature of the U.S. labor market since 1980 is the substantial growth of the employment in high skill occupations and there is a substantial literature attributing this change to technological change. However, since 1999, the employment growth of high skill occupations has decelerated markedly despite continued rapid growth in technology. The first essay documents this novel trend and examines the role of technological change in explaining this phenomenon. It shows that technological advancements since the late 1990s, such as the onset of Internet, have expanded what computers can do and become substitutes for high skill occupations. This change can explain a substantial portion of the stagnancy in employment growth for high skill occupation in the 2000s. The second essay examines the role of computer adoption in explaining the differences in the change of gender wage gap between 1980 and 2000 across cities in the United States. It uses the city-level routine task intensity in 1980 to predict the subsequent increase in computer adoption and shows that cities with one percent greater increase in computer adoption experienced a 0.7 percent more decrease in the change of male-female wage ratio between 1980 and 2000. Computerization explains about 50 percent of the decline in the male-female wage gap between 1980 and 2000. The third essay studies the causal effect of maternal education on the gender gap in children’s non-cognitive skills. It shows that maternal education reduces boys’ disadvantage in non-cognitive behaviors relative to girls at age 7. To explain the mechanism of this effect, it provides suggestive evidence that better educated mothers spend more time going outings with boys while reading to girls at age 7, and going outings could be more closely related to non-cognitive development than reading.

The object of this research is to assess the effects of Ontario’s new immigration policy on young non-permanent residents. In particular, it is to evaluate how the wage gap between young non-permanent residents and young Canadian citizens has changed in the labor market of Ontario from 2001 to 2006 to demonstrate influences of new policy. On November 21, 2005, the governments of Ontario and Canada signed the first Canada-Ontario immigration agreement that relaxed several requirements for temporary workers to apply for permanent residency. This paper selected data from the 2001 and 2006 population census to conduct a linear regression to analyze the wage gap and the effects of immigration policy. By using the difference-in-difference approach, this paper found that there was no significant positive effect of the new policy on the entry earnings of non-permanent residents in Ontario.

The aim of the study is to investigate the glass ceiling and the gender wage gap and reasons behind gender inequality in the banking sector of Sweden and Pakistan. / <p>Please find the attached master thesis pdf file.</p>