Influence of female managers on gender wage gap and returns to cognitive and non‐cognitive skills

Balcar, Jiří; Hedija, Veronika

doi:10.1111/gwao.12261

Cited by 11 publications

(7 citation statements)

References 51 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Chowdhury et al. (2019), Balcar and Hedija (2019), Biron and Hanuka (2018), Grönlund and Magnusson (2018), Strain and Webber (2017), Lott and Chung (2016), Janssen et al. (2016), Tinsley et al.…”

Section: Resultsmentioning

confidence: 99%

“…It is a rather crude approach to analyzing gender differences as it cannot fully capture differences between gender but it is frequently used in this area of research. Chowdhury et al (2019), Balcar and Hedija (2019), Biron and Hanuka (2018), Grönlund and Magnusson (2018), Strain and Webber (2017), Lott and Chung (2016), Janssen et al (2016), Tinsley et al (2015), Judge et al (2012), Linz and Semykina (2009), Judge and Livingston (2008), Polavieja (2008), and Srinivas (2007) focus their analysis on this approach.…”

Section: Methods Of Analysismentioning

confidence: 99%

“…The gender pay gap is a persistent problem and a public concern (Altonji & Blank, 1999; Balcar & Hedija, 2019; Bensidoun & Trancart, 2018; Blau & Kahn, 2017). 1 Despite increasing female employment, diminishing differences between men and women in expectations on careers, growing awareness and unease about wage discrimination, and pressure for pay equity, women continue to earn less.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The contribution of personality traits and social norms to the gender pay gap: A systematic literature review

Roethlisberger

Gassmann

Groot

et al. 2022

Journal of Economic Surveys

View full text Add to dashboard Cite

The gender pay gap is a persistent and pervasive problem. This study systematically reviews the literature on two determinants of the wage gap that have attracted attention more recently: the contribution of personality traits and social norms. Based on 39 studies identified, we discuss how personality traits and social norms are operationalized and how much of the gender wage gap they explain. We find that both are important in understanding the gap and that they are closely related, most notably, as preferences are reflections of personality traits and social norms. However, there is no clear consensus on the constructs, what they precisely capture and how to measure them. Thus, there is a great deal of heterogeneity in the results, with the contribution of personality traits and social norms to the pay gap ranging from a few to more than 20%. The literature is not conclusive on whether these factors rather explain the gap or are a source of discrimination. Key limitations of this literature emanate from concerns about the potential endogeneity of personality traits and social norms, and that studies have largely ignored that we can adapt our personality, preferences, and attitudes in adult life.

show abstract

Section: Resultsmentioning

confidence: 99%

Section: Methods Of Analysismentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The contribution of personality traits and social norms to the gender pay gap: A systematic literature review

Roethlisberger

Gassmann

Groot

et al. 2022

Journal of Economic Surveys

View full text Add to dashboard Cite

show abstract

“…This same-gender advantage may not however apply to women in that, as Balcar and Hedija (2018) found, female managers do not necessarily give preference to women in their remunerations but instead follow the example of their male counterparts by prioritizing men.…”

Section: The Claiming and Conferring Of Deservingnessmentioning

confidence: 98%

Towards a performative understanding of deservingness: Merit, gender and the BBC pay dispute

Simpson

Kumra

Lewis

et al. 2019

Gender Work & Organization

View full text Add to dashboard Cite

Drawing largely on a high‐profile case of unequal pay at the BBC (British Broadcasting Corporation) as an illustrative example, this conceptual article considers differences and interrelationships between merit and deservingness, where the latter captures how, through appropriate performances, merit is given recognition and value. We propose a performative understanding of deservingness that highlights its gendered and embodied dimensions. Informed by Judith Butler's account of gender performativity, we show that, while merit is conventionally conceptualized as a relatively fixed set of attributes (qualifications, skill) 'attached' to the individual, deservingness captures how, in gendered terms, value and recognition are both claimed and conferred. As we argue, a gendered, deserving subject does not pre‐exist but is performatively constituted through embodied practices and performances of what is seen as worthy in a particular time and place.

show abstract

“…Data z dotazníkových šetření jsou zase závislá na výši mezd udávané respondenty a na malém vzorku, který nemůže dostatečně pokrýt klasifikaci zaměstnání, a respondenti opět nejsou propojeni se svými pracovišti, o nichž bychom měly data. Balcar a Hedija [2019] propojili reprezentativní soubor dat z roku 2011 s firmami, ale ve své analýze se převážně soustředili na individuální charakteristiky a na roli pohlaví nadřízených na GPG. Jejich výsledky jsou založeny na sebehodnocení schopností respondentů a na mzdy v jednom roce sběru dat.…”

Section: Předchozí Výzkum S Využitím Leed a Jeho Výhody A Výsledkyunclassified

Equal Wage for Equal Work? Gender Wage Equality in Diverse Labour Market Contexts

Křížková¹,

Pospíšilová²

2023

Czech Sociological Review

View full text Add to dashboard Cite

Although international comparisons point to the gender pay gap (GPG) as a significant problem in the Czech labour market, until recently the GPG has not been the subject of deeper research or political attention. Using linked employeremployee data, the article answers the question of whether men and women were paid an equal wage for equal work in 2005-2020 and what part of the total GPG is caused by the segregation of women and men into different occupations, workplaces, and jobs. We also pose these questions separately for the public and private spheres, for selected industries, and for workplaces according to size. Throughout the monitored period, the GPG for equal work is around 10% and another roughly one-half of total GPG is caused by gender segregation. There has been a slight decrease since 2018, especially in workplaces with more than 5000 employees, where, however, the significance of women's segregation into lowerpaid positions is growing. The research confirmed that in more regulated, and therefore more transparent, contexts, such as the public sphere and in large workplaces (but also in small companies with up to 50 employees), the GPG for equal work is smaller than elsewhere. The results point to the need to systematically monitor the GPG and increase the transparency of remuneration systems in the workplace. In connection with the GPG, it will also be necessary to analyse the organisational processes that lead to women's segregation into occupations, workplaces, and jobs that have lower wages, as well as the growing precarity of the Czech labour market.

show abstract

Influence of female managers on gender wage gap and returns to cognitive and non‐cognitive skills

Cited by 11 publications

References 51 publications

The contribution of personality traits and social norms to the gender pay gap: A systematic literature review

The contribution of personality traits and social norms to the gender pay gap: A systematic literature review

Towards a performative understanding of deservingness: Merit, gender and the BBC pay dispute

Equal Wage for Equal Work? Gender Wage Equality in Diverse Labour Market Contexts

Contact Info

Product

Resources

About