Can work value orientations explain the gender wage gap in Austria?

Bacher, Johann; Beham-Rabanser, Martina; Forstner, Matthias

doi:10.1080/00207659.2022.2042114

Cited by 11 publications

(13 citation statements)

References 51 publications

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“…If men prefer extrinsic rewards and, thus, choose higher paying jobs (e.g., Zafar 2013), this may also explain the wage differential between male-and female-dominated occupations. In a recent study for Austria, however, Bacher et al (2022) found that while women have stronger preferences for intrinsic rewards, this difference could not explain the gender wage gap. Because a preference for intrinsic work value actually increased earnings, controlling for this preference widened the gender wage gap.…”

Section: Low Pay In Female-dominated Fieldsmentioning

confidence: 82%

The Role of Sex Segregation in the Gender Wage Gap among University Graduates in Germany

Ransmayr

Weichselbaumer

2023

SSRN Journal

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Section: Low Pay In Female-dominated Fieldsmentioning

confidence: 82%

The Role of Sex Segregation in the Gender Wage Gap among University Graduates in Germany

Ransmayr

Weichselbaumer

2023

SSRN Journal

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“…The term value indicates that these orientations are general – not referring to specific occupations, jobs or content. The addendum work implies that they are not universal, but focus on a certain life domain (Bacher et al , 2022). Often, work value orientations are distinguished into intrinsic, focusing on self-actualization, self-expression, development and growth and extrinsic orientations, focusing on security, income, prestige and status (Vansteenkiste et al , 2007).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…Although there is research on gender differences in expectations toward employers (Konrad et al , 2000; Terjesen et al , 2007), it seems appropriate to examine whether such differences persist among Gen Z, or whether the “grand gender convergence” (Goldin, 2014) – the approximation between men and women in labor force participation, occupations, etc. – extends to their work value orientations and subsequent expectations toward employers (Bacher et al , 2022).…”

Section: Introductionmentioning

confidence: 99%

Attracting Gen Z talents: do expectations towards employers vary by gender?

Laßleben

Hofmann

2023

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Purpose This paper explores, which employer attractiveness attributes Generation Z (Gen Z) talents prioritize. Comparing the findings for female and male participants, this study examines whether gender-specific work value orientations prevail among Gen Z talents and impact their expectations toward employers. Design/methodology/approach A survey was conducted among 308 students of business, economics and management in Germany. Data were collected using the employer attractiveness scale of Berthon and colleagues (2005) complemented by an additional dimension focusing on work–life balance. Findings Findings indicate that Gen Z talents primarily expect a fun work environment, a positive team atmosphere and supportive relations with colleagues and superiors. Application aspects and work–life balance enabling services are expected the least. Expectations of four of the six attributes measured differ significantly among women and men, indicating that traditional gender assumptions continue to be reflected in the work value orientations of Gen Z talents. Research limitations/implications The sample was limited to business, economics and management students in Germany. Additional research should include a wider variety of respondents of different disciplines and countries. Practical implications Practical implications refer to emphasizing the social value of employment in the employee value proposition and customizing employer branding activities by gender. Originality/value This study contributes to the literature by empirically determining which employer attractiveness attributes Gen Z talents expect and whether and how these expectations vary by gender.

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“…A magasabb belső munkaérték-orientáció tehát magasabb jövedelmet eredményez. Ez csökkenti a nemek közötti bérszakadékot, mivel a nők magasabb belső munkaérték-orientációról számolnak be (Bacher et al, 2022).…”

Section: A Vonatkozó Szakirodalom Bemutatásaunclassified

Társadalom – gazdaság – természet: szinergiák a fenntartható fejlődésben (Konferenciakötet)

2023

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Can work value orientations explain the gender wage gap in Austria?

Cited by 11 publications

References 51 publications

The Role of Sex Segregation in the Gender Wage Gap among University Graduates in Germany

The Role of Sex Segregation in the Gender Wage Gap among University Graduates in Germany

Attracting Gen Z talents: do expectations towards employers vary by gender?

Társadalom – gazdaság – természet: szinergiák a fenntartható fejlődésben (Konferenciakötet)

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