Lower wage rates for fewer hours? A simultaneous wage-hours model for Germany

Wolf, Elke

doi:10.1016/s0927-5371(02)00055-6

Cited by 44 publications

(40 citation statements)

References 21 publications

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“…However, women's wages would be even lower if they worked as much overtime as their male counterparts. This implies that our measure of overtime refers to unpaid overtime, which decreases hourly wages (Wolf, 2002) and not to paid overtime, which has been shown to increase the gender wage gap (Cha and Weeden, 2014). Finally, gender differences in employment histories during the first five years after graduation generate gender inequalities in wages, since women accumulate less work experience, but encounter unemployment more often (Ochsenfeld, 2014;Triventi, 2013).…”

Section: Why Do Occupations Dominated By Women Pay Less? Empirical Rementioning

confidence: 99%

Why do occupations dominated by women pay less? How ‘female-typical’ work tasks and working-time arrangements affect the gender wage gap among higher education graduates

Leuze

Strauß

2016

Work, Employment and Society

101

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Even though women today constitute the majority of higher education graduates, they still earn considerably less than their male counterparts. Previous research demonstrates that occupational sex segregation is important for understanding the gender wage gap, since occupations dominated by women pay less; yet less is known about why this is the case. This article explores two possible mechanisms: the devaluation of 'female-typical' work tasks and working-time arrangements. Hypotheses are tested by applying OLS regression and Blinder-Oaxaca decomposition analyses to the log hourly wages of a representative sample of German higher education graduates from 2001. Results confirm that occupational overtime increases and occupational part-time work decreases wages, indicating that occupations dominated by women pay less due to their 'femaletypical' working-time arrangements. However, inconsistent with the devaluation thesis, tasks like teaching/educating increase wages for women, too, which speaks against a general lower value of 'female-typical' tasks, at least among the highly qualified.

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Section: Why Do Occupations Dominated By Women Pay Less? Empirical Rementioning

confidence: 99%

Why do occupations dominated by women pay less? How ‘female-typical’ work tasks and working-time arrangements affect the gender wage gap among higher education graduates

Leuze

Strauß

2016

Work, Employment and Society

101

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“…While the earliest studies focused on the US (Jones and Long, 1979;Blank, 1990) and the UK (Ermisch and Wright, 1993), the more recent literature has evaluated the PT pay penalty in many industrialized countries, such as Australia (Rodgers, 2004), Belgium (Jepsen, 2001;and Jepsen et al, 2005), Norway (Hardoy and Schøne, 2004), The Netherlands (Hu and Tijdens, 2003); and West Germany (Wolf, 2002), among others. Most studies find a negative unadjusted PT wage gap (a PT pay penalty), the magnitude of which differs substantially across the different countries.…”

Section: Literature On Pt Earnings Penaltymentioning

confidence: 99%

“…Thus, there has been a deepening segmentation of these labor markets with 'insiders' (those with permanent contracts), on the one side, enjoying high level of employment protection, decent jobs and generous benefits, and 'outsiders' (those with fixed-term contracts), on the other, having poor labor market perspectives and low 1 See Jones and Long, 1979;Blank, 1990;Ermisch and Wright, 1993;Montgomery and Cosgrove, 1995;Jepsen, 2001;Wolf, 2002;Hu and Tijdens, 2003;Rodgers, 2004;Jepsen et al, 2005;Hardoy and Schøne, 2006;Manning and Petrongolo, 2008;and Connolly and Gregory, 2009, among others. 2 A possible explanation for this is that most studies (especially in Europe) rely on relatively small sample sizes of individuals who work PT making difficult the heterogeneity analysis.…”

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confidence: 99%

The part-time pay penalty in a segmented labor market

Fernández-Kranz

Rodríguez‐Planas

2011

Labour Economics

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This paper is the first to examine the implications of switching to PT work for women's subsequent earnings trajectories, distinguishing by their type of contract: permanent or fixedterm. Using a rich longitudinal Spanish data set from Social Security records of over 76,000 prime-aged women strongly attached to the Spanish labor market, we find that PT work aggravates the segmentation of the labor market insofar there is a PT pay penalty and this penalty is larger and more persistent in the case of women with fixed-term contracts. The paper discusses problems arising in empirical estimation (including a problem not discussed in the literature up to now: the differential measurement error of the LHS variable by PT status), and how to address them. It concludes with policy implications relevant for Continental Europe and its dual structure of employment protection.

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“…An easy way to account for this potential bias is to use instrumental variables representing the expected working hours of each employee. Following Wolf (2002), it is extremely difficult to find appropriate instruments. Nonetheless, it has been conventional to use variables describing the household context, such as the number of small children, the marital status and the other household income.…”

mentioning

confidence: 99%

Industry Wage Differentials, Unobserved Ability, and Rent-Sharing: Evidence from Matched Worker-Firm Data, 1995-2002

2006

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit company supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. (2004) methodology. However, the contribution of this explanation to the observed industry wage differentials appears to be limited. Further results show that ceteris paribus, workers earn significantly higher wages when employed in more profitable firms. Our instrumented wage-profit elasticity stands at 0.063 and Lester's range of pay is about 41 per cent of the mean wage. This rent-sharing phenomenon accounts for a large fraction of the industry wage differentials. We find indeed that the magnitude, dispersion and significance of industry wage differentials decreases sharply when controlling for profits.JEL Classification: D31, J31, J41

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Lower wage rates for fewer hours? A simultaneous wage-hours model for Germany

Cited by 44 publications

References 21 publications

Why do occupations dominated by women pay less? How ‘female-typical’ work tasks and working-time arrangements affect the gender wage gap among higher education graduates

Why do occupations dominated by women pay less? How ‘female-typical’ work tasks and working-time arrangements affect the gender wage gap among higher education graduates

The part-time pay penalty in a segmented labor market

Industry Wage Differentials, Unobserved Ability, and Rent-Sharing: Evidence from Matched Worker-Firm Data, 1995-2002

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